Organizational Effectiveness Research Articles

Impact of Organizational Relationship on Organizational Effectiveness

The primary objective of every organisation is to ensure the achievement of its vision. This can be achieved only through teamwork and team effort. An organization is made up of a team of people called employees. Unless they work in unison, it becomes a challenge for any organisation to fulfil and achieve its vision. The success of any organization depends on the relationship between employer and employee as well as between the employees. The study hypothesizes that ‘A good and healthy environment assists in cultivating trust, promoting transparent communication, and building mutual respect, thereby promoting a favourable workplace atmosphere. This in turn helps in enhancing employee productivity that triggers more positive outflow in terms of goodwill, profits, sustainability, and motivation not only among the employees but also those associated directly or indirectly with the organization.’ This study attempts to study the impact of organizational relationships on the productivity of employees at an identified company, situated in Mysuru City, Karnataka State, India. The outcome of the study reveals that there is a link between a positive relationship and employee productivity and employee retention.

Sustainability as Proper Investment: Organisational and Field Level Effects of Grand Challenges in the Case of Swiss Banking

For business firms Grand Challenges (GCs) have become both a social expectation they must meet and a promising opportunity to make profits. Based on the insights of the organisation-society approach, we use the example of banks to show how social and ecological problems are translated into manageable objects and how this translation corresponds to changes at the field level. We identify new forms of collaboration, the emergence of new professionals, and the further trainings of established professionals as a promising research perspective.

Artificial intelligence-based expert weighted quantum picture fuzzy rough sets and recommendation system for metaverse investment decision-making priorities

There should be some improvements to increase the performance of Metaverse investments. However, businesses need to focus on the most important actions to provide cost effectiveness in this process. In summary, a new study is needed in which a priority analysis is made for the performance indicators of Metaverse investments. Accordingly, this study aims to evaluate the main determinants of the performance of the metaverse investments. Within this context, a novel model is created that has four different stages. The first stage is related to the prioritizing the experts with artificial intelligence-based decision-making method. Secondly, missing evaluations are estimated by expert recommendation system. Thirdly, the criteria are weighted with Quantum picture fuzzy rough sets-based (QPFR) M-Step-wise Weight Assessment Ratio Analysis (SWARA). Finally, investment decision-making priorities are ranked by QPFR VIKOR (Vlse Kriterijumska Optimizacija Kompromisno Resenje). The main contribution of this study is the integration of the artificial intelligence methodology to the fuzzy decision-making approach for the purpose of computing the weights of the decision makers. Owing to this condition, the evaluations of these people are examined according to their qualifications. This situation has a positive contribution to make more effective evaluations. Organizational effectiveness is found to be the most important factor in improving the performance of metaverse investments. Similarly, it is also identified that it is important for businesses to ensure technological improvements in the development of Metaverse investments. On the other side, the ranking results indicate that regulatory framework is the most critical alternative in this regard.

Exploring the Impact of Transformational Leadership on Employee Motivation and Organizational Performance: A Human Resource Management Perspective

This study explores the impact of transformational leadership on employee motivation and organizational performance from a human resource management perspective. Utilizing a qualitative literature review methodology, the research synthesizes existing studies to provide a comprehensive understanding of how transformational leadership practices influence employee motivation, engagement, and overall organizational effectiveness. Transformational leadership, characterized by its focus on inspiring and motivating employees through vision, support, and empowerment, has been widely recognized for its positive effects on employee attitudes and behaviors. The literature review reveals that transformational leaders enhance employee motivation by fostering a supportive work environment, encouraging innovation, and promoting professional development. Additionally, the review highlights that organizations led by transformational leaders often experience improved performance outcomes, including higher productivity, increased job satisfaction, and reduced turnover rates. However, the findings also indicate that the effectiveness of transformational leadership may vary depending on contextual factors such as organizational culture, industry, and employee demographics. This study contributes to the field of human resource management by offering practical insights into the benefits and challenges of implementing transformational leadership in diverse organizational settings. The implications of these findings suggest that HR professionals should consider adopting transformational leadership development programs to enhance employee motivation and drive organizational success.

The Influence of Leadership Styles on the Efficiency of Higher Educational Institutions in Himachal Pradesh

The primary objective of this current study is to conduct a comprehensive analysis of the ways in which various leadership styles influence the overall organisational effectiveness of higher education institutions. Furthermore, the goal of the research is to determine whether demographic variables have an impact on the evaluation of organisational efficacy and the perceptions of leadership of individuals within these institutions. Data were meticulously collected from a sample of 215 teachers in Himachal Pradesh, India, who held a variety of positions at both private and public higher educational institutions. This was done in order to attain these objectives. The results of this study provide compelling insights: Initially, it is clear that demographic variables, at least to a certain extent, influence perceptions of organisational efficacy and leadership within higher education institutions. These variables include, but are not limited to, age, gender, educational background, and years of experience. Secondly, the research emphasizes a substantial correlation between the organisational efficacy of these institutions and the transactional style of leadership. In the context of higher education in Himachal Pradesh, transactional leadership is a significant influence on organisational efficacy, as it is defined by a focus on structured rewards and explicit communication of expectations. These results enhance comprehension of the manner in which demographic factors and leadership dynamics interact to influence the operational efficiency of educational institutions in this region.

The Influence of Institutional Culture on Organisational Effectiveness in Selected Public Universities in Uganda

Organisational effectiveness is a vital component of universities and other organisations because it leads to various positive outcomes, including customer satisfaction, employee relationships, improved business processes, learning and growth, and profitability. However, despite its importance, Ugandan universities are currently struggling with low levels of organizational effectiveness. Therefore, this study assessed the influence of institutional culture on organisational effectiveness of selected public universities in Uganda. Specifically, the study assessed the influence of artefacts, espoused belief and values and basic underlying assumptions culture dimensions on organisational effectiveness. The study employed a quantitative approach, utilizing a correlational research design. With a small population of 265, the researchers aimed to survey the entire population although those who provided responses were 231 participants. The data were collected using a close ended self-administered questionnaire. The data were analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM) using SmartPls to test casual linkages between the variables. The results indicated that espoused beliefs and values, and basic underlying assumptions had a positive and significant impact on organisational effectiveness in public universities. The study concluded that espoused beliefs and values, and basic underlying assumptions are essential for organisational effectiveness of public universities, and basic underlying assumptions are vital for organisational effectiveness in public universities. The study recommended that university managers should promote espoused beliefs and values through enabling openness and learning, team work and adherence to rules, and basic underlying assumptions of mutual responsibility and shared objectives, and participation in decision making in the management of universities

Cross-Cultural Management Practices in Multinational Corporations: Enhancing Organizational Effectiveness

Cross-cultural management in multinational corporations (MNCs) has become increasingly vital as organizations expand their operations globally. the significance of effective cross-cultural management practices in enhancing organizational effectiveness and achieving competitive advantage in diverse international markets. theoretical frameworks and empirical studies to identify key challenges and opportunities associated with cross-cultural management in MNCs. It investigates how successful organizations navigate cultural differences, leverage diversity, and promote inclusive leadership to foster innovation, collaboration, and cohesive organizational cultures across borders. Case studies and comparative analyses illustrate best practices and innovative approaches adopted by MNCs to address cross-cultural challenges. the importance of cultural intelligence, communication strategies, and adaptive leadership in managing diverse teams and aligning global strategies with local market dynamics.

A CONTINGENCY APPROACH TO UNDERSTANDING FUNCTIONAL FLEXIBILITY FOR SUSTAINABLE ORGANISATIONAL EFFECTIVENESS: A STUDY OF MEDIUM-SCALE ENTERPRISE

Pressure is increasing on medium-scale enterprises that operate in already volatile environments characterized by uncertainty, high business costs, intense competition, and instability. The perceived need for increasing flexibility in businesses necessitated this study which examined the extent to which functional flexibility affects organization effectiveness in medium scale enterprises in the north-central zone of Nigeria. To achieve this objective, the variables were operationalized and model specified. The study adopted descriptive survey research design. Data were gathered from primary source and the study hypothesis was tested using the Multiple Regression Technique. Functional flexibility was found to have significant effect on organizational effectiveness from the result of the regression analysis. Based on these findings, the study recommended that the leadership of business enterprises should adopt formal and coordinated approaches to modifications of work behavior.

A Training Program for Evaluating Chinese Music Instructors’ Leadership Competencies in Universities in Chongqing, China

Background and Aims: The need for effective leadership within Chinese music education departments in Chongqing universities. This program likely aims to develop and assess leadership competencies specific to the unique context of Chinese music instruction, aligning with broader goals of enhancing educational quality and organizational effectiveness in higher education institutions. This study investigates leadership competencies among music instructors in higher education in Chongqing, China, utilizing a multi-institutional cross-sectional approach to discern the current and desired leadership competencies essential for effective music education. Methodology: By applying the Priority Needs Index (PNI) analysis, the research identifies exemplary pedagogical performance and collaborative teaching as pivotal areas that necessitate development to meet the evolving demands of music education. Results: The findings emphasize a significant inclination towards student-centered educational paradigms, highlighting the importance of creativity, emotional intelligence, and collaboration in contemporary music education. This shift underscores the necessity for pedagogical evolution and integrating innovative teaching methodologies. By pinpointing key leadership competencies and underscoring the critical role of professional development, this study contributes to the broader dialogue on enhancing music education in China. Actionable recommendations include the development of courses integrating leadership and innovation skills, establishing professional development programs emphasizing student-centered methodologies, and forming strategic partnerships with music organizations to expose educators and students to real-world leadership scenarios. These initiatives aim to foster a culture of innovation and adaptability, ensuring music education aligns with the demands of the 21st-century music profession. The study contributes to the ongoing conversation on enhancing music education leadership in Chinese higher education, providing insights for pedagogical advancement and professional development. Conclusion: The study emphasizes a move in music education toward student-centered methods and promotes the blending of creativity, emotional intelligence, and teamwork. By delineating fundamental leadership skills and promoting career advancement, it provides practical suggestions for promoting creativity and flexibility, enhancing the conversation about enhancing music education leadership in Chinese higher education.

The World Health OrganisationGlobal Code of Practice and migration of health workers from Zimbabwe.

The migration of health workers remains one of the most pressing challenges facing many countries in the global South. This short communication seeks to reignite debate on the effectiveness of the World Health Organisation (WHO) Code as a tool for managing the migration of health workers from the South. While the WHO Code was somewhat effective in reducing the migration of health workers from countries such as Zimbabwe during the first five years of its implementation, demand for health workers in the UK after Brexit and the COVID-19 pandemic has accelerated the rate of migration of health workers from countries facing critical shortages. Clearly, new solutions are needed that strike a balance between the right of health workers in the South to migrate and the right of citizens in the region to a stable supply of health workers.

Organizational communication, commitment and effectiveness in Chinese vocational colleges

Organizational communication, commitment and effectiveness in Chinese vocational colleges

Contraception use and changes in young women with newly diagnosed breast cancer

To evaluate contraception use and change among young women with early breast cancer. Secondary analysis of a cluster randomized trial. Multi-institutional. Patients with newly diagnosed breast cancer age ≤45 years enrolled from 54 US oncology practices. Sites were randomly assigned to the Young Women's Intervention, an educational intervention for young women with newly diagnosed breast cancer and their oncologists addressing issues specific to this population, including contraception, or a contact-time control physical activity intervention. Participants completed surveys in follow-up, including a 3-month survey regarding contraceptive practices before and after diagnosis. Outcomes of interest included young women's contraceptive use and methods before breast cancer diagnosis and 3 months after study enrollment. Logistic regression models assessed factors associated with use of less than highly effective contraceptive methods categorized according to World Health Organization effectiveness tiers and changes in contraceptive methods. Of 312 women included, 258 (83%) reported contraceptive use before breast cancer diagnosis, and 275 (88%) reported contraceptive use after diagnosis. Use of highly effective methods (e.g., vasectomy, non-hormonal intrauterine devices) increased from 39% before diagnosis to 52% after diagnosis. Use of moderately effective methods (e.g., hormonal methods) decreased from 22% before diagnosis to 3% after diagnosis. Use of less effective methods (e.g., condoms, withdrawal) increased from 22% before diagnosis to 34% after diagnosis. On multivariable analysis, factors associated with using less than highly effective contraception after diagnosis included desire for additional children (odds ratio [OR], 6.33; 95% confidence interval [CI], 3.76-10.66) and discussing contraception with a provider (OR, 1.96; 95% CI, 1.12-3.40). After breast cancer diagnosis, 207 patients (66%) reported no change in contraceptive methods. On multivariable analysis, factors associated with contraceptive method change after diagnosis included age <35 years (OR, 2.96; 95% CI, 1.57-5.58) and provider discussion (OR, 3.59; 95% CI, 1.91-6.78). There was no association in either analysis with study arm. Although most patients used contraception after breast cancer diagnosis, nearly half reported using less than highly effective contraceptive methods with higher failure rates, highlighting the need for early and improved contraceptive counseling for young women with breast cancer. NCT01647607.

MAPPING THE TERRAIN OF TRANSFORMATIONAL LEADERSHIP, ORGANIZATIONAL COMMITMENT, AND EMPLOYEE ENGAGEMENT: A CONCEPTUAL FRAMEWORK

Organizational commitment and transformational leadership play an important role in organizational success. This study explores the interrelationships between organizational commitment and employee engagement, highlighting their interconnected nature and implications for organizational effectiveness. A conceptual framework approach is used to map the interdependencies between transformational leaders, organizational commitment, and employees. Key findings and models from the selected studies are extracted to identify common themes and gaps. The conceptual framework aims to provide a foundational reference for future empirical studies and will assist practitioners in devising leadership strategies that effectively harness the potential of their workforce. The framework provides a comprehensive understanding of how leadership behaviors influence employees' emotional attachment to the organization and their subsequent engagement in their work roles.

Balancing Act: Maximizing Organizational Performance through Socio Technical Integration

Abstract: In today's dynamic business environment, organizations strive to optimize performance by integrating socio-technical aspects effectively. This study employs quantitative analysis to investigate the relationship between socio-technical integration and organizational performance. With a sample of 240 respondents chosen via convenience sampling, hypotheses testing was conducted to explore this relationship. The findings reveal significant positive associations between socio-integration and organizational performance metrics, as well as between technical integration and organizational performance metrics. These results underscore the importance of striking a balance between social and technical elements to enhance organizational performance. This study contributes to understanding how socio-technical integration can be leveraged to maximize organizational effectiveness in contemporary workplaces

THE ROLE OF QUALITY MANAGEMENT IN INCREASING ORGANIZATIONAL EFFECTIVENESS IN THE CONTEXT OF UNIVERSITIES

In the face of rapid change and increasing complexity in higher education, quality management (QM) is emerging as a useful tool for universities to adapt and optimize their processes. This paper emphasizes the importance of implementing effective QM systems in academic institutions, highlighting their significant impact on organizational effectiveness. The research aims to investigate how QM implementation can enhance efficiency within universities. It achieves this by analyzing current QM practices, identifying areas needing improvement, and proposing specific solutions. The study reveals a diverse range of QM approaches across institutions, reflecting their unique structures and processes. While many universities have initiated QM systems, the success and coverage of these initiatives vary. Key areas identified for potential improvement include decision-making transparency, interdepartmental communication, and the integration of student feedback. The research also highlights gaps, such as the lack of systematic QM implementation, unclear performance indicators, and difficulties adapting to rapid changes in higher education. The overarching message of this paper is that a well-implemented QM system can be a strategic asset for universities, supporting both academic and administrative processes. QM implementation has been shown to increase organizational efficiency, leading to improved academic processes, reduced administrative costs, and increased satisfaction among students and staff. The research findings underscore the need for continued investment and commitment to QM in higher education. By embracing QM principles and practices, universities can enhance their overall performance, adapt to evolving challenges, and provide a higher-quality educational experience. This research not only contributes to the existing knowledge base on QM in higher education but also provides practical recommendations for institutions seeking to improve their organizational effectiveness.

Kompetensi dan Komitmen dalam Manajemen SDM Kontemporer

This study aims to explore the role of competence and commitment in contemporary human resource (HR) management and how they affect organizational performance. In the context of a dynamic and increasingly complex business environment, HR competencies and employee commitment levels are key factors in achieving competitive advantage. This study uses a quantitative approach by distributing questionnaires to HR professionals in various industries to collect data on competency development, HR policy implementation, and employee commitment levels. The results of the study show that there is a significant relationship between good HR competence and high employee commitment to increasing productivity and organizational effectiveness. This research suggests that companies should focus more on developing employee competencies and strategies to increase commitment to face modern managerial challenges. These findings are expected to provide insight for HR practitioners in designing more effective policies and practices to support organizational growth and success.

Role of Managerial Hierarchy level in determining the Emotions of Employees at Workplace

This study explores the role of managerial hierarchy in shaping the emotions of employees within the workplace. Managerial hierarchy, defined by the levels of authority and responsibility in an organization, significantly influences various aspects of employee experiences, including emotional responses, job satisfaction, and performance. The research examines how different hierarchical structures impact emotional labor, emotional intelligence in leadership, and perceived organizational justice, thereby affecting employee emotions. It highlights that flatter hierarchies often promote autonomy and open communication, leading to positive emotional outcomes, while taller hierarchies can create environments of controlled interaction and emotional suppression, potentially resulting in negative emotional states. The study also underscores the importance of emotional intelligence in leadership for managing the emotional climate and fostering supportive and inclusive work environments. Understanding the interplay between managerial hierarchy and employee emotions provides valuable insights for organizations aiming to enhance employee well-being and organizational effectiveness through strategic management practices and organizational design.

AI-Powered Healthcare: Transforming Patient Outcomes with Machine Learning

AI and ML have flooded the healthcare industry with new technological approaches to affect patient experiences through smart approaches towards predictability, treatment, and diagnosis. The following paper focuses on exploring the effects caused by the implementation of artificial intelligence technologies in the sphere of healthcare. This research explores different case studies to prove that early diagnosis, treatment customization, and organizational effectiveness are all driven by AI. The paper is concerned with the approaches used in the implementation of artificial intelligence in the health sector, together with the consequent enhancement of patients’ experiences. This paper also looks at some of the issues of ethics and the future of artificial intelligence in the health sector while focusing on proactively securing the patient and the progress of the technology. Keywords: AI in Healthcare, Machine Learning, Patient Outcomes, Predictive Analytics, Healthcare

Design and development of hotel management system using spring boot application

This paper focuses on recognizing the rapid pace at which the hospitality industry is being run and the need for properly run operations in various hotels to enhance guest satisfaction. This project provides them with an enhanced solution, Hotel System that is developed based on the Spring Boot, React, and MySQL Integration for effectively operating and managing hotels and improving the service standards by catering to the guest’s needs promptly. The system benefits from the technologies defined in the modern web to develop a coherent and effective way of management in hotels. Manual booking and writing down records on paper are not efficient and prone to mistakes. The current system suggests a solution that is contemporary to the vices mentioned above and also improves the security and access to the documents. Some of the subsystems include reservation of the rooms, management of the guests, management and authentication The underlying objectives of the Hotel System are to transform the ways of hotel operations with the help of popular technologies, to provide guests with a higher level of satisfaction, and to improve the organizational and management effectiveness.

Tacit knowledge sharing in a Lebanese family business: the influence of organizational structure and tie strength

PurposeThis study explores the influence of organizational structure on relationship formation and tacit knowledge sharing within a family business context.Design/methodology/approachUtilizing a single case study approach, data were collected through interviews and questionnaires from 12 participants at a family-owned advertising and communication firm in Beirut, Lebanon.FindingsThe research highlights the critical role of organizational structure in enhancing organizational effectiveness through knowledge transfer. It underscores how both intraorganizational and interorganizational ties influence knowledge sharing processes and demonstrates the varying impacts of tie strength on tacit knowledge distribution.Originality/valueThis paper contributes to the literature by examining the interdependence between organizational structure, tacit knowledge transfer and tie strength in family businesses. By analyzing these elements across internal and external boundaries, the study offers a fresh perspective on network dynamics. The research highlights that traditional definitions of network ties may not fully capture the unique environment of family firms, where structural nuances impact knowledge sharing and performance. Practically, the findings provide actionable insights for managers to design organizational structures that optimize tacit knowledge flow, fostering innovation and competitiveness. This work challenges existing frameworks and offers guidance for improving knowledge management in family businesses, supporting sustainable growth and success.