Storage hygeine and disinfestation

Imperial Users onl

A collaboration framework to support decision making in new product development with the supply chain

Management use the supply chain features more frequently, as the increasing rate of product introduc-tions demands more efforts from a business to deliver new products effectively and efficiently. To produce products at the targeted cost, time, and quality, the supply chain must be aligned with product development processes. This will allow manufacturing firms to overcome problems such as (partially) failed product launches due to the lack of timely provision of parts and systems caused by insufficient capacities in the supply chain. With integrated New Product Development (NPD) and Supply Chain Management (SCM), enterprises have the benefit of increased supply chain capability, thus increasing the effectiveness of new product introduction and improving their overall performance. In this re-search, the authors have tried to link NPD of an automotive manufacturer to its global network of suppliers. The integration points in the integrated NPD and SCM framework will provide guidelines to identifying where critical decision are made in collaboration with the supply chain

Top management’s snooping: Is sneaking over employees’ productivity and job commitment a wise approach?

The management’s responsibility is to monitor the employee’s performance but when it becomes a desire of the management to snoop/spy the employees’ performance then this act has a direct influence on the employees and their motivations. The paper investigates the effects of top management’s spying/snooping in the organization on employees’ productivity and job commitment. For the purpose a sample of 3500 employees via self-administered survey technique were analyzed. Tobit Model (Censored regression) has been used to interrogate the effect of snooping/ spying on employee productivity and commitment. Tobit Model marked findings that the approach of top management to snoop/spy on the employees’ productivity and job commitment affects adversely on the employees. Policy makers should adopt informal ways to practice snooping as it causes stress, mental illness, de-motivation and especially when snooping is via other co-workers and employees, it creates major disruption and a rise to politicking in organization, which effect the proper streamlining of business operations across the departments.Organizational spying/snooping, job commitment, employees’ productivity, stress

Effects of Deceptive Advertising on Consumer Loyalty in Telecommunication Industry of Pakistan

This study is an attempt to interrogate the effects of deceptive advertising on consumer loyalty in telecommunication industry of Pakistan. Four variables, Call Charges (CC), Network Coverage (NC), Network Quality (NQ) and Customer Service (CS) were used to measure deception in Telecom Ads and then its effect on consumer loyalty while the consumer preference is used as the proxy of consumer loyalty. 10,000 random individuals from telecom industry were selected to conclude the results. Testing specification confirmed that the deception overwhelmingly exists in telecom ads and none of the telecom companies were providing exactly the same quality of service in terms of Call Charges, Network Coverage, Network Quality and Customer Service, as they promise in their advertisements, while, the consumers are inclined towards the services where the deceptions are seemingly meager.Advertising, Deceptive Advertising, Consumer Loyalty, Telecommunication

Effects of subordinate various work behaviors on the motivational level of their bosses

Subordinates at times are the source of rousing for their bosses at various organizations which always give a jump to the working relations among them. Primarily the focus of this paper is to interrogate the various constructs and the proxies of subordinates work behavior which motivate to their bosses while revealing the impact of subordinates those work behaviors on the motivational levels of the bosses and then the bosses and subordinates relationships due to such work behaviors. Personal survey via random sampling technique was used to acquire data from 1700 managers of various working units which includes Departments of research and development, admin, HR and accounts, of various organizations. Optimal scaling is used to conclude the relationships between the outlined variables. The findings reveals that there is strong and positive relationship between subordinates various work behaviors and the motivation level of their bosses.Motivation, manager-subordinate relationship, work behavior

Relationship between Various Employee Performance Recognition Techniques and Customer Satisfaction: Evidence from the Restaurant Industry of Pakistan

Employee performance recognition techniques are used extensively by every organization to recognize employees, which motivates employees to put more efforts in attaining more customer satisfactions in order to achieve organizational growth. Restaurants of contemporary epoch are putting more time, money and efforts to satisfy their employees because restaurant owners and managers know that external customers can never be satisfied until own internal employees are satisfied. In this paper, various techniques of employee performance recognition, which includes awards, bonus/cash, certificates of appreciations, praise in meetings, nominations for training and job redesign has been interrogated and gauged to evaluate their possible impacts on the customer’s satisfaction. A sample of 200 restaurant managers and 4000 customers of restaurants were taken for the study from the variety of restaurants of major cities of Pakistan, which includes Karachi, Hyderabad, Lahore, Multan, Islamabad, Rawalpindi, Peshawar and Quetta. Personal survey method was used to acquire data and General Linear Model was used to interrogate the relationship between various employee performance recognition techniques and customer satisfaction. Results show that all outlined performance recognition techniques have a positive relationship with the customer satisfactions which reflects that the employee performance recognition techniques have a pivot and vital role in making customers satisfied.Customer Satisfaction, Employee Performance, Performance Recognition Techniques

Can co-workers motivational efforts pave the way for morale and job commitment for employees?

Can co-workers motivational efforts pave the way for morale and job commitment for the employees is a million dollar question which always matters for the organizations to perform. The purpose of this research is to develop an understanding on the relationship between the employees and their colleague in the organizations, The findings reveal that co-workers various motivational efforts may have a positive impact on employee morale but it still doesn’t guarantee the job commitment, precisely the motivation by co-workers may only boost the morale of employees for a short while, and thereafter a person may lose the interest towards his/her job again.Co-workers motivational efforts, Motivation, Morale, Job commitment

Effects of Business Embedded & Traditional Training Models on Motivation

Service industry is now focusing more and more on providing valuable training opportunities to its employees in order to improve the quality of its services and benchmarking them as its competitive advantage. This research has attempted to understand the effects of the Business Embedded Training Model and the Traditional Training Model on employees’ job motivation. A sample of 80 organizations and 1000 respondents was taken and Group t-Test and Log Linear Logit techniques were used to evaluate that which training model is preferred over the other by the service industry and which training model has more positive effects on employees’ job motivation. The study revealed that Business Embedded Training Model has more positive effects on employees’ motivation than the Traditional Training Model.Training, Motivation, Performance, Employee Satisfaction

Managerial Social Wisdom: A major facet for Employee Turnover Intentions, Work Commitments and Manager-Subordinate Relationships

Working under a wise manager is incredibly worth it. There are some managers worth dying for and is a cast of ‘rare breed’. Leaders/Managers that have managerial wisdom, makes employees love to work long hours, exceed one’s abilities to perform just because they have asked for it. The aim of this study was to study this social wisdom of managers beyond being socially intelligent. This paper investigates the relation of social wisdom with employees’ turn over intentions, work commitments and manager subordinate relationships. A structured, personal survey on a sample of 3500 organizational employees was tested and analyzed via correlation analysis. Extremely strong positive correlation between social wisdom of managers and factors like employee turnover intentions, work commitments and manager subordinate relationships have been found and reported. This paper marks from the organizational-wide perspective that the wise manager build long and valuable relationships with the their employees and in turn pass on the managerial wisdom and are a major cause for a retaining employees and making them perform better every day.Managerial Social Wisdom, Employee Turnover Intentions, Work Commitments, Manager-Subordinate relationships