To build trust with employee and gain their loyalty as the key to success

Employees are your most valuable assets. Organisations are highly dependent on employees' loyalty and expect their trust in the organization as a key ingredient factor. A successful company needs employees trust and who are loyal to what it stands for and to what it’s trying to achieve. Therefore, to ensure the sustainability and competitive advantage of an organization in facing the challenge of success, it is advised that employers examine several approaches that can be taken to win loyalty and build their trust and see the benefits and significant impact on the organization in the future. it is a step forward in creating organizational solutions and success

Maintain a culture of integrity at workplace during COVID-19 outbreak

Integrity is a powerful double-edged sword for companies today, is necessary for long term success and corporate sustainability. Cultures of integrity are committed to doing the right thing, not just as a matter of marketing or positioning, but as an uncompromising stance embodied by the words and actions in any environment and situation encountered. Having integrity in the workplace has become very important these times, especially in the current situation where all countries are facing with pandemic Covid19. Hence this paper as an initiative to the employer or organization in identifying factors that ensure the stability and practice of a culture of integrity during Covid-19 by its employees in achieving the same goals in any situation in the workplace or outside the organization

Shift & night work – the positive impact, challenges and action to deal with it

Shift work means work that takes place on a schedule of employee outside the normal hours eight at morning until at five at evening. Well, it involves day and night shifts, which is whether in an early morning shifts, and rotating shifts. In Malaysia, shift work happens usually to the health care workers, precision production and repair workers, machines operator, and aviation workers and so on. Especially in manufacturing, employees tend to make sure machines run twenty-four hours per day rather than buying more machines to operate on a day shift

Organizational culture influence on job satisfaction in the Pakistan context

The objective of this paper is to offer a proposed relationship between organizational culture and job satisfaction in Pakistan. Organizational culture refers to the outcome of individuals or group of people in the organization that have the same attitude as well as behavior. Job satisfaction means a situation where organization employees satisfied with their jobs. Literature shows that inconsistent results between organizational culture and job satisfaction and calls further studies. Hence, this paper proposed hypotheses between organizational culture and job satisfaction. Although, this paper is conceptual in nature thus, there a need for empirical research on this relationship in the light of social exchange theory

Survey instrument for measuring level of preparedness amongst healthcare personnel in radiation emergency

Drills and exercises are globally practiced to investigate the level of preparedness towards disaster events. However, these activities are rarely conducted because they require substantial investment, specifically to budget and time. A self-reported survey may serve as an alternative approach, although it may not be as effective as drills and exercises. As part of the survey development process, this article discusses preliminary validation of a survey instrument to measure the level of preparedness towards radiation emergency amongst healthcare personnel. Prior to this validation process, extensive literature reviews pointed out that the instrument consists of three constructs of preparedness, namely readiness, willingness, and ability. A total of seven subject matter experts were invited to judge the contents for verification purposes. Randolph Kappa analysis was then conducted to analyse their judgment to allow irrelevant items to be filtered from the rest prior to any improvements. Initially, the survey instrument consisted of 69 items; however, the analysis omitted 16 of them. The following values for each preparedness construct were: Readiness (0.77), Willingness (0.70), and Ability (0.73). These findings indicate that contents of the instrument are valid. Further analysis should be fulfilled to complete validation process to ensure its practicality prior to using it as an evaluation tool

Maternity leave

A numerous off-days which a woman is legally approved to be absent from work in the weeks prenatal and postnatal recovery phase after giving birth defines maternity leave. It is stated that at least 60 consecutive days of paid maternity leave were entitled to all female workers in Malaysia if they have worked at least 90 days with their current employers in four months leading up to their confinement period, except for exempted categories (Employment Act 1955) During the maternity leave, female workers are entitled to be provided with all relevant contractual benefits and paid with full salary as if they are in an active employment excluding the benefits that are tied to active work. The right to resume working upon their return from maternity leave is also protected

Child labour: the case study in Bangladesh

Child labour involves of person that age below than 17 years old. Child labour often happen in poor countries such as Bangladesh. In Bangladesh, the issue of child labour might be the biggest issue. Bangladesh come up with Bangladesh Labour Act (BLA) that did not allow any person age below from fourteen years old to work (Nawshin et al, 2019). One of the aim or purpose of this act is to prevent teen workers in order to get the proper payment of any work. This is because when organization use child labour, they might be paid at lower rate because children usually do not have much responsible in their family compared to teen workers. This indirectly cause an economic matter in a family

Psychology well- being at workplaces

Psychological well-being indicates the existence of positive relationships with others, personal personality, autonomy, meaning in life, and personal growth and development. According to Ronald (2017), psychology well-being is a balance between challenging life events and rewarding, and is achieved through a balance of affected life events

Performance Appraisal During Pandemic Covid-19: How to Evaluate Remote Worker Productivity

The COVID-19 pandemic has disrupted how organizations are operating. Globally, a majority of the population is still working from home due to the ongoing pandemic of COVID-19. In this current scenario, many businesses have had to take significant steps to adapt to COVID-19 and it has become a necessity for organizations and managers to keep their workforce productive and engaged. However it was found that most organizations are curtailing or even abandoning performance management because of difficulties measuring performance and disruptions in performance due to the COVID-19 crisis. Therefore this article, will discuss on how the organization and management can conduct performance appraisals on employees who work remotely effectively and take into account some justifications and due consideration especially in situations where the whole country is facing health and safety risks

Anxiety Disorders in the Workplace: How to Deal and Does Anxiety Affect Employee’s

In recent years, mental health disorders are a huge public health problem worldwide, especially anxiety disorders. Anxiety disorders is the extreme worry or fear under the category of psychiatric conditions. To gain a better understanding of the topic of anxiety disorders in the workplace, the researcher conducted a literature review of previous articles to support the objectives of the study. The objectives of the study are to determine the factors of anxiety disorders among employees in the workplace, to determine the ways to manage anxiety disorders for employees, and to examine the impact of anxiety disorders on employee’s abilities. This study elaborated 6 ways for employees to overcome their anxiety disorders in the workplace, such as awareness, having a conversation between employers and employees, supportive family and friends, practicing a healthy lifestyle, mindfulness practicing, and setting deadlines honestly. Moreover, anxiety disorders have reduced of anxiety disorders on the employee’s abilities are reduced productivity, employee planning less effectively, less focus on work and have difficulty in listening. Additionally, this study made several recommendations on how employers assist their employees who experience anxiety disorders. Overall, the future researcher needs to be explored the psychological well-being of employees in the workplace in the future in order to stay in a peaceful and harmonious working environment