Integrated Use of Rational and Intuitive Decision Making Style: Modern Trends in Organizational Decision Making

The present study reviewed the literature based on a centuryof the theoretical and empirical work on decision making styles.Both in theory and research, the traditional trends limited thedecision makers to either rational or intuitive strategies in decisionmaking. Limited amount of literature emphasized on both rationalityand intuition in decision making until in the recent decades whensome researchers emphasized the use of mixed strategies in decisionmaking. Thus the present study illustrates the importance ofcombining the rational and intuitive style and using a mixed-stylein decisional scenarios. Thus the rational-intuitive and the intuitiverationalstyle double the benefits as both styles have some sharedand some other unique qualities which maximize the outcomes whenused in connection. Finally, the present study suggests a transitionfrom uni-style tradition to mixed style decision making

Assessing the validity of admission test into the internship programme at a private university in Pakistan

Objective: To report the development and validity assessment of a comprehensive model of assessment method comprising written test and multiple mini interviews for selection in a medical internship programme. Method: The psychometric validation study was conducted at the Aga Khan University, Karachi, and comprised anonymised scores of written admission test, multiple mini interviews and exit written exams for all the interns who completed their internships in 2018 and 2019. Correlation between admission and exit tests, and predictions were assessed. Data was analysed using SPSS 20. Results: There were 160 interns; 80(50%) each in 2018 and 2019. Mean scores were 68.8±4.40% for written tests and 76.7±4.66% for multiple mini interviews. The mean score for exit examination was 68.1±6.84%. The Cronbach\u27s alpha of scores on the written admission test was 0.82 and 0.88 for the two years, respectively, while for the multiple mini interviews, the corresponding values were 0.81 and 0.94. The written admission and exit tests were moderately correlated (0.44) while the correlations of multiple mini interviews scores with written admissions and exit tests were -0.28 and 0.04, respectively. Conclusion: The selection process should comprise multiple measures of assessment to ensure the selection of the best candidate

Quality Assessment of Drinking Water in Vehari District of Punjab, Pakistan

The current study is performed to assess the physio-chemical characteristics and drinking water quality in three Tehsils (Mailsi, Burewala and Vehari) of District Vehari, Punjab (Pakistan). The water samples of investigated regions were subjected to physicochemical characterization (pH, EC, TDS, HCO3-, CO3-2, Cl-, NO3-, PO4-3, SO4-3, Na+, K+, Ca+2, Mg+2, Fe+2, Cu+2, Zn+2 and Mn+2). It was demonstrated that certain parameters were exceeding WHO standard limits. The water of Lalazar colony, college town, Y-Block and Sharqi colony was found unfit for drinking purposes so it may cause serious health concerns in the citizens of the investigated areas

The Impact of Demography upon the Employees’ Self-Esteem

The present study is primarily concentrated on the demography and professional self-esteem of the employees in the higher educational institution which is an effort to produce a new sense in each employee who is attached with any occupation particularly the teaching profession. In the field of education, there are numerous studies on self-esteem but no adequate work is found to explore the level of professional self-esteem of the employees in the higher educational institution of Pakistan. The current research study offers a new orientation and dimension to the higher educational system. The present work aimed at exploring the factors like confidence, performance, empowerment and the demographics in defining the self-esteem of the academicians in the higher educational institutions. Keywords: Demographics, Self-esteem, Self-confidence, Performance, Empowerment, HEIs

The Self-Esteem: A Review of Literature

The development and progress of a country can be done by some professionals, among others economists, technocrats and statesmen. Through teachers, these various specialists get knowledge. It is the teachers who do well in generating professionals who develop their knowledge in their fields. Therefore, teachers should own self-confidence and self-esteem to do their jobs. The empowerment of teacher is considered frequently on the assertion that the teachers who work closely with the students are in the best position to make sympathetic decisions. The institutional management should create environment for the work value by confirming the teacher’s access to the information, resources and support necessary to achieve the tasks and that they are provided constant opportunities for development. In the university context, this is mainly important, with new professional and innovative requirements for both teaching and non-teaching employees. Keywords: Self-esteem, Self-confidence, Performance, Empowerment, Academicians, HEI

The Teachers’ Loyalty and its Attributes: A Comprehensive Review

In the socio-economic development of every country, the education plays a significant role. In this regard, the higher education institutions (HEIs) are centers of academics where the people acquire skills in the various spheres of life. The HEIs are the main providers of educated and skilled personnel those who pursue their corresponding professions in the different sectors of economy. The nursery of these people must be nurtured by certain capable and highly experienced faculty which is the backbone of every higher education institution. In this regard, the teachers’ loyalty is the only factor behind the success of these academic institutions. The loyalty is the multi-dimensional phenomenon which originates from the employee’s empowerment, participation and socialization. All these three factors accumulatively makes a person loyal towards his/her institution which is a burning issue being discussed and analyzed by the both the employers and the employees. Keywords: Loyalty, Empowerment, Participation, Socialization, Teachers,

The Contributing Factors towards Employees’ Loyalty

The commitment and loyalty occupy considerable of the similar theoretical concepts. However, loyalty spread out further than the basic philosophies of commitment in two ways, first, the personal choice paradigm adopts the literature of commitment and an employee considers rational analysis alternatives to commit or not to commit to an institution. On the other hand, loyalty brings together a normative component into the association as it is generally described as a responsibility. Researchers concern themselves with measuring the extent to which employees feels commitment toward their institutions. Loyalty, however, suggests mutuality, while commitment is generally conceptually situated inside the individual, loyalty exist in further at the connection of a relationship. Individuals must accept a fluid approach, in the workplace, to evaluating the demands of loyalty as background and associations alteration. It is difficult if not impossible, without addressing this fluidity, to predict attitudinal or behavioral outcomes of individuals’ perceptions that others have been disloyal or loyal. The loyalty has received considerable attention from philosophers; it is, of course, not simply a philosophical abstraction. It is also a cognition held by a person to characterize his or her relationship with another person. Keywords: Loyalty, Empowerment, Participation, Socialization, Employee

The Determinants of Employee’s Loyalty in the Higher Educational Institutions

In the socio-economic development of every country, the education plays a significant role. In this regard, the higher education institutions (HEIs) are centers of academics where the people acquire skills in the various spheres of life. The HEIs are the main providers of educated and skilled personnel those who pursue their corresponding professions in the different sectors of economy. The nursery of these people must be nurtured by certain capable and highly experienced faculty which is the backbone of every higher education institution. In this regard, the teachers’ loyalty is the only factor behind the success of these academic institutions. The experimental part of the study was anchored on the theoretical framework derived from the literature. About the role of independent variables (empowerment, participation, socialization & demographic attributes), the empirical/field study has come up with surprising results. The loyalty (dependent variable) is significantly associated with the independent variables (empowerment, participation and socialization). In the current study, the correlations are coming as empowerment (p-value=0.000, r=0.481), participation (p-value=0.003, r=0.254) and socialization (p-value=0.000, r=0.416). In the process of regression, only empowerment has appeared as significant with R2 of 0.27 and p-value of 0.000. But, in process of stepwise regression, empowerment has been joined by socialization with significance of 0.031 and 0.000. Keywords: Loyalty, Empowerment, Participation, Socialization, Academicians, HEI

The Employees’ Self-Esteem: A comprehensive Review

In the available literature, diverse terms such as self-efficacy, self-concept, self-confidence and self-esteem are often used inconsistently and interchangeably as they may denote to dissimilar ideas about how individual think about themselves. This requires the emotion, attitude and psychomotor measurements of human personality. In the society, employees as human beings “live where their sense of self-worth evolves from the frequent” exchanges with others. Negatively or positively, this sense of self-worth, affects their entire life and certainly their professional life too. The self-esteem can be defined as the degree to which the individual believes himself to be successful, worthy and capable. The literature reveals that the self-esteem is significant to an employees’ identity, responsiveness and that low and high self- esteem would influence behavior in negative and positive ways. Keywords: Self-esteem, Self-confidence, Performance, Empowerment, Academicians, HEI