IMPACT : International Journal of Research in Business Management

5-10

Authors: Pradeep Kumar

Degree of financial leverage refers to the effect of the use of debt capital on the earning per share of a company. This paper studied the relationship between degree of financial leverage and earnings per share of two leading Indian steel companies- Steel Authority of India Limited, and Tata Steel Limited for a period since 2006-07 to 2014-15. This study used the secondary source of data i.e. Annual Reports of SAIL and Tata Steel Limited. We found a negative correlation between degree of financial leverage and earnings per share in SAIL, whereas no relationship was found between degree of financial leverage and earnings per share in Tata Steel Limited.

21-34

Authors: Neetu Randhawa

Managing Human Resources in today’s dynamic environment is becoming more and more complex as well as important. People are now being recognized as a valuable resource in an organization. Performance Appraisal has increasingly become part of a more strategic approach to integrating HR activities and business policies and may now be seen as a generic term covering a variety of activities through which organizations seek to assess employees and develop their competence, enhance performance and distribute rewards (Fletcher, 2001). Thus, both practice and research have moved away from a narrow focus on psychometric and evaluation issues to developmental performance appraisal, which may be defined as any effort concerned with enriching attitudes, experiences and skills that improves the effectiveness of employees (Boswell and Boudreau, 2002). Performance Appraisal is a very important tool that is used to measure frameworks set by organizations to its employees. Individual contribution and performance is tracked against organizational goals and individual opportunities and strength is assessed for future improvements. This study examined the status of The Performance Evaluation System and it’s implication for individual and organizational growth. Only when individuals are continuously appraised and evaluated can Organizational performance and its resultant efficiency and effectiveness be achieved. More now than ever inability of organizations to implement an effective performance appraisal strategy has hindered them from achieving competitive advantage. Objectivity and fairness are hindered as many a times appraisal processes are not systematic and regular and are often affected by personal influences occasioned by organizations pre occupation. This hinders the overall performance of individuals, hence a 360 degrees appraisal system should be put in place whereby everybody is involved in the appraisal process and the average should be considered. There should also be counseling sessions post appraisals wherein superiors could share feedback with subordinates and their strengths and weaknesses could be discussed and an agenda could be set for better future performance. Organizations should start giving more importance to evaluation of their employees and accept that training needs can only be identified from performance appraisal outcomes. Organizations should revisit and redesign its appraisal system to align it with its Vision and Mission so that there is attainment of Organizational goals.

43-64

Authors: Puneet Kaur & Jasmeer Singh Saini

Corporate social responsibility is an umbrella term used to describe voluntary corporate initiatives, concerned with community development, the environment and human rights. In today’s competitive world, where things are changing on a much faster pace, till the major portion of our community needs sufficient time to match up with this innovative world, where we talk about 4G or even 5G internet services, to explore the greater things on this earth, but on the other hand, there are people who do not even know, how to make use of ATM cards, or any other internet product or service. After 70 years of independence, our communities are still fighting for their basic requirements, especially in India. Corporate Social Responsibility is a long-term approach to business that addresses the needs of communities, people, and their employers. In this study, an attempt has been made to analyze the social responsibility, which our Indian banks provide to the community from the perspectives of some employees targeted.

75-84

Authors: Sruthy Madhavan

The study on fund management of Parakkadavu Service Co-operative Bank Ltd No.2483 was conducted, with the objective of analyzing the fund management of Parakkadavu Service Co-operative Bank. The period of the study was 10 years from 2004-05 to 2013-14. The study was based on the secondary data, collected from the audited annual report and balance sheet of the bank, as well as various other sources like internet, books, periodicals etc. The present study reveals that, the bank shows efficiency in mobilization and deployment of funds. The bank shows tremendous, increase in deposit mobilization and a gradual decrease in borrowings. The bank was succeeding in non banking activities particularly, in sale of fertilizer, pesticides etc. Most of the ratios are favorable, to the bank except ratio related to efficiency, in operation. The major problem faced by the bank, is mounting overdue and bad debt and, bank keeps high reserves and provision for this. This reduces the profitability of the bank. The bank should take adequate measure, to increase the level of recovery and thereby, reduce the amount of overdue arises in each year. The bank should provide loans to those, who have the required eligibility and after loan sanctioning adequate supervision must be conducted.

93-98

Authors: Rajendra S. Pujari & P.P. Jamsandekar

The significance of knowledge management and its applicability towards Grampanchayat, is intended to develop a novel knowledge management prototype. The existing systems and their significances, enable to develop certain Knowledge Management System Framework. It provides better services to the citizen, as well as other stakeholders.

109-120

Authors: Armah- Bempong Eric

The elements of the service marketing triangle model are empirically found to influence customer loyalty, the mediation of service quality. In this paper, the service triangle model and customer loyalty in the financial services sector of Ghana, the mediation of service quality were examined. Probability sampling techniques were used to select 384 each of customers and employees from banks, non-bank financial institutions, microfinance institutions and insurance companies. Data analysis was done using Pearson’s correlation test, partial correlation test and Stepwise Multiple Linear Regression analysis. Findings revealed that customer loyalty practice is significantly positively related to service quality (r =.845, p <.05) in the financial services sector of Ghana. Also, external market orientation (r =.857, p <.05) and internal market practice (r =.843. p <.05) highly positively relate to service quality. Moreover, interactive market, external marketing and internal marketing significantly predict service quality (p =.000) and account for 90.4% of variance on it. Therefore, each of the three sides of the service marketing triangle impacts customer loyalty in the financial services sector of Ghana. It is therefore recommended that financial service providers in Ghana deliver services that are structured based on principles of the services marketing triangle model.

131-152

Authors: Gerald Munyoro, Irvine Langton& Walter Chenyika

Since independence non-governmental organisations have played a vital role in the political, social and economic development of Zimbabwe and have managed to achieve this through advocating general public goods such as human rights, democracy and providing service to the poor people and this has been seen as a significant complement to the government efforts of delivering basic rights and improving livelihoods of Zimbabwean people. In spite of this critical role, the studies show that NGOs face a multiple challenges, including dwindling donor funding due to donor fatigue and increased competition for funds, limiting the scope and complexity of the projects they can implement. Thus, this study aims to establish the role of entrepreneurship in sustaining NGOs’s operations in Zimbabwe focusing on Harare Metropolitan. Furthermore, the study adopted the phenomenological approach. Consequently, the study shows that entrepreneurship is significant to the sustenance of NGOs’ operations and for that reason, entrepreneurial culture should be adopted.

17-50

Authors: Gerald Munyoro

The focus of this study is to examine the significance of regional policy to Scottish economy because, Scotland is experiencing unprecedented levels of redundancy and unemployment, in many parts of the country – including, most surprisingly, the cities of Glasgow and Edinburgh - despite the fact that, for many decades they have been seen as the backbone of the Scottish economy. Poor performance by Scottish regions is blamed mainly on the collapse of the traditional basic industries, such as shipbuilding and heavy industry in cities, and a lack of investment in rural-based regions. Therefore, the region is now being seen as the appropriate level, for formulating strategies to improve business competitiveness and create employment and for that reason, such policies are principally aimed at reducing unemployment in areas, where it is persistently high and industrial clusters are seen as a constituent of the solution, to this problem. The introduction of industrial clustering strategy will enhance the promotion of innovation, as well as the performance of individual companies for the reason that, innovation is of significance not only for increasing the wealth of nations in the narrow sense of increasing prosperity, but also in the more fundamental sense of enabling people to do things, which have never been done before. For this reason, it is essential to identify a set of industrial clusters, that can be used to resuscitate the Scottish economy.

59-68

Authors: V.Premalatha, R.Venkat Ravi, & K.Sangeetha

Clothing is an integral and inseparable part of mankind. The clothing needs arise from the birth till old age. Every small change taking place in human activities change the world in total. Innovating and evolving technologies revolutionize the existing clothing market. The minds of consumer towards clothing is observed regarding the source and manner of purchase of clothing, clothing expenditure, place of purchase of clothes and clothing buying practice. The study mainly concentrate on thoughtful planning, considerable knowledge of buying practices to build an efficient, appropriate wardrobe with the best quality for the spent money and approach of sales people at the buying place.

77-84

Authors: Supriya Pal & Neeta Sinha

As per the record of American Psychological Association (2011), the significant stressors for millennial identified are money, work and housing dynamics. It was observed that, out of all the generations till now, millennial are the one who has experienced the stress, the most (Generation X comes to the next). On organization front, when any employee joins an organization, they are loaded with expectation and blurred set of roles and responsibilities. Slowly and gradually with the time the association between the employee and the employer is experienced as unsuccessful. The miserable encounters of numerous people have been recorded by research in both role theory and socialization (Kahn et al., 1964; French, 1974; Feldman, 1976).

15-20

Authors: ADVETA S GHARAT & VINAY KANT

Organizational culture is vital in promoting organizational efficiency & effectiveness. Comprehending to the worth of organizational culture will assure to catalyze the acclimatization of the organization & its employees in tumultuous and dynamic environment. Essentially it will call to arms the rate of employee job satisfaction. Employee job satisfaction can get affected in various ways. To enhance it training the employees to improve the organizational culture could be a very useful tool. This research paper focuses on how training can be utilized to instill organizational culture in the minds of the employees to improve their job satisfaction

29-36

Authors: SUDHA SUBRAMANIAM, RAJESH CHEDDA & MADHAVI PETHE

Strategies are the pillars of a workable future. Synergizing our energies into positive action pools through effective goal setting that link to measurable, specific, targeted and time-sensitive values will pay huge dividends as we strive to achieve strategic plans. Strategic intent plays an important role, especially in times of turmoil, where decision-making has to be done under uncertainty and risk. The organizational direction is based on effectively strategizing with prior mapping of the terrain so as to be safeguarded from pitfalls and calamities. Sustaining the enterprise, sustaining the action-plan and translating it into practicality is a proposition that calls for trust, for optimizing productivity, synergizing resources and cushioning against risk. A survey by Industry body CII states that India needs to move away from the ‘one size fits all’ approach and needs to devise potent retention strategies tailor-made to suit today’s youth. Greater national and global opportunities beckon Indian youth today. Simultaneously, the need for stronger retention strategies heralds newer methods, plans and policies to sustain and develop the talent pool. Enterprises need to tailor their business priorities so as to retain the talent pool, said the CII survey on Generation Next workforce.

41-54

Authors: ZIVANAYI FRANCIS MAZHAZHA-NYANDORO & DZOMBA NYAWUDE

Human resources management (HRM) practices enhance employee well-being through promoting safe and hazard-free work environments. Empirical evidence on Occupational Health and Safety (OHS) has highlighted consequences of non-compliance on employee well-being, loyalty, commitment as well as organisational productivity, profitability and image. Drawing on data collected from forty-six (46) public sector employees in Zimbabwe, this paper found evidence on non-compliance with OHS legislation by the government, which is the custodian of the pertinent laws and regulations. The key recommendations are that at the minimum the government should comply with statutory occupational health and safety regulations within the public sector. More importantly, public sector workers are susceptible to various types of work-related hazards and diseases within government buildings and office settings. The key recommendation is that public and private organisations should comply with health and safety regulations and enhance employee well-being, productivity and attainment of human resource management and organisational strategies.

37-48

Authors: RACHNA SHARMA

The Report is all about “A STUDY TO FIND OUT MARKET POTENTIAL FOR NEXGES SOFTWARE IN GROUP HOUSING SOCIETY OF EAST DELHI” and also to know about the customer perceptions and attitudes towards the software. Satisfaction level of the customers was also judged. The customer expectations were analyzed thoroughly. Major factors considered in research are: which group housing societies want to become a smart society, how many group housing societies are aware about the Nexges software & how they feel if Nexges provide automation to their society. To find this, descriptive research was conducted by using the procedure survey method. From the population of group housing societies a sample of 28 societies was selected and random sampling method was used to select the sample from all group housing societies. The findings of this research hopefully will demonstrate awareness of smart society concept among the group housing societies and will also create awareness of Nexges software among the group housing societies.

59-70

Authors: MADALEINE VUGUTSA BUNYOLI &JOSPHAT KWASIRA

Studies on generational differences have garnered increasing interest among organizations, practitioners and researchers in recent years. There are many reasons for this keen interest, including the need to manage people from several different generations, to better adapt the workplace to a multigenerational workforce, to attract and retain new talent, and to identify the working conditions that will lead to positive attitudes and behaviors among younger workers. The purpose of this study therefore was to establish the role of human resource managers in the integration of multigenerational workforce. The study employed a descriptive design using quantitative approaches. The target population was all 66 employees of the department of lands in the County Government of Nakuru, Kenya. The study used questionnaires to collect primary data. The Statistical Package for Social Sciences was used to analyze the data and the results obtained were presented using tables. For purposes of analyzing the strength and relationship of the variables, a regression analysis was carried out. The R2 value of 0.6921 implies that 69.2% of the variations in integration of multigenerational workforce can be explained by the variations in independent variables. It was concluded that both mentoring programs and career development had the most influence while succession planning had the least influence on integration of multigenerational workforce.

77-88

Authors: KEFA RUTO PLIMO & PETER KIPROTICH CHERUIYOT

With the implementation of the new constitution in Kenya, a lot of functions have been devolved from the national government to the county government. These functions cut across the entire government system and have led to realignment of how human resource issues are handled. However, several human resource challenges have cropped up that impedes the successful devolution of this functions. This study aimed at assessing the determinants of effective human resource functions devolution in the County Government of West Pokot, Kenya. This study adopted a descriptive research design using quantitative approaches. The target populations for this study were the employees of county government of West Pokot who are 1,020 in number. Data was collected by use of close-ended questionnaires. The data was analyzed using the Statistical Packages for Social Scientist Version 23. Both descriptive statistics were used to describe the independent and dependent variable while regression analysis was used to test the relationships between the independent variable and the dependent variables. The result was presented using tables. The R2 value of 0.6877 implies that 68.77% of the variations in effective human resource devolution can be explained by the variations in independent variables. It was established that both reward systems and training had the most influence while human resource planning had the least influence on effective human resource devolution.

99-102

Authors: ANUSHA PUNIA

Social maturity is the ability to function in an appropriate responsible manner. As adolescence is the age for an individual to express mature behavior. Social maturity is an essential aspect for the individual as well as society. Results of present study depict that (50.0%) of females of B. Sc. 1st year were in medium range of work orientation. (63.3%) of females of B. Sc. 3rd year were in medium range of self-direction. Independent variables i.e. age, education, caste, occupation had non-significant correlation but only occupation is negatively correlated with social maturity while age, education, caste is positively correlated. Income is significant at 0.05 levels

17-36

Authors: TEKILE ABEBE & SOLOMON MARKOS

For any organization the most important challenge is to retain the talented work force. In order to retain talented work force it is very important to identify factors that affect commitment levels of employees. This study investigates the relationship between job satisfaction and organizational commitment in terms of academic staff at Arba Minch University. In addition, this study sought to determine level of job satisfaction and organizational commitment as well as difference of employees’ score on organizational commitment based on demographics. Data was collected through self administered questionnaire from a sample of 100 academic staff. These respondents were selected using both stratified and simple random sampling technique. Organizational commitment questionnaire (OCQ), job satisfaction survey(JSS) and demographic questionnaire were administered to the respondents and the data collected were analyzed statistical analysis such as descriptive, Pearson product moment correlation coefficient, and independent T-test and ANOVA. Findings of the study indicate that, employees were fund to be most satisfied the relationship that they have with their coworkers, nature of the work and communication and lest satisfied with pay they receive and promotion; and they enjoy average level of overall job satisfaction. The result of descriptive result indicates that employees score more on affective commitment, normative commitment and continuance commitment respectively. The result of correlation analysis revealed that there exist positive significant relationship between all facts of job satisfaction (promotion, supervision, fringe benefits, contingent rewards, relationship with coworkers, nature of the work and communication) except pay with organizational commitment. Moreover, strong positive and significant relationship was found between job satisfaction with affective and normative commitment, however no significant relationship was found with continuance commitment. Findings also suggested that, employees having longer tenures, married, higher educational qualification, and older aged show more commitment than the employees having smaller tenures with the organizations, single, lower qualified and younger in age respectively.

43-50

Authors: T. THILEEPAN & T. JEEVA

New venture start-up is an interactive process between individuals and their environments. We thus propose and empirically test a model of the entrepreneurial process that examines the dynamic relationships between entrepreneurs' personality characteristics and environmental conditions. Findings reveal that entrepreneurs' achievement motivation significantly and positively relates to performance regardless of the munificence level in the environment. However, risktaking propensity is only negatively associated with performance at low munificence level.

69-76

Authors: V. SRAVANI CHARI

The aim of this article is to study the literature on green marketing intervention strategies and sustainable development with a prominence on green marketing intervention strategies to environmental problems facing the world today. The study indicates that both individuals and organizations can gain from green marketing strategies and at the same time look after the environment to accomplish sustainable development. The weaknesses and the future of green marketing as a discipline and future directions for researchers are also reviewed.