IMPACT : International Journal of Research in Business Management

Number 4-8, 2016

1-16
AN EVALUATION OF THE STUDENT INDUSTRIAL ATTACHMENT PROGRAMME IN ZIMBABWE: A CASE STUDY OF CHINHOYI UNIVERSITY OF TECHNOLOGY

Authors: GERALD MUNYORO, ZIVANAYI FRANCIS NYANDORO & MUNYARADZI MUSEKIWA

Abstract

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Number of views: 2616

The student industrial attachment has become an integral part of academic programmes that seek to improve students’ career prospects and employability. This study evaluated the attachment programme from the perspective of students and university lecturers. A sample of eighty-seven (87) participants comprising lecturers, students and parents were interviewed using self-administered questionnaires, semi-structured and focus group interviews. Data were analysed using descriptive analysis and content analysis. The majority of the respondents concurred that the student industrial attachment programme helps to bridge the gap between theory and practice. There were perceived variations with respect to the grading of the assessments, mismatch between equipment and technology available in the University and industry. Further, to concerns regarding the administration of the programme, in particular, challenges in securing attachments and student allowances, lack of resources to cover industrial supervisors’ transport and accommodation costs. The main recommendations include the need for the University to establish a Unit to coordinate the programme and foster closer liaison with industry, monitor quality assurance procedures, upgrade equipment and technology. In addition to regular reviews of the student attachment programme in line with changing and challenging business environments

17-36
THE RELATIONSHIP BETWEEN JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT IN PUBLIC HIGHER EDUCATION INSTITUTION: THE CASE OF ARBA MINCH UNIVERSITY, ETHIOPIA

Authors: TEKILE ABEBE & SOLOMON MARKOS

Abstract

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Number of views: 1788

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.

37-42
A STUDY ON EMERGING TRENDS IN PERFORMANCE MANAGEMENT SYSTEMS ACROSS ORGANIZATIONS IN INDIA

Authors: RUCHI GAUTAM

Abstract

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Number of views: 908

India now stands at that point of intersection that requires organisations to not just cut costs but also remodel the way work is conducted and the way performance is driven and measured. Focus on past performance by using bell curve and rather than a future promise has come under critical scanner in the last few years. Such systems have been found to foster short-term focus among the employees that does not speak well for the competitiveness of the organization. Also, utilising the same rating for determination of rewards as well as finding suitability for the role and vertical mobility has been found to be short-sighted. The need of the hour is to attract and keep talent and collaboration. Companies are also remove ratings to get managers to talk to employees about their development more than once or twice a year. In this paper, we have studied the alternate mechanisms of appraisal followed by organizations that stress more on employees and employee development. The study reveals that an employee-focused performance management technique has the power to steer the entire employee engagement process at once. Building a high performance culture starts with a clear connection between purpose and performance. Today's, organizations must aim to support their employees, help them develop new skills and align them with their business goal to outshine in fierce market competition.

43-50
ENTREPRENEURIAL MOTIVATION IN SMALL SCALE INDUSTRIES IN MADURAI

Authors: T. THILEEPAN & T. JEEVA

Abstract

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Number of views: 657

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.

51-68
CREDIT RATIONING AND REPAYMENT PERFORMANCE (PROBLEMS) IN THE CASE OF AMBO WOREDA ESHET MICROFINANCE INSTITUTION

Authors: FIRAFIS HAILE

Abstract

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Number of views: 562

This study investigated with the aim of analyzing the factors that affect microfinance repayment problems, evaluating the loan rationing mechanisms. The study was conducted in Ambo Woreda West Showa Zone (Oromia) Regional State, Ethiopia. Data were collected through semi-structured questionnaires that were distributed to members’ through interviews with Eshet Microfinance manager, credit officers and credit committee members. The findings revealed that major factors considered by Eshet Microfinance for credit rationing were Savings, education, quantum of loan, collateral asset, age, loan diversion, repayment mode and training. The study also found out that among the factors that were used for credit rationing in Microfinance age influenced loan repayment performance. From the findings, it was concluded that Ambo Microfinance’s credit rationing process was weak since it failed to discriminate between credit worthy and non-credit worthy borrowers and thus resulting in poor borrower’s loan repayment performance. Credit rationing system needs to take into account the factors that influence loan repayment performance when rationing loan applicants. Based on the research findings, the study recommends members’ training in proper loan utilization and business management skills so as to invest in profitable business ventures and improve their loan repayment performance. The government should provide sufficient financial and human resources to cooperative institutions so that it can extend its supportive roles to Eshet Microfinance Institutions to improve its service delivery to members.

69-76
A STUDY ON GREEN MARKETING INTERVENTION STRATEGIES AND SUSTAINABLE DEVELOPMENT

Authors: V. SRAVANI CHARI

Abstract

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Number of views: 516

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.

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STRATEGIC HUMAN RESOURCES MANAGEMENT AND ORGANIZATIONAL EFFECTIVENESS IN NIGERIA

Authors: NANCY AGHA & EZE ONYEKACHI RICHARD

Abstract

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Number of views: 760

The study examined the relationship between Strategic Human Resource Management and organizational effectiveness in Nigeria. Strategic Human Resource Management is achieved by linking Human Resource Management (HRM) with strategic goals and objectives in order to improve business effectiveness and develop organizational culture that fosters innovation and flexibility. It involves planning human resource activities in such a way to enable organizations to achieve their goals. Human resource activities such as recruitment, selection, training and rewarding personnel are done by keeping in view the organization’s goals and objectives. The study used descriptive survey and content analysis. It was observed that the effectiveness of staff performance in any organization in Nigeria is greatly influenced by human resource policies and programmes of the organization. The study concluded that strategic human resources management has been relatively high in terms of its relationship with organizational effectiveness in Nigeria. While some organizations have adopted Strategic Human Resources Management (SHRM) as a tool for achieving effectiveness, Strategic Human Resources Management (SHRM) has helped in the achievement of the set goals of the organizations. The study recommends that management of any organization should internalize the training of their staff and also collaborate with workers unions towards improved welfare programmes in addition to queuing into other human resources programmes of the Federal government.