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The Extent Human Resource and Organization Behavior Ensure Organizational Long-Term Sustainability at Work Place in Wamata
Abstract
The business case study on the extent human resource and organization behavior ensure organizational long-term sustainability at the workplace was done at WAMATA. The general objective of the case study was to assess the impact of human resource management practices and organizational behavior on organizational sustainability. Specifically, a business case study aimed to determine possible challenges and propose relevant solutions to mitigate those challenges. The business case study was driven by the situation faced by WAMATA of alarming trend of employee turnover. A descriptive case study design was employed to gather insights into the organizational dynamics at WAMATA. Primary data was collected through interviews with key stakeholders, while secondary data was obtained through documentary reviews. Data collection instruments used included interview questions and documentary review schedule. Data collection methods used to gather information from organizational records and reports included interviews and documentary review. Thematic analysis was used to analyze collected data, allowing for the identification of key themes and patterns related to human resource management and organizational behavior. Proposed solution include developing of friendly organization policies, create career paths and growth opportunities, flexible work hours, WAMATA should enhance employee involvement in decision- making, WAMATA should prioritize on work-life balance, and creation of learning and development programs. The business case recommends to WAMATA to improve working environment and to integrate ICT into business environment to enhance productivity and sustainability. The study concludes the practice of critical importance of human resource management and organizational behavior in achieving long-term sustainability at the workplace. The study recommends for continuous monitoring and evaluation of HR practices, fostering a culture of innovation and adaptability
Aim and Objectives: To evaluate the knowledge and outlook of adult patients towards orthodontic treatment and identify the motivating factors behind their decision to seek such treatment, a study was conducted. The study also aimed to determine if increasing age posed a barrier to seeking orthodontic care and to gauge the overall attitude of patients towards adult orthodontics. Methodology: A sample comprising 385 adult patients aged between 18 and 35 years, who were seeking orthodontic treatment, was surveyed. These patients completed a questionnaire prior to commencing treatment. Results revealed that the majority of adult patients recognized the necessity of orthodontic treatment during adulthood. Additionally, dissatisfaction with their dental appearance, particularly regarding their smile, was a significant motivator for seeking treatment at this stage of life.
Human resource management (HRM) plays a vital role in organizations as it focuses on effectively managing the human capital to align with organizational goals and objectives. This abstract provides an overview of the key aspects of HRM in organizations. It highlights the importance of recruitment and selection in attracting qualified candidates, training and development in enhancing employee skills and knowledge, performance management in evaluating and improving employee performance, compensation and benefits in ensuring fair compensation and employee well-being, employee relations in maintaining positive workplace relationships, employee engagement and motivation in fostering a productive work environment, HR information systems in managing employee data and facilitating decision-making, and legal compliance in adhering to employment laws and regulations. Effective HRM contributes to employee satisfaction, productivity, and retention, thereby enhancing organizational success.
Managing labour turnover is critical for any organization sustainability and competitiveness. In the past, turnover was higher in government organizations as compared to non-Governmental Organizations. Currently however, non-Governmental organizations are facing difficulties to retain good performers, experienced and well trained employees due to high turnover. This study attempted to assess factors influencing labour turnover intentions in non-Governmental Organizations by taking the case of the Christian Social Service Commission (CSSC) in Dar es Salaam. Specifically, the study sought to assess how work-related factors, organization factors and personal factors influence labour turnover intentions at CSSC. A case study design and quantitative approach were employed in this study. Data was collected from 80 employees through standardized questionnaire, and both descriptive and inferential statistics procedures were applied in data analysis. The research revealed that organization factors and work-related factors moderately influence turnover intentions, whereas the personal factors had no significant influence. In this respect improving on salaries, fringe benefits, personal career advancement opportunities, involvement in decision making, friendly organization policies, job securities to name a few will scale down turnover intensions. However, further studies can be carried out including more variables than those assessed in this study to reveal factors affecting labour turnover intentions.
To date, research directed at the work–life balance (WLB) has focused mainly on the work and family domains. However, the current labor force is heterogeneous, and workers may also value other nonworking domains besides the family. The aim of this study was to investigate the importance of other nonworking domains in the WLB with a particular focus on health. Moreover, the importance of the effects of the work–family balance (WFB) and the work–health balance (WHB) on job satisfaction was investigated. Finally, we explored how the effects of the WFB and the WHB on job satisfaction change according to worker characteristics (age, gender, parental status, and work ability). This study involved 318 workers who completed an online questionnaire. The importance of the nonworking domains was compared with a t-test. The effect of the WFB and the WHB on job satisfaction was investigated with multiple and moderated regression analyses. The results show that workers considered health as important as family in the WLB. The WHB explained more of the variance in job satisfaction than the WFB. Age, gender and parental status moderated the effect of the WFB on job satisfaction, and work ability moderated the effect of the WHB on job satisfaction. This study highlights the importance of the health domain in the WLB and stresses that it is crucial to consider the specificity of different groups of workers when considering the WLB.
Despite apparent high remuneration by Non-Governmental Organisations, they still experience retention challenges of key talent. This study examined the relationship between rewards and employee retention in Non-Governmental Organisations. Specifically, it sought to establish the different rewards administered as well as the relationship between rewards and employee retention using Plan International and Save the Children, both operating in Uganda. A cross-sectional comparative study design using both quantitative and qualitative approaches was employed. Questionnaires, interviews and focus group discussions sourced the information. Quantitative and qualitative data was analysed using Pearson"s coefficient, ANOVA, content, logic and inference methods respectively. Results showed a positive correlation between rewards and employee retention in NGOs. The NGOs administered a reasonable base pay, some allowances and benefits. There however was lack of job evaluation, inflexible reward policies, rigid pay structures and consequently, extra effort from high performers was not catered for. It was recommended that NGOs carry out Job evaluation and adopt flexible reward policies to incorporate contingency pay and bonuses to cater for the extra effort put in by high performers.
In India, Non-Governmental Organizations are seen to have a significant role in community development practice. NGOs are established with a vision by a group of like-minded people committed for community development, uplift of poor people. Importance of NGOs in various fields and the excellent work is done by NGOs in specific fields is no doubt a good task that has helped to meet the changing needs of the two-day special structure. But, nowadays, many NGOs in India is facing various problems and challenges which are creating barriers in the implementation of various developmental programs. In this context and efforts have been made through this study to focus on the major problems or challenges facing by Indian NGOs. The result of the study shows that NGOs are facing financial, problems, HR related challenges, administrative and social problems in the implementation of various social developmental programs.
Due to the nature of organizations, every organization have certain goals that are need to be realized. It can be said that realization of organizational goals effectively, will be ensure easier by highly motivated individuals. Validity of this situation is acceptable for educational organizations that have an important goal as educating individuals who will shape the future of society. Therefore, to achieve the goals of educational organizations; motivation of education employees like inspectors, school administrators and especially teachers is a point to be considered. In this study which will be prepared using literature review, motivation theories take place on working life and scientific studies in educational field abut motivational theories will be mentioned. And in the light of these informations the importance of motivation theories in terms of education systems will be discussed.
The aim of this paper is to compare and contrast the theories of motivation and how they are used to inspire employees to develop the drive to achieve. The importance of motivation in organizations and job satisfaction is vital for the achievement of organizational goals and objectives. The consequences of organizations operating without any purpose of motivation towards its employees are far catastrophic, such as depression, turnover, burnout which can derail the success of organizations. For organizations to make employees their biggest asset and retention purposes, motivation should be a priority. The study tries to help organizations with suggestions to cultivate conducive atmospheres and relationships for employees to work under, to foster positive attitudes towards their work. A qualitative approach and theory based application were considered for this study.
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