Climate
Profile and Organizational Citizenship Behaviors : A
Comparative Analysis of Teachers Working in Public and Private Schools
-- Pooja
Garg and Renu Rastogi
The
primary objective of the paper is to assess the significant differences in the
climate profile and organizational citizenship behaviors of teachers working in
public and private schools. The study reveals that teachers working in public
schools exhibit higher levels of OCBs and that public schools offer a more positive
working climate in comparison to private schools.Hence, appropriate measures have
to be implemented and maintained in schools to meet global challenges. This is
possible only if the school personnel—administrators, teachers and the principal—perform
effectively, beyond the formal role requirements. ©
2006 IUP . All Rights Reserved.
Emotional
Labor: A Study of Customer Care Executives
-- Romina
Mathew
Customer
care executives are expected to keep customers happy. While these interactions
are bound to generate emotions on both sides, the service providers are expected
to manage their emotions and display organizationally desired expressions. This
concept of emotional labor has been an area of research for long. However, it
is still an evolving area with studies showing variability in findings pertaining
to the consequences and dimensions of emotional labor. This paper is an attempt
to understand the developments in the area of emotional labor. It studies the
relationship among concepts like emotional effort, emotional dissonance, emotional
exhaustion and job satisfaction. ©
2006 IUP . All Rights Reserved.
Performance
Management Systems in Banks: Practices and Effectiveness
--
Rajashree Vyas
Performance
management includes long- and short-term goals—both measurable and quantifiable—coupled
with appraisals, and plays a very crucial role in the effective management of
business in today's competitive world. This paper analyzes the current performance
management systems followed in the Indian banking sector. The results reveal that
private sector banks have more quantifiable and objective performance management
systems compared to their public sector counterparts. The paper articulates four
major components of a performance management system—performance standards,
performance measures, reporting of progress, and quality improvement—and
suggests that there is ample scope for improvement of performance management systems
in the banking sector. ©
2006 IUP . All Rights Reserved.
Stability
and Change: A Revisit
-- Shalini Sharma
Perceptions
like `nothing remains the same', `only change is permanent', `the only constant
in our lives is change', `change is inevitable' , evoke insecurity. It seems that
nothing is enduring or deep-rooted. Why do we eulogize change so much that we
do not cherish `stability'? One cannot contest the importance of change but it
has no significance without stability. This paper discusses the Law of Change
and Stability—as derived from the First Law of Thermodynamics—and its
relevance to the concept of change in organizations. It suggests a different perspective
for looking at change and its management, both at the individual and the organizational
levels. ©
2006 IUP . All Rights Reserved.
Stress
and Coping Mechanisms of Female Cashew Workers: A Study
-- Susan Chirayath
The
study was conducted to find out the reasons for stress among female cashew workers
in the Kollam district of Kerala, to identify the sources of stress and the ways
in which the workers cope with stress, and to identify the groups for counseling.
The psychological variables chosen for the study are job stress, family-induced
stress, job satisfaction, ways of coping, personality components and manifestation
of stress in terms of symptoms. The sample consists of 155 cashew workers selected
from 39 cashew factories. The study establishes that these women workers have
a combination of both job stress and family-induced stress. The paper reveals
that a majority of respondents had a passive way of coping with stress. The active
way of coping with stress in relation to the various castes shows that the Hindu
Chetty caste is more active in coping with stress. ©
2006 IUP . All Rights Reserved.
Problems
and Challenges of Human Resource Development in the Tourism Industry
-- Rajashekar H and Suresh Poojary
Tourism
has emerged as an important socioeconomic activity. It is an important international
industry and a leading economic driver of the 21st century service
sector. Human Resource Development (HRD) is central to the sustainability-oriented
tourism development initiative. It has been observed that over the years, there
has been a change in the demand and supply pattern of human resources for the
travel industry, with the demand in favour of more educated and specialized personnel.
However, the development of human resources in tourism is subject to a number
of obstacles, and is severely lagging in terms of professionalism. There is no
evidence of any kind of HRD approach being followed by the tour operators/travel
agencies. Skill shortage within the industry is an outcome of short-term management
and lack of investment in people. The tourism workforce appears to be "uneducated,
unmotivated, untrained, unskilled and unproductive". Thus, there is a need
to enhance the image of the industry personnel through standard human resource
management and development practices, which require the cooperation of the people
involved in the tourism business. In this paper, an effort has been made to shed
light on problems and challenges of HRD in the tourism industry in Karnataka. ©
2006 IUP . All Rights Reserved.
Book
Review Organizational
Psychology in Cross-Cultural Perspective
--
Colin P Silverthorne
Cultural
differences among societies indicate different views on the philosophy of management.
Cross-cultural differences are found in all al aspects
like motivation, performance evaluation, managerial behavior, leadership styles,
job satisfaction, locus of control, decision-making, team orientation, stress,
ethical attitudes, gender stereotyping, and managerial values and behavior. Cross-cultural
differences manifest in the communication, negotiation, motivation and leadership
styles across countries. National cultural dimensions like individualism, power
distance, uncertainty avoidance and time orientation help managers to understand
why people behave in different ways in different cultures. This knowledge will
be of immense help for managing human resources with a cross-culturally approach. ©
2005 New York University. IUP holds the Copyright for the
Review. | 
