139 research outputs found
Drivers of Cordial Employee Relations: The Study of a State-owned Public Sector Undertaking
No full textThe wave of change and rigorous competition has compelled the power sector to adopt a proactive resolution-oriented employee relations (ER) approach towards employee satisfaction and organizational performance. A cordial ER is based on fairness, trust and mutual respect and leads to motivated, loyal and high-performing employees and facilitates them to achieve the optimum results for their organization. Therefore, the study aims to examine the employer–employee relations prevalent in power sector. A structured questionnaire was administered to collect the data from a sample of 175 full-time working members including both executives and non-executives and were analysed using SPSS. For this study, a hypothesized research model was developed to investigate the relationship between drivers of ER and cordial ER. The regression analysis entails that the variables such as: interpersonal relationships, safe and healthy work environment, and employee welfare were significant predictors of cordial ER. The research will add practical insights for managers to realize the importance of these drivers of ER and to design appropriate strategies and policies for maintaining better ER.</jats:p
Performance Evaluation of LTE Physical Layer Using SC-FDMA & OFDMA
No full textSince past few decades different types of cellular networks were launched and went successful on the radio links such as WiMAX, that became very popular because of its high data rate (70Mbps) and support for providing wireless internet services over 50km distance. The UMTS Long Term Evolution (LTE) is an emerging technology in the evolution of 3G cellular services. LTE runs on an evolution of the existing UMTS infrastructure already used by over 80 percent of mobile subscribers globally. We have very limited resources in cellular technologies and it is important to utilize them with high efficiency. Single Carrier Frequency Division Multiple Access (SC-FDMA) & Orthogonal Division Multiple Access (OFDMA) are major part of LTE. OFDMA was well utilized for achieving high spectral efficiency in communication system. SC-FDMA is introduced recently and it became handy candidate for uplink multiple access scheme in LTE system that is a project of Third Generation Partnership Project (3GPP). The Multiple Access Scheme in Advanced Mobile radio system has to meet the challenging requirements for example high throughput, good robustness, efficient Bit Error Rate (BER), high spectral efficiency, low delays, low computational complexity, low Peak to Average Power Ratio (PAPR), low error probability etc. Error probability is playing vital role in channel estimation and there are many ways to do channel estimation, like Wiener Channel Estimation, Bayesian Demodulation etc. In our thesis, we investigate the performance of SC-FDMA and OFDMA of LTE physical layer by considering different modulation schemes (BPSK, QPSK, 16QAM and 64QAM) on the basis of PAPR, BER, power spectral density (PSD) and error probability by simulating the model of SC-FDMA & OFDMA. We use Additive White Gaussian Noise (AWGN) channel and introduce frequency selective (multipath) fading in the channel by using Rayleigh Fading model to evaluate the performance in presence of noise and fading. A set of conclusions is derived from our results describing the effect of higher order modulation schemes on BER and error probability for both OFDMA and SC-FDMA. The power spectral densities of both the multiple access techniques (OFDMA and SC-FDMA) are calculated and result shows that the OFDMA has high power spectral density. The considered modulation schemes also have a significant impact on the PAPR of both OFDMA and SC-FDMA such that the higher order modulations increase PAPR in SC-FDMA and decrease PAPR in OFDMA. However, the overall value of PAPR is minimum in SC-FDMA for all modulation schemes. The PSD calculation results also support the remarks given on PAPR.Author 01: Abdul Samad Shaikh, Phone # 0046-760915236 Author 02 : Khatri Chandan Kumar, Phone # 0046-76264974
Work–life balance, retention of professionals and psychological empowerment: an empirical validation
No full textPurpose – This study aims to explore the relationship between work–life balance and employee retention by examining the mediating role of psychological empowerment among software firms based in India. Design/methodology/approach – The study collected 283 responses by using a structured questionnaire and interview method. Structural equation modeling (SEM) was used to validate the hypothesized research model for examining the consistency and sturdiness of the study variables by applying AMOS 20. Findings – The result reveals that psychological empowerment partially mediates the relationship between work–life balance and the retention of professionals. This indicates that a high degree of psychological empowerment strengthens the relations between work–life balance and the retention of professionals. Research limitations/implications – The research outlined a best-fit model of psychological empowerment as a partial mediator among work–life balance and the retention of professionals. The study presents a set of sensible and practical aspects where work–life balance and retention of professionals can aid in developing and generating commitment to the organization which could offer new insights for software professionals, managers and practitioners. Originality/value – This study emphasized that psychological empowerment helps in enhancing dedication, loyalty, integrity, allegiance and trustworthiness among employees, thus playing a role between work–life balance and the retention of professionals
Organisational Emphasis on Strategic Human Resource Development: A Mechanism to Prepare the Employees Competent and Active
No full textImpact of human resource interventions on work-life balance: a study on Indian IT sector
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Purpose
The purpose of this paper is to examine the significant predictors of work-life balance (WLB) by highlighting the human resource interventions in IT industries.
Design/methodology/approach
Exploratory factor analysis and multiple regression analysis have been used to analyse the data by using the SPSS version 20. Primary data have been incorporated from 245 software professionals through a structured questionnaire from the IT industry in India.
Findings
The study examines nine independent variables that significantly envisage the dependent variables (WLB), among them only three factors are extracted such as training and development, teamwork and communication, and financial and non-financial rewards which were found to be significant predictors of WLB. The hypothesis as suggested for the study has been significant.
Research limitations/implications
This paper provides a practical interpretation about an overview of human resource interventions vital for better WLB in software organisations. It also provides insights to practitioners, IT managers and administrators for instigating these interventions.
Practical implications
The achievement of WLB is a delightful indulgence for professionals as well as organisations. It becomes indispensable for top management to focus on HR interventions for stimulating the degree of WLB. The study empirically categorizes the various interventions pivotal to improve the degree of WLB in the IT sector.
Originality/value
As there has been substantial research evidence exploring the work-life imbalance, its cause, effects and overcoming it through a balanced life is studied. This study has identified innovative insight of embracing employees and thriving commitment among employees through HR interventions which acts as a strong predictor for WLB. There are limited empirical traces in the Indian IT sector investigating the above context.
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Organizational Effort towards Performance Management System: A Key to Success
No full textThe basic purpose of performance management system is to create the alignment in between the organizational objectives and its subsystems to achieve the organizational objectives. Developing and managing performance management system is not an easy task. There should be consensus among employees when goals are developed. The effective implementation of performance management system is the key to success for organizations looking for achievement of the organizational goals. The main goal of performance management is to ensure that the organization as a system and its subsystems work together in an integrated fashion for accomplishing optimum results or outcomes. This article begins with a review of definitions and descriptions of performance management system and demonstrates its impact on individual employee performance and motivation towards organizational effectiveness. Keywords: organizational effort, performance appraisal, performance management system, balance scorecard, employees’ performance
Women Entrepreneurship and Connective Leadership: Achieving Success
No full textSuccessful running of a business firm will require a balance between two different and often contradictory approaches: management and leadership. Rapid changes in both internal as well as external environment with respect to technology, govt. policies, customer demands, workers' expectations, etc. will require excellent entrepreneurial leadership skills. The women entrepreneurs should follow the connective leadership approach, which includes power direct achieving style, social instrumental style, and relational achieving style depending upon the situational demands. The women entrepreneurs in 21st century were very successful because of giving much more attention on management of intellectual capital, creation of self- organizing networks, proper counseling & guidance, clearly defined organizational goals, organizational design, transparency & collaboration, and consensus building & collaboration. Keywords: entrepreneurship, connective leadership, organizational design, consensus building and collaboration
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