bluuebunny/crossref_metadata_2025 huggingface dataset:
The Power of Empowerment
Authors: Singh J.
Published: February 2012

King Solomon, the icon of wisdom, is reported to have remarked that there is nothing new under the sun. Everything in God's creation has always been around us. What changes is our perception and awareness of them. At any instant, we notice some things and overlook many others. As time marches on, we stumble across (or discover!) facets of the universe we had not noticed earlier. They may appear new to us, but in fact, they are as ageless as creation itself.

Empowerment is an example. Though some may proclaim it to be a new management tool, its underlying principles are, in fact, timeless—albeit largely ignored in our day-to-day conduct. It was always known that, among all the resources at management's command, it is only people who are blessed with an extraordinarily creative mind with infinite potential. There is no limit to what they can think of and accomplish. Given the right environment, they can overcome all challenges and excel at whatever they undertake to achieve. In essence, they are the real source of all competitive advantage. Furthermore, the power of their innate creativity is multiplied manifold when coupled with esprit de corps. Sharp thinking and high motivation is an explosively potent combination.

Regrettably, however, we have not always acted according to this axiom. In practice, we appear to have been guided more often by deep-rooted suspicions about the mental capabilities and potential of people. We have proceeded on the assumption that they are quite erratic in their ways, indolent by nature, incapable of assuming responsibility, and sometimes even mischievous. Therefore, the only way to get them to perform reliably is to straitjacket them in a traditional command-and-control structure. Tell them what to do, and how; ensure compliance through ever-watchful control mechanisms, and a regime of incentives or punishments. McGregor labeled this approach as Theory X. It still has many confirmed followers.
A Human Resource Accounting: A Way to Succeed in Knowledge-Driven Economy
Authors: Dhade Aruna
Published: February 2012

In today's knowledge driven economy, mere procurement and management of tangible assets is not the end for survival and growth of an organization. Historically, companies had focused primarily on measuring and managing the tangible assets. There are other assets, which are often overlooked – Intangible Assets. Organizations lead towards success because of inherent intangible assets. The problems start when managers try to measure the intangible wealth with traditional measurement tools available to them. The focus of this paper is to highlight the importance of managing and measuring intangible asset – human capital, which is overlooked in traditional accounting system.
Effect of Channel Conflict on Channel Efficiency — Few Improved Conceptual Models for Various Conflict Resolution Strategies
Authors: Singh Ramendra
Published: February 2012

The article aims to enhance the understanding of the effect of channel conflicts on channel efficiency through a conceptual framework, specifically the moderating effect of the conflict resolution strategies on the channel efficiency, the research on which is largely absent in the channel literature. Taking the behavioral science perspective, the paper provides a conceptual model on channel conflict – channel efficiency relationship for three different types of conflict resolution methods-problem solving, bargaining and politics for asymmetric power relationships, which would enable the organizations to adopt relevant conflict resolution strategies to maximize their channel efficiencies and hence maximizing returns from the channel investments.
Human Resources Climate Survey of Chittaranjan Locomotive Workshop (CLW)
Authors: Majee Kunal K.
Published: February 2012

In this article the author says that Human Resources Development climate is unavoidable for companies or any organization with an eye on the future. He specially reflects the practical field survey of Chittaranjan Locomotive Workshop on HRD climate. He found that HR climate of CLW is booming but there are many special areas to be developed to achieve a global level of target.
Examining the Role of HR Practices in Improving Individual Performance and Organizational Effectiveness
Authors: Biswas Soumendu , Giri Vijai N. , Srivastava Kailash B. L.
Published: February 2012

Research on managerial issues in India in the post-liberalization period has identified several factors that have a significant impact on individual and organizational efficacy. In this connection, one factor that has been identified as critical is the human resource management function of the firm. In this quasi-experimental field study, we examine how human resource practices mediate the relationship between organizational culture and structure on the one hand, and individual and organizational performance on the other. Using data from 357 managerial level employees, we found that HR practices are positively related to employees' in-role and extra-role performance, and to organizational effectiveness. The results indicate that paying attention to cultural and structural ethos that shape human resource practices in Indian organizations is an important requirement for researchers, as well as, practitioners in this area.
Lending Efficiency of Indian Commercial Banks: A Data Envelopment Approach
Authors: Sinha Ram Pratap
Published: February 2012

The lending environment in the Indian commercial banking industry changed considerably in the reform years following widening of priority sector definition, dismantling of Credit Authorisation Scheme and introduction of risk based supervision. In this context, the present paper attempts to compare the performances of commercial banks in the reform period in respect of lending (in a cost minimisation framework) making use of Data Envelopment Analysis – a non-parametric method which is quite suitable for making inter-(productive)unit comparison. The commercial banks have been assumed to obey constant returns to scale.

The results obtained from the study are as under:

(i) The observed private sector commercial banks exhibited higher mean cost efficiency than the observed public sector commercial banks. This is perhaps indicative of the problems that persist in the lending environment which caused the public sector commercial banks to shy away from lending.

(ii) The difference in cost efficiency scores emanated mainly from differences in mean allocative efficiency scores exhibited by the two bank groups. Further, the observed commercial banks show considerable fluctuations in allocative efficiency scores across the years.
Talent Management as High Performance Work Practice: Emerging Strategic HRM Dimension
Authors: Chugh Sunita , Bhatnagar Jyotsna
Published: February 2012

This study attempts to explore the use of Strategic Human Resource Management (SHRM), as a context for talent management practices in high performing work organizations. Following a multiple case embedded research design, we have investigated how the Talent Management System has been successfully implemented at five high performing well known organizations in the National Capital Region of India. Literature review highlights some testable propositions which the literal replication from the case studies support. Mapping of the Talent Management System is attempted in the case studies. Core issues emerging in the caselets and the linkage with high performance work practices are discussed therein. Implications drawing on the nomonological domain of talent management in HR practice and research are further addressed, in the current study.
Framework/Criteria for Revision of Pay Scales: A Case Study of Haryana Scheduled Castes Finance and Development Corporation
Authors: Kothari Sanjay , Bansal Rajesh
Published: February 2012

This paper describes a significant public sector reform implemented by the Government of Haryana. The salary bill of the state-owned enterprises constitutes a major chunk of their expenditure. The periodic revision of pay scales of the employees of these enterprises used to be based on the existing pay scales and had no linkage to their performance. The State Government, however, digressed from the conventional approach and made the revision of pay scales of the employees incumbent upon the performance of these enterprises, their profitability and their capacity to pay. This case study contains relevant details of one of the loss making enterprises in the social sector, the objective criteria specified by the State Government for considering the revision of pay scales of such enterprises and the corrective measures adopted to make the enterprise self-sustaining.
A Rural-Urban Study on Purchase Behaviour Towards Toiletries
Authors: Hundal B. S. , Anand
Published: February 2012

The Indian rural market has immense potential that is still largely untapped. Rural market's importance arises out of the fact that majority of India lives in villages. Both literally and metaphorically, this is true. There are about 6,27,000 villages in India with a population more than 680 million. A NCAER study reveals that 60% of value of Indian market lies with lower and lower-middle income group and 10% with upper income or at the upper class end. But when we compare rural and urban, little under half the value of market lies in lower and lower middle in urban India. While in rural India, 75% of value of market lies in these two income groups. Present paper is an attempt to examine the comparative purchase behaviour of rural and urban consumers of Gurdaspur towards toiletries namely, toothpaste, shampoo, bathing soaps and detergents with the help of Z test. Based on the results, some useful implications have been suggested for the marketers of toiletries.
Increasing Rate of Attrition in BPO
Authors: Mishra Priti Suman
Published: February 2012

In the global business scenario, BPO is on top of the list today. The new age workforce comprises mostly of knowledge workers, who are techno savvy, aware of market realities, materially focused and who have higher propensity to switch jobs. The challenge of acquiring new talent and retaining the existing talent is only going to intensify. The present study is an attempt to explore the reality of attrition problem in the BPO sector and study how people are managed in BPOs. 100 employees who work in various BPOs of NCR, Delhi participated in the study. Data were collected by using both quantitative and qualitative scales of measurement. Focus group discussion (FGD) and personal interview method (PIM) were also used. Results were interpreted in the light of existing theories and subjective themes that emerged in FGDs as well as in the PIMs.
Strategies for Transformation of Work Culture in West Bengal: A Study of Some Recently Acquired Industrial Units of West Bengal
Authors: Sengupta Goutam
Published: February 2012

An industrial resurgence is said to be taking place in the State of West Bengal as it is evident from enhanced interests shown by the investors. Industrial relations data, however, show a mixed picture. Certain industries are doing quite well and claim to have turned around their business results, whereas, there are some who are not posting impressive results as yet. There have been spurt of industrial acquisitions which are taking place in the State and many industries which closed down earlier due to labour relations problem are turning around in the post acquisition period. There are, however, cases of failures where the acquired industries could not show long term sustainable results.

The author has undertaken research work on recendy acquired industrial units of West Bengal. This article outlines excerpts of the above research work and attempts describe successful strategies for transformation of work culture in the current scenario in the State of West Bengal.
Segmentation on Investment in Personal Insurance and Determination of Insurance Needs through Human Life Value Modeling
Authors: Ray Subhasis
Published: February 2012

With privatization of insurance in India in 2000, the industry is witnessing the birth of numerous private players, mostly joint ventures between foreign insurance giants and Indian diversified conglomerates. There is an immense growth potential of Indian Insurance Industry when it is seen that only 35% of the insurable population is insured. However, this percentage is not going to go up unless people understand the necessity of life insurance and how much should they insure. The first part of this work deals with segmentation on investment by studying Personal Financial Profile (PFP) on the basis of age, income and profession. This reveals the current investment pattern practiced by people of different demographics and where insurance stands in the overall ‘savings’ perspective. The last part deals with finding out one's insurance need, as current proposals from various insurance companies based on Human Life Value (HLV) calculation are too high to be believed. This paper suggests an alternative definition to HLV and means to find it. Its performance is compared with the present' model and a thumb rule for determining the insurance need is provided.
Psycho-Political Determinants of Workers' Propensity to Strike
Authors: Katuwal Shyam Bahadur
Published: February 2012

As a matter of concern for practising managers and academicians, “strike” is attempted to be studied froms various socio-economic perspectives. But very little attention is given to the study of strike from the prospective of workers' job satisfaction and their interest in politics. Thus, the present study is an attempt towards this direction. The study constitutes a sample of 372 workers selected on the basis of stratified proportionate-random sampling methods from four large-scale textile factories in Nepal. Strike prone attitude of workers was found negatively associated with job satisfaction whereas it was positive in the case of political affiliation attitudes of the workers.
Role of Organizational Management and Managerial Effectiveness in Promoting Performance and Production
Authors: Srivastava S.K.
Published: February 2012

Management is a universal phenomenon. It is present in virtually all walks of life. Management is not confined merely to a factory or an office. Skillful management is needed in clubs, families, schools, sports, teams and social functions like marriages, picnics parties and so on. Lack of proper management invariably results in chaos, wastage of time, money and effort. Although management is needed in various activities, it has special significance with respect to business enterprises in the public as well as private sectors. The productive efficiency of business firm depends a great deal on the quality of management. Also effectiveness of management is a major factor determining the growth and prosperity of a business on which rests the process of economic growth.
We are from Knowledge Sharing Culture
Authors: Naachimuthu K. P.
Published: February 2012

With the emergence of knowledge economy, organizational knowledge is rapidly being recognized as a critical resource. Increasingly, organizations are trying to manage these knowledge assets to support their strategic business objectives. In the process, a concept known as ‘Knowledge Management’ (KM), has come into wide use to describe the development of tools, processes, systems, structures and cultures explicitly to improve the creation, sharing and use of knowledge critical for decision making. There are individuals in every organization who want to share and communicate knowledge and also those who prefer to keep their knowledge a private asset. ‘Sharing, leverage and reuse of knowledge should become a part of organizational culture to tap its collective wisdom. The present article is an attempt to bring to notice of how management and knowledge sharing were part and parcel of our culture, practiced since thousands of years and it also stresses that we need to inculcate them and then follow in our daily living.
Women in Workforce: Work and Family Conflict
Authors: Srivastava Shalini
Published: February 2012

Today's married employees are typically part of dual career couples. This makes it increasingly difficult for married female employees to find the time to fulfill the commitment to home, spouse, children, parents and friends. They are increasingly recognizing that work is infringing on their personal lives, and they are not happy about it. For example, recent studies suggest that employees want jobs that give them flexibility in their work schedules so that they can better manage work-life conflicts. Organizations that don't help their female employees achieve work-life balance will find it increasingly difficult to attract and retain the most capable and motivated employees. The present study intends to identify the major causes and remedies of work-life conflict which the working married women face in the current scenario. Married female professionals with children (n=100) were interviewed to examine the grave issues related to work-family conflict and HR remedies. It also intends to make the organizations realize the importance of family friendly work arrangements so as to have a joyful organization. Basic descriptive statistics were conducted and qualitative data from the interviews were evaluated. This data analysis produced a set of pie charts that illustrated respondents' concern for work-family balance.
Investigating the Pricing Efficiency of Indian Equity Futures Market
Authors: Gupta Kapil , Singh Balwinder
Published: February 2012

The present study examines the arbitrage efficiency of the Indian equity futures market over the sample period June 2000 to December 2005. The results suggest that although stable and strong long-run relationship exists between futures and cash markets but futures show significant deviations from its cost-of-carry price, which offers exploitable arbitrage opportunities to the traders. Mispricing has been observed to be a direct function of time-to-maturity, stochastic behavior of interest rates, short sales restriction in the cash market, information asymmetry in both futures and cash markets and restricted exposure of institutional traders to the futures market. Moreover, basis shows significant mean reverting behavior, which indicates that early liquidation option as suggested by Neal (1996) may be helpful in improving the price discovery efficiency in futures as well as cash markets.
Corporate Governance, Risk Management and Internal Audit: A Case Study
Authors: Chatterjee D. , Bose S. K.
Published: February 2012

To begin with, it would be appropriate to note definitions of the two terms, ‘Corporate governance’ and ‘Risk management’. Organization for Economic Cooperation & Development defines ‘Corporate Governance’ as a ‘set of relationship between company's management, its board, its shareholders and other stakeholders. Corporate governance also provides the structure through which the objectives of the company are determined. Good corporate governance should provide proper incentives for the board and management to pursue objectives that are in the interest of the company and its shareholders/stakeholders and should facilitate effective monitoring, thereby encouraging firms to use resources more effectively. ‘Risk management’, on the other hand, is defined as the identification, analysis and economic control of all such risks that may threaten assets, resources, or earning capacity of a firm/company.

Risk management is in reality ‘an all business activities embracing’ tool and with a high standard of risk management, it would naturally be possible to ensure high standard of corporate governance. The close relationship between corporate governance and risk management can thus be easily understood.
Technology Management in Semiconductor Laboratory
Authors: Kapur Deepak
Published: February 2012

The 1970s saw the emergence of Semiconductor ICs for making microprocessors and personal computers based on the microprocessors built using the microelectronics based Integrated Circuit (IC) technology. The Government of India (GOI) correctly identified the importance of this new technology and decided to set up a facility to build domestic capabilities in this ‘new technology’ that indicated huge potential. It was in such a background that Semiconductor Complex Ltd (SCL) was set up as a Central Public Sector Undertaking (PSU) at Mohali near Chandigarh by the GOI in 1983. From Semiconductor Complex Limited to Semiconductor Laboratory, it has been a long journey for SCL. The present paper examines the ‘technology management’ related issues in SCL.
Study of Relationship of Demographic Factors with Brand Choice and Brand Switching of Customers of Mobile Phone Service Providers in Kolkata
Authors: Chakraborty Shibashish , Sengupta Kalyan
Published: February 2012

Mobile phone service providers must understand the relationship between demographic profiles of their customers and brand choice of their existing service providers. It is important for mobile phone service providers to explore the relationship between demographic factors and brand switching of customers. This article endeavors to make a detailed study on important demographic variables of customers affecting brand switching of customers. This study will highlight pertinent aspects of prediction of switching proclivity of customers from one service provider to another.

We thank Dr Ramaprosad Bondyopadhaya, Professor, Mathematics Department, Jadavpur University, Kolkata and Dr Dilip Kumar Chakraborty, Teacher-in-charge, Netajinagar Day College, Kolkata for their valued comments on this article.
A Survey on Addiction to the Internet and its Psychological/Social Effects among Female Internet Users in Isfahan City 2006
Authors: Iravani Mohammad Reza
Published: February 2012

The purpose of this investigation is to study the internet addition and its psychological-social effects in female internet users in Isfahan City, in the year 2006. The statistical population of this study was the whole population of the female internet users of the cities of Isfahan and Shaheenshar. 115 people (54 single females and 61 married females) who were the internet users of Isfahan City comprised the sample of this study. They were selected using the multi strata cluster sampling method. The instrument of this investigation was a researcher-made questionnaire which contained 23 items measuring addiction to the Internet.

The following four questions were suggested in this study:

• What are the characteristics of the population of the Internet-addicted users in Isfahan City?

• How is the addiction to the Internet among the female Internet users in Isfahan City?

• How are the common psychological disorders among the female Internet addicted users in Isfahan City?

• How are the social effects of using the Internet among the Internet addicted females in Isfahan City?

What follows is some of the obtained results. Addiction to the Internet among the Internet-addicted females is more than the average level. The percentage of addiction to the Internet is not the same in different female age groups. The Internet-addicted female users prefer using the Internet to being with their family, walking around with others, and visiting relatives and friends. Use of the Internet is interesting and different for the usual life of people who are emotionally depressed. It may also lead to the seclusion of some female Internet-dependent users. Most of the female Internet-addicted users believe that the use of the Internet is psychologically pacifying and the troubles caused by others or disruption in Internet connection make them nervous.

Statistical methods used in this study: one-variable tests, Chi-square.
Transactional Styles and Gender — A Co-relational Study
Authors: Chirayath Susan
Published: February 2012

Studying interpersonal relationships is a complex subject that is often given inadequate attention by behavioral scientists. Each individual in a group has unique interpersonal style that has been shaped by the lifetime of their experience with others. Interpersonal styles help a person to relate in positive or negative ways with superiors, subordinates and peers. This may mean being able to make and keep friendly relationships as well as being able to end relationships constructively.

The study was done at Bharat Petroleum Corporation Limited, Kochi Refinery, erstwhile Kochi Refineries Limited, Ambalamughal, which is one of the premiere refineries in India. The refinery has a capacity of 7.5 million metric tons per annum, which is about to be expanded to 10.5 MMTPA.

The study is an attempt from the behavioral perspective of individuals to understand the predominant interpersonal style of officers in Bharat Petroleum Corporation Limited, Kochi Refinery and also to analyze whether the transactional styles are same or different for male and female officers.

The study takes into account factors like Transactional Analysis, Ego States and the 12 different Interpersonal Styles. It deals with assuming the level of OK styles displayed in the organization and developing strategies to improve the OK styles and reduce the Not-OK styles so that the interpersonal behavior is optimized which will lead to organizational effectiveness which is the assumption made in this study. The primary data collection was done with the help of a questionnaire and secondary data was collected from magazines, journals and the Internet. The size of the sample was 132 consisting of 118 males and 14 females where 17 were top-level officers, 73 were middle level officers and 42 were junior level officers. The sample consists of 62 officers from technical departments and 70 officers from non-technical departments. The sample was selected using stratified random sampling technique.

The study revealed that the operating effectiveness quotient of the officers could be generalized to be average. Also there is need for training in creative child and regulating parent ego states. The study also revealed that there is significant difference between the transactional styles of male and female officers.
Organisational Role Stress among Women in the Private Sector
Authors: Srivastava Shalini , Verma Prashant
Published: February 2012

Employees, who are married, are part of a family with members having at least two different careers and influence of at least two different organisations. In the context of married women employees it is increasingly difficult for them to find time to fulfil their commitment towards home, spouse, children, parents and friends. They are increasingly recognizing that work is infringing on their personal lives, and they are not happy about it. Recent studies suggest that employees want jobs that give them flexibility in their work schedules or work culture which facilitates better management of work-life conflicts. Organisations now often find women employee a part of their best performing teams, if they cannot be helped to achieve work-life balance, it will become increasingly difficult for management to attract and retain this human resource, which otherwise are capable and motivated.

The present study intends to identify the major causes and remedies of work-life conflict which a working married woman face in the current scenario. It also intends to evaluate the importance of family-friendly work arrangements towards a joyful organisation.

This paper attempts to investigate the intensity of organisational role stress which a married woman perceives as compared to an unmarried one. It further attempts to study the differences in the level of stress between married and unmarried women on several role stressors.
Wages and Industry Characteristics: The Impact of Value Added per Employee, Establishment Size and Industry Growth
Authors: Mulla Zubin R.
Published: February 2012

We expect that, identical labor should command identical wages. However, by seeing inter-industry profile of wages, we find huge discrepancies, which are beyond obvious differences in skills and qualifications. By looking at data on wages and industry characteristics across 147 industries, the study investigated some of the determinants of differential wages across industries. Regression analysis and ANOVA revealed that value added per employee, and establishment size are significant determinants of average wages. Industry growth was found to be negatively related to average wages for industries where value added per employee was very high.
Perception of Employees on Human Capital Valuation with Special Reference to Software Industries
Authors: Indradevi R. , Gomathi S.
Published: February 2012

As we move forward in a knowledge-driven economy, human capital becomes one of the major building blocks towards sustainable growth. There is a shift in tactics for those who manage Human Resources. The idea is that, contrary to the old HR theory that emphasized people as the most fundamental asset to a company Human Capital Management, or HCM is focused on the right kind of people to get the job done. Indeed, the theory behind Human Capital Management is first and foremost the transformation of a worker into a resource that is competitive. The entire human resources industry is scrambling to keep up with this trend, and the most successful are those who proactively seek to mould new labour into an asset that is potentially profitable to a company.

In today's environment, the key lies in understanding the value of people. We have come to realize that there is no management without measurement. Accounting and valuation of vuman vapital empowers companies to realize the power of their people and to leverage them to their full business potential. Human vapital valuation is a unique proposition that gives companies a strategic weapon to combat competition.

This article focuses on the perception of employees on human capital valuation, with special reference to software companies in Chennai. The target respondents of the study are the employees in some software companies in Chennai. A questionnaire comprising 25 questions were distributed to the 250 respondents and an analysis was done on their responses to study the perception of employees in valuing the human resources as an asset of the organization. This study enlightens us to understand that the value of human capital towards the accomplishment of organizational goals and strategies. The findings of the study reveal that valuing human capital increases the efficiency of the organization. Human capital valuation leads to the accomplishment of organizational goals. The respondents responded that the expenses made on Human Capital and the revenue earned from human capital need to be accounted, but need not be displayed in the balance sheet of the company as it a very sensitive issue.
Exploring the Determinants of Empowerment Climate in Indian Industry
Authors: Muduli Ashutosh
Published: February 2012

The majority of research on empowerment has focused on the individual job incumbent's psychological experience of empowerment and link this with various work-related outcomes. Work context capable of promoting empowerment has been neglected by researchers. Extensive literature survey explored information sharing, autonomy through boundaries, team responsibility, reward system, workplace independence and flexibility and skill acquisition and development as work context (managerial structures and practices) and conceptualized as empowerment climate construct. Regression analysis indicated autonomy through boundaries has the greatest influence on empowerment, followed by team accountability, workplace independence and flexibility reward system, information sharing and then skill acquisition and development.
Stress and Coping Strategies
Authors: Suresh S.
Published: February 2012

Stress is believed to be a state of the mind as well as the body, created by certain biochemical reactions in the human body as well as psychological responses to situations, and is reflected by a sense of anxiety, tension and depression and is caused by such demands by the environmental forces or internal forces that cannot be met by the resources available to the person. The greater the gap between the demands and the resources, the greater is the degree of stress.

Some of the individual strategies for coping with stress include: readjustment of life goals, support from family and friends, planning certain events of life in advance and keeping the body in good physiological shape by proper diet, exercise, yoga, meditation and biofeedback. Some of the organizational strategies for coping with stress include organized health maintenance facilities as a part of the organizational life, matching of employees qualifications with job requirements, job enrichment and job work redesigns, equitable performance appraisal and reward systems, participation in organizational decision making and building team spirit in the sense that there should be no interpersonal conflict within the group. All these strategies or a combination thereof should be applied to make the work environment less stressful to a level which is positive and challenging.
Linkage between Market Value Added (MVA) and other Financial Variables: An Analysis in Indian Automobile Industry
Authors: Vijayakumar A.
Published: February 2012

The present article makes an attempt to find the relevance of Stern and Stewart's claim that MVA of the firm is largely positive associated with or driven by its EVA generating capacity in the Indian context. The study also portrays the temperament of association between MVA and other selected traditional financial variables like Earnings Per Share (EPS), Return on Capital Employed (ROCE), Net Operating Profit After Tax (NOPAT) and Return on Net Worth (RONW). The regression analysis has been carried out, and the succeeding outcomes that have been arrived revealed that NOPAT and RONW are the most significant variable with MVA followed by EVA, ROCE and EPS. In almost all cases, the positive relationship through correlation model has been established between the variables under reference. Thus, revealing the influence of this tool for rummaging the financial potency of Indian corporate comprising an industry and Indian industries comprising the particular sector may be measured as the need of the hour for all such companies that have not starting reporting their financial position in terms of EVA and MVA.
Impact of Authority Decentralization on Organizational Commitment: An Empirical Study of Development Projects in Kerala
Authors: Farooq Ayesha , Dinney Mathew K.
Published: February 2012

‘Development’ is the most fascinating word ever since humanity thought about the transformation of human collectivities. Development is defined as a natural process of social evolution effecting changes in all fields of social life. Development projects are basic instruments of intervention to bring about some form of change and means by which external assistance is brought to influence the development of a particular area or region. Development projects are widely seen as a vehicle for achieving development in various sectors in the coming era.

While analyzing the success or failure of any development endeavor, it can be seen as predominantly the result of a set of factors operating collectively. Commitment to organization is considered a key element in the successful attainment of project goals.

This study has tried to find out the existence of any relationship between organizational commitment and authority decentralization of two types of development projects, viz., authority centralized organizations and authority decentralized organizations.
The Importance of Role Efficacy and Self Efficacy in Organizations and its Relationship with HR Practices
Authors: Priyadarshini R. Rani Geetha
Published: February 2012

Today's competitive environment calls for systematic and rational policies and practices to manage human resources in any organization. The direction of the policies ought to be planned in a scientific manner to execute them effectively and enhance the effectiveness of the organizations. The concept of a systems perspective in an individual and organization is primary to make effective the time, effort and money spent on the resources. This article discusses the importance of a role perspective and how HR practices focused on enhancing its efficacy would facilitate individual self efficacy which leads to organizational productivity.
Effective Employee Engagement: The Mantra of Achieving Organizational Excellence
Authors: Sahoo Chandan Kumar , Sahu Gangadhar
Published: February 2012

In the post liberalization, privatization, globalization (LPG) era and technological changes, today's employee in the organization is treated more than an “employee”. The concept like employee engagement (EE) is rapidly gaining popularity in the workplace. In the 21stcentury many companies and research firms see engagement as a powerful source of sustainable competitive advantage. For organizational excellence, employee engagement is the mantra of success to achieve organizational goals and vision. Employee engagement is a winning formula for making organizational excellence. Organizations today are increasingly dependent on knowledge creation and human development for their optimal and sustainable growth. To meet the challenges resulting from global competitiveness, they need to demonstrate worldclass performance, re-examine the drivers of organisational performance through employee engagement. Human capital is a key asset distinctly different from other assets of the firms. It consists of employee's skills, competencies, commitment, motivation and loyalty, problem solving capability, innovation, knowledge and attitude. The human capital, if developed and nurtured appropriately by the organization, also drives organisations towards developing other assets or capabilities necessary for the organisational growth and development in recent times.
Are They Managers or Caretakers?
Authors: Adhikari Harasankar
Published: February 2012

The globalized world has created a global prospect in the business economy. That's why the specialized personnel are required to carry on the target purposefully. According to the need and demand of the market there are so many specialized fields in education being oriented nowadays. Like, management specialization is most significant field to cope with the situation. The management qualified personnel are mainly taking the responsibility to meet the desired goal of globalized economy. Specially they are the key facilitators for matching corporate world.

But in case of unorganized sectors the personnel with a basic education mostly at primary level are facilitating the job of manager as like as a corporate manager having the management education or like that. Our study has concentrated on the managers in private transport sector (private bus) who have maintain all managerial functions with full confidence and reliability.
Decision Latitude, Psychological Job Demands and Work-Life Imbalance — A Study among Software Professionals
Authors: Gunavathy J. S. , Thenmozhi R.
Published: February 2012

The sunshine sector of the Indian economy — the Information Technology (IT) sector has been beneficial to the country in many aspects. It has not only helped India gain a prominent place in the global business scenario, it has also provided enormous employment opportunities with international exposure to the youth of India, given handsome pay-checks, fetched foreign exchange and above all redefined the concept of work. However, not everything is smooth sailing for these knowledge workers. Work-life balance is a growing concern for this genre of employees.

In the light of the changing paradigms of work, a study was carried out among software professionals to seek answers to the following research questions: (i) What is the extent of work-life imbalance experienced by the software professionals? (ii) What is the relationship between the socio-demographic variables, job correlates (namely decision latitude and psychological job demands) and work-life imbalance of the respondents? Descriptive research design was used for this study. The study was conducted among 90 software professionals, in Chennai. The respondents were chosen randomly from leading IT companies in Chennai. The main source of data for the study was the primary sources i.e., the respondents themselves. The results of this empirical study portray the extent of work-life imbalance among other key findings of the software engineers in the city of Chennai.
Workforce Rationalisation: Views from the Top
Authors: Waraich Sushmita Biswal , Bhardwaj Gopa
Published: February 2012

Downsized, delayered, reduced or we call it “rationalisation” — the impact on the survivors as well as victims will be the same. By glorifying the process of downsizing, the feelings and emotions do not change. After collecting data from different levels of executives the authors wanted to listen to the views of the top managers or the implementers. In the study 34 managers belonging to the top level i.e. vice president, general manager etc. from HR as well as non-HR functions were extensively interviewed. The questions evolved were based on review of literature and tried to probe the effect of “workforce rationalisation” on the survivors as well as victims. In this paper, their responses have been discussed and certain conclusions arrived at.
Correlation between Television Viewing Time and Effects of Television Advertisements on Children
Authors: Mittal Manish
Published: February 2012

Children enjoy watching television for long hours and are exposed to numerous television advertisements. The fact that they enjoy greater stake in family buying decision have made marketers attracted towards them. Marketers find it easier to influence children through television advertising. They assimilate the advertising message faster and their minds are not cluttered as adult mind. Parents, generally, hold television advertising to be largely responsible for changing their children's behavior and inculcating in them the desire for products not good for their health and development and converting then into naggers. This study attempts to understand how much television advertising can be held responsible for molding the behavior of children. It studies me correlation between television viewing time and various behavioral effects of television advertising. The results of the study indicate that Indian children watches television on an average for 18.35 hours in a week and more a child is exposed to television advertisements the greater he/she is affected by television advertisements.
Competency Mapping — A Road Map for Successful Organisations
Authors: Naidu R.M.
Published: February 2012

Talent management is an issue which is engaging the attention of HR managers all across the globe. The amazing speed with which the corporate world is growing has put a great strain on managing human resources. This calls for innovative approaches in managing the work force. One of the means of achieving this is through Competency mapping. Identifying and nurturing competencies enables better performance management leading to successful organizations.
Relationship between Organizational Support and Managerial Effectiveness: An Exploration
Authors: Srivastava Manjari , Sinha Arvind K.
Published: February 2012

This study is an exploration towards identifying the relationship between certain organizational support variables and managerial effectiveness variables. The organizational support variables were facultative climate of work unit, motivation management plans, organizational norms and values, technologically conducive work conditions and lack of non work norms.

Managerial effectiveness was conceptualized in terms of competence, satisfaction, conflict resolution, need fulfillment, value realization, self-concept and recognition. Factor analysis and canonical correlations were sought to answer the research questions. Factor-Analysis results revealed the underlying dimensions of the variables under study. Canonical correlations revealed that a positive significant relationship existed between these two.
Mathematics Anxiety, Mathematics Performance and Overall Academic Performance in High School Students
Authors: Karimi Ayatollah , Venkatesan S.
Published: February 2012

This paper examined the relationship between Mathematics anxiety, Mathematics performances and overall academic performance in high school students. 424 (111 males and 113 females) of high school students from three states in South India, responded to a Mathematics Anxiety Scale and Socio Demographic Questionnaire. The effects of gender on Mathematics anxiety, Mathematics performance and overall academic performance were examined and after data collection Pearson Correlation Analysis and two Independent Sample T test were used to analyze the data. Consequences reveal that Mathematics Anxiety significantly has negative correlation with Mathematics performances and overall academic performance. Moreover it was found that there is significant gender difference in Mathematics anxiety, whereas there is no significant difference between boys and girls in Mathematics performances and academic performance.
Compliance Cost Burden of Individual Income-Tax Assessees in India: An Empirical Study
Authors: Singh Jaspal , Sharma Poonam
Published: February 2012

In the present paper, an attempt has been made to estimate the compliance burden (i.e. expenditure on various tax-activities like record-keeping, fees paid to professionals etc.) borne by individual assessees in India. From the various activities considered in this study that involves cost, it can be concluded that for most of the tax-activities, the median values reveals a monetary burden of up to Rs. 1000. Time burden for tackling income tax issues varies between 26 and 50 hours. The study of certain specified reasons governing the use of professional's services showed that Indian taxpayers are more concerned about the complexity and frequent changes in income tax laws. The findings suggest that there is a need to extend the use of withholding taxes besides other measures like taxpayer education programs, simplification of tax laws etc.
Human Resource Practices in Indian Organizations: An Empirical Study
Authors: Narang Leenu , Singh Lakhwinder
Published: February 2012

The organizations in Indian context like others have been forced to initiate certain changes in their HR practices due to the cut-throat competition created by opening up of the Indian economy and changing employee demographics and psychographics. The present study attempts to make a significant contribution by determining the level of adoption of the selected HR practices in the selected Indian organizations as perceived by the employees working in these organizations along with assessing their relationship with employee demographics. The results reveal that higher attention has been paid to practices aimed at improving employee competencies than those influencing employee behaviors. It has also been found that younger and less experienced employees have perceived the organizations surveyed to be low on adoption of selected HR practices.