Principles of Management: Text and Cases
Edition: 2nd Material type: Book ; Literary form:
Publisher: India: Dorling Kindersley, 2013
Availability: Items available for loan: UVAS Library [ Call number: 658 Bhattacharyya 29577 2nd 2013 Management ] (1).
Edition: 4th Material type: Book Publisher: USA: MCGRAW HILL, 2008
Availability: Items available for loan: UVAS Library [ Call number: 658.404 Larson 4thed 2008 29473 Management] (1).
Behavior In Organizations
Edition: 9th ed. Material type: Book Publisher: Singapure : McGraw-Hill Europe, 2008
Availability: Items available for loan: UVAS Library [ Call number: 658.04 Shani 29467 9th 2009 Economics] (1).
E-Business & E-Commerce for Managers
Edition: 1st ed Material type: Book ; Literary form:
Publisher: India : PEARSON EDUCATION, 2011
Availability: Items available for loan: UVAS Library [ Call number: 651.7 Deitel 29469 1st 2011 Computer.Science] (3).
The pearson guide to MBA entrance examinations
Edition: 1sted. Material type: Book Publisher: India: Pearson education 2006
Availability: Items available for loan: UVAS Library [ Call number: 658 Thorpe 23146 1/e 2006 Business.Management] (1).
Strategic brand management /
Edition: 3rd edition. Material type: Book Publisher: India : Pearson Education India, 2010
Availability: Items available for loan: UVAS Library [ Call number: 658.827 Keller 30358 3rd 2013 Managment] (2).
Theory Of Planned Behavior (Tpb) – A Meta Analysis In Halal Food Consumption
Material type: Book ; Literary form:
Publisher: 2017 Dissertation note: This study dealt with the Meta analytical review of Halal food articles based on TPB and TRA. Since 1990’s Halal food driven studies have been done, particularly from last decade the application of TPB has been increasing extensively. Intention to purchase Halal food effectively determines by TPB model and this fact is supported by many previous researches.
Systematic literature identifies 17 eligible studies for Meta analysis in line with inclusion criteria (included studies of Halal food based on TPB and TRA). Utility of TPB and TRA examined by recording correlation and regression values among the variables of these theories.
This meta-analysis provides a new literature review on the studies which were scattered. The first step in this process was the description of inclusion criteria for studies to include in this review .Number of papers were empirically studied from 1990-2017 that were based on TPB and TRA in the context of Halal food consumption and purchasing. In this meta-analytic study, universal database and leading academic, peer reviewed highly impact factor journals were included for the review process.
Statistical analysis were conducted by using Comprehensive Meta Analysis (Version 2.0) software. Across studies Meta correlation analysis shows that intention had the strongest relationship with subjective norms (r = .77) followed by Perceived Behavioral control (r = .61) and Attitude (r = .43). Perceived Behavioral control had a stronger relationship with intentions compared with perceived control (r= .16). Habit and Practical barriers had negative relationship with intentions (r = -.06 and -.067, respectively).
The results of Meta regression analysis reveals that Subjective norms show the largest regressive impact on intention to purchase and consumption of Halal food. While Attitude and Perceived Behavioral control shows medium size regressive impact on Intention.
Furthermore Meta correlation and regression results reveals that Perceived availability-Intention, Motivation to comply-Intention, Habit-intention, are not statistically significant and are not correlated and had no regressive impact on intention to consume or purchase Halal food.
TPB and TRA both model are appropriate in determine the consumption behavior or purchasing intention but TPB model seems to be more appropriate for Halal food consumption and purchase intention, as it includes Perceived Behavioral Control. In addition, inclusion of external variables in the framework of TPB increases the validity of TPB. Recommendations for future research includes targeting subjective norms, perceived behavioral control ,attitude, Brand and Halal certification relationships with intentions to increase the purchasing and consumption of Halal food and Meta analysis of other theoretical frame work needed in the context of Halal food.
Availability: Items available for loan: UVAS Library [ Call number: 2931-T] (1).
Factors Affecting The Performance Appraisal Discomfort: A Comparative Analysis Of Public And Private Sector
Material type: Book ; Literary form:
Publisher: 2017 Dissertation note: The purpose of this research is to determine the impact of factors related to an individual i-e interdependence, impression management and core self evaluation that cause discomfort in performance appraisal process in dairy sector of Pakistan. In order to accomplish this study, the data was collected through cross sectional survey by using structured questionnaires from two different settings (private and public) and were analyzed with the help of SPSS software. Nestle was taken from the private sector while from public sector Livestock and dairy development department of Punjab was taken to collect data. Total respondents were 200, equally taken from each setting through convenient sampling.
Study indicates that core self evaluation, interdependence and impression management contributes significantly in performance appraisal discomfort. All three independent variables are predicting 50% of the performance appraisal discomfort to evaluators. The study also shows that that in private sector the interdependence and impression management have significant impact on performance appraisal discomfort while core self evaluation has an inverse relation with performance appraisal discomfort on the other hand public sector these factors have no influence on performance appraisal discomfort. The reason of difference in results was the difference in working style of both settings.
Practical implementations for private sector are that evaluators should be more independent from social and cultural pressures. Evaluators should be given more confidence to develop their personality traits of core self evaluation and develop culture of evaluating fairly without any personal advantages. Meanwhile public sector needs to be more focused to organize and develop a culture of performance appraisals in their work environment in order to be more competitive, fair and growth oriented in nature.
Availability: Items available for loan: UVAS Library [ Call number: 2957-T] (1).
How Transformational Leadership Influences Knowledge Sharing Process: Evidence From Pharmaceutical Industry Of Pakistan
Material type: Book ; Literary form:
Publisher: 2017 Dissertation note: The prior research has conceptualized the importance of transformational leadership on knowledge creation process and knowledge sharing behavior and further considered knowledge sharing as a one facet construct (Bryant 2003; Carmeli et al. 2011; Chen and Barnes 2006; Zhao 2014). There exists an infrequent research with respect to the importance of transformational leadership and bi-facet nature of knowledge sharing process (Al-husseini and Elbeltagi, 2016). Some studies used trust as an intervening mechanism on the relationship between transformational leadership and knowledge sharing in different contexts such as in Taiwan (Shih et al., 2012) and Australia (Lee et al., 2010). But the previous literature conceptualized mediating role of trust among transformational leadership and knowledge exchange behavior. Therefore, the current research examine the mediating role of trust on the relationship among transformational leadership and knowledge sharing process (Knowledge collecting and knowledge donating) by sequential explanatory mixed method research in Pakistan Pharmaceutical industry.
Sequential explanatory mixed method research has been used to identify the relationships, at which 295 survey questionnaires responses were initially collected from employees of Pharmaceutical companies of Pakistan. Structural equation modeling (SEM) techniques was applied for measuring direct effects and Bootstrapping technique for indirect effects. While, chi-square difference test was used for mediation evidence. The quantitative findings indicated that transformational leadership play a crucial role in stimulating employee’s knowledge sharing process. Moreover, central role of trust also confirmed full mediation between transformational leadership and knowledge sharing process.
Then, after quantitative findings, the researcher moved to collect qualitative data at which 15 un-structured in-depth interviews was conducted from the same employees who successfully participated in survey. The purpose of qualitative data collection was to elaborate and support the survey findings in more detail. Creswell (2013) six step procedure was applied for coding and analysing qualitative data in computer assisted software Nvivo 11. Many positive sub-themes were emerged which was confirmed that qualitative findings supported the survey results.
The findings of this thesis has offered several important practical implications for Pharmaceutical companies managers that they get awareness about the involvement of their employees in knowledge sharing behaviors in both levels such as in knowledge donating and knowledge collecting. Further, how to exhibit transformational leadership behavior to make their employees involve in knowledge sharing process by reducing their fear of loss. However, this thesis makes significant contributions i.e. both theoretical and methodological in the existing literature by empirically testing how transformational leadership notably impacts on knowledge sharing process via trust by applying mixed method research. Finally, at the end this thesis concluded with limitations and direction for future research.
Availability: Items available for loan: UVAS Library [ Call number: 2932-T] (1).
To Explore The Antecedents And Consequences Of Bullying Among Employees In Banking Sector Of Pakistan
Material type: Book ; Literary form:
Publisher: 2017 Dissertation note: After the findings and discussion, in this chapter firstly explain the conclusion in which one by one discuss the whole chapters more briefly and discuss the pin points of each chapter and after the conclusion write down the points of practical implications which apply in the organization to change in the culture and then after that discuss the limitations which boundaries are required for the research so then briefly explain the future research and theoretical contribution. In the future research discuss about this research is beneficial because through this every person know about this problem. So this research also makes some change in Pakistani organizations.
So now after the findings come to the conclusion in which conclude the whole topic in the starting of the chapter firstly write down about the background of the subject on investigation in which give the detail about the antecedents and consequences of Bullying and then research work which is require in this area. After that the background of the research problem in which address the gap so in the gap mention the in which context the research work is required and then discuss the research objectives which want to achieve and then research question so then the significance of study because the research work on this study create the knowledge in the employees because mostly not know about this problem and then explain the definitions of organizational factors, environmental factors, individual factors which contribute in bullying and then at the point of completion of first chapter write the structure of thesis.
So next start the literature review this chapter is in which give the evidences which support the research work. So firstly start from the introduction of bullying and then discuss the historical background in which discuss the history of bullying. Then after that explain the contextual
background in which discuss the studies conducted in which context and then explore the antecedents and consequences from this study. Then brief the demerits of workplace bullying how to impact on the life of the employees. Then discuss the growth in Pakistan and then last of this chapter some suggestion for the improvement in the Banking sector.
So after the literature review chapter start the conceptual framework in which firstly discuss the theoretical model in this model write the theories and after that write the relationship of constructs so the relationship among the organizational factor and bullying, individual factor and bullying, bullying and organizational impact, bullying and individual impact.
Now after the conceptual framework chapter come to the materials and methods chapter in which firstly write the paradigms of research and then explain the qualitative research design and after that justification of research design, then unit of analysis which sector is used banking sector and then the sampling procedure is used snow ball and convenience sampling after that data collection method which is used interviews for the collection data, also mention the time frame of the collection of data. So then which method is used for the analysis of data.
So now next move toward the analysis of qualitative data in which analyze the results so firstly explain the bio data of participants in which elaborate the designation and experience in banking sector and after that make the nodes in which mention the numbering of sub nodes under the main node so after that explain which respondents support the sub themes so then analyze the data through the Word cloud, Word Tree and then tree map in which compared the nodes through references.
So then in the findings and discussion chapter in findings how to find out the results in the software discuss the rules of software. In the discussion explain the sub themes with the
reference of the literature and also share the views of participants at the end discuss the own argument so through discuss the sub theme.
These are some implications which are helpful for the modification in the environment of organization and these are helpful for the organization and as well as beneficial for the employees.
Employees must have to create the good environment in the organization because employees create the environment.
This is the duty of management must have to apply some rules to minimize the harassment from the organization.
Conduct the workshops for the more understanding of employees related to this problem.
Managers treat all the employee equally reduce the favoritism factor from the organization.
Hire the employees on merit because mostly prioritize the reference in the organization. The management mostly referred the employees in these cases.
Increase the involvement of employees and then make the strong commitments because through this employee work more confidently.
Management must be motivated and motivating if management is motivated then motivates the employees. Create the example of caring and helping. Provide the guidance to employees on each and every step.
Management also made the policies related to the dress code in the organization and also implements it in the organization as well.
Management must have to encourage the employees and discuss the issues with the employees in a comfortable environment. Polish the employees for the further development.
Give the good salaries to the employees and also give the rewards on the efforts of employees for the further development.
Some are the limitations of this topic which is discussed over here in the shape of points which are also the one of the requirement of this chapter:
Diversity is the main factor because in the organization employee which is working belong to different background so deal the employee separately and according to the behavior and through this factor also create the workplace bullying because employee take time to adjust in the environment of the organization and this is the duty of management to manage the diversity and make some plan and create a conducive environment in which employee feel free to discuss their feelings.
Mismanagement is also the major problem in the contribution of workplace bullying. Because many problems create due to mismanagement. Management support is very important thing to tackle this problem sometimes due to the negligence of management and no take action by management this problem create lot of problem for an employee to survive and work in the organization.
So this research work add some value in future and for the organizations helpful to apply this research because organization take steps to prevent from this bullying. So employees who are unhappy due to this problem and not satisfied with their job apply this research work in the
organizations and follow the rules. So through this process minimize this problem in the organization.
The contribution in this study is the research on this topic is conducted in all the countries except of Pakistan. But now also doing the research work in Pakistan which is the great theoretical contribution in the research work. Explore the antecedents and consequences of bullying among the employees in banking sector of Pakistan. Because mostly in other companies doing the research work on this issue but in banking sector lack of research work. So through the interviews get the results from employees and also explore the factors which contribute in this issue. So this is also the great contribution in research work in which employee during the interview share their experiences, views and opinions.
So now whole of the chapters summarize in this one chapter because through this conclude the whole research work and also provide the track not only management but also the employees and also give some suggestions how to create a conducive and friendly environment in which every person is tension free and enjoy their work rather than to feel pressure.
Availability: Items available for loan: UVAS Library [ Call number: 2962-T] (1).