The RMG sector of Bangladesh has experienced disputes and violent protest by the workers in recent times. This study explores the reasons for recent unrest in the garment sector. Since managers are mainly responsible for applying human resource practices, this paper has given particular attention to their views on recent attitude changes of workers. Results show that mutual understanding among workers and managers is absent in the RMG sector. This study also states that high-work load, poor behaviour of line managers, low skills and low wage rates are the notable reasons for high job turnover and social unrest. Poor relationship between workers and supervisors is the main source of conflict. This study finds that there is growing demand for work life balance among the workers of RMG sector.
Public sector organisations are now expected to shift policy towards greater competition and to apply private-sector style management practice to the public domain. Around 70 per cent of all change programs initiated report a failure of the change effort. A lack of a valid framework to guide the implementation and management of organisational change is a major reason for the poor success rate of change initiatives. Public sector organisations are increasingly adopting private sector management principles and practices. Many private sector management techniques, applied without appropriate change management techniques have been criticised for creating problems, such as the language of consumerism, the contracting-out culture, and the monitoring and management of performance. Local government (City councils) are typically considered to be resistant to innovation and are relatively inert compared to other forms of organisation. This article examines the 'process' of organisational change. Among other theories, process-based change theories consider change as an on-going process. Thus, change typically occurs in multiple steps that take a considerable amount of time to unfold and efforts to bypass steps seldom yield a satisfactory result. Planned change advocates that organisations move from one fixed stage to another, through a series of pre-determined stages. This article concludes that Lewin's (1951) planned approach to change can still be used to investigate change management in the city councils. Lewin's (1951) models are highly generic. It argues that the focus of the change must be on the behaviour of the group, concentrating on factors such as group norms, roles, interactions, and socialisation processes. Lewin's (1951) models are more relevant to incremental and isolated change projects which are often the case for the Australian local government. The model tends to be more appropriate for organisations, such as city councils, that are based on traditional top-down, command-and-control style of management, with segmented, small units and slow change timelines.
Purpose – The purpose of this paper is to explore the relationship between authentic leadership (AL), work engagement (WE), and organizational citizenship behaviors (OCB) among United Arab Emirates (UAE) nationals working in the petroleum sector. This study further intends to examine the mediating effect of psychological empowerment (PE) on above mentioned relationship. Design/methodology/approach – Quantitative method involving self-reported questionnaire was used in this study. Data were collected from 189 UAE national employees from one of the major petroleum companies in the UAE. An extensive online questionnaire consisting of 70 questions was designed in Version 2.05+ of LimeSurvey, an open source-based survey tool. Structural equation modeling using Lisrel was deployed to examine the relationship between AL, PE, WE, and OCB. Findings – The results revealed that AL significantly increases WE and OCB. Results also indicated that PE increases the strength of relationship between AL with WE and OCB while acting as a mediator. Practical implications – The research results suggested that leaders and discussion makers in the petroleum sector in UAE should encourage their managers to adopt a more AL style. Given that AL is strongly related to WE, PE, and OCB, AL training programs is consequently important in building employees that would be more empowered and engaged. Originality/value – This study contributes to organizational behavior and industrial psychology literature. The study is unique in respect to the research model that was developed and validated. It’s one of the first attempts to empirically investigate the direct relationship among AL, PE, WE, and OCB in Middle-East context. This study was conducted in UAE, where AL concept has been rarely investigated and finding from this study may help in filling up the gap in knowledge.
This paper aims to identify key motivational factors and examine the role of gender that influence positively decision to become a teacher in the UAE. Furthermore, due to recent heavy enrolment in teacher education at publicly-funded institutions, this study also finds it essential to understand B.Ed. students' intentions to teach after graduation. A total of 116 pre-service teachers studying in Teachers' Academy in UAE was surveyed using a self-administered questionnaire survey. The data was analysed using multivariate statistical techniques using SPSS. A Likert-type scale with 14 motivational items under four broad categories of motivations, namely, altruistic, intrinsic, extrinsic and pragmatic, was used to accomplish the stated aims of this research. The study confirmed that the intrinsic motivation and altruistic motivation are significant determinant for their intention to become teacher. Extrinsic motivational factors have a very marginal role to play in their decision to teach in the school. The result did not find any significant impact of Pragmatic motivational factors on the intention to teach. Moreover, the results did not find any significant difference between male and female students. These outcomes of the research would be of help for the UAE educators and policymakers. Also, since teachers' education for the Emiraties (UAE nationals) are mostly funded by the government, the findings of this study would be useful in recruiting potential students who have higher possibility to contribute in educational sector of the UAE. To improve the teacher education as well as the recruitment policies and their implications in practice, facilitation of a strong base of 'educational research' in the UAE is recommended. It is important to note that the findings of this study cannot be generalized to the entire UAE teacher education policies and practices due to the small size of the sample available for analysis. Overall, the study provides insights into the motivation factors that prompt greater number of pre-service students to consider teaching as a profession. This would therefore be a useful tool for the UAE educational stakeholders against the backdrop of continuous fall in students' participation.
The purpose of this paper is to provide an empirical examination of the factors affecting voluntary eService adoption in a public sector work environment. The model examined was constructed following a thorough review of relevant literature on technology adoption through the framework of Theory of Interpersonal Behaviour. Structural equation modelling was used to examine a model assessed through participant responses to survey data for a sample of 515 respondents working in Australian City Councils. The results indicate that an individual's attitudes and beliefs have a significant influence on eService utilisation. Results also suggest that organisational conditions such as training, leadership support and organisational preparedness act to enhance eService utilisation indirectly through their effect on an individual's attitudes and beliefs. The current study provides a model of examining and explaining voluntary technology adoption behaviour in the workplace.
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