Personnel: The Management of People at Work

Great Britain has had statutory regulation of minimum pay for much of this century but never previously had a national minimum wage (NMW) This paper outlines the history of minimum wage regulation culminating in 1997 with the establishment of the Low Pay Commission (LPC) and the introduction of the NMW this year The main issues considered by the LPC were the definition of the NMW, the rate itself and what to do about younger workers As well as its own deliberations, the LPC took written and oral evidence and held over 200 meetings around the United Kingdom This process was vital in achieving unanimity around a NMW (u360 from April 1999 for those aged 22+) acceptable to the government Comparative international evidence on coverage and cost was also important in coming to our conclusions and the British NMW is towards the middle of the range of coverage among OECD countries Although there is general agreement that minimum wage systems reduce wage inequality, their impact on the distribution of household income is more controversial Evidence presented suggests the NMW may have a more egalitarian impact on household incomes than is sometimes asserted The Report of the LPC is only the beginning of the story Responses to it were generally favourable: parliamentary regulations are needed to translate the recommendations into law; the NMW has to be enforced and evaluated This necessary follow-up to the Report is discussed in the concluding sections

The British national minimum wage

Satisfaction is a most important factor among staff at public educational organizations. Job satisfaction is located as an inner principle feeling that is created by various elements at work environment. Due to the role of various items on job satisfaction, educational organizations should be conscious of right leadership styles. Because lack of attention to this organizational behavior lead to multiple abnormal reactions between staff. This paper presents a literature review to identify the essential role of leadership styles on job satisfaction among staff at public educational organizations. Substantial attention should be dedicated to the precise leadership style at an organization. In the same way, specific leadership styles as external factors have an important role on job satisfaction at public educational organization because these styles can improve the commitment of staff toward organizations. This initiative is about enhancing satisfaction among staff and finding an effective style which is one of the main parts of educational organization improvement.

The role of leadership styles on staff's job satisfaction in public organizations

Despite the growing literature advocating the significance and importance of emotional intelligence, empirical studies on the topic about Pakistani university librarians are unavailable. Drawing upon this gap, the article reports the findings of a study investigating emotional intelligence and organizational commitment among Pakistani university librarians. It used survey research method involving 225 randomly selected librarians from a population of 670 university librarians in Pakistan. The survey response rate was 82%. The results suggest that three dimensions of emotional intelligence, namely self-assessment, optimism and service orientation significantly predict organizational commitment. However, teamwork and collaboration, despite being correlated significantly with organizational commitment, was not a predictor of organizational commitment among Pakistani university librarians. The findings showed the importance and contributions of emotional intelligence towards organizational commitment.

http://eprints.rclis.org/25556/2/2nd%20Paper%20-%20Asad_v15_2014.pdf

The Relationship Between Emotional Intelligence and Organizational Commitment of Pakistani University Librarians

Present day organizations realize that traditional intelligence or Intelligence Quotient (IQ) is not sufficient for developing job performance, work-related behaviour and career advancements of leaders in organizations. The literature suggests that Emotional Intelligence (EI) plays a vital role in the success of managers in the workplace. Hence, the purpose of this study was to investigate the effect of Emotional Intelligence on the job performance of bank managers in Sri Lanka, in order to narrow the research gap. Based on the previous literature showing the relationships among the variables, a conceptual model was developed. The study adopted already validated research instruments. The model was empirically tested by collecting data from bank managers in Sri Lanka. A total of two hundred commercial bank managers were selected for the study using the Convenience Sampling Technique and one hundred and sixty three usable questionnaires were returned. The model was tested with the measurement model and the structural model analysis by using the Partial Least Square technique (PLS). The measurement model analysis was used to establish the item reliability, internal consistency reliability, convergent validity, and discriminant validity and the structural model analysis was used to test the model fit. The structural model analysis results provided the support for all three hypotheses formulated in this study. Thus, the higher the levels of emotional intelligence of bank mangers the higher the levels of job performance and higher the levels of job satisfaction. This study provides future directions for further research as well. OUSL Journal Vol.9 2015: 41-59

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Emotional Intelligence on Job Performance of Bank Managers in Sri Lanka

The study investigated the influence of emotional intelligence on workers’ behaviour in industrial organizations. This was for the purpose of determining the appropriate management strategies that could foster improved job performance, job involvement, satisfaction and commitment among the workforce in Nigeria. The study adopted ex-post facto research design. A total of 652 respondents were selected for the study using proportionate stratified sampling technique. A set of questionnaires with five sub-scales was utilized for data collection. The hypotheses generated for the study were tested at 0.05 alpha level using Pearson Product Moment Correlation and t test statistics. The findings of the study revealed that there was a significant relationship between emotional intelligence and workers’ job performance, job satisfaction, job involvement and organizational commitment. The study recommended that organizational support system should be encouraged in order to foster commitment, job involvement, improved job performance, satisfaction and commitment among the workforce. Labour and management education that could incorporate psychological issues that can enhance emotional intelligence such as burnout, stress, interpersonal relations and conflict management should be organized for workers on a continuous basis, in order to foster workers’ retention and development. Key words: Emotional intelligence, job performance, organization, workers’ behaviour

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The impact of emotional intelligence on workers' behaviour in industrial organizations

Engagement necessitates compensation in forms of wages and salaries is ideally expected to be an outcome of negotiation between employer and employee. In Nigeria, compensation for labour engagement has always been a source of controversy especially for public sector workers; which has resulted into industrial strikes in the past. In both preand post-independence Nigeria, wage determination was burdened on ad-hoc wage commissions whose reports and recommendations have always led to improved financial compensation for workers. This paper traces the history of wage determination in Nigeria to the Hunts Commission of 1934 and reviews the roles played by various wage commissions in determining wages and salaries of public sector workers with its ripple effects on compensation in the private sector. The major motivation for this historical review is to draw insights and lessons of experience that can assist in putting an end to the constant agitations by trade unions for improved pay, leading to the periodical setting up of ad-hoc wages commissions and recommendations of such commissions, leading to increase in salaries of the public sector workers. To break this consistent pattern discernible from the review and properly align wage determination with cost of living, the paper recommends that periodical wage negotiations between workers and government should be entrenched in the constitution with specific milestones for such negotiations to enhance the employee engagement and improve productivity. Employee involvement program is recommended to be integrated into the constitution and other labour laws to empower employees to be part of decision-making process in the workplace.

Engagement and Compensation: A Historical Perspective of Wage Determination and National Minimum Wage in Nigeria

This study investigated the influence of management style on conflict resolution effectiveness in work organizations in South-Western Nigeria. This was for the purpose of ascertaining the relative impact of managerial strategy on conflict resolution effectiveness towards ensuring sustainable industrial peace and harmony in Nigeria. Descriptive survey research design was adopted for the study. A total of 211 respondents were selected for the study using purposive sampling technique. A set of questionnaire was utilized for data collection.  A set of questionnaire titled ‘Rahim Organizational Conflict Inventory’ (ROCI) developed by Conrad (1991) was adopted for the study. The four generated hypotheses were tested using Pearson Product Moment Correlation and t-test statistical methods. The findings of the study revealed that: A significant relationship exists between management style and conflict resolution effectiveness (r = 0.356; P 0.05).The finding reveals that a significant difference exists between female and male managers’ conflict resolution effectiveness (t (209) = 5.66; P < 0.05). Based on the findings of the study, it is recommended that democratic management style be encouraged as conflict resolution strategy in order to guarantee effective management of industrial conflict and sustainable peace and harmony. Also, both male and female managers should avoid the use of autocratic management style in the course of managing industrial conflict.  Rather, participatory management style should be employed during collective bargaining process in order to foster effective management of conflict in work organizations.

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Influence of Management Style on Conflict Resolution Effectiveness in Work Organizations in South-Western Nigeria

This study was designed to investigate the combined influence of organisational justice on employees’ behavioural outcomes. The descriptive survey research design was used for this study. A sample ...

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Examining employees’ behavioural outcomes within the context of organisational justice

This study investigated the influence of technological innovation on job security, labour-management relations and perceived workers’ productivity in industrial organizations in Nigeria. The descriptive ex-post-facto research method was adopted for the study. A total of 321 respondents were selected for the purpose of the study using the proportionate stratified sampling technique. Three sets of questionnaires were utilized for data collection. The Pearson Product Moment Correlation and t- test statistics were used to test hypotheses generated for the study at 0.05 alpha levels. Findings revealed that a significant relationship does not exist between technological innovation and workers` job security. The findings further revealed that technological innovation has not significantly influenced harmonious labour-management relations. It was also found that there is no significant relationship between technological innovation and perceived workers` productivity. It is recommended that a participatory management style, which could foster workers` participation at the planning and implementation stages of technological innovation, should be encouraged among the managers in order to foster workers` participation in decision-making and workers` supportiveness towards implementation of technological innovation. Moreover, skill re-engineering programmes should be organized for workers at regular intervals in order to sensitize them and foster skill acquisition and utilization towards improved labour-management relations and increased productivity.

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Dayo Idowu Akintayo

Papers

The impact of emotional intelligence on workers' behaviour in industrial organizations

Engagement and Compensation: A Historical Perspective of Wage Determination and National Minimum Wage in Nigeria

Influence of Management Style on Conflict Resolution Effectiveness in Work Organizations in South-Western Nigeria

Examining employees’ behavioural outcomes within the context of organisational justice

Job Security, Labour-Management Relations And Perceived Workers` Productivity In Industrial Organizations: Impact Of Technological Innovation