Part One: Initial Considerations Chapter 1: Motivation in Organizations Mitchell, Terence R., and Daniels, Denise. Observation and Commentary on Recent Research in Work Motivation. Chapter 2: Conceptual Approaches to Motivation at Work Ryan, Richard M., and Deci, Edward L. 2000. Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1): 68-78. Mowday, Richard, and Colwell, Kenneth A. Employee reactions to unfair outcomes in the workplace: The contributions of Adams' equity theory to understanding work motivation. Cropanzano, Russell, and Rupp, Deborah. An overview of organizational justice: Implications for work motivation. Komaki, Judith. Reinforcement theory at work: Enhancing and explaining what employees do. Locke, Edwin A. 1996. Motivation through conscious goal setting. Applied and Preventive Psychology, 5: 117-124. Stajkovic, Alexander D., and Luthans, Fred. Social cognitive theory and self-efficacy: Implications for motivation theory and practice. Part Two: Central Issues in Motivation at Work Chapter 3: The Role of Cognitions, Beliefs, and Attitudes in Motivation Staw, Barry M. 1986. Organizational psychology and the pursuit of the happy/productive worker. California Management Review, 28(4): 40-53. Rousseau, Denise M., and Tijoriwala, Snehal A. 1999. What's a good reason to change? Motivated reasoning and social accounts in promoting organizational change. Journal of Applied Psychology, 84(4): 514-528. Luthans, Fred. Positive Organizational Behavior: Implications for Leadership and HR Development and Motivation. Chapter 4: The Role of Goals and Intentions in Motivation Klein, Howard J., Wesson, Michael J., Hollenbeck, John R., and Alge, Bradley J. 1999. Goal commitment and the goal-setting process: Conceptual clarification and empirical synthesis. Journal of Applied Psychology, 6: 885-896. O'Leary-Kelly, Anne M., Martocchio, Joseph J., and Frink, Dwight D. 1994. A review of the influence of group goals on group performance. Academy of Management Journal, 37(5): 1285-1301. Crown, Deborah F., and Rosse, Joseph G. 1995. Yours, mine, and ours: Facilitating group productivity through the integration of individual and group goals. Organizational Behavior and Human Decision Processes, 64(2): 138-150. Chapter 5: The Role of Affect in Motivation Raghunathan, Rajagopal, and Pham, Michel T. 1999. All negative moods are not equal: Motivational influences of anxiety and sadness on decision-making. Organizational Behavior and Human Decision Processes, 79(1): 56-77. Venkatesh, Viswanath, and Speier, Cheri. 1999. Computer technology training in the workplace: A longitudinal investigation of the effect of mood. Organizational Behavior and Human Decision Processes, 79(1): 1-28. Chapter 6: The Role of Social Influences in Motivation Porter, Lyman W., Lawler, Edward E. III, and Hackman, J. Richard. 1975. Ways groups influence individual effectiveness. (Holdover from previous edition) Vardi, Yoav and Wiener, Yoash. 1996. Misbehavior in organizations: A motivational framework. Organization Science, 7(2): 151-165. Whyte, Glen. 1998. Recasting Janis's groupthink model: The key role of collective efficacy in decision fiascoes. Organizational Behavior and Human Decision Processes, 73(2/3): 185-209. Chapter 7: The Role of Cross-Cultural Influences in Work Motivation Hofstede, G. 1993. Cultural constraints in management theories. Academy of Management Executive, 7(1): 81-94. Sanchez-Runde, Carlos J., and Steers, Richard M. Cultural influences on work motivation and performance. Frese, Michael, Kring, Wolfgang, Soos, Andrea, Zempel, Jeannette. 1996. Personal initiative at work: Differences between east and west Germany. Academy of Management Journal, 39(1): 37-63. Meek, Christopher B. 1999. Ganbatte: Understanding the Japanese employee. Business Horizons, January-February, 27-36. Chapter 8: The Role of Individual Differences in Motivation O'Reilly, Charles A. III and Chatman, Jennifer A. 1994. Working smarter and harder: A longitudinal study of managerial success. Administrative Science Quarterly, 39: 603-627. Pilegge, Anthony J. and Holtz, Rolf. 1997. The effects of social identity on the self-set goals and task performance of high and low self-esteem individuals. Organizational Behavior and Human Decision Processes, 70(1): 17-26. Part Three: Applications of Motivational Approaches Chapter 9: Rewards Lawler, Edward L. 1987. The design of effective reward systems. In J. W. Lorsch (ed.), Handbook of Organizational Behavior. Englewood Cliffs, NJ: Prentice Hall, pp, 25-271. Kerr, Steven. 1995. On the folly of rewarding A, while hoping for B. Academy of Management Executive, 9(1): 7-14. Pearce, Jone L. 1987. Why merit pay doesn't work: Implications from organizational theory. In D. B. Balkin and L. R. Gomez-Mejia (eds.), New Perspectives on Compensation, pp. 169-178. Pfeffer, Jeffrey. 1998. Six dangerous myths about pay. Harvard Business Review, May-June, 109-119. Duncan, W. Jack. 2001. Stock ownership and work motivation. Organizational Dynamics, 30(1): 1-11. Chapter 10: Punishment George, Jennifer M. 1995. Asymmetrical effects of rewards and punishments: the case of social loafing. Journal of Occupational and Organizational Psychology, 68: 327-338. Butterfield, Kenneth D., Trevino, Linda K., and Ball, Gail A. 1996. Punishment from the manager's perspective: A grounded investigation and inductive model. Academy of Management Journal, 39(6): 1479-1512. Chapter 11: Motivating Creativity aand Innovation Amabile, Teresa. 1997. Motivating creativity in organizations: On doing what you love and loving what you do. California Management Review, 40(1): 39-58. Cummings, Anne and Oldham, Greg R. 1997. Enhancing creativity: Managing work contexts for the high potential employee. California Management Review, 40(1): 22-38.

Motivatiom and work behaviour

http://ieeexplore.ieee.org/iel5/47/30404/01397912.pdf

In Defense of Globalization

This study employs a well-established psychosocial theory of a western, advanced economies-based model, that of the Extended Theory of Planned Behaviour, to study the intentions to behave ethically of Telecom and Bank managers. A researcher-administered paper-based survey was conducted among 484 managers working in banking and telecom organisations in Pakistan. The collected data were analysed by means of second-order confirmatory factor analysis. The results reveal three independent variables of attitude, subjective norms, and perceived behavioural control to strongly influence the ethical intentions of customer service managers. The relationship between customer service managers and their customers is more than anything else based on trust which cannot become established without not only an image of ethicality in the eyes of customers but also by clear demonstrations of ethical behaviours by frontline. The findings of this study are helpful in guiding customer service managers from banking and telecom s...

The impact of attitude, subjective norms, and perceived behavioural control on managers’ intentions to behave ethically

Purpose




The purpose of this paper is to investigate Pakistani bank front-line employees’ intentions to behave ethically by using the extended theory of planned behaviour (ETPB) into which religiosity (i.e. religious activity, devotion to rituals and belief in doctrine) is integrated as a moderating variable.




Design/methodology/approach




The authors collected 234 self-administered questionnaires and analysed them using SmartPLS 2.0, a second generation structural equation modelling technique.




Findings




This paper demonstrates that the ETPB can explain intentions to behave ethically. Moral norms (i.e. the rules of morality that people believe they ought to follow) and perceived behavioural control (i.e. people’s perceptions of their ability to perform a given behaviour) are the best predictors of ethical behavioural intentions. The effects of injunctive norms (i.e. perceptions of which behaviours are typically approved or disapproved in an organisation) and of perceived behavioural control on behavioural intent are moderated by religiosity.




Practical implications




Leading by example, providing ethics training, empowering employees and encouraging the expression of religiosity are proposed as ways to foster an ethical culture in the workplace.




Originality/value




Even though numerous empirical studies have utilised variants of the theory of planned behaviour to explain consumer behaviour, its applicability to ethical behaviour in the workplace has scarcely been explored. Moreover, its tests in non-western contexts are scant. This study demonstrates the applicability of the ETPB in a broader circumstantial and cultural context and enriches it with religiosity, a pertinent characteristic of billions of people around the world. Finally, this is one of the very few ethics studies focusing on banking, an industry fraught with allegations of moral breaches.

The moderating effect of religiosity on ethical behavioural intentions: An application of the extended theory of planned behaviour to Pakistani bank employees

Patriarchal values are embedded in Pakistani society which determines the subordinated position of women.
Patriarchal control over women is exercised through institutionalized restrictive codes of behavior, gender
segregation and the ideology which associates family honor to female virtue. The abnormal, amoral, and harmful
customary practices which aim at preserving subjugation of women, defended and sanctified as cultural
traditions and given religious overtones. Abnormal and amoral traditional practices in Pakistan include honor
killing, rape and sexual assault, sexual harassment, acid attacks, being burned, kidnapping, domestic violence,
dowry murder, and forces marriages, custodial abuse and torture. According to a 2011 poll of experts by the
Thomson Reuters Foundation Poll, Pakistan is ranked the 3rd the most dangerous country for women in the
world. This paper aims to highlight the sufferings of women in Pakistan and consider that in patriarchal societies
violence has been used as a social mechanism to perpetuate the subjugation of women. Patriarchal system
necessitates the violence for the sake of its existence. With the help of existing data, the gender-based violence
in Pakistan has been analyzed. This paper concludes that all forms of gender-based violence are committed to
ensure the compliance of women. In order to eliminate violence against women, patriarchal system has to be
changed which can be achieved by strengthening the social, political and economic position of women.

Patriarchy and Gender-Based Violence in Pakistan

The research investigates the domestic violence against women in District Jacobabad Sindh Pakistan and how women are surviving in the domestic violence in Pakistan. According to General Assembly resolution violence against women is a manifestation of historically unequal power relations between men and women, which have led to domination over and discrimination against women by men and to the prevention of the full advancement of women. Women in Pakistan encounter multiple forms of violence, most endemic form being domestic violence, which remains a pervasive phenomenon. Data were collected from both qualitative and quantitative methods were used. The qualitative methods involved initial focus group meetings that were followed by the survey questionnaire. The focus groups were felt necessary in order to make the respondents themselves identify issues that could be explored further. An open-minded approach was adopted which guided the research throughout in both qualitative and quantitative methods. The survey questionnaire was more of an in depth interview because of the sensitive nature of the issues and therefore included open ended questions with certain inferences on the types of violence recorded on a quantitative sheet. Open ended questions elicited in-depth explanations of particular issues. It was revealed that most of the surveyed women were deprived from basic rights and the biggest challenge which they ae facing like early marriages, Watta Satta marriages. It was further revealed that the rural women is less confident and their husbands were always given them hard time once they are exposing themselves to outside the boundaries of the house. The biggest challenges which they were facing they were doing all business in house, lack of marketing facilities, Karo Kari criminal activities and they were deprived from the basic rights. The number of women who died of stove burns in the first six months of 1992 was 500 compared to 370 murders that took place at the same time. The study of women division in 1989 revealed that at least 50% of these deaths were murders linked to domestic disputes. The doctors at the Burn Unit of Mayo Hospital estimate that at least 60% of those women have been burnt by their husbands or in laws. There are some limitations in this research because most of the survey was conducted from male and female participation due to time constraints in the sample size. A survey by a Lahore NGO Aurat Foundation attributed 50% of these deaths to accidents and 50% to murder or suicide.

/pdf/domestic-violence-against-women-a-case-study-of-district-gtrdrpjmag.pdf

Domestic Violence against Women: A Case Study of District Jacobabad, Sindh Pakistan

The current research investigates the relationship between changes in crude oil prices and Pakistan and the macro-economy. A multivariate VAR analysis is carried out among five key macroeconomic variables: real gross domestic product, short term interest rate, real effective exchange rates, long term interest rate and money supply. From the VAR model, the impulse response functions reveal that oil price movements cause significant reduction in aggregate output and increase real exchange rate. The variance decomposition shows that crude oil prices significantly contribute to the variability of real exchange rate long term interest rate in the Pakistan economy while oil price shocks are found to have significant effects on money supply and short term interest rate in the economy. Despite these macro econometric results, caution must be exercised in formulating energy policies since future effects of upcomming oil shocks will not be the same as what happened in the past. Explorations and development of practicable alternatives to imported fuel energy will cushion the economy from the repercussions of oil shocks. Oil price shock has negative impact on the GDP and as well as economy of Pakistan.

/pdf/oil-price-shocks-a-comparative-study-on-the-impacts-in-4jutaltdag.pdf

Oil Price Shocks: A Comparative Study on the Impacts in Purchasing Power in Pakistan

The study examined the views of junior and senior staff of Raw Materials Research and Development Council (RMRDC), Nigeria concerning motivation as a tool for enhancing productivity. To achieve this, the study examined how employees could be motivated so as to achieve desired objectives. The research is based on information obtained from available records, personal observation and interview conducted. The major conclusions drawn from this research were survey results revealed that 26 (39.3%) of the respondents are satisfied with their jobs, while majority of them 40 (50.6%) are not satisfied with their jobs. Respondents opinion regarding mode of promotion in the organisation revealed that 44 (66.6%) are satisfied while 20 (30.3%) are not satisfied with the entire process. Perception of respondents in relation to what actually motivate them to do their best to enhance productivity the results conclude that 20 (30.3%) prefer job security, 16 (24.2%) accepted in service training while 12 (18.1%) and 18 (27.2) prefer improved salary and promotion as factors that can motivate employees to perform their duties. Finally, the above results conclude that the Management of RMRDC did not motivate its staff to achieve productivity, efficiency and effectiveness. Therefore Null Hypotheses Ho is accepted and Alternate Hypotheses HA is rejected. It is recommended that appropriate managerial actions must therefore be taken by the organisation that is motivation of the workforce.

/pdf/motivation-as-a-tool-for-effective-staff-productivity-in-the-4k538x8hkv.pdf

Motivation as a Tool for Effective Staff Productivity in the Public Sector: A Case Study of Raw Materials Research and Development Council of Nigeria

This research addressed the ethical issues in Private Commercial Banks in Pakistan. Data were collected from 500 respondents/Customers from cross sectional data by using simple random technique and data were analyses by using SPSS-18 version. A structural questionnaire was used as basic tool for data collection, analysis, validity and reliability. It was revealed that private commercial banks are not caring for the customers specially, four old Banks UBL, HBL, MCB, ABL. It was further concluded that most of the staff members who interact with the customers is non MBAs so that’s why their attitude towards the customers are not friendly.

Ethical issues in private commercial banks in pakistan

The main aim of this paper is to examine the Supreme flood and its impact on poverty in rural Sindh. Data were collected from 5000 households from six districts i.e. Kashmore, Kamber Shahdadkot Shikarpur, Dadu, Larkana and Jacobabad Sindh by using the simple random technique; a structural questionnaire was design as an instrument tool for measuring the poverty. It was revealed that the poverty position in Jacobabad and Shikarpur is worsening compare with Larkana and Sukkur. There are other factors like tribal disputes among various tribes and law and order situation most of the businesses people shift their business from Jacobabad and Shikarpur. Access to health and education facilities all districts have slight variation except Jacobabad where the literacy ratio is pretty low. It was revealed that recent supreme flood hit common man and poverty level is increases because it was estimated that loss of livestock and crop loss affected he common man in the flood affected areas.

/pdf/supreme-flood-and-its-impact-on-poverty-in-rural-sindh-27ulknun9y.pdf

Muhammad Bachal Jamali

Papers

Domestic Violence against Women: A Case Study of District Jacobabad, Sindh Pakistan

Oil Price Shocks: A Comparative Study on the Impacts in Purchasing Power in Pakistan

Motivation as a Tool for Effective Staff Productivity in the Public Sector: A Case Study of Raw Materials Research and Development Council of Nigeria

Ethical issues in private commercial banks in pakistan

Supreme flood and its impact on poverty in rural sindh