Volume 09 - 2014

Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/15888

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    Analysis of Stress on Employees’ Productivity: A Study based on Air Force Officers in Sri Lanka
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2014) de Silva, R.D.; Thilakasiri, K.K.
    Job stress is became one of the main challenges faced by many organisations. It is usually occurs when employees cannot cope with pressure or tension of assigned task. It can be considered as one of the factors which influence the work behavior of employees. Work behavior of an employee can be affected due to stress either in positive or negative way. Negative impact of employees’ work behavior due to stress might contribute to lower employees’ productivity ultimately affecting organization performance. According to AIS (the American Institute of Stress) report, $ 300 billion spend annually due to accident, absenteeism, turnover, medical, legal, insurance costs and workers’ compensation as a result of job stress. The main aim of this study is to identify most significance stressor and also to analyses its effect on employees’ productivity. Descriptive survey was adopted as the research design of the study. This study has been conducted based on Sri Lanka Air Force with reference to three bases. The primary data were collected through a questionnaire survey from 67 Air Force officers. The results of the study indicate that over workload (.332**), excessive responsibility (.495**), poor relationship (.518**), meet deadline (.494**), and harassment (.558**) are statically significant factors in predicting the level of stress in Air Force officers. Educational level and civil status are most significant demographic factors affecting the level of stress. Finding of the study shows that there is a low positive relationship between stress and productivity.
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    A Review of Employee Counselling
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2014) Padmasiri, M.K.D.; Jayathilake, L.V.K.
    Employee counselling is a Human Resource Management (HRM) practice, which uses to maintain employees’ wellbeing. The objective of the present study is identify counselling techniques which can be applied in employee counselling. The literature shows that in employee counselling counselor can apply different counselling techniques including Cognitive Therapy (CT), Behavioral Therapy (BT), cognitive behavioral therapy (CBT), existentialhumanistic therapy and psychoanalysis. According to the literature, for each therapy there are different therapeutic techniques can be used. So, in Behavioral Therapy, Systematic Desensitization, Exposure Therapies, Aversion Therapy, and Biofeedback can be used. Moreover, Rational Emotive Behavior Therapy (REBT) and Reinforcement techniques can be applied as CBT techniques whilst logo therapy and gestalt therapy are using as existential-humanistic therapy techniques. Finally, in Psychoanalysis Therapy Anamnesis, Analysis / Interpretation of Dreams and Analysis / Interpretation of Symbols can be applied in employee counselling.
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    Assessing the Implementation of Total Quality Management in Education Administration Institutions in Central Province, Sri Lanka
    (2014) Abeykoon, M.W.M.; de Alwis, C.
    The purpose of this study was to assess the implementation of TQM aspects among education administration institutions in the central province, Sri Lanka. This study focused on identifying the level of Hard TQM implementation and Soft TQM implementation among selected education administration institutions. A five point Likert scale questionnaire was used as the key instrument of data collection. The data were obtained from a survey of 41 administrators in education administration institutions in central province. The findings suggest that the level of hard TQM implementation is at a high level and the level of soft TQM implementation is at a moderate level. Further the study reports that the level of hard TQM implementation is higher than the level of soft TQM implementation. Among the studied Hard TQM techniques Quality Circles is reported as the most adopted technique. Customer / Citizen Satisfaction and Top Management Commitment and Support are the top principles adopted among the studied Soft TQM practices. In addition to that, report revealed that there is no significance difference in between districts in central province when implementing hard TQM and soft TQM.
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    Impact of Individualism and Collectivism on Managing Conflicts at Work: Evidence from Public Sector Banks in Sri Lanka
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2014) Rukshan, W.I.U.K.; Nishanthi, H.M.; Mahalekamge, W.G.S.
    Conflict management is the process of planning to avoid conflict where possible and organizing to resolve conflict where it does happen, as rapidly and smoothly as possible. The ability to manage conflict is probably one of the most important social skills. The aim of this research is to identify the influence of individualism and collectivism on managing conflicts at work place. Hence, it is necessary to identify the factors that influence on individual’s conflict management styles for improving work place relations and productivity of individuals, but very few attempts have been made to find out the factors influencing managing conflicts in the Sri Lankan context. Current study employs 86 respondents who were randomly selected from the two public sector banks. The data obtained from the structured questionnaire were analysed using descriptive statistics, correlation, and regression analysis. Through results it was found that there is a positive moderate relationship between individualism and conflict management styles. Further, it is noted that there is a positive moderate relationship between collectivism and conflict management style, and also researcher found out that out of 86 employees, 23% prefer collaborating. And also 21% of employees prefer accommodating. Two set of 20% employees prefer avoiding and compromising. The least number of employees prefer competing.
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    Keys to Effective Listening and Presenting: An Action Plan
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2014) Weerasinghe, T.D.; Thisera, T.J.R.
    This is a review article on keys to effective listening and presenting skills which have been identified as two main skills to be improved for effective communication. Accordingly, the article focusses first on listening skills; importance, barriers for effective listening, and keys to improve listening skills. It then moves towards presenting skills while discussing key guidelines to improve verbal, non-verbal and para-verbal aspects of an effective presentation. Finally, this paper proposes an action plan for three months in order to improve these skills in a pragmatic way.
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    The Nexus between Work-Life Conflict and Job Satisfaction: Evidence from Network and System Integration Industry in Sri Lanka
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2014) Wijesekare, N.; Weligamage, S.
    Work life conflict is an inter role conflict that arises due to conflicting roles required by organization and from one’s family. Objective of this study is to investigate the impact of work life conflict on job satisfaction of employees in Network and System Integration industry in Sri Lanka. Data for the study was from 147 employees working in different Network and System Integration organizations of Sri Lanka using structured questionnaire. Correlation analysis was used to find the association between identified variables of the study. Findings revealed that job satisfaction is significantly negatively correlated with Family to Work interference and Stress. However, the correlation of Work to Family Interference and working hours are positive and insignificant which shows that these two variables does not affect the job satisfaction of the employees in Network and System Integration Industry. The findings of the study suggest that work family conflict and job satisfaction becomes an increasingly important concern for organizations when focusing on the issue of developing employees in the changing global and regional scenario. Information Technology organizations should come up with effective and efficient work – life balance policies and programs and foster an organizational culture that supports the use of available policies is also of great importance. This will help to reduce the work – life conflict for employees in Network and System Integration Industry
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    Organizational Justice and Organizational Citizenship Behavior: A Study of Public Sector Organizations in Western Province, Sri Lanka
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2014) Silva, H.M.S.V.; Madhumali, K.P.W.C.
    Although, the study of organizational justice has increased markedly in the past few years, little work has focused on the impact of justice perceptions on organizational citizenship behaviour. This study examines the impact from perceptions of fairness on organizational citizenship behaviors in 102 sample drawn from four public sector organizations in western province, Sri Lanka. A theoretical basis for a relationship between fairness and citizenship was drawn from equity theory and other theories of social exchange. Findings of the study revealed that that there is an impact from distribute, procedural and interactional justice on employee citizenship behavior and further, as a whole there is a significant impact from Organizational justice on Employee citizenship behaviour.
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    The Relationship between Work Life Balance and Employee Performance: With Reference to Telecommunication Industry of Sri Lanka
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2014) Mendis, M.D.V.S.; Weerakkody, W.A.S.
    In today’s dynamic business environment, work life balance (WLB) has become one of the key issues faced by many employees all over the world. Maintaining work life balance is an issue increasingly recognized as of strategic importance to organization and of significance to employees. There is no one agreed definition of work-life balance but it does appear that the right balance for one person may differ from the next. In simply, WLB means the amount of time you spend doing your job compared with the amount of time you spend with your family and doing things you enjoy. At present, the service sector is the leading factor for the total economic growth rate. Sri Lankan telecommunication industry is one of the largest service contributors to national economy. Poor work life balance leads to many disastrous things like tardiness, bad performance, lack of motivation, more errors, absence from work turnover and so on. Without a doubt, one of the biggest disadvantages is that poor work-life balance is poor employee performance. This reduces work quality, job satisfaction productivity and creates poor employee efficiency, poor employee effectiveness and, poor employee commitment. When an employee won't be able to give time to his family at home, he will feel stressed at work. A lack of work life balance has also an adverse effect on their employer's prospects for success in many respects. The main objective of this study is to carry out research on the Sri Lankan telecommunication industry and recognize the impact of work life balance on employee performance. The target population of this research is executive level married employees in telecommunication industry in Sri Lanka. This investigation area is used Cluster sampling method to select 2 major companies in telecommunication industry. (Dialog Axiata PLC and Sri Lanka Telecom – Sample Size 100) Data were gathered through questionnaire method and in this study, for the purpose of hypothesis testing the researcher use univariate, and bivariate statistics methods. The Data were analyzed through SPSS 20.0 software to find out the relationship between variables. Findings of the study reveal that there is a strong relationship between work life balance and employee performance. This relationship is positive and has significant level. The research findings give evidence that the better work life balance of the employees leads to increased employee performance.