1-managing Employment Relations.pdf

ICBM – 2006, University of Sri Jayewardenepura, Sri Lanka

Workers’ Stress and Its Impact on Productivity: A Case Study of a Manufacturing Company in Sri Lanka Gomes P T P C a

Abstract Occupational stress is an adoptive response to an external situation that results in physical, psychological and behavioral deviations for the organizational participant. Literature suggests that occupational stress helps improve performance up to a limit and then starts deteriorating. This case study examined the effects of occupational stress on performance and productivity of manufacturing employees of a factory operated in the FTZ, Katunayake. Employees of one department were chosen as the sample. Data were collected through critical incident technique, qualitative interviews and a questionnaire. Triangulation of sources, methods and analysts were applied for the purpose of verification and validation of data collected. The data analysis revealed that the company employees suffered from stress, which in turn has affected performance and productivity of company operations. The main stressors were domestic problems of workers, work related pressures and peer group influences. Since the ill-effects of stress have consequences to the company performance as well as to the employee health in the long run, it is recommended that the employer, employee and the government must work together to manage the situation. Intervention strategies were proposed separately in respect of employees, the employer and the government. Systematic management of occupational stress of employees was identified as an important corporate social responsibility of an organization. Keywords: Performance, Productivity, Stress

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Gomes P T P C, Director Finance, Confifi Management Services Ltd, Colombo 03, (Sri Lanka). Tel. +94 11 2333320 Fax +94 11 2333324 [email protected]

ICBM – 2006, University of Sri Jayewardenepura, Sri Lanka

The Effectiveness of Monetary Rewards in Motivating Police Officers Wickramasinghe S M a and Dharmasiri A S b

Abstract The research problem examined in this research is low effectiveness of monetary incentive schemes in the Sri Lanka Police Department. The main argument of the research is that perceived opportunities for gaining higher monetary rewards motivate police officers with higher ability towards higher performance. In the conceptual model for the study efforts- reward expectancy, influenced by ability of the employees, an employee perception on fairness of reward system, and value placed on reward are considered as critical factors affecting the effectiveness of the reward scheme. The study was carried out by administering a questionnaire and focus group interviews with a sample of 100 police officers. The study recommends measures to minimise perceived unfairness and delay of reward payment and to improve the transparency, which are of significance to policy makers to review reward policies and make it instrumental to improve the efficiency of the police service. Keywords: Effectiveness, Monetary Incentives, Motivation, Police Department, Rewards

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Wickremasinghe S M, DIG, Presidential Security Range, Colombo, (Sri Lanka), Tel: +94 11 2395225, Fax: +94 11 2395224, [email protected] b Dharmasiri A S, Postgraduate Institute of Management, Colombo (Sri Lanka), Tel: +94 11 2689639, Fax: +94 11 2689643, [email protected]

ICBM – 2006, University of Sri Jayewardenepura, Sri Lanka

Association among Personal Demographic Variables and Incentive Systems in Sri Lanka Velnampy T a

Abstract Today’s organizations are using several techniques and strategies to achieve organizational goals through the people. In a way, incentives are considered as the most important element in motivating and satisfying employees to achieve a high level of performance. Hence proper incentive systems should be maintained by the organizations. Here personal variables may influence the incentive system. In the present paper, the incentive systems in the private sector organizations and the association among personal variables and perceived level of incentives are clearly analyzed with 316 respondents from 30 private sector organizations in TheColombo City by using appropriate statistical tools. This study revealed that there is no association between rewards and personal variables, and employees are preferred to wages and salaries, retirement benefits, promotion, performance related pay and challenging job. Further, all levesl of employees emphasized extrinsic rewards, and the level of rewards are found high among females, graduates, middle level and higher income group of people. Finally, certain suggestions are given to the organizations to make suitable alterations in their incentive system. Keywords: Demographic Satisfaction,

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Variables,

Incentive,

Motivation,

Performance.

Velnampy T., Senior Lecturer, Dept of Commerce, University of Jaffna, Thirunelvely, (Sri Lanka), Tel: + 94-21-2227519, +94-77-7448352; [email protected]

ICBM – 2006, University of Sri Jayewardenepura, Sri Lanka

The Effects of Transformational and Transactional Leadership Behaviors on the Job Satisfaction of Thai Female Civil Servantsa Benjawatanapon W b

Abstract This study examines the effects of transformational and transactional leadership behaviors on the job satisfaction of Thai female civil servants. The specific area of study was the causal effects of barriers, personal characteristics, leadership competencies, transformational and transactional leadership behaviors on the job satisfaction of Thai female civil servants. The specific organizations under study were public agencies. The specific population was the ordinary Thai female civil servants at the levels of C5-8. The specific sampling area was Bangkok and its peripheral provinces. The study employed both quantitative and qualitative approaches. Path analysis results indicated that both styles of leadership behaviors, transformational and transactional, had direct effects on job satisfaction. Among the five independent variables, transformational leadership behaviors were found to have the highest total effect on job satisfaction (.40), whereas transactional leadership behaviors had the second lowest (.19). The regression coefficient (R2) showed that job satisfaction was moderately influenced by transformational and transactional leadership behaviors, and leadership competencies, accounting for 31 percent of the variance. Thus, it suggested that 69 percent of job satisfaction could probably be influenced by other factors not included in the study. As Transformational and transactional leadership behaviors were found to enhance the job satisfaction of Thai female civil servants in middle management levels, this study recommends that leadership training should be provided that emphasizes the approaches of transformational and transactional leadership. Keywords: Women Leadership, Public Management, Employment Relations, Transformational and Transactional Leadership, Job Satisfaction.

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A dissertation submitted for the Degree of Doctor of Philosophy (Development Administration), School of Public Administration, National Institute of Development Administration, Bangkok, (Thailand) Prof. Benjawatanapon W, Researcher of Women Leadership, and Spiritual Leadership, [email protected]

ICBM – 2006, University of Sri Jayewardenepura, Sri Lanka

A Survey of Management Selection Practices in Sri Lankan Commercial Banks Arachchige B J H a and Tharanganie M.G.G.b Abstract The aim of this paper is to investigate the selection methods used by the Sri Lankan domestic licensed commercial banks in selecting management trainees and examine their perception of the predictive validity of those methods. All eleven domestic commercial banks were incorporated in the study. Questionnaire and interviews were used as the major instrument to gather data. Findings revealed that banks use more ‘respectable’ methods such as application forms/CVs, interviews, aptitude tests, medical tests and knowledge tests. Interviews, aptitude tests and knowledge tests are perceived as high valid predictors of future job performance. Key words: Domestic licensed banks, Selection, selection methods

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Dr.Arachchige B J H, Senior lecturer, Postgraduate Institute of Management, University of Sri Jayewardenepura, Colombo 8, (Sri Lanka), Tel: + 94-11-2689639, Fax: + 94-11 2689634: [email protected] or [email protected] Tharanganie M G G, Senior Lecturer, Dept: of Human Resource Management, University of Sri Jayewardenepura, (Sri Lanka), Tel: + 94-11-2802010, Fax: +94-11-2803653 [email protected]

ICBM – 2006, University of Sri Jayewardenepura, Sri Lanka

The Factors Influencing Employee Motivation in Private Sector Service Organizations in Sri Lanka Weerasinghe R N a

Abstract Employee motivation is one of the major determinants of employee performance in all organizations. Pleasing employees by appealing their intrinsic and extrinsic needs is very essential for obtaining maximum contribution of employees towards organizational objectives. In Sri Lanka, it is difficult to see that such studies on employee motivation considering culture specific factors. To address the problem of dearth of knowledge on employee motivation in Sri Lankan context, this study aimed at identifying the factors which influence employee motivation in private sector service organizations in Sri Lanka. Private sector service organizations were randomly selected. 270 questionnaires were randomly distributed among white-collar employees of the selected organizations and 202 employees responded. Based on the collected data the study revealed that out of the fifteen factors identified from literature survey, Recognition, Job security, Social Needs, and Supervisor Characteristics are factors, which showed strong impact on employee motivation. Personal characteristics, Advancement, Achievement, Working conditions, Need for status, Responsibility, Autonomy, Salary and other fringe benefits, and Organizational characteristics are the factors influencing moderately to the level of motivation. Environmental factors, and Power have little impact on employee motivation. Accordingly, the study suggests rethinking about existing motivational programs again considering more intrinsic needs rather than financial rewards. Recognition and job security are the factors which have high impact on motivation but lack part in the practice in the private sector organizations. Keywords: Employee, Motivation. Needs, Factors

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Weerasinghe R.N., Lecturer, Dept. of Business Administration, University of Sri Jayewardenepura, Nugegoda (Sri Lanka), Tel: +94-11-2803472, [email protected]

ICBM – 2006, University of Sri Jayewardenepura, Sri Lanka

An Empirical, Perceptual Investigation of Accidents and Safety Culture in Firms Engaged in Sri Lankan Apparel Industry Perera G D N a

Abstract The most vital resource of an organization is its human resources-the people who work in the organization. People are essential for the effective operation of a company. To meet the challenges and competitive atmosphere of today’s business environment, managers must recognize the potential of human resources, and then acquire, develop and retain these resources with minimum accidents. This study aims at determining the accidents and safety culture in the three firms engaged in the apparel industry in Sri Lanka. The study was conducted among the sample of 150 employees who were randomly selected from the three garment factories, of which 130 employees responded to the survey. Respondents were asked to indicate their agreement on five point Likert Scale. Data analysis was conducted by using Statistical Package of Social Sciences. The levels of measurement of the variables were interval and relevant statistical techniques for these measures under univariate and bivariate statistical analyses were used. The findings of the study revealed that there is a negative relationship between the accidents and safety culture in the three firms engaged in the apparel industry. The results of univariate analysis indicated that the level of accidents was moderate in general. The findings and information gathered in this study could be used for further research, which will assist in many ways to improve the safety culture and reduce accidents in the apparel industry in Sri Lanka. Keywords: Accidents, Acquire, Apparel Industry, Develop, Retain, Safety Culture

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Perera.G.D.N., Lecturer, Dept.of Human Resources Management, University of Sri Jayewardenepura, (Sri Lanka),Tel:+94-11-2802010 Fax:+94-11-2803653, [email protected]

ICBM – 2006, University of Sri Jayewardenepura, Sri Lanka

A Study of Human Resource Development for Middle and Higher Level Employees in the Food Industry to Enhance Productivity and Competitiveness in Thailand Suwannathep S a,11 Arpanutud P b12 and Kiratipiboon S c13

Abstract The food industry, in this paper, is defined as the process of transforming agricultural raw material into semi-finished or finished products with longer shelf-lives for further processing or for consumption. The food industry is a labor intensive industry. The majority of the workforce or about 73 percent are unskilled labors working on production lines. Few are middle and higher level employees working in maintenance, quality control, and research and development. The demand for middle and higher level workforce working in value chain primary function has increased with the growth of the food industry, and one of the measures to increase competitiveness is to increase the skills and knowledge or competency of these employees. The core competency of the middle and higher level employees required for working in the primary four functions of the value chain of the food industry (research and development, production, quality control, and marketing) can be classified into two categorie: a) General competency refers to skills and knowledge required for all who are working in any functions of the value chain in the food industry. b) Specific Competency refers to skills and knowledge required for those who are working in any particular function of the value chain in the food industry. The study found that there were gaps between the required competencies and existing competencies, the general competency gaps which urgently need filling are skills and knowledge in quality control, quality assurance, and food safety regulations; in agriculture basis; and English. Moreover, the specific competency gaps to be filled are as follows: for research and development, key functions concern biotechnology, nutrition, and packaging development; for production, key functions concern business and environment management. This study proposes three strategies for developing the quality of middle and higher level employees working for the food industry, namely, a strategy of collaboration between education institutions and industry, a strategy of enhancing potential and expertise in education institutions, and a strategy of workforce development. Keywords: Food Industry

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Prof.Suwannathep S, Dean, School of Liberal Arts, King Mongkut’s University of Technology Thonburi (Thailand), Tel: +66-2-470-8701 Fax: +66-2-428-3375, [email protected] [email protected] b Prof. Arpanutud P, Vice President for Academic Affairs, Songkhla Rajabhat University (Thailand), Tel:+ 66-7-433-6933 Fax:+ 66-7-432-4221 , [email protected] c Prof. Suwimon Kiratipiboon, Senior Lecturer, Chulalongkorn University (Thailand), Tel: +66-2-2820904, [email protected]