Emerald | International Journal of Organizational Analysis | Table of Contents

NTPC-A Preferred Employer: Case Study

literatinetwork@emeraldinsight.com (Neeti Leekha Chhabra, Sanjeev Sharma) — Fri, 19 Jul 2013 00:00:00 +0100

Abstract

Purpose - Contrary to the expectations, most of the corporate entities fail to provide the much sought after results for development & engagement of their employees. However, since National Thermal Power Corporation (NTPC) is a preferred employer, we conducted an in-depth study. The main objective of the research was to study and identify the unique HR practices of NTPC towards training, development and performance management that make it a preferred employer. Design/methodology/approach - The study was conducted in two phases with a focus on the employees at Power Management Institute (PMI) of NTPC at Noida, UP. In the first phase, an in-depth study of the company’s literature was undertaken. For this, Human Resource (HR) related literature & manuals were studied and analysed. In the second phase, informal structured interviews and focus interviews were conducted with 50 middle level employees and 20 senior level executives across functions, out of a total of 150 employees, in order to achieve the above mentioned purpose of the study. Findings - The Company aims at becoming a learning organization and offers many unique features to its employees such as sponsoring a Masters in Technology (M. Tech.) degree from the Indian Institute of Technology (IIT) Delhi amongst others, making it an employer of choice.Practical implications - Retention and attraction is one of the biggest challenges facing the corporate world today. The study of NTPC’s HR practices will facilitate understanding of strategies that supplement engagement and development. Originality/value - It would help corporate entities and professionals who are charged with the responsibility to engage and develop employees.

Prioritization of Individual Success Indicators for Managerial Success

literatinetwork@emeraldinsight.com (koustab ghosh) — Fri, 19 Jul 2013 00:00:00 +0100

Abstract

Purpose - Managerial success as an academic concept has not been researched and explored adequately in the management literature. The purpose of this research paper is to identify and analyze a set of success indicators that the working managers value most in their professional life. Further, these selective managerial success indicators were prioritized for different managerial hierarchies in Indian context.Design/methodology/approach - The data analysis was carried out using the analytical hierarchy process (AHP) technique as the basis for the comparisons of the success indicators for various levels of managerial hierarchy as well as for the representing variables under each success indicator.Findings - The results established the prioritization of the managerial success indicators for the senior, middle, and junior levels of managerial hierarchy. The aggregative analyses for the entire data set also prioritized the variables under each success indicator studied in this research. Research limitations/implications - The study has practical implications for the top management in terms of providing them with the definitive success indicators of the working professionals; hence help them achieve success by suitably facilitating these factors. The recruitment specialists can select the incumbent managers with the individualized characteristics identified in this study that facilitate professional success. Originality/value - This research has addressed a relatively unexplored area of managerial success in Indian context and outlined a framework for the prioritization of success factors by the Indian managerial community.

Who Stays with You? Factors Predicting Employees’ Intention to Stay

Fri, 19 Jul 2013 00:00:00 +0100

Abstract

Purpose - The study was conducted to discover the factors which maximally discriminate between those employees who intend to leave the organization and those who intend to stay with the organization. The primary motive was to find those factors which are strong predictors of intention to stay, so that employees who intend quitting are identified in advance, and remedial measures are taken to retain them, especially if they are key performers.Design/methodology/approach - A questionnaire covering several aspects relating to employee retention was designed and distributed amongst a sample of 100 employees chosen through incidental sampling. Data thus collected was subjected to Factor Analysis, which yielded seven factors: Goal Clarity, Autonomy, Employee Engagement, Affective Commitment, Organizational Culture, Compensation and Benefits, and Normative Commitment. Discriminant Analysis was done on these factors to identify the best predictors of employees’ intention to leave or stay, by creating a discriminant function. Findings - Results showed that Affective Commitment, Normative Commitment and Goal Clarity were the best predictors of employees’ intention to stay or leave the organization. Originality/value - Increasing employee turnover rates have necessitated the formulation and implementation of a robust retention strategy to effectively reduce employee turnover. By building a decision rule and a cut-off score to classify an employee into one of the two groups – ‘intend to leave’ or ‘intend to stay’, an organization would be able to invest its resources in the right employees.

Perceived Organizational Support as a Moderator in the Relationship Between Organisational Stressors and Organizational Citizenship Behaviors

literatinetwork@emeraldinsight.com (Ajay K. Jain, Sabir I Giga, Cary Cooper) — Mon, 10 Jun 2013 00:00:00 +0100

Abstract

Purpose - To identify the impact of organizational stressors on organizational citizenship behaviour (OCB) and how perceived organizational support (POS) will moderate in the relationship between stressors and citizenship behavior. Design/methodology/approach - The sample for this research involves operators from call center organizations located around the national capital of India. A questionnaire survey was carried out involving 402 operator level employees from five different organizations. Findings - The results highlight a significant negative relationship between organizational stressors and OCB, a significant positive relationship between POS and OCB, and confirmation that POS moderates in the relationship between organizational stressors and OCB.Research limitations/implications - This research has been carried out in an emerging economy and in a sector which is seen as an attractive area of work. However, as this study is limited to the BPO sector in India, these results may not be generalized to other areas such as the public and manufacturing sectors and in other national contexts. Future research in this area should also consider using different data collection approaches to maximize participation and enrich findings.Practical implications - The analysis suggests that change management initiatives in organizations may not be implemented as effectively as they can under high stressor conditions because employee extra-role work behavior and commitment may not be at full capacity.Originality/value - There is limited research examining the relationship between organizational stressors and OCB in the presence of POS, especially within high demand environments such as the Indian BPO sector.

International assignment and repatriation experiences of Indian international assignees in the Netherlands

Fri, 19 Jul 2013 00:00:00 +0100

Abstract

Purpose - The purpose of this paper is to explore the influence of cultural identity change, organizational and social support and cultural distance on repatriation experiences of Indian international assignees.Design/methodology/approach - Semi-structured interviews were held with 19 Indians on international assignment in the Netherlands and 11 Indians repatriated from the Netherlands. Respondents were asked to reflect on their cultural identity changes and the effects of social support, organizational support and cultural distance between the host and the home country on their international assignment and repatriation experiences. Iterative thematic analyses revealed five central themes: Cultural identity independence; Knowledge utilization and organizational learning; Social network support; Global career prospects in the Indian economy; Work-life balance.Findings - Cultural identity changes ranged from low adaptation to Dutch culture and happiness on return to India through to high cultural flexibility and readiness to move to another sojourn. The majority of respondents reported great appreciation by their supervisors and co-workers and utilization of their knowledge gained in the Netherlands. These factors, in addition to good career prospects and social support from their informal networks, contributed positively to their repatriation experiences.Research limitations/implications - The unique sample of Indians on an assignment in or repatriated from the Netherlands limits generalization of the findings to international assignees that are natives of other Asian countries, repatriated from other countries in Europe or world-wide.Practical implications - This study contributes to an understanding of how organizational, cultural and socio-economic factors affect international assignments and repatriation experiences. The results indicate that clear communication to and contact at appropriate frequencies with the international assignees about the repatriation process is imperative to Human Resource departments in order to manage repatriation processes successfully. Originality/value - This study challenges the frequently reported negative repatriation experiences of sojourners from the West. The international assignment and repatriation experiences of the Indian international assignees are generally positive, largely influenced by knowledge utilization and social support. This study puts a new perspective on current theoretical frameworks of international assignments and repatriation experiences by showing that repatriation from a developed country to a developing country can be positive due to great career prospects in an emerging market with high economic growth and quality of life upon re-entry.

Corporate Social Responsibility (CSR) across the globe: Dutch and Indian consumers’ responses to CSR

Fri, 19 Jul 2013 00:00:00 +0100

Abstract

Purpose - To investigate consumer responses to CSR in a developed and emerging economy (the Netherlands and India). Design/methodology/approach - Survey of 95 consumers in each country to investigate attitudes to CSR platforms and CSR initiatives and responses to CSR-based marketing strategies (in terms of attitude to the company and purchasing intent). Findings - Similar attitudes across nationalities to both CSR platforms and CSR initiatives, with greater importance assigned to CSR reflecting legal and ethical (rather than philanthropic) concerns. (Some) CSR-based marketing strategies, reflecting an ethical (people/planet) concern, led to significantly more positive attitudes to the company and higher purchasing intent. Some cross-cultural variation in the extent to which different CSR-based marketing strategies influenced consumer outcomes. Research limitations/implications - Exploratory study, limited to highly educated consumers. The study provides indications that stakeholder expectations in emerging and developed economies may be more similar than previously suggested. Practical implications - Findings suggest it is important that companies monitor stakeholders’ CSR attitudes to ensure that CSR policy orientations meet stakeholder expectations.Originality/value - Innovative approach to investigate responses to CSR policy and communications. CSR research on emerging economies is underrepresented in the literature. The findings suggest areas of further enquiry with implications for global business.

Women Entrepreneurs in a Masculine Society: Inclusive Strategy for Sustainable Outcomes

literatinetwork@emeraldinsight.com (Avanish Kumar) — Fri, 19 Jul 2013 00:00:00 +0100

Abstract

Purpose - The purpose of this paper is to analyse women entrepreneurial model that promotes inclusive strategy and organizational structure for sustainable outcomes in a masculine society. Design/methodology/approach - The paper adopts qualitative research methods, such as case study and in-depth interviews to analyse possible factors that promote sustainable outcomes among rural women entrepreneurs, such as purpose, processes and products of the strategy and stakeholders. The paper review existing literature on women entrepreneurship, especially in a masculine society. Findings - The analysis reveals that women face primary three challenges; ability to take financial risk, ability to mitigate organisational risk, and ability to empower as a social collective. It also highlights that there are different phases of enterprise development and each phase requires a dedicated strategy. Lastly it identifies several social, political and economic advantages that are embedded in a social enterprise, if social entrepreneurial sustainable model is adopted.Research limitations/implications - This paper is confined to qualitative methods applied on key resource persons and case study. The paper do not includes survey of all the beneficiaries. Practical implications - The outcome of this paper shall be useful for the Government, Funding Agencies, and Non-Government Organisations to formulate inclusive and sustainable policy that enable women to become a successful entrepreneur. Originality/value - The paper is unique in providing social entrepreneurship sustainable model for promoting inclusive outcomes in a masculine society.

The Responsibility of Corporate Social Responsibility in SMEs

literatinetwork@emeraldinsight.com (nimruji prasad jammulamadaka) — Fri, 19 Jul 2013 00:00:00 +0100

Abstract

Purpose - This paper draws attention to the question of who bears responsibility for CSR in SMEs.Design/methodology/approach - Examining the emergence of the global and Indian CSR discourse and India’s industrial and SME domain in particular in the context of global value chains and SME policy this conceptual paper looks at the deficiencies in the present approaches. Drawing upon existing literature on global value chains, codes of conduct and multistakeholder initiatives it articulates the special challenge posed by the issues of labour rights and humane working conditions.Findings - It suggests that SMEs by themselves cannot take up this responsibility and that the codes of conduct of transnational corporations would also be of limited utility and an active governmental role is necessary. Practical implications - It calls for a change in political culture that looks at humane labour practices as a necessary condition for work and not as a liability in the pursuit of investments to provide a counter weight to the race to the bottom that has been triggered through export oriented growth in SMEs.Originality/value - By actively establishing a role for government and calling for a new conception of this role, this paper goes beyond existing views which see government as a facilitator or a monitor. It also goes beyond the idea of TNCs as the means of achieving CSR in SMEs.

Graph Theoretic Approach for analysing the readiness of an organisation for adapting Lean Thinking – A case study

Fri, 19 Jul 2013 00:00:00 +0100

Abstract

Purpose - A literature review revealed that in recent times, many companies attempts organization-wide change management through the philosophy and principles of Lean Thinking (LT). Although some organizations have transformed and reaped significant benefits in this endeavour, many organizations have failed in this attempt. One of the reasons can be attributed to the fact that not many organizations are attempting to "assess the organizational readiness" before implementing/adapting LT. Design/methodology/approach - Hence in this paper, an attempt has made to address this problem by presenting a hypothetical case study of an Indian organization to comprehensively assess organizational readiness of the case organisation using a Graph Theoretic Approach (GTA), which has the ability to integrate and model multiple inter-related factors. Findings - From the obtained results, it was found that the case organization is not fully ready to embrace LT. It needs to work on different factors under the categories of suppliers, customers, etc. in addition to employees, organisation and top management for smooth and successful adaptation.Research limitations/implications - The results obtained from this study cannot be generalized for other organizations either in the same sector or in the other sector, as the case study is hypothetical and the weight values assigned by the managers may vary depending upon the circumstances that prevail within each organisation.Practical implications - It is believed that this paper will enable the practitioners to appreciate the role of GTA in assessing the "organization readiness" for embracing LT and thereby act as a decision support during the strategic decision-making of carrying out an organization-wide change. Originality/value - According to the authors’ knowledge, no paper exists either in the literature of organizational analysis or in the field of LT literature that demonstrates the application of GTA, specifically for assessing the readiness of an organization in adapting LT. Furthermore, various factors which need to be considered were identified apart from modelling them by incorporating the relationship/dependency that exists between these factors, which is unique.

ENABLERS OF GROWTH IN INDIAN CONSTRUCTION COMPANIES: A Comparative Study of Polar Cases

Fri, 19 Jul 2013 00:00:00 +0100

Abstract

Purpose - To determine the enablers of growth need to be deployed in construction companies in India.Design/methodology/approach - A case based approach which attempts to compare the enablers of growth amongst the selected companies, based on interviews of the top management, secondary published literature review and analysis based on Strategy Diamond Framework. The companies are selected on basis of theoretical sampling of polar performances.Findings - The study explores a cross-section of construction companies having diverse growth performance on basis of several parameters and assesses them in terms of enablers of growth. It attempts to record the reasons behind the success and failures of the select companies.Research limitations/implications - The lessons derived can be utilised to orient aspiring construction companies in India towards growth and enhancing their chances of successfully competing with the large and international players.Originality/value - This paper offers growth perspectives to strategy literature in terms of enablers, related to construction companies.

Keeping the sparkle on: Workforce retention in Indian diamond cutting and polishing firms during economic recession

literatinetwork@emeraldinsight.com (Biju Varkkey, Randhir Kumar) — Fri, 19 Jul 2013 00:00:00 +0100

Abstract

Purpose - The Indian diamond cutting and polishing (CPD) industry enjoys a global leadership position, but at the same time is vulnerable to economic shifts in the global market. Historically, such shocks have resulted in shake down of the industry, including closures, bankruptcies, job losses and labour unrest. Latest, the vulnerability was experienced during the economic recession of 2008, which impacted both entrepreneurs and diamond workers alike. The shock elicited different adaptation strategies from individual firms. The paper aims to understand the adaptation strategies of large and formally organized diamond enterprises in Surat, India, with particular reference to ‘labour hoarding’ as a strategy for workforce management. Since employment relationship in this industry has been centered around trust and community values, retention of workers during tough times becomes necessary from organizational value perspectives. Design/methodology/approach - Using case studies of four large CPD firms, the paper investigates patterns in managerial decision making pertaining to workforce management and adaptation strategies taken during recession. We also traced the subject companies’ performance post-recession. The tool used for data collection was semi-structured, in-depth interviews with entrepreneurs and human resource managers. For additional inputs and triangulation of findings, content analysis of news reports, along with interactions with several knowledgeable persons from both industry and government were conducted. Findings - Our study of the sample firms neither supports the popular notion of ‘workforce retention by large diamond enterprises, in spite of recession’ nor the generalized statements about ‘massive lay-offs by all’, as reported in popular media. We found that, due to recessionary pressure, there was a deep managerial dilemma in the companies about how to strike the right trade-off between workforce retention (labour hoarding) and downsizing. The paper argues that, post recession the companies whose decisions were pro-labour retention (hoarding) oriented were able to come back in business stronger and perform better. Research limitations/implications - The Indian diamond industry has evolved uniquely in such a way that community based affiliations, high degree of trust and a sense of mutual well-being between the entrepreneur and workers have become the distinguishing factors. The CPD owners and managers through their paternalistic and benevolent approach discouraged the need for collective bargaining and unionization among workers. As the industry is skill intensive and involves handling high value diamonds, dependency on employees is very high as both skill and trust is required to keep the businesses going. To meet the cyclical demand the industry requires large skilled labour pool during specific time period. Additionally, a talented worker is neither readily available nor easily substitutable and training a new entrant difficult. Therefore in interest of business continuity, "labour hoarding" during recessionary times (reduced or absent demand) becomes a necessity. Practical implications - While all CPD firms covered in the study faced similar effects of recession. The adaptation responses chosen by each firm was unique. However, those firms that focused on labor hording strategy and integrated it with other decisions subsequently performed better and could capitalize on opportunities. Originality/value - The diamond industry of India is ethno-bound in its functioning, where community and regional/linguistic affiliations of both workers and entrepreneurs traditionally played a vital role. Therefore, the employee management practices adopted does not strictly fall within the general realm of western management practices or popular HRM frameworks. The study shows that context dependent employee management strategies, suiting to the need for maintaining the traditional ethno-bound values even during recessionary pressure created long term positive effects for the firm.

Cross Border Higher Education in India : Challenges and Opportunities

literatinetwork@emeraldinsight.com (Gautam Rajkhowa) — Fri, 19 Jul 2013 00:00:00 +0100

Abstract

Purpose - This paper reviews the higher education system in India and examines the challenges and opportunities for cross border higher education.Design/methodology/approach - Review of published statistics and extant literature on Indian higher education provision,regulatory mechanisms and cross border higher education.Findings - The higher education system in India is long established, has many strengths and significant potential for growth. Whilst the regulatory system is largely onerous and could be simplified, there is significant scope for growth of cross border higher eduaction Originality/value - Within the context of the current developments taking place in the higher education sector in India, this paper addresses issues related to growth and the challenges and opportunities for cross border higher education.

Editorial

Fri, 19 Jul 2013 00:00:00 +0100

Abstract

Not available.