Emerging Market Firms vs Multinational Corporations

Emerging Market Firms vs Multinational Corporations A fresh breed of determined MNC is intensifying on the world, presenting both opportunities and challenges for conventional and well established multinationals. These new competitors hail from apparently unlikely places, emerging countries such as China, Russia, Brazil, India and even Indonesia and South Africa. They are vibrating the entire industries, from automobile and electronics to information technology and telecom services, and altering the systems of global competition. (Business Week, 2006, p. 42). 21st century has carried away with several new opportunities and challenges due to the events and improvements in the recent past. The impact of these developments is felt more on the developing countries as these rapidly progress in terms of financial and market growth therefore getting closer to the emerging markets. Developing countries such as China, India, Indonesia and Brazil play an important role in the world economy, entrepreneurs and corporate companies in these emerging markets are aiming to build a world class and internationalised firms. The main ambition of these Emerging Giants is to make the most of new opportunities and to be able to compete against international MNCs. So it is increasingly essential for the firms in emerging markets to get a clear understanding of these market opportunities and challenges to succeed in todays global economy. A clear picture of the current state affairs shows that though firms have been rigorously smacked by the economic crisis and t he drop in demand, the most of emerging firms have, so far, endured the test and prevented the collapse of their recently built international structures. However, there are a rising set of firms that appear to challenge these odds, and score stunning successes in their battles against MNCs. These firms, so called Emerging Giants, offer some imperative stuff in how emerging markets can craft endearing approaches. This report provides a general framework for developing world-class firms from emerging economies and the challenges and opportunities faced by these firms to become an Emerging Giants. Shock Opportunities faced by firms in emerging markets: Nowadays, many firms from emerging economies are making the world astonish and become very familiar. For the past two decades, waves of globalisation have removed protectionist hurdles in the emerging markets. A foreign competitive pressure started to flow through the world economy, from firms in emerging economies like India, China, Brazil and Russia. These firms are looking to become world class global players just as Tata Steel rose from India and Sony emerged from Japan in earlier stages of globalisation. Once these emerging economies entered themselves into the world economy, multinational enterprises from Europe, America, Korea, and Japan were assaulted. Many domestic firms lost the market share and forced to shed off their businesses. However, a few organisations battled hard and survived. They held their own businesses against the blitz, restructured their organisations, utilized new opportunities, and developed international companies that made their global rivals astonish and made them think. Challenges faced by emerging market firms: Whilst companies from the emerging economies continue with their expansion of international business, they are faced with an enduring issue are they capable to manage their accumulated assets economically on a global scale. Emerging firms are facing many challenges particularly due to inappropriate organizational structure, talent shortage, cultural differences, and lack experience in international business management. While facing specific challenges in various sectors and industries, emerging giants often come across common difficulties. One key issue about this dominance is that MNCs may use their supremacy and influence to interfere in the host governments finance, economic and political policies for their own growth (Harrison, Dalkiran, Elsey, 2000). The significant challenge for these emerging companies is to successfully compete with MNCs which have two fundamental advantages over emerging economy firms. First challenge is MNCs are well conventional, and hence have advantages of incumbency: Reputation, infrastructure, brand image, latest technology, organisational structure and access to vast resource funding, contacts, distribution network and supplier (Malchow Moller, N., Markusen, 2007). But firms from emerging markets do not have these advantages in order to compete against the multinationals. The worst part is that they come from economies that experience severe market breakdown. They lack the infrastructure and HRM that makes a multinational firm. With developed markets getting increasingly saturated, Multinational enterprises (MNEs) are trying to expand their business globally. Global businesses have enormously increasing due to fact that decreasing of barriers in the international trading. Because of this fact most of the multinational enterprises storming in to emerging economies in order take the advantage of the conditions and opportunities for future growth. Local consumers have a wider choice after the arrival of multinational corporations . As a result local firms from emerging markets are left with very fewer opportunities and the influx will restrict the emerging firms growth. When emerging economies open-up, local firms are forced to fight against MNCs with their poor economy and hence they cannot invest more in RD, advertising and marketing which are some of the essential aspects in order to compete with multinational enterprises. They are also in the back foot due to meagre infrastructure, supply and distribution network. Even while emerging companies are able to evade some of these obstacles and settle on a path of rapid development, they are hindered by the low domestic management talent group in their attempts t o develop a world class organisation. In theory, emerging firms can triumph over some of these barriers by accessing global markets for technology, finance and talent (Lipsey, 2002.). However, in prevailing conditions, different rigid and reputational obstacles often make this choice difficult to implement. Because of this reason, management in emerging economies are evidently worried about being thrown out in their domestic market by MNCs wh en their domestic markets provide space to global competition. Last 2 decades have seen a wave of countries opening up to the world economy; the challenge for potential emerging giants is more extreme than before. Competing against MNCs: Multinational firms from developed markets have an imperative advantage over emerging economies firms-access to the excellent organisational infrastructure. For example, U.K. MNCs have access to the British financial markets, which eases them to raise low-cost finance structures in great quantity. They have world-class talent available through a well-built white-collar labour market and also they could able to develop good quality products using Research development centres, marketing and advertising techniques. They are ahead of firms from developing countries with latest and advanced technologies developed by pioneering firms. Having all these advantages, wouldnt Firms from developed countries make use of business opportunities in emerging economies better than the emerging economy firms themselves? However, emerging market firms have a significant advantage over the firms from international companies. There are some reasons why firms from emerging economy can potentially turn the disadvantage of functioning in an emerging economy into an advantage, and may counteract the incumbency benefit of MNCs in terms of their technology, brand image and access to capital. First, sophisticated market MNCs looking to take advantage of business opportunities in developing markets are faced with some challenges that emerging market firms have to contend with. For example, firms from developed countries look to exploit professional talent in emerging market. However, the firm has to deal with the excellence uncertainty in the labour market, and learn ways to find skilled professional to serve global market needs. It also has to study to operate with poorly built infrastructure. Emerging economy manufacturers have a distinct advantage over foreign MNEs in dealing with local institutional voids for example-they have significant experience and cultural knowledge in dealing with these issues. In fact, MNCs managers, spent their years of experience with a well-built infrastructure, are often are unable to deal with institutional issues that make it difficult to access consistent market information, and/or configure business partnerships based on trustworthy con tracts. Emerging economies businesses, in contrast, have extensive knowledge of these institutional voids, and are able to manage them around through relaxed collective mechanisms and a deep knowledge with their environment. Second, MNCs are often hesitant to tailor their commodities and distribute them to each country that they function in. This is especially true for western MNCs with a very successful business in large sophisticated markets in Northern and Western Europe. For these firms, it is too expensive and big headache to alter their goods and services to suit distinctive behaviour just to make use of what they see as risky and small business prospects in emerging economies. Their cost structure is also an important factor because it will be difficult for them to manufacture goods at price which is optimal for emerging markets. Firms in emerging markets, in contrast, have advantage over these constraints.

Analysis of Richard Cory by Edwin Arlington Robinson Essay -- Richard

In â€Å"Richard Cory†, Edwin Arlington Robinson uses irony, simplicity, and perfect rhyme to depict the theme of the poem. The rhyme in â€Å"Richard Cory† is almost song-like, and it continues throughout the whole poem. The theme of the poem is that appearances are deceiving. The poem is about a man who everyone thinks is a â€Å"gentleman from sole to crown†, who then commits suicide. Irony is used in the poem very skillfully to show that appearances may be deceiving. When reading the poem, you get caught up in the song-like rhythm and it intensifies the effect of the tragedy. You think that everything is going perfectly, and that the poem is going to have a happy ending until you get to the last two lines, which are, â€Å"And Richard Cory, one calm summer night,/ Went home and put a bullet through his head.† When Richard Cory kills himself at the end of the poem, it is as shocking to the reader as it is to everyone else in the poem who assumed him to be the all around perfect guy. It is ironical that the man who everyone else thought was â€Å"perfect†, was missing something, and took his life Why does everyone want to be like someone else? It is human nature to want to be admired and honored. This is not right, though. Each and everyone person should be happy with who they are because just imagine if everyone were perfect and the same. The world would be quite boring. Edwin Robinson clearly shows us in his poem "Richard Cory" that the life of someone else may not be all what it is cracked up...

Qwl Journal of Management and Business Research

Global Journal of Management and Business Research Volume 12 Issue 18 Version 1. 0 Year 2012 Type: Double Blind Peer Reviewed International Research Journal Publisher: Global Journals Inc. (USA) Online ISSN: 2249-4588 & Print ISSN: 0975-5853 Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh By Mohammad Baitul Islam East West University (EWU, BD) Abstract – Quality of work life is a critical concept with having lots of importance in employee’s life.Quality of work life indicates a proper balance both in work and personal life which also ensure organizational productivity and employee’s job satisfaction. This research study attempted to find out the factors that have an impact and significance influence on quality of work life of employees in private limited companies of Bangladesh. To begin with the factors are identified through literature review and current context of Bangladesh. Seven factors were found and a quantitative research was done. After developing a questionnaire, survey was conducted among 100 employees.The outcome of the research is that six out of seven factors (work load, family life, transportation, compensation policy and benefits, working environment, working condition and career growth) have significant influence on quality of work life. The study concluded that an appropriate organization culture, compensation policy, career growth and relative facilities can leads to a satisfied employee mindset which ensure the overall organization productivity. Keywords : Quality of work life, Job satisfaction, Organization Productivity, Career, Organization Culture, Relative Facility.GJMBR-A Classification : FOR Code: 150305, 150311 JEL Code: J28, O15 Factors Affecting Quality of Work Life An Analysis on Employees of Private Limited Companies in Bangladesh Strictly as per the compliance and regulations of:  © 2012. Mohammad Baitul Islam. This is a research/review paper, dis tributed under the terms of the Creative Commons Attribution-Noncommercial 3. 0 Unported License http://creativecommons. org/licenses/by-nc/3. 0/), permitting all non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited.Business Management Study GuideFactors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh Mohammad Baitul Islam Abstract – Quality of work life is a critical concept with having lots of importance in employee’s life. Quality of work life indicates a proper balance both in work and personal life which also ensure organizational productivity and employee’s job satisfaction. This research study attempted to find out the factors that have an impact and significance influence on quality of work life of employees in private limited companies of Bangladesh.To begin with the factors are identified through literature review and current context of Banglad esh. Seven factors were found and a quantitative research was done. After developing a questionnaire, survey was conducted among 100 employees. The outcome of the research is that six out of seven factors (work load, family life, transportation, compensation policy and benefits, working environment, working condition and career growth) have significant influence on quality of work life.The study concluded that an appropriate organization culture, compensation policy, career growth and relative facilities can leads to a satisfied employee mindset which ensure the overall organization productivity. Keywords : Quality of work life, Job satisfaction, Organization Productivity, Career, Organization Culture, Relative Facility. II. Background of the Study n Bangladesh a good number of people are working in private sector and they contribute a certain level of valuable time to their companies.In there, they give their best effort to get an appreciation and for company’s goodwill. But quality of work life is such a concept which needs a certain balance both in professional and personal life. This research is all about identifying the factors that directly affects one’s quality of work life. It is very important to have a positive quality of work life experience if someone wants to give his or her 100 percent effort to the company.Quality of work life is a philosophy or set of principals which holds that people are trustworthy, responsible and capable of making valuable contribution to the organization (Rose, Beh, Uli & Idris, 2006). However, quality of work life is directly influenced by job satisfaction and external environment and personal like. There should have be a proper level of balance in work life and total life space. In my research, I have identified some major factors that Author : BBA (Marketing & HRM) & MBA (HRM), East West University (EWU, BD).PGD (Marketing Management), Bangladesh Institute of Management (BIM, BD). E-mail : [email  prote cted] com I I. Introduction It is very important for employees to have a sound mindset in their work field in order to utilize their full potential and to add value to the organization. A satisfied employee is an asset for a company as he or she will ensure the full productivity. To begin with, quality of work life is such a concept that directly related to the satisfaction.According to Dolan, Garcia, Cabezas and Tzafrir (2008), quality of work life is a major concern for employees and how organizations compact with this issue is both of academic and practical consequence. Therefore, job satisfaction and satisfaction in private life both are important for having a positive quality of work life experience. Mostly the quality of work life considers the work life and it is to change the climate at work along with human-technological-organizational interface (Luthans, 1995).According to (Davis & Cherns, 1975; Sashkin & Burke, 1987), quality of work life is not only enhancing the company ’s productivity but also employee identification and a sense of belonging and pride in their work. Based on various researches we can identify some determinants of quality of work life which are – adequate and fair compensation, safe and health work environment, opportunity for career growth and security, social integration in the work organization which relates to freedom of speech, work and total life space and the social relevance to the work. 2012 Global Journals Inc. (US) Global Journal of Management and Business Research Volume XII Issue XVIII Version I may directly affect the quality of work life experience and the factors are, work load, working condition and career growth, compensation and benefits, working environment which are directly influence the job satisfaction. These factors are controllable by the company. Besides, family life and transportation facilities are the other factors that directly influenced individual’s mental motivation in Banglade sh.However, the meaning of quality of work life may vary to different people. So the primary objective of this research is to test the reliability of identified factors that influenced the quality of work life and the insights are captured from the employees of private limited companies of Bangladesh. Based on the primary objective and data evaluation, a recommendation has been drawn in my research. Year 2012 23 Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh 24 2Global Journal of Management and Business Research Volume XII Issue XVIII Version I In Bangladesh candidate’s supply is more than the demand therefore it is difficult to find one’s suitable job in the market. Though the private companies are increasing but employee satisfaction is still a major concern for quality of work life. Along with that, in Bangladesh employee satisfaction can be hampered by private life also. Transportation engagement is a maj or part of private life and in Bangladesh lack of transportation facility is a vital issue for late coming in the office.In this study I have included family life and transportation facility in to the quality of work life concept. These two factors are also related to mental health of employees and a sound mental health is very important to gain enthusiasm in the work. However, I have also included some other factors which works inside the organization and also related to quality of work life of employees. In the context of quality of work life, organizations have policies and benefits for proper employee valuation.Quality of work life is often considered in two direction, one is to removal of negative aspects of work and working conditions and other direction is the modification of work and working conditions to enhance the capability of employees and to promote behavior which important for individual and society (Kotze, 2005). According to Dessler (1981), quality of work life was seen as the level to which employees are able to satisfy their personal needs not only in terms of material matters but also of self respect, contentment and an opportunity to use their talents make contribution and for personal growth.So it is very important for an organization to provide employees proper valuation which will satisfy them and will ensure the productivity. III. ? Research Objectives a) Broad Objectives Determining the Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh. b) Specific Objectives ? ? ? ? Determining the variables that affect the quality of work life of employees. Determining which variable plays the most significant role on quality of work life.Establishing hypothesis on the basis of the research work. Drawing a qualitative and quantitative conclusion on the basis of the survey. IV. Literature Review Based on researchers analysis numerical articles have been written on quality of work life. In case of Bangladesh the research article on quality of work life is very few. In this study I have tried my best to introduce some concerning factors that affects the quality of work life of those people who are working in private sector of Bangladesh.I do believe several advantages are associated with my study. Quality of work life is such a concept that indicates a balance both in personal and professional life of an individual. Therefore; it can be hampered if someone is not satisfied with his or her work life or family life. However; positive quality of work life experience is very important and it is directly interrelated with job satisfaction and productivity. It is a fact which also controls the mental health.According to Plug, Louow & Gouws (1991) mental health is a state of relative good alteration that is escorted by feeling of satisfaction, a zest for life and the actualization of potential skills as well as absence of psychopathological conditions. So to have a positive quali ty of work life experience, a good quality of life is very important. Mendola and Pellingrini (1979) summarized quality of life as it is the individual’s accomplishment of a satisfactory social situation within the limits of apparent physical ability.Every human has a concern about their life and quality comes out when it the concentrations ends with some specific points. According to Shin and Johnson (1978) Quality of life is the ownership of resources necessary for the satisfaction of individual needs, wants and desires, participation in the activities permitting personal development and self actualization and satisfactory comparison between oneself and others. Moreover, a proper balance in quality of work life can generate more productivity for an organization. A satisfied employee can give more than 100 percent contribution to his or her company.If we consider the whole organization as an internal environment then it becomes very important to have optimum work pressure, a ccurate benefits and enough facility along with career development within the company. All of these interrelated with the job satisfaction and therefore quality of work life. Besides, if we consider the external environment then family life, social status and transportation will be the vital factors. So having a proper balance in these areas is also important. In Bangladesh a great amount of people are working in private limited companies and the number of private company is increasing day by day.Considering the large number of population, in Bangladesh the human resource supply is more than the demand. Therefore, the bargaining power is more for company where candidates are having less bargain power. On the other hand, lots of employees are not running on their suitable jobs. It seriously affects their career development. Most of the employees consider compensation package and benefits, position, work load and career development as their satisfaction benchmark. However, in Banglade sh transportation facility is another very important factor that directlyYear 2012  © 2012 Global Journals Inc. (US) Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh affects employee’s mental health. Based on this, some upper level company like Grameenphone limited, Robi, Unilever Bangladesh, Nestle Bangladesh, Banglalink, some private banks, private universities has develop their own culture and working environment. Besides, a good compensation package and benefits are offered by them. All of these are important for job satisfaction and finally quality of work life.In Bangladesh, companies are mainly performance oriented and their organizational culture and work pressure may be the reason of dissatisfaction in quality of work life. As human supply is more so high turnover rate and high competition is also a major concern regarding quality of work life. Quality of work life has been defined in various ways. Accordin g to Rose, Beh, Uli and Idris (2006); quality of work life is a philosophy or set of principals, which holds that people are trustworthy, responsible and capable of making a valuable contribution to the organization.It also involves respect and the elements that are relevant to an individual quality of work life include task, working environment, organizational culture, administrative system and the relationship between on the job and off the job life. Serey (2006), define quality of work life as it is a certain and best meet the existing work environment along with meaningful and satisfying work. It also includes: a. an opportunity to implement one’s talents and abilities to face challenges that require independent initiative and self direction. b. an activity thought to be valuable by the individual’s involvement. c. n activity in which the role of individual in achievement of some overall goals is understandable. d. a sense of taking pride in what one is doing and i n doing it well. Lau, Wong, Chan and Law (2001) measures quality of work life as the favorable working atmosphere that chains and promotes satisfaction by giving employees with rewards, job security and career development opportunity. Therefore quality of work life and its relationship with employee health and performance has become an explicit objective for many of the human resource policies in modern organizations (Dolan, Saba, Jackson & Schuler, 2007).Heskett, Sasser and Schlesinger (1997) summarize quality of work life as the outlook that employees have towards their job, colleagues and organization that light a chain leading to the organization’s growth and profitability. Quality of life is such a concept which is basically associated with satisfaction mainly in the work life and Mirvis and Lawler (1984) highlighted that salary, working hours, working condition, safe working environment and opportunities for advancement describes- the basic components of a good quality of work life.Hackman and Oldhams (1980) suggest the V. Conceptual Framework A conceptual framework has been developed (Figure 1) that is one of the relative construct of this study. VI. Hypotheses Development 1= Word load has an impact on quality of work life of the employees 2 = Family life affects the quality of work life of the employees 3 = Transportation facilities affect quality of work life of the employees 4 = Compensation and benefits affects quality of work life of the employees = Colleagues and supervisor relationship affects quality of work life of the employees 6 = Working environment has an impact over quality of work life of the employees 7 = Working condition and career growth opportunities affects quality of work life of the employees VII. Based on research question following hypotheses has been developed for the study- Research Methodology The type of research used in this article is of descriptive nature. Through this descriptive research, the article sough t to determine the answers to why,  © 2012 Global Journals Inc. (US)Global Journal of Management and Business Research Volume XII Issue XVIII Version I constructs of quality of work life in relation to the interaction between work environment and personal needs. Along with structural modification good relation between supervisor and subordinates is important for a good quality of work life (Bertrand and Scott, 1992). Quality of work life refers the quality of life that is associated with job characteristics and work conditions as well as capability of shaping a job with an employee’s option, interest and needs (Lawler 1982; and Beukema 1987; Datta 1999).Katzell et. Al (1975) defined quality of work life more broadly as an individual’s valuation of the outcome of the work relationship. They observed employee can have positive quality of work life if he has positive feelings towards his job, if he is motivated with his private life and if he has a balance between the t wo terms of his personal values. To conclude, most of the studies on quality of work life are focused on personality and job satisfaction in where some studies also focused on motivation, organization culture and individual’s needs and desire.In the context of Bangladesh the most important factors that directly affect the quality of work life are work load, compensation and benefits, colleagues and supervisor, working condition and career development, working environment, family life and transportation facilities. After evaluation of studies and considering the nation these factors individually has an impact on quality of work life. 25 Year 2012 Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh 26 2 Global Journal of Management and Business Research Volume XII Issue XVIII Version I hat, where and how questions of the existing employees in public sector of Bangladesh and their expectations. It also involves collecting i nformation that explain people’s beliefs, knowledge, attitude and behavior (Fink, 1995, Sommer & Sommer, 1996). Primary data was collected through telephone and online survey for analysis and secondary data was be used as a support tool. A total of 100 sample size considered to be adequate for my study. Each and every response is checked thoroughly for incomplete and missing response. The questionnaire has two parts in were the first part contains some demographic information.Table 1 gives a proper summary of this sort of information. In the second part, the questionnaire contains 32 items to construct the seven independent variables along with a dependent variable in my study. The selected independent variables are: work load, compensation and benefits, colleagues and supervisor, working environment, working condition and career growth, family life and transportation. A five point Likert scale (1= Strongly Disagree to 5= Strongly Agree) was used to collect data from the resp ondents. The questionnaire was outlined in English and understandable.Reliability analysis was done to identify the reliability of my study. Beside this, regression analysis, hypothesis testing was done for a proper justification and to draw an appropriate recommendation in my study. VIII. mean scores of the factors of QWL with standard deviation also shown (Table 4) in my study. i. Hypotheses Testing To conduct the hypothesis test a regression analysis has been done and seven factors which have an effect in quality of work life are considered. However, details of the influence of independent variable over dependent variable have been shown in Table 7.First hypothesis was 1 , Word load has an impact on quality of work life of the employees. According to the analysis, the significance value for the hypothesis is 0. 000, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and 1 is accepted. Second hypothesis was 2 , Family life affects the quality of work life of the employees. According to the analysis, the significance value for the hypothesis is 0. 000, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and 2 is accepted.Third hypothesis was 3 , Transportation facilities affect quality of work life of the employees. In this case, the significance value for the hypothesis is 0. 007, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and 3 is accepted. My fourth hypothesis was 4 , Compensation and benefits affects quality of work life of the employees. Here, the significance value for the hypothesis is 0. 000, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and 4 is accepted.My fifth hypothesis was 5, Colleagues and supervisor relationship affects quality of work life of the employees. According to the analysis, the significance value for the hypothesis is 0. 332, which is greater than level of significance ? = 0. 05. So , null hypothesis is accepted and H5, is rejected. Sixth hypothesis was 6, working environment has an impact over quality of work life of the employees. The significance value for the hypothesis is 0. 014, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and is accepted. Final hypothesis was 7 working condition and career growth opportunities affects quality of work life of the employees. The significance value for the hypothesis is 0. 009, which is less than level of significance ? = 0. 05. So, null hypothesis is rejected and 7 is accepted. ii. Regression Analysis From the regression analysis (Table 5), I found the R square value to be 0. 425 meaning 42. 5% of the variability in the quality of work life of employees in the private limited companies in Bangladesh can be explained by these seven independent factors.In this case the independent variables are work load, family life, transportation, compensation policy and benefits, colleagues and supervisor, working environment and working condition and career growth. From the ANOVA table we see that the significance value is 0. 000 (Table Year 2012 Data Analysis and Findings My study contains 69% male respondent and 31% female respondent (Table 1). Among them 94% respondent’s age is in between 21-30 years and rest of 6% respondents is under 31-40 years of age. However, 44% respondents already have 2-3 years of professional experience in where 27% respondents have 3-5 years of experience.Moreover, some fresher’s are having 1-2 years of experiences are also included in my study and the percentage is 23%. A reliability analysis is commonly used to identify the internal consistency of the variables. However, Cronbach’s alpha is commonly used to test the reliability and the range of alpha coefficient value is in between 0 to 1. The higher value indicates the higher reliability (Hair, et al. , 1992). A value more than . 70 is significantly good measure for su fficient scale of reliability (Cronbach, 1951, Nunnally, 1987).According to the Cronbach’s alpha test the value of alpha in my study is 0. 732 (Table 2 & Table 3) which is higher than minimum acceptable value. Therefore, 73. 20% of data are reliable in my study. This reliable analysis has been done for all dependent and independent variables and so far I am satisfied. Besides, this reliability test contains 32 items based on which I make my hypothesis test. A  © 2012 Global Journals Inc. (US) a) Demographic Data Analysis b) Secondary Data Analysis Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh ), thus proving that the model is valid and significant. However, among 7 factors six of them (work load, family life, transportation, compensation policy and benefits, working environment, working condition and career growth) have positive and significance influence on quality of work life. Only single factor named colleagu es and supervisor has no significance impact on quality of work life. Probably, respondents have given less notice on it. iii. Limitation This research study has some limitation and the major limitation factor for this report is complexity of the topic.Since the survey will be conducted on questionnaire therefore it is a great challenge to ensure the actual validity of the response. In some cases, the topics were not understood by the employees who have minimal idea about the quality of work life. Respondents are selected only from Dhaka city; therefore this research does not reflect the perception of employees of each corner of Bangladesh. However unwillingness of respondents was another limitation of my study. Moreover, R Square (0. 425) is comparatively low which means that other factors can also influence the quality of work life of employees in private limited companies of Bangladesh. v. References References Referencias 1. Arts, E. J. , Kerksta, J. and Van der Zee (2001) Quali ty of Working Life and Workload in Home Help Nordic College of Caring Sciences, 12-22. 2. Baptiste, N. R. (2008). Tightening the link between employee well-being at work and performance: A new dimension for HRM. Management Decision, 46(2), 284-309. 3. Bertrand, J. (1992). Designing quality into work life. Quality Progress, 12, 29-33. 4. Carayon, P. (1997). Temporal Issues of Quality of Working Life and Stress in Human Computer Interaction. International Journal of HumanComputer Interaction, 9(4), 325-342. 5. Carayon, P. , Hoonakker, S. & Scwarz, J. (2003). Job Characteristics and Quality of Working Life in the IT workforce: The role of gender, ACM SIGMIS CPR Conference. Edited by E. Trauth, April. 10-12, 2003, Philadelphia, Pennsylvania: ACM Press, 5863 6. Cooper, C. L. (1991). Stress in organizations. In M. Smith (Ed. ), Analysing Organisational Behaviour. London: MacMillan. 7. Cummings, T. G. , & Molly, E. S. (1997). Improving Productivity and the Quality of Work Life. New York: P raeger Publishers. 8. Danna, K. , & Griffin, R. W. (1999). Health and wellbeing in the workplace: A review and synthesis of the literature. Journal of Management, 25(3), 357384. . Davison, Efraty, D. , & Sirgy, M. J. (1990). The effects of quality of working life (QWL) on employee behavioural responses. Social Indicators Research, 22, 31-37. 10. Elizur, D. , & Shye, S. (1990). Quality of work life and its relation to quality of life. Applied Psychology: International Review, 39(3), 275-291. 11. Fisher, C. D. , Schoenfeldt, L. F. and Shaw, J. B. (2004) Human Resources Management. Biztantra: New Delhi. 12. Goodman, P. S. (1980), ? Quality of Work Life Projects in 1980’s? Industrial Relations Research Association: pp-487-494  © 2012 Global Journals Inc. (US) 27 Conclusion and RecommendationThis research study is tried to examine the factors that have an impact on quality of work life of employees of private limited companies in Bangladesh. The seven factors are work load, fami ly life, transportation, compensation policy and benefits, colleagues and supervisor, working environment and working condition and career growth. The outcome of the research indicates that six out of seven factors (work load, family life, transportation, compensation policy and benefit, working environment and working condition and career growth) have significant influence on quality of work life and the remaining factor (colleagues and supervisor) has no ignificant influence on quality of work life. From the finding, it can be recommended that quality of work life is such a critical concept that might be disturbed due to dissatisfaction of mind set. However, the companies can focus on their employee’s welfare by providing them a better and attractive compensation policy, optimum work load and by providing a superior work environment. The private companies should create a career growth opportunity within their environment that may lead to a better performance and therefore a better productivity.Moreover, participation management will increase the enthusiasm of employees as they will have an opportunity to participate with their ideas. So the private companies of Bangladesh can focus on it. On the other Global Journal of Management and Business Research Volume XII Issue XVIII Version I Year 2012 hand, transportation is such a factor which is seriously involve in mental satisfaction. Therefore, if the companies can provide a transportation facility then they might grab a positive impression from employees and the employees may not need to harass by external environment.However, the government of Bangladesh can take some steps to provide adequate and affordable transportation facilities for the local people. Finally, I think if the company could manage our work life along with the transportation facility, our family or private life could be managed as we will be mentally happy. Factors Affecting Quality of Work Life: An Analysis on Employees of Private Li mited Companies in Bangladesh 28 2 Global Journal of Management and Business Research Volume XII Issue XVIII Version I 13. Glasier, E (1976), ? State of the Art, Questions about Quality of Work Life? Personnel. 14. Hanlon, M. D. and Gladstein, D. L. (1984) Improving the Quality of Work Life in Hospitals: A Case Study, Hospital Health Service Administration, 29(5), 94107. 15. Havlovic, S. J. (1991) Quality of Work Life and Human Resource Outcomes, Industrial Relations, 30(3), 469-479. 16. Khan, A. A. (2008). Human Resource Management and Industrial Relations (2nd Edn. ). Abir Publications: Dhaka. 17. Loscocco, K. A. and Roschelle, A. R. (1991) Influences on the Quality of Work and Non- Work Life: Two Decades in Review, Journal of Vocational Behavior, 39(2), 182-225. 8. Lambert, S. J. (1990). Process linking work and family: A critical review and research agenda. Human Relations, 43, 239-257. 19. Lawler, E. E. (1975). Measuring the psychological quality of working life: The why and ho w of it, in L. E. Davis and A. B. Cherns (Ed. ), The Quality of Working Life, Vol. 1 (pp. 123-133). New York: Free Press. 20. Periman, S. L. (2006), â€Å"Human Resource Innovators, integrating quality of work life into organizational performance†, http://www. quaiindia. com [accessed 15 Jan 2010]. 21. Rose, R. C. , Beh, L. S. , Uli, J. , Idris, K. 2006) Quality of Work Life: Implications of Career Dimensions, Journal of Social Sciences, 2(2), 61-67. 22. Saraji, G. N. & Dargahi, H. (2006), â€Å"Study of Quality of Work Life (QWL)†, Iranian Journal of Publication Health 35(4), 8-14. 23. Walton, R. E. (1975), Criteria for Quality of Working Life, in Davis, L. E. & Cherns, A. B. (eds. ), The quality of working life, New York: The Free Press, pp. 99104. 24. Wyatt, T. A. & Wah, C. Y. (2001), â€Å"Perceptions of QWL: A study of Singaporean Employees Development†, Research and Practice in Human Resource Management 9 (2), 59-76 Year 2012  © 2012 Global Journals Inc. (US)Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh Figure 1 : A Conceptual frame work of Factors affecting Quality of Work Life. Family Life Transportation Private Life Quality of Work Life 29 Work Life Work Load Compensation and Benefits Working Environment Colleagues and Supervisor Working Condition and Career Growth Table 1 : Demographic Profile of Respondent. Gender Male Female (%) 69. 00 31. 00 Age 21-30 years 31- 40 years 40 years an (%) 94. 00 6. 00 0. 00 Position Executive Sr. Executive Officer Sr. Officer Asst. Manager Manager Merchandiser Asst.Territory Officer Territory Manager Management Trainee Teacher Specialist Total 100. 00 Total 100. 00 Total (%) 48. 00 4. 00 19. 00 4. 00 6. 00 2. 00 2. 00 3. 00 3. 00 2. 00 4. 00 3. 00 100. 00 Total 100. 00 Year of 1-2 Years 2-3 Years 3-5 Years 5-7 Years 8 Years and (%) 23. 00 44. 00 27. 00 4. 00 2. 00  © 2012 Global Journals Inc. (US) Global Journal of Management and B usiness Research Volume XII Issue XVIII Version I Year 2012 Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh Table 2 : Reliability Statistics. Cronbach's Alpha . 32 Cronbach's Alpha Based on Standardized Items . 786 N of Items 32 Table 3 : Reliability Tests. Factor’s Name Items 4 4 4 4 4 4 4 4 Values 0. 796 0. 60 0. 825 0. 526 0. 821 0. 927 0. 809 0. 471 Quality of Work Life (Dependent) Work Load (Independent) Family Life ((Independent)) Transportation (Independent) Compensation Policy and Benefits (Independent) Colleagues and Supervisor (Independent) Working Environment (Independent) Working Condition and Career Growth (Independent) Global Journal of Management and Business Research Volume XII Issue XVIII Version I Year 2012 30 2 Table 4 : Mean Scores of the Factors of QWL.Factors Workload Family Life Transportation Compensation Policy Colleagues and Supervisor Working Environment Working Condition and Career Growth Mean 3. 0800 3. 4350 3. 4900 2. 5325 4. 0325 3. 8700 3. 4850 Std. Deviation . 50861 . 94054 . 86524 1. 02473 . 74845 . 76581 . 64630 Table 5 : Regression Analysis. Model 1 R . 652(a) R Square . 425 Adjusted R Square . 381 Std. Error of the Estimate . 48606 a. Predictors: (Constant), Working Condition and Career Growth, Work Load, Transportation, Compensation Policy, Family Life, Colleagues and Supervisor, Working Environment Table 6 : ANOVA.Model Regression 1 Residual Total Sum of Squares 16. 072 21. 735 37. 807 df 7 92 99 Mean Square 2. 296 . 236 F 9. 718 Sig. .000(a) a. Predictors: (Constant), Working Condition and Career Growth, Work Load, Transportation, Compensation Policy, Family Life, Colleagues and Supervisor, Working Environment b. Dependent Variable: QWL  © 2012 Global Journals Inc. (US) Factors Affecting Quality of Work Life: An Analysis on Employees of Private Limited Companies in Bangladesh Table 7 : Hypothesis Testing. Coefficients (a)Model (Constant) Work Load Famil y Life Transportation Compensation Policy Colleagues and Supervisor Working Environment Working Condition and Career Growth Unstandardized Coefficients B 3. 425 . 577 . 287 -. 218 -. 245 -. 104 . 309 -. 308 Std. Error . 604 . 123 . 073 . 078 . 058 . 107 . 123 . 115 . 475 . 436 -. 305 -. 407 -. 126 . 382 -. 322 Standardized Coefficients Beta 5. 668 4. 705 3. 943 -2. 782 -4. 206 -. 974 2. 518 -2. 682 . 000 . 000 . 000 . 000 . 332 . 014 . 009 . 007 t Sig. 1 a. Dependent Variable: QWL  © 2012 Global Journals Inc. (US) Global Journal of Management and Business Research Volume XII Issue XVIII Version I Year 2012 31

Happiness In My Life - Free Essay Example

Sample details Pages: 9 Words: 2843 Downloads: 9 Date added: 2019/05/07 Category Society Essay Level High school Tags: Happiness Essay Did you like this example? Ive grown up my entire life being outdoors in some form or fashion. Being a kid in Texas, I had a lot of friends and family that were always out hunting or working on something that needed to be fixed on the property or lease. I feel like that has played a direct role in how I am as a person. My research is going to see if regularly participating in outdoor activities (huntsman, fisherman, and hiker exc.) allows you to have a happier life. Literature Review In my research so far I have found exactly what I thought I would find, and that is, the outdoors does have a positive effect on people. Dodson (1960) found that when kids go camping, they are taught to rely on themselves. No one is going to set up your tent in life. No one is going to give you your dinner in life. You have to go get it yourself. He also mentions the important idea that in camping you have to rely on others as well as yourself. Not everyone has the same job at a camping sight, some may need to collec t firewood, some may need to find water and so on and so forth. Everyone has their job to do and they have to do it the right way or everyone including yourself can be affected. Dodson also points out that in reality, only wealthy families get to go camping. For the children in the inner cities they have little or no opportunity to go camping. A possible study that could shed light on this would be starting a program that takes these kids out camping multiple times, then record if teachers, parents, or mentors see any type of change in behavior in the children. In Hinkleys et al. (2018) study we see that children who spend more time looking at a screen are subject to more health risks such as obesity, bone health, cardiovascular disease, and diminished social skills. In this cross sectional study of 575 participants of boys and girls 2-5 years old, boys spent on average 2 hours a day looking at a screen. Girls spent an average of 2.2 hours looking at a screen. Boys spent an ave rage of 3.3 hours outside while girls spent 2.9 hours outside. Something interesting to point out is that the girl had higher rates for expressive behavior and compliant behavior. Is this because of too much time in one area? I think that it is a possibility, the boys are outside more than the girls and they get to make the rules as they play. This could make them more rebellious to rules and authority, whereas the girls are inside with mom or dad. A longitudinal study should be conducted to get more time lapsed results to see if the results carry over with time and possibly improve. The mothers of the children were given instructions to observe and to track their childs time both outside and while interacting with a screen. The study found that television, DVD, and video viewing are correlated with the childs social skills. The key to develop their social skills is that they had a balanced diet of screen viewing and outdoors play. (page 9) The outdoors and its affects doesnt ju st play a role in our young children it also can play a role with our elderly, which is often a group overlooked because theyre old or because theyve lived a long life already. Calkins, Szmerekovsky, and Biddle (2007) who studied people in nursing homes found some really uplifting results on dementia patients because of the effect of being outside. The subjects come from 3 different retirement homes in the Midwest and have dementia. The research showed that there was a small positive relationship between time spent outside and how well the participant spelt. Calkins et al. (2009) also points out that there are other small victories in the study like the participants grabbed at the workers less and they made less noises. There was only 17 participants in the study so right off the bat, if the researchers had a greater amount of participants the study might have had greater implications because the results do show a positive change but not by a lot. Also in the study they couldnt rea lly force people to be outside or inside so the recorders have to have activities that incorporate being outside so that data could be collected. I feel that the study should have compared a retirement home in Hawaii or Florida vs Midwest. I would like to see a study done with dementia patients in a tropical place compared to one where residents dont get a lot of sun/outdoors time to see if the numbers are different, just to try and validate the study more. I found it interesting that in two of my sources, all of the data was collected by simply observing behavior. I do have some issues with this because, how can mothers, and people who work at retirement homes constantly watch their child or subject? There was probably some behaviors that were never seen or written down. Human error/laziness can come into play also, moms being too tired to write stuff down after a long day of work, so they essentially say screw it for the night. And we see retirement home workers mistreating the residence all the time on social media or on the news so there is a possibility of the workers also not wanting to take the time to properly record what is happening. The facility itself can be in question too, there is a possibility that the building itself might have an effect on the results. Acton (2016) is one that I think can have a powerful influence. Her study is all about the effects of a five day outdoor get away for young carer children. There are 8 young carer kids that volunteered to be a part of the study after hearing about it through a charity that supports young carer children. A young carer is a child that has to take care of a loved one, sibling, or parent because they physically cant take care of themselves. Growing up this way with so much responsibility can be damaging for a child because they never truly get to go out and play and be care free. They also are subject to more stress then adolescence at that age and it could leave lasting impressions on them. It was a quantitative (Emotional Literacy Checklists) and qualitative methods. They got their data from direct observation throughout the 5 days. They also had poems, interviews, and recorded discussion with the kids that were there on the trip. They spent their time in the woods making crafts, playing games, and teamwork activities. In the study the kids felt connected to nature. Could this be universal when kids are outside playing together? Is the connection with nature what keeps them outside and not locked in a trance by a screen? Maybe it makes them feel better much like the senior citizens with dementia (Calkins, 2009) The Thurston Family project is a study where schools that were connected to the TaMHS program were contacted about a chance to be a part of the study. Targeted Mental Health in Schools (TaMHS) is a mulit-agency program that trains teachers and other administration to better meet the needs of childrens mental health. Once they decided to be a part of the stud y they went to the outdoor center and that is where the study was crucial because subjects were about to feel like they were getting away from the hustle and bustle of everyday life. Another key aspect of the center was that everyone had a job to do. There were things that were expected of the residents like cleaning your bunk and your dorm room. Just by doing those few easy things parents reported that the relationship has started to strengthen because child/parent arguments were happening less and less. I would argue in my research that when youre in the outdoors theres a ton of jobs that have to be done and they all have to be done the right way because other people are counting on you much like in the Dodson study (1960). You can apply this to house hold chores because for a family to function properly (and to where moms and dads arent doing everything). There were 7 families involved and all of those were single parent households. I feel like that is a weakness in this study be cause it doesnt apply to family with mom and dad present at home. But five of the seven parents did decide to complete the full self-care course that propelled them to bettering their lives for example going back to school , becoming a class assistant, and becoming a nurse. All of the young children but one had improvements in satisfaction with school. Much like the Acton (2016), Flom, exal. (2011) set out to apply outdoor aspects to school counseling. And much like the Acton study, the children that were a part of this one also showed improvement in self-esteem, confidence and social skills. The counselors are trained in incorporating outdoor activities with the lesson plans by co-teaching with teachers by using the ASCAs National Model. One case of this working is when a teacher noticed a number of students who didnt have and extracurricular activities. So the teacher decided to start a fishing club and it was a huge success. Students that showed little interest and motivation in school started to have improved behavior. And the number of students involved in the club keeps going up. This evidence shows the positive impact that the outdoors lifestyle can offer to troubled mines. I would like to see this incorporated more in college classrooms I think that it would help college students that have trouble with stress and anxiety. Tucker et al. (2016) brings OBH (Outdoor Behavioral Healthcare) into play. In my other sources there hasnt been anything that mentions OBH but it is what Acton (2016) and McManus (2012) are doing with their subjects. OBH was developed as a form of therapy to inspire resilience, self-reliance, and teamwork to project change upon those involved. Most of the article gives you history over OBH but there is a case study that is done over a boy named Andrew. Andrew was a troubled child, he would drink and smoke marijuana, hed get suspended from school and would defy his parents authority. Because of his moderate substance abuse, his parents sent him off to an OBH program and even after only 3 weeks of doing activates like rock climbing, canoeing, hiking, mountain biking and building fires without matches, his defiance began to diminish and he began to buy in the program. He had found his natural high through the outdoors (page 38). Andrew had made dramatic changes and his therapist helped him create a plan for when he goes back home so that he doesnt fall back into that downward cycle that he was in before. And through this program he found a passion for mountain biking and took that back home with him to cope with the old triggers that would previously send him back to abusing substances. The downfall of OBH is that kids do make these great strides while in the wilderness but then go back to their old ways once at home. Tucker suggests that the family needs to be integrated into the therapy instead of children being sent away by themselves because there can be underlining problems in the family dynamic that can trigger negative behavior. Research shows that families that are in a camp like setting, working together and doing activities, are brought together and form bonds that werent there previously (Haber 2011, page 40) Outdoor activities are also used to help people cope with extreme tragedy. In 2009 Typhoon Morakot touched down and was the strongest typhoon ever recorded in Taiwan. It claimed 704 souls and had another 18 missing and countless damage to almost 170,000 homes in Taiwan. In Chaos (2015) study they had 292 displaced refugees that were 65 years or older. In the studys they wanted to see if the typhoon had made any of the refugees go into depression or have signs of depression based on a 10 point shortened version of the Center of Epidemiologic Studies Depression Scale or CES-D. And they were also asked how often they had been outside doing activities from a scale of 1-3. 1 = not at all, 2 = sometimes (less than once a week) and 3 = often (once a week or more). Th ey were also asked how they felt about their communities and how safe they felt it was and how friendly the people were. The findings of this study are something to be happy about. There was a positive correlation between the amount of outdoor activities and community cohesion, meaning the more the people were outside doing activities the better outlook they had on their community an neighbors around them. And there was a negative correlation between community cohesion and depression, the higher the cohesion level the lower level of depression in the refugee (page 943). An important thing to take into consideration is that this study was conducted 4 years after the typhoon so you really get to see the long term effect of the three variables that were being studied. Combs et al. (2015) did a very interesting study that I hadnt come across really. I have one other source that has parental input (Hinkley et al. 2018) but not completely from the parent perspective after treatment. Th e study is a quasi-experimental design with no control group and it had 659 parents of children that were a part of one of 4 OBH facilities/programs. There was 792 total kids in one of these three programs but only 83% (659) completed the program. Of the 659 only 200 parents were selected to complete the 18 month follow up. If all parents were to complete the 18 month follow up there could be higher rates of satisfaction. Data was collected from the parents electronically by email. Parents did pre-treatment assessments of their kids and reported high levels of emotional and behavioral dysfunction (page 358) but the post treatment analysis showed dramatic improvements from the children involved with most scoring out with a normal range of functioning which means they were able to act appropriately like the everyday person. Some of the kids did go back home and showed a little back tracking but nothing that was statistically significant (page 358). The clients that scored very high on pre-treatment test done by their parents showed the most dramatic improvements when it came to substance abuse, anxiety, behavioral, and attachment disorder, length of stay, age at intake, parents marital status, and adoption status. Im immediately taken back to the OBH therapy mixed with family therapy in Tucker et al. (2016) the completion rate might have been higher than 83% if the families of the children were there to go through family exercises. Another factor could be that only 65% of the childrens families had both the mother and father at home. I cant help but suspect that if the parents were together that one, the child may not even be there in the first place, and two would the overall completion rate be higher? Roberts et al. (2017) had a convenience sample of 186 kids that were enrolled into a wilderness therapy program. A hierarchical linear model was used to analyze the data given back. (page 45). After completing the program the clients were given the Outcome Questionnaire-45.2 or OQ-45.2. The OQ-45.2 is used to measure important functioning symptoms like: interpersonal problems social role functioning and quality of life. They had the clients take the test before, during, and after they had completed the program. In Figure 1 one (page 49) over a five week period we see a steady decline in all scores from the total score to symptom distress, social role performance, and interpersonal relationships, showing progress for the clients involved. The problem with the study is that over the 18 month period they would receive less and less responses. Starting out with a response rate of 82.3% in week one, to 42.5% response rate at the end of the 18 month period. Even though success was found there was still a lot of data that wasnt collected just because people werent reporting it back to the researchers. One can think that maybe they clients went back home and got back into the lifestyle they previously were in. Or maybe life just got in the wa y for some of them but Ill go back and mention the family being incorporated to the therapy as a possibility to getting better responses and greater results thoughts the program itself before the clients leave. As we can see from the resources that I have found that there is a relationship between being outside and health/behavior whether it be medical or social applications, they can be pursued and presented to the public for the betterment of all people. The simplicity of being outside in nature soaking up the sun was our first prescription at the dawn of time. Its time we get back to our roots and dig our toes back into the dirt. Don’t waste time! Our writers will create an original "Happiness In My Life" essay for you Create order