Entrepreneurship & Organization Management

The main purpose of this article is to identify the practice of leadership effectiveness of public service organization of North shoa. For this purpose, 190 leaders in the sectors and 50 individuals from the community have been participated in the study and predetermined survey questionnaire with leadership effectiveness were provided to respective parties to obtain information from them.To collect the data, the study have employed simple random sampling to identify respondents from selected wored as of the zone and then applied purposive selection to select respective parties to respond to survey questionnaires. The finding indicated that the practice and status of leadership effectiveness of the selected sectors needs improvements. Therefore, it is advisable the concerned body to consider the status of leadership effectiveness.

Organizational behavior is the study of identify the behavior of individuals, groups and organizational culture. People are different from each other’s. It can be from age, gender, attitudes, education qualification and performance. When work at the organization not only as individuals but also as groups they have utilized their brands to fulfill the task. Therefore, mainly they should have better communication method. It is not easy to move people together immediately. As a solution for these matters, organizations apply organization behavior concept to face them. This will emphasize the way of OB emerge and how organizations apply it for their issues.

This paper’s main objective is to propose an appropriate framework to analyse the design/reality gaps in a smart city by considering views from stakeholders within a smart city. Ho Chi Minh City is selected as it is a rapidly developing city with initial plans to implement a smart city, whose six main pillars include Smart Governance, Smart Economy, Smart Mobility, Smart Environment, Smart People, and Smart Living.

In the process of transforming a city into a smart one, the design/reality gap is shown as the key reason for failure in several ICT-based projects. Design/reality gaps can be found in five main aspects: Strategy, Technology, Organization, People, and Environment (or STOPE). The differences (or gaps) between where a city is currently at and where it aims to be, regarding these factors can hinder the successful implementation of a smart city. Moreover, smart cities must be built upon the participation of all relevant stakeholders, and not merely a top-down approach. Hence, when looking at these gaps, the perspectives of various stakeholders are considered. Stakeholders may be internal (i.e. public managers and civil servants) and may also be external (i.e. citizens and businesses). If the smart city objectives are poorly understood, conflicts of interest between stakeholders may exist and thus, failure can be unavoidable. Therefore, our framework will be used to investigate what gaps are present in STOPE, from the view of three groups of stakeholders: the government, businesses, and citizens.

Out of the 6 pillars of smart city, this paper specifically looks at Smart Governance because Ho Chi Minh City has had plans to develop a shared database that will facilitate better public decision-making. The four characteristics of smart governance are citizen participation in decision-making, public and social services, transparent governance and political strategies & perspectives.

Finally, through the framework, our paper explains how the design-reality gaps are related to the many aspects of a smart city in general and smart governance in particular.

Entrepreneurial ecosystem is a much admired concept for explaining the growth and performance of enterprises present in a particular region. However, when we look for any fixed and reliable definition or for any set theory of entrepreneurial ecosystem it’s difficult to find, which makes it difficult to understand its architecture and its influence on entrepreneurial process. The present paper depicts that entrepreneurial ecosystem is composed of different societal factors including demographical factors along with materialistic factors. These factors provide benefits and resources to the enterprises and the combination of all factors constitutes a entrepreneurial ecosystem in which new and old both the enterprises operates and grows. This paper illustrates the policies adopted by 6 major revenue generating states in India and the role and influence of State government policies in the development of the entrepreneurial ecosystem.

In this competitive business world satisfied employee is the prime asset of any business organization as employee’s satisfaction can ensure continuous growth. The purpose of this study was to exploring the significant relationships between demographic characteristics and job satisfaction indicators of private bank employees in Bangladesh. By using Yamane (1967) formula the study consisted of 56 (male 89.3% and female 10.7%) respondents and it used semi-structured questionnaire containing pre-coded and open-ended questions. All questions were rated with the Likert 5-point scale. As all the variables used in this study (both dependent and independent) were categorical, Chi-square test was used to assess the relationship. In this study, significant relations were found between some demographic characteristics, such as, sex, age, salary and family income with job satisfaction indicators which were the participation in decision making, training facilities and increase knowledge and capacity. Education and geographic location did not show any significant relationship with job satisfaction indicators. Around 92.5% male employees reported that the current organization helped to increase their knowledge and working capacity (p<0.028). More than half of the employees (55.3 %) of 30-35 age group could not take part in decision making (p<0.013). In addition, family income and salary also exerted significant associations with participation in decision-making and proper training facilities respectively. Several stakeholders and concern authorities should give top priority in these demographic areas while developing strategies to improve job satisfaction level of employees.