Entrepreneurship & Organization Management

Land one of the basic implication starting place community prosperity and societal standing community in the globe. Like in many other developing countries, due to the urbanization, infrastructure expands and results into the land use and values are change. The problem is even more critical in towns and cities of the country where there is high rate of population growth and expanding of infrastructure. The purpose of this review to assess the land use and value change.

The purpose of this study to investigate the impact of customer relationship management on the profit of organization in Somali. The study used the domestic theory to analyze data by applying statistical package for social science (SPSS version 20.0) special regression model tool was used our study. The results The CRM are high influence Organization profit, so that CRM was the responsible employee retention. Somali businesses have not use Management information system. Also the researcher finding Somali full capacity internet. Also the researcher finding Somali have not use e-commerce, the reason the people have not knowledge Online Business and mostly citizen have not master card or credit card. The main objective of the study to investigate the effect of CRM on the profit of organization in Somali and to explore the CRM important of business in Somali. Also the researcher finding Somali have not use e-commerce, the reason the people have not knowledge Online Business and mostly citizen have not master card or credit card. Somalia companies have not department of CRM to keep customer satisfaction and luck of Management information system.

As management accounting tools, budgets are internationally recognised for their role in planning of activities, and efficient allocation of resources in business entities. Preparation and utilisation of budgets for managing businesses is not without challenges. The purpose of this study was to establish the extent of preparation and utilisation of budgets by SMEs in the manufacturing industry in the Cape Metropole, with a focus on identifying the challenges faced by these entities in using these management accounting tools. To this end the study pursued a descriptive research design, collecting data from 108 owners/managers of SMEs in the manufacturing industry in the Cape Metropole. The data was collected through a questionnaire which contained closed questions and Likert-scale questions. Data analysis was conducted using SPSS version 24, and the results were presented through descriptive statistics in the form of percentages, means, standard deviations, graphs and tables. The results of the study show that close to 30 % of SMEs in the manufacturing industry in the Cape Metropole do not prepare budgets at all. Amongst the 70% who prepare budgets, 67% face challenges in utilising budgets. Overall, only 23% of the surveyed SMEs prepare budgets and utilise them without facing challenges.

In this essay I discuss that because of the attribute errors linked to entrepreneurial opportunity, action contributes more insights on creating a venture than a strong idea or opportunity per se. Action can provide idiosyncratic market knowledge as a basis for sound judgment (in opposed to lousy judgment) and the subsequent decisions on whether to invest on an opportunity or not, mainly for the entrepreneurs with limited resources and experience.

Purpose: The study aims to identify the role of business ethics in improving the quality of job performance. Methods: A survey was carried out by recruiting 540 individuals, who were working with the Ministry of Youth and Sports of Republic of Sudan.
Results: The outcomes have been developed on the basis of three hypotheses. The reliability value of the questionnaire was 0.817 for the 18 variables. Majority of the respondents have shown positive or neutral responses towards the statements. The squared values of differential statements have shown idealistic outcomes in accordance with the work ethics.
Conclusion: It is concluded that it is necessary to develop the practice of work ethics, which will definitely result in increased quality of employees’ performance.

Job autonomy and job satisfaction have been the foci of organizational research for the past few decades; yet, only a few studies have been conducted in fitness industry context. This study attempts to examine how job autonomy of the fitness trainer professionals working in fitness facilities was related to job satisfaction and how the relationship of the two variables was moderated by managerial responsibility. Building on the research surrounding job autonomy and job satisfaction, the author proposed a model in which the managerial function of these individuals moderated the impact of job autonomy on job satisfaction. Data were collected from those professionals at randomly chosen fitness establishments around Thailand. A hierarchical multiple regressions were performed with linear interaction terms. The relationship between job autonomy and job satisfaction was found to depend on whether one was assigned managerial responsibility. The implications for future research and policy were also provided to fitness establishments in the country.

Given the high unemployment among young and well educated people, entrepreneurial initiatives may turn to be valid actions to mitigate such difficulties. High education schools can contribute to detect and support students with potential to become young entrepreneurs and they also can involve and inspire other students.
In the sequence of a branch of research into student entrepreneurship that has been developed in recent years, the aim of this study is two-fold: firstly, to estimate the entrepreneurial propensity of students at a Portuguese polytechnic school and, secondly, to evaluate the importance of academic, personal and contextual factors that may be explanatory factors to this propensity. The present study is based on a sample of 277 students who were, at the time of the research (2013), enrolled in a Master’s degree or in a Bachelor´s degree.
The results obtained suggest, at one hand, that student from management areas and students from more advanced curricular years present higher propensity to entrepreneurship but also, on the other hand, that knowing entrepreneurs examples and having previous management experiences potentiate such propensity, thus confirming the usefulness of higher connections between academia and firms.

Using a wide range of excitements by service staff indicates the important role of emotional labor in such jobs, which affect their job satisfaction. This study examines the relationship between emotional labor and intrinsic job satisfaction among salespersons. The study is a descriptive study of correlation type and field survey. A population consisted of 248 salespersons working in seven chain stores were selected through simple sampling. Data collection tools are standard questionnaires whose validity and reliability have been confirmed. Obtained data were analyzed using descriptive and inferential statistics tests and structural equation modeling and regression analysis. The findings of the research indicate that there is a significant difference between the level of emotional labor, surface acting and deep acting between women and men. There is also direct relationship between emotional labor and intrinsic job satisfaction. Additionally, the effect of gender moderator on the relationship between emotional labor and intrinsic job satisfaction was confirmed.

Employees need to security during working environment to perform their job effectively, therefore job insecurity has an effect on organizational citizenship behavior (OCB) and job performance; main purpose of this study is to investigate the mediating role of perceived organizational support, as a process underlying the relationship between qualitative job insecurity, OCB, and job performance. For analysis of correlation and regression we use SPSS software, this study reports the responses of 387 Pakistani employees. Data were collected through a self-report questionnaire that used standard scales on qualitative job insecurity, POS, OCB and job performance. The result of regression shows that effect of job insecurity on OCB and job performance was completely mediated by POS. The research design was crosssectional, and thus, cause-effect relationships cannot be separated. Organizations may address HRM policies to reduce job insecurity (e.g., through actions to organizational communication), and to increase POS (e.g., involving workers in the decision-making process and promoting teamwork). For the first time in a Pakistani context, POS was tested as a mediator in order to explain the relationship between job insecurity, OCB, and job performance.

The present study investigates the mediating role of psychological resilience on the relationship between authoritarian leadership and counterproductive work behaviors (sabotage, withdrawal, theft and abuse). The sample consisted of 227 male employee, mostly blue-collar, working in different sectors. Their ages ranged between 23 and 58. The results showed that psychological resilience partially mediates the relationship between authoritarian leadership and sabotage, withdrawal and theft sub-dimensions of couterproductive work behavior. Mediating role of resilience was not significant for abuse sub-dimension. These findings show that resilience is necessary to overcome the negative consequences of working with authoritarian leader. Hereby, these findings support literature that the psychological resilience ability is a crucial competency in stressful circumtances.

Contrary to the popular saying, managers are NOT having fun at work. In fact, nearly 70% of all employees are dissatisfied with their jobs. The reasons are many, and have been written about in numerous articles, but the underlying reason is that they are not having any fun!

We believe that a fun and engaging workplace impacts employee engagement, morale, productivity and safety. We also believe that creating a fun atmosphere at work is accomplished only when management is having fun. The thinking is that if management is having fun at work, then employees will have more fun in a give-and-take feedback loop. We discovered six important factors that influenced managers to have fun at work. Among them were Mentoring, New Challenges, Empowerment, Peer/Co-Worker Relationships, Meaningful Work and Fun Activities (in order of importance). This qualitative study examines these factors and the significance of their influence on managers to have fun at work.

This explorative enquiry focuses on the guiding principle or philosophy of the leadership of the central bank of Ghana in the implementation of knowledge management. In this article, the researcher dichotomized or dissected the philosophy of the central bank of Ghana, with reference to the participants’ response and the implication to the business in the banking system of Ghana. The data on this qualitative study was based on the information gathered from the five participants who took part in the study.

Over the past two decades, the number of institutions offering Masters of Business degrees has expanded to meet market demand. The sheer expansion has created what it would describe as a red ocean. As more small colleges/ schools of business enter the Masters Business degree marketplace, the inevitable decisions of how to attract customers and make a profit must be made; thus, the unconscious plunge into the Masters Business degree red ocean (look alike curricula and price sensitive tuition) is made. Must small colleges/schools of business that compete in a red ocean accept the predictable mediocre return on their investment/energy? This paper offers alternative Masters in business models for small colleges/schools of business. Alternate specialized business accreditation pathways, eight foundation principles and seven distinctive curricula are proposed to renew and create a fresh competitive advantage for small business college/schools. The end state is freedom from the Masters Business degrees red ocean.

Purpose: The Purpose of this research is to analyze the impact of Impact of Effective Recruitment and Selection along with succession planning towards leadership development, employee retention and talent management towards organization effectiveness in Pakistan. How recruitment and selection play the key role in the contribution towards leadership development, employee retention and talent management in Pakistan.
Design/Methodology/Approach: This research is causal study in which we tried to explore some factors, which play a vital role in the success of selection process and succession planning. We used structured questionnaire for studying the responses of employers and employee on the employee selection process and to gather relevant data about the factors influenced on employee selection process and how succession planning impact on leadership development, employee retention and talent management.
Findings: There is a significant association among the variables and the different variations between all of the variables is also positive which demonstrates that at any time there will be effective recruitment/selection and succession planning in any organization the whole performance of any organization will upturn.
Practical implications: The author provide a clear guidance that it can comprehend in a way that when any organization will exercise Effective Recruitment and Selection and will recommend the carry out of Succession planning inside their organizations will eventually take an increase in the organizations performance in broader perspective.
Originality/Value: The article provides a synopsis related to existence and importance of Effective Recruitment and Selection Along With Succession Planning towards Leadership Development, Employee Retention and Talent Management in Pakistan. The originality value of this research is the scope of the model which includes concepts were not collectively studied in past.