Dreams and Realities about people of Pakistan

Source: Dreams and Realities about people of Pakistan

Advertisements

Dreams and Realities about people of Pakistan

Every body who comes into this world accompanies dreams if he does not then perhaps he is considered to be living in darkness. We may say him man in vain, or a man with no vision or perception. Indeed there are millions of people living in the world without purpose, without any direction or motivation or they dwell for the reason of only living or as they are alive so they are living and having fundamental necessities from where ever they find convenient.

A man who is by vocation may be a labor perhaps striving this much hard for the sack of food, providing nutrition to his children and might be loving his wife along with taking care of parents. A carpenter might be doing job in order to cater the needs of family and likewise every member of society sustaining this life for certain significant reasons. Lady Diana rightly said that one of the most pivotal part of living life is for family so certainly nurturing, growing securing, protecting and aging with family is perhaps part of every body’s life.

One of scholars Shireen Naqvi said that life has certain goals that need to be accomplished and if you are striving without direction then surely you are not on the right path and like a donkey that always works hard, you are doing so and if you have seen day dreams but no action or having just vain plans then certainly you can be pondered sheikh Chilly who just has dreams but no actions.

Every single human being who is educated and literate may have certain dreams and having considered realities pursues these dreams but situation in Aisa and particularly in Pakistan is little controversial. People from the lower class are unable to survive even 40% of population living in poverty do not have dreams even those who have dreams for higher status, and self actualization are striving for fundamental necessities such as clean water, food, and shelter and education is for behind which is to be provided to the people.

Those who hardly gain education are either not properly guided and counseled therefore seeking jobs again it becomes headache as mismatch of their personalities with their jobs and vocation leading towards big stagnancy. Engineers are working in schools, doing part time in social sector, those extrovert persons are busy in service industry so no appropriate procedure or systematic approach is adopted in order to uplift the big portion of lower class of people and just a few random people get out of this jungle of issues.

Education that is considered to be more powerful than any Atomic bomb

self-actualization-quotes-1

Transformational Leadership and Employees turnover

 

The Impact of transformational leadership on employees’ turnover

 Continuous storms of changes, competition, globalization and technology have shaken the old grounds and foundations of long lasting successful organizations those who claimed eternal monopoly were smashed and those who roared with might of capital were toppled by smaller innovative organizations.

These smaller innovative technology based organizations with thriving visions are now having sky crappers and highest revenue with market share across the world. No doubt there are many dynamics for success but if we quote Apple, Face book, Microsoft or Google these were the organizations having nothing large in hands but vision in mind explored, innovated and blasted in global business. Yes we must give credit to their leaders and their leadership style for making unbelievable to happen.

Leaders are the influencing people who make or destroy an organization where as leadership according to (stephen and coulter, 2013, pp460) is what leaders do so these are the leaders who bring vision, culture and diversity. They are the driving people who can fly into high skies of success and they are the team builders and motivators who inspire the people working in organization for achievement.

Employees’ turnover is the chronic pain that always consumes and perishes the assets and income of the organization, particularly HR department considers recruiting the major function from all departments that is the aftermath of turnover. (stephen and coulter, 2013, pp470) mentioned that it is transformational leadership that is highly correlated with low employees’ turnover, higher performance, and corporate entrepreneurship

 

Human Brand and Branding

Branding is one of the significant term studied and learnt in various colleges and schools across the globe. Branding is barely a marketing term that indicates about some thing very colorful in crowd, For an example if we see all blacks and whites then a red color would be different among those. a second example if see donkeys crossing roads and among them a horse is there in mid or corner then we can say, that is horse, a different animal with power and appealing look. for more vividness if we set a rule in class that monitor of the class would be putting on blue dress and rest candidates would be putting on white so that monitor of class would be considered a brand in that mob of students.

With human branding a person can also become a strong brand personality. likewise a marketing strategy that is cost effective which states that products should be cheap and easy approachable to all in market so that product might not be having specific high qualities but at-least fulfilling fundamental necessities .

With marketing strategy such as differentiated, products are sold and marketed on basis of their specific and recognizable qualities  that other goods and commodities might not be having in them and it is virtue or quality that particular product has and makes difference in thousand goods. This kind of brand is highly expensive and very charming to all.

With niche strategy, we are focused on particular strategy which is merely paying attention an specific group of people and this strategy helps in serving small number of people rather than attacking whole masses. such as serving very high class or a particular sect with different hobbies and beliefs.

A mix strategy such as cost effective-differentiated strategy is also in the market which implies that a product should be designed to have afford able cost and high qualities as well and examples include such as Nokia cell phone that are affordable and having high quality.

Like wise humans and youngsters have to think in the same way that what brand they are and which class they are going to serve. A man on shop, Cobbler, mason, a small trader, or a cashier and etc can be cost effective products, easily available in market, very cheap, no high qualities.

A man such as high quality software engineer, CEO of company, A PhD, or etc can be considered differentiated product who possesses high level of skills, has clear vision, objectives, action oriented and practical so would be qualified as differentiated BRAND. Do you think that you fall in this category??

You might be a person serving special sect and group of people such as it happens in niche strategy or it would be great to be cost effective differentiated product but the only drawback in that is having low cost.

Why don’t we strive to be differentiated brand so that people pay high for us and we stand colorful in crowds. b

Research Proposal on Leadership styles and Employees’ commitment

Title

“Leadership styles and employees Commitment to organization in Soneri Bank Ltd”

Abstract

Leadership styles and employees’ commitment are considered to be main two pivotal sources of success for any business organization and if any of these are fragile or having shakable foundation, then organization remain wandering and no appropriate vision is either designed or followed and values remain alive merely in black and white.

Plenty of studies found stronger relation between leadership styles and employees’ commitment to organization as the leadership style is a leader’s style of providing direction, implementing plans, and motivating people to employees in organization so if it is effective, employee remain loyal to the leader, firm and strive for the attainment of organizational objectives thus bottom line, the profitability of the firm can be enhanced along with efficient working and high level of employees’ commitment to organization.

Background information/brief summary of existing literature

According to Lee and Chuang (2009), the excellent manager not only inspires subordinates potential to enhance efficiency but also meets their requirements in the process of achieving organizational goals. Fry (2003) explains managerial style as the use of leading strategy to offer inspiring motive and to enhance the staffs’ potential for growth and development.

 

Thus no doubt a better leader with suitable leadership style can take the employees in leading way which can be helpful for enhanced efficiency of staff, cost reduction of the organization and less ache in the mind of middle and top management particularly for Human Resource team.

 

On another place it is very prominently pointed out that External and internal contexts of business are increasingly fragmented, equivocal, and changing, which require modification of conventional concepts of leadership and follower-ship (Kuppers, 2007). With such dynamics in today’s’ world of business employees’ commitment is very crucial to be enhanced otherwise serious notation and sustainability can be optioned so in order to be one among the crowd and leading in the leaders requires better leadership and management styles with better work environment, better fringe benefits, better promotion plans and better financial benefits for employees.

 

The current scenario of private banking industry with recently new added banks in industry have created space for hoppers and employees tend to switch the job on even smaller rise of financial benefit and sometimes for Fun and learning thus this huge employee turnover can be limited if effective and motivating leaders are made or hired who can inspire to employees for vision and mission of the organization and in result raising commitment to organization.

 

Organizational problems such high turnover, organizational loyalty, willingness to do the best for the organization, and meeting organizational goals are no doubt considered to be outcomes of organizational commitment of employees and leadership styles such as transformational and transactional those are related significantly with each other. (Peter, john 2004) The pattern in Indian banking sector is also influenced with the same factors such as lack of training, poor working condition, workplace conflict, ineffective leadership etc.

 

Leadership style can create a better working environment, reduce working conflicts and motivate employee for effective and efficient attainment of organizational objectives which in aftermath can assist in better unit performance with less cost, and capable people in the organization who can bring it on new horizons of business and  market.

 

The Objectives

 

This study has as its main objective, to evaluate the effects of managerial style on employees’ commitment to organization.

 

The specific objectives are:

  1. Evaluate the Leadership styles of Managers/leaders and employees’ commitment
  2. Evaluate if there is any significant relationship between Managerial style and employees’ commitment
  3. To find out which leadership style is better for employees’ commitment to organization.
  4. To Compare leadership styles, employees’ commitment and their financial performance and provide analysis with recommendations.

 

 

Methodology

 

The Questionnaires would be distributed among 300 employees ( 100 in north branches staff , 100 in south branches staff and 100 in central branches staff ) through which their leadership style and employees’ commitment would be evaluated while Descriptive Statistics, Pearson’s Correlation and Multiple regression techniques would be used to evaluate the relationship between leadership styles, employees’ commitment to organization.

 

 

 

Summary and conclusions

 

Today, contemporary organizations are characterized by such constantly changing dynamics as complexity of customization, and competitiveness; importance of people rather than strategies; reliance on technology and the rise of the knowledge economy among many other challenges (Helgesen, 1990; Phillips, 1993; Shakeela, 2004;Kuppers, 2007). Indeed, this is the more reason why managerial style and employees’ commitment to organization are crucial to the success and survival of an organization now more than before.

 

This study therefore may give us the finding that whether there exists significant relationship between managerial style and employees commitment and at what magnitude and why most staff lack the inspiration and commitment to the organization.

 

References

 

  1. Armstrong, M. (2009). A handbook of human resource management practice. London: Kogan
  2. Lee and Chuang (2009). The Impact of Leadership Styles on Job Stress and Turnover Intention: Taiwan Insurance Industry as an Example. hclee@ttu.edu.tw
  3. Fry, L. W. (2003). Towards a Theory of Spiritual Leadership. The Leadership Quarterly, 14, 693-727.
  4. Kuppers, W. (2007). Perspectives on Integrating Leadership and Followership. International Journal of Leadership Studies, Vol. 2 Iss. 3, 194-221 Leadership Quarterly, 13(6), 797-837.
  5. Helgesen, S. (1990). The female advantage: Women’s ways of leadership. New York, N.Y.: Currency and Doubleday.
  6. Shakeela, M. (2004). A measure of leadership behaviour: Does the age-old measure require redefinition? Research and Practice in Human Resource Management, 12(2), 140-151
  7. Kuppers, W. (2007). Perspectives on Integrating Leadership and Followership. International Journal of Leadership Studies, Vol. 2 Iss. 3, 194-221 Leadership Quarterly, 13(6), 797-837.
  8. Kuppers, W. (2007). Perspectives on Integrating Leadership and Followership. International Journal of Leadership Studies, Vol. 2 Iss. 3, 194-221 Leadership Quarterly, 13(6), 797-837.
  9. PeterLok, john Crawford 2004. The Effects of Organizational Culture and leadership style on job satisfaction and organizational commitment.