Madhuri Modekurti - Academia.edu (original) (raw)

Papers by Madhuri Modekurti

Asian Journal of Management Cases, Dec 12, 2023

Social Science Research Network, May 17, 2012

This study looks into one of the prominent examples of success in India the Indian pharmaceutical... more This study looks into one of the prominent examples of success in India the Indian pharmaceutical sector. The study tries to draw a performance comparison between high, medium and low category firms within this sector and also tries to assess the most significant variables contributing towards the Compound Annual Growth Rate (CAGR) for firms within each category. Eighty four firms of the Indian pharmaceutical sector formed the sample and they were analyzed for a period of 10 years from 1997-2006. Advertising and R&D intensities were considered along with labor productivity as independent variables to assess their impact on the CAGR. Regression results revealed that labor productivity donned the cap of significant contribution in the high category, while advertising intensity prevailed in the low category. But the medium category indicated non-feasibility for regression. On a comprehensive note, there was no significant performance variation among the firms in the three categories considered.

South Asian journal of management, Jul 1, 2015

(ProQuest: ... denotes formulae omitted.)Training for Development Sage Publications, New Delhi, 2... more (ProQuest: ... denotes formulae omitted.)Training for Development Sage Publications, New Delhi, 2011, Pages: 345, Price: ...495 ISBN: 978-81-321-0687-6Training for Development is co-authored by two foremost experts in the area of training and development that profoundly explores the importance of relentless learning for improved day-to - day performance. The purport of training is recapitulated through changing workplaces, increasing tele - density and tele-commuting, greater participation of women in the workforce, globalization of markets, differentiated time zones and outsourcing. The book is a candid onset of the realization that training cannot be a far-reaching change or an elixir for all. It provides a prescription that under expeditious change conditions; organizations should adopt the character of a learning organization that improves system's readiness.The book has been cogently divided into four parts wherein the first part, is an elucidation of the training goals, culture, contexts and overall strategy. The second part, focuses on setting the stage, sharing reflective observ ations, designing and evaluating the overall training program along with the follow on support. The third part, draws attention to the strategic planning and dynamics of developing a training system that creates a supportive institutional climate. The fourth and final part, deals with building competence and partnering and professional networking for achieving major innovation and social development.The rudimentary facets of training augur that training helps in the acquisition of knowledge, motivation and skills and improvement in the job performance. This has actualized huge escalating year on year investments in training. India alone spends over ...200 cr on training while the wealthier counterparts like the USA spend around two times more. With training costs rising, there is a growing need to draw a judgment between training and learning. While training traditionally depends on what the trainer wants to impart, learning centers around what the participants want to learn with their viewpoints having a far-reaching impact. The authors have immaculately depicted the role of trainers as farmers who can nurture the growth of the trainees but cannot predict the extent of growth.Further on, the authors deem that training is an effective intervention in which people can explore and learn to adapt and actively engage in new cultures. Broad cultural generalizations are now creeping in and replacing the prevailing training practices that include the changes in the placement of candidates that saw a shift from personal to a functional basis. Potential disasters associated with training can simply be avoided when orderly goal setting happens. The classic four Ts (task, technology, territory and time) are game changers for any organization and can achieve the best possible changes. The authors go on to propose six different training goals that can be developed on concept-practice and content-process dimensions. The six training goals are laboratory training, activity training, action training, person development training, organization and whole system development. These training goals help in minimizing the discrepancies between individual and organizational interests.The authors have interestingly spelt the need to create clear goals and linking them to the overall training strategy. They posit that preciseness in each training task is the key, contrary to the general belief that something is better than nothing. If organizations tend to settle down for something, they would become directionless and in reality would have no progress achieved. They further entail five strategic issues, i.e., training linked to action, specific goals, planning training specific ations, programming strategy and support strategies that envisage change.The stress on a coherent training strategy becomes all the more important because unsatisfied personal needs or issues tend to perpetuate, create confusion and inherently possess fuzziness. …

South Asian journal of management, Oct 1, 2007

... carrying it around on the train, as if everybody assumed I was a future Eleanor Roosevelt-in-... more ... carrying it around on the train, as if everybody assumed I was a future Eleanor Roosevelt-in-the ... Joseph White has a very engaging style, and I found him an immensely likeable and effective ... being part of today's self-obsessed culture I loved finding out my leadership style in the ...

International Journal of Services and Operations Management, 2014

The present study examines the impact of lean manufacturing system (Toyotism) on two employment o... more The present study examines the impact of lean manufacturing system (Toyotism) on two employment outcomes viz., upward feedback and on-the-job performance in garment manufacturing units in Andhra Pradesh and Jharkhand States in India. The review of literature reveals that shop-floor employees play a key role in the process of minimisation of waste in the lean manufacturing context since they interact with the direct operational environment. They have more ownership of the manufacturing process and have the capacity to make better improvement suggestions. Garment units that have introduced lean manufacturing system a year ago and integrated their core processes have been chosen for the study. The study reveals that there is positive relationship between upward feedback and job performance in such a way that the longer the lean manufacturing system is in operation, the higher will be its positive effect on the relationship between upward feedback and job performance.

South Asian journal of management, 2013

The Tao of Loyalty: Winning with Employees By Ajit Rao Response Books, New Delhi, 2006, Pages: 25... more The Tao of Loyalty: Winning with Employees By Ajit Rao Response Books, New Delhi, 2006, Pages: 257, Price: ?275 ISBN: 0-7619-3554-1The Tao of Loyalty, authored by an international expert marketing consultant, Ajit Rao, is an entirely refreshing approach to revisit profitable organizations and understand their crucial differentiating factors especially in the new economy industries. This book is well weaved to present powerful techniques that help comprehend and build employee loyalty thus making it invaluable for the people in the corporate world and the services sector in particular.The book, The Tao of Loyalty, starts with a categorical applause to the power of the Indian consumer, exceptionally feminized to show her desire for value and drive worldwide businesses towards delivering that value. To typify the contradictions of life and its implications on management, the author relies on Tao (Yin and Yang) , a Chinese school of thought to depict aspects like male, female; hot, cold; and soft, hard. Tao, a complete and holistic in its approach, helps to identify, comprehend and build a team of highly loyal employees. The People factor, i.e., the 5th ? of marketing is fast gaining significant acceptance and is measured to be imperative to organizations as studies prove that above and beyond the factors of products, cost and speed; people and brand are driving customer loyalty and retention. Organizations in high-growth economies rely more on people and their loyal contributions. The higher "feel-good" element for an employee refers to the attitudinal or emotional loyalty while future positive behaviors relate with behavioral loyalty. Attitudinal or emotional loyalty scales heights only when there is high emotional contentment in the workplace, sense of pride and connect with the organization's concerns as one's own.Unlike employee engagement which is an "inside-out" view, employee loyalty is an "outside-in" view which makes organizations contemplate on what creates the bonding between employees and their organizations. Though emotional loyalty is a potent indicator of organizational health, it can pilot attrition levels. To build potential insights into employee loyalties, the book provides a novel loyalty segmentation/matrix that grades employees as truly loyal, accessible, trapped and high risk employees. Loyalty segmentation provides an incisive foundation for employee -related decision-making in organizations. Truly loyal employees are the most sought after, maintain both high emotional and behavioral loyalty, high performing and spread positivity. Accessible employees are more of "value-seekers" or "opportunists" who would quit despite their attitudinal loyalty. Trapped employees are literally locked into their current organizations owing to personal reasons, risk aversion, immobility or financial reasons and are generally low on emotional loyalty and contribute to a minimum extent. The least preferred segment would be the high risk category who are neither emotionally connected nor are they great contributors. They almost translate into actual attrition rates at the organizational level. Any organization, to increase the percentage of its truly loyal employees, it needs to focus on ensuring that 1 1 factors are provided to its employees. Working on the lines of the managerial grid as suggested by Blake and Mouton, the author categorizes the 1 1 factors as task and people factors. The task bucket factors are job satisfaction, role clarity, buy-into-vision/mission, resources and accomplishment while the People bucket factors are fairness, care and concern, trust, appreciation and value for new ideas/suggestions. As a strong plinth to support both the task and people factors, an exceptional quality or higher order flexible communication structure needs to be established within the organization. These factors can be averaged to provide a single score called the Tao score. Higher Tao scores indicate higher levels of employee loyalty and lower attrition rates. …

Procedia. Economics and finance, 2014

The present study examines the impact of emotional labour on role related outcomes viz., organiza... more The present study examines the impact of emotional labour on role related outcomes viz., organizational role stress in the services sector in India. Review of literature reveals that emotional labour studies in India hardly have a presence and just about 1% of studies have been researched empirically. This study tries to corroborate the emotional labour and its consequential impact on employee related outcomes in the Indian context as confirmed by numerous studies in the western context. Study reveals that there is positive and moderate relationship between emotional labour and organizational role stress for the overall sample irrespective of the demographic influences. This relationship proved to be higher and positive for the female married segment thus creating latitude for policymakers to examine the nuances.

Prabandhan: Indian Journal of Management, May 1, 2012

The world is witnessing a shift towards increased service orientation among organizations the wor... more The world is witnessing a shift towards increased service orientation among organizations the world over. This increased service orientation has gained momentum since the advent of globalization and has more relevance in the Indian context because it has aided in the growth of India and the Indian IT industry, in particular. The growth in this sector has led to increased employment and has made it a key sector. In the light of the importance attached to this sector, coupled with its offering of lucrative employment opportunities in the present as well as in the future, an understanding of the HR focus within this industry has become a vital prerequisite.

South Asian journal of management, Apr 1, 2015

Industrial Relations and Labor Movement in Bangladesh By Iqbal Ahmad Ferdous Iqbal, Dhaka, Bangla... more Industrial Relations and Labor Movement in Bangladesh By Iqbal Ahmad Ferdous Iqbal, Dhaka, Bangladesh, 2014, Pages: 628, Price: US$30 ISBN: 978-984-33-3446-6Industrial Relations and Labo r Movem ent in Bangladesh, authored by a leading academician, administrator and a consultant, Dr. Iqbal Ahmad, is a candid and extraordinary presentation of the major challenges addressed by the industrial sector. The book is an ups hot of the elementary reflections and balances of the viewpoints that cater to the overall economic liberalization of a country. This book in particular has come at a time when every country is looking at strengthening its manufacturing base and bringing in the much needed labor reforms.The book opens with a vivid account of the Bangladeshi worker, their demographic profiling, size and structure, gender discrimination, differential wage rates and the living conditions of workers. The industrial policy and other incentives of Bangladesh have also been discussed in a lucid manner. The author tries to capture the essence of the deregulated domestic and vibrant market of Bangladesh as an aftermath of the Industrial policy 1999. The new age economy of Bangladesh signifies the adoption of the dynamic comparative advantage that would largely focus on productivity growth, skill upgradation and labor intensive manufacturing. The author further cleverly delineates the types of investors, Export Processing Zones (EPZs) and the strength of various industries.Further on the book deals with the conceptual aspects of Industrial relations. It also explores the history and evolution of various labor laws in Bangladesh. This includes the labor policies that were adopted in the pre-partition context and the amendments and provisions that were subsequently made. The amendments largely included the right to appeal, restoration of the right to strike, fixation of minimum wages and the like. The major feats of the post liberalization context were also discussed that pitched for the nationalization of the major industries and services including banks and insurance companies. Since the time of independence of Bangladesh, for almost a decade, the country has witnessed a gamble with respect to faulty labor policies, drastic curtailment of workers' rights, large scale resentment and agitation and the subsequent loss of production. But things started looking upward with a new and comprehensive labor policy that was formulated in 1980. The new Policy laid stress on the process of joint negotiation, conciliation and adjudication for the settlement of industrial disputes. The author further alluringly depicts the traditional and changing role of the government in industrial relations. While the golden age of capitalism needed to be expedited, the government of Bangladesh changed its political priorities in a bid to reduce the incidence of poverty, create employment and to attain rapid economic development. Thus, over the years the Bangladesh government adopted a neo-liberal attitude and moved towards deregulation, liberalization, privatization and gradu al withdrawal of the state. With the privatization getting a virtual start in the midseventies, the factual momentum could eventualize only after the Industrial Policy of 1991, establishment of Privatization Board 1993 and Privatization Commission in 2000. Through the period 1993 to 2007, a total of 74 State Owned Enterprises (SOEs) were privatized compared to a total of 305 SOEs in 1994. In a bid to support the cause of Privatization in Bangladesh, a survey conducted on 32 cost components like legal minimum wages, salaries, social security ratio, call charges, gas and diesel prices etc. by the Japan External Trade Organization (JETRO) has indicated that Bangladesh was the cheapest Asian country to invest.The author further on discusses the types of organizations, i.e., Public, Private, Public Service and Voluntary organizations in the context of Bangladesh and their influence in reshaping the Bangladesh economy. …

South Asian journal of management, Oct 1, 2011

Jalebi Management: All Stakeholders Can Enjoy a Bite By Shombit Sengupta Response Books, New Delh... more Jalebi Management: All Stakeholders Can Enjoy a Bite By Shombit Sengupta Response Books, New Delhi, 2007, Pages: 450, Price: ?475 ISBN: 978-81-7829-745-3 Jalebi Management, authored by an international management strategy consultant, Shombit Sengupta, is an invigorating and an exception in its portrayal of the out-of-the-box concepts. The book is an upshot of the fundamental and critical lysis of businesses as well the social cultures. This book is in particular for the determined managers who look to make it big in the international arena through the innovation route. The title of this book itself is quite a reader-puller owing to its novelty. With a primary invitation to the CEO, shareholders, employees and consumers, this book recommends them to create distinctive delectable appeal for their organizations prior to unwinding the secrets of 'Jalebi Management'. Sengupta then ensues to unfold the surreptitious by taking us through the history of 'jalebi', the origins of which are found in Persia with a former name of 'zoolbiah'. The most interesting and pulsating question out here is that, how can a traditional Indian sweet like jalebi, assist in the understanding of a global business. The writer Sengupta skillfully correlates that the luscious and engaging little Indian sweet jalebi typifies the distinctively uniqueness of cultures, which global businesses need to appreciate for success. Businesses and their assorted practices can be rightly compared to that of a jalebi because of its elaborate and composite look. The author journeys the readers through the entwining loops of a Jalebi and states that these loops are akin to the organizational functions and processes which are in actuality infinitely colligated. The book on Jalebi Management is monumental for its approach in creating a fresh wave of outstanding management significance. The exceptional management techniques provided in this book could craft the much required bonding between foreign companies with their domestic customers and markets as well for domestic companies with their international customers and markets with the help of shrewd observations and witty accounts. The jalebi techniques can also be extended to the current trend indicatives of the market potentialities of developing nations like India and China wherein businesses are overtly competitive and tend to concentrate on winning markets with invariable innovations. The appropriate tactics for ruthless competition could be enhanced customer sensitivity that could construct positive alliances amongst all stakeholders and help in producing value-based deliverables. These jalebi tactics have extensive and equal applicability across different economies of the world. Sengupta also affirms certain well known yet worthy observations that the existence of organizations is dependent on people with the reverse relationship also holding true. For businesses when customer and his aspirations become the focal point, the combining of humanity and businesses is necessitated. Any corporation can certain its survival by creating and leveraging on the potency of its current employees, products, services, organizational culture as well as its market position whilst moving through the process of 'retail animation' to reach the end consumer. Shombit fittingly draws an analogous between experienced employees and the matured and fermented jalebi dough. The objective of the analogous is to highlight the aspect of skill and expertise which can be better associated and exploited with age, time and growth. Well fermented dough produces a jalebi which is known for its realistic and legitimate surge in an attempt to maintain its syrupiness. In the same lines, every organization can endeavor to uphold the flow of its process deliveries. …

SocioEconomic Challenges

This article summarizes the arguments and counterarguments regarding the issue of academic dishon... more This article summarizes the arguments and counterarguments regarding the issue of academic dishonesty. The study’s main aim is to understand and initiate discussions about the widespread but disturbing problem of attrition in higher education institutions around the world. A systematization of literary sources and approaches to understanding university attrition has shown that a deep-rooted interplay of cultural, cross-cultural and social values contributes to academic dishonesty. The relevance of this issue and decisions that are considered necessary in this direction is that it will help educational institutions think about the need to develop a policy of academic integrity and control over strict compliance with the norms of this policy. The work uses a dual methodological approach involving quantitative and qualitative research methods. Within the framework of the quantitative method, a survey of students was conducted, which included a sample of 503 respondents. The purpose of ...

Management and Labour Studies

The weavers’ community of Jharkhand provides a unique context for exploring the experience of soc... more The weavers’ community of Jharkhand provides a unique context for exploring the experience of social identity among a group of individuals. The study considers how micro-level entrepreneurs form their social identity through their craft, examining the processes and emotions by which these entrepreneurs express and act towards the given situation of crises. The qualitative study is based on in-depth interviews conducted with 58 weavers households to understand their identity signals and associated feelings of pride and self-esteem as well as their future prospects. The study makes a significant contribution in the areas of social identity and psychology and gives important insights to the policymakers to come up with interventions that could meet the pressing needs of the community.

Promotional Practices and Perspectives from Emerging Markets

Procedia Economics and Finance, 2014

The present study examines the impact of emotional labour on role related outcomes viz., organiza... more The present study examines the impact of emotional labour on role related outcomes viz., organizational role stress in the services sector in India. Review of literature reveals that emotional labour studies in India hardly have a presence and just about 1% of studies have been researched empirically. This study tries to corroborate the emotional labour and its consequential impact on employee related outcomes in the Indian context as confirmed by numerous studies in the western context. Study reveals that there is positive and moderate relationship between emotional labour and organizational role stress for the overall sample irrespective of the demographic influences. This relationship proved to be higher and positive for the female married segment thus creating latitude for policymakers to examine the nuances.

Journal of Global Entrepreneurship Research

South Asian journal of management, 2015

(ProQuest: ... denotes formulae omitted.)Training for Development Sage Publications, New Delhi, 2... more (ProQuest: ... denotes formulae omitted.)Training for Development Sage Publications, New Delhi, 2011, Pages: 345, Price: ...495 ISBN: 978-81-321-0687-6Training for Development is co-authored by two foremost experts in the area of training and development that profoundly explores the importance of relentless learning for improved day-to - day performance. The purport of training is recapitulated through changing workplaces, increasing tele - density and tele-commuting, greater participation of women in the workforce, globalization of markets, differentiated time zones and outsourcing. The book is a candid onset of the realization that training cannot be a far-reaching change or an elixir for all. It provides a prescription that under expeditious change conditions; organizations should adopt the character of a learning organization that improves system's readiness.The book has been cogently divided into four parts wherein the first part, is an elucidation of the training goals, culture, contexts and overall strategy. The second part, focuses on setting the stage, sharing reflective observ ations, designing and evaluating the overall training program along with the follow on support. The third part, draws attention to the strategic planning and dynamics of developing a training system that creates a supportive institutional climate. The fourth and final part, deals with building competence and partnering and professional networking for achieving major innovation and social development.The rudimentary facets of training augur that training helps in the acquisition of knowledge, motivation and skills and improvement in the job performance. This has actualized huge escalating year on year investments in training. India alone spends over ...200 cr on training while the wealthier counterparts like the USA spend around two times more. With training costs rising, there is a growing need to draw a judgment between training and learning. While training traditionally depends on what the trainer wants to impart, learning centers around what the participants want to learn with their viewpoints having a far-reaching impact. The authors have immaculately depicted the role of trainers as farmers who can nurture the growth of the trainees but cannot predict the extent of growth.Further on, the authors deem that training is an effective intervention in which people can explore and learn to adapt and actively engage in new cultures. Broad cultural generalizations are now creeping in and replacing the prevailing training practices that include the changes in the placement of candidates that saw a shift from personal to a functional basis. Potential disasters associated with training can simply be avoided when orderly goal setting happens. The classic four Ts (task, technology, territory and time) are game changers for any organization and can achieve the best possible changes. The authors go on to propose six different training goals that can be developed on concept-practice and content-process dimensions. The six training goals are laboratory training, activity training, action training, person development training, organization and whole system development. These training goals help in minimizing the discrepancies between individual and organizational interests.The authors have interestingly spelt the need to create clear goals and linking them to the overall training strategy. They posit that preciseness in each training task is the key, contrary to the general belief that something is better than nothing. If organizations tend to settle down for something, they would become directionless and in reality would have no progress achieved. They further entail five strategic issues, i.e., training linked to action, specific goals, planning training specific ations, programming strategy and support strategies that envisage change.The stress on a coherent training strategy becomes all the more important because unsatisfied personal needs or issues tend to perpetuate, create confusion and inherently possess fuzziness. …

Purushartha: A Journal of Management Ethics and Spirituality, 2016

Role stress has been a topic of significant research interest to many. It has always been a favou... more Role stress has been a topic of significant research interest to many. It has always been a favourite for academicians and researchers alike owing to the policy implications it could create. The authors of this study have expressed interest in this field especially in the context of India because of the prevailing uncertainties, slow economic growth, increased rate of unemployment and poor growth forecasts. The present study empirically examines Organizational Role Stress (ORS) in the services sector in India by conducting a Principal Component Analysis to arrive at 16 factors. Study reveals that the ORS levels were significantly different across various industries and for the single and married segments as well. But surprisingly, no significant difference in the ORS levels was observed for the male and female segments, thus indicating that apathetic economic situations can equally impact both the genders.

South Asian journal of management, 2015

Industrial Relations and Labor Movement in Bangladesh By Iqbal Ahmad Ferdous Iqbal, Dhaka, Bangla... more Industrial Relations and Labor Movement in Bangladesh By Iqbal Ahmad Ferdous Iqbal, Dhaka, Bangladesh, 2014, Pages: 628, Price: US$30 ISBN: 978-984-33-3446-6Industrial Relations and Labo r Movem ent in Bangladesh, authored by a leading academician, administrator and a consultant, Dr. Iqbal Ahmad, is a candid and extraordinary presentation of the major challenges addressed by the industrial sector. The book is an ups hot of the elementary reflections and balances of the viewpoints that cater to the overall economic liberalization of a country. This book in particular has come at a time when every country is looking at strengthening its manufacturing base and bringing in the much needed labor reforms.The book opens with a vivid account of the Bangladeshi worker, their demographic profiling, size and structure, gender discrimination, differential wage rates and the living conditions of workers. The industrial policy and other incentives of Bangladesh have also been discussed in a lucid...

Asian Journal of Management Cases, Dec 12, 2023

Social Science Research Network, May 17, 2012

This study looks into one of the prominent examples of success in India the Indian pharmaceutical... more This study looks into one of the prominent examples of success in India the Indian pharmaceutical sector. The study tries to draw a performance comparison between high, medium and low category firms within this sector and also tries to assess the most significant variables contributing towards the Compound Annual Growth Rate (CAGR) for firms within each category. Eighty four firms of the Indian pharmaceutical sector formed the sample and they were analyzed for a period of 10 years from 1997-2006. Advertising and R&D intensities were considered along with labor productivity as independent variables to assess their impact on the CAGR. Regression results revealed that labor productivity donned the cap of significant contribution in the high category, while advertising intensity prevailed in the low category. But the medium category indicated non-feasibility for regression. On a comprehensive note, there was no significant performance variation among the firms in the three categories considered.

South Asian journal of management, Jul 1, 2015

(ProQuest: ... denotes formulae omitted.)Training for Development Sage Publications, New Delhi, 2... more (ProQuest: ... denotes formulae omitted.)Training for Development Sage Publications, New Delhi, 2011, Pages: 345, Price: ...495 ISBN: 978-81-321-0687-6Training for Development is co-authored by two foremost experts in the area of training and development that profoundly explores the importance of relentless learning for improved day-to - day performance. The purport of training is recapitulated through changing workplaces, increasing tele - density and tele-commuting, greater participation of women in the workforce, globalization of markets, differentiated time zones and outsourcing. The book is a candid onset of the realization that training cannot be a far-reaching change or an elixir for all. It provides a prescription that under expeditious change conditions; organizations should adopt the character of a learning organization that improves system's readiness.The book has been cogently divided into four parts wherein the first part, is an elucidation of the training goals, culture, contexts and overall strategy. The second part, focuses on setting the stage, sharing reflective observ ations, designing and evaluating the overall training program along with the follow on support. The third part, draws attention to the strategic planning and dynamics of developing a training system that creates a supportive institutional climate. The fourth and final part, deals with building competence and partnering and professional networking for achieving major innovation and social development.The rudimentary facets of training augur that training helps in the acquisition of knowledge, motivation and skills and improvement in the job performance. This has actualized huge escalating year on year investments in training. India alone spends over ...200 cr on training while the wealthier counterparts like the USA spend around two times more. With training costs rising, there is a growing need to draw a judgment between training and learning. While training traditionally depends on what the trainer wants to impart, learning centers around what the participants want to learn with their viewpoints having a far-reaching impact. The authors have immaculately depicted the role of trainers as farmers who can nurture the growth of the trainees but cannot predict the extent of growth.Further on, the authors deem that training is an effective intervention in which people can explore and learn to adapt and actively engage in new cultures. Broad cultural generalizations are now creeping in and replacing the prevailing training practices that include the changes in the placement of candidates that saw a shift from personal to a functional basis. Potential disasters associated with training can simply be avoided when orderly goal setting happens. The classic four Ts (task, technology, territory and time) are game changers for any organization and can achieve the best possible changes. The authors go on to propose six different training goals that can be developed on concept-practice and content-process dimensions. The six training goals are laboratory training, activity training, action training, person development training, organization and whole system development. These training goals help in minimizing the discrepancies between individual and organizational interests.The authors have interestingly spelt the need to create clear goals and linking them to the overall training strategy. They posit that preciseness in each training task is the key, contrary to the general belief that something is better than nothing. If organizations tend to settle down for something, they would become directionless and in reality would have no progress achieved. They further entail five strategic issues, i.e., training linked to action, specific goals, planning training specific ations, programming strategy and support strategies that envisage change.The stress on a coherent training strategy becomes all the more important because unsatisfied personal needs or issues tend to perpetuate, create confusion and inherently possess fuzziness. …

South Asian journal of management, Oct 1, 2007

... carrying it around on the train, as if everybody assumed I was a future Eleanor Roosevelt-in-... more ... carrying it around on the train, as if everybody assumed I was a future Eleanor Roosevelt-in-the ... Joseph White has a very engaging style, and I found him an immensely likeable and effective ... being part of today's self-obsessed culture I loved finding out my leadership style in the ...

International Journal of Services and Operations Management, 2014

The present study examines the impact of lean manufacturing system (Toyotism) on two employment o... more The present study examines the impact of lean manufacturing system (Toyotism) on two employment outcomes viz., upward feedback and on-the-job performance in garment manufacturing units in Andhra Pradesh and Jharkhand States in India. The review of literature reveals that shop-floor employees play a key role in the process of minimisation of waste in the lean manufacturing context since they interact with the direct operational environment. They have more ownership of the manufacturing process and have the capacity to make better improvement suggestions. Garment units that have introduced lean manufacturing system a year ago and integrated their core processes have been chosen for the study. The study reveals that there is positive relationship between upward feedback and job performance in such a way that the longer the lean manufacturing system is in operation, the higher will be its positive effect on the relationship between upward feedback and job performance.

South Asian journal of management, 2013

The Tao of Loyalty: Winning with Employees By Ajit Rao Response Books, New Delhi, 2006, Pages: 25... more The Tao of Loyalty: Winning with Employees By Ajit Rao Response Books, New Delhi, 2006, Pages: 257, Price: ?275 ISBN: 0-7619-3554-1The Tao of Loyalty, authored by an international expert marketing consultant, Ajit Rao, is an entirely refreshing approach to revisit profitable organizations and understand their crucial differentiating factors especially in the new economy industries. This book is well weaved to present powerful techniques that help comprehend and build employee loyalty thus making it invaluable for the people in the corporate world and the services sector in particular.The book, The Tao of Loyalty, starts with a categorical applause to the power of the Indian consumer, exceptionally feminized to show her desire for value and drive worldwide businesses towards delivering that value. To typify the contradictions of life and its implications on management, the author relies on Tao (Yin and Yang) , a Chinese school of thought to depict aspects like male, female; hot, cold; and soft, hard. Tao, a complete and holistic in its approach, helps to identify, comprehend and build a team of highly loyal employees. The People factor, i.e., the 5th ? of marketing is fast gaining significant acceptance and is measured to be imperative to organizations as studies prove that above and beyond the factors of products, cost and speed; people and brand are driving customer loyalty and retention. Organizations in high-growth economies rely more on people and their loyal contributions. The higher "feel-good" element for an employee refers to the attitudinal or emotional loyalty while future positive behaviors relate with behavioral loyalty. Attitudinal or emotional loyalty scales heights only when there is high emotional contentment in the workplace, sense of pride and connect with the organization's concerns as one's own.Unlike employee engagement which is an "inside-out" view, employee loyalty is an "outside-in" view which makes organizations contemplate on what creates the bonding between employees and their organizations. Though emotional loyalty is a potent indicator of organizational health, it can pilot attrition levels. To build potential insights into employee loyalties, the book provides a novel loyalty segmentation/matrix that grades employees as truly loyal, accessible, trapped and high risk employees. Loyalty segmentation provides an incisive foundation for employee -related decision-making in organizations. Truly loyal employees are the most sought after, maintain both high emotional and behavioral loyalty, high performing and spread positivity. Accessible employees are more of "value-seekers" or "opportunists" who would quit despite their attitudinal loyalty. Trapped employees are literally locked into their current organizations owing to personal reasons, risk aversion, immobility or financial reasons and are generally low on emotional loyalty and contribute to a minimum extent. The least preferred segment would be the high risk category who are neither emotionally connected nor are they great contributors. They almost translate into actual attrition rates at the organizational level. Any organization, to increase the percentage of its truly loyal employees, it needs to focus on ensuring that 1 1 factors are provided to its employees. Working on the lines of the managerial grid as suggested by Blake and Mouton, the author categorizes the 1 1 factors as task and people factors. The task bucket factors are job satisfaction, role clarity, buy-into-vision/mission, resources and accomplishment while the People bucket factors are fairness, care and concern, trust, appreciation and value for new ideas/suggestions. As a strong plinth to support both the task and people factors, an exceptional quality or higher order flexible communication structure needs to be established within the organization. These factors can be averaged to provide a single score called the Tao score. Higher Tao scores indicate higher levels of employee loyalty and lower attrition rates. …

Procedia. Economics and finance, 2014

The present study examines the impact of emotional labour on role related outcomes viz., organiza... more The present study examines the impact of emotional labour on role related outcomes viz., organizational role stress in the services sector in India. Review of literature reveals that emotional labour studies in India hardly have a presence and just about 1% of studies have been researched empirically. This study tries to corroborate the emotional labour and its consequential impact on employee related outcomes in the Indian context as confirmed by numerous studies in the western context. Study reveals that there is positive and moderate relationship between emotional labour and organizational role stress for the overall sample irrespective of the demographic influences. This relationship proved to be higher and positive for the female married segment thus creating latitude for policymakers to examine the nuances.

Prabandhan: Indian Journal of Management, May 1, 2012

The world is witnessing a shift towards increased service orientation among organizations the wor... more The world is witnessing a shift towards increased service orientation among organizations the world over. This increased service orientation has gained momentum since the advent of globalization and has more relevance in the Indian context because it has aided in the growth of India and the Indian IT industry, in particular. The growth in this sector has led to increased employment and has made it a key sector. In the light of the importance attached to this sector, coupled with its offering of lucrative employment opportunities in the present as well as in the future, an understanding of the HR focus within this industry has become a vital prerequisite.

South Asian journal of management, Apr 1, 2015

Industrial Relations and Labor Movement in Bangladesh By Iqbal Ahmad Ferdous Iqbal, Dhaka, Bangla... more Industrial Relations and Labor Movement in Bangladesh By Iqbal Ahmad Ferdous Iqbal, Dhaka, Bangladesh, 2014, Pages: 628, Price: US$30 ISBN: 978-984-33-3446-6Industrial Relations and Labo r Movem ent in Bangladesh, authored by a leading academician, administrator and a consultant, Dr. Iqbal Ahmad, is a candid and extraordinary presentation of the major challenges addressed by the industrial sector. The book is an ups hot of the elementary reflections and balances of the viewpoints that cater to the overall economic liberalization of a country. This book in particular has come at a time when every country is looking at strengthening its manufacturing base and bringing in the much needed labor reforms.The book opens with a vivid account of the Bangladeshi worker, their demographic profiling, size and structure, gender discrimination, differential wage rates and the living conditions of workers. The industrial policy and other incentives of Bangladesh have also been discussed in a lucid manner. The author tries to capture the essence of the deregulated domestic and vibrant market of Bangladesh as an aftermath of the Industrial policy 1999. The new age economy of Bangladesh signifies the adoption of the dynamic comparative advantage that would largely focus on productivity growth, skill upgradation and labor intensive manufacturing. The author further cleverly delineates the types of investors, Export Processing Zones (EPZs) and the strength of various industries.Further on the book deals with the conceptual aspects of Industrial relations. It also explores the history and evolution of various labor laws in Bangladesh. This includes the labor policies that were adopted in the pre-partition context and the amendments and provisions that were subsequently made. The amendments largely included the right to appeal, restoration of the right to strike, fixation of minimum wages and the like. The major feats of the post liberalization context were also discussed that pitched for the nationalization of the major industries and services including banks and insurance companies. Since the time of independence of Bangladesh, for almost a decade, the country has witnessed a gamble with respect to faulty labor policies, drastic curtailment of workers' rights, large scale resentment and agitation and the subsequent loss of production. But things started looking upward with a new and comprehensive labor policy that was formulated in 1980. The new Policy laid stress on the process of joint negotiation, conciliation and adjudication for the settlement of industrial disputes. The author further alluringly depicts the traditional and changing role of the government in industrial relations. While the golden age of capitalism needed to be expedited, the government of Bangladesh changed its political priorities in a bid to reduce the incidence of poverty, create employment and to attain rapid economic development. Thus, over the years the Bangladesh government adopted a neo-liberal attitude and moved towards deregulation, liberalization, privatization and gradu al withdrawal of the state. With the privatization getting a virtual start in the midseventies, the factual momentum could eventualize only after the Industrial Policy of 1991, establishment of Privatization Board 1993 and Privatization Commission in 2000. Through the period 1993 to 2007, a total of 74 State Owned Enterprises (SOEs) were privatized compared to a total of 305 SOEs in 1994. In a bid to support the cause of Privatization in Bangladesh, a survey conducted on 32 cost components like legal minimum wages, salaries, social security ratio, call charges, gas and diesel prices etc. by the Japan External Trade Organization (JETRO) has indicated that Bangladesh was the cheapest Asian country to invest.The author further on discusses the types of organizations, i.e., Public, Private, Public Service and Voluntary organizations in the context of Bangladesh and their influence in reshaping the Bangladesh economy. …

South Asian journal of management, Oct 1, 2011

Jalebi Management: All Stakeholders Can Enjoy a Bite By Shombit Sengupta Response Books, New Delh... more Jalebi Management: All Stakeholders Can Enjoy a Bite By Shombit Sengupta Response Books, New Delhi, 2007, Pages: 450, Price: ?475 ISBN: 978-81-7829-745-3 Jalebi Management, authored by an international management strategy consultant, Shombit Sengupta, is an invigorating and an exception in its portrayal of the out-of-the-box concepts. The book is an upshot of the fundamental and critical lysis of businesses as well the social cultures. This book is in particular for the determined managers who look to make it big in the international arena through the innovation route. The title of this book itself is quite a reader-puller owing to its novelty. With a primary invitation to the CEO, shareholders, employees and consumers, this book recommends them to create distinctive delectable appeal for their organizations prior to unwinding the secrets of 'Jalebi Management'. Sengupta then ensues to unfold the surreptitious by taking us through the history of 'jalebi', the origins of which are found in Persia with a former name of 'zoolbiah'. The most interesting and pulsating question out here is that, how can a traditional Indian sweet like jalebi, assist in the understanding of a global business. The writer Sengupta skillfully correlates that the luscious and engaging little Indian sweet jalebi typifies the distinctively uniqueness of cultures, which global businesses need to appreciate for success. Businesses and their assorted practices can be rightly compared to that of a jalebi because of its elaborate and composite look. The author journeys the readers through the entwining loops of a Jalebi and states that these loops are akin to the organizational functions and processes which are in actuality infinitely colligated. The book on Jalebi Management is monumental for its approach in creating a fresh wave of outstanding management significance. The exceptional management techniques provided in this book could craft the much required bonding between foreign companies with their domestic customers and markets as well for domestic companies with their international customers and markets with the help of shrewd observations and witty accounts. The jalebi techniques can also be extended to the current trend indicatives of the market potentialities of developing nations like India and China wherein businesses are overtly competitive and tend to concentrate on winning markets with invariable innovations. The appropriate tactics for ruthless competition could be enhanced customer sensitivity that could construct positive alliances amongst all stakeholders and help in producing value-based deliverables. These jalebi tactics have extensive and equal applicability across different economies of the world. Sengupta also affirms certain well known yet worthy observations that the existence of organizations is dependent on people with the reverse relationship also holding true. For businesses when customer and his aspirations become the focal point, the combining of humanity and businesses is necessitated. Any corporation can certain its survival by creating and leveraging on the potency of its current employees, products, services, organizational culture as well as its market position whilst moving through the process of 'retail animation' to reach the end consumer. Shombit fittingly draws an analogous between experienced employees and the matured and fermented jalebi dough. The objective of the analogous is to highlight the aspect of skill and expertise which can be better associated and exploited with age, time and growth. Well fermented dough produces a jalebi which is known for its realistic and legitimate surge in an attempt to maintain its syrupiness. In the same lines, every organization can endeavor to uphold the flow of its process deliveries. …

SocioEconomic Challenges

This article summarizes the arguments and counterarguments regarding the issue of academic dishon... more This article summarizes the arguments and counterarguments regarding the issue of academic dishonesty. The study’s main aim is to understand and initiate discussions about the widespread but disturbing problem of attrition in higher education institutions around the world. A systematization of literary sources and approaches to understanding university attrition has shown that a deep-rooted interplay of cultural, cross-cultural and social values contributes to academic dishonesty. The relevance of this issue and decisions that are considered necessary in this direction is that it will help educational institutions think about the need to develop a policy of academic integrity and control over strict compliance with the norms of this policy. The work uses a dual methodological approach involving quantitative and qualitative research methods. Within the framework of the quantitative method, a survey of students was conducted, which included a sample of 503 respondents. The purpose of ...

Management and Labour Studies

The weavers’ community of Jharkhand provides a unique context for exploring the experience of soc... more The weavers’ community of Jharkhand provides a unique context for exploring the experience of social identity among a group of individuals. The study considers how micro-level entrepreneurs form their social identity through their craft, examining the processes and emotions by which these entrepreneurs express and act towards the given situation of crises. The qualitative study is based on in-depth interviews conducted with 58 weavers households to understand their identity signals and associated feelings of pride and self-esteem as well as their future prospects. The study makes a significant contribution in the areas of social identity and psychology and gives important insights to the policymakers to come up with interventions that could meet the pressing needs of the community.

Promotional Practices and Perspectives from Emerging Markets

Procedia Economics and Finance, 2014

The present study examines the impact of emotional labour on role related outcomes viz., organiza... more The present study examines the impact of emotional labour on role related outcomes viz., organizational role stress in the services sector in India. Review of literature reveals that emotional labour studies in India hardly have a presence and just about 1% of studies have been researched empirically. This study tries to corroborate the emotional labour and its consequential impact on employee related outcomes in the Indian context as confirmed by numerous studies in the western context. Study reveals that there is positive and moderate relationship between emotional labour and organizational role stress for the overall sample irrespective of the demographic influences. This relationship proved to be higher and positive for the female married segment thus creating latitude for policymakers to examine the nuances.

Journal of Global Entrepreneurship Research

South Asian journal of management, 2015

(ProQuest: ... denotes formulae omitted.)Training for Development Sage Publications, New Delhi, 2... more (ProQuest: ... denotes formulae omitted.)Training for Development Sage Publications, New Delhi, 2011, Pages: 345, Price: ...495 ISBN: 978-81-321-0687-6Training for Development is co-authored by two foremost experts in the area of training and development that profoundly explores the importance of relentless learning for improved day-to - day performance. The purport of training is recapitulated through changing workplaces, increasing tele - density and tele-commuting, greater participation of women in the workforce, globalization of markets, differentiated time zones and outsourcing. The book is a candid onset of the realization that training cannot be a far-reaching change or an elixir for all. It provides a prescription that under expeditious change conditions; organizations should adopt the character of a learning organization that improves system's readiness.The book has been cogently divided into four parts wherein the first part, is an elucidation of the training goals, culture, contexts and overall strategy. The second part, focuses on setting the stage, sharing reflective observ ations, designing and evaluating the overall training program along with the follow on support. The third part, draws attention to the strategic planning and dynamics of developing a training system that creates a supportive institutional climate. The fourth and final part, deals with building competence and partnering and professional networking for achieving major innovation and social development.The rudimentary facets of training augur that training helps in the acquisition of knowledge, motivation and skills and improvement in the job performance. This has actualized huge escalating year on year investments in training. India alone spends over ...200 cr on training while the wealthier counterparts like the USA spend around two times more. With training costs rising, there is a growing need to draw a judgment between training and learning. While training traditionally depends on what the trainer wants to impart, learning centers around what the participants want to learn with their viewpoints having a far-reaching impact. The authors have immaculately depicted the role of trainers as farmers who can nurture the growth of the trainees but cannot predict the extent of growth.Further on, the authors deem that training is an effective intervention in which people can explore and learn to adapt and actively engage in new cultures. Broad cultural generalizations are now creeping in and replacing the prevailing training practices that include the changes in the placement of candidates that saw a shift from personal to a functional basis. Potential disasters associated with training can simply be avoided when orderly goal setting happens. The classic four Ts (task, technology, territory and time) are game changers for any organization and can achieve the best possible changes. The authors go on to propose six different training goals that can be developed on concept-practice and content-process dimensions. The six training goals are laboratory training, activity training, action training, person development training, organization and whole system development. These training goals help in minimizing the discrepancies between individual and organizational interests.The authors have interestingly spelt the need to create clear goals and linking them to the overall training strategy. They posit that preciseness in each training task is the key, contrary to the general belief that something is better than nothing. If organizations tend to settle down for something, they would become directionless and in reality would have no progress achieved. They further entail five strategic issues, i.e., training linked to action, specific goals, planning training specific ations, programming strategy and support strategies that envisage change.The stress on a coherent training strategy becomes all the more important because unsatisfied personal needs or issues tend to perpetuate, create confusion and inherently possess fuzziness. …

Purushartha: A Journal of Management Ethics and Spirituality, 2016

Role stress has been a topic of significant research interest to many. It has always been a favou... more Role stress has been a topic of significant research interest to many. It has always been a favourite for academicians and researchers alike owing to the policy implications it could create. The authors of this study have expressed interest in this field especially in the context of India because of the prevailing uncertainties, slow economic growth, increased rate of unemployment and poor growth forecasts. The present study empirically examines Organizational Role Stress (ORS) in the services sector in India by conducting a Principal Component Analysis to arrive at 16 factors. Study reveals that the ORS levels were significantly different across various industries and for the single and married segments as well. But surprisingly, no significant difference in the ORS levels was observed for the male and female segments, thus indicating that apathetic economic situations can equally impact both the genders.

South Asian journal of management, 2015

Industrial Relations and Labor Movement in Bangladesh By Iqbal Ahmad Ferdous Iqbal, Dhaka, Bangla... more Industrial Relations and Labor Movement in Bangladesh By Iqbal Ahmad Ferdous Iqbal, Dhaka, Bangladesh, 2014, Pages: 628, Price: US$30 ISBN: 978-984-33-3446-6Industrial Relations and Labo r Movem ent in Bangladesh, authored by a leading academician, administrator and a consultant, Dr. Iqbal Ahmad, is a candid and extraordinary presentation of the major challenges addressed by the industrial sector. The book is an ups hot of the elementary reflections and balances of the viewpoints that cater to the overall economic liberalization of a country. This book in particular has come at a time when every country is looking at strengthening its manufacturing base and bringing in the much needed labor reforms.The book opens with a vivid account of the Bangladeshi worker, their demographic profiling, size and structure, gender discrimination, differential wage rates and the living conditions of workers. The industrial policy and other incentives of Bangladesh have also been discussed in a lucid...