Emotional Intelligence and Organisational Role Stress — A study among managers in selected industrial organisations in Kerala

Emotional intelligence is very important in organisations and the ability to manage feelings and handle stress is an important aspect of El. Even though a number of studies have been done to prove that E1 is related to organisationally relevant variables like leadership effectiveness, job satisfaction, performance, career success etc., and the theoretical grounding for emotional intelligence-stress-relationship seems sound, only a few studies have been done to establish this linkage. This study is an attempt to measure emotional intelligence and organisational role stress of managers working in industrial organisations and to examine the relationship between Emotional Intelligence and Organisational Role Stress. It also attempts to explore the influence of personal and occupational variables viz., age, education, gender, marital status, experience, department, type of organisation and designation on emotional intelligence. The investigator has also examined the difference in the level of role stress experienced by junior, middle and senior-level managers. The main objective of the study is to examine the relationship between emotional intelligence and organisational role stress.

Managerial Performance – An Analysis of Selected Antecedents and Mediators

The primary focus of this study was to asses the impact of selected antecedent variables namely Psychological Empowerment at Work (PEW), Psychological Contract Violation (PCV), Work Life Balance (WLB), Job Satisfaction (JS) and Affective Organisational Commitment (AOC) on Managerial Performance (MP) of middle level managers of private sector manufacturing and service sector organisations in Kerala.The study brings out the significance of Job Attitudes namely Job Satisfaction and Affective Organisational Commitment in meaningfully explaining the linkage between the rest of the antecedent variables in the study and Managerial Performance. The study interestingly revealed that Job Attitudes play a mediating role in explaining performance of managers unlike visualised in the initial conceptual framework. The study points to the importance of taking care of job attitudes in the work place to ensure performance of managers. The result of the study also brings out the significance of maintaining work-life balance especially in service sector organisations because it will have a direct impact on the level of performance of managers than most of the other contextual factors. Hence, it is the responsibility of HR department to initiate activities which are customised to the collective aspirations of the members of respective organisations to ensure positive job attitudes. HR departments should advice and convince the top management to provide resource support and endorsement to such initiatives.

Power Profile of Effective Managers: An Exploration among the Branch Managers of a Commercial Bank in Kerala

Managers are central to any fuction in a complex and developed society. Their talents are reckoned to be cardinal in developed economies and a basic yearning of all developing economies.In order to survive and produce results in a turbulent and transient environment, the task is to understand the nature of factors contributing to managerial effectiveness. This study is an attempt towards this core issue of the present from a different perspective. This study tries to focus attention on a group of managers functioning in the field of banking, a core sector in the country's economy. The gamut of economic activities in Kerala being predominantly service-oriented, importance of commercial banking is almost indisputable. Though economists would argue that the disproportionate development of service sector is anomalous when viewed against the hazy scenarios in the primary and secondary sectors of the state’s economy, the extent and pace of growth in the banking sector has had its dole meted out by ambitious and productive managers fiinctioning in the field. Researcher’s attempt here is to thresh the grain and chaff among bank managers in terms of their effectiveness and to account for the variations in the light of their ability to affect the thoughts and actions of their subordinates. To put it succinctly, the attempt herein is to explain the effectiveness of bank managers in the light of their ‘Power Profile’ taken to be comprising Power Differentials, Power Bases, their Visibility and Credibility in the organisation and, the Power Styles typically used by them for influencing subordinates.

A study on the organisational commitment of professionals with respect to various aspects of organisational socialisation

Organisational commitment of various groups of professionals seems to be moderated by the differences of the groups as well as of the socialisation experiences Demographic variable ‘age’ and the semi-structural variable ‘experience’ cause a difference in the level of commitment. Similarly, the professional and organisational differences moderate the level of commitment. From the point of view of the organisations, the socialisation experiences if differ can be used as tool to process and enhance the level of commitment of professionals of various groups.The ‘Socialisation effect’ does not depend on the professional or demographic differences. Socialisation level is moderated only by the organisational specialities. It is purely an organisational variable. However, the difference in the socialisation levels as found among the professionals can cause a significant difference in the levels of organisational commitment of professionals

Commitment of women industrial workers with special reference to electronics industry in Kerala

In this study of workers of the two industrial units, it has been found that the women workers are more committed to the organization than the men workers. The organizational commitment has been a popular research topic among organizational sociologists, industrial psychologists and labour relations specialists. Much of the early research was directed on organizational commitment of men workers and studies on organizational commitment of women workers were less when compared to that of men workers. The results of this study is partially supported by the findings of Aranya and Jacobson (1975) who found that parental responsibility is linked with maintaining stable patterns of employment.

Study on the Socio-Psychological Background of Entrepreneur - Managers of Small Scale Industrial Units in Ernakulam District, Kerala

The understanding of the theory of entrepreneurship depends upon one set of definitions which provide the base for analytical study. The main objective of the study was to understand the distribution of entrepreneurship in the manufacturing sector among different categories of people in kerala and to differentiate the socio - psychological background of successful entrepreneur- managers from unsuccessful entrepreneur-managers. The purpose of the study, a sample of 150 entrepreneur-managers of SS1 units spread over Ernakulam district was surveyed through a specially designed questionnaire.

Recruitment And Training Of Managers In The Public Sector Concerns In Kerala

Public undertakings have been assigned a significant role to play in the systematic socio-economic development of India. My interest in the subject was kindled while I was doing my Masters Diploma in Public Administration at the Indian Institute of Public Administration, New Delhi during 1960-61. It was further strengthened by my teaching of the subject in different courses offered by me at the School of Management Studies and in several programmes organised by various voluntary and training organisations like the Institute of Management in Government, Trivandrum, Centre for Management Development, Trivandrum, etc. The several years in which I served as a member of the faculty in the School of Management Studies, University of Cochin,gave me the opportunity to come into close contact with different public sector concerns and their managers at various levels. This rich opportunity gave me a better insight into the problems faced by these concerns. The present study is a result of the interest so developed.

Performance Effectiveness Of Bank Managers: A Study Of Psycho-Social Correlates

The present study by the researcher focuses attention on the problem of performance effectiveness among managers operating in one of the critical and socially important sectors of our economy namely commercial banking. The banking sector is selected for the study due to two reasons. Firstly, commercial banking plays an important role in the country's development. Secondly, for improving the efficiency of the banking system, we need to know more about the performance dynamics of the executives in our banking organizations

Rainfall Climatology over Middle East Region and its Variability

A better understanding of the rainfall climatology of the Middle East region identifying the mechanisms responsible for the rain producing systems is essential for effective utilization of the water resources over the arid region. A comprehensive analysis on the rainfall climatology of the Middle East region is carried out to bring out the spatial and temporal variation of rainfall and mechanisms responsible for the rain events. The study was carried out utilizing rainfall, OLR, wind and humidity data sets procured from TRMM, NOAA and NCEP-NCAR. Climatology of annual rainfall brings out two areas of alarmingly low rainfall in the Middle East region: one in Egypt, Jordan and adjoining areas and the other in the southern part of Saudi Arabia. Daily rainfall analysis indicates that northern region gets rainfall mainly during winter and spring associated with the passage of Mediterranean low pressure systems whereas rain over the southern region is caused mainly by the monsoon organized convection, cross equatorial flow and remnants of low pressure systems associated with the monsoon during the summer season. Thermodynamic structure of the atmosphere reveals that the region does not have frequent local convection due to insufficient moisture content. The sinking motion associated with the sub tropic high pressure system and subsidence associated with the Walker circulation are responsible for maintaining warm and dry air over the region.

Reinforcement Learning Solution for Unit Commitment Problem Considering Minimum Start Up and Shut Down Times

Unit Commitment Problem (UCP) in power system refers to the problem of determining the on/ off status of generating units that minimize the operating cost during a given time horizon. Since various system and generation constraints are to be satisfied while finding the optimum schedule, UCP turns to be a constrained optimization problem in power system scheduling. Numerical solutions developed are limited for small systems and heuristic methodologies find difficulty in handling stochastic cost functions associated with practical systems. This paper models Unit Commitment as a multi stage decision making task and an efficient Reinforcement Learning solution is formulated considering minimum up time /down time constraints. The correctness and efficiency of the developed solutions are verified for standard test systems

Reinforcement Learning solution for Unit Commitment Problem through pursuit method

Unit commitment is an optimization task in electric power generation control sector. It involves scheduling the ON/OFF status of the generating units to meet the load demand with minimum generation cost satisfying the different constraints existing in the system. Numerical solutions developed are limited for small systems and heuristic methodologies find difficulty in handling stochastic cost functions associated with practical systems. This paper models Unit Commitment as a multi stage decision task and Reinforcement Learning solution is formulated through one efficient exploration strategy: Pursuit method. The correctness and efficiency of the developed solutions are verified for standard test systems

Emotional Intelligence As A Determinant Of Conflict Style Adoption Of Managers: A Theoretical Perspective

Successful management is dependent heavily on the manager’s ability to handle conflict effectively. The workforce has been increasingly becoming diversified vis-à-vis the gender, culture and ethnicity. The present work environment has in itself contributed to sowing seeds of conflict with greater diversity, hostility, complexity and newer business competencies in the work context.The classic study of Mintzberg’s Managerial roles approach (1973) also says that a manager has to spend sufficient time and energy in solving conflict as he has to take roles as a negotiator, and dispute handler. An understanding of the conflict and role that it plays in influencing employee behavior constructively or destructively is immense. Therefore conflict when left unmanaged can lead to diminished cohesiveness amongst employees, productivity and reduced organizational fitness. To manage conflict effective conflict resolution strategies that have constructive outcomes is called for. Conflict resolution style theorists opine that collaborative or integrative style, where there is high concern for task and people is considered to give positive individual and organizational outcomes, while the withdrawing /avoidance style and forcing / dominating style are considered to be ineffective in managing conflict. Though managers have typical preferences in the styles followed it need not necessarily be the typical response as it depends on the context, power relationships, emotions etc. The adoption of conflict styles of managers however is dependent on variables like gender orientation, cultural values, personality orientation, underlying relationships – public/private. The paper attempts to draw the importance of managing conflicts at workplace positively and the need for effective conflict resolution strategies. The conflict style adopted and the variables that affect the adoption of each style are discussed and possible interventions at the workplace are suggested

The Social Commitment Of The New Leftist Poets

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