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Orhan pamuks the white castle as a text on secular discourse
The impact of religious thought and practice on literature and culture was very evident till the latter part of the nineteenth century. But with the publication of Darwins Origin of Species, voices of dissent were heard from the scientific and literary world. Writers strongly felt that the objective of literature was not to be dogmatic, but to provide the necessary ingredients that would contribute to a healthy and secular society. The emergence of postmodernism saw religion once again taking center stage. This paper seeks to understand what secularism is, and the evolution in meaning this term has undergone over the ages. In this process, the theories and ideas of religious and political thinkers are examined to understand the essence of the term secularism. In an era when religious fundamentalism is on the rise and literature is censured on religious or cultural grounds, the paper analyzes Orhan Pamuks The White Castle and concludes with the contention that the text can definitely be a source of secular discourse (which indeed is the essence of religious texts) that nations can emulate, contrary to the idea of narrow secular nationalism currently being propagated by States. IUP Publications. All rights reserved. -
Organizing data using lists: A sequential data structure
Computer programming aims to organize and process data to get the desired result. Software developer chooses a programming language for application development based on the data processing capabilities of the language. The list is one of the sequential data structures in Python. A list is limited to a particular data type, such as numbers or strings. Occasionally, a list may include data of mixed types, including numbers and strings. Elements in the list can be accessed by using the index. Usually, a list's elements are enclosed within square brackets and divided using commas. The list may be referred to as a dynamic-sized array, which denotes that its size increases as additional data is added and that its size is not predefined. List data structure allows repetition; hence, a single data item may appear several times in a list. The list assists us in solving several real-world problems. This chapter deals with the list's creation and manipulation, the complexity of processing the list, sorting, stack, and queue operations. 2023, IGI Global. All rights reserved. -
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Organizational Sustainability:A Study of Corporate Organizations in the Indian Context
Creating and Sustaining an Organization is an all time challenge. The primary research question is mainly of an explorative nature, seeking to comprehend how the Indian companies view and act upon sustainability. The study focused on the Corporate Organization, meaning Multi National Corporations, Public Sector Undertakings and other Private Organizations. The findings of the study facilitate recommendations to the various organizations to improve the managerial practice and guide them to the ways of sustainability. The aim of the study is to examine the different stages of development of various organizations that best describes the organization and strategy of the organization in sustaining the organization. This study is guided to analyze and understand the capacity of the organizations to respond to changing environments (Sustainability). The scope of sustainability are, the Environment and the Social dimension, Institutional / organizational dimension, Profit making / Economic dimension. Sustainability is a contestable concept that can be examined from the dimensions mentioned above. Organizational Sustainability is often guided by vision, mission, policy, planning, financial situation , human resource management, marketing activities, business ethics, organizational culture, organizational climate, business practices, employee treatment, community engagement ( social responsibility practices) etc. The design of the study is based on the Management and Organizational Sustainability Tool (MOST). The first objective of the study is, to investigate if there is a relationship between the vision and mission with strategy, structure and systems in the organizations. newlineIndia, a land of rich culture and heritage, has to an extent made it possible for its firms to have a culture passed to the employees and have them engaged in the organizational sustainability practices, and being socially responsible. The culture of an organization is intertwined with the philosophy, purposes, functions and structures. -
Organizational sustainability:A study of corporate organizations in the Indian context
Creating and Sustaining an Organization is an all time challenge. The primary research question is mainly of an explorative nature, seeking to comprehend how the Corporate Organization, meaning Multi National Corporations, Public Sector Undertakings and other Private Organizations. The findings of the study facilitate recommendations to the various organizations to improve the managerial practice and guide them to the ways of sustainability. The aim of the study is to examine the different stages of development of various organizations that best describes the organization and strategy of the organization in sustaining the organization. -
Organizational Preparedness for Navigating Disruption Towards Sustainability: Strategies Analysis
The study explores how design thinking principles can be leveraged to enhance an organization's preparedness for disruptive innovation. To address this challenge, the authors sought to empathize with their clients, recognizing the need for a comprehensive evaluation. A framework guided by five fundamental principles - Scrutiny, Bravery, Resilience, Prosperous and Perseverance - was developed that integrates user-centred design methodologies to evaluate an organization's strengths and weaknesses in the face of disruption. We analysed and interpreted the intricacies of emerging market disruptions, providing organizations with the GroKalp Assessment Tool, an automated tool for self-evaluation and strategic adjustment leading towards a sustainable future. These principles were further broken down into fifteen distinct parameters, each thoughtfully designed to offer organizations a detailed and insightful method for evaluating their responses to the relentless waves of transformative innovation. By utilizing the GroKalp Assessment Tool, organizations can position themselves in one of three categories: Innovators, Adapters, or Resistance Fighters. Design thinking tools are vital in this process, as they encourage creative problem-solving, innovation, and adaptation in an era of rapid technological change. The Authors. -
Organizational justice in higher educational institutions /
NHRD Network Journal, Vol.7, Issue 4, pp.254-270, ISSN No: 0974-1739. -
ORGANIZATIONAL JUSTICE AND ITS INFLUENCE ON WORK ENGAGEMENT AND TURNOVER INTENTIONSIN IT COMPANIES
Organizational justice is very important because it has been linked to critical organizational processes such as commitment, job satisfaction, citizenship and performance (Colquitt et al.,2001, 2002; Greenberg, 1993; Tatum et al., 2002).Literature suggested that there is an intimate link between leadership style, decision-making, and organizational justice (Bradberry and Tatum,2002; Tatum et al., 2002). Organizational justice is concerned with the ways in which employees determine if they have been treated fairly in their jobs and the ways in which those determinations influence other work-related variables [Moorman, 1991, p. 845]. The research is done to analyze organizational justice and its influence on work engagement and intentions to stay in IT firms. The major objectives of the study: To find out the fairness perception of distributive and procedural justice (organizational justice)of employees in IT organizations, to find out the level of work Engagement of employees in IT Organizations, to find out the turnover intentions of IT employees, to find out if organizational justice influences work engagement and turnover intentions, to find out differences across demographics and organizational justice ,work engagement and turnover intentions. Hypothesis was tested and results discussed. 338 employees of an IT Firm were involved in the present study. The judgmental sampling technique was adopted. Employees with a minimum of two years of experience in the organization was administered the questionnaire. The sample was drawn from the IT industries. The tools adopted for present study were: Perceptions of distributive justice were measured with the Distributive Justice Index, developed by Price and Mueller (1986). This five-item scale measures the degree to which rewards received by employees are perceived to be related to performance inputs. Perceptions of procedural justice were measured using 15 items developed by Niehoff and Moorman (1993), because the scale consists of two factors: systematic and informational justice. Utrecht Work Engagement Scale(Version 1.1 2004,Schaufeli,W.and Bakker, A.)was used to measure work engagement and for turnover intentions the questionnaire was adopted from Dilys Robinson. The major findings of the study were 1. The level of Organizational justice was found to be moderate among the IT professionals. 2. IT Employees perceive procedural justice moderately. They feel that Decisions made by their organizations are to some extent based on certain norms or protocols or system driven which are followed. 3. IT employees perceived Informational procedural justice fairly low. Respondents felt that their concerns were not addressed nor perceived as a serious matter by the organizations. 4.Systematic procedural justice is fairly high in IT companies. There is high consistency in procedures and decisions when they are applied. 5. IT Employees perceive distributive justice fairly moderate. Employees feel that rewards, recognitions, and career opportunities are moderately proportional to their inputs. 6. The level of work engagement was found to be fairly high among the employees in IT organizations. 7. From the dimensions of work engagement, the level of Absorption is fairly high across the IT employees. 8. The level of dedication was found to be moderate among the levels of IT employees. 9. IT employees perceived vigor fairly low which says that the energy level towards the work was pretty down comparing to other dimensions. 10. The most of the respondents were from the age group between 26-30 and among all 338 Reponses, male respondents were higher. CONCLUSION The results of present study indicated that fairness perceptions play a vital role in IT Organizations in terms of increasing Work engagement and lowering their intention to leave their organization. The success of a company depends on the quality, productivity and dedication of an employee and the dedication can be improved by organizations fair treatment. When rewards and recognition are perceived to be systematic, the work engagement increases. Whereas systematic justice influences intention to stay which implies that organizations should drive their policies to be flexible to a certain extent. Fair treatment and justice at the workplace in turn will increase work engagement and lower turnover intentions. -
Organizational culture, leadership styles, personal commitment and learning organization:An exploratory study
There is an accelerating change in the scope of all areas of human existence in this century. There are tidal waves of changes being felt by academicians also. To accept change that provides internal steadiness while moving ahead is one of the challenges academic institutions have to face. To improve an organization's quality there are many routes for organizational development through change. -
Organizational contributions to emergency preparedness and response in Varanasi: A comprehensive analysis
India's unique geographical diversity and status as the world's most populous nation make it exceptionally susceptible to a wide array of hazards, both natural and human-induced. This vulnerability is further compounded by the intersection of diverse disasters and the dense population, leading to significant human and material losses. In response to these challenges, effective emergency preparedness plans are indispensable, requiring meticulous risk assessments, strategic resource allocation, capacity building initiatives, and active engagement of community-oriented organizations. Continuous monitoring and adaptation are essential for bolstering resilience and safeguarding socio-economic stability. Furthermore, the examination of developmental and disaster-specific organizations' roles in preparedness and response necessitates a systematic shift towards proactive paradigms, fostering an anticipatory culture rather than a reactive one. This study aims to dissect the intricate web of organizational efforts crucial for emergency preparedness in Varanasi, one of the world's oldest cities. By delving into these critical mechanisms, our goal is to enhance collective readiness against potential emergencies, safeguarding the city's rich heritage and its inhabitants. Through a mixed-method approach, this research illuminates the multifaceted involvement of organizations across various sectors, unraveling a complex tapestry of challenges that impede practical disaster preparedness. We scrutinize the coordination among governmental and non-governmental entities, funding dynamics, and grassroots alliances, revealing untapped resources for disaster resilience. Additionally, we analyze the strategies adopted by the national emergency preparedness and response force, highlighting both successes and shortcomings. Moreover, this study underscores the unique competencies of individuals involved in disaster preparedness, while identifying structural and functional gaps within organizational frameworks. Conversely, non-profit organizations face distinct challenges, including fundraising constraints and donor-imposed limitations, hindering their ability to develop comprehensive emergency preparedness and response capacities compared to public and private entities. In summary, this research serves as a comprehensive exploration of organizational dynamics in emergency preparedness within Varanasi, offering valuable insights into the complexities of disaster management efforts. By addressing these challenges, we aim to pave the way for more effective and inclusive disaster preparedness strategies, ultimately enhancing the resilience of Varanasi and similar communities globally. 2024 Elsevier Ltd -
ORGANIZATIONAL COMMITMENT AND JOB SATISFACTION: A STUDY OF EMPLOYEES IN THE INFORMATION TECHNOLOGY INDUSTRY IN BANGALORE, INDIA
The integral part of any management process is to manage the people at work. A well managed organisation sees worker as the root cause of quality and productivity .An effective organisation will always promote a sense of commitment and satisfaction among its employees. The significance and importance of the concept of organizational commitment in terms of leading to beneficial organizational and desirable outcomes such as increased productivity, reducing absenteeism and turnover, has been documented by many studies such as those of Steers (1977); Porter et al. (1974); Reiches (1985) and Tett and Meyer (1993). One way to address issue of employee turnover is to understand the job satisfaction and commitment level of employees. Organizations often try to foster commitment in their employees to achieve stability and reduce costly turnover. It is commonly believed that committed employees will also work harder and be more likely to go the extra mile to achieve organizational objectives. Research has consistently demonstrated that commitment does indeed contribute to a reduction in turnover. Motivated employees are needed in our rapidly changing workplaces. Motivated employees help organizations survive. Motivated employees are more productive. To be effective, managers need to understand what motivates employees within the context of the roles they perform. A lot of studies are conducted separately on commitment, satisfaction and motivation but very few studies are there on IT sector linking these three .So it is crucial to conduct a study on job satisfaction and organizational commitment in information technology industry and also to identify the important motivating factors to retain the highly talented workforce. The review of related literature on Organizational commitment, Job satisfaction and Motivation has helped the researcher to identify the gap and has provided an insight to the direction of current study. The population for the study was all technical employees in the Information technology Industry in Bangalore city. For the present study data was collected with the help of structured questionnaire from 300 employees working in software industry. The study is concentrated on Bangalore IT industry. The researcher used non probabilistic sampling (purposive sampling) method as sampling design. Samples were selected from 10 top IT multinational companies. Samples were drawn from three levels of management including entry level, middle level and top level employees. The pertinent information for the study is collected from both primary and secondary sources. The independent variable in this study is job satisfaction. The overall Job satisfaction was measured using the 15-item questionnaire developed by Prof.Harold Andrew Patrick in 2009, designed to measure 15 aspects of job. The aspects of overall job satisfaction are job security,interest,opportunity for advancement,appreciation,company policy and management practises, intrinsic aspects of a job,salary,supervision,social aspects of job, working conditions,communication,hours,ease, benefits ,and fair treatment. Responses were collected with the help of 7 point likert scale. The dependant variable, organizational commitment was measured using the revised Organizational Commitment Scales (Meyer, Allen and Smith 1993) that is, the Affective Commitment Scale (ACS), the Continuance Commitment Scale (CCS) and the Normative Commitment Scale (NCS) with 24 questions on 7-point Likert scales. The Kovach ten job- related factors developed by kovach , Kenneth (1999) were used to determine what motivates the employees in software industry. The respondents were asked to indicate the degree of importance of the factors and relative ranking according to motivational importance. The statistical technique used to analyse the data were descriptive statistics, The Pearsons correlation, ANOVA, Regression and Friedman test. Data was analysed with the help of SPSS. The major findings of the study were: 1. The level of organizational commitment was moderate, with relatively higher variability in affective commitment. Mean value was highest for Continuance commitment indicating employees are staying back with the organization because of the cost of leaving the organisation or its too much trouble to go somewhere else. 2. IT employees were showing only a moderate level of job satisfaction. Amongst the items comprising the scale for job satisfaction, the items with highest satisfaction levels were related to the social aspects of the job, working conditions (excluding working hours), interest (from intrinsic aspects of the job), job security, communication, and ease of the job (as an intrinsic aspect of the job). On the other hand, employees had lowest satisfaction levels for working hours, supervision, appreciation from management, and salary. It shows that IT employees are dissatisfied with the working hours, supervision, appreciation from management and the salary they are getting. 3. To increase the Job satisfaction and commitment it is very important to identify the motivational factors. . The most important motivational factors for IT employees were good wages, promotion/growth, job security, interesting work, and appreciation of work. 4. There was significant positive correlation of job satisfaction with affective commitment and normative commitment, and negative correlation with continuance commitment. This indicates that higher the level of job satisfaction greater the level of affective commitment and normative commitment. If employees are staying back with the organization because of the cost of leaving the organisation or its too much trouble to go somewhere else then there will be less satisfaction. 5. Amongst the items comprising the scale for job satisfaction, the items with highest correlation with affective commitment were related to the salary, benefits, fair treatment, opportunity for advancement, and supervision. The items with moderate correlation were appreciation (from management),interest (from intrinsic aspects of job),job security and intrinsic aspects of job(excluding ease).The job satisfaction items with lowest correlation were working conditions(excluding hours),social aspects of job, and communication. So it clearly indicates the importance of salary, benefit, fair treatment, opportunity for advancement and a good supervision in increasing the positive emotional attachment to the organisation. 6. Regression analysis revealed that job satisfaction had a significant impact on Organizational commitment. Job satisfaction was found to have a significant positive impact on affective commitment, explaining 67.0% of the variation in affective commitment. Thus, when job satisfaction increases, affective commitment would tend to increase with it. Job satisfaction was not found to have a significant impact on continuance commitment, explaining only 1.2% of the variation in continuance commitment. Thus, when job satisfaction increases, continuance commitment would be expected to slightly decrease with it. Job satisfaction was found to have a significant positive impact on normative commitment, explaining 35.1% of the variation in normative commitment. Thus, when job satisfaction increases, normative commitment would tend to increase with it, but less so than affective commitment. It is the interest of all organization to secure commitment and reduce employee turnover. So this topic has attracted the interest of many researchers. This study confirms the relationship between job satisfaction and organizational commitment. So managers need to make effort to develop human resource policies that are in alignment to the needs and motivation of the employees. The findings of this study have pointed out some salient issues in the IT field. It is imperative for IT company management to meet the demands of their personnel to strengthen their motivation, satisfaction, and commitment to minimize turnover. -
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Organization justice impact on employee work engagement
Research methodology: For the study 200 employees of selected Educational Institutions in North NCR was taken as respondents. Data was collected using standard questionnaire containing standard scaled of distributive, procedural, interactional, trust and employee engagement. The relationships between justice perceptions and work engagement were analyzed using correlations and regression analysis. Findings: The analysis of the study indicates that there is a strong and positive relationship among organization justice and employee engagement. The study also indicates that procedural, interactional and distributive justice are inter related with each other. Further, distributive and interactional justice take precedence over procedural justice in determining job engagement, while distributive justice plays the most important role in determining organization engagement (OE), followed by procedural and interactional justice. Limitations: This paper adds to the very small number of studies that have investigated the role of interactional justice in enhancing job and OEs. It has also established inter-relationships between the three dimensions of organizational justice and their individual roles in determining job and OEs. 2020 SERSC. -
Organization is an Incubator to Develop Intrapreneurship
Global Journal of Arts and Management, Vol. 2, No.3, pp 216-218, ISSN No. 2249-2658 -
Organisational justice, job performance and work engagement: The mediating role of perceived supervisory support
The study establishes a relationship between organisational justice, work engagement, job performance, perceived supervisory support and their sub-dimensions. The major research objectives of the study were to check if perceived supervisory support does mediate between organisational justice, work engagement and job performance of faculty in higher educational institutions. A research model was framed and tested to determine the direct and indirect effect of justice of faculty members on work engagement and job performance in the presence of supervisory support in higher education sector. The present study is based on 912 faculty members of higher educational institutions. Five valid, reliable and standard questionnaires were adopted to collect primary data from the higher educational institutions' faculty members in south India. From the study, it is proved that perceived supervisory support partially mediates organisational justice, work engagement and job performance. 2023 British Educational Research Association. -
Organic produce and millennials: Motives, attitudes and purchase intention
In this paper, we focus and discuss the factors, which motivates and influence consumer behavior towards organic produce. We extract findings from the Bengaluru city and target population of the study is the millennials i.epeople who belongs to the age group of 23-38. The shift in the attitude and preference of the modern consumers is greatly influenced by the proliferation of various health problems. This study provides a framework for organic industry to understand consumers demand and preferences and provides a perspective of Indian organic produce industry from consumers perspective which might serve as a basis for the future development of organic produce market. 2019 SERSC. -
Organic growth of folk epics : Ownership and contestation of tamil folk epic AnnanmarKathai ( Elder brothers' story) /
International Journal Of Humanities and Social Science Invention, Vol.4, Issue 8, pp.299-308, ISSN No: 2319-7722 (Online) 2319-7714 (Print)