Browsing by Author "Mr. Shahbaz Ahmad"

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Effectiveness of Labor Unions in the Public Sector: A Case Study of WAPDA Employees
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2024) Khushbakht; CIIT/ SP23-RBA-007/LHR; Mr. Shahbaz Ahmad; LHR TP 9600
The case study is based on labor union effectiveness at the Water and Power Development Authority (WAPDA) in Pakistan. The All Pakistan WAPDA Hydro Electric Workers Union has been the collective bargaining agent since 1958, advocating for the rights of its employees. The study aims to understand the role of union effectiveness in advocating rights of employees, accurately representing the diverse interests of all workers, imitative in addressing economic issues like wage stagnation and promotional halts. The role WAPDA labor union has played in crisis management in current political climate in Pakistan, the strength of leadership and implementation of plans and futuristic goals through interviews with administrative members and stakeholders and labor union members themselves.
Effectiveness of Labor Unions in the Public Sector: A Case Study of WAPDA Employees
(Library Information Services, CUI Lahore, 2024) Khushbakht; SP23-RBA-007; Mr. Shahbaz Ahmad
The case study is based on labor union effectiveness at the Water and Power Development Authority (WAPDA) in Pakistan. The All Pakistan WAPDA Hydro Electric Workers Union has been the collective bargaining agent since 1958, advocating for the rights of its employees. The study aims to understand the role of union effectiveness in advocating rights of employees, accurately representing the diverse interests of all workers, imitative in addressing economic issues like wage stagnation and promotional halts. The role WAPDA labor union has played in crisis management in current political climate in Pakistan, the strength of leadership and implementation of plans and futuristic goals through interviews with administrative members and stakeholders and labor union members themselves
iii Measuring the Impact of Employee Engagement Behavior on Turnover Intention
(Library Information Services, CUI Lahore, 2024) Harram Tahir; SP23-RBA-006; Mr. Shahbaz Ahmad
The present study aims at investigating relation between employee engagement and turnover intention in Aspire Group of Colleges, a fast growing college in Pakistan. Nevertheless, the institution has continued to expand, high employee turnover, as well as low employees’ engagement especially among the Academic and Administrative staff remain critical issues. The study examines the effect of workplace, content, courteous, and flexibility on employee engagement and turnover intention. A quantitative correlational research design was adapted to obtain data from 100 participants using a questionnaire. Employing the descriptive and correlation analyses and linear regression analysis, the Association of Work Engagement and Turnover Intention was investigated. Results show negative correlation between engagement and turnover intention, which means that high employee engagement is likely to reduce turnover intention as they will be more satisfied with the work they are doing. In this study, work engagement is identified as a settings factor with prominence for enhancing employee retention; practical recommendations are provided for the reduction of turnover, and for the enhancement of satisfaction and performance amongst employees and organizations. The implications of the study are that, if Aspire Group enhances employee involvement, the organization’s turnover and performance will rise.
Impact of Work life Balance on Employee Job Satisfaction
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2024) Javeria Shahzad; CIIT/FA22-RBA-024/LHR; Mr. Shahbaz Ahmad; LHR TP 9595
These are the work life balance, organizational commitment, stress and organizational culture that this research seeks to establish their impact on job satisfaction in the organizations. The purpose of this study was mainly to examine how these factors might work and add to general job satisfaction, with specific focus on the real-world use for enhancing worker welfare and organizational achievement. The research used a quantitative method of data collection which involved use of questionnaires for gathering data from organizations’ employees regardless of their position or department. Fifty-one participants were in the sample; the study data was also analyzed by the use of descriptive statistics, reliability coefficients and correlation analysis to test hypotheses related to the research variables. It also reflected that work life balance has a moderate positive correlation with job satisfaction where employee response was high when they had balance between personal and professional life. Moreover, it was ascertained that job stress is significantly negatively related to the level of job satisfaction, which means that more stressed employees are more likely to be dissatisfied with their jobs. On the other hand, the analysis of the results showed that employee engagement is a significant predictor of job satisfaction since the engaged workers can make more decisions, and enjoy personal development at the workplace. Furthermore, the research has also echoed organizational culture and leadership on the level of job satisfaction. Receiving a work environment was found to ensure organizational respect, recognition and acceptance would lead to role satisfaction by employees. Similarities that were pointed out in the research included leadership and organization work culture as being determinants of higher levels of employees’ job satisfaction hence leading to reduced employee turnover. According to the authors’ analysis of the results, it is suggested that organizational leadership stresses work life balance, engagement plans and stress management. Offering employment flexibility, developing professional growth opportunities, and creating a professional supportive environment are ways to drive and improve satisfaction and organizational performance. Another good idea for business is to spend money on leadership development so that the managers will be able to guide their employees properly and promote the policy of nondiscrimination
Impact of Work Life Balance on Employee Job Satisfaction
(Library Information Services, CUI Lahore, 2024) Javeria Shahzad; FA22-RBA-024; Mr. Shahbaz Ahmad
These are the work life balance, organizational commitment, stress and organizational culture that this research seeks to establish their impact on job satisfaction in the organizations. The purpose of this study was mainly to examine how these factors might work and add to general job satisfaction, with specific focus on the real-world use for enhancing worker welfare and organizational achievement. The research used a quantitative method of data collection which involved use of questionnaires for gathering data from organizations’ employees regardless of their position or department. Fifty-one participants were in the sample; the study data was also analyzed by the use of descriptive statistics, reliability coefficients and correlation analysis to test hypotheses related to the research variables. It also reflected that work life balance has a moderate positive correlation with job satisfaction where employee response was high when they had balance between personal and professional life. Moreover, it was ascertained that job stress is significantly negatively related to the level of job satisfaction, which means that more stressed employees are more likely to be dissatisfied with their jobs. On the other hand, the analysis of the results showed that employee engagement is a significant predictor of job satisfaction since the engaged workers can make more decisions, and enjoy personal development at the workplace. Furthermore, the research has also echoed organizational culture and leadership on the level of job satisfaction. Receiving a work environment was found to ensure organizational respect, recognition and acceptance would lead to role satisfaction by employees. Similarities that were pointed out in the research included leadership and organization work culture as being determinants of higher levels of employees’ job satisfaction hence leading to reduced employee turnover. According to the authors’ analysis of the results, it is suggested that organizational leadership stresses work life balance, engagement plans and stress management. Offering employment flexibility, developing professional growth opportunities, and creating a professional supportive environment are ways to drive and improve
Intersip Report on HONDA
(Library Information Services, CUI Lahore, 2020) Muhammad Usama Nazir; FA20-BBA-182; Mr. Shahbaz Ahmad
This executive summary provides a comprehensive overview of Atlas Honda Limited, encapsulating and summarizing multiple critical aspects of this self-sustaining organization. The report starts with a historical analysis and review, highlighting substantial milestones and growth opportunities that have shaped the Atlas Honda’s remunerable business model. Furthermore, it describes the Atlas Honda’s visionary business development aspirations towards Pakistan’s 2 wheeler market, offering encouraging and valuable insights into its long-term strategies in achieving goals in efficient manner. The report includes the organizational structure of Atlas Honda in order to understand the internal flow of power and working in the organization. A comprehensive overview of various aspects of organization is being presented in this report to shed light on the internal framework of Atlas Honda. Additionally, the report delves into company’s organizational culture and practices in order to highlight importance of rich culture at MNCs. Marketing strategies are crucial components in the development and sustainability of the business; these features the ways Atlas Honda engage with the customer providing an understanding of how Atlas Honda used STP (Segment, Target and Positioning) approach with limited products in the competitive market and sustained a major share of market for a long period of time. A detailed exploration of the Atlas Honda’s financial analysis is also included in the report enlisting the various aspects of its financial stability in long run and company’s relation with the investors using financial statement analysis, dividend plans for enhanced engagement with the investors and the tactics to minimize the effect of economic instability in Pakistan. This understanding of financial analysis will provide the reader with a comprehensive and futuristic performance and financial health of the company. Lastly, the weekly reports encapsulating the gained practical experience as of an intern at a Multinational Corporation (MNC) including duties assigned and tasks completed providing a complete and enhanced overview of skills learned during the internship tenure at Atlas Honda.
Measuring the Impact of Employee Engagement Behavior on Turnover Intention
(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2024) Harram Tahir; CIIT/SP23-RBA-006/LHR; Mr. Shahbaz Ahmad; LHR TP 9599
The present study aims at investigating relation between employee engagement and turnover intention in Aspire Group of Colleges, a fast growing college in Pakistan. Nevertheless, the institution has continued to expand, high employee turnover, as well as low employees’ engagement especially among the Academic and Administrative staff remain critical issues. The study examines the effect of workplace, content, courteous, and flexibility on employee engagement and turnover intention. A quantitative correlational research design was adapted to obtain data from 100 participants using a questionnaire. Employing the descriptive and correlation analyses and linear regression analysis, the Association of Work Engagement and Turnover Intention was investigated. Results show negative correlation between engagement and turnover intention, which means that high employee engagement is likely to reduce turnover intention as they will be more satisfied with the work they are doing. In this study, work engagement is identified as a settings factor with prominence for enhancing employee retention; practical recommendations are provided for the reduction of turnover, and for the enhancement of satisfaction and performance amongst employees and organizations. The implications of the study are that, if Aspire Group enhances employee involvement, the organization’s turnover and performance will rise.