Department of Management Science

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Author: search.filters.author.Kanwal BilalSubject: search.filters.subject.FA17

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    INVESTIGATING THE RELATIONSHIP AMONGST WORK & FAMILY CONFLICT, FAMILY& WORK CONFLICT AND WORK SATISFACTION OF EMPLOYEES.
    (Library Information Services, COMSATS University Islamabad, Lahore Campus., 2020-11-20) Ali Shahbaz; FA17-BBA-192; Kanwal Bilal; LHR TP 6707
    This survey study scrutinized the co-relation among employee’s work-family struggle, family-work struggle and employment satisfaction at corporate structure. Sample was selected through multi stage sampling technique. 1 questionnaire with 3sections was adapted to measure the link between family and work struggle, work and family struggle and satisfaction in job used by employees at originations. The answers were collected on a scale of 5 point starting from Agree Strongly (5) to Disagree Strongly (1). Questionnaire was pilot tested from several respondents to check the instrument’s reliability. The Cronbach's Alpha (α)- reliability was 0 .777. SPSS version 20 was castoff to inquire the data. The inclusive levels of employees WFC, FWC and job satisfaction were evaluated via descriptive statistics for instance mean, frequency, standard deviations. To evaluate the co-relation between employees WFC, FWC and job satisfaction Correlation analysis (Pearson Correlation Coefficient) was utilized. T-test was employed to find out differences. Significant positive moderate co-relation found amongst family and work conflict, work and family conflict scale (r = .598, p=.000). Significant negative low co-relation found among satisfaction in job and work & family conflict scale (r = -.266, p=.000). There was not at all significant co-relation found among work satisfaction and work & family conflict (r = -.061, p=.387). Results showed both single and married respondents had same attitude towards Family & Work Conflict, Job satisfaction and Work& Family Conflict,. Private and public sector employees had same attitude towards work & Family Conflict, work satisfaction and work & Family Conflict.
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    GENDER INEQUALITIES IN WORKPLACE
    (Library Information Services, COMSATS University Islamabad, Lahore Campus., 2020-11-20) MAIRA JAVED; FA17-BBA-176; Kanwal Bilal; LHR TP 6739
    Women have experienced a historic situation of inequality in the social as well as professional aspects. The gender imbalance in the association is a confusing mystery, which can be seen in the authority structure, cycle and practice. For women, the most unsafe sexual orientation imbalance is established in HR (HR) exercises. This is because the human resources exercise (i.e., entry, dynamics and authorization) will affect the recruitment, preparation, salary and promotion of women. We propose a gender separation model in HR, which emphasizes the concept of proportions of gender differences within the association. We suggest that in the dynamic process related to HR and in the sanctions of HR rehearsal, the separation of sexual orientation originates from the broader authority structure, gender differences in cycles and practices. Just like human resource strategy, it includes management, structure, methodology, culture, and hierarchical atmosphere. In addition, the level of gender discrimination of hierarchical leaders may affect their ability to resolve gender-related and human resource-related choices, and to act in a chauvinistic manner when approving human resource exercises. It is crucial to consider that in addition to the fact that affects human resource exercises, they also provide a mixed environmental gender discrimination for the degree of unfriendliness and kindness of authoritative leaders. Although we describe gender differences as a self-reinforcing framework that can promote isolation, people recognize important measures to reduce isolation. Despite years of reformist efforts, there are still many imbalances in the working environment across the country. Recently, the government, representatives and many organizations have tried to get rid of some problems, including the pay gap between sexual orientations. This year's information index reflects the commitments of 317 organizations participating in the survey and a work environment review of more than 40,000 individuals; it also led to more than 45 top-to-bottom meetings further into trouble. They also want to ensure that people are treated equally. This is one of the main themes in the high-level business world, so it is vital that your company must comply with every current law and its responsibilities to employees. Therefore, adjusted labour transfer among male and female experts can indeed promote faster and more efficient development, but it depends on the size of the company and the type of clear representation. In this way, we can successfully promote the development of the company through a unified strategy of various sexual orientations, such as adjusting the government assistance treatment between men and women, or publicizing our efforts to the public; but we also need to check the company’s size and considerations Types of workers. Our findings also provide some knowledge for the company's development and design. Highly qualified workers are the main force of small companies, while large companies answer reliably from representatives of all habitual levels.
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    Nokia’s Downfall and What to Learn From It
    (Library Information Services, COMSATS University Islamabad, Lahore Campus, 2020) Seerat Sattar; FA17-BBA-127; Kanwal Bilal; LHR TP 6631
    Stories of success or failure can be seen everywhere all around the world some establishments attain higher positions with a productive influence and some companies fails to achieve what they think they will and become looser. Same thing goes on Nokia Company which become one of the leading global company and was on its peak from 1990 to 2000 but later they face many crises and fails to be in the race of the top mobile phone in late 2000 to 2010 (Laamanen,2016). So Nokia that is a Finnish international corporate giant that deals with telecommunication, consumer electronics, and information technology. Fredrik Idestam Leo Mechelin Eduard Polon founded it on the 12th of May 1865 in Tampere, Grand Duchy of Finland, and Russian Empire. Nokia having its headquarters in Espoo, Finland. It’s a private limited company having registered on New York and Helsinki stock exchange. Mission of Nokia mobile was Connecting People which means that Nokia Company wants to connect people with one another through phone and internet which means it helps people to communicate with each other for work purpose or the people who are far away from their families they easily connect with their families. Whereas their vision was to transform big planet into small village.