Ducati Assignment Example | Topics and Well Written Essays - 500 words

Ducati - Assignment Example Alongside this, such a specialty advertise technique is executed by Federico Minioli so as to enhance its net deals in this way intensifying its productivity partly. Aside from this, so as to upgrade its incomes, Ducati chose to use its own translation like elite super game bicycles, low-weight sports bicycles, high solace long riding bicycles, beautiful bicycles and numerous others that demonstrated amazingly successful for the association in future. Besides, all together improve the exhibition of the bicycles Mr. Federico Minioli attempted to offer more fixation over specialized greatness and unwavering quality when contrasted with others. Thusly, the EBITDA upgraded from 33.4 million Euros to about 60.0 million Euros in the year 2000. Not just this, the piece of the overall industry of the association of Ducati additionally improved by 6.7 percent in 2000 that helped the association of Ducati to shield itself from a ruined condition. What's more, the notoriety of the association of Ducati likewise improved because of its capacity to offer very agreeable and adaptable bicycles at a very serious cost for all age-gatherings. This went about as an aid for the association accordingly improving its client range and consistency and reliance to a huge degree among others. In this manner, it may be unmistakably expressed that the previously mentioned system demonstrated incredibly advantageous for the association along these lines clearing its way for progress. In this age, each individual want to achieve snappy and esteem included items at a very serious cost. Remembering this reality, Mr. Federico Minioli planned the bicycles of the association of Ducati. All the bicycles of Ducati are incredibly elegant and popular in appearance just as agreeable, to cover significant distances. Not just this, Ducati likewise structured knee-down bicycles, bicycles to cover urban streets superior and low weight bicycles for the game darlings and numerous others so as to

Tpm In Japan Industry Management Essay

Tpm In Japan Industry Management Essay It tends to be contended in Japan it is emphatically accepted that the achievement of a nation relies upon the splendor of its creation capacity. Japanese pledge to constant specialized advancement in assembling industry, in which permitted them to turn into a main financial force. Numerous Japanese assembling organizations accept that there are two key component expected to make a sensible advantage: one is alluring items and solid assembling potential. Japan has put forth a deliberate attempt to fortify its assembling ability in the course of the most recent three decades, anyway to achieve this achievement numerous Japanese plants executed TPM. Assembling businesses which hold creation plants in Japan, focus on improving yield by executing TPM. (Yamashina,â 1995) 3.2 Why TPM It very well may be contended there are numerous reasons why TPM has extended so rapidly in Japanese industry and furthermore organizations outside overall are intrigued. The principle purpose behind extending of TPM is give noteworthy outcomes, first changes the work place clearly and raises the information underway and support group. Organizations rehearsing TPM reliably accomplish decrease in hardware break downs, minor stoppages, decrease quality imperfections, cutting mishaps and advancing representatives certainty. TPM builds laborers jobs in the dynamic procedure. TPM builds jobs in giving information and in settling on strategic choices. Engaging the workforce is the fundamental objective of TPM. TPM assists administrators with valuing their gear and extends the scope of upkeep and different undertakings they can deal with. It permits laborers to make new finding, acquire new information and appreciate new ability. It reinforces inspiration, brief enthusiasm for their work and worry for hardware and encourages the longing to protect gear in top great condition. (chokotei in Japanese) 2.3 TPM Implementation So as to actualize an effective TPM structure of the organizations should be contemplated. unsuitable association structure can manual for the disappointment of TPM usage. A run of the mill authoritative structure for TPM execution is as appeared in Figure beneath: Figure 14: TPM Structure As indicated by (McBride, 2004) TPM needs viable administration from more significant level, without effective initiative TPM endeavors to the business, laborer, gear execution and consistency will keep on to decay. Additionally TPM is a long range program which can take over barely any years to execute there for is increasingly sensible for firms to have an individual mindful of actualizing TPM. 3.1 TPM Implementation Nakajimas 12 Steps All out gainful upkeep TPM was created by Seiichi Nakajima, Vice Chairman of the Japan Institute of Plant Maintenance, and underneath are the 12 celebrated strides for actualizing TPM: Stage 1: TPM the executives revelation This progression requires top administration support for TPM presentation. Coming up short on the help of the board, uncertainty will execute the proposition. TPM points should be featured unmistakably in companys paper, pamphlet and magazine. Stage 2: TPM instruction This progression will permit and show all the workers TPM. Chiefs give information and introduction, in other hand this progression of executing TPM additionally incorporate assortment of information about TPM and to acknowledge how it functions. Stage 3: Create Organizations to Promote TPM This group will support and proceed TPM exercises once they began. One of the errands of this gathering to incorporate individual from each degree of the association from every office in the organizations, this structure will permit great correspondence between every division to accomplish same objectives. Stage 4: Establish Basic TPM Goals In this progression existing conditions should be broke down and define of objectives should have been sets. The set up TPM strategies and objectives ought to be extremely basic and evident to everybody worried in TPM usage. Stage 5: TPM Development Master Plan In this stage full end-all strategy for usage of TPM is good to go and recommendation given to the board. This undertaking should be possible by a specialist, with a plant visit to contemplate creation tasks, hardware issues and misfortunes, upkeep activities, and neatness in the plant, and converse with workers to decide their inspiration and demeanor. The advisor would then be able to think of proposition plan (Hartmann, 2000) Stage 6: TPM the opening shot In this stage noticeable examination will build up a base dada, against which TPM results and progress can be determined. Likewise groups expected to incorporate OEE clarification and estimations of significant gear. The investigation will evaluate the state of these types of gear, support exercises and work force expertise. At that point suitability study results are introduced to supervisory crew. Hartmann (2000) Stage 7: Improve Equipment Effectiveness In this means TPM manage establishment should cover between %25 percent by and large hardware, need of various groups to protect carry on of the establishment. All workers in the stage must get TPM preparing. Stage 8: Establish an Autonomous Maintenance Program Program should be attracted for how to oversee support successfully, Maintenance that is performed by the machine administrator instead of the upkeep staff Stage 9: Introduction investigation: Investigation should be carryout and by checking TPM essentials are done accurately. . Stage 10: Conduct Training This stage features the significance of preparing the specialist to accomplish exclusive requirement execution from the hardware. Stage 11: Certification: The stage is significant in light of the fact that authentication is to show to the customer that hardware and item quality have been improved and kept up from gear. Stage 12: TPM Award: The last stage is prize for TPM establishment is. By picking up grant it shows the improvement in the organizations likewise completing individual prize to help laborer spirit. 3.5 TPM and Training It very well may be contended group approach preparing will help improvement of specialist singular abilities. The point of preparing is to have multi-gifted and invigorated representatives with high confidence, who are quick to play out all the necessary capacities. By accurately define groups make a situation where representatives know the advantages of preparing and the right technique for working their gear, inquire about indicated that inspiration is lost in light of the fact that the laborers not keep going long enough at explicit working environment to look for essential hardware issues (Kennedy, 2006). Organization typically persuaded free little groups exercises with the point of coordinating with organization objectives and steady preparing which incorporates formal consistent schedule information about gear and upkeep issues (Kister et al., 2006). 3.6 TPM and Autonomous Maintenance (Jishu Hozen) Self-ruling upkeep is the technique wherein administrators perceive and share duty inside support zone to check the exhibition of the hardware. As per (Robinson and Ginder 1995) the possibility of Autonomous Maintenance is the formation of talented hardware laborers for securing gear support. In other hand (AM) can be a cornerstone of TPM exercises. (Komatsu 1999) as per the essayist in this Autonomous Maintenance condition, the most extreme prerequisites for administrators to be able to see nonstandard with connection to gear The objectives of Autonomous Maintenance are following (Suzuki 1994): Forestall gear decrease . Carry gear to its optimal state. Build up the essential conditions expected to keep hardware all around kept up. 3.7 TPM and Planned Maintenance It very well may be characterized as an arranged upkeep framework where rising creation without no disappointments, no deformities and improving the nature of support techniques by expanding machine accessibility. Executing this action intensely assist decline with contributing to support exercises. Likewise arranged Maintenance bolsters the idea of zero disappointments (Shirose 1996), additionally the point of TPM exercises is to help organization structures by wiping out misfortunes through the accomplishment of zero deformities. 3.8 Kobetsu Kaizen Kaizen is a Japanese word wherein implies (improvement), this strategies objective is to progress various little upgrades to reach and keep up zero misfortunes. The key component of kaizen is that it is a continuous improvement approach process through taking out misfortunes utilizing all procedures for kaizen and by moving the activity procedure to make the activity progressively gainful. The Kobetsu kaizen 10 stages improvement are appearing in the figure beneath: Figure 15: Kobetsu kaizen 10 stages Development 3.9 TPM and Quality Maintenance Quality upkeep can be portrayed a foundation of conditions that will forestall the frequency of imperfections and control of such conditions to diminish deformities to zero. As indicated by (Japan foundation of plant upkeep 1996) can be cultivated by building up condition for zero blames, investigating and checking conditions to dispense with dissimilarity, and do blocking activities ahead of time for gear disappointment. It very well may be contended the key idea of value support is concentrating on preventive activity before it happens as opposed to responding after it occurs. Quality upkeep, similar to (MP), organized to create inside the engaged Improvement, Autonomous Maintenance, PM, and (MP) all are TPM support. Quality support helps executing TPM by make certain gear are useful up to elevated expectation. (Schonberger 1986) (Pomorski, 2004). 3.10 TPM and Office Office TPM is another significant piece of entire bundle of TPM and it have to execute in right manner to improve profitability, productivity from organization side and furthermore killing of misfortunes. This incorporates examining procedures and techniques for expanded office productivity. Office TPM shows twelve significant misfortunes (Venkatesh, 2007): Handling misfortunes; Cost misfortunes incorporate records and showcasing deals Correspondence misfortunes Office gear breakdowns Correspondence breakdown Time drained on recuperation of data Gracefully greatness non-openness Client protests crisis buys pre

Consulting Assignment for Advanced Marketing Free Essays

Chapter by chapter guide CONSULTING ASSIGNMENT CONSULTING ASSIGNMENT 1 KEY ENVIRONMENTAL FACTORS TRENDS 1. 1 Macro-Environmental Analysis Political There are lawful prerequisites to set up retailing shops in Singapore. One can simply apply for a retail license online at the Accounting and Corporate Regulatory Authority of Singapore (ACRA) site. We will compose a custom paper test on Counseling Assignment for Advanced Marketing or on the other hand any comparable theme just for you Request Now This prompts it being anything but difficult to defeat the boundaries of passage, which may additionally cause an expansion in the measure of contenders for OSIM. Since OSIM is in the Health business, its auxiliary organization of GNC/RichLife would need to experience the need of applying an extra license from Health Sciences Authority (HSA). Another significant concern would be the item security issues and prerequisites in OSIM’s items. OSIM is enrolled with SPRING Singapore for Consumer Protection Scheme. This plan guarantees the essential wellbeing necessities in OSIM’s items, and is additionally checked real with the â€Å"Safety Mark† name. Practical According to the most recent World Health Statistics (2008), Singapore’s complete social insurance use just adds up to 3. % of its total national output, which is considerably lesser than other Asian nations like Malaysia, China and India. Be that as it may, Singapore spends a larger number of dollars per head than Malaysia, China and India, with a normal of SGD$1228 per individual. Despite the fact that Singapore is confronting an economy downturn since 2009, Sing stat has revealed an expansion of around 4. 5% in deals of clinical products in 2009 when contrasted with in 2008. This demonstrates Singaporeans are logically worried about medicinal services and are all the more ready to spend on social insurance even in the midst of monetary downturn. With this showcase of pattern in Singapore, more rivalry and new participants have infiltrated Singapore. This will influence OSIM as far as deals and numerous different variables, as new players will be battling for a similar piece of the pie. Expanding deals of social insurance items in Singapore shows that the way of life human services industry will keep on thriving or if not, improve in future. 3 More and more contenders are looking to lessen creation costs by finding their assembling plants in nations with low creation expenses and work. This will influence OSIM regarding pricecompetitiveness, as the entirety of their back rub seats are structured and worked in Japan. Social As Singapore is relied upon to keep forming into an undeniably well-to-do society, this will have generous effect on patterns in buyer conduct. Customers will logically turn out to be more brand and status cognizant, all the more recognizing and wellbeing cognizant. As the populace ages and material solace develops, customers are relied upon to give more consideration to their wellbeing, therefore an expanding interest for wellness and gyms, just as picking increasingly costly yet more advantageous food decisions. This is especially valid for â€Å"Baby-Boomers† in their fifties now with bigger spending power. More accentuation is put on relaxation exercises, for example, voyaging, water sports, hitting the fairway and social exercises. In any case, being compulsive workers, Singaporeans are continually pushing ahead, thus brief period is distributed to work out. In this way, there is a potential market for OSIM that is as per its way of thinking of carrying solid way of life to its purchasers without the need of going through hours in the exercise center. What's more, particularly after the ongoing pandemics, for example, Bird Flu, H1N1 and SARs, there is a more noteworthy need to lead a sound way of life. Talking about societal position, having the option to buy an OSIM uDream would mirror the superficial point of interest of the individuals who can bear the cost of it because of its weighty sticker price. Mechanical OSIM stands apart from its rivals as far as innovative advances just as the inventive plan for its items. It is additionally demonstrated and upheld by lofty Singapore Awards, for example, â€Å"The Brand with Exceptional Performance† and â€Å"RedDot Design Award† time and again. OSIM likewise makes it a point to continually think of new plans and items to additionally pull in existing clients just as new potential purchasers. The organization has concocted 6 new items obliging various needs over the most recent two years, for example, uKimono, uSqueez Warm in 2009, and furthermore uRobic, uSpace, uYoYo and uCrown, the world’s first enemy of stress head massager in 2008. Offering a broad scope of items to suit the various needs of clients, just as a wide range in item estimating, OSIM searches out a huge scope of target advertise. 4 Improvements in specialized usefulness, for example, extra medical advantages other than evacuating muscle hurts in the back rub seats, lower electrical utilizations would help give OSIM further upper hand. OSIM has likewise utilized the innovative headways accessible to pretty much every family unit, which is the entrance of the web. OSIM’s site permits potential purchasers to discover more data, audits by different clients, and even to make online buys, all at the solace of their own home just as at their own time. So as to draw in more purchasers, OSIM even have elite online offers that are not accessible in the physical shops. 1. 2 FIVE FORCES IMPACTING ON OSIM’S INDUSTRY Risk of New Entrants It is moderately simple to apply for working permit for new organizations in Singapore and it tends to be reflected in the day by day normal of 138 (ACRA Annual Report 2008/2009) of new substances that were enlisted. Be that as it may, the underlying capital prerequisite is high for the social insurance industry as a result of the RD cost and framework of the assembling plant. What's more, the expansion in impersonations likewise intensifies the seriousness of the business presenting extraordinary value differentials, in this way prompting a high risk of new participant. In spite of being less cost serious, OSIM’s items have progressively predominant quality. In this manner, danger of new contestants is esteemed to be moderate. Danger of Substitute OSIM is profoundly undermined by the numerous assortments of substitutes accessible in the market. Since OSIM’s statement of purpose is to â€Å"offer their clients all out well-being†, clients can likewise effectively discover these necessities in numerous different substitutes. For example, there has been an ongoing flood of wellness clubs, which fills in as a one-stop place for some purchasers. Clients searching for an absolute exercise can get all the types of gear they need in these wellness clubs, without getting them. These wellness clubs likewise take into account consumers’ requirements for way of life, for instance, by giving plasma TVs fitted all around the clubs. Different substitutes incorporates, the very generally welcomed spas and back rub parlors, minimal effort manual and electrical kneading gear, taking part in dynamic games like Yoga or kickboxing, receiving more advantageous dietary patterns and utilization of wellbeing supplement pills. 5 It can be seen that the vast majority of the substitutes give customers lower money saving advantage s and some may even give a similar wellbeing points of interest as OSIM items, consequently, the risk of substitutes for OSIM is moderately high. Intensity of Buyer Consumers are given a wide exhibit of serious brands and choices, for example, wellness clubs and conventional back rubs. As Singaporeans are getting increasingly wealthy, a normal family unit salary adds up to SGD$7440 which shows a high spending influence. Henceforth, intensity of purchaser is moderate. Intensity of Supplier Power for OSIM is moderate. They don't claim their own assembling plant or processing plant. A large portion of their assembling is re-appropriated to outside organizations in China and Japan. As of late, they have likewise entered a Joint Venture Agreement with Daito Electric Machine Industry Company. Daito will help OSIM in the trim and assembling of human services machines. Notwithstanding, given that OSIM has various supplies of producers, they can depend on different makers in the event that one neglects to submit for whatever reasons, in this way the intensity of provider is low. Force of Rivalry in Industry The fundamental opponents in the human services industry incorporate OTO and Ogawa. Being the market chief, OSIM is famous for its quality and consistent advancements. This unmistakably separates OSIM from its rivals. Then again, its value situating may put off certain customers and urge purchasers to support its rivals. Besides, as method of passage to the retail advertise in Singapore is generally simple, cost of leaving would be higher as ACRA has the option to dismiss any use of end of a retail license on the off chance that they feel that the candidate can in any case â€Å"survive† the business, which essentially implies that the obstructions to leaving the market is high. 6 1. 3 Key issues that are probably going to affect on the advertising procedure for OSIM Key Environmental Possible Market Impact/Industry Issues Economical Rising use on wellbeing OSIM care in Singapore can offer increasingly appealing Possible Marketing Mix Implications romotions, for example, a bundle arrangement to draw in more purchasers Social Consumers are progressively mindful of OSIM can instruct buyers on the need to live a more beneficial items and the medical advantages way of life Technological Ever-propelling innovation OSIM needs to continually refresh themselves with the most recent innovation to persi stently develop to retail existing clients Threat Substitutes of Many various types of It is hard for OSIM to counter such but to offer more substitutes, some of which substitutes may cost much not exactly the alluring advancements, better items roducts of OSIM or in any event, endeavoring to connect with the customers all the more promptly with all around found shops Intensity of Rivalry Mode of section into a retail The odds of more contenders inside Industry business is generally simple, entering the market and â€Å"lingering†, and keeping in mind that obstructions of exi

Michigan Ross Juniors Tackle Unsolved World Problems

Michigan Ross Juniors Tackle Unsolved World Problems by: Nathan Allen on December 04, 2015 | 0 Comments Comments 851 Views December 4, 2015A team presents at the Michigan Ross Entrepreneurship Challenge. Photo by Mark Bialek, Ross School of BusinessNot every entrepreneur is a young white male techie in Silicon Valley. That’s one lesson Stewart Thornhill hopes the students at Michigan’s Ross School of Business understand. Not to mention, there are startup opportunities outside of swiping right to choose your next date and finding the â€Å"cheapest beer and nacho discounts.†Ã¢â‚¬Å"Those tend to be low impact problem sets,† says Thornhill, who directs the  Zell Lurie Institute for Entrepreneurial Studies  at Michigan Ross in an interview with PoetsQuants. â€Å"Our goal is to get them thinking beyond the undergrad bubble and to some high impact problems.So for the first time ever, Michigan Ross required all juniors to halt classes for three days to solve real-life entrepreneurial problems the kinds that matter. The Entrepreneurship Challenge is part of the school’s  BBA MERGE curriculum, which was first implemented last fall and is described by the school as a boundary-breaking approach to learning.FLIPPING THE ENTREPRENEURIAL SWITCHFor the challenge,  the entire class of juniors—about 500 total—were placed into 91 teams and charged with solving one of 17 United Nations identified global issues.  After spending the entirety of Monday (Nov. 16) and Tuesday (Nov. 17) of that  week researching an assigned problem and planning a business, the teams presented on Wednesday morning (Nov. 18). Of the 91 teams, six were chosen to present on Wednesday afternoon in front of a panel of their peers, professors and â€Å"distinguished business experts,† according to a release from the school.â€Å"We wanted them to tackle some unsolved problems and start thinking in an entrepreneurial mindset and having entrepreneurial behavior,† Stewart explains. â€Å"And that’s not just starting a company. Entrepreneurs exist in many companies and sources, including the U.N.†Some of the finalists ranged from creating app-based solutions for managing food waste to cricket farming for insect protein and human consumption to a â€Å"bus meets Uber alternative to public transportation.† The winning team came up with a plan to alleviate malnutrition and food scarcity in refugee camps by creating vertical gardens.SOLVING FOOD SCARCITY AND MALNUTRITION IN SYRIAN REFUGEE CAMPSFor winning team member Kai Norden, his teams business idea for the competition was a natural fit. The Stowe, Vermont-native came to the University of Michigan to major in environmental science. However, he â€Å"quickly realized how integral business is for sustainability,† and applied to the Ross School.â€Å"I knew I liked business and Ross had a core alignment with using business as a driver for social and environmental change,† Norden says of his decision to double major in environmental science and business.Norden and his team were tasked with trying to solve food scarcity issues. The team tapped into current national headlines and focused on food scarcity and malnutrition in Syrian refugee camps. Nordens team worked through logistical supply chain challenges and market strategy issues to find the best ways to make food more accessible to these refugees. Page 1 of 212 »

The World Trade Center Before the 9/11 Attacks

Developing A Small Business For Business Enterprise

Introduction In the century of the IT technology, our team decided to develop a small business to business enterprise, which helps both sides: the retailers and the customers, and plays a linking point between them. It’s not a surprise for anyone that as the times goes by, almost every aspect of our lives turns into digital and we are relying on the web services for different reasons: lack of time, far distances or impossibility of visiting shops. As regards latest researches, more and more people spend their time either on mobile devices or computers not only for communicating with their family/friends, but also for buying things that they need. From our bad experience, as online customers, we have decided to improve the customer’s†¦show more content†¦We will not be wrong, if we say that the OB is a whole science, because it incorporates four different disciplines: psychology, social psychology, sociology and anthropology. From the psychology point of the OB, in our enterprise we could observe problems like boredom, frustration and any other working conditions, which could lead to a decrease in the efficiency of work and people’s performance. From the social psychology aspect of the OB, in MGS.ldt we can focus on measuring and understanding of our employees’ attitudes and the impact that they have on one another. However, a good enterprise does not have separately working individuals, but well working and cohesive teams. Here comes the role of the sociology side of the OB. Thanks to it, we can notice if there are any conflicts, communicational misunderstandings or we could just examine the empl oyees’ relations. And last but not least, the anthropology discipline comes. In this opened world, where people from different nationalities are working together, the anthropology stands as a door, which could open or close the acceptance on the workplace. 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Employee Engagement and Organizational Commitment Journal of Managem

Question: Describe about the Employee Engagement and Organizational Commitment for journal of management? Answer: Introduction Introduction to the Study The aim of this study is to explore the relationship between levels of employee engagement and organizational commitment. It should be noted that the level of organizational commitment directly reflects on the organizational benefits and performance. The study intends to address the factors that affect organizational commitment of employees. Background and Significance of the Study The reason for choosing this topic as research is to study the factors that affect the work-related outcomes. The study can be used to improve the activities of an organization to improve employee attitudes, values and behaviours. Research Questions The main research question for this paper is identified as- How management behaviour affects employee engagement and organizational commitment levels? There are other subsidiary questions that are answered in the report- What are the antecedents of organizational commitment? To what extent the management behaviours affect employee engagement and organizational commitment? Research Hypothesis Hypothesis 1- There is a positive relationship between employee engagement ad organizational commitments. Hypothesis 2- There is a positive relationship between job satisfaction and organizational commitment. Hypothesis 3- There is a positive relation between employee engagement and organizational success. Research Aims and Objectives To identify the factors affecting employee behaviours To investigate relationship between job performance, employee engagement and organizational commitment. To study the importance of motivational factors in the organization. Problem Statement The low-performance standards of some organizations are related to low satisfaction levels of employees. The morale of employee declines if their attitude and behaviour are not moving in a positive direction. Definition of Terms Employee Engagement Employee engagement is the relationship between an organization and its employees. It is the emotional commitment of an employee towards the organizational goals (Kruse, 2012). Organizational Commitment Organizational commitment is the psychological attachment of an employee towards the organization. It is a feeling of responsibility towards attaining the mission of the organization (Leviatan, 2013). Job Satisfaction Employee satisfaction or job satisfaction is defined as the satisfaction level of employees towards the different facets of his job (Hlsheger, Alberts, Feinholdt Lang, 2013). Literature Review Organizational commitment, employee behaviour and job satisfaction are related terms. These concepts are backed up by different theories explained as under. Organizational Citizenship Behaviour Organizational Citizenship Behaviour (OCB) is the behaviour of employees exhibited in an organization. The behaviour normally involves volunteering, helping others, meeting deadlines and innovating. These behaviours are represented by five dimensions of OCB- altruism, sportsmanship, conscientiousness, courtesy and civic virtue (Salehzadeh, Shahin, Kazemi Shaemi Barzoki, 2015). In simple words, altruism means being helpful. It refers to an employee assisting other employees of the organization in their tasks. Conscientiousness refers to obeying rules, regulations, being punctual and implying a highly responsible nature. Sportsmanship refers to the willingness of tolerating difficulties in the workplace with ease and without complains. Courtesy refers to the gestures that are demonstrated by reducing problems and lessen its effects in the future. The main idea of courtesy revolves around avoiding actions that make employees work harder unnecessarily. Civic virtue refers to the constru ctive involvement in the political process of the organization (Chiang Hsieh, 2012). ABC Model of Attitude Attitude is the feelings, emotions or beliefs of an individual. It is the psychological tendency of an employee that relates to job satisfaction, organizational commitment or engagement. Attitude affects individual behaviour. There are three components of attitude: Affective, Behavioural and Cognitive component. The affective component involves the feelings or emotions of employees towards the organization. It is related to the immediate response of an employee towards a particular situation or event. The behavioural or conative component is the attitude that is influenced by or emotions or feelings. It is the reflection of the feelings or beliefs towards a situation. The cognitive component refers to the knowledge or beliefs of the employee towards the situation or event. The actions are mostly guided by cognitive component (Nelson Quick, 2013). Engagement Drivers Every organization has various features or drivers that lead to organizational success. These drivers connect all employees and help in engagement for a healthy corporate culture. A few of them are explained (Tims, Bakker, Derks van Rhenen, 2013). Trust, fairness and respect among managers, employees and partners drive the organization. Internal and external communication patterns exhibits better business results (Lipman, 2012). The organizational structure facilitating project management and team work reflects on the organizational success. The employee needs to focus on customer satisfaction. The behaviour of leaders and management affects the morale of employees. The reward and recognition system for managing performance in the organization also affects the organizational success. The quality and balance of work-life for managers and employees also affect the work performance outcomes (Bedarkar Pandita, 2014). Motivation Motivation is a source of energizing, maintaining and controlling behaviour of employees in an organization. Motivation plays an important role as it helps in capturing the employees drive for performing better (Kuvaas, Buch, Gagne Dysvik, 2015). Motivation helps the employees in looking at a better way to complete the task, be quality oriented and work with higher efficiency. Motivation can be in form of monetary benefits such as increase in basic pay, incentives, stock options and bonuses. Motivation can also be in the form of non-cash benefits such as appraisal, recognition and awards. The motivating factors directly relate to needs, emotions and cognition (Robbins Judge, 2011). Research Methodology and Analysis Method Outline The method followed to conduct research involves studying and analysing data from secondary sources. The speculative hypotheses made is analysed in the research. The research gives an idea for describing general market characteristics. Research Approach A descriptive approach is used for conducting the research. The descriptive research approach helped in providing accurate description for testing hypotheses. It also acts as a basis for decision making. However, the descriptive approach could not establish casual links (Kaliannan Adjovu, 2015). Research Design For secondary data, three published journals are selected. The three journals individually justify the three hypotheses of research. A cross-sectional design is followed for conducting research in which the information collected was from a large representative sample. It allows comparing different variables at the same time (Kaliannan Adjovu, 2015). Data Collection Process The data is collected from primary and secondary sources. Primary data was collected through in-depth interviews that helped in gaining insights, feelings and beliefs of participants. The secondary data was collected from published journals. The academic journal widens the scope of research with qualitative as well as quantitative data (Kaliannan Adjovu, 2015). Sampling Method and Size For primary data, the sample size is chosen to be 25 respondents. In-depth interview was conducted for acquiring qualitative data. For testing the first hypotheses, the population is selected as frontline employees at Jordan for the banking sector. Questionnaires were administered for a sample size of 336 participants, out of which 322 participants responded (Albdour Altarawneh, 2014). For testing the second hypotheses, survey questionnaires were developed. A sample size of 950 people at university hospitals in Isfahan city was selected, out of 814 people responded (Mosadeghrad Ferdosi, 2013). For the third hypotheses, a case study of the Mobile Telecommunication Network, Ghana was selected. 137 people responded for carrying out a quantitative analysis (Kaliannan Adjovu, 2015). Ethical Consideration The respondents for primary data collection through in-depth interviews were not forced into participation. Confidentiality of names and contact details are maintained throughout the research process and analysis. Limitations of the study The main limitation was less availability of time. The time constraint limited the primary data research process and major focus is laid on secondary data. The secondary data has a risk of biases and incompleteness. Certain trouble was also faced for encoding the written documents as it lacks standardization. Results and Analysis The profile of respondents from primary data is shown in Table 1. Count Percentage Organization A 10 40% B 8 32% C 7 28% Age 30 or younger 18 72% 31-50 5 20% 51 or older 2 8% Job Position Employee 22 88% Manager 3 12% Table 1: Profile of Respondents for Primary Research As per the data collected through in-depth interview, qualitative data was obtained. I looked for four direct answers aimed to engagement such as: I am proud to work at company X; I am extremely satisfied to work at Company X; I would recommend Company X to a friend or family gladly; and I am looking for a new job with another company. It was not possible to get the results as desired but through deductive analysis than 60% of the employees was highly satisfied to work at the respective companies. 20% of the employees had neutral answers and the satisfaction level could not be determined. 12% of the employees would gladly recommend the companies to friends or family. 8% employees were looking to join another organization. For analysing the positive relationship between employee engagement and organizational commitment, the following profile of respondents at Jordans banking sector was analysed. Bank Type Working in Conventional Banks 74.5% Jordanian Islamic banks 18.7% Foreign Banks 6.8% Gender Males 68% Females 32% Relationship Status Single 38.8% Married 61.2% Age 25 years or younger 19% 25-30 years 36.1% 31-4. years 30.3% 41-50 years 13.3% 51 or above 1.4% Table 2: Profile of Respondents at Jordan A multiple regression analysis was performance to determine the relationship between employee engagement and organizational commitment. According to the beta values, the results reveal that organizational commitment ( = 0.305) is followed by job engagement ( = 0.290). The results of this study show that employee engagement is highly related to components of attitude- affective, behavioural and cognitive. The normative commitment in employees was stronger than continuance and affective commitment. The results suggest that the employees with higher engagement level tend to have greater affective commitment. The employees holding positive attitude towards the organization showed higher level of organizational commitment (Albdour Altarawneh, 2014). For analysing the relationship between job satisfaction and organizational commitment, stratified random sampling was done by administering questionnaires to 814 people. The respondent profile is shown in Table 3. Count Percentage Employee Level First line managers 127 15.6% middle managers 11 1.35% Senior Managers 11 1.35% Employees 665 81.7% Gender Male 394 48.4% Female 420 51.6% Table 3: Profile of Respondents at Isfahan According to the mean scores of organizational commitment of employees relating to job satisfaction had a moderate score of 6. The organizational commitment score was determined as 3.97 for first line managers, 4.7 for middle and 4.12 for senior managers. The overall employees were satisfied with their jobs as the motivational factors and other characteristics such as salaries, fringe benefits, promotion, working conditions, supervision and nature of job was strong. The mean score of job factors was accounted as 4.39 and organizational factors of 3.05 out of 6 respectively. The study revealed a positive relation between organizational commitment and job satisfaction. The study revealed that satisfied employees had higher level of organizational commitment (Mosadeghrad Ferdosi, 2013). For analysing the relationship between employee engagement and organizational success, telecommunication giant at Ghana was analysed. The study measures indicators of effective employment engagement strategies towards organizational success. The survey was conducted for obtaining agreeableness of employees regarding various indicators of employee engagement. The Pearson correlation coefficient in the survey revealed a mean of 1.710 for having a positive relation towards their job (Kaliannan Adjovu, 2015). The result for agreeableness is shown in Table 4. Effective employee engagement strategies % Agreed HRM Practices 91.4% Organizational Culture 84.4% Job Satisfaction 87.9 Work Environment 86.9% Employee-Supervisor Relationship 86.3% Total Employee Engagement 88% Table 4: Findings at Ghana From the above research and analyses, the hypotheses assumed for the research is justified. There is a positive relation between employee engagement, organizational commitment, performance outcomes and organizational success. Discussion The above study reveals that there is a positive relationship between employee engagement and organizational commitment, employee engagement and organizational success and job satisfaction and organizational commitment. The overall findings have highlighted the importance of motivational factors such as promotion, nature of work, working conditions and various other factors. It can be inferred that the employees who are not satisfied with their job status or salary, have an intention of turnover. Employee satisfaction is highly influenced by job status (Andrew Sofian, 2012). It is also inferred that if the employees are loyal to their managers, they would have a psychological attachment and would be willing to stay in the organization. On the contrary, the employees who have less commitment towards the organization are more likely to look for jobs in another organization. The employees must be given growth opportunities so that there is harmony and efficiency in the organization (Truss, Shantz, Soane, Alfes Delbridge, 2013). The findings suggest the need for an employee-oriented environment in the organization. The employees prefer a working environment that has a healthy work environment with high motivational factors. Conclusions and Recommendations Conclusion This study examined the relationship between job satisfaction, employee engagement and organizational commitment. The effect of the above factors is directly linked with work performance outcomes. A satisfied employee is likely to highly engage and volunteer in the organizational activities. The motivational factors keep the morale of the employees high that keeps them involved as well as committed towards the mission of organization. Several recommendations have been proposed related to human resource and management practices (Menguc, Auh, Fisher Haddad, 2013). Recommendations The organizations can consider revising their performance management system by introducing performance or sales based incentives (Mone London, 2011). This would help them in increasing their purchasing power, reducing burdens and fulfilling their needs. Employees need to be given promotion or growth opportunities so that they can enhance their skills. The organizations must provide encouragement and support to the employees so that their morale is high (Armstrong Armstrong, 2011). Future scope of the study This paper aims to provide a basis for expertise in employee behaviour and the factors that matter to them. The paper lays emphasis on both individual behaviour as well as superior-subordinate relationship. In the current world, autocracy is not recommended. It is the responsibility of the managers to keep their employees satisfied. The paper serves as a study for managers regarding how to get their work done while a maintaining a positive atmosphere in the organization (Huang et al., 2015). References Albdour, A., Altarawneh, I. (2014). Employee Engagement and Organizational Commitment: Evidence from Jordan.INTERNATIONAL JOURNAL OF BUSINESS,19(2). 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