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    A comparative study of pashto and english linguistic taboos
    (UMT Lahore, 2009) Muhammad Kamal Khan
    The present thesis is a comparative study of an ethno-linguistic phenomenon known as 'taboo' in Pashto and English cultures. It is a custom which consists in avoiding mentioning certain words and expressions which is a common practice in more than one society of the world. The stuify has analyzed the nature ofthe approach ofPashto speakers towards some of the well known taboo-words and expressions and has also compared them with English speakers. It is based on data collected through questionnaires, interviews and personal observations. The findings of qualitative data collected through interviews and observations from Pashto speakers were used in support of the quantitative data. Quantitative data were analyzed through the application of statistical software-SPSS. The t-tests revealed that Pashto language is more prone to linguistic taboos than English. Less or no difference was found on the basis of area (rural/urban) in the approach of people of both cultures. Further exploration of the data reveals that almost similar to English, female speakers of Pashto observe their linguistic taboos more strictly than male speakers. The data also shows that the observance of taboos is higher in older age-group than the younger one in Pashto. Due to many reasons the younger generation is less terrified by the linguistic taboos. The present study also confirms the ideas of the previous researchers that these taboos are mostly violated in extreme anger as when one is highly emotional and out of control. On the basis of the pedagogical implications of the study, a dictionary of taboo words in Pashto is recommended.
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    Performance Measurement of Higher Education Institutes
    (UMT.Lahore, 2009) Sadaf Ashraf
    Education sector plays a vital role in the development of a nation. And is considered to be responsible for meeting the demands of skilled labour force. This study focused on the performance measurement of different higher education institution and tried to outline an academic scorecard for measuring institutional performance in Pakistan. In developing the academic score card, the idea was taken from balance score card but its use was very minimal in this study. Its major emphasize was on producing initial portfolio for key performance indicator that will serve as springboard for measuring performance in academic institutions. Data was collected from the twenty five universities of Lahore from both public and private sector. Results revealed that performance measurement system is considered to be an important tool for higher education institutes’ growth and the leaders of the various institutes do realize its importance in the education sector. But the performance indicators set by the two sectors are different. The academic score card obtained at the end ranked internal growth perspective to be the most important performance indicator for the higher education institutes in comparison to the financial perspective.
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    Developing an english language course eor the trainees of management and professional development department, government of the punjab, pakistan
    (UMT Lahore, 2009) Muhammad Bilal Anwar Khan
    Tluough this work I have tried to study all the related phenomena of the specific type of vocabulary used by the officers (Trainees of Management and Professional Development Department), to make suitable use of office work, giving interviews, taking interviews, making presentations, addressing the nation and people and writing speeches in an impressive , thought provoking and all-pervasive manner. Through this investigation I tried to design a skill development programme for the officers. I surveyed and talked to a number of officers and analyzed the ways they work and found their knowledge to be inadequate as well as they were dependent on others to do the work (hey could no! do due in laek of proper Iraining. I Inke parlicular care in iindcr.stnnding the difficulties of officers (Trainees) in understanding the English accent of the officers heloiij'.iiig lo dirrerenl and .sirala ofsocicly n.s well ns gnunmalical aspects of the English Language.
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    Civilization and Organization Theory
    (UMT.Lahore, 2010) Naveed Yazdani
    Culture, nation state and society are generally employed in contextualizing organization theory. The construct civilization which transcends national, cultural and societal boundaries is not used in indigenization of organization theory. This thesis employs civilization as a theoretical construct to study and analyze organization theory of Western civilization. The analysis is undertaken by using discourse approach. Two parallel discourses, historical and organizational, are constructed for the Western civilization. The historical discourse presents the major thoughts and ideas of the civilization. The organizational discourse shows the impact of historical discourse on organization theory of the civilization. The historico-organizational discourse of civilization is used to construct the reflexive relation between civilization and organization theory. Three elements research model is used for conducting this study. The epistemology of constructionism and theoretical perspective of interpretivism is used to formulate discourses of the Western civilization. The discourse analyses are followed by a discussion on the reflexive relation between civilization and organization theory, grounding of civilization in the contemporary organizational theories, rational of positioning civilization as an organizational epistemology, concluding remarks, major future research implications and basic limitations of the study. A four-tiered conceptual framework is represented to posit civilization as an episteme for organization theory.
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    ORGANIZATIONAL EXISTENTIALISM AS A PARADIGM FOR STUDYING ORGANIZATIONS
    (UMT,Lahore, 2011) RANA ZAMIN ABBAS
    The corresponding study has been undertaken in order to understand and explore the most significant, prime and important area of discussion in the perspective of prevailing corporate world as the corporate greed and sense of profit maximization has damaged and tarnished the integrity of human essence and man is being dealt as nothing more than a machine in an organization. In the wake of recent financial crisis, it has become necessary to explore ways and means reinforcing ethical consciousness as a deterrent to the intrinsic drivers such as interplay of greed damaging the interest of stakeholders and even threatening the very existence of the company as well jeopardizing the careers of executives and employees. Organizational Existentialism (OE) draws upon the philosophy of existentialism and is currently used by management researchers (O’Toole, 1993; James G. March, 1988; Mintzberg, 1987; Pauchant and Mitroff, 1992) to understand the complexity of facts and emerging dynamics of organizational life. This research study seeks to explain the relevance and usefulness of OE in reinforcing ethical awareness and moral foundations of decision-making in organizations in an attempt to develop internal mechanism for moderation and control of actions based on pure greed. The core objectives of this research study are the determination of the ethical behavior of entrepreneurs and managers in an organization. The applied methodology of research is based upon the epistemology of constructionism and theoretical perspective of interpretivism. The major conclusion derived in the viewpoint of the specific research is that the study of organizational ethics is fairly probable via utilization of existentialism as a comprehensive and concrete tool that paves the way towards comprehending the customary issues in an organization and provides relevant solution to these.
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    Sources & Level of Work Stress
    (UMT.Lahore, 2011) Khuram Shahzad
    This thesis aims to provide an insight of the sources and level of work stress present in the business organizations operating in Lahore, a metropolitan city of Pakistan. Differences among demographic groups in work stress experiences are also investigated. Individuals from management positions participated in this study. Data is collected from private sector organizations by using survey method. Six factors namely role ambiguity, role conflict, quantitative role overload, qualitative role overload, career development, and responsibility for others as identified by literature as potential sources of work stress are taken for this study. Gender, age, experience, and education are taken as demographic variables to identify the differences among individuals in level and sources of works stress. All the variables in instrument score high on reliability tests. Results reveal that 87% of the employees have experienced moderate to high level of work stress because of the mentioned stressors. In general, all the factors used in this study cause employees above average level of work stress. However, events related to responsibility for others and career development, are found as the most stressful factors. Whereas role ambiguity is found to cause the least amount of work stress. Significant differences in level of work stress against different sources of work stress are also found across gender, length of experience, and age.
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    The Impact of Human Capital on Organizational Innovative Capability in a Private Commercial Bank of Pakistan
    (UMT,Lahore, 2011) Malik Umer Ayub
    Organizational collective knowledge plays an important role in innovation and also provides a competitive advantage. Human Capital (HC) is the sum total of intelligence found in individual human beings and consists of individual’s learning and education, experience and expertise, and personal creativity and innovation. Many researchers believe that only knowledgeable and innovative organizations are going to survive in future in the knowledge based economy. The present study is focused on a Pakistani private commercial bank and is aimed to study the impact of its HC on its Innovative Capability (IC). In this survey based research, four hypotheses were empirically tested. The survey instrument comprised of a 25-item Human Capital Construct, and 27-item Innovative Capability Construct. Using a systematic random sampling design of probability sampling technique, 170 participants from a Pakistani private commercial bank completed this survey. Multivariate data analysis techniques like exploratory factor analysis, multiple regression, and simple regression were used to analyze the data. All four hypotheses for the present study were supported. Findings from the present study reveals that (a) Human Capital (HC) is influenced by bank officers skills/competence, bank officers transformational leadership role, bank officers knowledge, bank officers ability, and bank officers personal mastery; (b) Innovative Capability (IC) of the bank was found influenced by support for innovation available to bank officers, bank officers innovative behavior, and tolerance for difference available to bank officers; (c) bank officers leadership role, bank officers personal mastery, and bank officers ability were significant and positively related to bank’s Innovative Capability, whereas, bank officers knowledge was significant and negatively related to bank’s Innovative Capability for the present research; and finally (d) bank’s collective Human Capital was found to have positive relationship with bank’s Innovative Capability. The research limitations of the present study regarding generalization, along with recommendations for future academic research are included as well.
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    TOWARDS AN INDIGENOUS PERSPECTIVE ON HRM
    (UMT.Lahore, 2011-11) QAMAR ALI
    The purpose of this study was to identify external and internal forces shaping HRM practices in textile industry of Pakistan. The study aimed to describe the context specific HRM practices in textile industry.
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    Job Satisfaction and Organizational Commitment as Antecedents of Organizational Citizenship Behavior (OCB) in Banking sector in Gujranwala Punjab
    (UMT, Lahore, 2012) Kashif Iqbal
    Organizational Citizenship Behavior is important phenomenon in the present era where everyone thinks that he should be treated fairly and there should be an environment of mutual cooperation and help. Organizations are expecting more from their employees and personnel are expecting a lot from their organization. There are several studies witnessed the impact OCB on organizational effectiveness and efficacy. The focus of this research is to investigate some antecedents of OCB by determining the impact of job satisfaction and organizational commitment on organizational citizenship behavior in banking sector of Gujranwala a famous city of Punjab province in Pakistan. Constructs defined by Williams and Anderson (1991), Brayfield and Rothe (1951) and Balfour and Wechsler (1996) has been used in this study. Data is collected from public & private sector banks by using survey method. 400 self administered questionnaires were distributed among employees of different banks in Gujranwala, the 5 th largest city of Pakistan (TDCP), out of which 200 useable questionnaires were received at a response rate of 50%. All the variables in instrument score high on reliability tests. It is found that Job satisfaction and organizational commitment have strong and positive relationship with organizational citizenship behavior. Individuals who are satisfied and commitment to their jobs are more likely to involve in organizational citizenship behavior. It is recommended to repeat this study with more antecedents so that more clear picture of OCB could be seen. The study is limited to the antecedents of OCB only however, a separate study is recommended to include consequences of OCB. This research is limited to one division of Punjab and in banking sector. The results may be dissimilar in different business sectors in different places.
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    DIRECT AND MODERATED EFFECTS OF JUSTICE DIMENSIONALITY ON ORGANIZATIONAL OUTCOMES A STUDY OF TELECOM SECTOR, PAKISTANShahida Jahangir Niazi
    (UMT, Lahore, 2012) Shahida Jahangir Niazi
    No one can refuse or deny the importance of justice whether it is experienced in societies or in organizational systems. The term Justice has been of great interest and discussed in philosophy, theology and political science throughout the history but its ultimate goal is to keep harmony and peace by maximizing of welfare across all interrelated individuals. Researchers have argued that organizational justice always affect in stimulating or shaping employees’ behaviors or attitudes towards organizations and their immediate supervisors. This can either be positive or negative depending upon the experiences of the employees in absence or presence of justice perceptions. The primary focus of the current study is to investigate the direct relationship of justice dimensions with different employees’ behaviors and attitudes at workplaces in the Pakistani context. This study has included one employees’ behavior and two attitudes (OCBI, job satisfaction, & affective commitment respectively) as moderators based on their correlation with specific justice dimensions (distributive justice, procedural justice, and interactional justice) as found in two recent Meta analytic studies conducted in the area of organizational justice. Each moderator has strong correlation with one specific justice dimension than other two dimensions. The second purpose of the study is to find out how employees’ attitudes and behavior (job satisfaction, affective commitment and OCBI) moderate the relationship between organizational justice dimensions and workplace outcomes (performance and turnover intentions). Data was gathered from 350 employees of Telecom sector of Pakistan by administering self-reported questionnaires. Total eight hypotheses were proposed in the current study. Five hypotheses were regarding exploring main affects on the outcomes and three were regarding to explore the moderated ii effects of justice dimensions on outcomes. All hypotheses got empirical support from the data except first hypothesis which got partial support. The findings showed that job satisfaction, affective commitment and OCBI moderated the relationship between justice dimensions and workplace outcomes. This study explored the importance of fairness perceptions in understanding the development of employees’ behaviors and attitudes and how these behaviors and attitudes affect employees’ job performance and turnover intentions at workplace ultimately.
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    A study of relationship between Knowledge Management Enablers, Process and Organization Performance
    (UMT, Lahore, 2012) Ahmer Naveed
    The concept of knowledge management hasbeenthe buzzwordfromlast two decades in the academic literature. Manyleading practitioners and researchers have written about the enabling factors and processes of Knowledge management. There is need to understand in such a dynamic business environmentthe relationship between knowledge management enablers, processes and their effect on organizational performance. In this thesis relationship between knowledge management enablers, processes and organizational performance is investigated in the context of banking sector in Pakistan. Because due to difference in conditions such as demographics, the effects of relationship of different components of knowledge management may be altered and might not be as significant as it is encountered in some other parts of the world. Knowledge management enablers are the spirit of Knowledge management. Knowledge management enablers are the persuading factors or mechanism through which knowledge foster inside the company. While knowledge processes are meant for assembling, sharing and extending of knowledge within the company. It was found that culture of learning; trust and formalized structure have a significance relation with knowledge process. Similarly it was also found that externalization; combination and internalization conversion modes of knowledge process have significant relation with organization creativity. However collaborative culture and centralized structure hypothesis were not supported in this particular population. Also socialization conversion mode of knowledge process was found to behaving a negative relation with organization creativity in the banking environment of Pakistan.
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    How Autonomous Are State-Companies in Pakistan
    (UMT, Lahore, 2012-07) Maryam Qureshi
    Autonomous organizations are structurally disaggregated enterprises that operate at an arm’s length from government. The level of autonomy determines the performance of these agencies. This research was conducted to determine the level of autonomy of state enterprise and special case of electric distribution companies was studied. Eight electric distribution companies were taken and data was collected from all key decision makers of these organizations through surveys to compare them with ideal agency type proposed by Pollitt. The results confirmed that the eight electric distribution companies are enjoying moderate level of autonomy when compared to ideal type agency model. It is finally recommended that more strategic level autonomy must be granted to these agencies to perform better.
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    Measuring Organizational Performance
    (UMT, Lahore, 2012-07-19) Mubashar Majeed Qadri
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    Measuring Customer Based Brand Equity (CBBE) for Extended Brands
    (UMT, Lahore, 2012-09) Manqoosh ur Rehman
    Customer Based Brand Equity (CBBE) is a widely used concept in marketing literature in the recent past. Measurement of CBBE has become critical for the evaluation of brands worth in the minds of the consumers. There are various studies that have discussed the importance of measuring the CBBE in the process of brand management. Literature discusses four major models of CBBE (D. A. Aaker, 1991; Agarwal & Rao, 1996; K. L. Keller, 2003; Lassar, Mittal, & Sharma, 1995). Companies adopt different strategies for their growth. Extensions made by different companies are among those strategies adopted by the companies. Extensions are differentiated as line extension, brand extension, horizontal extension, vertical extension, upscale extension, and downscale extension (Pitta & Katsanis, 1995). This study mainly focuses on the measurement of CBBE for extended brands. The focused study area has got enough attention of the researchers in the recent past. The study mainly focuses on different cellular brands operating in Pakistan’s market and their CBBE is measured. Model suggested by Lassar et al. (1995) is adopted to measure CBBE of different brands. The model suggests five different constructs of CBBE namely Performance, Social Image, Value, Trustworthiness, and Attachment. Extension intensity and price level of different brands following any of the extension strategy are also determined using Quartile technique. Population for the current study is the students of different HEC recognized Universities / HEIs in Karachi and Lahore as the teledensity is highest for these two cities (PTA, 2011). Ten universities / HEIs served as clusters to draw 500 respondents from which 41 were disqualified and analysis on the data of a final sample of 459 is performed. Analysis revealed a significant difference in CBBE of different extended brands. The difference between CBBE of different extended brands is also found significant for different cities which leads to the conclusion that varying culture of different cities has a moderating impact on the measurement of CBBE of different extended brands. However, gender indifference is found in CBBE scores of different extended brands as the CBBE score differential for male and female respondents is found insignificant. Extension intensity appeared to have no significant impact on CBBE scores. Whereas, price level has a significant impact on CBBE scores of different extended brands. A longitudinal study is recommended to measure the impact of different extension strategies on CBBE of different brands involving the varying impact of different moderators. Focus group should be conducted to identify different brands following different extension strategies. The recommended study should involve brands from different sectors and industries.
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    Impact of Knowledge Management Practices and Human Capital on Organizational Performance
    (UMT.Lahore, 2013-02) Khalid Mahmood
    Prevalent competitive era has highlighted the importance of Knowledge as an important organizational resource. Its effective management is considered to be an antecedent to success, hence making the subject a ‘hot button’ for the practitioners and researchers. However, the domain of research has mostly been restricted to profit sector. Due to its peculiar context and secrecy compulsions, the research in the Armed Forces is sparse. This study, while not touching the red lines, is first of its kind in Pakistan that broadly investigates the impact of knowledge management practices and human capital on the organizational performance of Pakistan Security Forces. Due to current challenges to Low Intensity Conflict being faced by Pakistan Security Forces, where the adversary is under the curtains and operational environment are complex and multi-dimensional, Pakistan Security Forces now need an informative and a thinking soldier, i.e. who is innovative and creative to fight this menace. To lead such a body of troops, their superior officers are ought to be knowledgeable, skillful and embedded with leadership traits who can ensure performance differences.
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    A study of Most Important Determinant of Job Performance
    (UMT.Lahore, 2013-02) Zeeshan Hassan
    Job Performance is a widely spread phenomenon in organizational context. There are many studies that have conducted on measuring job performance that widening the literature circle of human resource management. This study mainly focused on exploration of supervisor’s perceived job performance in the field of construction. There are mainly 19 different supervisor’s skills found from literature those have impact on perceived job performance. Current study primarily seeks the most relevant job skills of construction supervisor among the literature skills. For this purpose interview of construction managers conducted who are working under Pakistan Engineering Council registered companies. A pilot study was conducted to establish internal consistency of the tailor made questionnaire. Population for the current study was construction supervisors working under Pakistan Engineering Council construction companies. Questionnaires were sent to 300 supervisors in 40 different construction organizations and after scrutiny data received from 25 organizations was found correct. According to theoretical model designed for this particular study 19 literature job skills was condensed through interview into 9 job skills of construction supervisors. Factor analysis as statistical technique used for finding out the important factors. The results obtained show that communication skill among team member is most important skill for construction supervisor. Whereas decision making skill remain important at second, creativity and political skills are important for construction supervisor at number three and four respectively. It is found that there are other ways of measuring job performance i.e. role based job performance which is one of the main limitation of the study. It is recommended to perform the same study on role based job performance to highlight the most important job role of construction supervisors.
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    Effect of Paternalistic and Transformational Leadership Styles on Organizational Citizenship Behavior mediating by Culture among FMCG’s Organizations in Pakistani Context
    (UMT.Lahore, 2013-11) Fatima Mazhar
    In the past, there were many kinds of the Western leadership theories like transformational leadership (TL) that provided a lot of help and inspiration. On the basis of cultural differences the people of the East strive to develop paternalistic leadership (PL) style which reflects their own society’s culture. This thesis contributed to the existing knowledge by investigating the relationship between PL, TL and OCB mediating by culture and subordinate-supervisor relationship (potential variable). The present study began by providing an overview of above mentioned concepts. It then looked into the importance of context for the application of different leadership styles to achieve the organizational citizenship behavior by highlighting different past research in addition to this. An explanatory and quantitative research approach was used. The self-administered questionnaire was conducted for data collecting. Hundred employees participated in this study through convenience sampling. To test the hypotheses, regression analysis, formula for regression coefficients and SOBEL test were applied. The results showed that TL and PL had significant positive relationships with OCB but PL is highly valuable in Eastern context which showed culture played moderating role between leadership styles and OCB. Supervisor subordinate relationship also mediated the leadership OCB link. The findings suggest that people teaching leadership or acting in leadership roles in Pakistan need to develop a clear understanding of the particular values of their own country, rather than assuming that all worldwide cultures are exactly alike. It is recommended that supervisors in both national and multinational organizations need to do their best to sustain a transformational and paternalistic relationship with their subordinates. They can achieve this by exchange involvement with their subordinates, which ultimately will increase the supervisor-subordinate relationships which promote the OCB.
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    The Role of Intellectual capital and Organizational Innovation in Organization Performance
    (UMT.Lahore, 2014) Sara Shafaqat
    In present era, in all financial institutions banking sector is facing competitive and dynamic environment. Due to international competition, local banks are in focus to adjust their competitive positions to sustain their financial performance. The link of Intellectual Capital (IC) components studying in banking industry is why because the banking industry is one of the most knowledge-intensive industries as well as literature supports the arguments that Intellectual Capital (IC) generally elected as the critical resource in the value creation process. This study is empirical in nature and investigates three main objectives. What is the nature of relationship between components of intellectual capital and organizational performance? What is the role of innovation in the relationship between components of Intellectual capital and organization performance? Do all intellectual capital components have the same impact on innovativeness in the organization as well as its performance? Intellectual capital components are taken in this thesis is given by Bontis are human capital, customer/relational and structural capital in private commercial banks of Pakistan, the Bonits (1998) intellectual capital measurement items are working as to asses effectiveness of intellectual capital employed and its impact on organizational performance. The regression models and mediation procedure of Andrew F. Hayes are used to examine the relationship between IC and OP and mediating impact of organizational innovation between IC and OP. The research confirms the presence of Intellectual Capital impact in the performance of the Banking Industry in Pakistan as well as mediating impact of organizational innovation.