Department of Management

Permanent URI for this collection

https://escholar.umt.edu.pk/handle/123456789/206

Browse

Now showing 1 - 20 of 94

Advertisement and Islam: a muslim world perspective
(New South Wales Research Centre Australia (NSWRC), 2011) Adeel Bari; Rana Zamin Abbas
Contemporary advertisement practices have created many social and ethical problems due to their materialistic focus. The effect of these problems can also be seen in many Muslim countries including Pakistanin terms of diversion from their cultural and religious values. This paper attempts to integrate the Islamic business ethics in contemporary advertisement practices to find the solution of the ethical dilemma which is created by these materialistic advertisement practices. The focus of Islamic way of business is not just to earn profit but to serve the society. The human welfare is the gist of Islamic business ethics. This paper attempts to evaluate advertisement in terms of Quran and Hadiths of the Holy Prophet (PBUM) and discuss unethical aspects of the contemporary advertisement practices.
Antecedents and Consequences of Dynamic Supply Chain Design and Learning Capabilities
(University of Management & Technology, 2018) Haris Aslam
This study applies Dynamic Capabilities View (DCV) to the study of supply chain capabilities. While the literature in the area of dynamic capabilities (DCs) from supply chain perspective or Dynamic Supply Chain Capabilities (DSCCs) has grown steadily, few important questions have remained unanswered. Specifically, this study seeks to find out the antecedents and consequences of DSC Cs. In this study, DSCCs are operationalized based on the framework presented by Teece (2007), as a second-order factor consisting of sensing, seizing, and transforming capabilities. Entrepreneurial Orientation (EO) and Supply Chain Leaming (SCL) are proposed as antecedents of DSCCs. The role of Environmental Dynamism (ED) in the process of capability formation is also considered. Finally, direct and indirect relationship between DSCCs and Supply Chain Performance (SCP) is considered. Indirect relationship is studied using the Operational Flexibility (OFL), Operational Improvement (OIM), and Operational Innovation (OIN) as mediating operational capabilities. Survey research was used to test the hypothesized model. Data were collected from 275 managers working in supply chain and related functions in manufacturing sector of Pakistan. Structural equation modelling (SEM) was used to validate the measurement model and test hypotheses. Results of the study showed that the research model was generally supported. Sensing, seizing (supply chain agility), and transforming (supply chain adaptability) provide a parsimonious framework for measuring DSCCs as indicated by fit indices in CF A. Results of the hypotheses tests showed that EO and SCL have a positive impact on DSCCs. Furthermore, DSCCs had a stronger direct impact on SCP compared to the indirect impact. This research contributes to the literature by providing a framework for measuring DSCCs. It provides a better understanding of capability levels by empirically showing that capabilities operate at different levels and capabilities at each higher level modify the next level capabilities. It helps develop an understanding about DC-performance relationship in a better way. The study also showed that environmental dynamism does not play a significant role in the relationship between higher-order and lower-order dynamic capabilities. Finally, for executives and managers who are concerned about better managing their supply chains, this study provides insights for how firms can develop competitive advantage through DSCCs.
Beneficiary assessment based evaluation of SME policy of Pakistan
(University of Management and Technology Lahore, 2017) Ali Sadiq
The study undertook first ever evaluation of SME Policy of Pakistan. The objective of study was to evaluate policy, with perspective of its beneficiaries, and draw lessons for further improvements.SME sector is bedrock of Pakistan's economy. They contribute 40% to GDP and provide 78% non-agriculture jobs in far flung areas of the country. In 2007, first ever SME Policy was launched by the Government of Pakistan. The Policy furnished SME development vision, scope, objectives, thematic areas and principals for SME lead growth of Pakistan. Policy guidelines for thematic areas, including Access of Finance, SME Definition, Business Environment, Supporting HRD, Technology Up-Gradation and Marketing, and Entrepreneurship Development were laid down. The Policy also underscored importance of regular Monitoring and Evaluation, yet neither monitoring mechanism of policy has been established nor has any policy evaluation exercise been conducted so far. In this background, the present study undertook beneficiary based evaluation of SME Policy of Pakistan. It has been observed that often voices of beneficiaries are overlooked by bureaucracy and powerful institutions of state, such as State Bank of Pakistan. Beneficiary based evaluation is therefore considered one of the most important approaches for policy evaluation. For the present study, qualitative data were collected through in-depth interviews of representatives of 09 associations of high growth SME sectors. Data analysis was done through NVivo software for coding data, developing mind maps and project maps. The resultsinclude perspectives of beneficiaries about the relevance of policy content, achievement of its intended outcomes, impact of policy on SME growth and recommendations for improvements
“CHALLENGE – HINDRANCE STRESS & EMPLOYEE ENGAGEMENT: ROLE OF PSYCHOLOGICAL CAPITAL: A Case of Telecom Sector in Pakistan”
(UNIVERSITY OF MANAGEMENT AND TECHNOLOGY, 2015) Munir Butt, Sumaira
The objective of this study is to identify the relationship between challenge hindrance model of stress and employee engagement. This research study also aims at identifying the role of psychological capital in challenge hindrance and employee engagement relationship. Individuals from management positions from telecommunication sector participated in this study. Data was collected by using survey method. All the variables of interest score high on reliability tests. The outcome of the research showed the moderating role of psychological capital in the relationship between challenge-hindrance stress and employee engagement and in the light of the study findings it is suggested that, those employees who take challenge stressors as potential gains, they are hopeful, confident, consistent and optimist regarding the stressful event that they will come out of it with success and will achieve their goals. Following the same note they exert their maximum efforts with dedication and energy to achieve desired output. Hence it can be posited that psychological capital helps employees to accept challenge stressors potential gains and work with engagement. Although our research does not identify any new stress management practices per se, our research does illustrate the potential utility of diagnosing stressors as challenges or hindrances, and then applying well-known remedies selectively. On the one hand, managers could attempt to reduce or eliminate hindrances, because these types of demands do not seem to have any positive effects. We note that this idea stands in sharp contrast to implications of the inverted-U perspective, which suggests to managers that up to some point, all types of stressors at work are good. On the other hand, instead of reducing or eliminating challenge stressors (because of the positive associations with motivation and performance),5managers could actually increase levels of challenge stressors as long as they also used practices that reduced or buffered the associated strains.
Challenges in adoption of result- based management approach
(University of Management and Technology Lahore, 2015) Tariq, Maria
Result based management is increasingly being used by the development agencies to measure the effectiveness of their initiative. The purpose of RBM is to provide the Monitoring and evaluation framework that assure that inputs of projects are resulted in envisioned and significant impact. However, many instances proved that the implementation of RBM has been failed which raised the concern to figure out the rationales. SMEDA (Small &Medium Enterprise Development Authority) opted RBM based on Monitoring & Evaluation framework but the initiative could not become successful .This study was carried out to analyze the factors that results in failure of the initiative. The findings will assist the development agencies in coming up with the most appropriate measures to apply in order to eliminate not only defaults but also provide some suggestion which will help them to achieve the desired outcomes. A semi structure interview was conducted with employees of SMEDA and ASP (Assessment Strengthening Programmers to explore their experience and challenges in the adoption process of RBM. ASP played enabler role. Results were compiled by using NVIVO 11 software. The study established that change was the problem which could not incorporate accurately in SMEDA ultimately led to the failure. Change factors influencing the failure of RBM approach: inadequate leadership, employee’s reluctant behavior, inadequate training and lack of synchronization. The study recommends development agencies in order to achieve desired outcomes needs to involve leaders, partner, key policy, and program or initiative stakeholders in every stage of development and adoption of RBM. The development agencies should select the indicator based on what will provide best information not only what will be easiest to implement. The study will contribute towards providing the SMEDA and possibly other development agencies, with suggestion on how they can improve the performance of their system.
Challenges, Opportunities and HR Competencies for Internationalization of Higher Education Institutions
(University of Management and Technolog, 2017) Amna Irfan
Over the period of last two decades, internationalization has become a vital factor for the growth of the higher education institutions. Swift improvements in a program running, information technology and development of knowledge economy have pushed higher educational institutions to go for internationalization. Pakistanhas become a part of this trend as many universities have introduced such curriculums that include internationalization. The current study is focusing on challenges which higher education institutions encounter during the internationalization process and the opportunities that are there for this process. In addition to this, current study identifies the HR competencies required for the staff of internationalization. The objective of present study is to highlight the individual, institutional and national level challenges & opportunities for internationalization of higher education institutions.The study also focuses on the importance of HR for internationalization of higher education institutions of Pakistan. For the present study, Case study method was used as a methodology and qualitative data were collected from three universities of Pakistan. Data was collected from the Head of internationalization, Director of internationalization and those students who have experienced internationalization through student exchange programs. Data was collected through ninein-depth interviews and strategy documents for internationalization of the three universities were also used for the analysis of the current study. Data analysis was done through NVivo 11 software for coding data, developingproject maps and mind map. The results includechallenges, opportunities and HR competencies for internationalization of higher education institutions in Pakistan
Civilization and organization theory: a new eistemological discourse
(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.
Combined effects of Shared Leadership and firm’s Dynamic Capabilities on Team Performance and Team Innovative Behavior
(University of Management and Technolog, 2018) Hassan Askari, Syed
The research investigated the main effects of shared leadership model and firm’s dynamic capabilities in improving the possible team outcomes (e.g. team performance and team innovative behavior). Survey was conducted in textile and IT sector of Lahore, Pakistan and findings supported the proposed arguments and confirmed that shared leadership is an effective approach to improve team performance and team innovative behavior. Firm’s dynamic capabilities also found to have significant impact on team performance and team innovative behavior. Additionally, the study examined whether firm’s Dynamic capabilities play moderating role in improving the impact of shared leadership on team performance and team innovative behavior. Empirical findings confirmed moderating role of dynamic capabilities in the relationship of shared leadership and team performance. However, the study couldn’t find the moderating role of dynamic capabilities in relationship of shared leadership and team innovative behavior. After empirical findings and analysis, theoretical and practical implications are provided for academia and corporate sectors at the end.
A Comparative Study of Service Quality and Student Satisfaction of Public and Private sector Business Schools of Lahore
(University of Management and Technology, 2016) Mohi-ud-Din, Asad
Major intention of this research thesis was to study the influence of service quality on satisfaction of students in business schools of Lahore, Pakistan. Second aim of this research was to check the difference between satisfaction level of students among public sector university student and private universities students. To fulfill these objectives this research use quantitative research strategy, in which data was collected through self-administrative questionnaire. After going through the cleaning process, data was analyzed by using statistical techniques, i.e. regression, mean comparison, etc. Research model was found significant as the significance value is lesser than .05 and it has ability to predict the students satisfaction. R2 is 0.51 which shows that 51 % of the variation in student satisfaction is being explained by this model. Academic and non-academic aspects of service quality in higher education were identified as important quality indicators. Academic aspects like teacher’s expertise and their interest in their subject also influence the satisfaction of student. Interestingly the results of this research are bit clashing with the theoretical perspective. Non-academic aspect of the service quality got the lowest score, which means students are least concerned with the administrative staff’s support. Access to resource persona and the resources got the highest score. Non-Academic Aspect of service quality got the lowest score that is .476 it indicates that students are least concerned with administrative staff support. Followed by the academic aspect of the service quality that have positive relationship student satisfaction and it is explaining almost 94%. That show students are concerned with what they are being taught in classes.
Customer satisfaction analysis of metro bus service
(University of Management and Technology Lahore, 2016) Rashid Farooqui, Irfan
Metro Bus System (MBS) is operative in Lahore, Pakistan for last few months; it is a project that has a heavy financial liability on a developing nation while its justification is based on its claim of meeting the customers’ (passengers) requirement. This thesis aimed to find if MBS meets customer expectations and deliver them satisfaction especially in contrast with the other Public Bus Service (PBS) operating in the city. SERVQUAL was used through survey technique by means of its 22 variables and five constructs to find customers’ expectations about a good bus service and their perception about the actual level of service delivered by both types of bus services. With the help of descriptive statistics and t test, it was found that customers are satisfied with MBS and their level of satisfaction is also higher than PBS since results showed that customers are not satisfied with PBS. The mean value of satisfaction from MBS is 0.44 and for PBS is - 0.16 (dissatisfaction as indicated by negative number), hence an overall advantage of MBS is 0.60; all the differences are statistically significant. The main satisfying factor for MBS are safety, promptness and in time service, while the dissatisfaction was for convenient operating hours and personalized attention. The major contributors of customer dissatisfaction in PBS were delays and lack of promptness. MBS as per survey results is delivering satisfaction to customers and meeting their expectations but it has to maintain the current practices in long run and may focus on increasing its operating hours to further increase the satisfaction. PBS would require improving on delays and promptness of their service if they intend to increase the satisfaction
Diagnostic study of supply chain management in Berger Paints (Pvt.) Ltd.
(University Of Management and Technology, 2012) Waqas Afzal; Rizwan Akhtar
The supply chain management provides the insight in understanding the modern practices adopted by the organizations. To cover the aspects of managing supply chain we have worked on the generalized supply chain model, end to end supply chain, pipeline mapping, value stream mapping, cash flow, material flow, information low, different processes, and value chain analysis and identified the gaps within these processes along with the financial implications. The final project is about the diagnostic study of supply chain management at Berger Paints. The Berger Paints is the leading paint manufacturer in the industry. We have collected the information of paint industry in Pakistanand then analyzed the Berger Paints over the years in Pakistan. To understand the concept of supply chain in Berger Paints we have applied various tools and techniques to finalize our report and it has helped us in understanding the real life situation that arises in the industry. The first analysis that we have done was the generalized supply chain model in which we managed to understand how the organization corresponds within its department as an integrated enterprise to manage the flow of information, knowledge, product, finance and services from suppliers to distributors and vice versa. Later we have analyzed various processes in the Berger paints and reengineered them through various recommendationsthat fit the organization. The flow of information, material and cash was drawnthrough extensive meetings with different people at various departments in the organization. The flow of material, information and cash helped us to understand the actual phenomenon how each step starts in the organization and reaches its inception after undergoing various levels in the supply chain of the organization. After understanding and completing the flows, the end to end supply chain system in Berger Paints was studied that tells us about each tier from which the materials flow to the focal firm and then finally reaches the end customer through various echelons. After this, we had set up meeting with each and every people involved in the major operations at Berger Paints to work on the pipeline mapping that demonstrates not only the inventory holding positions in the physical pipeline flow of Berger Paints but also value added processes. The completion of pipeline mapping lead us to work on the value stream mapping of Berger Paints and value stream mapping clearly differentiate the value added activities from the non-value added activities which can help to increase service level for Berger Paints. We have also designed and evaluated the value chain of Berger Paints to understand the importance of primary and support activities in the organization. We have also worked on the financial analysis of the organization to find out where exactly the company financially stands. At the end, based on our analysis and theoretical knowledge we have presented some recommendations for Berger Paints. The issues identified in stock, lead times, cash flows, redundant activities, relationship with suppliers and distributors, sharing of fast and accurate information can easily be handled with the help of collaborative planning, forecasting and replenishment (CPFR). We presented the CPFR model for the suppliers as well as distributors and mentioned the importance that the model will impact on the organization as a whole. During our meetings with different people at Berger Paints we also came across some other problems and issues that need to be addressed so we also laid some general recommendations to help overcome those problems and issues.
Direct and moderated effects of justice dimensionality on organizational outcomes
(University of Management and Technology, 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.
Effect of abusive supervision on employee engagement among house officers and medical officers
(University of Management and Technology, 2017)
Employee engagement is a positive outcome attribute after experiencing three psychological conditions which are interconnected to self in role. It refers to the complete contribution of one's intellectual (cognitive), emotive, and physical vitalities in the performance of work-role. Employees are considered as engaged when they are cognitively attentive, fervently (emotionally) connected, and physically involved while carrying out their work roles. Recent research has shown that employees tend to withdraw their investment of energies in their work roles when they perceive their supervisors to be abusive towards them. Considering the importance of supervision and employees' engagement for the effective function of organizations, the purpose of this study is to focus on the association between abusive supervision and employee engagement in greater depth. Drawing from theory of self-in-role engagement by Kahn, this study proposed that abusive supervision negatively impacts employee engagement by reducing psychological safety (mediator) among house officers and medical officers. This study used cross-sectional design, data were obtained from 221 healthcare professionals including house officers and medical officers only, employed in three public hospitals of Lahore. Results disclosed that abusive supervision is negatively associated with engagement of healthcare professionals, and psychological safety significantly mediated this relationship.
Effect of Abusive Supervision on Employee Engagement among House Officers and Medical Officers
(University of Management and Technolog, 2017) Mamoona Mushtaq
Employee engagement is a positive outcome attribute after experiencing three psychological conditions which are interconnected to self in role.It refers to the complete contribution of one's intellectual (cognitive), emotive, and physical vitalities in the performance of work-role. Employees are considered as engaged when they are cognitively attentive, fervently (emotionally) connected, and physically involved while carrying out their work roles. Recent research has shown that employees tend to withdraw their investment of energies in their work roles when they perceive their supervisors to be abusive towards them. Considering the importance of supervision and employees' engagement for the effective function of organizations, the purpose of this study is to focus on the association between abusive supervision and employee engagement in greater depth. Drawing from theory of self-in-role engagement by Kahn, this study proposed that abusive supervision negatively impacts employee engagement by reducing psychological safety (mediator) among house officers and medical officers. This study used cross-sectional design, data were obtained from 221 healthcare professionals including house officers and medical officers only, employed in three public hospitals of Lahore. Results disclosed that abusive supervision is negatively associated with engagement of healthcare professionals, and psychological safety significantly mediated this relationship.
Effect of abusive supervision on employee turnover intention
(University of Management and Technology Lahore, 2017) Heejab Abid
ABSTRACT Retention of skilled healthcare professionals has turned into a task for organizations in Pakistan. Particularly, employees who undergo oppressive supervisory style tend to react with negative workplace attitudes and behaviors. Delving in to past record bears out that abusive supervision is related to ntentionturnover i. However, the mechanisms that can explain this relationship must be known in order to understand this phenomenon. Drawing on the theory of psychological contract, the function of psychological contract breach as a mediating mechanism in the association of abusive supervisory leadership style and turnover intention has been examined. In a cross-sectional field study, data were obtained from 400 healthcare professionals, including nursesand administration staff, employed in one public and two private hospitals of Lahore. Results revealed that abusive supervision is associated to turnover intention among these healthcare professionals, and psychological contract breach mediated this association. Theoretical and practical implications are conversed.
Effect of high performance work system on employees’ Intent to stay: Mediating role of work engagement
(University of Management and Technology Lahore, 2017) Arooba Shafi
The purpose of this research was to study the relationship among high performance work system, work engagement and employees' intent to stay in the banks of Sargodha, Pakistan. This study also sought to observe the mediating effect of work engagement on the relationship between high performance work system and employees' intent to stay. The measure for HPWS included six dimensions; staffing, training, compensation (incentive based), performance appraisal, work design and participation of employees. Work engagement, was gauged through its three facets namely, vigor, dedication and absorption. While intent to stay was assessed using positive intention related questions. Explanatory cross-sectional study design was followed and a sample of 300 was drawn using convenience sampling from twenty-one out of twenty-six banks in Sargodha. Descriptive and inferential statistics were applied using SPSS version 21 to analyze the data. The findings revealed that a relationship among HPWS, work engagement and employees' intent to stay holds in the banking industry of Sargodha. Moreover, work engagement acted as a mediator between HPWS and employees' intent to stay in banks. This study highlights the importance of HPWS and work engagement in influencing the intent to stay of the bank officers; providing significant guidelines for the top and middle-level management to adopt such practices, to save huge costs incurred when their competent human capital leave.
The Effect of HRM Practices on Employee Engagement & Mediating Role of Psychological Conditions: An Empirical Evidence from the Manufacturing Sector of Pakistan
(University and Management and Technology, 2018) Aimun Khawaja
Engaged employees are cognitively vigilant, emotionally connected, and physically involved in their jobs. Research has shown that the extent to which employees demonstrate engagement with jobs varies depending upon the organizational context in which employee's work. The importance of organizational context is evident in a recent Towers Watson's Global Workforce Study 2014, which shows that more than half of the employees feel unsupported at work and are disconnected with their organizations' goals. The study further reveals that salary, opportunities for career advancement and job security are fundamental to attracting and retaining all employees. Although a handful of research has found significant relationship between HRM practices and employee engagement, the mediating and moderating conditions of this relationship are not fully known as yet. Thus, the purpose of this study is to focus on the relationship between HRM practices and employee engagement in greater depth, with the mediating role of psychological conditions. Drawing from theory of the social exchange the study propose that HR practices positively impact employee engagement by enhancing psychological conditions among employees. Thus, this research will develop a model that represents psychological conditions as a mediating mechanism in the relationship between HRM practices and employee engagement. This study proposes a model of psychological conditions as a mediator in Human Resource Practices employee engagement relationship.
The Effect of HRM Practices on Employee Engagement & Mediating Role of Psychological Conditions: An Empirical Evidence from the Manufacturing Sector of Pakistan
(2018) Aimun Khawaja
Engaged employees are cognitively vigilant, emotionally connected, and physically involved in their jobs. Research has shown that the extent to which employees demonstrate engagement with jobs varies depending upon the organizational context in which employee's work. The importance of organizational context is evident in a recent Towers Watson's Global Workforce Study 2014, which shows that more than half of the employees feel unsupported at work and are disconnected with their organizations' goals. The study further reveals that salary, opportunities for career advancement and job security are fundamental to attracting and retaining all employees. Although a handful of research has found significant relationship between HRM practices and employee engagement, the mediating and moderating conditions of this relationship are not fully known as yet. Thus, the purpose of this study is to focus on the relationship between HRM practices and employee engagement in greater depth, with the mediating role of psychological conditions. Drawing from theory of the social exchange the study propose that HR practices positively impact employee engagement by enhancing psychological conditions among employees. Thus, this research will develop a model that represents psychological conditions as a mediating mechanism in the relationship between HRM practices and employee engagement. This study proposes a model of psychological conditions as a mediator in Human Resource Practices employee engagement relationship.
Effect of market orientation on channel strategy-an empirical analysis of pesticide industry
(University of Management and Technology, 2012) Mobin Ul Haque
Market orientation literature posits that there exist positive relationship between MO and organization's performance. Research in market orientation has overlooked the importance of market orientation's impact on various aspects of marketing strategy especially on distribution channel strategy. Using narver and Slater (1990) framework of measuring MO. Using pesticide industry of Pakistanas a context, the thesis explores the relationship between various constructs of MO with channel strategy. The hypotheses were tested empirically and the results reveal that level MO has a positive relationship with channel strategy. Findings of the thesis are that higher level of MO is associated with low intensity of distribution and selective channel strategy, while at the same time depicting higher channel control. The thesis also find out that there exist a positive relationship between MO and organizational profitability in the Pakistan's context. The results also suggest that right channel strategy helps organization create differentiation and improve performance in a commodity market.
Effect of open innovation on business performance
(University of Management and Technology Lahore, 2017) Usman Rafiq
The area of business performance is always been at the heart of strategic management. Innovation practices have been widely considered as fundamental ingredient for achieving desirable business performance. The major purpose of this research study is to evaluate the moderating impact of external environmental factors in between the relationship of open innovation and business performance of SME sin Pakistan. The contingency theory is used to explain the framework of this study. The results of this study revealed that customers and suppliers moderate the relationship of inbound open innovation practices and business performance. Furthermore adopting open innovation practices have a positive direct impact on business performance of SMEs. Limitations, insight for managerial implications and future research directions are also discussed.

Browse

Browsing Department of Management by Title

Results Per Page

Sort Options