Recent Posts

COMMUNAL BUGS PK

Contributing Towards Social Development Of Pakistan.

Articles

Find various types of articles with Communal Bugs.

Tourism and Gallery

Find Information about different tourist zones within Pakistan alongwith Picture Gallery of various places.

Job Updates

Get Updates of various Jobs announced by various departments.

About Us

Find About Us and Communal Bugs.

Gallery

...
Showing posts with label Articles. Show all posts
Showing posts with label Articles. Show all posts

Self Actualization: Maslows Top Pyramid

Bennie
Self-Actualization:
The term self-actualization was first of all devised by Kurt Goldenstien (1934) and then it was advanced by Maslow in his work on motivational theories and is a progressive mental concept. Self-actualization rests on the top of the Maslow’s pyramid of “hierarchy of needs” (1943) and can be defined as “that a person judging his/her abilities and potential and performing the best which is based on personal inner potentials (Itai Ivtzan,).”
An organization depends on the innovative work behavior of employees for financial development and is an attribute which organizations always want in their employees. Self-actualization is one of the globally accepted personality attributes, through the help of which a person can enhance his/her performance to a specific level and a high level of self-actualization keeps the employee motivated until he or she achieve the set objectives.
Self-actualized personalities have higher levels of belief in their ability to develop innovative goods, methods and hence work as an innovative worker. Self-actualization is a concept that defines the assurance of one’s own belief in his/her skills and attributes and is defined as “The belief in one’s capabilities to perform a particular behavior and successfully execute certain actions to attain goals.” (Rachna Kumar et al).

Career Counseling

Nathan Dumlao

Career Counseling:
Ever since the year 2000 the definition and scope of Counseling has changed to a broader concept and is defined as “A systematic helping process based on the principle of psychology used by the professional counselor to help clients in handling their development, challenges in modern living and mental disorders”(See Ching Mey et al, 2009).  Career Counseling help employees in manipulating their potencies and capacities and help in eluding disparities among individual skills, goals and over all organizational prospects (Robert C. Merchant, Jr).
While Career Counseling is based on those people who are seeking occupational, educational or career guidance by a counselor who help in making clear objectives and goals for themselves as quantified by See Ching Mey et al, 2009, “Career counseling deal with people who are seeking, vocational, academic and career advice. The counselors help evaluate students' abilities, aptitude, interests and personalities to develop realistic academic, vocational and career goals”.
Career counseling help in understanding one’s own potential and abilities and in recognizing the future opportunities of career (Sohail Ahmed et al, 2014). Now a days employees can not solely rely on employers for their career growth and development i.e. the responsibility of career relies on the person on job, and ever changing environment thus compels an individual for a prolonged career counseling for survival as narrated by Anneleen Forrier et al, “They emphasize that careers become less predictable and that individuals can no longer fully rely on their employer to offer them a career.
The person, and no longer the organization, is in charge of the career. This changing career context provides new challenges to career counseling. Several journalists agree that lifelong access to career counseling becomes a necessity.”

Innovation and Neoteric Work Behavior

Picture credit Jess Bailey
The benefit of innovation for organizational growth and success is globally acknowledged, employee neoteric work behavior particularly is a more beneficent advantage that helps organization to succeed in vibrant corporate environment (Richard A. Woodman, 2010),  as stated by the UK’s Prime Minister Tony Blair,  “creativity and innovation are at the heart of a successful business” from this statement we can conclude that for businesses its vital that their employees must adopt creativity and innovative work behavior to achieve the organizational goals (Kerrie L. Unsworth et al, 2003), creativity and innovativeness are often used in exchange, difference is that creativity is development of ideas and innovation is idea execution (Mark Reuvers et al, 2008).
The innovation brought about by employees is directly linked to the overall organizational innovativeness; employees show innovative work behavior because either it is part of their job or prompt to intentional innovative work behavior (Nadin Dorner, 2102). The creation and production of fresh ideas and their application is said to be innovation and generation of a valuable idea is the first stage of innovation (Sussane G. Scott et al, 1994), thus a complex behavior involving actions linked to the generation of fresh concepts and the comprehension and solicitation of these new concepts is said to be innovative work behavior (Richard A. Wooodman, 2010). 

Life is a Gift


Communal Bugs PK

Whenever we ask someone about how life is going? They always answer in a way that one may feel that there is something missing in their lives and they are not happy. But the question still remains whyyy? Whenever we say that we are unhappy, at the very same instant we also refute all the blessings of Allah bestowed upon us. By saying that dont we forget that we are still alive to be asked that question, where lots of people everyday lose their lives in the arms of terror and cruelty, isn't it enough that we are living an independent life where we have the greatest liberty of independence. Why we forget that how hard and difficult the situation may be is ought to pass one day and there may be millions of people who desire for living the way we live and desire for the liberties we have. Every bad time has to pass and also good times are not forever which means that Life asks us to be ready for every situation without making lame excuses. That’s why we must always be thankful for what we have in our lives and be patient for what we desire, because maybe it will take time but one day may be all our wishes will come true. And in the process we must oblige all that has been given to us by Allah and be patient, indeed good things come to those who are patient. Unless we are happy with what we have, we can’t live a happy life, desires are never ending and life is limited, so celebrate what we have and don’t get upset for what is even not there.

Definitions of Quality

"Quality"
One of the vital factors in satisfaction of costumers and their retention is quality. If you want to keep your costumers loyal to you, quality is the answer for that. One should maintain quality because quality is significant in long run for the organizations i.e. contributing via increase in revenue and profitability. However, the questions here is what really quality itself is?
Definitions of Quality:
Joseph Juran & Frank Gryna:
"Quality is fitness for use." 


Robert Peach, The ISO 9000 Handbook;

"The totality of characteristics of an entity that bear on its ability to satisfy stated or implied needs."
Armand Feigenbaum:

"Quality is a customer determination based upon a customer's actual experience with a product or service, measured against his or her requirements -stated or unstated, conscious or merely sensed, technically operational or entirely subjective -and always representing a moving target in a competitive market."


American Society for Quality: (ASQ)

"Quality denotes an excellence in goods and services, especially to the degree they conform to requirements and satisfy customers."


Peter Senge et al, The Fifth Discipline Fieldbook:

"Quality is a transformation in the way we think and work together, in what we value and reward, and in the way we measure success. All of us collaborate to design and operate a seamless value-adding system that incorporates quality control, customer service, process improvement, supplier relationships, and good relations with the communities we serve and in which we operate - all optimizing for a common purpose."


Dave's Definition of Quality:

"Quality is a really, really boring definition that has no real meaning to most humans on this planet unless you are a millionaire consultant writing a new book or a quality coordinator applying for some "Quality" award or certification so you can quit and become a millionaire consultant who writes books and produces infomercials from his private island in the Caribbean."

                   
Ishikawa’s Definition of Quality:   
“Narrowly interpreted quality means quality of product while broadly interpreted quality means quality of work, service, processes etc”



Short History of Non-government Organizations of Pakistan

The history of Non-government organizations can be traced back to 1947 when India was divided into sovereign states of Pakistan and India. Though at beginning not stated as Non-government organizations, several volunteer organizations provided support and humanitarian aid to migrants and aided sufferers of communal disturbances. Bulky percentage of such organizations was handled and run by women, who also took significant part in Pakistan Movement. During first few years of independence of Pakistan these non-government organizations worked for assistance in rehabilitation and fundamental services as the like of education and health services. The next expansion in this sector took place in the late 1970’s when the Martial Law government explicated its viewpoint of communal effort and well being. In 1980’s several non-government organizations arose to benefit from the funding reserved for development via local groups. In the party free elections of 1985 several politicians exhilarated the growth of Non-government organizations to captivate the special reserves available to them for development and growth of their electorates. And a bulky percentage of such Non-government organizations was registered under Social Welfare Ordinance. A rapid increase in growth of Non-government organizations was observed in early 1990’s when new reserves were released under Peoples Work Program, new organizations i.e. non-profit were formed for the purpose of availing those funds especially in rural Sindh and Punjab. It is not easy to estimate the number of Non-government organizations, as non-profit organizations can be registered under five different laws. United Nations Development Program in a publication specified that the number of Non-government organizations may be between 8000 and 16000, several of them simply may be social welfare organizations. If the number of unregistered non-government organizations and CBO’s is added to the number of organizations that are registered, the number of non-profit organizations can be anywhere in the range of 25000 to 35000. Several broad categories can be made of the non-government organizations operating in Pakistan which are as under:

Short History of Non-government Organizations of Pakistan

Mujtaba Ahmad
The history of Non-government organizations can be traced back to 1947 when India was divided into sovereign states of Pakistan and India. Though at beginning not stated as Non-government organizations, several volunteer organizations provided support and humanitarian aid to migrants and aided sufferers of communal disturbances. Bulky percentage of such organizations was handled and run by women, who also took significant part in Pakistan Movement. During first few years of independence of Pakistan these non-government organizations worked for assistance in rehabilitation and fundamental services as the like of education and health services. 
The next expansion in this sector took place in the late 1970’s when the Martial Law government explicated its viewpoint of communal effort and wellbeing. In 1980’s several non-government organizations arose to benefit from the funding reserved for development via local groups. In the party free elections of 1985 several politicians exhilarated the growth of Non-government organizations to captivate the special reserves available to them for development and growth of their electorates. And a bulky percentage of such Non-government organizations was registered under Social Welfare Ordinance. 
A rapid increase in growth of Non-government organizations was observed in early 1990’s when new reserves were released under Peoples Work Program, new organizations i.e. non-profit were formed for the purpose of availing those funds especially in rural Sindh and Punjab. It is not easy to estimate the number of Non-government organizations, as non-profit organizations can be registered under five different laws. United Nations Development Program in a publication specified that the number of Non-government organizations may be between 8000 and 16000, several of them simply may be social welfare organizations. If the number of unregistered non-government organizations and CBO’s is added to the number of organizations that are registered, the number of non-profit organizations can be anywhere in the range of 25000 to 35000. Several broad categories can be made of the non-government organizations operating in Pakistan which are as under:
  • Operating for Politicization and Advocacy.
  • Operating for Policy Concerns and Consideration. Emergency, Rehabilitation and Relief Organizations.
  • Operating for execution of developmental programs comprising of service delivery organizations and CBO’s.
However only limited number of Non-government organizations are involved in developmental expansion in Pakistan. Largely they are service delivery organizations, however, many of them are trying their hard out to get themselves converted either in to CBO’s or into community support organizations. Only a handful have been successful however others are still trying and making their efforts to get there.
Operating for Politicization and Advocacy.
Operating for Policy Concerns and Consideration. Emergency, Rehabilitation and Relief Organizations.
Operating for execution of developmental programs comprising of service delivery organizations and CBO’s.
However only limited number of Non-government organizations are involved in developmental expansion in Pakistan. Largely they are service delivery organizations, however, many of them are trying their hard out to get themselves converted either in to CBO’s or into community support organizations. Only a handful have been successful however others are still trying and making their efforts to get there.

Need of the Hour: Better Human Resource Management Practices in Project Based Organizations

Human Resource Management is tactically beneficial for all kinds of organizations especially to project based organizations where human resource management face certain encounters and seems to be got exaggerated  while managing a project due to specific challenges crafted by project based organization/project management throughout the project-life cycle. During the project-life cycle certain issues evolve, as like in the termination phase, project-life cycle takes inordinate extent of time than other phases mainly due to issues between human resources. Such type of conflicts can be resolved by practicing human resource practices throughout the project-life cycle to get skilled, well aware, committed and motivated personnel which in turn influence the project management and project performance positively. 
Human resource practices like training, development and performance appraisals can induce motivation in employees which give a competitive advantage to project management by increasing the project performance, so for a project management to be successful its necessary to have a skilled and well qualified workforce which will contribute in the betterment of processes and systems of the project during its life-cycle and as a result uplifting the whole project performance. In history project management has ignored the importance of human resource which resulted in unskilled ineffective workforce which influences the project management and the project performance negatively. That is why in modern day’s dynamic project settings it is need of the hour to have better project management practices in place for efficient operation of the project based organizations.

Impact of Career Counseling and Self-actualization on Employee Innovative Work Behavior

Background/Introduction:
In recent years the economic environment of the world become much competitive, organizations want to protect themselves as well as to lead that particular industry, for that the survival of organizations is to deliver something new with more features on continuous bases, organizations have to be more innovative, that is to apply the best solution which fulfill customer new requirements, implicit needs, existing industry needs or current market requirements. That is consummate through nominal and valuable products, services, ideas, and technologies. But for that organizations have to engage their employees in innovation because without engaging employees departments, scientists, researchers can do nothing as the studies illustrates that innovation is not just the duty of scientists, specialists, either the organizations have to encourage and expand the innovational aptitude of their employees, if they want to be at the high position (Dorenbosch L, Marloes L, Engen V, Verhagen M).
For that just innovation is not enough, either organization have to develop innovative work environment so that each and every employee can contribute towards innovation as illustrated in research that each single employee’s dealings and proceedings are of critical magnitude and significance for permanent innovation development as well as enhancement (Jong D et al, 2010).
The factors that affect employee innovative work behavior and cause of innovation have been explored using different researches and frameworks. According to Super, guidance to career and choosing career and then its development is process of mounting and executing person’s self-concept which leads to mental growth that causes in innovation. (Leung A S, 2008).
There are five stages of a person’s life, the first two stages of that theory are of Growth and Exploration where a person needs career counseling and the fourth stage of that theory is Maintenance where the employee is self-actualized (Retrieved online from Super’s theory). Career counseling provides employees with the break to identify career goals and to craft plans within the background of organizational realities.
Studies explore that there is a positive relation between career development and innovation. But how can we get the career development, we can achieve it by getting career counseling and self-actualization of employees.
Most of the organizations are fail to produce innovative products, because employees have no career counseling at organizations, at college levels, as well as employees are unable to get the higher level of Maslow’s Hierarchy theory of needs that is self-actualization.
  • To aware the employees of career counseling
  • To aware the organizations of career counseling
  • To get the innovative working environment
  • Employees can engage in innovative environment to get higher level of innovation

LITERATURE REVIEW
Innovation and Innovative Work Behavior:
The benefit of innovation for organizational growth and success is globally acknowledged, employee innovative work behavior particularly is a more beneficent advantage that helps organization to succeed in vibrant corporate environment (Richard A. Woodman, 2010),  as stated by the UK’s Prime Minister Tony Blair,  “creativity and innovation are at the heart of a successful business” from this statement we can conclude that for businesses its vital that their employees must adopt creativity and innovative work behavior to achieve the organizational goals (Kerrie L. Unsworth et al, 2003), creativity and innovativeness are often used in exchange, difference is that creativity is development of ideas and innovation is idea execution (Mark Reuvers et al, 2008).
The innovation brought about by employees is directly linked to the overall organizational innovativeness; employees show innovative work behavior because either it is part of their job or prompt to intentional innovative work behavior (Nadin Dorner, 2102). The creation and production of fresh ideas and their application is said to be innovation and generation of a valuable idea is the first stage of innovation (Sussane G. Scott et al, 1994), thus a complex behavior involving actions linked to the generation of fresh concepts and the comprehension and solicitation of these new concepts is said to be innovative work behavior (Richard A. Wooodman, 2010). 
 Career Counseling:
Ever since the year 2000 the definition and scope of Counseling has changed to a broader concept and is defined as “A systematic helping process based on the principle of psychology used by the professional counselor to help clients in handling their development, challenges in modern living and mental disorders”(See Ching Mey et al, 2009).  Career Counseling help employees in manipulating their potencies and capacities and help in eluding disparities among individual skills, goals and over all organizational prospects (Robert C. Merchant, Jr).
While Career Counseling is based on those people who are seeking occupational, educational or career guidance by a counselor who help in making clear objectives and goals for themselves as quantified by See Ching Mey et al, 2009, “Career counseling deal with people who are seeking, vocational, academic and career advice. The counselors help evaluate students' abilities, aptitude, interests and personalities to develop realistic academic, vocational and career goals”.
Career counseling help in understanding one’s own potential and abilities and in recognizing the future opportunities of career (Sohail Ahmed et al, 2014). Now a days employees can not solely rely on employers for their career growth and development i.e. the responsibility of career relies on the person on job, and ever changing environment thus compels an individual for a prolonged career counseling for survival as narrated by Anneleen Forrier et al, “They emphasize that careers become less predictable and that individuals can no longer fully rely on their employer to offer them a career.
The person, and no longer the organization, is in charge of the career. This changing career context provides new challenges to career counseling. Several journalists agree that lifelong access to career counseling becomes a necessity.”
 Self-Actualization:
The term self-actualization was first of all devised by Kurt Goldenstien (1934) and then it was advanced by Maslow in his work on motivational theories and is a progressive mental concept. Self-actualization rests on the top of the Maslow’s pyramid of “hierarchy of needs” (1943) and can be defined as “that a person judging his/her abilities and potential and performing the best which is based on personal inner potentials (Itai Ivtzan,).”
An organization depends on the innovative work behavior of employees for financial development and is an attribute which organizations always want in their employees. Self-actualization is one of the globally accepted personality attributes, through the help of which a person can enhance his/her performance to a specific level and a high level of self-actualization keeps the employee motivated until he or she achieve the set objectives.
Self-actualized personalities have higher levels of belief in their ability to develop innovative goods, methods and hence work as an innovative worker. Self-actualization is a concept that defines the assurance of one’s own belief in his/her skills and attributes and is defined as “The belief in one’s capabilities to perform a particular behavior and successfully execute certain actions to attain goals.” (Rachna Kumar et al).
Linking Career Counseling and Self Actualization to Innovative Work Behavior:
Different aspects of a personality are enhanced due to career counseling and have influence on Professional abilities, self-actualization, skills and compliance to innovative expertise. One of the important process is self-actualization which allows a person to know his/her proficiency and act accordingly to achieve the set goals by adopting latest technology showing  innovative work behavior, and thus helping in improving the overall organization performance as now a days only those organizations survive who accept innovation and show innovative behavior. Career counseling helps in development  of individuals, employers and the society and effective career counseling will enhance individual performance and in turn helping in enhancing the whole organization and that’s why it’s important to have a counseled workforce with innovative behavior so that change can be handled (Cedefop, Panorama Repot, 2008).
Creating an environment having vulnerable culture, translucent and inclusive dialogue is both useful for the employer and the employee and for this purpose the employee is required to get career counseled so that he can develop abilities and skills to cope with the ever changing innovative environment by learning and training throughout the life time career thus benefiting both him/herself and the whole organization i.e. a self-actualized counseled person is always innovative and show innovative work behavior due extensive career counseling and understanding of one’s own abilities as affirmed by Mihai Jigao, in Career Counseling: Compendium of Methods and Techniques, 2007 “European policies in the lifelong learning field reconfirm the essential importance of information, counseling and guidance services in the process of “facilitating the access to the education and continuing training offer” and of supporting the positive entering of social and professional life for young people and adults. In this sense it is necessary to create a culture of open, transparent, comprehensible dialogue resulting in a practical gain for both the clients and the employers. At the same time, these services must be provided insistently and persuasively so that any person should have the opportunity of learning and training throughout their lifetime and benefit from equal opportunities on the labor market (special attention should be given to groups threatened by social and job exclusion), stimulate social cohesion, encourage private initiative and assist the improvement of beneficiary’s lifestyle.”
 The vital role of self-actualization in the setting of innovation has been highlighted by researchers from a communal intellectual standpoint, the person who is not self-actualized face considerable barriers due to change and innovation in work and due to this reason it’s important for the employees to indulge innovative work behavior In themselves so that one can survive in the constantly changing environment by demonstrating innovative work behavior as stated by Nadin Dorner “First, from a social cognitive perspective, scholars have underscored the pivotal role of self-efficacy in the context of innovation. Since change and innovation in a work role may involve both uncertainties about future outcomes as well as possible resistance from others affected by the change, the individual who does not possess a reasonable amount of self-efficacy faces considerable barriers.”
According to Maslow’s work (1943,1954), Those personalities who are independent who do not hesitate in doing something new are self-actualized personalities, they look for new ideas, innovativeness and adopt innovative work behavior based on the ideas generated and those are not bounded by the opinions of others because they are self-actualized and are confident on  their own innate abilities as stated by Itai IVTZAN, “Maslow (1943, 1954) describes key facets to be detachment from societal influences, autonomy and independence; an individual who is not bound by the expectations and opinions of others, but rather acts upon his/her own will. The self-actualized also approaches life with an attitude of “newness or appreciation of old experiences as if they were new”.
In modern day work Innovation and innovative work behavior both are very influential in the dynamic environment of organizations for their survival and success and those employees show innovative work behavior that are career counseled and self-actualized (Yuan Feirong et al, 2010).
Identified Variables:
In this study Innovative Work Behavior which depends on Self-actualization and career counseling by this we mean that Innovative Work Behavior is Dependent variable which depends on Self-actualization and Career counseling thus showing that Self-actualization and Career counseling are Independent variables.
Hypothesis:
H1: Career Counseling and Self-actualization positively influence Innovative Work Behavior.
H2: Career counseling positively influence self-actualization
H3: Career counseling positively influences Innovative Work Behavior.
H4: Self-actualization positively influences Innovative Work Behavior.


References
  1. Hartog D D, Jong D J(2010) Measuring Innovative Work Behavior, 2010 Blackwell Publishing Ltd,23-36
  2. Leung A S (2008) the big five career theories, International Handbook of Career Guidance Springer Science + Business Media B.V. 2008, 115-132
  3. Retrieved from http://www.careers.govt.nz/educators-practitioners/career-practice/career-theory-models/supers-theory/ .
  4. Yuan Feirong et al (2010) Innovative Behavior in the workplace: The role of Performance and Image outcome Expectations, 17-3-14 Academy of Management Journal 2010, Vol. 53, No. 2, 323–342.
  5. Scott Sussane G et al, (1994) Determinants of Innovative Behavior: A Path Model of Individual Innovation in the workplace, Academy of Management Journal 1994. Vol. 37. No, 3. 580-607.
  6. Unsworth L Kerrie et al, (2003), Promoting a Proactive and Innovative Workforce for the new Workplace, Wiley and Sons 2003.
  7. Cede fop, (2008), Career development at work A review of career guidance to support people in employment , Cede fop Panorama series; 151 Official Publications of the European Communities, 2008.
  8. Kumar Rachna, Investigating the effects of self-efficacy on innovativeness and the moderating impact of cultural dimensions, Journal of International Business and Cultural Studies.
  9. Jigau Mihai, (2007) Career Counseling: Compendium of Methods and Techniques.
  10. Dorner Nadin, (2012), Innovative Work Behavior: The Roles of Employee Expectations and Effects on Job Performance.
  11. Ahmed Sohail et al, (2014), Career Selection Behavior: Individual Perceptions and Counseling Effectiveness for Career Roles, ISSN 2090-4304 Journal of Basic and Applied Scientific Research.
  12. Ivtzan Itai, Self-Actualization: For Individualistic Cultures Only, Department of Psychology University College London.
  13. Forrier Anneleen, Career Counseling in the New Career Era: A Study about the Influence of Career Types, Career Satisfaction and Career Management on the Need for Career Counseling.
  14. Mey Ching See, (2009), Innovations in Counseling Seminar International Dalam Rangka Kongres XI dan Konvensi National XVI 15-17 November 2009 Anjuran: Asosiasi Bimbingan dan Konseling Indonesia (ABKIN).