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3548 items in total found

Working Papers | 1976

Psychological Maturity and Motivational Profiles of Management Students

T. V. Rao and Vijayashree P

This report presents the psychosocial maturity patterns of management students at the Indian Institute of Management, Ahmedabad. Comparative data from different executive groups are also presented. Psychosocial maturity in this study was assessed on the basis of TAT stories written by the subjects using the scoring system developed by Abigail Stewart of Boston University and adopted for Indian situation by Rao. Motivational profiles of the management students were also prepared using Stern's activities index. Interrelationships between psychosocial maturity and other variables were also presented. The other groups studied include the senior managers of different companies, medical officers, medical mission sisters, potential entrepreneurs, and sales managers of an airline.

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Working Papers | 1976

Utilizing the Rural Educated as Change Agents

Monappa Arun

Communication media like TV, Films, Radio, have generally been used to bring about changed habits in the rural areas. When the impact of this media has been analysed, suggestions have generally been made to tinker with the content or the style of presentation, or to use other media. These are external factors of change. What is being suggested is that if change is to be efficiently internalized, then it must come from an inner conviction. The rural educated, could be a useful vehicle to bring about change. They would have better personal contact with the people, know the local conditions and be able to tackle some of the problems-like family planning-on a more confidential basis, which privacy is lacking in mass campaigns. With their skill and knowledge the rural educated, living as they do in the same village, could carry greater conviction, with the various changed methods and practices, that they seek to have implemented.

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Working Papers | 1976

The Personnel Manager and Community Relations

Monappa Arun

The paper suggests an expanded role for the welfare aspect of the personnel function. The traditional practice has been to take a segmented view of the employee's being and consider only his working role. It is suggested that personnel managers involve themselves in community affairs, where the plant is located or where the employees come from, not just from the social obligation point of view, but also from the point of view of taking an integrated approach to an employee's multiple role demands.

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Working Papers | 1976

Styles of Top Management and Organizational Performance

Khandwalla P N

Questionnaire responses were secured from the senior managements of 103 Canadian firms about their operating styles. The dimensions of top management style studied were risk taking, optimization, orientation, participation, structuring, and coercion. Based on cluster analysis of the data, a number of operating top management styles were identified. Several environmental and contextual variables were employed to study the contextual conditions supportive of each style. Two indices of organizational performance were employed to assess the effectiveness of these styles. One index was based on objective measures of performance, namely, profitability, stability of profitability, and growth rate. The other was based on the management perception of performance relative to rivals. Implications for the design of organizations are drawn.

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Working Papers | 1976

Social Change

Pareek Udai

Researchers in the field of Social Change during the last five years have been reviewed. These include researches of change at the macro level and the various factors influencing these. These include also the various theories put forward to explain macro level change, including theories of reference group, migration and mobility, opportunities, motivation, entrepreneurship, education, technological development, social structure, bureaucracy and urbanisation. Factors influencing micro-level change discussed include Expectancy, individual variables, personality, nature of change, change agentry and support systems. Various psychological interventions have been reviewed. Finally, various theories and methodologies in social change are critically discussed, suggesting some improvement in this.

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Working Papers | 1976

Delay in Labour Judiciary: An Empirical Investigation

Verma Pramod

The objective of this study was to understand the causes for delay in labour judiciary. A sample of 100 cases was drawn from the files of Industrial court and labour courts in Gujarat. It was found that the delay took place particularly at the evidence stage. Adjournments were sought by the managements, unions and the courts themselves. Both the procedures and the strength of the court need improvements to reduce the inordinate delays.

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Working Papers | 1976

Wages in India: Towards A National

Verma Pramod

The objective of this paper is to review the empirical understanding of wage trends and wage differentials in Indian Industries. Such a review provides the empirical base for policy related issues raised in the second section of the paper. The administrative problems are highlighted. It is concluded that there is a need for administered wage system which could provide rationale for national wage structure. The recommendations by Chakravarti Commission are strongly supported.

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Working Papers | 1976

Agricutural Labour Market - A Synoptic View

Vyas Vijay Shankar

The paper reviews the forces affecting supply of and demand for agricultural labour in India, their interaction as expressed in wage levels; and, the characteristics of the agricultural labour market. The simplistic assumption of perfectly elastic labour supply cannot be sustained at the empirical level. Labour supply ought to be measured in terms of mandays available for work at relevant wage rate for a specific period. This needs knowledge of the number of agricultural workers and the participation rate. In the past, for various reasons, the former increased phenomenally and the latter only marginally. However, in the short-run these factors which influence the supply are beyond the reach of policy measures. The demand, on the other hand, is more amenable to short-run policy measures. Studies are available both on the estimational and diagnostic aspects of demand. According to one view, ensuring full employment involves labour transfer to non-farm sector. However, the required growth in non-farm employment is too high for this alternative to be practical. In this context the role of the labour absobring agricultural strategy, like HYV programme, is emphasized. A snag in this strategy is that the high peak period demand may induce mechanisation and may, thus, reverse the trend in labour absorption. On the wages issue it is agreed that adequate information on real wage rates is lacking. Nevertheless a rise in real wages in several regions especially during the HYV period is indicated. This overview of labour market highlights the relevance of the demand-supply framework in wage determination. What is needed is to understand appropriate variables influencing demand and supply at disagagregate levels.

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Working Papers | 1976

Patterns of MRTP Judgements (Relating To Restrictive Trade Practices) - A Preliminary Analysis

Khurana Rakesh and Dholakia Nikhilesh

In this paper judgements of Monopoly and Restrictive Trade Practices Commission relating to Restrictive Trade Practices are analysed. This paper reports the analysis of these cases (29) on a number of indicators like nature of applicants and respondents, nature of allegations and distribution of allegations by nature of Restrictive Trade Practices and by product classification, nature of MRTPC orders etc. Even though, the number of cases decided so far and available to us are not sufficient to make any definite assessment regarding the pattern of MRTP judgements, ti is possible to discern certain interesting trends. Firstly, all the cases pertain to relationships between manufacturers and dealers or marketers and their contractual producers. The overall trends of these 29 judgments seem to indicate that the control exercised by the manufacturers on dealers through legal agreements has somewhat relaxed. It would, however, be of interest to investigate whether the actual relationships in the market place have undergone any change as a result of the orders passed. It is too early to say what impact this apparent transfer of power from manufacturers to distributors would have on the market structure, conduct and performance. This paper has made a beginning in the direction of analysing patterns of MRTPC decisions by the creation of an Information System, for coding, storing and retrieving the pertinent data regarding applicants, respondents, nature of allegations, nature of decisions and other useful information. We hope to gain several useful insights regarding the impact of the MRTP Act on market structure and marketing practices as the data base for this information system expands.

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Working Papers | 1976

Properties of Competing Organizations

Khandwalla P N

Competition between organizations is a pervasive feature of many societies. It is structurally present when the pay-off relations between alternative uses of resources and/or alternative suppliers are zero sum or variable sum. Competition affects the structure and functioning of competing organizations by making multiple and often contradictory demands on them, such as for quick adaptation to the moves of rivals, for creative actions to outride rivals, for efficiency, for insulating the organization from future attacks, etc. Although the intensity of competition depends partly on structural factors like the number and size distribution of rivals and the sophistication of their rivals, it also is a decision variable and depends upon the ideological and other choices the managements of competing organizations make. Competitive conduct takes several forms. What form it takes depends upon a host of structural factors as well as upon the preferences of the managements of the competing organizations. Both the form and the intensity of competitive conduct has important administrative consequences.

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