IOSR-JBM   Volume-20 ~ Issue-3 ~ March-2018

Abstract: This research aims at determining the performance of hospitals by the applied entrepreneurship and hospital management strategies. It was conducted at ten hospitals as Public Service Agency which two of them owned by police and military of Indonesia namely Rumah Sakit Umum Bhayangkaraand Rumah Sakit Umum Pelamonia. Data were collected from interviews with hospital managers and several external stakeholders such as Head of 'Type B' Hospital, Head of Treatment Installation, Head of Emergency Care Unit, Head of ICU/ICCU and Operation Section, Chair of Medical Committee, Head of Finance and Planning, Head of Nursing Installation, HRD Manager, Head of Nursing Room, and Head of Polyclinic...........

Keywords: Hospital performance, enterpreneurship, strategy, hospital management

[1] Mettler, T., Vimarlund, V. Understanding business intelligence in the context of healthcare, Health Inform. J., 15(3), 2009.254-264. [2] Albertsen, O.A., Lueg, R. The balanced scorecard's missing link to compensation, J. Account. & Organ. Chang., 10(4), 2014 431-465.

[3] Chang, W.-C., Tung, Y.-C., Huang, C.-H., Yang, M.-C.. Performance improvement after implementing the balanced scorecard: a large hospital's experience in Taiwan, Total Qual. Manage. & Bus. Excell., 19(11), 2008.1143-1154.

[4] Mutale, W., Stringer, J., Chintu, N., Chilengi, R., Mwanamwenge, M.T., Kasese, N., Balabanova, D., Spicer, N., Lewis, J., Ayles, H. Application of balanced scorecard in the evaluation of a complex health system intervention: 12 months post intervention findings from the BHOMA intervention: A cluster randomised trial in Zambia, Plos One, 9(4), 2014. 93-97.

[5] Walker, K.B., Dunn, L.M. Improving hospital performance and productivity with the balanced scorecard, Acad. Health Care Manage. J., 2(1), 2006.85-110.

Abstract: The development of Family-owned Businesses in developing countries including Sri Lanka is of great importance for increasing national production, providing employment for youth, developing rural and village industries, establishing a sound national industrial base, encouraging indigenous creativity and reducing the dependence on imported goods. Although the Family-owned Businesses are a vital instrument for realizing the above mentioned goals, the Family Business industrialists who are considered as a principal character, have a very poor survival rate in the economy. Thus, the problem in which the present research will concentrate entails developing a better understanding of how Family-owned Businesses can avoid failure and improve their effectiveness by using outside assistance.............

Keywords: Family-owned Businesses, Social Networks, Entrepreneur skills

[1] Anderson, R. C., and Reeb, D. M. (2004). Board composition: Balancing family influence in S&P 500 firms. Administrative Science Quarterly, 49(2), pp209-37.
[2] Braun, M. R., and Latham, S. F. (2009). When the big ―R‖ hits home: governance in family firms during economic recession. Journal of Strategy and Management, 2(2), pp120-44.
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Abstract: GST also known as the Goods and Services Tax is known as the huge indirect tax structures intended to support and enhance the economic growth of a nation. GST is an important reform measure and most recommended standard policy for countries wanted to go for an International Monetary Fund's structural adjustment programme. The idea of GST in India was pioneered by Vajpayee in 2000 during his tenure, but due to oppositions from stakeholders of nation, amendments were not passed during his period. Later in 2015, 15 years after the seed of GST was sowed by Vajpayee, the constitutional amendments for the GST was passed on 6th May 2015 by Loksabha and passed by Rajyasabha member approval in July. More than 150 countries have implemented GST so far considering the positive impact GST could create in their country's economy................

Keywords: GST, Amendments, Awareness, Understanding and Perception

[1] The Economic Times (2009) Featured Articles from The Economic Times.

[2] GST India (2015) Economy and Policy.

[3] Mehra P (2015) Modi govt.'s model for GST may not result in significant growth push. The Hindu.

[4] Sardana M (2005) Evolution Of E-Commerce In India Part 3.

[5] TRAI (2015) Highlights of Telecom Subscription Data as on 28th February

Abstract: The purpose of this paper is to analyze the impacts of High-performance work practices (H-PWPs) on employees' job experiences and psychological outcomes. Survey of literature on High-Performance work systems suggested that HPWS envisages a 'win-lose' situation for employers and employees, respectively, and the competitive advantages are gained at the cost of individual employee. Thus, the study aimed at examining the effects of work-intensification perceived by employees engaged in organizations implementing High-Performance work culture on their psychological well-being.The study was conducted on 154 employees of managerial level randomly selected from Private sector Banks in UP, India. Psychometrically standardized tool were administered to assess the extent of work intensification.........

Keywords: High-Performance Work Practices, Work Intensification and Employees' Well-being

[1] Adam, M., Grant, Marlys, K., Christianson, and Richard, H. (2007). Price, Happiness, Health, or Relationships?Managerial Practices and Employee Well-Being Tradeoffs. ACAD MANAGE PERSPECT, vol. 21, 351-63. doi:10.5465/AMP.2007.26421238

[2] Appelbaum, E., Bailey, T., Berg, P. and Kalleberg, A. L. (2000).Manufacturing advantage: Why high performance work systems pay off, Ithaca, New York: Cornell University Press.

[3] Atkinson, C.and Hall,L.(2011).Flexible working and happiness in the NHS.Employee Relations,33 (2), 88-105.

[4] Batt, R., Nohara, H. and Kwon, H. (2010). Employer strategies and wages in new service activities: A comparison of coordinated and liberal market economies. British Journal of Industrial Relations, 48, 400-35.

[5] Berg, P. & Frost, A. (2005). Dignity at work for low wage, low skill service workers. Industrial Relations, 60, 657-82.

Abstract: Counterproductive work behaviour is a behaviour that jeopardizes the objectives and interest of the organization. It is always under the scanner of ethical leadership and certain organizational moral doctrines. In the light of the foregoing, this study investigates the mediating effect of ethical leadership on the relationship between personality factors, group norms and counterproductive work behaviour among employees in Nigerian universities. Methodologically, 80 academic and non-academic staffs were selected to participate in pilot study. Adapted instrument: Counterproductive Work Behaviour Questionnaire (CWBQ), Personality Inventory Questionnaire (PIQ), Group Norm Questionnaire (GNQ) and Ethical Leadership Questionnaire.............

Keywords: Ethical Leadership, Counterproductive Work Behaviour, Group Norms, Personality factors, Nigerian Universities, Pilot Study.

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[2] Aubé, C., Rousseau, V., Mama, C., & Morin, E. M. (2009). Counterproductive behaviors and psychological well-being: The moderating effect of task interdependence. Journal of Business and Psychology, 24(3), 351-361.
[3] Bagozzi, R., & Yi, Y. (1988).On the evaluation of structural equation models.Journal of the Academy of Marketing Science, 16, 74-94. doi:10.1007/bf02723327.

[4] Bakker, J., Honda, S., Harada, N., &Balthazart, J. (2002). Sexual partner preference requires a functional aromatase (cyp19) gene in male mice. Hormones and Behavior, 42(2), 158-171.
[5] Bambale, A. J., Karwai, S. A. (2014). Personality characteristics and deviant workplace behaviors of university academic staff in North-West, Nigeria.Bayero Business Review, 4, 3, 80-91.

Abstract: Brand Personality Is One Of The Most Significant Strategic Factors In Brand Image Differentiation. Different From Previous Studies Which Commonly Adopt Aaker's BPS To Measure Brand Personality, This Study Takes Chinese Consumers As The Research Subjects And Illustrates The Brand Personality Measurement Dimension Of South Korean Value Project Proposed By Kim Yugyeong (2000) To Study Chinese Consumers' Awareness Of South Korean Cosmetics Brands. Research Results Could Be Summarized Into Four Points. At First, Chinese Consumers Have Realized The Brand Personality Of South Korean Cosmetics Brands Characterized By "Affection", "Excitement" And "Sincerity". Secondly, South Korean Cosmetics Brand Personality Makes An Effect On Chinese Consumers' Selection Of Brands By The Factors Of "Sincerity" And "Affection" In The Sequential Order. Thirdly.......

Keywords: Korean Cosmetics Brand, Chinese Consumer, Brand Personality, Brand Preferences

[1]. 2016年中国化妆品行业市场容量及发展趋势分析[EB/OL].中国产业信息, 2016.11.01, Http://Www.Chyxx.Com/Industry/201611/462704.Html
[2]. 2017年中国化妆品行业市场规模及发展趋势分析[EB/OL].中国产业信息, 2017.05.31, Http://Www.Chyxx.Com/Industry/201705/527555.Html
[3]. 2017年中国化妆品行业市场规模预测和行业市场容量及发展趋势分析[EB/OL].中国产业信息, 2017.10.12, Http://Www.Chyxx.Com/Industry/201710/571572.Html
[4]. Ha Injoo, Jiang Minghua. (2010). An Observational Approach To Similarities And Differences Of Korean-Based, Chinese-Based And Japanese-Based Dimensions Of Brand Personality. 동북아문화연구, 22：211-255.
[5]. 何佳讯, 丛俊滋. (2008). "仁和"与"时新"：中国市场中品牌个性评价的关键维度及差异分析. 营销科学学报, 4(3):81-92.

Abstract: Organization change is as old as organizations themselves. The pharaohs of ancient Egypt probably struggled with a need to change the organizations that built their pyramids. And imagine the degree of organization needed, with continual modifications, to successfully construct the Great Wall of China. Significant happenings across the world are having their impact on organizations in both developing as well as developed countries. Today, business leaders are facing the complex task of leading not only organizations but also their countries into the future. Currently, a trend is under way to change the organizations. A look at the Indian organizations also indicates that to keep pace with change. Organizations exist in a changing environment and cannot afford to have rigid hierarchies, high degrees of functional specialization, job description having limited scope............

Keywords: Organizational Change, Drivers, Importance, Need, Objectives, Methodology, Analysis, Findings and Suggestions.

[1]. Suja R. Nair (2004), Organizational Behavior, Himalaya Publishing House Mumbai, 1st Edition, P.443.
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[4]. P.Subba Rao (2005), Management and Organizational Behavior, first edition, Himalaya Publishing house, Mumbai, PP.514.
[5]. Cumming, G.T. and F.E. Huse (1985), Organization development and change (3 ed.). Minnesota: West http://www.idosi.org/mejsr/mejsr23(1)15/20.pdf.

Abstract: Coming Together Is A Beginning. Keeping Together Is Progress. Working Together Is Success" - Henry Ford Among Other Resources Of Organizations, Human Resource Is The Most Critical One That Makes A Difference In An Organization's Performance. For Employees To Work For An Organization With Interest And Commitment, It Is True That Organizations Should Place An Effective Human Resource Management System In Practice. Sound Human Resources Management Practices Are Essential For Retaining Effective Professionals In Hospitals. Given The Recruitment And Retention Reality Of Health Workers In The Twenty-First Century, The Role Of Human Resource Management.........

Keywords: Human Resources Management, Health Care Sector, Processes And Practices, Hrm Support To Health Care Quality

[1]. Ali, D. E., & Aameed, S. A. (2016). HRM ISSUES AND CHALLENGES IN HEALTHCARE. INTERNATIONAL JOURNAL OF MANAGEMENT (IJM) , 166-176.
[2]. Alvanzo AH, Cohen GM, Nettleman M. Changing physician behaviour: half-empty or half-full? Clinical Governance:
[3]. Jamal, K. & Adwan, A. (2008). The reality of workforce planning in the health sector hospitals the non-governmental sector in the provinces of Gaza.
[4]. Keating, M. (2011). Managing professionals: exploring the role of the hospital HR function Aoife McDermott, Cardiff University Business School, Cardiff, UK. Journal
[5]. Lucas, R. (2002). Fragments of HRM in hospitality? Evidence from the 1998 workplace employee relations survey. International Journal of Contemporary Hospitality Management, 14(5).

Abstract: In economic system one of the most important elements is the role of bank. Banking activities greatly influence the operation of other business firms and industries. Due to environmental issue green banking initiatives are practiced by developed countries from long ago by following the slogan "Be green, Go green". Developing countries like Bangladesh also responding to protect environment and adopt green banking policy. This study presents the current scenario of green banking practices by examining annual report (2015-2016) of Bangladesh Bank, reports of State–Owned Commercial Banks (SCBs), State-Owned Specialized Development Banks (SDBs), Public Commercial Banks .............

Keywords: Developing Countries,Economic System, Green banking, Green Finance.

[1]. Khondkar Morshed Millat, Green Banking Activities, Banking Regulation and Policy Department Bangladesh Bank, 2012.
[2]. Md. Maruf Ullah, Green Banking in Bangladesh- A Comparative Analysis, World Review of Business Research, 3(4), 2013, 74 – 83.
[3]. Md Tajul Islam, Green Banking and its present scenario in Bangladesh, The Daily Observer, 2015.
[4]. Bangladesh Bank (BB), Annual Report, 2016-2017.

[5]. Md.Mustafizur Rahman, Md. Ali Ahsan, Md. Motahar Hossain, Meem Rafiul Hoq, Green Banking Prospects in Bangladesh. Asian Business Review, 2(4),2013,59-63..

Abstract: Green human resource management (GHRM) has become a key business strategy for the significant organizations where human resource departments play an active part in going green at the organizations. The main purpose of this study focused on training and development of Employee Knowledge, Employee Skill and Employee Attitude towards the implementation of Green Human Resource Management (GHRM). A total of 150 questionnaires were distributed via email to the organizations who implemented GHRM in Malaysia, but only 100 were returned. The results of the analysis indicated employee skills as the most significant factors for organization to implement GHRM. For the practicality of this study, GHRM is anticipated to be well implemented when the employee skills are emphasized.

Keywords: Green Human Resource Management, Employee Skills, Employee Knowledge, Employee Attitude

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