Identifying which leadership strategy to employ in order to derive optimum commitment from employees is always not a simple task for most firms. The purpose of this paper is to examine the effect of three dimensions of leadership strategies on employees’ commitment in order to identify the best strategies required to improve on the commitment of employees in a developing country’s context. A total of 132 employees were sampled based on the two major plastic manufacturing companies in Ghana. The Pearson’s correlation and the hierarchical regression are the main statistical tests employed to examine the hypotheses. It is identified that the democratic leadership strategy had a significant positive effect on organisational commitment. Besides, there is also an insignificant positive effect of the laissez faire leadership strategy on organisational commitment. Similarly, an insignificant negative effect was found between autocratic leadership strategy and organisational commitment. Based on the findings, organisations are therefore encouraged to adopt the democratic leadership strategy to improve on the commitment of the work force.
This paper focuses on the issue of alcohol in contemporary work organisations. It aims to shed light on how alcohol use and/or misuse is constructed as a "problem," the dimensions of the "problem" and how these are shaped by the discourses. The study examines the interaction between the organisational discourses and the actual practices regarding alcohol in the modern-day work environment. Instead of focusing on how to improve organisations, this paper explores, following Foucault’s post-Structuralist ideas, power relations, interactions between power relations, and discourses (expert and lay knowledge) to understand why/how certain organisational discourses and practices become dominant over time and why/how alcohol use has consequently become "problematised" in the workplace. Thus the issues of power relations and discourses in Knowledge-Intensive firms are primarily investigated in this study to uncover and understand how the drive by organisations for the "manageable" employee produces a worker who is self-regulating and self-disciplined. The paper will include an assessment of discourses from various organisational actors to shed light on the role of management, and the organisation for that matter, as a principle of control or government in creating autonomous and productive subjects in the workplace and wider society.
Learning and knowledge sharing is important for organization knowledge development. Individual knowledge ought to be aligned with enterprise knowledge and concentrate on improving the competitive advantage of an organization in today’s dynamic marketplace. There has been much research about knowledge learning and sharing in the organizational context. Evidently, learning and knowledge sharing processes in organizations are influenced by various factors. These influencing factors interact with each other. We proposed a model to explore the interrelationship between the influencing factors of knowledge learning and sharing in electronic component manufacturing companies. This study collected data from a manufacturing company producing high technology electronic components but uses high laborer intensive processes. It is a typical China based manufacturing company of today which is finding that cheap labor and low cost are no longer sufficient to maintain competitiveness. The company needs to have the capability to learn and improve with advancing technology. In our proposed model, we divide these factors into external factors (organization policy, organizational value, information technology) and internal factors (individual attitude, self-perceived knowledge competency). We used quantitative data to validate the proposed model and test our hypothesis. This study would be of particular interest to industry practitioners of organizational learning and developments.