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Permanent URI for this collectionhttps://hdl.handle.net/10361/8160

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Continuous learning : the career challenge for the new century
(© 1999 Centre For Social Stdies, 1999) Haq, Mahmudul; BRAC Business School
Today's business environment is highly turbulent and complex. Job requirements, work group dynamics, and organisational structures are evolving rapidly in response to rapid ohanges in technological, market, and economic forces. These changes are quite radical and immediate for some organisations and industries, while for others : the changes are incremental, providing managers with ample time for preparation. Such dynamic changes in the business environment have resulted in, and are constantly leading to a more ambiguous and contradictory career signals. The traditional psychological contract whereby an employee entered the job, performed well, was loyal and committed, and thus received rewards and job security, has been replaced by a new contract based on continuous learning and identity change. Today's productive workforce must be highly skilled and flexible, characteristics that can only be developed through extensive training and experiences in a variety of job assignment. Business enterprises must, therefore, reorganise their workplaces to create a workforce of lifelong learners who will continuously upgrade their talents and skills, and promote continuously learning on the job an essential part of their work life.
Synthesis of managerial fairness and its effects on perceived leader quality: the case of nationalised commercial banks of Bangladesh
(© 2005 D. U. Journal of Marketing, 2005-06-08) Haq, Mahmudul; Jahangir, Nadim; Ahsan, Ali; BRAC Business School
The concept of fairness and justice has received much allen/ion in recent literature on organisational behaviour and human resource management as a way of motivating employees for achieving organisational success. The practice o(justice in organisations may be either distributive or procedural. While distributive justice focuses on the perception of fa irness based on the employees ' outcome-to-input ratio, procedural justice evaluates the entire process by which the managers deal with their subordinates, which in turn determine the degree of fairness they have exercised. This paper attempts to analyse the component and structure of the items in the procedural justice questionnaire developed by R. Folger & M. Konovsky (1989) as discernable from the responses of the employees of the nationalised commercial banks of Bangladesh and test the significance of the identified componen{s in predicting/explaining the employees' perceived leadership quality of their managers. Factor analysis, correlations, and regression were performed for the analyses. Three components of procedural fairness (justice) were found to have significant effects in explaining employee perception of the managerial leadership quality in the NCBs of Bangladesh.
Managerial fairness and its effects on employees' job commitment in the nationalised commercial banks of Bangladesh
(© 2006 Journal of Business Studies, 2006-06) Ahsan, Ali; Haq, Mahmudul; Jahangir, Nadim; BRAC Business School
The study of fairness in organisations, and in panicufar, procedural fairness, has given researchers fresh insights about management. In business organisations, considerations of fairness appeal to managers, employees, and other organisational stakeholders who see fairness as a unifying value, providing fundamental principle that can bind together conflicting parties and create stable social structures. This paper attempts to explore the relationship between managers' practice of procedural justice and employees' job commitment in the nationalised commercial banks ( NCBs) of Bangladesh and analyse the predictability of the different components of procedural justice in explaining perceived job commitment. Several diagnostic techniques such as factor analysis, bivariate correlations and regression hm•e been used in this study. Two components of procedural fairness - communication fairness and follow-up fairness - have been found to have significant effects in explaining employees' job commitment in the NCBs of Bangladesh.
Employee perception of managerial leadership power bases in the nationalised commercial banks of Bangladesh : an empirical study
(© 2004 Journal of Business Administration, 2004) Jahangir, Nadim; Haq, Mahmudul; Ahmed, Ezaz; BRAC Business School
The problems of job performance in the nationalised commercial banks (NCBs) of Bangladesh arise from both physical and managerial sources. While most of the branch offices of the these banks are poorly equipped to handle business activities, absence of efficient leadership qualities are also generally observed among other managerial aspects of effective job performance. Despite the emergence of a significant number of banks and other financial institutions in the private sector, the nationalised commercial banks offer the lion share of banking services of the country because of their large countrywide operational network. The success of the banking industry of Bangladesh therefore depends largely on the success of these NCBs. The success of the NCBs depends on the job performance of their employees at the operational level, which in turn, depends on the managerial ability of their superiors. The leadership quality of the managers at the NCBs of Bangladesh is therefore seen as an essential ingredient for the success of these banks. This research paper attempts to explore the effect of one important aspect leadership---the managers' use of social power---on their ability to manage their subordinates. A sample of randomly selected employees of the three NCBs of the country were asked to give their opinions about their respective superiors on their (superiors') use of the various items of the five bases of social power. Three bases of social power used by the managers of the NCBs of Bangladesh were found to have significant bearings on the employee ., ' perception of the leadership quality of their managers through factor analysis and multiple regression.
Effects of managerial leadership power bases on employees' job commitment in the nationalised commercial banks of Bangladesh
(© 2005 Bank Parikrama, 2005-03) Jahangir, Nadim; Haq, Mahmudul; BRAC Business School
Lack of efficiency in the Nationalised Commercial Banks (NCBs) of Bangladesh can be attributed to a multitude of sources. Absence of adequate infrastructure facilities, lack of modern technology and the use of conventional managerial approaches have all contributed to the dismal performance of the NCBs. In a poor country like Bangladesh, where financial resources are scarce, an abrupt improvement in the infrastructure and technological facilities cannot be expected in government-owned banks. Immediate improvement in the NCBs can be brought about by improving the employees' job performance by motivating and developing their commitment to the organisation. The role of the managers as leaders of the employees is vital along this direction. Among the various aspects ofleadership the use of power bases has gained significant popularity in the literature of management. The effective use of different bases of social power by the managers can contribute significantly in accomplishing higher employee commitment, greater job performance. and higher job satisfaction, all of which result in improved organisational performance. This paper examines the relationship between managers' use of social power and employees' organisational commitment level in context of NCBs of Bangladesh. The five bases of social power, as developed by French and Raven (I 959), were utilised to investigate the relationship. Bivariate correlation, factor analysis and hierarchical multiple regression analyses were performed on data obtained from NCBs employees. The results indicate significant relationship between organisational commitment and two bases of social power. Implications for practicing managers and for future research are also discussed'.
Progress in procedural justice: tunnelling through the maze
(BRAC University, 2005) Jahangir, Nadim; Haq, Mahmudul; Ahmed, Ezaz
Recent developments in the contribution to the literature on procedural justice have opened avenues for exploring the subject and gaining perspective in the field with a view to assessing how the concept of procedural justice has evolved over the periods and how it is shaping up for the future. This paper reviews the procedural justice literature since 1990. Four theories exploring procedural justice are presented. The antecedents, consequences, and contexts for procedural justice effects are reviewed. This study reveals that attention to matters relating to procedural justice need to be practiced in the foreseeable future.
Organizational citizenship behavior: Its nature and antecedents
(BRAC University, 2004) Jahangir, Nadim; Akbar, Mohammad Muzahid; Haq, Mahmudul
Theory and research on Organizational Citizenship Behaviors (OCB) has presumed OCB as a set of desirable behaviors that contributes to the organizational effectiveness. So far OCB has been connoted as one of the antecedents of organizational performance. However, the antecedents of OCB are not thoroughly investigated. This study explores various existing definitions of OCB and then examines the dimensions of OCB. Based on the discussion on the dimensions of OCB, a number of antecedents were identified. When the antecedents are known, managers would be able to promote OCB among their employees for better performance.

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