Analysis of Ioi Corporation Berhad Performance Based on 5...

Background Information of IOI Corporation Berhad The group’s principal activity is manufacturing of oleo chemicals, palm oil refinery and palm kernel crushing. However, IOI divide their group activities into 5 segments; Plantation, Property Development, Property Investment, Resource-based Manufacturing, and Other operations segment. Plantation segments focus in cultivation of oil palm and rubber and processing of palm oil. Property Development is engaged in the development of residential and commercial properties. Investment in shopping mall, office complex, and others are part of Property Investment. Resource-based manufacturing segment is engaged in manufacturing of oleo chemicals, specialty oils and fats, palm oil refinery and palm†¦show more content†¦Especially from joint venture, it showed superior changes over the years by went up 6 times higher than 2007, from RM 190 million to RM 1.5 billion. It brought considerable contribution to the total assets of the com pany. In spite of the soaring of several items in non-current assets, there were numbers of tangible assets deteriorated compare to last year statement, such as property, land, and equipment, and land held property and development that caused a few impact on the total assets. In current assets, the closing stock from last year brought forward to current year assets toted up the increment of inventories closed to 83% higher than last year. IOI Corp’s engagement with numerous debtors has expanded year by year also. Nevertheless, the short term funds for this recent year didn’t progress well due to the shrinking as much as RM 300 million than last time. Furthermore, in terms of current and non-current liabilities there were two mainstreams area that need to emphasize. In long-term liabilities, IOI Corp conducted borrowing more intense in the very latest report, recognizing more than RM 1 billion. Whereas, taxation rate climbed up this year for more than 100% imposed to IO I Corp. Both these outlines pouring in valuable escalation in liabilities net figure. {text:list-item} {text:list-item} These ratios are sometimes called â€Å"liquidity measures†, the primary concern is theShow MoreRelatedPadini7800 Words   |  32 Pages1.0 Introduction This coursework ABDT 4054 Marketing required us to do research about a business organization in Malaysia and the organization name is Padini Holdings Bhd (Padini) and write a report on the following topics which includes background, analysis of the marketing environment, SWOT analysis, segmentation, targeting and positioning, marketing mix and recommendations of Padini. The reason we choose Padini is because the organization is a well known and it was listed in most valuable brand

Street Gangs Americas Growing Problem - 1056 Words

Street Gangs: Americas’ Growing Problem Gangs have increasingly become a serious problem over the past few decades. A report from the FBI’s 2011 National Gang threat assessment states that there are 1.4 million active gang members comprising of more than 33,000 gangs in the United States. This growth migration of gangs has had a negative effect on our youth. Gang violence causes fear and changes how kids behave in school. In a poll of 2,000 teenagers, â€Å"the respondents reported that their fears of violence often affect how they behave and perform in school† (Wilson, pg. 5). This demonstrates that fear of gang violence affects their learning. â€Å"About 13% said that they had performed poorly in school because of their concerns about crime and violence† (Wilson, pg. 24). This research proves that many teens fear gangs. Involvement in gangs leads to innocent deaths from shootings. â€Å"Many victims of gang-related violence are innocent bystanders† (Miller, pg. 19). 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Distinguish Between the Concepts of Job Satisfaction and Organizational Commitment and Examine the Casual Relationship Between Them free essay sample

The following discussion is about distinguish and relationship between job satisfaction and organizational commitment. Organizational commitment is considered as an important definition of company effectiveness and job satisfaction is a part of it. The organizational commitment mostly focuses on organizational behavior and psychology. At a main level, most of the researchers claim that definition for organization commitment is: psychological status that characterizes the relationship between employee and organization and that has significance for their decision to stay with the company. Sumi, 2011) There are three components of organizational commitment: Affective commitment, which is showing a strong emotional attachment to the company and worker continue employment because he want to do that. As a fact, it becomes almost a nature for employee to be emotionally attached to the company and enjoy continuing membership in the company. It was identified several factors, such as job perf ormance, job characteristics, involving in a goal setting and decision-making process, which forms an affective commitment in workers. Sumi,2011) Continuance commitment which is showing employee attachment to organization by costs, which is related to his lost in case of leaving an organization. Employee continues to work because he needs it. (Meyer and Allen,1990) Employee could be involved to close working relationship with co-workers, personal investment such as career investment or he acquired unique skills for a particular organization which is made too costly for individual to leave the organization. (Sumi, 2011) Normative commitment – it is related to employee responsibility to continue his work. He stays at work because he must to do that. It was found that employee with higher affective commitment did their job better that employee with continuance commitment. (Meyer and Allen,1996) Employee commitment is important for the organization because of the following several factors: It is usually better predictor of turnover, highly commitment employee might perform better than less commitment employee and commitment could show one useful indicator of organization effectiveness. Steers,1977) There are different variables such as organizational culture and subculture, measures of leadership style, job characteristics and job satisfaction which are antecedents of organizational commitment (McConnell,2003) A variable that closely related to a commitment is job satisfaction. Sense of job satisfaction and organizational characteristics have a big impact on affective and normative commitment. The concept of job satisfaction is determined as the level to which employee feels negatively or positively about his job. (Monoshree, 2012) There are three important dimensions of job satisfaction. First one, it is emotional reaction to a job situation. Second, it is how outcomes exceed expectations. The last one, some attitudes relate to work itself: possibility of promotion, pay, co-workers and supervisors, which are also very important in job satisfaction. (Luthans, 1998) Allen and Meyer (1996) showed that any worker who is affectively committed to the company will have extrinsic, intrinsic and normal job satisfaction. In case the employee shows a high level of continuance commitment, he/she will be satisfied only extrinsically. High level of normative commitment will be associated with intrinsic job satisfaction. It is suggested that bigger employee is extrinsically, intrinsically and socially satisfied with his job, bigger will be his degree of organizational commitment. (Monoshree, 2012) It is suggested that the main role of stimulus is to increase extrinsic motivation by satisfying employee’s needs through means of pay. The relation between extrinsic motivation and pay-for-performance is obvious. It has an important place in external rewards such bonus and promotion and treat as resign, salary cuts. The other form of motivation is intrinsic motivation. It is taking aspects such as working for its own, increase responsibility, self-actualization, provides psychological benefits. Many authors considered that money as a part of extrinsic motivation can prevent to intrinsic motivation by reducing creativity of employees. In fact a big attention to extrinsic motivation can divert focus from the task. (Stinger,Didham and Theivananthampillai,2011) Job satisfaction and employee commitment are very often studied variables in organizational literature and it was found that ach of them has a relationship with such aspects of consequent behavior as turnover and job performance. Martin and Bennet (1996) showed four models of relationship between job satisfaction and organizational commitment. First, job satisfaction is antecedent of organizational commitment. This model has supporting factors as it was found that job satisfaction and organization commitment positively correlated. Second, org anizational commitment highly correlates with measures of turnover that job satisfaction. Third, job satisfaction is highly correlates with specific outcomes and work environment than organizational commitment. All together these factors show us that job satisfaction is a reason of organizational commitment. The second model, organizational commitment is antecedent to job satisfaction. This model was interpreted by using a cognitive dissonance approach. A cognitive perspective such as commitment is rationalized by the following relation of job satisfaction. The situation is evaluating be employee by developing a level of satisfaction with following level of organizational commitment. The third model, job satisfaction and organizational commitment are reciprocally related. It was shown that relationships between these two variables are so rapid that it was impossible to see reliable casual interval. The last model, Job satisfaction and organizational commitment are independent. It was suggested that some of research did not find a relationship between these two variables. Later on it was examined the relationship between job satisfaction and different types of organizational commitment. Employees who are strongly committed to their company usually identify themselves with a company goals and objectives and want to continue working with their organization. Hunt et al. , 1989) A lot of different studies examined actuality of measures of organizational commitment and investigated the relationship between organizational commitment and its antecedents and outcomes. The prevalent opinion between the different studies suspect, that satisfaction causes employee commitment. This position explained as employee orientation by specific job usually antedates orient ation by the entire organization. It is suggested that job satisfaction positively influence on organizational commitment. However it was found that job satisfaction has a strong and positive relationship with affective commitment and it has negative correlation with continuance commitment and it is also has positive correlation with normative commitment. (Allen and Meyer, 1996). In 2002 Meyer showed that affective commitment has a strongest correlation with job satisfaction, the second one was normative commitment and the continuance commitment is not related to a job satisfaction. According to the previous discussion it was found that there is a relationship between job satisfaction and affective and normative commitment. However it was prove by previous research that there isn’t a positive correlation with continuance commitment. It was also describe that job satisfaction and organizational commitment have a common relationship with turnover and job performance. As a related factor turnover is playing an important role in determination of job satisfaction and organizational commitment because all these three factors are related to each other while we evaluate them. Turnover intention is a biggest predecessor to turnover. It is a key element in the creating of employee turnover behavior. It was determined that behavioral intentions are the best predecessors of this turnover. Job satisfaction is a one of the biggest predictor of employee turnover rate. More often employees are resigned when job satisfaction level and psychological well-being are low. According to previous studies it was found that organizational commitment also plays an important role in employees’ turnover because it is related to employee’s feeling about the whole organization. It was shown that organizational commitment also influence on the rate of absence from work. Joo and Park,2009) All these three factors, job satisfaction, turnover and organizational commitment has common set of constructs that influencing oh them. Those are goal orientation and organization learning culture. Goal orientation relates to goals that individual wants to achieve. It is considered as motivation variable which also effects on learning effort. Goal orientation can be split in two parts: performance goa l orientation and learning goal orientation. Performance goal orientation refers to intention to demonstrate competitive advantages and receive a positive evaluation from others. Employee with high performance goal orientation is demonstrating his competence trough gaining positive comments and avoiding negative evaluation. It has a positive influence on job satisfaction and organizational commitment of employee when supervisor provides appropriate task and feedback increases the strengths of performance goal orientation. Learning goal orientation relates to intention to increase competitive advantages by gaining new skills. Employee with high level of learning goal orientation concentrates on increasing his learning or task competence, avoiding challenges and saves from situation of failure. Employees with high level of learning goal orientation show higher level of managerial pursuit and job satisfaction. Organizational learning culture is one of the most important determinants, which increases organizational commitment. There are seven actions for creating learning organization: construct permanent learning possibilities, contribute dialog and inquiry, promote team learning and collaboration, develop a systems taking and sharing knowledge, delegate employees to have a collective vision, combine the company with the environment and have leaders who creates and encourage learning in all hierarchy levels. It was found that there is a positive correlation between organizational learning culture and affective organizational commitment. Employees feel more satisfied with their job when they participate in leadership behaviors inspiring teamwork, decision making process and empowerment. (Joo and Park,2009) Job satisfaction and organizational commitment has a lot of similar factors which is influence on performance of company’s employees. According to previous discussion it is possible to conclude that there is a link between these two variables. It was identified three components of organizational commitment and their positive or negative correlation with job satisfaction and affective commitment has the strongest positive relationship. In case when employee continues working with the company when he wants to do that it shows a highest job satisfaction. Moreover job satisfaction and affective commitment have link from organizational learning culture as it was proved that both variables have positive correlation with organizational learning culture. Through the set of construct such as goal orientation which includes learning goal orientation and performance goal orientation it was shown the link between of organizational commitment and job satisfaction that gave a positive relationship between two variables. However it was discussed four models of relationship between job satisfaction and organizational commitment and one of them showed that these variables are independent, but it wasn’t enough evidence to prove this model from what we can conclude that job satisfaction and organizational commitment has positive or negative relationship. There is also relationship between components of commitment and type of job satisfaction. It was discussed that employee with continuance commitment will have extrinsic satisfaction from job, employee with normative commitment will have intrinsic job satisfaction and finally employee with affective commitment more likely will have intrinsic, extrinsic and total job satisfaction. As a distinguish between job satisfaction and organizational commitment it is possible to say that job satisfaction more concentrates on individual feeling about the job and company in general an organizational commitment concentrates on relationship between employee and organization. Throughout the discussion about organizational commitment and job satisfaction was also found that they both have a relationship with employees’ turnover. To conclude, job satisfaction and organizational commitment influence on company performance and play important role in organization effectiveness.