Journal Issues

Abstract
This investigation indicates theoretically at which level the social capital and introduced associations can be worthwhile for institutional business visionaries to achieve institutional change. Hence, a model is proposed, in perspective on three suggestions, to take a gander at the sufficiency of the social capital constrained by institutional on-screen characters to accomplish institutional change. Thusly two unmistakable fields-primarily institutional speculation and relational association theory are solidified remembering the true objective to progress explain institutional change.

Abstract
Since its improvement in the 1960's, the field of essential organization and framework specifying has progressed into a baffling zone of concentrate, despite for the most instructed and experienced strategist. System Safari (FT Prentice Corridor, 2002), subtitled "A Guided Visit through the Wilds of Key Administration" by Henry Mintzberg, Bruce Ahlstrand and Joseph Lampel is an audit of the full field of educational and business examinations of technique definition, in light of past location course of action passed on by Mintzberg. In that book, the authors perceived ten (10) schools of framework definition. One of which is the setup school. The "design school" of imperative organization, which focuses on a non-complex model that considers the to be of essential advancement as a blueprint technique to accomplish an elegant congruity between inside undeniable ability and outside hazard and opportunity. Methodology course of action should be a discerning, easygoing and controlled technique of idea. While the model has repressions, four conditions may encourage a relationship to use the arrangement school model, including when critical learning has been developed and a situation is relentless; an affiliation can adjust to a midway articulatedphilosophy; and one individual can manage all data related with making system. There are a couple of responses of the arrangement way of thinking on its steadfastness and authenticity. The makers have offset with these responses and explained that it relies upon doubts which are misleading, as the thought caused by design school was over adjusted and limited in reason.
Keywords: Vital execution, association strategy, Administration.

Abstract 

This study investigates the impact of remote work arrangements on employee productivity, with a focus on key performance indicators such as problem-solving abilities, job quality, time management, and overall efficiency. The study is set in the context of a rapid global shift toward remote work, fueled by technological advancements and the COVID-19 pandemic. The study aims to provide valuable insights for optimizing remote work policies and practices by examining how different remote work designs, approaches, and methods affect these aspects of employee performance. The findings show that, while remote work has significant benefits such The study aims to provide valuable insights for optimizing remote work policies and practices by examining how different remote work designs, approaches, and methods affect these aspects of employee performance. The findings show that, while remote work has significant benefits such. The study also investigates how the use of advanced communication tools and strategies can help to mitigate these challenges, improve collaboration, and maintain high work quality standards. This research has implications for both employers and employees, emphasizing the importance of a balanced approach to remote work that promotes productivity while also supporting employee well-being. The study emphasizes the importance of effective organizational strategies to support remote workers. Finally, the study adds to the ongoing discussion about remote work by making practical recommendations for organizations to improve employee productivity in a remote setting, ensuring long-term viability and success.

Abstract 

This study aims to assess the effectiveness of training among employees in the telecommunication industry, a sector characterized by rapid technological advancements and intense competition. Effective training is essential for enhancing employee skills, improving job performance, and fostering organizational growth. The study investigates the impact of various training programs on employee performance, engagement, and job satisfaction, utilizing a mixed-method approach that includes surveys, interviews, and performance metrics analysis. Data were collected from a sample of 250 employees across different departments within leading telecommunication companies. The study evaluates key training dimensions such as content relevance, delivery methods, trainer effectiveness, and the application of skills in the workplace. Results indicate that employees who received well-structured and relevant training programs showed significant improvements in job performance, problem solving abilities, and overall productivity. Additionally, the findings reveal a positive correlation between training effectiveness and employee engagement, highlighting that well-designed training programs enhance employee motivation and reduce turnover intentions. However, the study also identifies challenges, including inconsistent training quality, lack of follow-up support, and limited customization of training content to address specific job roles. The research underscores the importance of continuous evaluation and adaptation of training programs to meet evolving industry demands and employee needs. It suggests that companies should invest in modern training technologies, such as e learning platforms and virtual simulations, to enhance training accessibility and effectiveness. Furthermore, aligning training initiatives with organizational goals and involving employees in the training design process can significantly improve outcomes. This study contributes to the existing literature by providing valuable insights into the factors influencing training effectiveness in the telecommunication industry and offers practical recommendations for enhancing training strategies. 

Keywords: Training Effectiveness, Employee Performance, Telecommunication Industry, Job Satisfaction, Employee Engagement, Skill Development, Training Programs, Organizational Growth, Human Resource Management, Training Evaluation.

Abstract

Job crafting is an individually-driven work design process which refers to self initiated, proactive strategies to change the characteristics of one's job to better align the job with personal needs, goals, and skills. Individuals engage in job crafting as a means to experience greater meaning at work, a positive work identity, better work-related well-being, and better job performance. Classic job design theory typically focuses on the ways in which managers design jobs for their employees. As a work design strategy, job crafting represents a departure from this thinking in that the redesign is driven by employees, is not negotiated with the employer and may not even be noticed by the manager. This idea also distinguishes job crafting from other 'bottom-up' redesign approaches such as idiosyncratic ideals (i-deals) which explicitly involve negotiation between the employee and employer. The term 'job crafting' was originally coined by Amy Wrzesniewski and Jane E. Dutton in 2001, however the idea that employees may redesign their jobs without the involvement of management has been present in job design literature since 1987. Wrzesniewski and Dutton's (2001) initial definition limited job crafting to three forms: Changes made by employees in their jobs tasks (i.e.task crafting), job relationships (i.e. relational crafting), and meaning of the job (i.e. cognitive crafting). More recent developments have indicated that employees may change other aspects of the job; to cover this broader scope, Maria Tims and Arnold B. Bakker proposed in 2010 that job crafting be framed within the job-demands resources (JD-R) model.