Browsing by Author "de Alwis, A.C."

Now showing 1 - 19 of 19

Assessing the implementation of total quality management in education administration institutions in the central province Sri Lanka
(2016) Abeykoon, M.W.M.; de Alwis, A.C.
The purpose of this study was to assess the implementation of TQM aspects among education administration institutions in the central province, Sri Lanka. This study focused on identifying the level of Hard TQM implementation and Soft TQM implementation among selected education administration institutions. A five point Likert scale questionnaire was used as the key instrument of data collection. The data were obtained from a survey of 41 administrators in education administration institutions in central province. The findings suggest that the level of hard TQM implementation is at a high level and the level of soft TQM implementation is at a moderate level. Further the study reports that the level of hard TQM implementation is higher than the level of soft TQM implementation. Among the studied Hard TQM techniques Quality Circles is reported as the most adopted technique. Customer/Citizen Satisfaction and Top Management Commitment and Support are the top principles adopted among the studied Soft TQM practices. In addition to that report revealed that there is no significance difference in between districts in central province when implementing hard TQM and soft TQM.
Attitudes of HR professionals towards online recruitment
(University of Kelaniya, 2007) de Silva, K.M.S.D.; de Alwis, A.C.
The Buddhist perspective of continual improvement
(University of Kelaniya, 2016) Jayawardane, T.; de Alwis, A.C.
Continual Improvement (CI) is closely linked to Japanese quality management. As the CI concepts were developed in a strong Buddhist culture in the background, a remarkable similarity can be seen between CI and Buddhism. This paper reveals the overlap between various sciences of CI and various Suttas’ in the Sutta Pitaka of Buddhism as the main reference body. Sutta Pitaka is one of the three key branches of Tripitaka which is the oldest and most original text available on the Buddhist philosophy. The similarities that are observed deep inside the tools, techniques and behavioral branches of CI such as cause and effect relations, problem validation, problem solving sequence, problem types, corrective and preventive action, nonconformity, autonomy and knowledge are discussed in detail.
Determinants of Training Motivations: A Case of Non –managerial Level Employees in Value added Tea Company
(2016) Rebecca, E.; Bandara, M.M.M.; Weerasinghe, T.D.; de Alwis, A.C.
The purpose of this study is to investigate the factors which determine the employees’ participation in training programs in one of the Tea Manufacturing Companies in Sri Lanka. Even though non-managerial level employees in the aforesaid company have requested several training programs from their supervisors semi-annually, they are reluctant to participate in those programs. Hence, this research is conducted as an exploratory field study which is cross-sectional, intending to explore the determinants of training motivation of employees in the selected company. Unit of analysis of the study is at the individual level; individual non-managerial employees. Researcher administered a standard questionnaire to collect primary data from a sample of 83 non-managerial employees where convenience sampling was used to select the sample. Exploratory Factor Analysis (EFA) was conducted to find out the significant determinants of training motivation. Moreover, factor loading values and cumulative percentage of extraction sums of squared loading values were used to draw the conclusion. It is found that self-efficacy, training reputation and job benefit are the significant training motivators for non-managerial employees in the selected company while supervisory support and the financial sponsorship were found to be insignificant motivators. Hence, it is recommended for practicing manager and Human Resource (HR) professionals in the selected domain to design training programs which will improve the efficacy and the reputation of the participant, and especially, to deliver transferable skills in designing future training programs.
Effects of Glass Ceiling on Women Career Development in Private Sector Organizations – Case of Sri Lanka
(2013) de Alwis, A.C.; Bombuwela, P.M.
The study was entirely designed by centering the focal problem of the effect of Glass Ceiling on Women Career Development. The overall study was structure based on the conceptual framework built up using the information of literature survey. The study was conducted with the aim of obtaining the following objective. That is “To find out the Effect of Glass Ceiling on Women Career Development with regard to female executive level employees who are working in private sector organizations.” At the same time, hypotheses are developed to find out whether there is a significant effect of Individual Factors, Family Factors, Organizational Factors and Cultural Factors on Women Career development. Merely this study has been completed with an empirical survey which was thoroughly conducted using a self-administered questionnaire and the sample consisted of 150 women executives. For presenting and analyzing the data both descriptive and inferential statistics were used. The findings reveal that the Glass Ceiling and Women Career Development have a moderate negative relationship, and also show that Individual Factors, Organizational Factors and Cultural Factors have a significant effect on Women Career Development whereas Family Factor has effects on the Glass Ceiling. Following the study results, a conclusion was eventually made that there are significant effects of the Glass Ceiling on Women Career Development of Executive level female employees working in private sector organizations in Sri Lanka. By taking all these facts into consideration, better recommendations have been made in this study. Finally, the most valuable suggestions for further studies and limitations of the study have been outlined.
The electronic human resource management in the role of impact of human resource managers
(2010) de Alwis, A.C.
This study examined the impact of the adoption of electronic Human Resource Management (e-HRM) on the Human Resource Management function and how much it has affected to change the role of Human Resource Managers. In addition to that, it was intended to study the level and types of technologies that are used in HR in Sri Lanka and the drivers of adoption of technology in the Sri Lankan context. The study was initially supported through relevant literature in relation to e-HRM. This research was conducted on a sample of 30 large companies randomly selected across various industries and the primary technique of data collection was through a descriptive questionnaire distributed through e-mail or personal visits to companies. Out of the sample, 70 % of the companies have a moderate knowledge and usage of e-HR and a 30 % have a very high knowledge .The role played by HR professionals also changed from “Administrative Expert” to “Strategic Agent”. There were several reasons for driving organizations towards the adoption of e-HRM in Sri Lanka and the most common of which was the desire to be the leading edge. The critical success factors behind the successful implementation were employee attitudes, organizational culture, characteristics and the way of collaborating those with HR and IT. This adoption should not be done in an ad hoc way and it should be planned and implemented in a proper manner. Organization should identify the suitability of the selected software through proper evaluation, because it critically affects the post-performance of the whole system.
The impact of strategic planning for training and educational non government organizations in Sri Lanka: an evaluation using the balanced scorecard
(2014) de Alwis, A.C.; Weerasooriya, W.M.R.B.; Khatibi, Ali.
This purpose of this study is to investigate the impact of strategic planning, based on the balanced scorecard concept, to emphatically investigate the training and educational non-government organizations in Sri Lanka. This study aims at performance effectiveness made using the multiple perspectives of the balanced scorecard (Robert S. Kaplan & David P. Norton, 1992 a). A fifth dimension was added to the balanced scorecard, developed originally by Niven (2008), which is volunteers’ development. Fifty executives were selected from the Sri Lankan training and educational non-government organizations for this study. Results however, did not show that most of the Sri Lankan non governments are fully aware of the BSC as a tool for assessing their performance effectiveness. A statistically significant difference was found in four out of five domains embraced by the BSC performance effectiveness scale and four out of seven hypotheses were supported to the performance effectiveness model. The NGO’s sector in Sri Lanka is highly fragmented and lacks the formal means necessary for effective performance reporting.
Impact of students’ perceived quality of distance education on student satisfaction with special reference to undergraduate students of bachelor of management studies degree programme, The Open University of Sri Lanka
(2016) Abeykoon, M.W.B.; de Alwis, A.C.
Distance education becomes more accepted as a legitimate form of education and as colleges and universities attempt to meet the growing demand for courses and programmes for distance learners, one major concern that attracts the attention is the aspect of quality. The primary issue for distance learning institutions, like for conventional ones, is quality and the assurance that students are being provided with the best possible education or training with the highest possible standards. Purpose of this study was to analyse the construct of quality as perceived by distance learners of Bachelor of Management Studies program at the Open University of Sri Lanka and the influence of this perception on the students’ satisfaction. The study focused on identifying students perceptions of key dimensions that define the construct of quality from students’ perspective. A questionnaire was used as the key tool of data collection. Descriptive and correlational statistics were the main tools used in the study. Results of the study clearly indicated that all dimensions except perception on quality of faculty were significantly correlated with students’ satisfaction. The study conclude that institutions are required to pay attention to factors such as quality of pedagogy, learner support, technological and even infrastructure as measure of meeting students’ quality expectations.
The Impact of Total Quality Management Practices on Export Performance of Apparel Exporters of Sri Lanka
(2016) Abeykoon, M.W.M.; de Alwis, A.C.
In today’s global competition and economic liberalization, quality has become one of the important factors for achieving competitive advantage. And this ever-increasing demand for quality product and services had forced organizations to invest substantial resources in Total Quality Management (TQM) strategies. The present day international market environment is characterized by increased number of competitors and intensified efforts at all levels and each domain. Under these circumstances quality development and its continuous advancement has developed a significant meaning. Developed countries often resist exports from developing countries if the exports do not meet their country quality standards. And Sri Lanka like other developing economies is also trying hard to exploit business opportunities in international markets and has succeeded as far as textiles and apparel industry. Purpose of this study was to examine the impact of total quality management practices (TQMP) on export performance (EP) of apparel exporters of Sri Lanka. A five point Likert scale questionnaire was used as the key instrument of data collection and data were obtained from 65 apparel exporters of Sri Lanka. Eight dimensions were used to measure TQMP including Leadership, Training, Employee Management, Information and Analysis, Supplier Management, Process Management, Customer Focus and Continuous Improvement. The correlation and regression analysis were used to examine the impact of TQMP on EP and the relationship between TQMP and EP. Results of the study clearly indicated that all dimensions except Information and Analysis were significantly correlated with EP. In addition, customer focus, continuous improvement and supplier management were found as the most significant dimensions that impact on EP.
Importance of social media in destination marketing: theory and practice
(2016) Berislav, A.; de Alwis, A.C.
Changing economic conditions, new ways of tourist behaviour and especially Internet technologies are likely to cause the emergence of new or growth of existing tourism market. Social media plays a significant role in many aspects of tourism, especially in information search and decision-making process, destination promotion and in focusing on best practices for interacting with tourists. It can be defined as a group of Internet-based applications that build on the ideological and technological foundations of Web 2.0 and that allow the creation and exchange of user-generated content in destination marketing. In a time of economic recession, social media are having more important role as an element of destination organisation (DMO) marketing strategy when public sector decreases in their funding. According to the literature review, authors developed detailed typology of social media for the purpose of this study (social networks, social commerce, blogging, video and photo sharing, mobile apps, etc.). Empirical research will present qualitative and quantitative understanding of current use of social media on a sample of Croatian tourism destinations and tourists. The study will also show thedifferencein the number ofsocial media techniques used by DMO, as well as thegreat diversityin the useaccording to the geographicarea. Also, the paper will present future directions and suggestions which could develop e-promotion strategies in destination marketing.
Incumbents Influence On Family Business Succession Process
(2016) de Alwis, A.C.
Post succession performance of family owned businesses has become ineffective. The foremost purpose of this study was to evaluate the level of influence coming from incumbent related factors on business succession processes in various successor modes. The targeted population was selected were the successors. The criteria to select the population were the family owned businesses that contain between 50 and 149 employees and who were involved in a business succession process within the last 10 years excluding the three years, 2007 to 2010. Sample was selected through simple random sampling method and consists of 128 units. The main data collection modes were a structured research questionnaire mail-out and data analysis was done mainly by using SPSS. All incumbents' related factors have a positive relationship to initial satisfaction with the business succession process. However, the relatively important factors to generate higher levels of initial satisfaction with the business succession process is the relationship between incumbent and successor. The relative importance of influential factors changes when the succession mode changes. When succession is conducted with a family member successor, the most important factor for success is successor's relationship with the incumbent. However, when succession is done with an unrelated manager successor, there is no restively important factors to the business succession process The factors of relative importance to maximize business performance after the business succession process is: t the relationship between the incumbent and successor
Intestinal parasitoses and the nutritional status of Veddah children in Sri Lanka
(SEAMEO Regional Tropical Medicine and Public Health Project, 2004) Chandrasena, T.G.A.N.; Premaratna, R.; de Alwis, A.C.; de Silva, L.D.R.; Morel, R.P.; de Silva, N.R.
This study describes and compares the intestinal parasitoses and nutritional statuses of primary school children of Veddah (local indigenous population) and Sinhalese (more advanced society) in rural Sri Lanka. Children attending years 1-3 (age range 6-15 years) at Dambana Primary School (Veddah) and Wewatta Primary School (Sinhalese) were included in the study. Stools and blood samples were examined for evidence of intestinal parasites and anemia. The heights and weights of the children were measured and anthropometric indices calculated. There was a high prevalence of G. intestinalis and B. hominis (Giardia 7.8.percent and 6.2.percent; Blastocystis 17.2.percent and 17.3.percent at Dambana and Wewatta, respectively) in both communities, the predominant helminth being N. americanus (20.3.percent at Dambana and 14.8.percent at Wewatta; pgreater than 0.05). Other geohelminth infections were scarce in both communities. A greater proportion of boys than girls were underweight and stunted in both communities. Wasting and anemia was significantly high among the Veddah children.
The Nexus between Employee Induction and Job Satisfaction: A Case of Executive Level Employees in Ceylon Tea Services PLC
(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Rebecca, E.; Bandara, M.M.M.; Weeresinghe, T.D.; de Alwis, A.C.
Induction is an important Human Resource Management (HRM) function which organizations should engage in with the overall aim of increasing organizational productivity and employee motivation. According to the extant literatures there is a significance relationship between induction program and job satisfaction of employees. Thus, induction has an important part to add value to the employee commitment through its effectiveness. The primary objective of the current study was to explore the relationship between current induction programs of the selected company and employees' job satisfaction. Consequently, this study investigates how each component of induction affect to the employee satisfaction. Seventy four (74) executives those who have completed a continuous service period of 3 years in the company and have participated for the company induction were selected as the sample. Convenience sampling was applied to select the aforementioned sample. Data were collected through a standard questionnaire. Descriptive statistics and the correlation test were used to derive the conclusions. Findings reveal that 71% of the respondents are either dissatisfied or strongly dissatisfied about the current induction that they have. Further, it is found that there is a positive, but insignificant correlation between current induction programs (including the policy) and job satisfaction of executives in the company. Hence, having assessed the correlation it is recommended to give the program at the beginning of the recruitment and it is suggested to get the participation of senior management, concern on human side when design the program, gradually give introduction on the company and give relevant information gradually. Through following above process can make satisfied employees with the induction program.
Owner Family: Critical Factor for the Success of Business Succession in Family Owned Companies
(2016) de Alwis, A.C.
The foremost purpose of this research was to evaluate the level of influence coming from owner family on business succession processes in various successor modes. The targeted population was selected were the successors of family owned businesses that contain between 50 and 149 employees and who were involved in a business succession process within the last 10 years. Sample units were selected through simple random sampling method and consist of 128 units. The main data collection modes were a structured research questionnaire mail-out, and also indepth discussions held on successors. All factors have a positive relationship to Initial satisfaction in Business Succession Process. However, the relatively important factor is family harmony. When succession is conducted with family member successors, the most important factor for success is family harmony. In practice business succession process encourages stakeholders to work for higher levels of satisfaction for the successor. Furthermore, the study recognizes Unrelated Manager Successor as a suitable alternative succession mode for family owned business.
Post succession performance of medium sized family owned business in Sri Lanka
(University of Kelaniya, 2014) de Alwis, A.C.
Social Media in Destination Marketing
(2016) Andrlic, B.; de Alwis, A.C.
Changing economic conditions, new ways of tourist behaviour and especially Internet technologies are likely to cause the emergence of new or growth of existing tourism market. Social media plays a significant role in many aspects of tourism, especially in information search and decision-making process, destination promotion and in focusing on best practices for interacting with tourists. It can be defined as a group of Internet-based applications that build on the ideological and technological foundations of Web 2.0 and that allow the creation and exchange of user-generated content in destination marketing. In a time of economic recession, social media are having more important role as an element of destination organisation (DMO) marketing strategy when public sector decreases in their funding. According to the literature review, authors developed detailed typology of social media for the purpose of this study (social networks, social commerce, blogging, video and photo sharing, mobile apps, etc.). Empirical research will present qualitative and quantitative understanding of current use of social media on a sample of Croatian tourism destinations and tourists. The study will also show thedifferencein the number ofsocial media techniques used by DMO, as well as thegreat diversityin the useaccording to the geographicarea. Also, the paper will present future directions and suggestions which could develop e-promotion strategies in destination marketing.
Stakeholders Influence on Successful Business Succession
(2016) de Alwis, A.C.
Family owned Bushiness face one extremely vital issue with their generational business succession due to poor performance the business succession process brings short-term life to the entire unit. A number of studies suggest conducting empirical research to find causes behind this issue; however this vicinity is lack with an integrated framework for empirical investigations. Here, Author has used stakeholder theory to build model by conducting an exploratory study for systematically examine the empirical and theoretical literature. Then, by extrapolating, interpolating, and making logical connections among those, that exploratory study has developed the conceptual framework and the hypotheses to measure the relative importance of different influences come from stakeholders in this critical process
A study on measuring return on investment of a key account management training program
(2011) de Alwis, A.C.; Rajaratna, W.D.H.M.
Measuring the return on investment (ROI) in training and development and performance improvement has consistently earned a place among the critical issues in the Human Resource Development (HRD) field. HRD plays a significant role in supporting and driving a continuous improvement culture. Training can be a powerful building block in allowing a business to achieve its goals, indicating that it must be seen as a strategy and not an event. The research problem will be evaluating the return on investment of a training program conducted at one of the main garment exporter in Sri Lanka. The study followed a cost-effective conceptual framework of training evaluation developed by Doucouliagos and Sgro [3]. The model is consisted by four sequential steps, commencing with collecting data, pre- and post training exploration of performance, linking performance outcomes to training and, finally, the calculations of return on investment (ROI). The final research findings indicate that the training program has given significantly high ROI and has led to better customer satisfaction and enhancing other key business performance measures. Also it is found that quality of the training program led to better acquisition of the skills relevant to the training program. Major limitations of this study are identified as calculating the monetary value of benefits, Impact of other uncontrollable factors, Time constraints and Availability of data.
Successor’s satisfaction on business succession process
(2013) de Alwis, A.C.
Purpose of the article Post succession performance of family owned businesses has become ineffective. Literature specifies that inter-generational succession is the prime cause for succession failures. Due to this, current family owned businesses focus attention on finding alternative, profitable succession modes. The foremost purpose of this research was to compare performances of family and non-family successors. Methodology/methods The study comprises two stages: Exploratory study was used to develop the conceptual framework and hypotheses, and also formal study was used. Sample units were selected through simple random sampling. The data collection modes were a mail survey and in-depth discussions. Scientific aim of the study is to compare family member successors with unrelated manager successors based on the successors’ initial satisfaction with the business succession process.. Findings According to study findings, not all successors are completely satisfied with the business succession process. Unrelated manager successors have higher satisfaction the family member successors, but neither group exceeds the moderate level. All successors recorded lower performance than the incumbent but unrelated manager successors had better results the family member successors in both indicators Conclusions If family members are not available or unprepared for business succession, unrelated manager successors are a viable alternative.