Business involves a rich network of relationship. Relationship with customers, employees, suppliers, competitors, communities, government and environment. The relationships may be classical and contractual or may be formal or informal and enforced primarily by the need the parties have to go on doing business with each other. With the emergence of globalization the environment of business has changed and engendered complex set of relationships for the modern day business. To harmonize these complex sets of relations, modern day business must architect such relations which result in productive human capital and make business complex to simplex. It has become challenge for almost all business running corporations to transform themselves from complex set of relations to simplex and for this business must acknowledge, assure and ensure that intangibles ‘human relations’ are our greatest assets. Relations who result in human capital can be successful when we consider people as our greatest strength, harmonizing ethics with economics, building trust. "The most important, and indeed the truly unique, contribution of management in the 20th Century was the fifty-fold increase in the productivity of the manual worker in manufacturing. The most important contribution management needs to make in the 21st Century is similarly to increase the productivity of knowledge work and the knowledge worker." – Peter Drucker

The study under review, delved into the influence of gender on staff or employee productivity in selected private universities in Kampala City, Uganda. In determining whether male or female perform significantly different, the null hypothesis of no signicant difference in terms of performance between male and female was tested. The study employed a descriptive and comparative survey design. The data on gender were analysed using frequency counts and percentages,while on the difference,t-test was used.The assumption was that the level of work productivity among men and female staff doesn’t significantly differ. In reaction to this assumption stydent's t-test was employed to prove or disapprove the hypothesis. The findings revealed that work productivity doesn’t significantly differ among employees apart from punctuality as a sub element of work productivity. It was established that there is a slight difference in work productivity between male and female. It was properly established that male (mean 3.18) are more punctual than female (mean 3.00) (t-2.579) (Sig = 0.010) however this difference is too insignificant to pose a significant difference between the two categories (male and female).It was also revealed that the level of work productivity in general is so much dominant among male (3.04). Integration theory by Mary Parker Follet (1868 – 1933) anchored on the findings. The study recommended that employers should consider employees ability to work and the way the expected energies of the same are utilized to realize expected results since gender has almost nothing to do with ones productivity.

The present study deals with the study of motivation of employees and its relationship to some other relevant variables. The study was conducted on the workers of JCT Electronics Ltd., Vadodara, in May, 2011. This paper tries to find out the Motivation level of the respondents and figures it out into three different categories of Low, Moderate and High. Further, it tries to establish the relationship if any that exists between Motivation as a dependent variable and Age, Experience and Education level of the employees as independent variables. Data of both types i.e., primary and secondary has been used for the study. Secondary data has been collected through company’s Documents, Manual and its website, the Primary data is collected from 70 employees belonging to different educational backgrounds, hierarchical positions and age groups through a questionnaire that contains factors that have been taken from McClelland’s achievement needs theory, Herzberg’s two factor theory, Latham and Locke’s goal theory, and Hackman and Oldham’s job characteristics model, which are different in approach, yet complimentary. The instrument employs 11 questions on a 5 point likert based scale. The responses from the respondents were then subjected to statistical tests. The results show that Motivation level of respondents is quite good, though there is scope of improvement as there were respondents with low level of motivation. Further, motivation seems to be unrelated with the different independent variables. It can be inferred from the results that factors responsible for motivating employees seem to be present in the environment of the organization.

With enhanced complexities and uncertain nature of environment, strategic flexibility has become increasingly importantfor sustaining the competitiveness of the firm. Also all these strategic efforts without being focused on the market will be futile as without this orientation these are sure to fall flat on their nose because of the lack of customer-centric focus. This study attempts to combine the concept of strategic flexibility with market focused approach with a specific focus on the automobile industry. The 4-wheeler segment of industry has been chosen for study as the car manufacturers are reeling under the intense heat of this ever-changing environment. For this extensive literature review has been done to find out crucial attributes of market focused dimensions and then these aspects are integrated with strategic flexibility to give a conceptual model that will help the automobile companies to face the environmental turbulence with clear cut market focused approach without diluting their key focus areas. Study concludes with some specific recommendations for practitioners to enable them to combine the market focussed approach with strategic vision of the company as it has been found that both these aspects help the organization to deal with environment uncertainty in an effective way. This paper offers a fresh approach to the study of the aforementioned concepts from automobile sector perspective and helps the practitioners to deal with increased business environment dynamism effectively.

Stress has become significant due to dynamic social factors and changing needs of life styles. Stress can have a major impact on relations in organizations and also on work itself. Because of that, the concept of stress and elimination of it should be symbolized as an important guideline towards effectiveness and successfulness in the workplace. Each individual in stressful situation responds and also reacts differently, and because the source of stress is not always the content of work or work itself, each individual must also know how to avoid these situations and be able to control them. Stress is not always negative for the individual and is not always causing negative situations, negative mood or in worst cases psychological disorders or even physical illness. The study shows that although stress is present in the workplace, it is still managed in different ways. This study has been able to identify the proportion of the participants who were affected by work related stress. The study highlights the need for better understanding and management of work related stress both at the organizational and individual level.