Employee’s Perception about Organizational Ability to Develop and Nurture

Employee’s Potentials: A Comparative Study conducted in Pvt. Educational

Institutions of Delhi/NCR & Haldwani (Uttarakhand)

Dr. Deepika S. Joshi Dr. Ritu Tiwari

Asso. Professor (FCBM) Asst. Professor (FCBM)
Amrapali Group of Institutions Amrapali Group of Institutions
Lamachaur, Haldwani, Uttarakhand Lamachaur, Haldwani, Uttarakhand

Abstract

Working hard is great, being lazy sometimes is great, but failed potential is the worst.
Campbell Scott

Keeping in mind that employee perception towards organizational policy is a direct outcome of
job satisfaction which is dependent on four broad aspects:

 Work-related factors (Satisfaction with the Job, Pay, Contract and Job Security)
 Compensation factors (Satisfaction with Approach to Pay, Allowances and Welfare
Provisions)
 Liaison factors (Satisfaction with relationship with Colleagues, Relationship with
Supervisors and Work Environment)
 Time factors (Satisfaction with Working Hours and Commuting Time)
 Family factors (Satisfaction with Family Income and Combination of Work and Family).

Illustrating on several hypothetical viewpoints (e.g., individual motivation, behavioral decision-

making, social exchange theories, organizational justice theories, social cognition, institutional
theories, succession planning and potential/performance appraisal) from different disciplines
(e.g., organizational psychology, strategic management, and HRM), this paper tries to examine
the general perception of employees’ towards their growth strategies practiced by Pvt.
Educational Institutions of Delhi/NCR.

Key Words: Human Resource, Human Potential, Organizational Culture, Perception,

Succession Planning