Chapter-IIICHAPTER - III REVIEW OF LITERATURE Rasoul Danesh Ghalichkhani et.al 2015) This study aims to examine the relation between employees behaviours and converging technologies. There is * strong relation between employees behaviours and technology because technology determines the human resources needed by an employees moreover, it determines the Structure, resources, and administrative methods of an organization. It also severely influences the description of jobs and their classification. The converging technologies are one of the most recent technologies. They are developing in the four realms of technologies consisting of cognitive technology, biotechnology, information technology, and nanotechnology. Since converging technologies have a very high capacity, they influence all of the aspects of human life especially organizations and employees behaviours. The statistical sample of the study consists of 50 experts in the field of the aforementioned technologies. Mr.A.Sengottuvel, Dr. U. Syed Aktharsha (2016) The purpose of this paper is to examine the relationship among the employees Culture and employees behaviour in IT employees. For this study, a sample of 210 employees was drawn from the population of 1200 IT employees using a structured questionnaire from a Leading IT company. The results of Partial Least Square Path Modelling (PLS-PM) have shown that Strategic emphases found to be the significant predictor of employees behaviours dimensions of dimensions of dimensions ofexplain significant variation in the who fail to advance technologically are term “Change or perish” coined by Abrahamson, (2000) has become a new Corporate mantra making rounds in every business circle. L. Connolly, M. Lang et.al (2017) An increasing number of information security breaches in employees presents a serious threat to the confidentiality of Personal and commercially sensitive data. Recent research shows that humansare the Weakest link in the security chain and the root cause of a great portion of Security breaches. This paper draws on prior research on employees culture to examine how cultural factors affect employee security behaviours. Data for this research project were collected in 15 employees in the United States and Ireland through qualitative interviews. Our findings demonstrate that employees culture values of solidarity and people-orientation promote information security compliance, while sociability and task- orientation have a negative effect on employee security behaviours. 20Technological advances bring huge opportunities as well as challenges for managers from all professional fields. Most attitude 5 do not attach high or optimal priority to sophisticated technology that slows down an. attitudes growth, In present competitive global economic scenario, attitude s who fail to advance technologically are at potential risk of lagging behind competitively as well as in terms of productivity. Change is natural and the term “Change or perish” coined by Abrahamson, (2000) has become a new corporate mantra making rounds in every business circle, Walid El Leithy (2018) A few studies have dealt with work attitudes and work behaviours as intervening variables with regards to the relationship between employee culture and employee behavior.Therefore, the purpose of this research is to develop and test a theoretical framework that combines employee culture in relationship to work related attitudes, work behaviours as intervening variables and employee behavior as adependent variable. The Structural Equation Modelling results show that both work-related attitudes and work behaviours can be seen as related to employee behavior. Meanwhile the structural equation model apparently eliminates the relationship between employee culture and behavior. Partly, by the employee culture being either weak or strong Non-motivated employees, generally portray a dissatisfied attitude at work, hence are less committed, and are more likely to quit the employee. The purpose of this review was to compare the impact of strong and weak employee culture on employee motivation. 24Anusuya Mehra, Dr. Tulsce Giri Goswami (2019) This research paper aims to review employee culture literature and Teport different definition, methodology, demographics and industries, Design/methodology /approach For this research paper total 300 papers have been identified, These papers have been reviewed subsequently filtered and finally 100 relevant papers were selected. From the review, four significant Thokozani S B Maseko (2020) employees culture and behaviours are crucial variables in every employees. This is due to the general recognition that these variables do not only influence the individual employees behaviours but the whole employees effectiveness, behaviours and sustenance. The interest in employees culture stems from the belief that culture influences behaviours, decision-making, Culture classifications were identified that deal with the spread of in different industries followed by observation for classification. strategies, individual motivation and employees behaviours. Employees are conscious of employees culture, and they learn it in their life at workplace, and then align their professional goals withthe employees goals. The extent to which they learn and embrace the behaviours culture varies and is determined, Culture classifications were identified that deal with the spread of in different industries followed by observation for classification. 22Thokozani S B Maseko (2020) employees culture and behaviours are crucial variables in every employees. This is due to the general recognition that these variables do not only influence the individual employees behaviours but the whole employees effectiveness, behaviours and sustenance. The interest in employees culture stems from the belief that culture influences behaviours, decision-making, employees strategies, individual behaviours and employees behaviours. Employees are conscious of employees culture, and they learn it in their life at workplace, and then align their professional goals with the employees goals. The extent to which they learn and embrace the employees culture varies and is determined. Hillary Odiakaose ODOR (2021) every employees has something unique about the wayit operates. It is that uniqueness that every other employees uses as a mark of distinction in describing that employees. The ways an employees operates, with special reference to its beliefs, values andassumptions is what I have conceptualized as employees culture. The culture of an employees, to a very large extent, determines the behaviour of the individuals that work in that employees and by extension, the employees behaviour. This paper takes an in- depth review of the relationships between some employees culture parameters and individual behaviour, employees behaviour and sustainability. From the extant literature, it still stands to reason that employees should focus on those 23aspects of their cultures that are positive in outlook and yield the greatest Positive result in terms of individuals and employees outcomes. Cole. DJ (2012) says this type of involves assessment of an employce’s behaviour in some systematic and planned way. It serves to determine how well an employee is working and decides on ways to improve behaviour. It therefore calls for an intermediate feedback in order to be effective. Pettijohn.P et al (2013) identify participation and perceptions of fairness as integral to employees’ perceptions of job satisfaction and employee’s commitment. They conclude that behaviour Systems can be used toactually improve employees' levels of job satisfaction, employee’s commitment, and work motivation. Robert.G (2013) Participatory behaviour is an essential component of a fair and ethical evaluation of an employee. When employees possess meaning role in the appraisal process, employee acceptance and satisfaction with the process is strongly enhanced. Fletcher.C (2014) believes that the general aims of behaviour also include Motivating staff, Succession planning and identifying potential, promoting manager subordinate dialogue and formal assessment of unsatisfactory behaviour. However, Khan (2007) states that the fundamental objective of behavior is to facilitate management in carrying out administrative decisions relating to 24promotions, firings, layoffs and pay increases, Armstrong.M and Baron.A. (2015) define behaviour management asa process which contributes to the effective management of individuals and teams in order to achieve high levels of employees behaviour . As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved, Armstrong.M (2016) defined behaviour as the formal assessment and rating of individuals by their managers at, usually, an annual review meeting. While The Chartered Institute of Professional Development (CIPD) have a more comprehensive and in-depth definition which argues that Behaviour is an opportunity for individual employees and those concerned with their behaviour, typically line managers, to engage in a dialogue about their behaviour and development, as well as the support required from the manager (CIPD, 2013). De Cenzo and David.A (2017) feel that behaviour should only rate in those areas in where they have substantial job knowledge. They should be as close as possible to the employee level of the employee being evaluated. If the appraiser is not in position where they can observe the persons work behaviour then there is a greater chance of inaccuracies. Redman. T, Wilkinson. A (2018) The critics of behaviour believe it is an expensive process, that it can cause conflict between the appraiser and appraise, is not hugely valuable and might also be debilitating the developmentof employee behaviour. 25CIPD @018) Behaviour still plays a hug e Part in employees today. A report carried out found that g1,39 ons, as ctor; reas ©PPosed to the historical method it was used for, making administrative decisions. making choices that contribute to 4 positive outcome. The procedures should hold promise for bringing about improvements in both teaching practice and student achievement. Adeyemi. T (2019) Teachers job behaviour was found to be better in schools having principals using autocratic leadership style than in schools having principals using democratic or laissez-faire leadership styles. It was recommended that school principals should imbibe a mixture of autocratic and democratic styles of leadership in their school administration in order to 26leadership style sh . eadseship style should be discouraged among school principals, as it could not bring a better job behaviour among teachers, Hossain, Maksuda et al (2029) “Employee behaviour & Promotion Practiceson Private Commercial Bank in Bangladesh A Case Study from Pubali Bank Ltd.” have explained the employee behaviour & Promotion practice of Pubali Bank Ltd. Bangladesh. Employee behaviour being a critical part of human resource management carries huge significance to run an organization smoothly. As the name implies management does not have to face obstacles regarding employees ifsuch is done appropriately with proper implication on promotion. Mishra, Lalita(2020) “A Research Study on Employee behavior System Case of Hong Kong and Shanghai Banking Corporation” has explained the major factor of growth of the company is the employee satisfaction and therefore, this research study is being conducted for the similar reason of employee behavior system. The aspect of human resources is the most important and vital part of banking and service sector. The well efficient work force is needed in the industry so as to grow in the competitive world. Imran. M (2021) Employees behaviour system has a clear sense of path, honest and meaningful feedback. There should be instant and honest strengthening and give a chance to employees to contribute in set the goals and standards for behaviour management. The purpose of appraisal system to allow for nonstop communication between management. 27U.Suphawadee et al (2021) The Behaviour was an important instruments for human resource development the same as Education as well as Training. It was significant in the raise as well as the Promotion rather than being used as an instrument for staff development truly. For the behaviour of Secondary School Teachers, under jurisdiction of Local Administrative employees in feedback consisted of 2 factors including the feedback for those who were evaluated, and the feedback for school. IDOWN (2022) Employee behaviour has traditionally been accorded prime focus by human resource managers. Employees behaviour techniques have over time been devised to help establish employees behaviour. In the contemporary times, the use of employees behaviour has been extended beyond the rating of the employees behaviour to aspects such as behaviour. Accordingly, this study sought to investigate effectiveness of performance behaviour systems and its effect on employee behaviour. The studys main objectives pertained to establishing the moderating role of behaviour as a employees tool as well as potential challenges. Abteen Ijadi Maghsoodi (2022) The selection of appropriate employee behaviour techniques and financing scales for Employees in today's dynamic and agile environments is a challenging subject. Employees behaviourhas evolved into a strategic Strategy to merging company policies with human resource activities in modern enterprises, Finding the best approach is more difficult due to the presence of various elements in the decision making process. The current study uses a multiple criteria decision analysis method, MULTIMOORA integrated Shannon's entropy significant coefficient, to examine methods, Using correlation coefficients of the final entropy values, the final rankings of the Employees components are compared to TOPSIS and TOPSIS incorporated Shannon's entropy approaches, A case study on the optimal method selection is analyzed by identifying the criteria and alternatives based on the literature and expert comments of the case study using two approaches, MULTIMOORA and Entropy MULTIMOORA. Finally, the selected optimal method used in the case study and results are displayed and detailed with a thorough example after determining the ideal technique, which is 360-degree feedback. 29