http://dr.lib.sjp.ac.lk/handle/123456789/11059 2026-04-23T10:20:05Z http://dr.lib.sjp.ac.lk/handle/123456789/11096 Drama as a Mode of Communication in the Ancient Greek World Bamunusinghe, S. In the ancient Greek world, drama was a part of their lives, something intimate, frequent and inseparable. It was not the individual choice that took the mass to the Greek theatre, but they were a part of this process of dramas as a nation, which came in the guise of rituals of festivals, held in honour of god Dionysus. Drama and drama festivals were facilitated with state recognition and were sponsored by the rulers of the city-states, encouraging the citizens to participate in them. Massive theatre structures were constructed, providing seating capacity for thousands. Within such appealing circumstances, Greek drama has evolved through time, gifting outstanding dramatists and drama compositions to the world of aesthetics. Greeks being a nation whose lives were embedded in a performance culture, drama was the most effective and intimate to be utilized as a mode of communication, during such an ancient period where there were no other modes of communication like in the world of today. 2012-01-01T00:00:00Z http://dr.lib.sjp.ac.lk/handle/123456789/11095 An Exploratory Study on Entry Level HRM Job Opportunities and Their Requirements in Sri Lanka Arulrajah, A.A.; Opatha, H.H.D.N.P. The objectives of this study are to explore the types, categories and requirements of entry level HRM job opportunities available in Sri Lanka. In order to achieve the objectives, an exploratory study on all the HRM related employment advertisements appeared in the Sunday Observer newspaper for the period of 3 years (2006, 2007 and 2008) was conducted by using comprehensive and systematic content analysis along with descriptive statistics. The results revealed that a few number of entry level options are available in Sri Lanka. These options can be grouped into two broad classifications such as generalized and specialized way of entry options. Sri Lankan organizations have a practice of recruiting young people as Management Trainee (MT) to fill the current or future job vacancies. In connection with entry-level HRM jobs, MT has been identified as one of the main sources of entry options in Sri Lanka. Based on the needed educational qualifications, the MT option is classified into eight categories. In case of MT, a placement process and conditions were identified. From entry level job seekers, organizations expect twenty nine skills and eight types of personal qualities. The implications of these findings are useful to all stakeholders of HRM especially current and potential job seekers, organizations and HRM workforce developers in Sri Lanka. 2012-01-01T00:00:00Z http://dr.lib.sjp.ac.lk/handle/123456789/11093 Job Satisfaction and Job Performance of the Sailors in Rapid Action Boat Squadron of Sri Lanka Navy Prasanga, A.P.A.; Gamage, A.S. This paper aims at empirically investigating job satisfaction on job performance of the sailors in Rapid Action Boat Squadron in Sri Lanka Navy. Data were collected from 219 sailors using Minnesota Satisfaction Questionnaire (MSQ) and the structured questionnaire developed by Udayakumar (2003) was used for measuring job performance. Pearson Correlation Coefficient and Curve Fit Analysis were employed for the analysis of data. The study substantiated that there is a fairly positive relationship between job satisfaction and job performance of the sailors. The results suggest that the satisfaction aspect on its own does necessarily lead to improved individual performance and assumedly organizational effectiveness. Therefore, it needs to implement satisfaction-performance model effectively through specific practices. The paper empirically investigated satisfaction-performance model in Rapid Action Boat Squadron of Sri Lanka Navy context and offers practical implications for top level administration of the Squadron seeking effective implementation of the satisfaction-performance model. 2012-01-01T00:00:00Z http://dr.lib.sjp.ac.lk/handle/123456789/11091 An Exploratory Study on the Personal Qualities/Characteristics expected by the Organisations for Key HRM jobs in Sri Lanka Arulrajah, A. A.; Opatha, H.H.D.N.P. This study explores a gap in the empirical knowledge with regard to the personal qualities/characteristics expected by the organisations for key HRM jobs in the field of HRM in Sri Lanka. The research questions of this exploratory study were: What are the personal qualities/characteristics needed or expected by the organizations which are operating in Sri Lanka for key HRM jobs? And is it possible to develop a sort of illustration to understand personal qualities/characteristics expected for key HRM jobs in Sri Lanka? In order to answer the research questions systematically, an exploratory study was conducted by using eight key HRM job related employment advertisements appeared in the Sunday Observer newspaper for the period of 5 years (2006, 2007, 2008, 2009 and 2010). Time horizon of the study was longitudinal and HRM related job advertisement was the unit of analysis of the study. Comprehensive and systematic content analysis along with descriptive statistics was applied to generate results and findings. The results of the study revealed that the personal qualities/characteristics are one of the very important requirements in selecting people for key HRM jobs in Sri Lanka. At the same time it differs from key job to another key job. When considering the personal qualities for the selected key HRM jobs, the findings revealed that there are 39 personal qualities related to the post of HR Director, 29 personal qualities related to the Group HR Manager, 41 personal qualities related to Head of HRM, 98 personal qualities related to the HR Manager, 81 personal qualities related to the HR Executive, 50 personal qualities related to the HR Officer, 32 personal qualities related to the Training Manager, and 15 personal qualities related to the post of Recruitment Manager. With regard to the personal qualities eleven (11) key dimensions of personal qualities were identified in addition to the number of personal qualities including attitude related, personality related, good character related, team related, professional related, business related, people related, performance related, physical appearance related, leadership traits related and HR/HRM related aspects. The implications of these findings are useful to all Sri Lankan Journal of Human Resource Management An Exploratory Study on the Personal… 33 stakeholders and professionals of HRM especially in developing good professionalism among current HR professionals in Sri Lanka and prospective personnel who wish to establish a career in HRM. 2012-01-01T00:00:00Z