Dr Mehwish Mufti
- mmufti at bournemouth dot ac dot uk
- Lecturer in Business and Management
- D133 Dorset House, Talbot Campus
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Dr Mehwish Mufti holds a PhD in Organisational Behaviour and Human Resources. She is a #BUProud graduate and holds distinction in MSc. IBM and a successfully completed, fully funded scholarship from BU for her PhD in Organisational Behavior and HR. She has recently joined BU as a lecturer in Business and Management in Department of People and Organisations. She has a passion for innovative teaching methods, such as Lego ® serious play ® and interactive learning technology for introducing and learning new concepts and skills, where students are at the heart of learning process. Her research has looked at interdisciplinary concepts from Psychology, Cognitive Science, and Behavioral Science which can influence individuals’ decision making and feedback-seeking behavior. She has taught in BU’s Business School, as well as Media School, at both undergraduate and postgraduate levels on units such as Marketing, Media and Communication, and has supervised research projects. She has lived and worked in Pakistan and England... She has worked in a business consultancy firm, retail banking, and social development sector including UNDP.more
Working on developing research papers from her thesis at the moment. First study develops a theoretical framework to identify and explain the effect of docility on the psychology of individual’s feedback-seeking behaviour (FSB) using Big Five (BiG5) personality traits including extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience (OTE). The study follows Ashford and Cummings’ concept of FSB as a day to day proactive socialization tactic to gather informal and evaluative information about one’s role requirements and performance. The model proposes docility as a moderator of the relationship between BiG5 personality traits and FSB. Exploring these relationships is particularly important as there is a strive to uncover the antecedents of FSB as well as find the psychological, cognitive and organizational factors related to docility in a hope of promoting both at workplace. The study tests the model quantitatively through multiple regressions to analyse a sample of 408 observations gathered through online survey from UK based employees working in teams of different organizations. Results of this study indicate that a person’s FSB is partially attributable to his or her personality makeup. The research confirms that non-docile behaviour weakens the positive relationship between proactive traits ─ extraversion and OTE─ and FSB. Findings show conditional moderation effects of highly docile behaviour on relationships between FSB and conscientiousness as well as FSB and agreeableness... Neuroticism did not influence FSB. Research finds significant positive relationship between docility and FSB which brings a new perspective to the current literature on both concepts. The findings benefit practitioners by gaining some knowledge about i) employees’ preferable feedback-seeking strategy considering their average level of docility and personality, ii) ways to provide feedback, and iii) availability and allocation of resources to provide feedback.more
She is working on a research paper which finds effects of organizational characteristics — namely formal and informal rules of interaction, costs imposed on seeking and sharing information, and range of interaction— on different types of docility, this study uses agent-based modelling (ABM). This study takes Simon’s original model of docility, expands it, and applies it to individuals in formal and informal organizational environments. The reduced costs and flexible environment provided by high range of interactions are extremely significant in understanding how docility emerges and becomes a prevalent cognitive attitude. The paper comes from her PhD thesis as well.
Expertise related to UN Sustainable Development Goals
In 2015, UN member states agreed to 17 global Sustainable Development Goals (SDGs) to end poverty, protect the planet and ensure prosperity for all. This person's work contributes towards the following SDG:
Decent work and economic growth
"Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all"
- Siebers, P.O., Mufti, M. et al., 2020. On the quest for defining organisational plasticity: a community modelling experiment. Evidence-based HRM, 9 (2), 126-138.
- Bowden, M. and Mufti, M.Z., 2019. Mind your mind: social influence on individual decision-making. PhD Thesis. Bournemouth University, Faculty of Management.
Profile of Teaching UG
- Developing Management Competencies
- Fundamentals of Business and Management
- Organisational Behavior and Responsible Management
- Academic and Professional Practices
- Organisational Plasticity, An agent-based modelling symposium, Defining the role of organisational characteristics on the emergence of docility, 25 Jan 2018, The University of Huddersfield, Queensgate, Huddersfield HD1 3DH
- European Academy of Management, The Psychological and Cognitive Backbone of Information Seeking Behavior: A Theoretical Framework, 01 Jun 2016, Paris
- 8th Annual Postgraduate conference, Simulating Emergence of Docility in Formal and Informal Organisational Structures, 09 Mar 2016, Bournemouth University, Bournemouth.
- PhD in Organisational Behavior and Human Resources (Bournemouth University, 2019)
- MSc in International Business Management (Bournemouth University, 2011)
- MSc in Information Technology (COMSATS Institute of Information Technology Pakistan, 2005)
- BSc (Hons) in Computer Sciences (Allama Iqbal Open University, Abbottabad Campus, Pakistan., 2002)
Social Media Links
- Academia.edu, https://bournemouth.academia.edu/MehwishMufti
- LinkedIn, https://www.linkedin.com/in/mehwishmufti
- Twitter, @MuftiMehwish