How to manage the organization's human resources is very important, considering the different characteristics of human resources and the role they play in the implementation of formulated strategies. In this article, taking advantage of the integration of educational management and human resources and considering the management strategy in the organization, with the help of a field study, it has been carried out by separating job characteristics and categorizing variables related to manpower, training, performance improvement, value creation, and creation (...) of a cooperation culture, the prosperity of early profitable businesses has been addressed. The statistical population of this study includes the managers of fast-growing companies who have a history of working in international markets, and their number is 455. To determine the sample size, 313 managers of these companies were selected using Morgan's table. The sampling method was stratified random. The tool for gathering information is a questionnaire, which has been given to a number of management and marketing experts to measure validity, and Cronbach's alpha coefficient has been used to measure the reliability of the questionnaires. To check the research hypotheses, the structural equation test was also used using Lisrel software. The results show that the functions of human resource management have a positive and significant effect on the prosperity of fast-growing businesses. Furthermore, the function of providing human resources, training, cooperation culture, creating value have a direct impact on the prosperity of fast-growing businesses. (shrink)

Background: Concerns have been expressed regarding the adequacy of ethics review systems in developing countries. Limited data are available regarding the structural and functional status of Research Ethics Committees (RECs) in the Middle East. The purpose of this study was to survey the existing RECs in Egypt to better understand their functioning status, perceived resource needs, and challenges. Methods: We distributed a self-administered survey tool to Egyptian RECs to collect information on the following domains: general characteristics of the (...) REC, membership composition, ethics training, workload, process of ethics review, perceived challenges to effective functioning, and financial and material resources. We used basic descriptive statistics to evaluate the quantitative data. Results: We obtained responses from 67% (12/18) of the identified RECs. Most RECs (10/12) have standard operating procedures and many (7/12) have established policies to manage conflicts of interests. The average membership was 10.3 with a range from 7-19. The predominant member type was physicians (69.5% of all of the REC members) with little lay representation (13.7%). Most RECs met at least once/month and the average number of protocols reviewed per meeting was 3.8 with a range from 1-10. Almost three-quarters of the members from all of the 12 RECs indicated they received some formal training in ethics. Regarding resources, roughly half of the RECs have dedicated capital equipment (e.g., meeting room, computers, office furniture, etc); none of the RECs have a formal operating budget. Perceived challenges included the absence of national research ethics guidelines and national standards for RECs and lack of ongoing training of its members in research ethics. Conclusion: Our study documents several areas of strengths and areas for improvements in the operations of Egyptian RECs. Regarding strengths, many of the existing RECs meet frequently, have a majority of members with prior training in research ethics, and have written policies. Regarding areas for improvements, many RECs should strive for a more diverse membership and should receive more financial resources and administrative support personnel. We recommend that RECs include more individuals from the community and develop a continuing educational program for its members. Institutional officials should be aware of the resource capacity needs of their RECs. (shrink)

Knowledge is a productive resource having successful applications in almost every field and domain of human activities. With unprecedented growth in knowledge resources and explosion in data, such informative resources need effective organization for storage and efficient retrieval for future uses. The entire process involving organization, storage, and dissemination of knowledge falls under the auspices of knowledge management. Thus, Knowledge Management is an organizational practice. In this research paper, we provide a general outline of some of the (...) tools and technologies deployed in managing knowledge across organizations. -/- We believe that the practice of knowledge management - though considered to be a process - it is also a "method" by which organizations are able to management their knowledge and human resources. On this regard, this paper contributes to our further understanding of what organizational knowledge is, and how they should be proficiently managed that would contribute to organizational success. (shrink)

We investigate the growing use of information and communication technology in Nigeria and its potential as a tool to combat the HIV/AIDS epidemic through information management. Potential applications include data gathering for research and disease tracking, knowledge sharing, and dissemination of information on research findings, prevention methods, available care and support, and patient rights. The research is based on 1450 responses to a widely distributed questionnaire.

У статті розглянуто проблеми управління ресурсами в процесі розвитку міських агломерацій. Визначено особливості міської агломерації, серед яких необхідність об'єднання зусиль територіальних громад, що входять до складу агломерації, на основі управління їхніми ресурсами. Виявлено характерні риси ресурсів, включаючи властивості, можливості задоволення потреб, принципи, умови, способи й вартість залучення. Представлено методи та інструменти управління ресурсами міської агломерації. Запропоновано принципи, методи, інструменти управління ресурсами включати до інформаційної системи підтримки прийняття рішень з управління міською агломерацією.

Objective We sought to understand ethics and education needs of emergency nurses and physicians in paediatric and adult emergency departments in order to build ethics capacity and provide a foundation for the development of an ethics education programme. Methods This was a prospective cross-sectional survey of all staff nurses and physicians in three tertiary care EDs. The survey tool, called Clinical Ethics Needs Assessment Survey, was pilot tested on a similar target audience for question content and clarity. Results Of (...) the 123 participants surveyed, 72% and 84% of nurses and physicians fully/somewhat agreed with an overall positive ethical climate, respectively. 69% of participants reported encountering daily or weekly ethical challenges. Participants expressed the greatest need for additional support to address moral distress, conflict management with patients or families and resource issues. Of the 23 reported occurrences of moral distress, 61% were associated with paediatric mental health cases. When asked how the ethics consultation service could be used in the ED, providing education to teams was the most desired method. Conclusions Nurses report a greater need for ethics education and resources compared with their physician colleagues. Ethical challenges in paediatric EDs are more prevalent than adult EDs and nurses voice specific moral distress that are different than adult EDs. These results highlight the need for a suitable educational strategy, which can be developed in collaboration with the leadership of each ED and team of hospital ethicists. (shrink)

The research aims to study the role of strategic and operational planning as approach for crises management in UNRWA - Gaza Strip field- Palestine. Several descriptive analytical methods were used for this purpose and a survey as a tool for data collection. Community size was (881), and the study sample was stratified random (268). The overall findings of the current study show that strategic and operational planning is performed in UNRWA. The results of static analysis show that there (...) are a relation between strategic and operational planning and crises management. In spite this relation existence, it need more improvement and expanding. Also there are shortcomings in the way that organization manages the crises before and after they occur. A crisis management is only practicing during the crisis. The study suggests that UNRWA must invest in more resources to enhance strategic and operational palming and improve other methods to face potential crises in the future. (shrink)

Increasing environmental awareness in business life has given way to Green Human Resources Management practices. The positive corporate image created by GHRM is encouraging for many employees and boosts their work engagement. GHRM practices make employees feel proud about their organization and creates a value-based ground for working in their current companies. Actually, internalized green inclinations of organizations, namely, value alignment between an organization and an employee, can make their employees feel greater psychological ownership about their companies, leading to (...) greater engagement as it is suggested in social identity theory. Being inspired from psychological ownership literature, in this study, it is assumed that being exposed to Green Human Resources Management practices can make employees feel higher levels of work engagement and psychological ownership can have a mediator effect in this relationship. The model has been a tested model among 255 Turkish white-collar employees working in a manufacturing sector. Analyses have been carried out using the AMOS structural equation program and the PROCESS program. Results confirmed the above assumptions, confirming the assumptions of social identity theory and revealed the existence of mediator effect in the relationship between GHRM and work engagement of employees, illuminating the importance of GHRM for employees' positive attitudes toward their organization. (shrink)

Human resource management risks are due to the failure of employer organization to use relevant human resources reasonably and can result in tangible or intangible waste of human resources and even risks; therefore, constructing a practical early warning model of human resource management risk is extremely important for early risk prediction. The back propagation neural network is an information analysis and processing system formed by using the error back propagation algorithm to simulate the neural function and (...) structure of the human brain, which can handle complex and changeable things that do not have an obvious linear relationship between output results and input factors, so as to find the objective connection between the two. Based on the summary and analysis of previous research works, this article expounded the research status and significance of early warning for human resource management risks, elaborated the development background, current status, and future challenges of the BP neural network, introduced the method and principle of the BP neural network’s connection weight calculation and learning training, performed the risk inducement analysis, index system establishment, and network node selection of human resource management, constructed an early warning model of human resource management risk based on the BP neural network, conducted the risk warning model training and detection based on the BP neural network, and finally carried out a simulation and its result analysis. The study results show that the early warning model of human resource management risk based on the BP network is effective, and this trained and tested BP network risk warning model can be used to conduct early warning empirical research on human resource risks to prevent human resource risks, ensure enterprise’s benign operation, and at the same time play a role in supervision and promotion of market order rectification. (shrink)

This study aims to create an integrated geographical information system database of natural resources represented by mining activities in the Red Sea area in Sudan. GIS is a vital tool to help the decision-makers in managing and classifying these resources in terms of quantity and quality within the concept of sustainable development. The paper extracts some models of investment map indicators. In addition to that, it conducts a study and research aimed at developing a mineral resources management and discovering (...) and identifying the new areas of mineral wealth in GIS database. The motivation of this study stems from the fact that countries with these types of wealth can greatly grow their gross domestic product through the optimum management and governance. Most of the least development countries can focus on the search for alternative natural resources to support their economy. Red Sea region is one of the great regions full of natural and mineral resources, beside its strategic location on the way of most of the global trade transaction path. This paper designs and implements GIS multiple database layers. The multiple layers were modelled to overcome the technical difficulties that result from processing of large quantities of tempospatial information. The database was built by using an Oracle database system due to its capability of multilayer design. (shrink)

We are pleased with the thought-provoking discussion that our article has stimulated. All of the discussants agree that the state of education and infusion of ethical principles and practices into psychiatric decision making is currently suboptimal. The ethical questions raised by the discussants, writ large, have been analyzed, reduced to a seemingly manageable 'core,' or expanded to capture nuance and subtlety, and it is invaluable for clinicians, patients, and others to explore them together.In modern times, where the prevailing Western ethical (...) theories were developed, the aim of ethics was to do the right thing. For example, we ought to aim to maximize overall usefulness based on consequences of actions, or to... (shrink)

Bridging Social Inequality Gaps - Concepts, Theories, Methods, and Tools focuses on contemporary discussions around multifaceted causes, explanations, and responses to social disparities. The contributors provide studies related to social and cultural dimensions of inequality, economic and technological dimensions of inequality, environmental dimensions of inequality, and political, ethical, and legal dimensions of inequality, as well as a variety of other perspectives on disparities. The volume also covers crucial issues and challenges for the global, national, regional, and local implementation (...) of public policies to reduce inequalities, including innovative actions, projects, and programs focused on achieving the United Nations Sustainable Development Goals (SDGs). The collection includes chapters encompassing research and practical recommendations from various disciplines such as sociology, economics, management, political science, administrative science, development studies, public health, peace and conflict studies, cultural studies, educational studies, communication studies, and social work. This book is an asset to academic and expert communities interested in theories of social inequality as well as effective measurement tools, public services, and strategies. Moreover, the volume helps students, practitioners, and people working in government, business, and nonprofit organizations to build more equitable social relationships. (shrink)

Given the severity of today’s environmental issues, companies are increasingly making green concepts a key component of their operational strategies. As an essential complement to corporate environmental strategy, employees’ green behavior has received attention from all sectors of society. Based on resource conservation theory, this study explores the formation mechanism of employees’ green behaviors in enterprises starting from two green management tools: green human resource management practices and green transformational leadership. Through two-stage questionnaire research, 296 (...) sample data points were obtained, and the research hypotheses were tested by using linear regression analysis. The results showed that green HRM practices in enterprises enhance employees’ green mindfulness and thus stimulate their green behaviors and that green transformational leadership and green self-efficacy play a positive moderating role in the above relationship. These results support the applicability of resource conservation theory in green management and suggest that green HRM practices and green transformational leadership can be used together in the process of green management. (shrink)

Behind the frequent occurrence of business scandals, it is often the silence and connivance of organizational immorality. Moral voice, a kind of employee active moral behavior, inhibits and prevents the organizational unethical phenomenon. Some researchers have sought to explore how to arouse employee moral voice. However, the limited studies mainly investigated the antecedents of leadership styles, ignoring the impact of the organizational factor on moral voice. Based on the self-determination theory, the current study constructs a theoretical model about how socially (...) responsible human resource management (SRHRM) affects employee moral voice via autonomous motivation and controlled motivation and further considering the moderating role of person–organization value fit. From a two-stage research method and the analysis of 260 valid data, we found that SRHRM promoted employee moral voice and this positive linkage was mediated by autonomous motivation but not by controlled motivation. Besides, the findings also revealed that person–organization fit moderated the indirect influences of SRHRM on moral voice via autonomous motivation, such that the indirect influence was stronger for a high level of person–organization value fit than the low level of person–organization value fit. Some theoretical and practical implications also be discussed. (shrink)

Uncertainty is a pervasive feature in natural resource management. Adaptive management, an approach that focuses on identifying critical uncertainties to be reduced via diagnostic management experiments, is one favored approach for tackling this reality. While adaptive management is identified as a key method in the environmental management toolbox, there remains a lack of clarity over when its use is appropriate or feasible. Its implementation is often viewed as suitable only in a limited set of (...) circumstances. Here we restructure some of the ideas supporting this view, and show why much of the pessimism around AM may be unwarranted. We present a new framework for deciding when AM is appropriate, feasible, and subsequently successful. We thus present a new paradigm for adaptive management that shows that there are no categorical limitations to its appropriate use, the boundaries of application being defined by problem conception and the resources available to managers. In doing so we also separate adaptive management as a management tool, from the burden of failures that result from the complex policy, social, and institutional environment within which management occurs. (shrink)

Working in academia is challenging, even more so for those with limited resources and opportunities. Researchers around the world do not have equal working conditions. The paper presents the structure, operation method, and conceptual framework of the SM3D Portal's community coaching method, which is built to help Early Career Researchers (ECRs) and researchers in low-resource settings overcome the obstacle of inequality and start their career progress. The community coaching method is envisioned by three science philosophies (cost-effectiveness, transparency spirit, and (...) proactive attitude) and established and operated based on the Serendipity-Mindsponge-3D knowledge (SM3D) management framework (i.e., mindsponge thinking and Bayesian Mindsponge Framework analytics serve as the coaching program's foundational theory and analytical tools). The coaching method also embraces Open Science's values for lowering the cost of doing science and encouraging the trainees to be transparent, which is expected to facilitate the self-correcting mechanism of science through open data, open review, and open dialogue. Throughout the training process, members are central beneficiaries by gaining research knowledge and skills, acquiring publication as the training's product, and shifting their mindsets from “I can't do it” to “I can do it,” and at the same time transforming a mentee to be ready for a future mentor's role. The coaching method is thus one of the members, for the member, by the members. -/- • The paper provides the structure, operation method, and conceptual framework of the SM3D Portal's community coaching method, which is built to help Early Career Researchers (ECRs) and researchers in low-resource settings overcome the obstacle of inequality and start their career progress. • The paper presents three major science philosophies envisioning the establishment and operation of scholarly community coaching. • The paper employs the mindsponge theory and BMF analytics to construct a conceptual framework explaining how an environment is created to help shift members’ mindsets from “I can't do it” to “I can do it.”. (shrink)

Human resource management is the most essential thing in an organization. Because superior human resource management can increase competitiveness, for this reason, management needs to study more deeply the resources that can be relied on to compete in a competitive business environment and place leverage on resources that can place the company in a competitive position in the long term. Therefore, human resource management innovation strategies have many managerial implications for business policymakers. The (...) research used a qualitative approach with literature methods (library study), which are appropriate to the current problems. Namely the importance of human resource management strategies to realize superior competitiveness. The results of this research show that human resource management is the heart of corporate or organizational governance. Management strategies and innovations are needed to improve superior and competitive human resources. Steps or forms of innovation strategy for Human Resources (HR): Continuous training in stages and stages, Mastery of technology and digitalization, More active marketing, Forming a solid team, Establishing more comprehensive relationships, Transparency, Committed, Competent, Flexible, and Innovative integrated as a competitive quality. (shrink)

A crucial problem of conflict management is that whatever happens in negotiations will be interpreted and framed by stakeholders based on their different belief-value systems and world views. This problem will be discussed in the first part of this article as the main cognitive problem of conflict management. The second part develops a general semiotic solution of this problem, based on Charles Peirce's concept of "diagrammatic reasoning." The basic idea is that by representing one 's thought in diagrams, (...) the conditions that determine interpretations can become visible, we can "experiment" with them, and we can change them eventually. The third part, finally, focuses on a concrete tool, called Logical Argument Mapping , that can be used in conflict management to perform such diagrammatic reasoning and to cope with the cognitive problems discussed in the first part. The Israeli-Palestinian conflict on the sovereignty over Jerusalem will be used as an example to show how LAM could work in practice. (shrink)

In this paper, the optimization of the enterprise HR information system is studied based on IoT first-off technology, the system demand phase is analysed, and the edge control system is designed and built. The hardware and software system and edge node management platform are implemented first, and then the communication scenarios between the edge layer of the system and the sensing layer, the edge layer, and the cloud layer are analysed, and the business type-driven link selection algorithm and the (...) northbound multilink switching algorithm are designed and implemented, respectively, to guarantee the communication reliability between different layers of the system. Based on the implementation of the above functions, the edge control system can meet the intelligence, expandability, and security requirements of IoT applications. An in-depth investigation and research are launched mainly on the enterprise demand to determine the functional requirements and performance requirements of the enterprise and to achieve the basic logical structure; in the system design phase, the system architecture and other aspects of the design are realized. According to the conditions of the system function structure, a number of system module functions are designed in detail. The system is composed of the following modules, namely, personnel change management, organization management, and salary and benefits management. The system consists of the following modules, namely, personnel change management, organization management, compensation and benefits management, and personnel information management. The system modules run through the process of human resource management; in the system implementation stage, the system coding and page operation are realized based on the development tools and software development techniques. The system finally achieves the system design objectives and is put on a trial operation to meet its actual business requirements. (shrink)

Various 'nonmarket' economic valuation methods have been used to compute 'total' value of nonmarketed natural resources and related recreation. We first outline the history of these valuation techniques and use the Exxon Valdez disaster response and the valuation of whooping cranes, an endangered species, as examples of how these tools can constrain policy. We then explain how, by excluding non-economic social spheres, economic valuation techniques produce a terministic screen that deforms policy makers' vision of the ecological problems faced (...) by society. Using Luhmann's functionalist social theory, we demonstrate that when natural resource managers privilege economic motives, they trivialize other social functions such as education, politics, religion and law. This process presents a significant ethical dilemma for democracies by first naturalizing, then ethicizing, existing pattersns of domination. (shrink)

In this paper, I will argue that it is a moral obligation for companies, firstly, to accept their moral responsibility with respect to non-discrimination, and secondly, to address the issue with a full-fledged programme, including but not limited to the countering of microsocial discrimination processes through specific policies. On the basis of a broad sketch of how some discrimination mechanisms are actually influencing decisions, that is, causing intended as well as unintended bias in Human Resources Management (HRM), I will (...) argue that the well known tools of legislation and ethical codes are necessary although insufficient to cope with the problem. However, based on empirical evidence, we know which set of measures is likely to diminish discrimination. Taking non-discrimination seriously implies complex and longitudinal policies which include assigning responsibility for a non-discrimination policy within the firm, making managers conscious of implicit stereotypes and helping them to cope with prejudices that no one can totally overcome. Insofar as corporate responsibility with respect to non-discrimination is accepted and strategies that are not prohibitively expensive are known, companies are bound to implement them. Not implementing the best set of measures may be considered at least as a moral shortcoming or, depending on the size of the company, mere lip service to the non-discrimination principle. Although the paper refers to empirical material of diverse backgrounds, its intent is clearly normative. It wishes to spell out what companies ought to do if they are committed to responsible behaviour. The discussion of effective remedies against discrimination is based on a case study of a French company. The retailer Auchan was recently surprised to learn that it was discriminating against ethnic minorities despite strong ethical standards, an ethics committee and ethical leadership. The company dropped its naïve beliefs and set up an ambitious policy cope with the issue. The case illustrates what recent empirical research has revealed about the effectiveness of diversity policies: establishing responsibility for diversity results, firm ethical commitment and support from top management make diversity programs effective. (shrink)

Critical studies have rightly faulted mainstream HRM for its failure to account for the meaning of being human under regimes of HRM. This article advances the field in this regard by drawing on African and broader black theological reflection on the meaning of being human, and by using visual research methods to interrogate the extent to which workplaces respect human dignity. Fifty-five (55) visual timeline interviews were conducted in a range of workplaces in the north-east of England. Data showed (...) that allowing autonomy and freedom, mediating audit regimes, contractual affirmation, and creating communities of care were the key factors whose presence created humanising workplaces and whose absence signalled dehumanising ones. This research allows a richer understanding of structures and processes that produce either humanising or dehumanising workplaces. (shrink)

This paper aims to identify Performance development and its relationship to demographic variables among users of computerized management information systems in Gaza Electricity Distribution Company. This research used two dimensions. The first dimension is demographic variables among users of computerized management information systems and the second dimension the Development of Performance. The control sample was (360) questioners were distributed and (306) were retrieved back with a percentage of (85%). Several statistical tools were used for data analysis and (...) hypotheses testing, including reliability correlation using Cronbach’s alpha, “ANOVA”, Simple Linear Regression and Step Wise Regression. The overall findings of the current study suggested The results showed that: demographic variables among users of computerized management information systems have a positive relationship on the development of performance in Gaza Electricity Distribution Company, there were no statistically significant differences between the perceptions of respondents about performance development and its relationship to demographic variables among users of computerized management information systems in Gaza Electricity Distribution Company which attributable to gender variable, there exist a significant relationship between perceptions of the respondents for each of the resources (physical, software, and human) for computerized management information systems attributed to variable (age), there are no significant differences in the fields of (organizational resources) for computerized management information systems and (development of performance) attributable to variable (age) and that can be explained by the fact that the senior management deals with job titles not with age, there are significant differences between the perceptions of the respondents for each of the fields of resources (physical, software, and organizational) for computerized management information systems attributed to variable (educational qualification), the presence of a statistically significant differences between the perceptions of the respondents for each of the fields of "organizational resources for demographic variables among users of computerized management information systems " and ”development of performance” due to the variable (years of service), there is no statistically significant differences between respondents' perceptions about the fields of resources (physical, software, and human) for computerized management information systems attributed to variable (years of service). The study recommended the following: The need to strengthen the company's management interest in the use of computerized management information systems in all the systems components and elements as being an important variable which contributes to the development of performance. Strengthening the relationship between the users of information system and personnel systems in the department responsible for the system so that employees understand the technological and technical information needed by all users of information systems. It is essential that the company develop the infrastructure for information technology in general, and computerized management information systems, in particular for the development of performance. Increasing attention to provide material resources of equipment and devices used in the computerized management information system, and the interest in providing technical resources for management information systems keeping pace with technological means and modern techniques and work on the training of personnel to use those systems. Greater attention to human resource computerized management information systems “specialized technicians and end-users" through a variety of disciplines working in the field of computerized management information systems. The current study is unique by the virtue of its nature, scope and way of implied investigation, as it is the first study at Gaza Electricity Distribution Company resources explores the status of demographic variables among users of computerized management information systems and their relationship to the development of performance in Gaza Electricity Distribution Company increasing interest in Computerized management information systems through continuity, keeping pace with technological means and modern techniques. (shrink)

This article delves into the ancient Indian techniques of sustainable water resource management and the corresponding modern-day approaches of hydro-science towards sustainability. This article takes a comprehensive look at the traditional methods of water management that have been practised in India for centuries and highlights their relevance in the present-day context. The ancient techniques of water management in India, including rainwater harvesting, groundwater recharge and canal systems, were developed based on a deep understanding of the (...) local ecosystems and the water cycle. These practices were designed to promote the sustainable use of water resources and maintain a delicate balance between water availability and demand. In recent times, with the increasing global awareness of sustainability, there has been a renewed interest in these traditional practices which have been developed with a focus on reducing environmental impacts, conserving natural resources and promoting social and ecological equity which includes green technologies, circular economies and sustainable development goals and are rooted in the principles of sustainability that were ingrained in ancient India. In summary, this research contributes to emphasize the need to preserve traditions and integrate them with modern technology to achieve sustainable growth and ensure a sustainable future for all. (shrink)

This paper aims to identify computerized management information systems resources and their relationship to the development of performance in the Electricity Distribution Company in Gaza. This research used two dimensions. The first dimension is computerized management information systems and the second dimension the Development of Performance. The control sample was (063). (360) questioners were distributed and (306) were retrieved back with a percentage of (85%). Several statistical tools were used for data analysis and hypotheses testing, including reliability (...) correlation using Cronbach’s alpha, “ANOVA”, Simple Linear Regression and Step Wise Regression. The overall findings of the current study suggested the presence of a statistically significant relationship between resources (physical, software, and human and organizational) for the computerized management information systems and the development of performance in the Electricity Distribution Company in Gaza. The study recommended the following: The need to strengthen the company's management interest in the potential of computerized management information systems and using them in the computerization of all the company's activities. And the need to involve workers and users in the design of computerized management information systems and assessment and development process. And strengthen the relationship between users and information systems personnel in the department responsible for the system. And it is essential that the company is developing the infrastructure for information technology in general, and computerized management information systems, in particular for the development of performance. And increase interest in providing resources (physical, software, and human and organizational) for the computerized management information systems. The current study is unique by the virtue of its nature, scope and way of implied investigation, as it is the first study at Electricity Distribution Company in Gaza resources explores the status of Computerized management information systems and their relationship to the development of performance in the Electricity Distribution Company in Gaza increasing interest in Computerized management information systems through continuity, keeping pace with technological means and modern techniques. (shrink)

Communities, policy actors and conservationists benefit from understanding what institutions and land management regimes promote ecosystem services like carbon sequestration and biodiversity conservation. However, the definition of success depends on local conditions. Forests’ potential carbon stock, biodiversity, and rate of recovery following disturbance are known to vary with a broad suite of factors including temperature, precipitation, seasonality, species’ traits and land use history. Methods like forest changes over time , and comparison with 'pristine' reference forests have been proposed (...) to compare the structure and biodiversity of forests in the face of underlying differences. However, data from previous visits or reference forests may be unavailable or costly to obtain. Here, we introduce a new metric of locally weighted forest inter-comparison to mitigate the above shortcomings. This method is applied to an international database of nearly 300 community forests, and compared with previously published techniques. It is particularly suited to large databases where forests may be compared among one another. Further, it avoids problematic comparisons with old-growth forests which may not resemble the goal of forest management. In most cases, the different methods produce broadly congruent results, suggesting that researchers have the flexibility to compare forest conditions using whatever type of data is available. Forest structure and biodiversity are shown to be independently measurable axes of forest condition, although users’ and foresters’ estimations of seemingly unrelated attributes are highly correlated, perhaps reflecting an underlying sentiment about forest condition. These findings contribute new tools for large-scale analysis of ecosystem condition and natural resource policy assessment. Although applied here to forestry, these techniques have broader applications to classification and evaluation problems using crowdsourced or repurposed data for which baselines or external validations are not available. (shrink)

Japan has one of the highest numbers of high-cost medical devices installed relative to its population. While evaluations of the distribution of these devices traditionally involve simple population-based assessments, an indicator that includes the demand of these devices would more accurately reflect the situation. The purpose of this study was to develop an indicator of the supply–demand balance of such devices, using examples of magnetic resonance imaging scanners (MRI) and extracorporeal shockwave lithotripters (ESWL), and to investigate the relationship between this (...) indicator, personnel distribution statuses and operating statuses at the prefectural level. -/- Using data from nation-wide surveys and claims data from 16 hospitals, we developed an indicator based on the ratio of the supplied number of device units to the number of device units in demand for MRI and ESWL. The latter value was based on patient volume and utilization proportion. Correlation analyses were conducted between the supply–demand balances of these devices, personal distribution and operating statuses. -/- Comparisons between our indicator and conventional population-based indicators revealed that 15% and 30% of prefectures were at risk of underestimating the availability of MRI and ESWL, respectively. The numbers of specialist personnel/device units showed significant, negative correlations with our indicators in both devices. -/- Utilization-based analyses of health care resource placement and utilization status provide a more accurate indication than simple population-based assessments, and can assist decision makers in reviewing gaps between health policy and management. Such an indicator therefore has the potential to be a tool in helping to improve the efficiency of the allocation and placement of such devices. (shrink)

The bioclimatic architecture is still fascinating to all of us. The lack of energy that the world is facing nowadays is forcing architects and engineers to implement smart solutions benefiting at the maximum from nature itself without considering the primary sources of energy that the world is actually using. Bioclimatic design has the roots in history, despite the fact that little attention has been paid to it throughout history. It is important to understand how natural systems operates, creating closed or (...) semi-closed systems that mirror the ecological systems on Earth. The components of bioclimatic design deal mostly with: climate type and requirements; adaptive thermal comfort; vernacular and contextual solutions; tools and assessment methods; microclimate; sun path; wind; rain; passive and active systems and responsive forms. The aim of the bioclimatic design is to improve the natural environment through the utilization of clean energy and renewable energy system; to reduce the need for energy for heating purposes; and to reduce the energy for cooling proposes, air conditioning and lighting. Furthermore, bioclimatic design involves changes in regulation, improves the house comfort, and also improves urban quality of life. Bioclimatic buildings also include the use of building elements such as walls, windows, roofs, and floors, in order to collect, store, and distribute solar thermal energy and to prevent overheating. The aim is to manage the energy flows providing comfortable conditions during the entire year and the entire day. Minimization of thermal losses and utilization of climatic conditions (climate; microclimate, sunrise) are other important issues to consider. According to many studies, the best orientation for a building in order to maximize the heat gain during winter is east–west and the primary façade should face south. Sustainability is mostly an outcome, rather than a goal or a process. The aim of all designers is to reduce the ecological footprints and to improve the quality of life. The energy sustainability and the use of natural resources must be an integral part of a sustainable development. Nowadays, there are softwares that are developed in order to carry out environmental assessment tools and standards, in order to draw conclusions about internal thermal comfort; uncomfortable times in the building during the entire year; the need for shading devices and their dimensions; energy use, energy cost, etc. Simulations are essential in the design process. Examples chosen as case studies participate to have a better insight into the overall approach of the bioclimatic design. Applying the principles of bioclimatic design remains still a challenge in redefining the perfect bioclimatic house. (shrink)

In educational organizations, digital resource management refers to the organization and enhancement of electronic resources, including databases, libraries, and digital instructional materials. Excellent administration ensures optimal utilization, improves accessibility, and advances learning objectives. To achieve better institutional results, this approach entails incorporating digital tools, handling issues like data security and user training, and adjusting to new technological developments. Using an emphasis on the integration of digital libraries, e-learning platforms, and research databases, this study investigates the technologies and (...) approaches used in maintaining digital resources within higher education circumstances. Through the use of a survey research design, this study employed a quantitative research methodology. Data gathered from a sample of 250 undergraduate students was utilized in this investigation. This study looks at the connections between teaching profile (TP), technology competence (TC), digital technology awareness (DTA), utility perception (UP), and usage motivation (UM). SPSS was utilized statistically to obtain the outcomes. Descriptive, correlation, and regression analysis were used to obtain the results utilizing data gathered from a sample of university participants. Significant of both conceptual and actual consequences have resulted from the findings.According to the study's findings, efficient use of digital resources in academic institutions greatly improves accessibility and resource utilization, both of which contribute to better learning outcomes. (shrink)

Despite inroads made by critical realism against the ‘scientific method’ in social science, the latter remains strong in subject-areas like human resource management. One argument for the alleged superiority of the scientific method lies in the taken-for-granted belief that it alone can formulate empirically testable predictions. Many of those who employ the scientific method are, however, confused about the way they understand and practice prediction. This paper takes as a case study empirical research on the alleged empirical association (...) between human resource management practices and organisational performance. By unpacking the confusion surrounding the two basic notions of prediction used, it reveals what is wrong with them, why the scientific method cannot actually make accurate predictions and why, therefore, the scientific method fails to meet its own criteria for scientificity. Finally, explanation is considered in order to prevent any confusion between it and prediction and to offer what we call tendential prediction. (shrink)

This research study investigates the implementation of the Conflict Management Socialization and Mapping of Conflict Prone Areas program by the National Unity and Political Affairs Agency (Bakesbangpol) in Kuningan Regency, Indonesia. Using qualitative methods, including interviews and a literature review, the study examines how Bakesbangpol Kuningan detects and manages potential conflicts to maintain regional stability. Findings reveal that the program effectively utilizes early detection initiatives and community engagement forums such as Focus Group Discussions (FGDs) and collaborates with various (...) stakeholders, including local authorities and community organizations. Creating a conflict-prone area map in 2017 is a vital tool for proactive conflict prevention and policy formulation. However, the study identifies areas for enhancement, including further staff training, robust administrative support systems development, and more decisive leadership in program execution. This research highlights the significance of systematic program implementation and collaborative efforts in managing social conflicts and ensuring sustained regional harmony. It contributes to the field by providing insights into effective conflict management strategies at the local level in Indonesia, particularly in diverse and potentially conflict-prone regions like Kuningan. (shrink)

Publication date: 24 January 2019 Source: Author: Pei Hua Fu, Tchamy Jonathan, Najma Bano Progress in globalization has made many nations to see China as a fast-growing country in terms of technology, infrastructure, manufacturing and production of goods and services. In spite of these developments, there is still a room of research for resolving the uneven distribution of income which has caused political and socio-economic problems in the country. The purpose of this paper is to determine the role of Human (...) Resources Management and Talent Management in bringing improvement in enterprise capabilities to stand in the market. The method adopted in this paper is the systemic literature reviewer focused on the qualitative analysis of studies focused on strategic and human resource management. This research review finds that these human-related managements are crucial requirement to build company capabilities. However, as the the company keeps growing, performance and development of employee need to keep up to cover up the global market. Giving some guidance, training, and practice may be one of the proper investments in developing the capabilities. Customer loyalty is an influential factor in the performance of the company. (shrink)

This study aims to identify and describe the regional innovations produced in Keerom Regency, Papua Province, Indonesia after the Coronavirus disease 2019 pandemic, to analyze integrated regional service capacity indicators with a special focus on organizational performance indicators in integrated units that can be measured quantitatively and simply. In addition, to create an understanding of organizational performance in geographic areas. The method approach uses a mixed-methods description to tell the results of the study. Secondary data were analyzed in the (...) form of innovation proposals for as many as 108 regional innovations. The analysis used adopts local service capacity which was developed with additional indicators of innovation. Local Service Indicators used to consist of Leadership and Governance, Structure and System, Human Resources, Financial Management, Program Management, Monitoring and Evaluation Plan, Partnerships, External Relations and Networks, Knowledge Management, and Organizational Innovation. Local services are built using spreadsheet tools to make the process easier to use. The result is that organizational services in regional innovation as a whole still reach a score of 52% on a 100% scale giving the result that organizational services have been carried out amid the limitations of local governments which are characterized by limited knowledge needed, not yet optimally prepared programs, low organizational acceleration. For regional innovation, the harmonization process between planning, evaluation, and monitoring is not yet optimal. (shrink)

BackgroundIn Palliative Care, family and close people are an essential part of provision of care. They assume highly complex tasks for which they are not prepared, with considerable physical, psychological, social and economic impact. Informal Caregivers often falter in the final stage of life and develop distress, enhancing emotional burden and complicated grief. The lack of available and accessible in-person counselling resources is often reported by ICs. Online resources can promote early access to help and support for patient-IC dyads in (...) palliative care. The primary aim of this research is to co-design, develop and test the feasibility of the Help2Care-PAL mHealth app that addresses the needs of ICs of palliative patients cared for at home. This Digital Health Intervention in palliative care will be used for education, symptom management, communication and decision-making, to enhance Quality of Life of patients and ICs, fostering anticipatory grief and the reach and efficiency of services.MethodsThis study will use an iterative co-design process and convergent mixed-methods design, following the MORECare consensus for developing a complex intervention. Construction of the DHI will follow four main phases: a needs assessment ; design and co-production of mHealth materials and interventions to support ICs; the development of a mHealth app; and usability and feasibility of the mHealth app. The Help2Care-PAL platform seeks to build resources from the perspectives and needs of both family dyads and nursing professionals working in the field of community palliative care. User-centeredness will be ensured by the active participation of patient-IC dyads and professionals of the palliative care community.DiscussionThis mixed-method study will offer new insights on needs and expectations of patient-IC dyads and nurses in community palliative care regarding caregiving preparedness and online health resources. Through the implementation of an adaptive digital tool, we aim to improve access to palliative care family support, which is highly linked with the wellbeing of patients and especially new ICs. (shrink)

_ Source: _Volume 5, Issue 2, pp 228 - 250 Despite inroads made by critical realism against the ‘scientific method’ in social science, the latter remains strong in subject-areas like human resource management. One argument for the alleged superiority of the scientific method lies in the taken-for-granted belief that it alone can formulate empirically testable predictions. Many of those who employ the scientific method are, however, confused about the way they understand and practice prediction. This paper takes as (...) a case study empirical research on the alleged empirical association between human resource management practices and organisational performance. By unpacking the confusion surrounding the two basic notions of prediction used, it reveals what is wrong with them, why the scientific method cannot actually make accurate predictions and why, therefore, the scientific method fails to meet its own criteria for scientificity. Finally, explanation is considered in order to prevent any confusion between it and prediction and to offer what we call _tendential prediction_. (shrink)

South Africa is characterised by rapidly escalating crime, including white-collar crime, and unethical behaviour in public and private organisations. This necessitates innovative ways to deal with the situation. The objective of this conceptual and theoretical research is to investigate ways in which human resource management can be utilised to instil and develop an ethical corporate culture in South African organisations. A theoretical model of ethical behaviour is discussed as a basis for this study. It is indicated that human (...) resource management can have an effect on organisational factors and is therefore an important tool in developing an ethical corporate culture. (shrink)

This article, based on a presentation at the Future of the History of the Human Sciences workshop (2016), discusses some of the potential benefits and pitfalls of digital humanities (DH) tools and approaches for historians of the human sciences. It reviews some of the major approaches that form DH and draws on the author’s experience as part of a team creating a large DH resource to consider the complications presented by these.

This book provides an overview of computer techniques and tools — especially from artificial intelligence (AI) — for handling legal evidence, police intelligence, crime analysis or detection, and forensic testing, with a sustained discussion of methods for the modelling of reasoning and forming an opinion about the evidence, methods for the modelling of argumentation, and computational approaches to dealing with legal, or any, narratives. By the 2000s, the modelling of reasoning on legal evidence has emerged as a (...) significant area within the well-established field of AI & Law. An overview such as this one has never been attempted before. It offers a panoramic view of topics, techniques and tools. It is more than a survey, as topic after topic, the reader can get a closer view of approaches and techniques. One aim is to introduce practitioners of AI to the modelling legal evidence. Another aim is to introduce legal professionals, as well as the more technically oriented among law enforcement professionals, or researchers in police science, to information technology resources from which their own respective field stands to benefit. Computer scientists must not blunder into design choices resulting in tools objectionable for legal professionals, so it is important to be aware of ongoing controversies. A survey is provided of argumentation tools or methods for reasoning about the evidence. Another class of tools considered here is intended to assist in organisational aspects of managing of the evidence. Moreover, tools appropriate for crime detection, intelligence, and investigation include tools based on link analysis and data mining. Concepts and techniques are introduced, along with case studies. So are areas in the forensic sciences. Special chapters are devoted to VIRTOPSY (a procedure for legal medicine) and FLINTS (a tool for the police). This is both an introductory book (possibly a textbook), and a reference for specialists from various quarters. (shrink)

The fourth industrial revolution will be ushered in by future high technology, and as a result, the world will face new difficulties relating to people, the environment, and profitability. Accordingly, the competitive edge and long-term viability of businesses would depend on the knowledge workers who could overcome these excruciatingly difficult obstacles and have the knowledge and competency to influence the overall performance of any type of company. But managing knowledge workers falls under the purview of human resources, and only effective (...) human resources tools, plans, and procedures can ensure the success of this task. One such tool, which has the capacity and capability to change the whole scenario in an organization's favor, is the human resource information system. The purpose of this structured review is to provide insight into a field of HRM that has largely been neglected by other reviews of the literature and has only been briefly discussed by a small number of publications published in reputable, top-tier journals. A customized HRIS framework is the result of this structured literature review for managing knowledge and competence. The study presents the content analysis of 48 articles, systematically and purposefully selected for this literature review, published during the past three decades. The study has several implications for policymakers and HR practitioners. (shrink)

_In universities, quality assurance has initiated teacher evaluation method to know teaching quality. Therefore, the goal is to determine whether a teacher's evaluation is impartial or if there exists a concealed aspect of impression management in assessing teacher performance. This study utilized a quantitative approach, collecting data through primary source (questionnaires) and analyzing it with inferential and statistical methods using the Statistical Package for Social Sciences (SPSS).This study sampled 370 undergraduate and postgraduate students from Mehran University of Engineering (...) and Technology, Jamshoro, Sindh, Pakistan. The study's findings indicate a significant and positive relationship among all variables that are students perception of teacher, teacher evaluation practice, students perception towards teacher evaluation and impression management tactics. Additionally, impression management tactics partially mediate the association between students' perceptions of teachers and teacher evaluation practices. The study reveals that the top three tactics used by teachers are self-promotion, intimidation, and supplication. The study suggests the importance of management considering hidden factors influencing teacher evaluation methods when reviewing filled evaluation forms. It contributes valuable insights by highlighting impression management tactics that can influence evaluation reports, shaping perceptions of teachers positively or negatively. This research significantly contributes to human resource management, particularly in measuring teacher/faculty performance and understanding the impact of impression management strategies._. (shrink)

In the context of change to the “new modernity” described in Beck’s work, companies develop management modes and methods that focus more and more on individuals. Constitutive of the individualization process, human resources practices have become ambivalent as the process itself. This contribution examines how a managerial and organizational innovation as telework contributes to the process of individualization, and the paradoxes it addresses to management. At the interface of the social and the technical, teleworking appears as a (...) flexible arrangement, meeting employees’ and employer’s demands – which is a characteristic of the process of individualization – by simultaneously fragmenting collectivity, exposing individuals to social risk, and producing exclusion. The authors focus on two consecutive paradoxes of such individualized managerial practices: the individual–collective dilemma and the autonomy–control paradox. Finally, the paper reveals HRM as a new institution of individualization in a world where regulation functions are more and more transferred to individuals themselves. (shrink)

Wildlife Ethics A systematic account of the ethical issues related to wildlife management and conservation Wildlife Ethics is the first systematic, book-length discussion of the ethics of wildlife conservation and management, and examines the key ethical questions and controversies. Tackling both theory and practice, the text is divided into two parts. The first describes key concepts, ethical theories, and management models relating to wildlife; the second puts these concepts, theories, and models to work, illustrating their significance through (...) detailed case studies on controversies in wildlife management and conservation. The book explores pressing topics including human responsibilities due to climate change, tradeoffs when managing zoonotic disease risks, the ethics of the wildlife trade, culling non-native species, indigenous wildlife use, and zoo-based conservation programs. Readers are encouraged to explore different ways of valuing wild animals and their practical implications. This essential text: Explains and explores relationships between valuing biodiversity, human utility, ecosystems, species, and animal welfare Describes established approaches to wildlife management, such as sustainable use, and emerging concepts, such as compassionate conservation Discusses key ethical theories, including utilitarianism, ecocentrism, and animal rights Offers a practical model of how to analyze ethical issues in wildlife management and conservation Wildlife Ethics: The Ethics of Wildlife Management and Conservation is an accessible introduction to complex ethical issues, making the book an important resource for students in fields such as conservation biology, ecology, environmental science and policy, game management, public health and veterinary medicine. It will also be an invaluable tool for wildlife managers, conservationists, One Health practitioners, practicing veterinarians and animal rehabilitation staff, contemporary wildlife professionals and other stakeholders. (shrink)

This article analyses the concept of Corporate Social Responsibility in relation to Human Resources (HR) management. Five potential tools are defined and their advantages and disadvantages are discussed. Finally, the implementation of the most advanced and powerful tool in this area is studied: the SA8000 standard.

The study aims to analyze the impact of top management support for strategic planning on crisis management in UNRWA-Gaza Strip field in Palestine. Several descriptive analytical methods were used for this purpose, and a survey as a tool for data collection. Community size was (881), and the study sample was stratified random (268). The overall findings of the current study show that top management provides needed HR for strategic planning but with no financial support. Also there (...) are shortcomings in the way that organization manages the crises before and after they occur. A crisis management is only practicing during the crisis. The study suggest that top management must provide the financial support for strategic planning, periodic meetings to prepare how to deal with potential crisis in the future, establishing a specialized team and provide them with all sources needed. (shrink)

The importance of the marketing function at board level is often underestimated and its role in driving change in HR is often undervalued. This research examines how marketing can partner with organizational leadership for a mutually beneficial exchange of marketing skills and capabilities to be able to realign human resources quickly enough to deal with shifts in the external business environment and create a sustainable future for the business. The current research explores the concept of “marketing leadership” from an interpretive (...) perspective that challenges the traditional view of marketing and leadership as two separate domains and offers a comprehensive approach to human resource management. The descriptive survey method was used for this research, and the research population was the oil marketing company. The current research assumed that marketing leadership affects human resources management. The research concluded that marketing leadership greatly affects human resources management and its dimensions, with an average effect of (0.52). This indicates a high and significant impact of marketing leadership on human resources management. (shrink)

_Co-published with Kappa Delta Pi_ _The ABCs of Classroom Management_ equips teachers with a repertoire of expert strategies to develop classroom expectations and manage student behaviors. The second edition of this practical, alphabetical guide includes expansions on time-honored topics such as relationship building, communication, discipline, and behavior management, with the addition of new topics such as cyberbullying, violence prevention, social media, and substitute teachers. The newest quick reference to managing a classroom offers tried-and-true tips and specific examples of practical (...) applications in the classroom. Educators who purchase the second edition also can access ABC’s Online to find downloadable forms, samples and checklists, and links to related resources. This edition of _The ABC’s of Classroom Management_ gives future and new educators practical and informative tips and tools for managing their classrooms to apply right away so they can focus on student learning. Underlying the nuts-and-bolts entries of the book are the themes of teacher professionalism, leadership, and empowerment. Armed with a proactive attitude and the right tools that are applied purposefully and consistently, novice teachers develop their craft to become masterful educators. (shrink)

Smart city is a brand-new city form, in which information and communication technologies are utilized to sense, analyze, and integrate the key information of city operation core system, so that intelligent responses can be immediately and effectively taken to various demands including people’s livelihood, environmental protection, public safety, city services, and industrial and commercial activities. Digital economy is a mixed economy with the coexistence of multiple business models and diversified value creation models based on the information and communication technologies and (...) in the digital economy, many things are undergoing huge changes, and their corresponding economic rules also need to be adjusted. On the basis of analyzing previous research works, this paper expounded the research status and significance of smart city’s resource scheduling and strategic management, elaborated the development background, current status, and future challenges of digital economy, introduced the methods and principles of city-level spatiotemporal data model and spatial full factor coding, formulated resource scheduling strategies for smart city based on digital economy, explored the dynamic fusion, storage, and update of smart city’s multisource heterogeneous data, conducted the information display and analysis of multilevel smart city, proposed strategic management approaches for smart city based on digital economy, analyzed the integrated implementation model of shared resource scheduling and people-oriented social management, and discussed the economic growth factors and standardization mechanism of smart city under the background of digital economy. The results of this study provide a reference for further research studies on the resource scheduling and strategic management of smart city under the background of digital economy. (shrink)

Management decision-making is a daily task that managers of various levels solve in every organization. Degree of difficulty of this process depends on the scope of authority, responsibility level, manager’s position in organizational hierarchy; on the changes in the environment, unpredictability of which causes emergence of significant amounts of alternatives. For this reason, managers do not rely only on intuition or personal experience (which limited with selective perception, cognitive ability, ability to withstand stress and/or the presence of bias), but (...) use tools (methods) that have stood the test of time and practice; are based at the analysis of a significant amount of primary and secondary information; involve team-building to find the optimal option or to generate ideas. A significant amount of research papers are devoted to such methods, however, the author forms a synergetic approach which contains a detailed analysis of their correlation with the key factors of the competitiveness of enterprise, such as organizational culture and leadership. Existing decision-making practices, problems and style of management at the tourism enterprises are revealed from conducted survey (the first half of 2014) in tourism firms of Dnepropetrovsk and Zaporizhzhia regions of Ukraine, in which 729 tourism managers took part. The most popular decision-making practices in tourism branch were specified, among them are modeling and monitoring of previous results. The study proved the hypothesis of the author concerning strong connection of decision-making management and type of organizational culture. Moreover, 63% of managers were dissatisfied with low attention to organizational culture at their companies. The basis for future research and the synergetic matrix for decision-making management were worked out in the article which give preconditions for further studies and improvements in tourism management of Ukrainian enterprises. (shrink)

Is freedom and capability enough to sustain our well-being? For human flourishing to progress, defer, and avoid decline, managers as persons must grow in virtue to transcend to the ultimate source of the good. In our definition of a person we develop an anthropology of gift through the communication of one self to another and whose form is love, the willing the good of the other. We ask four questions about the humanistic manager as a person: what is the goal, (...) end, good; what form, structure guides the manager; what materials, resources, technology, and context does the manager use within the structure to meet the end and exceed the goals, what is the means of effecting the change needed to meet the manager’s goals. Each of these questions form the basis to construct a philosophical anthropology of humanistic management. To these four questions we add three types of finality: the usual absolute terminal and horizontally immanent finalities plus the vertical finality of every growing and developing person among other persons in community. The need for a philosophical anthropology derives from a concomitant ethical requirement of what does and ought the manager, as person, undertake. What and how the person knows, wills, acts on provides the reality within which the manager, as person, operates. Along the way we will visit topics of transcendence, secularism, vulnerability, authentic personhood, and virtue. We conclude with a description, which is a dynamically evolving scheme of the meaning of a manager in the world, the social, and perhaps, the terminal goods of order. We move far from the _homo farber_ of a technology-led world whose thought conforms being. We have begun to extend our manager into the species _homo transcendens_ where being conforms thought and responsible action. We conclude with a sketch on the emerging role of spirituality in the workplace with connections to compassionate leadership, organizations as sites for healing and growth, and examples from the experience of humanistic organization who seem to have survived and thrived centuries of global operations. From an anthropology of gift we can identify several implications for managers. Humanistic management education would subsume the rational choice hegemony of economic modeling to a technological subset of tools, subject to the goals and nature of human persons. The scientism of thinking that psychology, sociology, political science, and economics would suitably describe, explain, and model human decisions would be replaced by an overarching framework leading to higher levels of knowledge, especially wisdom based educational experiences and content based on the natural integrity of human beings as learners. Since all technology follows, rather than leads, persons in an anthropology of gift, workplace practices would be founded in the structures immanent in persons and communities of persons. This would imply practices which transcend appraisal and assessment of performance to heights of contemplation and implementation of meaning in every task. Instead of beginning with a deficit of “what’s in it for me?” practices can begin with the surplus “how can I help you?” Proposed are practices which impound wisdom-based attributes of compassion, active listening, alterity, mercy, companionate and agapic love in decision analyses, interpretations of results, and incentives. The objective of the humanistically managed organization under the aegis of an anthropology of gift would be to minimize the maximum grief for the the most vulnerable. The objective would be applied as a policy across all authorities delegated by jurisdictions over organizations, and by boards, oversight groups, over decisions within organizations. This view from an anthropology of gift is consonant with emerging definitions of organizations as healing spaces where a balance of solidarity and subsidiarity guide decisions as opposed to simplistically applying supply and demand trade-offs. (shrink)

The world is going through unprecedented environmental crisis. The type of destruction and dissolution of natural resources and elements by individuals and institutions that has been witnessed in the last century is much more than that witnessed in the previous millennia. To tackle this, for more than three decades, a number of discussions have taken place at diverse international fora, and frameworks and propositions have been put forth for corporate implementation. Consequently, a perceptible change has come about in the understanding (...) of corporations and their approach towards the Natural Environment, as a vital organizational stakeholder. While many companies use the pro-tection and preservation of the Natural Environment as a tool for brand building and corporate communications, many others have integrated economic and environmental goals to create mutually beneficial win-win situations. This article attempts to study such Natural Environmental Responsibility (NER) practices in corporate India. Through a mixed-method inductive study the article also proposes ‘Natural Environmental Responsibility Framework’. This is based on the triangulation of data wherein the quantitative data has been gathered through responses to an Executive Perception Survey with 400 responses from 125 organizations; and qualitative data has been gathered through personal interactions with 40 senior management executives from six eminent corporations across industry categories in India. The framework and its major components are based on empirical data of practices as existent in corporate India in contemporary times. Hence, the framework could be considered as a working model of NER in India. (shrink)