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1.
Dissertation Abstracts International: Section B: The Sciences and Engineering ; JOUR(12-B):No Pagination Specified, 83.
Article in English | APA PsycInfo | ID: covidwho-2083522

ABSTRACT

Data indicated that work-related stress could cost organizations financially, with losses associated with decreased productivity, healthcare costs and organizational dysfunction. Excessive stress in the workplace can cause significant costs to the employee as measured by declines in psychological and physiological health. Stress induced health symptoms and corresponding costs to the organization may be exacerbated by the COVID-19 Pandemic. These disruptions can affect organizational functioning as well the system's ability to dynamically respond to opportunities, challenges and organizational goals all of which can further increase employee stress and associated health outcomes. Human resource development professionals are in a position to offer interventions to help employees and organizational systems adjust to these new demands. Heart rate variability (HRV) training as a workplace wellness intervention to reduce stress for impacted employees has emerged as a promising line of research and applied work, with data supporting improved physical/mental health, learning and development and organizational outcomes.The purpose of this study was to investigate the effects of a HRV training intervention on measures of employee health and organizational outcomes during the COVID-19 pandemic. Empirical data collection for this inquiry was operationalized with a quantitative, between-groups, experimental research design to test the effects of a HRV self-regulation training on participants who were randomly assigned to active treatment groups and non-participant groups (wait-list control). Participants were assessed on psychological and physiological health and organizational outcomes by analyzing results of the POQA-R4 survey. The study population (N = 147) consisted of employees at a large, multi-national, independent public company in the multi-utilities industry. Data analyses concluded that three of this study's five hypotheses were upheld. Hypotheses related to emotional stress (moderate effect size), physical stress (moderate effect size) and emotional vitality (borderline moderate effect size) were upheld. The findings associated with mental and physical stress were consistent with previous literature, while organizational results were more ambiguous. Based on these findings, recommendations for future research, application, theory building and implications for HRD were offered. Specific recommendations included further refinement of conceptual/theoretical frames, measurement variables and assessment tools. Recommendations for practice focused on providing evidenced based wellness interventions (such as HRV self-regulation training), and reinforcing the organizational culture to support a range of wellness needs and to strengthen social systems, which serve as protective and mediating factors in times of stress. These recommendations may position HRD professionals as agile and dynamic leaders who implement organizational wellness to both support business objectives while reinforcing a culture of care. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

2.
Brazilian Administration Review ; 19(4):1-22, 2022.
Article in English | ProQuest Central | ID: covidwho-2065228

ABSTRACT

This article analyzes the differences between public and private health services regarding infrastructure and human resources at the state (subnational) and macro-regional levels in Brazil. The research collected monthly data on inpatient beds and the number of nurses, physiotherapists, and doctors from Brazilian states for 2020. Indicators were created following quarterly changes and comparing the actions of public and private healthcare entities. Variations were analyzed using temporal graphs based on means and standard deviation. The findings suggest: (1) exponential growth in health care infrastructure and human resources led by public sector investment in the second quarter, followed by a slowdown;(2) a more significant variation in the acceleration and deceleration of the public sector response in the North of Brazil and the states of Maranhäo, Rio Grande do Norte, and the Federal District;(3) the public sector was the primary response mechanism to the pandemic considering the variations throughout the year. The study concludes that the government was the leading actor in response to the COVID-19 pandemic in Brazil in 2020, pointing out that responses were uneven in the states.

3.
J Nurs Manag ; 2022 Aug 09.
Article in English | MEDLINE | ID: covidwho-2063843

ABSTRACT

AIM(S): The main aim of this article is to outline the devastating aftereffects of COVID-19 in terms of ethical recruitment and the respect of dignity of nurses and health care professionals. BACKGROUND: Nations experience the ominous impacts of the COVID-19 pandemic in terms of an exacerbated shortage of nurses worldwide. In this situation, migration flows of nurses are skyrocketing and the respect of the migrant nurses' dignity as human beings should be guaranteed. EVALUATION: Data from reports elaborated by the International Centre on Nurse Migration (ICNM) were examined and outlined the central role of the respect of dignity of every nurse to prevent unethical exploitation of them. KEY ISSUE(S): The respect of human dignity is a complex concept. Human dignity denotes the inner nature of human beings but also their rights at work. CONCLUSION(S): In a post-COVID-19 world with increased flows of nurse migration, it is crucial to guarantee dignity at work for migrant nurses. IMPLICATIONS FOR NURSING MANAGEMENT: Nurse leaders should prioritize the ethical recruitment of health care workers and give a prominent role to the WHO 'Code of Practice on the International Recruitment of Health Personnel' which recognizes the ethical bedrocks of employment.

4.
Journal of Strategy and Management ; 15(4):590-610, 2022.
Article in English | ProQuest Central | ID: covidwho-2063207

ABSTRACT

Purpose>This study explores the perception of employees in textile industry firms in Northern Portugal regarding the influence of leadership and reward systems (RS) on their motivation (intrinsic and extrinsic) and job satisfaction (JS).Design/methodology/approach>A questionnaire was addressed to the employees of 12 firms, obtaining a sample of 256 valid responses, for which a structural equation model was estimated.Findings>The results showed that leadership and RS influence JS only through the mediating effects of intrinsic and extrinsic motivation.Originality/value>This study makes empirical and theoretical contributions, testing the relationship between leadership and employees' JS and how this relationship can be mediated by RS, and motivation – both intrinsic and extrinsic. Moreover, this study was conducted in Portugal, country where these issues have not been researched jointly before.

5.
Revista de Ciencias Sociales ; 28:395, 2022.
Article in English | ProQuest Central | ID: covidwho-2057825

ABSTRACT

Las empresas turísticas enfrentan un panorama incierto a partir de la pandemia COVID-19, siendo necesario analizar nuevas estrategias que permitan conectarlas al consumidor y ser competitivas. El objetivo de este trabajo es determinar la influencia que ejercen las capacidades dinámicas: Marketing, actividad innovadora y gestión del conocimiento, sobre la competitividad empresarial de empresas prestadoras de servicios turísticos (hoteles, restaurantes y eventos) de Mérida y el Sur de Sonora en México. La metodología, es de carácter descriptivo, correlacional y explicativo, con diseño de campo transversal, aplicando un instrumento de medición de 25 preguntas a 98 empresas de Yucatán y Sonora, regiones con similitudes en turismo de reuniones;además, se usaron regresiones lineales múltiples de tipo tradicional para la comprobación de hipótesis. Los hallazgos para señalar al marketing relacionado con la competitividad empresarial no presentan sustento estadístico significativo;la actividad innovadora, afecta positivamente al marketing, y la gestión del conocimiento a la competitividad empresarial, ambos efectos estadísticamente significativos. Se concluye que es necesario lograr una sinergia entre las capacidades dinámicas mediante el adecuado manejo de recursos y capacidades, gestión del conocimiento, o el recurso humano, siendo este último el más significativo para alcanzar una mejor competitividad empresarial en las empresas turísticas.Alternate :Tourism companies face an uncertain outlook due to the COVID-19 pandemic, making it necessary to analyze new strategies that allow them to connect to the consumer and be competitive. The objective of this work is to determine the influence exerted by the dynamic capabilities: Marketing, innovative activity and knowledge management, on the business competitiveness of companies providing tourism services (hotels, restaurants and events) in Mérida and the South of Sonora in Mexico. The methodology is descriptive, correlational and explanatory, with a cross-sectional field design, applying a measurement instrument of 25 questions to 98 companies in Yucatan and Sonora, regions with similarities in meeting tourism;in addition, traditional multiple linear regressions were used for hypothesis testing. The findings to indicate marketing related to business competitiveness do not present significant statistical support;innovative activity positively affects marketing, and knowledge management affects business competitiveness, both statistically significant effects. It is concluded that it is necessary to achieve a synergy between the dynamic capacities through the adequate management of resources and capacities, knowledge management, or human resources, the latter being the most significant to achieve better business competitiveness in tourism companies.

6.
Economics & Sociology ; 15(3):159-171, 2022.
Article in English | ProQuest Central | ID: covidwho-2056473

ABSTRACT

. The importance of business models for small and medium-sized enterprises (SMEs) in terms of their competitiveness and sustainability is undoubtedly growing. The global Covid-19 pandemic even strengthens this trend. The degree of digitalization of corporate processes becomes the SME stability and development limitation. The paper submitted presents the results of research focused on the issue of digital transformation of business models on a test sample of 496 SMEs (out of which 214 operate in the manufacturing sector and industry and 218 are included in the services sector) using the method of dimensionality reduction and logit regression. The main output from the solution valid for both tested sectors is considered insufficient setting, management and evaluation of corporate processes. This applies to the main value-creating processes (input and output logistics, production, marketing and sales, service and other ancillary services) and supporting processes (purchase, scientific and technological development, human resources management and company infrastructure). In terms of the achieved degree of process digitization, an imbalance was found between the main value-creating processes and supporting processes. Investment in value-creating and supporting corporate processes are not considered an important factor for any of the sectors due to the high sensitivity of investments to the size and specialization of companies. In contrast, the higher perceived need for value chain digitization in both tested sectors, especially in the case of manufacturing and industry, is considered a very positive output. This proves the need for the digital transformation of companies and its positive impact on their profitability and competitiveness.

7.
Journal of East European Management Studies ; 27(3):552-578, 2022.
Article in English | ProQuest Central | ID: covidwho-2056162

ABSTRACT

According to Budhwar and Gumming (2020), the COVID-19 crisis brought attention to the importance of having an international perspective. [...]studies from certain regions - such as the Hungarian example in this article - may provide an essential local perspective, in addition to the Human Resource Management (HRM) of the pandemic and may help us find global solutions. 2Theoretical background Many scholars have analysed the situation that has evolved as a result of the pandemic from different aspects. According to McLean and Jiantreerangkoo (2020), the following steps are necessary in HRD: planning, leading, changing of working conditions, systemic thinking even on an employee level, network analysis, ending racial discrimination, career planning and innovation. Since the beginning of the pandemic, HR has also focused on health and safety tasks (Caligiuri/De Cieri/Minbaeva/Verbeke/Zimmermann 2020;Adams/Walls 2020). [...]it is worth referring to the recently rather popular theory of societalization, which occurs when "strains suddenly burst their sphere-specific boundaries and become explosive scandals in society at large" (Alexander 2018:1049). According to ILO estimates, global hours worked dropped by 6.7 % in the second quarter of 2020, roughly equals to 195 million full-time job

8.
Journal of Intercultural Studies ; : 1-22, 2022.
Article in English | Academic Search Complete | ID: covidwho-2050824

ABSTRACT

Almost 50 years ago, Edward Said wrote on ‘the other’ in relation to race and gender in his path-breaking book Orientalism (1978). While much has evolved around notions of gendered and racialised otherness since then, Said’s conceptualisation still resonates today. Our paper reports on a 2020/2021 survey of Women of Colour in the Australian workplace. The survey was conducted during the pandemic by Women of Colour Australia, a not-for-profit group, working with the lead author. We focus on the qualitative answers from participants, many of which detail sometimes painful and extremely personal workplace experiences. More than 500 Women of Colour, including seven per cent who were Aboriginal and Torres Strait Islander, completed the survey. Sixty per cent said they had experienced discrimination in the workplace, despite 59 per cent of participants saying their workplace had a Diversity and Inclusion policy. Participants had to ‘perform’ their identities whilst being subjected to intersectional issues of racism and sexism, some of which the pandemic exacerbated. Our paper describes the harmful ramifications of gendered othering of Women of Colour for Australian organisations and society in the years of the pandemic. [ FROM AUTHOR] Copyright of Journal of Intercultural Studies is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full . (Copyright applies to all s.)

9.
COVID-19: Tackling Global Pandemics through Scientific and Social Tools ; : 151-165, 2021.
Article in English | Scopus | ID: covidwho-2048792

ABSTRACT

This study sought to discuss how human resources departments could regulate the high turnovers that occur in companies worldwide if the organizations do not have an effective turnover policy, as this involves strategic human resources management practices. Organizational performance, with the situation Lebanon faced since July 2019 and the world since the coronavirus disease 2019 (COVID-19) lockdown in March 2020, saw major economic drawdowns and high rates of unemployment. Therefore as noticed at the American University of Beirut Medical Center (AUBMC), among other firms, there were massive employee turnovers. Unlike Lebanon, the European countries, the United Kingdom, and the United States, which were sampled for this research, saw a recovery possibility as their respective governments bailed out the firms that had suffered losses during the COVID-19 period, and as a result, loss of staff, or knowledge, and decreases in productivity were minimized. Organizational performance is linked to employee motivation, job safety, and job security, as well as job satisfaction. Thus as previous studies had drawn a relationship between company decision-making and employee motivation, “described as a change in employee behavior after the decision is passed” also shows a link to COVID-19. © 2022 Elsevier Inc. All rights reserved.

10.
J Migr Health ; 6: 100137, 2022.
Article in English | MEDLINE | ID: covidwho-2041957

ABSTRACT

Access to birth registration among the refugees, migrants, and undocumented or stateless individuals in Sabah and Peninsular Malaysia remains hindered largely due to their lack of legal status. This study identifies the barriers to birth registration faced by these communities, including during the COVID-19 pandemic, and explores the extent to which digital technologies may overcome or amplify these barriers. Findings are reported from a review of literature, websites, and media articles and semi-structured interviews with community-based organisations and community leaders representing the communities. The themes for the questions were structured based on Plan International's (2015) Step-by-step Guide for Identifying and Addressing the Risks to Children in Digitised birth registration systems. We identified that the digitalisation of birth registration poses more risks of exclusion than benefits to the marginalised communities without a secure and inclusive operating environment. Subject to an inequality assessment to evaluate and address the existing inequalities, a hybrid system that factors in the role of citizen facilitation hubs would be ideal for ensuring no one gets "left behind".

11.
Cogent Business & Management ; 9(1), 2022.
Article in English | Web of Science | ID: covidwho-2031994

ABSTRACT

There are not many studies that examine business continuity and business strategy combined with business people's psychological and psychological approaches. This study relates the elaboration between the HRM, strategic management, and business management fields analyzed with a quantitative approach. This study involved 100 respondents of handicraft business actors at the border between Indonesia and Malaysia. The data collection method used a survey method. Data processing uses the Structural Equation Model (SEM-PLS) approach in the SMART-PLS. This research study states that through direct relationship, all demonstration variables have a positive and significant effect. Meanwhile, the demonstration of the relationship between variables states that there are two patterns of relationship that do not have a significant effect. Through a combination of human resource management variables, business strategy, creativity, entrepreneurship capability, and SME sustainability perceived, packaged with a planned behavior theory (TPB) approach, several main research findings conclude. First, our study indicate that business sustainability can be achieved if an optimal business strategy (BS) has been realized by forming good entrepreneurial capabilities. Second, the role of antecedent human resource locus of control (HR) is a variable that has complete control in creating the creativity of small-medium enterprise actors and creating entrepreneurial capabilities.

12.
Journal of Tourism and Leisure Studies ; 7(1):23-42, 2022.
Article in English | ProQuest Central | ID: covidwho-2030494

ABSTRACT

The hospitality industry faced unexpected challenges during the COVID-19 pandemic and is still struggling to recover. The social, political, and economic changes have created uncertainties and have accelerated the need for the adoption of new technologies in the hotel sector. The implementation of new technologies may lead to optimized business processes, improved customer services, and increased business performance. The aim of this article is to examine and contribute to the understanding of how IT readiness, business readiness, and stakeholder’s readiness affect business decisions regarding IT investment and transformation. To address these issues the article uses the TOE (Technological-Organizational-Environmental) framework, which examines the important aspects and factors influencing the decision-making process of new technologies’ adoption and use. The technological context refers to the existing IT infrastructure, employees’ IT skills, and their tendency to use new technological tools, all of which affect the technological readiness of a firm. The organizational context is associated with business characteristics, such as the firm’s size, culture, and human resources affecting the business readiness to accept technological changes. Finally, the environment refers to the industry’s characteristics, which influence stakeholders’ readiness and engagement in the use of new technologies.

13.
The International Journal of Interdisciplinary Civic and Political Studies ; 16(2):21-35, 2021.
Article in English | ProQuest Central | ID: covidwho-2030470

ABSTRACT

The essay aims to clarify possible challenges to the welfare state in a post-COVID-19 society and to illustrate conceptual ideas on how to tackle those challenges from a citizen’s perspective. This is based on interdisciplinary studies, particularly the literature survey in English and Japanese. The direct and indirect impacts of the COVID-19 pandemic in the global community have been examined from a broader perspective. The article clarifies that the impacts of the COVID-19 pandemic are expected to be far larger and more complicated than those originally expected. The issues regarding possible challenges to the welfare state in a post-COVID-19 society are discussed in the three contexts of 1) the vulnerability approach, 2) governmental policy priority, and 3) social distancing in a civil society. Then, some ideas are illustrated from a citizen’s perspective. Through the discussion, it can be assumed that the government of each welfare state will make its best endeavors to respond to the requests of citizens but will face challenges that cannot be resolved easily with respect to the national budget, skilled human resources, technology, information, and so on. International cooperation among states would be of paramount importance to cope with a global issue like the COVID-19 pandemic. Another important aspect to bear in mind is that the future will be created by people in civil society embracing universal values and social ethics while maintaining a good relationship with the government. When facing inexperienced challenges, good citizenship in civil society would be a starting point because governments, parliaments, and courts cannot respond to sudden challenges. Individuals may take actions to express their ideas where the information technology of social networking services has developed.

14.
Strategic Direction ; 38(9):25-27, 2022.
Article in English | ProQuest Central | ID: covidwho-2018581

ABSTRACT

Purpose>This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approach>This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.Findings>A business cannot succeed without connections, resources, or capable employees. In a turbulent and ever-changing market, it becomes more important than ever to create a network and build capital.Originality/value>The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

15.
Vision ; 2022.
Article in English | Scopus | ID: covidwho-2020910

ABSTRACT

This study aims to offer insightful knowledge on organizational members’ real-life experience of working in a ‘new normal’ environment and explores changes in organizational HR practices and the future of work culture during this pandemic. Applying the qualitative methodology through implementing an in-depth interview technique, this study revealed subjective insights on pandemic impacts within diverse organizations and their coping strategies, that is, remote work practices and technological adaptations. The study found out that HR functionalities powered by different online tools and remote work or flexible roster duties are ensuring employee betterment and organizational productivity at the same time. Pandemic countermeasure oriented or transformed HR practices like online training and e-recruitment are keeping the workforce steady in this distressing time, but the ‘new normal’ lifestyle and evolved work environment, practices are putting much stress on and changing the dimension of work policies like employee well-being, compensation, leave, and so on, through isolation, quarantine and strict health guideline type issues. © 2022 Management Development Institute.

16.
Research Series - Economic Policy Research Centre 2022. (157):52 pp. 39 ref. ; 2022.
Article in English | CAB Abstracts | ID: covidwho-2011810

ABSTRACT

Background: Uganda's budget authority has faced increased fiscal pressure caused by a sudden drop in revenues from the economic slowdown and new expenditure pressures associated with COVID-19 impacts. Consequently, the country has responded by reprioritizing the budget towards 7 sectors, i.e., agriculture, health, education, trade and industry, social development, works and energy. These sectors respond to the government's objective of increasing household and firm production and productivity, providing jobs, reducing the health impacts of coronavirus, supporting poverty reduction efforts, promoting exports and enhancing economic growth. Methods and Data: This paper estimates public development budget allocative and technical efficiency for 7 priority sectors that address government policy objectives. Both allocative and technical efficiency are analysed using ratio calculation. However, for some cases, technical efficiency is analysed based on the difference between target and actual outcomes. We calculate the ratios for the 7 sectors based on the votes and outputs. Furthermore, we use a threshold of 80%, which we deem sufficient to determine whether a budget output is inefficient or not. Budget outputs below 80% are considered to be underperforming. Data on allocative efficiency was provided by MoFPED directorate of budget and that on technical efficiency from budget performance reports. The study period considered for this paper runs from 2016/17 to 2020/21. Findings: While we observe high allocative efficiency in a majority of the proposed reprioritisation sectors, there is much variation in budget funds and their utilisation due to: i. A missing link between policy objectives and budgets. Notably, there is a mismatch between wage and non-wage or capital expenditure (CAPEX) allocations, implying inadequate human resources are required to implement the policy objectives, consequently leading to poor outcomes despite the funding provided for CAPEX. This was endemic in the agriculture and health sectors. ii. Duplication of budget outputs reduces flexibility and accountability and increases monitoring costs. This calls for the consolidation of similar budget outputs, but this should be done with consultation from key stakeholders. iii. There are variations in utilisation of domestic relative to the external development financing with unmet outcomes. This could be a case of stringent donor monitoring requirements and delays in procurement. This calls for strict monitoring of the domestic development financing to ensure results. iv. Relatedly, health budgets exhibit an over-reliance on external financing. However, donor funds are largely not integrated into government budgets and may challenge any planned re-allocation. Hence, there is a need to open a discussion with the donors on the possibility of re-channelling financing to other key priority sectors/outputs in line with the country's short-term goals. v. Generally, as observed in the health and education sectors, budgeting is still based on the output/ institution-based system rather than service. This makes it complex to pool resources, spend and strategically purchase goods and services. There is a need to build stronger linkages between budget allocations and sector priorities. This can also enable the implementation of strategic purchasing and incentivize accountability for sector performance. vi. In addition, there is generally an absence of proper transition towards programme-based budgeting (PBB). For example, numerous budget outputs in the trade, tourism and industry sector do not have performance indicators that weaken the link between strategies, annual plans, sector policies and budgets. vii. Generally, we recommend that new road construction should be paused in the short term so that the available funds can be rechannelled to other urgent and critical areas.

17.
Frontiers in Energy Research ; 10, 2022.
Article in English | Web of Science | ID: covidwho-2005862

ABSTRACT

The utilization of sustainable organizational human resource management (HRM) practices as predictors of adaptive performance has received little attention, despite the importance of adaptive performance in improving organizational efficiency. This study explores the relationship between HRM activities (training, performance appraisal, job enlargement, employee involvement, and work enrichment) and employees' adaptive performance using the resource-based view (RBV) theory. It also looked into the role of transactional leadership in regulating these correlations to draw up the policies for the post-pandemic era. A quantitative study is conducted and a questionnaire was distributed randomly among the Ministry of Health of the Sultanate of Oman and 233 people have participated in the questionnaire survey. PLS-SEM was utilized to analyze the data. In this study, performance appraisal, job enlargement training, and work enrichment all have a considerable influence on employees' adaptive performance. Furthermore, transactional leadership moderates the linkage between job enrichment and employee adaptive performance. As a result, the higher the organization's attention on certain HR policies, the better their adaptive performance. HR practices are important predictors of adaptive performance;thus, managers and practitioners should take into account workers' adaptability to encourage more adaptive behavior in the workplace. This article further discusses the study's weaknesses as well as future research directives on HRM practices and adaptive performance.

18.
African Journal of Inter/Multidisciplinary Studies ; 3(1):161-177, 2021.
Article in English | ProQuest Central | ID: covidwho-2002898

ABSTRACT

The objective of the study is to conduct an exploratory review of the COVID-19 pandemic by focusing on the theme of COVID-19 pandemic morbidity and mortality considering the dynamics of Artificial Intelligence and Quality of life (QOL). The methods used in this research paper include a review of literature, anecdotal evidence, and reports on the morbidity of COVID-19, including the scope of its devastating effects in different countries such as the US, Africa, UK, China, and Brazil, among others. The findings of this study suggested that the devastating effects of the Coronavirus are felt across different vulnerable populations. These include the elderly, front-line workers, marginalised communities, visible minorities, and more. The challenge in Africa is especially daunting because of inadequate infrastructure, financial, and human resources, among others. Besides, AI technology is being successfully used by scientists to enhance the development process of vaccines and drugs. However, its usage in other stages of the pandemic has not been adequately explored. Ultimately, it has been concluded that the effects of the COVID-19 are producing unprecedented and catastrophic outcomes in many countries. With a few exceptions, the common and current intervention approach is driven by many factors, including the compilation of relevant reliable and compelling data sets. On a positive note, the compelling trailblazing and catalytic contributions of AI towards the rapid discovery of COVID-19 vaccines are a good indication of future technological innovations and their effectiveness.

19.
Telos-Revista Interdisciplinaria En Ciencias Sociales ; 24(2):397-409, 2022.
Article in English | Web of Science | ID: covidwho-1998186

ABSTRACT

Several decades after the appearance of the Social Responsibility (SR) construct, it continues to evolve. However, the authors continue to cover different aspects;during the health contingency due to COVID-19, SR has moved towards a business perspective with a feeling more human, more social, and more critical. From a global perspective, companies that fail to fulfill their social responsibilities have become a common phenomenon, giving way to what some authors call corporate hypocrisy. Given this scenario, this document aims to analyze and explain the relationship of hypocrisy perceived by human talent with Corporate Social Responsibility from an analytical and interpretive perspective. A descriptive analysis of border literature was used from different approaches, business lines, and countries, which converge in the same critical position of Social Responsibility between saying and doing. In this document, different views of authors are exposed who promote the benefits that are a flag of conviction to have the Social Responsibility approach;for this reason, it was necessary to analyze the counterpart with the points of view of other authors. It is concluded that corporate hypocrisy within the actions of Social Responsibility can only be avoided with consistent and permanent action by all interest groups that are part of the organization.

20.
Proceedings of the International Conference on Business Excellence ; 16(1):953-964, 2022.
Article in English | Web of Science | ID: covidwho-1997415

ABSTRACT

We live in a dynamic and ever-changing world. It continues to be disrupted in multifaceted ways, facing multiple challenges. As organizations step up learning how to distribute budgets and reinforce the commitment to meet continuously changing business needs, there is also an increased emphasis on strengthening the learning skills inside universities, as the parallel between private sector and teaching universities is growing at a fast pace. The COVID-19 health crisis has gone as far as shutting down countries, putting people in vulnerable positions. In this crisis, a leader, even if we speak from a private organizational level or an academic teaching institution, must stay focused on his purpose as it is not negotiable. The research from this article gathers information from the literature review and from the author's experience in the private and academic sector as well. The purpose of the article is to increase awareness on the needed leadership skills in this changing times and to emphasize the strong bound that needs to be created between organizations and leadership skills inside universities, for students, as they are the next managers and for universities' managers as they need to align to the business environment in order to offer a better structure for the next generations. As talent mobility and upskilling are currently the main focus of organizations, with this paper we are looking at several aspects on how to build the most suitable profile for the next generation of leaders. Our paper is built more on qualitative research, where we explore in depth the attributes of leadership with the aim to highlight the best frame possible for business, in this changing time, when we are expecting to approve the work from home system at a greater level and we believe that online and remote meetings are likely to become the norm, as organizational and education sector has undergone a set of major changes.

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