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Globally, food waste is a significant environmental, economic and social issue. Food waste in landfill creates the potent greenhouse gas, methane, contributing to climate change, with its management predominantly falling to local governments. Despite efforts by many countries, and extensive infrastructure and market development funding, food waste continues to be landfilled, with apparently similar councils taking diverse approaches. Using a mixed methods study design, data was firstly collected from a National online survey of Australian council-based waste management staff (n = 183), with descriptive and factor analysis of the survey data revealing a strong sense of structural empowerment (PCA.75 to.90) and a preference for sourcing information from networks (48%). These results informed a series of semi-structured interviews (n = 43) which, after thematic analysis, provided rich insights into the attitudinal and situational interpretations council-based waste managers bring to decisions around household food waste management. Framed by four pillars of Structural Empowerment, the findings suggest that waste manager's attitude is equally as important as support, resources, and knowledge and that, despite mandates and targets, individual motivational factors and organisational paradigms determined decision-making. Identified barriers included perceived capacity constraints, inadequate focus on actionable interventions, and fragmented, uninspiring, planning. This article provides important insights around 1) leveraging networks for knowledge dissemination, 2) fostering capacity-building initiatives, and 3) advocating for sustained engagement with food waste diversion within councils. This underscores the need for additional research into evolving council typologies and effectively engaging key stakeholders to achieve food waste diversion targets and address climate change impacts. [ABSTRACT FROM AUTHOR]

Aim: The purpose of the research is the diagnosis of competencies of people holding managerial positions in the geriatric care sector in Germany. Methods: Scheitler’s concept of competency was employed in this study. The method of in-depth unstructured interviews was also used. The method of qualitative content analysis according to Mayring was applied to evaluate the obtained data. Results: As a result of the conducted analyses, professional tasks and competencies of people holding managerial positions in the geriatric care sector in Germany were presented. Discussion: The research results showed that the tasks of people performing managerial functions in geriatric care in Germany are complex and exceed medical or caregiving tasks. They are related to personnel management, responding to their needs, as well as the needs and expectations of people managing medical facilities. An extremely important task is cooperation with the relatives of the elderly. The research results also revealed the importance of having a wide variety of competencies. The respondents were of the opinion that professional skills are less important and social and personal skills are gaining in importance. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this article is to increase knowledge of managers' evaluation of the phenomenon of narcissism in contemporary organisations and their identification of both narcissistic manifestations among individuals managing organisations and personal branding activities of narcissistic nature. Design/methodology/approach: The study was of a partial, ad hoc nature, and it was conducted in the form of a diagnostic poll, based on a self-constructed survey questionnaire. Findings: The vast majority of managers surveyed agree that the internet and new media have reinforced the narcissistic traits of many individuals, inducing an eruption of egocentric behaviour in society, and that the human personality has become a commodity with a certain market value. More than 40 per cent felt that in companies, managers surround themselves with uncritical or dependent 'claqueurs' who uphold their idealised self-image, and that it is mainly those who are "glamorous" yet not necessarily effective in achieving business goals who get promoted. The most questionable statement for them was that in the company there is an organisational culture being shaped that emphasises norms and values which eliminate narcissistic attitudes and behaviours among employees. The main manifestations of narcissistic attitudes of organisational managers included striving to dominate others and devaluing others, thus indicating narcissistic competition. In their view, self-indulgence, inconsistency and distortion of reality, excessive social media presence, boasting and focusing attention solely on oneself are all narcissistic actions used when building a personal brand. More than half of them create themselves as they want to be perceived by others, and one in five respondents admitted that they focus on constantly monitoring themselves and their image, trying to guess "what others think of me". Research limitations/implications: The empirical study was conducted using the purposive sampling method and the target group was managers - graduates of the postgraduate course "Manager's Academy". Due to the small research sample (68 responses), it is not possible to generalise the findings to the entire population. The findings obtained relate to the perception, subjective evaluation of the managers surveyed and are not based on methods known in the clinical field for measuring narcissism, which may be a certain limitation of this study. Practical implications: The findings obtained from the study may be useful for business owners and managers of various levels interested in conscious and consistent personal branding and who want to know what manifestations of narcissistic attitudes of individuals managing organisations are and which personal branding activities bear the hallmarks of narcissism. The findings may also be of interest to human resource professionals responsible for shaping an organisational culture that emphasises norms and values that eliminate narcissistic attitudes and behaviours among employees. Social implications: Raising awareness of narcissistic attitudes of managers who are building a personal brand as well as highlighting the phenomenon of narcissism in contemporary organisations. Originality/value: The article is of cognitive value for the development of knowledge in management and quality sciences, in the area of human resource management. [ABSTRACT FROM AUTHOR]

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The primary goal of this article is to contribute to the field of technology adoption research by providing researchers, organizations, HR leaders, service providers, and decision-makers with advanced understanding and valid inputs on the development of AI-based HR solutions and the determinants of adoption. The overall objective of this research is to determine the general attitude of HR managers toward the adoption of AI in HRM and to assess the factors that determine the adoption of AI from the perspective of HR managers. The proposed adoption factors were grouped into four constructs, innovation characteristics, trust, technology-organizational-environment (TOE) factors, and emphasized HR roles within the organization. The research was conducted among HR managers in Middle Eastern countries, specifically Jordan, Kuwait, Saudi Arabia, and Qatar. An online questionnaire was used to collect data from a total of 389 respondents. The results showed that respondents were largely positive toward AI applications in HRM. This positive attitude can be inferred from the mean values of two variables, relative advantage and attitude toward the application of AI in HRM. The research results showed that HR managers have a positive attitude and confidence that emerging AI applications can contribute to supporting the efficiency, effectiveness, and quality of HRM. In addition, the results showed a constructive perception of the relative benefits of AI. Researchers, policymakers, and service providers are also recommended to investigate the phenomenon from two perspectives, first, the impact of attitudes on actual adoption decisions and second, the factors that influence this impact. [ABSTRACT FROM AUTHOR]

With the developments in the information age in the education sector, there are great changes in management understanding and managerial attitudes. In this period when competition in education has become widespread, the contribution of education leaders is great in achieving the goals of educational institutions. Performance and motivation of employees play an important role in achieving these goals. There is a great need for educational leaders who give importance to the performance of the employees in educational institutions and adopt a management approach that will increase their performance. The aim of this research is to reveal the effect of leadership characteristics of managers on the performance of employees in educational institutions. In the research, education, leadership, management concepts, performance and motivation concepts are also examined. This research is "descriptive" and factual data were collected by "literature review" method. The importance of leadership in management and management in educational institutions has been examined by reviewing literatures, examining best practices, taking consideration and adopting of those to use in the system. As a result of the research, it was seen that the leadership characteristics of the education managers are effective on the performance of the employees. In the light of the findings, it is recommended that the managers of educational institutions take leadership training. The attitudes and behaviors of educational managers and the vision they put forward as a leader, and their attitudes towards management with employees affect performance. [ABSTRACT FROM AUTHOR]

Trading companies face various challenges brought about by the modern environment. For this reason, trading company managers try to adapt their business to various requirements of the environment. This is supported by the fact that recently there has been a global change in the structure of retail, with evidence in the following examples: new sales formats have appeared, there are new categories of retail companies, sales facilities are modernized, soft information is emphasized, flexibility and innovation in business are encouraged, the role of interest groups is valued, unpredictability is accepted as the norm of functioning, the offer of trade mark products is expanded, etc. However, as economic, environmental and social problems gain more and more importance, another very important topic that captures the attention of business managers is the sustainable development concept application. Doing business in accordance with the rules of sustainable development implies that trading companies base their work on ecological and moral principles of sustainable social communities. In accordance with the importance that the sustainable development concept has today, the aim of the paper is based on the analysis of attitudes of employees in management positions in trading companies in the Republic of Serbia regarding the application of economic, ecological and social dimensions of sustainable development. The research results showed that the application of certain elements of sustainable development basic dimensions in their trading companies has been evaluated by the managers as good. [ABSTRACT FROM AUTHOR]

The purpose of this study is to determine how leaders are overcoming remote work and team management challenges while navigating the pandemic context that we are now facing. The relevance of this research is based on the approach to leadership theory, articulating them with the remote work and teams management theories. To formulate the research problem, we considered two analytical dimensions, remote leadership and the competencies anchored, which help to understand how nowadays leaders adapt to remote-work throughout the Covid-19 pandemic. A qualitative method was applied, and interviews by questionnaire were conducted to obtain 40 responses. As teams suddenly were pushed into remote work settings, valuable opportunities have arisen to learn more about: (1) which are the most used and intuitive digital tools, (2) which are the main challenges faced by leaders, (3) what their teams expect from them when facing a crisis. The results show that remote leadership is crucial while moving forward to Society 5.0 as technology becomes more and more present in our lives (Fukuda, 2020), the existence of three dimensions that need work while promoting work-life balance, and developing the right soft skills to help teams. The main goal of this study is centered on the research of relevant leadership competencies, practices, and techniques that can contribute to overcoming the challenges that may arise in remote team settings and contribute to the body of knowledge on the subject of Covid-19. The findings point out the belief or disbelieve of remote work efficacy, the new role of managers and the continuous use of technology for the development of their daily work, and the renovation of skills to have better performance. [ABSTRACT FROM AUTHOR]

This paper is dedicated to the analysis of one of the current topics in the modern economy and human resources management. It explores the meaning and role of motivation as well as the importance of motivational factors in this process. The paper shows how managers motivate workers. Motivating is the most important thing managers face. Managers must direct and control the behavior of employees, and they will achieve this when they discover the factors that motivate workers. Looking throughout history, numerous theorists and psychologists have been engaged in researching the concept of motivation which can be related to the idea of a driving force that leads a person to a particular activity. In terms of historical facts, today's motivation can be defined as one of the most important components affecting work results, but at the same time one of the most difficult components to measure. Numerous theories of motivation have been developed throughout history, that is, theories that are based on different assumptions and emphasize different dimensions of human behavior. Managers' responsibility is to find the right combination between rewards that meet employee needs and motivation techniques while encouraging them to achieve higher performance. If managers want to become more effective, they need to control and understand the psychological factors in the work environment. They need to find out what factor motivates each individual to perform their job successfully. Only a satisfied employee can ensure success for his employer. If we want such an employee, we need to know his true needs. And if we want a satisfied team, we need to know the needs of each individual team member. [ABSTRACT FROM AUTHOR]

The article titled "Change, globalization and management" explores the relationship between change, globalization, and the evolution of management. It discusses how management has been influenced by repeated changes at the organizational level and the tendency of globalization. The article also highlights the importance of attracting employees in management activities, forming joint boards between employees and managers, and implementing profit-sharing systems. It emphasizes the need for exceptional organizational skills, entrepreneurial spirit, continuous improvement of staff, and the ability to adapt to globalization. The article concludes by suggesting that thinking and acting in management will undergo significant changes in the future. [Extracted from the article]