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Nigerian employers face the challenge of recruiting and retaining competent workforces. Most college graduates cannot perform basic office tasks. The problem is that employers in service organizations need to adopt strategies to support Nigerian higher education institutions to enhance graduate employability. This qualitative single case study explored an employer in a service organization's strategy to support Nigerian higher education institutions in improving college graduate employability. The stakeholder theory underpinned this study. Using purposeful sampling, five managers and five graduate employees were interviewed in a service organization in Lagos, Nigeria. Data were analyzed using pattern-matching logic after triangulation of emerging themes from interviews and triangulating the themes with internal and external organizational artifacts. Research results showed that employers have yet to support higher education institutions in enhancing the employability of graduates. A potential positive social change was that its findings could help establish impactful collaboration between higher education institutions and employers in the service sector to boost graduate employability and minimize college graduates' unemployment. Keywords: Graduate employability, unemployment, employer strategy, higher educational institutions [ABSTRACT FROM AUTHOR]

Abstract Black women in America encounter double discrimination within the workforce, stemming from both their gender and race. They navigate the complexities of living with these intersecting identities while simultaneously confronting additional challenges associated with their gender and the color of their skin. This qualitative descriptive phenomenological study aimed to explore Black women's experiences of discrimination in the workforce based on gender and race. The conceptual frameworks that grounded this study were general systems theory and intersectionality theory. Purposive sampling was used to identify participants; data was collected through semi-structured interviews with 13 Black women who work in a large city in central Texas. Thematic analysis based on descriptive phenomenology was applied to reveal themes and explore participants' perceptions of their experiences in the workplace. Five themes were identified from analysis of the data collected through coding and journal notes: (a) Black women's work experiences and intersectionality; (b) the importance of workplace diversity; (c) glass/concrete ceiling and career advancement; (d) representation matters; and (e) coping, support systems, and resources. The results from this study could provide a framework for Black women to experience better work environments that support them on their career journeys. Removing barriers can assist in career advancement among this population, reducing emotional taxation and creating safe spaces, resulting in a positive social change. The study findings could promote positive social change by highlighting the experiences of Black women who face discrimination based on the intersection of race and gender and the coping mechanisms, support systems, and resources that are effective in helping Black women navigate the challenges and discrimination they face in the workplace. [ABSTRACT FROM AUTHOR]

Abstract The purpose of the study: This phenomenon-based theorization aims to move towards a plausible theoretical reasoning by generating and evaluating explanations that render the Africanization of management theory development (AMTD) understandable. Study approach: We will use sensemaking in discussing decolonization, indigenous culture research methods, and cultural groups who use the African Ubuntu principles and values as a stable object in creating proximity for advancing the scholarly conversation about AMTD, offering one type of Africanizing theory development. The Discussions: The current conversations about Africanizing management theory development (AMTD) have offered us three common threads, being that of decolonization, indigenous culture research, and similar Ubuntu principles and values across Africa, which provide a possible pathway to Africanizing management theory. The Implications: By establishing some common attributes in Africanized management theories, the article could contribute to operationalizing new organizational dynamics and management guidelines suited for African management development by applying sensemaking. [ABSTRACT FROM AUTHOR]

The aim of this symposium is to examine the impact of recent momentous events - from the policies of US President Donald Trump to Brexit ' for issues of equality, diversity and inclusion in the workplace. Particularly in view of emerging and influential nationalist and ethnocentric sentiments and movements in many parts of the world including but not limited to the US, UK, Italy and the Netherlands, it is important to understand the implications of such developments for ethnic minorities, migrants and other disadvantaged groups. Migration in particular has become a highly controversial and debated topic in the North America, Europe and elsewhere since the UK's exit from European Union and Donald Trump's election as President of the USA. The symposium particularly focuses on the Trump administration's banning of Muslims, Latin Americans and other groups from entering the USA, and the increasing incidence of racial, ethnic and religious discrimination, xenophobia and a reactionary nationalism in Western countries (Virdee & Mc Geever, 2018). In sum, we are interested in issues and challenges migrants and ethnic minorities are likely to face due to Trump and Brexit policies and their implications for diversity in the workplace. Falling into the trap: Modern slavery and illegal Latino immigrants. Presenter: Paulina Segarra; U. AnÃ'huac MÃ'xico Presenter: Ajnesh Prasad; CMS Division Co-Chair Elect Migration, sovereignty, and social justice in the Trumpian Era Presenter: Hamid H. Kazeroony; Minnesota State U. Inclusion-exclusion of Syrian refugees in the workplace: Presenter: Yusuf M. Sidani; American U. of Beirut Prejudice, nationalism and the workplace: Managing diversity in the Brexit and Trump era Presenter: Memoona Tariq; Nottingham Trent U. Presenter: Jawad Syed; Lahore U. of Management Sciences [ABSTRACT FROM AUTHOR]

The field of application of Corporate Social Responsibility (CSR) is limited to the corporations as the very acronym CSR indicates (i.e.: corporate). This symposium discusses the systemic need and the timely opportunity to extend CSR to public administration (that is, to include all non-profit governmental organizations) as CSR is about responsible management, private as well as public. We argue that public administration needs to open its governance to social responsibility, transparency and accountability. A major pillar of social responsibility for public administration is economic responsibility as it manages -mandatorily collected- tax-payers money and, consequently, has a relatively higher moral obligation of being economically responsible than private business which manage -voluntarily collected- private money. This emphasis on efficiency and economic responsibility is related to the core business activities of all organizations and implies a revival of the economic bottom line in CSR. A key aspect of the discussion is competition and the fact that public administration is often shielded from competition. The panelists will demonstrate the need for opening public administration to CSR, present ways of doing so and discuss the ramifications of opening public administration to CSR for research and teaching (such as including public management in the area of Principles of Responsible Management Education) as well as for academics and practitioners. [ABSTRACT FROM AUTHOR]