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Background: Women empowerment (WE) in food security is one of the global issues faced by women in all the countries of the world. Achievement of zero-hunger goal of Sustainable Development Goals in 2030 (SDG) still seems to be unachievable because of this food insecurity. This research aims to study the achievement of food security by enhancing WE in the informal sector in Lahore, Pakistan. Moreover, the analysis goals are to determine the contribution of microcredit facilities and management skills in the enhancement of WE which improves food security. Method: This study was quantitative and descriptive. Using a primary survey questionnaire on crosssectional data source by simple random sampling, 495 women borrowers in the informal sector of Lahore, Pakistan were investigated. Data analysis was done using SMART PLS3. Results: The results of the study revealed a positive relationship between WE and food security through the active participation of women in production decisions. The utilization of resources within the households is strengthened by familial rights, social support, and the removal of gender disparity. Conclusion: Women's capacity to contribute more to the daily household expenditure is increased by the higher income, and eventually, it increases their empowerment and food security. [ABSTRACT FROM AUTHOR]

Seaports are pivotal nodes in global trade, under increasing pressure to expedite green transitions while navigating the complexities of modern economic and environmental challenges. This research investigates the intricate relationship between the resilience of port organizational ecosystems and the successful implementation of green transitions. Employing a combination of focus group interviews and participatory observation, the study explores the primary obstacles, particularly the insufficiency of managerial capacity, which hampers the integration of technological innovations. Challenges identified include outdated infrastructure, cybersecurity vulnerabilities, and the imperative for sustained investment in new technologies, along with the need to promote a culture of sustainability. Experts highlight the crucial role of managerial competencies and continuous learning in overcoming these barriers. Furthermore, the research underscores the importance of fostering strong partnerships among stakeholders, including government bodies, industry associations, and environmental organizations. The findings offer valuable insights for policymakers, port managers, and other stakeholders seeking to navigate the challenges for ensuring a sustainable future for the maritime sport organizational ecosystems and maritime industry. [ABSTRACT FROM AUTHOR]

Women empowerment (WE) in food security is one of the global issues faced by women in all the countries of the world. Achievement of zero-hunger goal of Sustainable Development Goals in 2030 (SDG) still seems to be unachievable because of this food insecurity. This research aims to study the achievement of food security by enhancing WE in the informal sector in Lahore, Pakistan. Moreover, the analysis goals are to determine the contribution of microcredit facilities and management skills in the enhancement of WE which improves food security. Method: This study was quantitative and descriptive. Using a primary survey questionnaire on cross-sectional data source by simple random sampling, 495 women borrowers in the informal sector of Lahore, Pakistan were investigated. Data analysis was done using SMART PLS3. Results: The results of the study revealed a positive relationship between WE and food security through the active participation of women in production decisions. The utilization of resources within the households is strengthened by familial rights, social support, and the removal of gender disparity. Conclusion: Women's capacity to contribute more to the daily household expenditure is increased by the higher income, and eventually, it increases their empowerment and food security.

This study examines the dynamics of entrepreneurial businesses, focusing on innovation and risk management as catalysts for economic development. Through a survey, we analyzed entrepreneurs' perceptions on creativity, opportunity identification, risk tolerance, management skills, and adaptability. Results indicate a strong recognition of creativity and innovation, with a majority considering their businesses highly innovative. Most respondents are confident in recognizing and seizing opportunities, though some acknowledge the need for improvement. Attitudes towards risk vary, with a segment willing to embrace significant risks for potential rewards. Generally, management skills are rated positively, but some see room for growth. The study highlights entrepreneurs' capability to navigate complex business landscapes, emphasizing the importance of entrepreneurial traits in promoting economic vitality.

Despite access to financial resources, many micro and small-scale entrepreneurs struggle to grow their businesses due to management inefficiencies. This study analyses a globally recognized ILO business training initiative in Indonesia, involving 12 financial service providers in 2018. Using an RCT and panel data from 3,975 clients to study the impacts of the business training we find largely null results across a large range of outcomes. Exploiting variation across financial institutions implementing the program, we show that one financial service provider demonstrated significant improvements in its clients' behaviours. This uneven outcome suggests that the efficacy of large-scale interventions critically depends on the quality of implementation by individual partners. The overarching conclusions advise restraint in broadly expanding these programs, while simultaneously highlighting the crucial role of partner selection in the successful implementation of these initiatives. [ABSTRACT FROM AUTHOR]

The study determined the journalistic writing competence and management skills of school paper advisers in in Eastern Visayas. This study employed mixed method design using survey questionnaires, journalistic competence test, and interviews. A total of thirty-six school paper advisers were chosen purposively. The findings of the study showed the level of the different journalistic writing competencies of school paper advisers ranged from not competent to slightly competent and moderately competent in writing news. It is concluded that most school paper advisers need more trainings in campus journalism. In terms of management skills, the campus advisers declared that they are highly competent in the technical aspect of management and moderately high competent in financial and physical management. In general, the overall correlations on the school paper advisers' profile and their level of competence in journalistic writing showed a no significant relationship. Moreover, the perceived problems of the advisers were insufficient funds, staff writers' poor language proficiency, lack of parents' support, absence of publication office and inadequate training for campus journalism. Based on the results of the study, it is highly recommended to follow the suggested intervention program proposed in the study. [ABSTRACT FROM AUTHOR]

Copyright of Revista de Ciencias Sociales (13159518) is the property of Revista de Ciencias Sociales de la Universidad del Zulia Venezuela 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 abstract 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 abstract. (Copyright applies to all Abstracts.)

Copyright of Revista FACE is the property of Universidad de Pamplona 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 abstract 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 abstract. (Copyright applies to all Abstracts.)

Objective: The purpose of this research is to investigate the relationship between organizational spirituality, organizational commitment, and organizational ethics among male elementary school managers in Qom city in 2022. Methods: This study is applied in terms of its objective and correlational in terms of the method used. The statistical population of the research includes all male managers at the elementary level in Qom city, totaling 360 individuals. Using multi-stage sampling, a sample of 81 individuals was selected. They were evaluated using Milliman et al.'s (2003) Organizational Spirituality Questionnaire, Allen and Meyer's Organizational Commitment Questionnaire, and Hunt et al.'s Organizational Ethics Questionnaire. Descriptive and inferential statistical methods (multiple regression) were employed for data analysis. Results: The results indicate a significant positive relationship between organizational spirituality, organizational commitment, and organizational ethics among the managers. Moreover, each dimension of organizational spirituality has a positive and significant relationship with organizational commitment and organizational ethics. Conclusions: Confirming the relationship between organizational spirituality, organizational commitment, and organizational ethics suggests that managers' attitudes towards spirituality can help improve employees' commitment and ethical conduct, consequently leading to overall organizational performance enhancement. Therefore, serious attention should be paid to the concept of organizational spirituality, and efforts should be made to enhance it.

Seaports are pivotal nodes in global trade, under increasing pressure to expedite green transitions while navigating the complexities of modern economic and environmental challenges. This research investigates the intricate relationship between the resilience of port organizational ecosystems and the successful implementation of green transitions. Employing a combination of focus group interviews and participatory observation, the study explores the primary obstacles, particularly the insufficiency of managerial capacity, which hampers the integration of technological innovations. Challenges identified include outdated infrastructure, cybersecurity vulnerabilities, and the imperative for sustained investment in new technologies, along with the need to promote a culture of sustainability. Experts highlight the crucial role of managerial competencies and continuous learning in overcoming these barriers. Furthermore, the research underscores the importance of fostering strong partnerships among stakeholders, including government bodies, industry associations, and environmental organizations. The findings offer valuable insights for policymakers, port managers, and other stakeholders seeking to navigate the challenges for ensuring a sustainable future for the maritime sport organizational ecosystems and maritime industry.

Copyright of Revista Venezolana de Gerencia (RVG) is the property of Revista de Filosofia-Universidad del Zulia 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 abstract 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 abstract. (Copyright applies to all Abstracts.)

This study examines the dynamics of entrepreneurial businesses, focusing on innovation and risk management as catalysts for economic development. Through a survey, we analyzed entrepreneurs' perceptions on creativity, opportunity identification, risk tolerance, management skills, and adaptability. Results indicate a strong recognition of creativity and innovation, with a majority considering their businesses highly innovative. Most respondents are confident in recognizing and seizing opportunities, though some acknowledge the need for improvement. Attitudes towards risk vary, with a segment willing to embrace significant risks for potential rewards. Generally, management skills are rated positively, but some see room for growth. The study highlights entrepreneurs' capability to navigate complex business landscapes, emphasizing the importance of entrepreneurial traits in promoting economic vitality. [ABSTRACT FROM AUTHOR]

Objective: The purpose of this research is to investigate the relationship between organizational spirituality, organizational commitment, and organizational ethics among male elementary school managers in Qom city in 2022. Methods: This study is applied in terms of its objective and correlational in terms of the method used. The statistical population of the research includes all male managers at the elementary level in Qom city, totaling 360 individuals. Using multi-stage sampling, a sample of 81 individuals was selected. They were evaluated using Milliman et al.'s (2003) Organizational Spirituality Questionnaire, Allen and Meyer's Organizational Commitment Questionnaire, and Hunt et al.'s Organizational Ethics Questionnaire. Descriptive and inferential statistical methods (multiple regression) were employed for data analysis. Results: The results indicate a significant positive relationship between organizational spirituality, organizational commitment, and organizational ethics among the managers. Moreover, each dimension of organizational spirituality has a positive and significant relationship with organizational commitment and organizational ethics. Conclusions: Confirming the relationship between organizational spirituality, organizational commitment, and organizational ethics suggests that managers' attitudes towards spirituality can help improve employees' commitment and ethical conduct, consequently leading to overall organizational performance enhancement. Therefore, serious attention should be paid to the concept of organizational spirituality, and efforts should be made to enhance it. [ABSTRACT FROM AUTHOR]

This study investigates the perceptions of middle level managers about the managerial skills in public sector universities of Khyber Pakhtunkhwa. A stratified sample of 122 department heads/chairmen was selected from six public sector universities of Khyber Pakhtunkhwa. For data collection, a questionnaire was developed after the review of related literature and previous studies comprising seven categories of management skills (MS) i.e. technical skills, interpersonal skills, conceptual skills, diagnostic skills, communication skills, decision making skills and time management skills. Results of the study revealed that the technical, human, conceptual, diagnostic, communication and decision-making skills of middle level managers were found to be maximum above average level of observance. While time management skills of middle level managers was found to be above average level of observance. These managerial skills assist the middle level managers in the achievement of organizational goals in departments. The study results also revealed that the middle level managers faced problems regarding time management, communication issues among the staff, declaration of unjust decisions by the interruption of pressure groups, personal emotional instability, incompetency and do not having skill of saying "no" to subordinates. The introduction of refresher courses, arrangement of workshops, trainings and seminars may be worthwhile strategies to increase the managerial skills of middle level managers of public sector universities. [ABSTRACT FROM AUTHOR]

Abstract This study aimed to examine the effect of quantum management skills on readiness for change with the mediating role of organizational agility. The current study was done by descriptive correlatiove research method. The statistical population of the study consisted of all employees of Zahedan Islamic Azad University (n=294). Using the Cochran formula, the sample size of 200 people was calculated and the applied sampling method was simple random. Azimi sanavi and Razavi Quantum Management Questionnaire (2011)was used for data collection; Sharifi & Young (2000) for Organizational Agility; and Dunham et al, (1989) for Readiness for Change questionnaire. The content validity of the questionnaire was confirmed. The reliability of the questionnaires was estimated based on Cronbach's coefficient as 0.881, 0.887, and 0.753, respectively. The data obtained from the questionnaires were analyzed at two levels of descriptive and inferential statistics, including Pearson's correlation coefficient test and structural equation modeling through Spss23 and Lisrel8.8 software. The findings obtained from the structural equation model showed that the standard coefficient between quantum management on readiness for change (0.19), quantum management on organizational agility (0.58), as well as readiness for change and organizational agility (0.64) and the indirect effect of quantum management on change readiness (0.47) were significant. Extended abstract Introduction Today's organizations, especially educational ons, are trying to surpass their competitors in terms of rapid and increasing developments. Organizations should consider many factors to achieve their goals. Therefore, managers should apply a management method with the highest efficiency for the organization. The thinkers of management science believe that managers in the 21st century should use new management methods to increase the capacity of employees. One of these types of management is quantum management. Quantum management is the empowerment of employees and is also an approach to improve the capabilities, powers, and effectiveness of managers and especially employees. Therefore, quantum management aims to increase the effectiveness and power of managers and employees of the organization. The concept of quantum management is an approach to improve the capabilities, powers, and effectiveness of managers and especially employees in the organization and to increase the effectiveness of managers and employees to prepare for organizational change and agility. The university is one of the most important fundamental elements for any change, transformation, and innovation; therefore, the realization of high goals, independence, and social and economic progress is provided through higher education. As a result, universities must be aware of new management features to have the necessary power to respond to changes. Theoretical Framework Quantum management was created based on the quantum paradigm in response to uncertainty in phenomena and the unpredictability of their behavior and environmental complexities, extensive and mutual interactions, and rapid and continuous changes that twenty-first-century organizations face with. Understanding quantum management creates a new perspective for understanding and managing today's organizations with the aforementioned characteristics. Quantum theory completely contradicts traditional management beliefs. This theory states that not only is the world unpredictable, but also there is not enough information to understand the current state. Readiness for change is the employees' positive views and opinions about the need for change and the positive consequences of change-related efforts for the employees and the organization (Peach et al., 2005). Readiness for change refers to the beliefs, attitudes, and conscious intentions of organizational members regarding the needed changes and the organizational capacity to successfully implement these changes. The dimensions of readiness for change in the organization are 1. Newness tolerance: it refers to the tolerance of the organization's members towards new and unexpected conditions. 2. Complexity tolerance: it refers to little, irrelevant, complex, unorganized, and sometimes conflicting or contradictory information in the organization. 3. Difficult situations tolerance: refers to the tolerance of organization members for situations with unsolvable problems in which answers are not easily obtained. Agility was introduced to the world by Yakoka Research Institute in 1991 as a strategy for organizations in the 21st century to quickly adapt to changes. Organizational agility is the ability to quickly respond to changes in the environment. Organizational agility is an organizational capability that managers of educational organizations should take it seriously to achieve organizational goals. Organizational agility has also the components of innovation, responsibility, speed in work, low complexity, high quality, flexibility, and readiness to react to changes, and is also very resistant to environmental problems and challenges. Research Methodology This research is applicable in terms of purpose, and descriptive correlative of structural equation modeling in terms of method. The statistical population includes all the employees of Zahedan Azad University, including 294 people (124 women and 170 men). Morgan's Table was used to determine the sample size, and 165 people were selected by simple random sampling. Three questionnaires were used to collect information. Quantum Management Skill Questionnaire: Azimi Sanavi and Razavi's Quantum Management Skill Questionnaire (Azimi Sanavi & Razavi, 2014) were used in seven dimensions; Quantum thinking, quantum trust, quantum action, quantum vision, quantum feeling, quantum knowledge and quantum existence; and 34 items to measure quantum management skills. This questionnaire was based on a Likert scale (from never to completely agree). Organizational Agility Questionnaire: Sharifi and Yang's Organizational Agility Questionnaire (Sharifi Yang, 2000) has been used in four dimensions of speed, competence, flexibility, and responsiveness; and 28 items with 5 options of the Likert type (from never to completely agree) to measure organizational agility Readiness for Change Questionnaire: Dunham et al's Readiness for Change Questionnaire (1989) was used in three dimensions of cognition towards change, emotional reaction to change, and behavioral tendency to change; and in 18 items to measure readiness for change. The questionnaire's validity of the current research is of the content type that was confirmed by the supervisor and the expert professors of educational management at Zahedan universities. To estimate the reliability coefficient of the questionnaires used in this research, 30 copies were first given to the subjects. According to Cronbach's alpha, its results were obtained 0.881 for the quantum management skill questionnaire, 0.811 for the organizational agility questionnaire, and 0.753 for the readiness for change questionnaire. These reliability coefficient values indicate the relatively good reliability of these questionnaires. In addition, Pearson's correlation coefficient and structural equation model were used to analyze the data. Calculations were carried out by spss23 and Lisrel8.8 software. Results According to correlation analysis, the relationship between quantum management and organizational agility (0.329), quantum management and readiness for change (0.826), and organizational agility and readiness for change (0.326) are positive and significant at the level of 0.01. The fit indices of the model were first calculated to examine the research model. The values of the model fit indices have a good fit. In addition, the data analysis showed that the significant numbers (t) between quantum management and readiness for change are 6.37, quantum management and organizational agility are 5.07, and readiness for change and organizational agility are 3.30. Since these values are greater than 1.96, the impact of quantum management and readiness for change, quantum management and organizational agility, and readiness for change and organizational agility are significant. In the corresponding figure, the standard coefficient between quantum management and readiness for change is 0.19, quantum management and organizational agility is 0.58, and readiness for change and organizational agility is 0.64. In addition, the indirect effect of quantum management on readiness for change (0.47) is significant. Since this effect impacts readiness for change through organizational agility, the mediating role of this variable in relation to quantum management on readiness for change is confirmed. Discussion and conclusion This research was carried out to investigate the effect of quantum management skills on readiness for change with the mediating role of organizational agility of Zahedan Islamic Azad University employees. Quantum skills in management try to use the laws, concepts, and principles of quantum theory in the form of metaphor and guidance to solve management problems and describe and explain organizational phenomena. The environment of today's organizations, especially higher education, values agility, innovation, change, vitality, and quality to succeed and increase employee productivity, which are all signs of quantum management. Therefore, having senior management with the necessary knowledge and skills, effective planning, leadership, and quantum culture is necessary to transfer from classical management to successful quantum management in the organization. The research findings regarding the first research hypothesis showed that the components of quantum management directly and significantly affect the readiness for change employees (0.19). The research findings regarding the second research hypothesis showed that quantum management components directly and significantly affect organizational agility (0.53). The research findings regarding the third research hypothesis showed that readiness for change directly and significantly affects organizational agility (0.64). Finally, the results obtained from the fourth research hypothesis showed that quantum management indirectly and significantly affects (0.47) readiness for change. According to the findings, the following suggestions are made to improve organizational agility, strengthen quantum management skills, and provide a context for change in university employees. University managers should not be afraid and have a high tolerance for ambiguity to change purposefully to be innovative and face unknown phenomena. University managers can increase employees’ adaptability to changes by creating an atmosphere of optimism and risk-taking among them, which will lead to the acceptance of change and transformation. Managers should also make the most of their knowledge capital and learning ability by using quantum management skills and applying a new and innovative scientific approach in organizations and pave the way to achieve agility by emphasizing efficient and effective policies and programs. According to the changes and developments that have been created in organizational management, faculty members should always be encouraged to learn new and updated skills to achieve an appropriate level of hardware and software technologies in the university. In this regard, they can use new and diverse methods to provide educational and research services with the necessary quality to increase satisfaction and agility. University managers can use innovative and new methods based on the ability of the employees to deal with the turbulent organizational environment and solve problems. The research limitation is limiting the statistical community of the research to the employees of Zahedan Azad University and the inability to generalize the results to other universities.

Purpose: The objective of this research is to statistically contrast the initial level of students’ soft skills against the subsequent level after having completed a virtual internship. These online internships took place during the period of social distancing by COVID-19 pandemic. Design/methodology: The methodology consisted of a pre-experimental pretest/post-test design with a single treatment group. Findings: achievement orientation, planning and organization, stress management, decision-making, problem-solving and emotional intelligence skills increased significantly after completing the online internship. Practical Implications: the findings lend themselves useful to guide higher education institutions in updating their curricula to meet the demands of the labour market in terms of soft skills in the so-called new post-pandemic reality. Originality/value: We provide evidence that virtual internships can have positive returns in terms of soft skills training. Previous studies were limited to recommending that internships be implemented on face-to-face mode.

Background: The study examined the effects of management skills on the financial sustainability of SMEs. The study evaluated different variables such as; technical skills, communication skills, and human relations skills, but this particular study focuses on the effect of technical skills on the financial sustainability of SMEs. Methodology: The study used a descriptive research design. The sample size for the study of 149 was drawn from a study population of 185. Results: Findings identified technical skills as the highest contributing factor of management skills to financial sustainability with (βeta value of .426, Sig. at 0.000 t-value=4.836>1.96. Conclusion: In conclusion, employees want managers to cooperate with them more, appreciate them more, and understand them more. These two parts of the questionnaire clearly state the opinion of employees and that is why managers need to take this issue seriously and communicate with their subordinates more. Recommendation. The study recommended that employees and managers of SMEs should invest much and adopt the best practical skills to run businesses such as; bookkeeping and records management skills, and computer skills for them to reach greater heights.

Copyright of GeSec: Revista de Gestao e Secretariado is the property of Sindicato das Secretarias e Secretarios do Estado de Sao Paulo (SINSESP) 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 abstract 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 abstract. (Copyright applies to all Abstracts.)

Copyright of Revista de Ciencias Sociales (13159518) is the property of Revista de Ciencias Sociales de la Universidad del Zulia Venezuela 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 abstract 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 abstract. (Copyright applies to all Abstracts.)

Executive Coaching constitutes a paradigm that facilitates personal change that seeks to increase the effectiveness of leadership. For that reason, the interests of the organization with the objectives of individual performance, are important to promote its application in the Cuban business system. The research reflects the results achieved in a management support program, based on the individual Executive Coaching methodology. This is a qualitative action research study (Case Study). The objective is to develop managerial potential company managers, supporting the subject in the construction of their work strategy and the achievement of personal skills. The 38 sessions were held, where evaluation and intervention instruments were combined. Its effectiveness is verified from the progress obtained during, at the end of, and after 6 months. It was notable progress being monitored in the applied questionnaires, the work results and the evaluation of cadres are relevant. [ABSTRACT FROM AUTHOR]

Copyright of Trakya Journal of Education is the property of Trakya Journal of Education 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 abstract 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 abstract. (Copyright applies to all Abstracts.)

Copyright of Dilemas Contemporáneos: Educación, Política y Valores is the property of Dilemas Contemporaneos: Educacion, Politica y Valores 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 abstract 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 abstract. (Copyright applies to all Abstracts.)

Decision making requires managers to constantly estimate the probability of uncertain outcomes and update those estimates in light of new information. This article provides guidance to managers on how they can improve that process by more explicitly adopting a Bayesian approach. Clear understanding and application of the Bayesian approach leads to more accurate probability estimates, resulting in better informed decisions. More importantly, adopting a Bayesian approach, even informally, promises to improve the quality of managerial thinking, analysis, and decisions in a variety of additional ways. [ABSTRACT FROM AUTHOR]

The main objective of this article was to determine the dimensional structure of the model and the instrument to measure the level of management skill of primary school principals in the state of Durango, Mexico. The theoretical model of essential abilities by Whetten and Cameron was taken as a reference, as well as the domains, criteria, and indicators for the principal's profile in the New Mexican School. Fundamented in the post positivist paradigm and in the quantitative approach, a non-experimental and crosssectional study, with an instrumental type was carried out, implementing as a technique a survey applied to a total of 426 principals. The results created a structural model of seven dimensions and an instrument integrated by 32 items. Dimensions were designated as conflict resolution, emotion management, objectives achievement, personal behavior, support, performance, and teamwork. The goodness of fit measures allowed to determinate the acceptability of the model. The final reliability of the instrument shown a Cronbach's alpha of .946. With this and the rest of the psychometric properties presented, make the model and the instrument valuable tools for the study of the topic. [ABSTRACT FROM AUTHOR]

Copyright of Revista Venezolana de Gerencia (RVG) is the property of Revista de Filosofia-Universidad del Zulia 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 abstract 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 abstract. (Copyright applies to all Abstracts.)

Dynamic labour structures within the tourism industry require employees to be adept and prepared for industry demands to deliver quality products. In South Africa, the role of tertiary institutions is to equip future tourism employees with these abilities; however, employers feel that graduates cannot fulfil industry's demand, which creates challenges for students and tertiary institutions. As such, this research aimed to determine the managerial skills required by the accommodation sector in South Africa. The study's findings reflect industry role players' viewpoints regarding new graduates and their employability and may be utilised to improve current tourism management qualifications at tertiary education institutions. [ABSTRACT FROM AUTHOR]

Copyright of Religación: Revista de Ciencias Sociales y Humanidades is the property of Religacion: Revista de Ciencias Sociales y Humanidades 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 abstract 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 abstract. (Copyright applies to all Abstracts.)

The business management performed by public officials is an activity whose results are measured by the degree of social welfare it generates, and is related to the significant application of managerial skills and simultaneous control, this work aims to show the effects produced by the management performed by officials in the periods 2020-2022 in Peru and simultaneous control in 2022, showing whether they generated social welfare and economic growth, as they constitute one of the processes of greatest impact in any country, and what measures the control body is applying within its scope of application. The research had a qualitativeinductive approach, phenomenological design, the sample consisted of 5 participants and an in-depth interview with open questions was used. Results: It was corroborated that officials, according to their profile and knowledge of management skills, generate positive and negative effects in the creation of the social welfare of the population and the control organ contributes, through simultaneous control, to the achievement of efficiency and effectiveness of public management. Conclusion: It is indispensable to have officials with competencies in managerial skills, probity, social responsibility and values, as long as the related institutions develop planned training actions, constant training and also control actions for a good use of resources. [ABSTRACT FROM AUTHOR]

The purpose of the following research was to analyze how management skills affect organizational performance and contribute to SMEs' competitive advantage. This study has a quantitative approach by applying questionnaires to a sample of 273 companies in Caquetá, mainly in the commerce, manufacturing, and services sectors. The main results reveal that managerial skills and organizational performance are variables that impact the competitive advantage of SMEs in the department of Caquetá.

Early Childhood Development (ECD) has become a priority area of social work, in both developed and developing countries. In this article, the term ECD supervisors refers to the social workers working with ECD centres in the capacity of supervisor. These social workers can provide valuable insight into the unique management tasks and associated professional development areas uniquely required when working in the ECD sector. The goal of this conceptual article is to identify these professional development areas of management tasks required from social workers who supervise ECD centres. Ultimately, these management tasks are synthesised into three categories, namely tasks which require technical, relational and administrative skills respectively. This is an attempt to preserve the institutional memory of South African social workers, given the current shift of ECD governance functions from the Department of Social Development to the Department of Basic Education. [ABSTRACT FROM AUTHOR]

This research is motivated by the low ability of the Village Government in managing Village-Owned Enterprises (BUMDes). BUMDes, which is one of the institutions engaged in the social and economic sector as a service provider to the community, especially regarding the business sector, has not been able to have a big effect on society. BUMDes in Tambiski Nauli Village has not developed optimally and has not been able to provide benefits for the community and for the Village Government. This study aims to (i) analyze the management of BUMDes in Tambiski Nauli Village, Naga Juang District, Mandailing Natal Regency. (ii) To analyze the obstacles faced in the management of BUMDes in Tambiski Nauli Village. This research uses qualitative research methods, data collection methods are carried out by interviews and observation through field research. The results showed (i) the management of BUMDes in Tambiski Nauli Village was not optimal, the BUMDes that were formed had not had a major effect on improving the community's economy. The management that is carried out is not yet structured and not well directed. The role of the Village Head who has a control function in management is not optimal. (ii) Obstacles faced in managing BUMDes include lack of creativity in developing BUMDes, weak management skills and weak coordination. [ABSTRACT FROM AUTHOR]

Early Childhood Development (ECD) has become a priority area of social work, in both developed and developing countries. In this article, the term ECD supervisors refers to the social workers working with ECD centres in the capacity of supervisor. These social workers can provide valuable insight into the unique management tasks and associated professional development areas uniquely required when working in the ECD sector. The goal of this conceptual article is to identify these professional development areas of management tasks required from social workers who supervise ECD centres. Ultimately, these management tasks are synthesised into three categories, namely tasks which require technical, relational and administrative skills respectively. This is an attempt to preserve the institutional memory of South African social workers, given the current shift of ECD governance functions from the Department of Social Development to the Department of Basic Education.

Recent years have seen a reemergence of interest in artificial intelligence (AI) among both managers and academics. Driven by technological advances and public interest, AI is considered by some as an unprecedented revolutionary technology with the potential to transform humanity. But, at this stage, managers are left with little empirical advice on how to prepare and use AI in their firm's operations. Based on case studies and the results of two global surveys among senior managers across industries, this article shows that AI is typically implemented and used with other advanced digital technologies in firms' digital transformation projects. The digital transformation projects in which AI is deployed are mostly in support of firms' existing businesses, thereby demystifying some of the transformative claims made about AI. This article then presents a framework for successfully implementing AI in the context of digital transformation, offering specific guidance in the areas of data, intelligence, being grounded, integrated, teaming, agility, and leadership. [ABSTRACT FROM AUTHOR]

Gen Z (1997-2013) is just now entering the labor market and employers need to be prepared for their arrival. While Gen Z shares many traits with the Millennial Generation, they also bring in new patterns of behavior. Managers today not only have to understand how to best manage youthful, inexperienced employees, but also the unique characteristics of the generation shaped by their experiences. Every generation has its doubts about the younger generation's culture and technologies. Understanding their behavior and the distinct needs that they have in the workplace will lead to better integration of the new employees and mutual success. [ABSTRACT FROM AUTHOR]

The intermediate results of this study supplement the rather narrow research in the field, which has sought, based on theoretical and practical approaches, to contribute to shedding light on the mechanisms of modern practices in managers’ creative thinking and the related principles and values. As we are nowadays heading towards a liberal knowledge-based economy in which the role and significance of scientific and technological knowledge for economic activity has changed radically, there are increasingly more opinions supporting the need to redefine theoretically the concept of creative thinking and place it within a more complex system than the traditional one. Creative thinking is essentially a complex mental activity that results in a particular product, it is the mental capacity of the human individual to achieve new things, in different forms: theoretical, scientific, technical, social, etc., to reveal unknown facts about reality, to develop original approaches and solutions to solve problems and to express them in unique personal forms. The research conducted as part of the present study has identified a current need for creative practices, highlighting the personal capacity to identify and manage effectively one’s own skills, abilities, and qualities in relation to one’s personal goals (career, family, education, etc.). The approach ranges from the conceptual to the methodological dimensions to explore the experimental field, which includes: information, comparative analyses, inductive and deductive testing of the ideas and interpretations supported by real situations. This study of great topicality and originality can be considered a concrete support for researchers, academics and managers in what is an interesting field of economy.

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The introduction of a methodological theoretical model for the training in directive competitions, in the specialty of penal education, responded to the needs of these specialty heads. Theoretical and empirical methods are used, such as historicallogical, systemic, modeling, hypothetical-deductive, interview, questionnaire, participant observation, triangulation, interpersonal communication and specialist criteria, measures of mean central tendency, mode and median and SWOT matrix. A general procedure composed of stages was developed that contains tools that allow the application of the designed model. Performance indicators and results were obtained that facilitate the evaluation of the training process in management skills. Applying the procedure, it allowed the development of a group of directive competitions that implied advances in the relative indicators to the work position, and a change of conscience and compatible performance with a sustainability paradigm [ABSTRACT FROM AUTHOR]

Copyright of Revista Venezolana de Gerencia (RVG) is the property of Revista de Filosofia-Universidad del Zulia 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 abstract 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 abstract. (Copyright applies to all Abstracts.)

Copyright of Contaduría y Administración is the property of Facultad de Contaduria y Administracion-Universidad Nacional Autonoma de Mexico 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 abstract 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 abstract. (Copyright applies to all Abstracts.)

This study surveyed 632 business and public education mid-level managers to ascertain both the importance of and their confidence in using six research-based management competencies. Both groups rated the six as equally or highly valuable; however, educational managers valued conflict resolution more than business counterparts. The education group reported less confidence using their skills in problem solving, conflict resolution, and strategic planning. While both groups perceived most of the six competencies as equally valuable, the two groups did not feel similarly confident using the skills. Participants' ratings of skill-importance did not predict their level of confidence using the skills. [ABSTRACT FROM AUTHOR]