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That Infrastructural development is a critical step to economic and social growth is a well embraced notion across the world. Actualization of such strides has however been difficult in the Nigerian context. The government has been continuously ascribing this infrastructural deficits to the ever increasing heavy chunks of fund being allocated to personnel costs in its annual budgets over the years, painting a picture of sacrificing development in favor of staff welfare initiatives. This paper aims to paint a grim picture of the actual Nigerian scenario and investigate the prospects of reconciliation of staff welfare initiatives and infrastructural development while recommending possible solutions to challenges identified in the process. Data utilized was sourced from secondary sources such as available journals, conference papers, news items, official government publications and presentations by top government officials. &nbsp

Entendiendo las dinámicas de un mundo en el que la llegada de la pandemia aceleró la digitalización y el teletrabajo, nuevos retos aparecen en el radar, pues si bien, el uso de pantallas nos permitió seguir laborando, estudiando y estar en contacto con nuestros seres queridos, abrió nuevos retos, como lo son el sedentarismo extremo, la salud mental y la importancia de mantener la interacción humana. La presente investigación dirigida busca identificar la relevancia de un asistente virtual que no solo apropie las ventajas tecnológicas propias de su naturaleza, sino que también, entienda las dinámicas humanas necesarias para acompañar las pausas activas de los Teletrabajadores de la compañía colombiana IT270, buscando fortalecer su bienestar y salud. Para ello, el documento contará con un planteamiento del problema; sus respectivos objetivos; un marco teórico que nos permitirá distinguir el momento que vive el Teletrabajo en Colombia, las pausas activas y con ellas la seguridad y salud del trabajador y posteriormente, las herramientas tecnológicas que permitirán vislumbrar el asistente virtual. Esta base teórica, se verá complementada con el trabajo realizado dentro de IT270, en donde se hará una investigación focalizada a sus teletrabajadores, para indagar sus necesidades y así, hacer una propuesta de implementación de pausas activas a través de un asistente virtual (llamado Tellux) que toma las pantallas que ellos ya utilizan para laborar, como medio de ejecución para sus pausas activas. Understanding the dynamics of a world in which the arrival of the pandemic accelerated digitalization and teleworking, new challenges appear on the radar, because although the use of screens allowed us to continue working, studying and being in contact with our loved ones, it opened new challenges, such as extreme sedentary lifestyle, mental health and the importance of maintaining human interaction. The present research seeks to identify the relevance of a virtual assistant that not only appropriates the technological advantages of its nature, but also understands the human dynamics necessary to accompany the active breaks of the Teleworkers of the Colombian company IT270, seeking to strengthen their well-being and health. For it, the document will have a problem statement; their respective objectives; a theoretical framework that will allow us to distinguish the moment that lives the Telework in Colombia, the active breaks and with them the safety and health of the worker and later, the technological tools that will allow to glimpse the virtual assistant. This theoretical basis will be complemented with the work done within IT270, where there will be a focused research to their teleworkers, to investigate their needs and thus, make a proposal for implementation of active breaks through a virtual assistant (called Tellux) that takes the screens that they already use to work, as a means of implementation for their active breaks. Magíster en Innovación Maestría

From September 22 2020 to January 19 2021, the Social and Economic Survey Research Institute (SESRI) at Qatar University surveyed 2,760 individuals, including Qatari nationals, higher-income and lower-income expatriates about Qatar’s recent Labor Law changes. The survey is based on a nationally representative sample interviewed by telephone in nine different languages. The survey shows that both Qataris and resident expatriates have a mostly positive perception of the recent Labor Law changes and their impact on Qatar’s economy and the working and living conditions of expatriates. However, the findings also indicate that public awareness surrounding the new legislative reforms remains low.

Management as argued by Gullick and Urwick, involves the act of "planning, organizing, staffing, directing, coordinating, reporting and budgeting”. However, in order to achieve the above functions, the human is needed because management cannot practically carry out its self without people that can make it happen. That is to say, the human is needed to carry out and apply the act of planning, organizing, staffing, directing, coordinating, reporting and budgeting that is required to achieve the set goal of the organization. Nevertheless, people are important in every business organization as they are the major tools used by the organization in coordinating other activities of the organization towards actualizing the national goal. The department set aside to also manage these people and their activities in every organization is refers to as the human resources management department, and it is also seen as a branch of management that is seen as the most important branch of an organization. It is in view of the above that this paper examined the importance, functions and challenges of the human resources manager or department as a branch of management and a department of an organization. This paper adopted the human relation theory and the Maslow hierarchy of needs, as the paper emphasized greatly that workers welfare is very germane, and seen as the best method to motivate workers and increase productivity, while data are retrieved from textbooks, journals articles, and internet materials as they are used in the justification of the position of this paper. The paper finally proffers workable solutions to the challenges of conflicts in an organization. This paper also emphasizes on the fact that the certification method of selecting applicants for an interview is not the best, as many applicants with higher grade certificates are found not being able to defend those certificates during the interview.

El propósito de este estudio fue describir el clima organizacional, los factores de riesgo psicosocial y los estilos de liderazgo que perciben un grupo de 400 trabajadores del sector salud en cuatro ciudades colombianas, y observar si existen diferencias significativas entre ellas. Para ello se aplicó el ECO, el CFP y el PAT. De acuerdo con los resultados, los participantes presentaron riesgos psicosociales de diversa índole, siendo más relevantes los referidos a las relaciones interpersonales El clima organizacional, aunque no es óptimo, tampoco es adverso. Los dos estilos de liderazgo resultantes en el estudio fueron evidenciados solamente en Bogotá. Se encontraron diferencias significativas en la mayoría de las variables estudiadas, lo cual podría deberse al efecto de aspectos culturales. Se discuten estos hallazgos. The purpose of this study was to describe the organizational climate, psychosocial risk factors and leadership styles perceived by a group of 400 workers of the health sector in four Colombian cities and to observe whether there are significant differences between them. In order to achieve this objective, the instruments entitled ECO, CFP and PAT_were administered. According to the results, the participants showed psychosocial risks factors of diverse nature and the most relevant ones were those related to interpersonal relationships. Although the organizational climate found was not optimal, it was not adverse either. The two resulting leadership styles were evidenced only in Bogota. Significant differences were found in most variables studied which could be attributed to cultural aspects. These findings are discussed.

El propósito de este estudio fue describir el clima organizacional, los factores de riesgo psicosocial y los estilos de liderazgo que perciben un grupo de 400 trabajadores del sector salud en cuatro ciudades colombianas, y observar si existen diferencias significativas entre ellas. Para ello se aplicó el ECO, el CFP y el PAT. De acuerdo con los resultados, los participantes presentaron riesgos psicosociales de diversa índole, siendo más relevantes los referidos a las relaciones interpersonales El clima organizacional, aunque no es óptimo, tampoco es adverso. Los dos estilos de liderazgo resultantes en el estudio fueron evidenciados solamente en Bogotá. Se encontraron diferencias significativas en la mayoría de las variables estudiadas, lo cual podría deberse al efecto de aspectos culturales. Se discuten estos hallazgos. The purpose of this study was to describe the organizational climate, psychosocial risk factors and leadership styles perceived by a group of 400 workers of the health sector in four Colombian cities and to observe whether there are significant differences between them. In order to achieve this objective, the instruments entitled ECO, CFP and PAT_were administered. According to the results, the participants showed psychosocial risks factors of diverse nature and the most relevant ones were those related to interpersonal relationships. Although the organizational climate found was not optimal, it was not adverse either. The two resulting leadership styles were evidenced only in Bogota. Significant differences were found in most variables studied which could be attributed to cultural aspects. These findings are discussed. A fim de provar e avaliar o impacto de um programa motivacional de terapia breve para controlar o consumo de álcool em bebedores prejudiciais levou-se a cabo um estudo empírico-analítico com desenho quase experimental. O programa de intervenção constituiu a variável independente, baseado em princípios de entrevista motivacional e de autocontrole cognitivo. A variável dependente foram os indicadores de consumo (intensidade, freqüência e risco), etapa motivacional ante a mudança, estado dos processos da mudança e expectações acerca do consumo. As variáveis foram medidas em três momentos com instrumentos validados previamente: 1. pré-intervenção, 2. ao finalizar a intervenção e 3. cinco semanas depois de acabado o tratamento. No estudo participaram 180 estudantes universitários detectados previamente como bebedores prejudiciais, designados aleatoriamente a uno de três grupos: 1. terapia motivacional individual, 2. terapia motivacional grupal e 3. ausência de terapia. Ambas as terapias motivacionais (individual e grupal) levaram à redução importante dos indicadores de consumo e a melhorar o uso dos processos de mudança responsáveis do consumo. No entanto, a intervenção grupal conduziu a um impacto maior do que a intervenção individual em aspetos como freqüência de consumo, auto-eficácia em situações de alto risco de consumo, percepção de vulnerabilidade e dano, e uso de processos comportamentais associados à mudança e à conservação desta.

El propósito de este estudio fue describir el clima organizacional, los factores de riesgo psicosocial y los estilos de liderazgo que perciben un grupo de 400 trabajadores del sector salud en cuatro ciudades colombianas, y observar si existen diferencias significativas entre ellas. Para ello se aplicó el ECO, el CFP y el PAT. De acuerdo con los resultados, los participantes presentaron riesgos psicosociales de diversa índole, siendo más relevantes los referidos a las relaciones interpersonales El clima organizacional, aunque no es óptimo, tampoco es adverso. Los dos estilos de liderazgo resultantes en el estudio fueron evidenciados solamente en Bogotá. Se encontraron diferencias significativas en la mayoría de las variables estudiadas, lo cual podría deberse al efecto de aspectos culturales. Se discuten estos hallazgos. The purpose of this study was to describe the organizational climate, psychosocial risk factors and leadership styles perceived by a group of 400 workers of the health sector in four Colombian cities and to observe whether there are significant differences between them. In order to achieve this objective, the instruments entitled ECO, CFP and PAT were administered. According to the results, the participants showed psychosocial risks factors of diverse nature and the most relevant ones were those related to interpersonal relationships. Although the organizational climate found was not optimal, it was not adverse either. The two resulting leadership styles were evidenced only in Bogota. Significant differences were found in most variables studied which could be attributed to cultural aspects. These findings are discussed.