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Pastor and leadership best-selling author John Maxwell has written more than 70 books to date. He is the writer of the bestseller:”The 21 Irrefutable Laws of Leadership: Follow them and people will follow you”.John Maxwell (2011) provides five levels of leadership, ranging from the lowest to the highest

We study the resource orchestration mechanisms within a business group, focusing on human personnel recruitment in and transfer across the Korean chaebol sister firms. We provide a resource orchestration framework applicable for a business group under times of strategic change. Using three mechanisms of resource orchestration—stabilizing, enriching, and pioneering, business groups in differing levels of strategic change. Using an unbalanced panel data of executive hiring in Korean chaebols, we find that resource orchestration is effectuated through sister-firm executive transfers and through internal and external hiring, firms arrive at desired levels of strategic change.

In school systems around the world, countless reform strategies have focused on school and teacher accountability—the process of evaluating schools’ performance on the basis of student measures. Policy and education research has been dominated by debates on its effectiveness, where advocates highlight the positive effects on achievement while critics emphasize the negative consequences on pressure, morale, and autonomy. Yet the question is not so much whether to have accountability, but what form it should take. To answer this, sociologists should study the organizational and ecological dynamics—key facets that are sidelined when researchers only focus on quantitative program evaluation. An organizational perspective highlights the meaning-making school actors and the general public have of the policy, viewing it through technical-rationalist and institutional-performative lenses. An ecological perspective highlights how the form of accountability is a negotiated outcome of larger macrosocial forces, and how accountability is itself contributive to larger social changes. This review suggests a broader perspective of policies being multivalent and multiscalar as well as their being dynamically negotiated and metabolically changed.

The language used in job advertisements contains explicit and implicit cues, which signal employers’ preferences for candidates of certain ascribed characteristics, such as gender and ethnicity/race. To capture such biases in language use, existing word inventories have focused predominantly on gender and are based on general perceptions of the ‘masculine’ or ‘feminine’ orientations of specific words and socio-psychological understandings of ‘agentic’ and ‘communal’ traits. Nevertheless, these approaches are limited to gender and they do not consider the specific contexts in which the language is used. To address these limitations, we have developed the first comprehensive word inventory for work and employment diversity, (in)equality, and inclusivity that builds on a number of conceptual and methodological innovations. The BIAS Word Inventory was developed as part of our work in an international, interdisciplinary project – BIAS: Responsible AI for Labour Market Equality – in Canada and the United Kingdom (UK). Conceptually, we rely on a sociological approach that is attuned to various documented causes and correlates of inequalities related to gender, sexuality, ethnicity/race, immigration and family statuses in the labour market context. Methodologically, we rely on ‘expert’ coding of actual job advertisements in Canada and the UK, as well as iterative cycles of inter-rater verification. Our inventory is particularly suited for studying labour market inequalities, as it reflects the language used to describe job postings, and the inventory takes account of cues at various dimensions, including explicit and implicit cues associated with gender, ethnicity, citizenship and immigration statuses, role specifications, equality, equity and inclusivity policies and pledges, work-family policies, and workplace context.

This paper explores the use of nudge theory within governments and performs a pragmatic evaluation of its adoption by policymakers from an ethical point of view. While most critics argue against the use of nudge theory by governments from an academic or philosophical standpoint, this paper examines the use of nudge theory as one of the many tools available for policymakers and adopts a pragmatic approach. The paper concludes by calling for a governance structure that addresses the ethical concerns and ensures the ethical application of nudge theory through the development of an ethical nudge.

This mixed-methods study examines how political leaders mobilize collective intentionality during the COVID-19 pandemic in nine US States, and how collective intentionality differs across republican and democratic administrations. The results of our qualitative and quantitative analyses show that i) political leaders establish collective intentionality by emphasizing unity, vulnerability, action, and community boundaries; ii) political leaders’ call to collective action clashes with the inaction required by health guidelines; iii) social inequalities received little attention across all states compared to other themes; iv) collective intentionality in democratic administrations is linked to individuals’ agency and actions, suggesting a bottom-up approach. Conversely, in republican administrations individuals’ contributions are downplayed compared to work and state-level action, indicating a top-down approach. This study demonstrates the theoretical and empirical value of collective intentionality in sociological research, and contributes to a better understanding of leadership and prosociality in times of crisis.

La question du leadership féminin est de plus en plus débattue comme paradigme dans plusieurs travaux (Sahraoui Bentaleb, 2020 ; Fortier, 2008 ; Leszczyńska, Lesca, & Thénot, 2020). Qu’en est-il de la situation de la RDC qui est un pays à caractère patriarcale ou phallocratique ?A travers cet article, nous allons analyser la vie de quelques femmes qui par leurs actions attestent ou non l’existence du leadership féminin dans ce pays. Il s’agit d’un échantillon de trois figures féminines congolaises ( Kimpa Vita, Tumba Shaumba et Olangi Wosho), qui ont toutes évolué dans le domaine religieux, à part Kimpa Vita qui était engagée en politique. Cet article commence par définir le concept leadership et donner quelques caractéristiques du leadership féminin, après nous examinons la vie de quelques femmes qui ont eu à impacter la société congolaise, ensuite nous essayons d’en dégager les implications, enfin nous concluons en annonçant les prochaines pistes de recherche.

La RDC a connu une multicrise depuis son existence en tant qu’état et l’une des racines de ses crises est le mauvais leadership à tous les niveaux. Alors quel modèle de leadership pourrait aider ce pays à ne plus être « au cœur des ténèbres » ou sortir du « trou noir »? Est-ce le modèle du leadership de romance ou celui de « great man » ? Dans cet essai, je commencerai par définir le concept leadership, ensuite effleurer le leadership politique de Mobutu, enfin donner le profil d’un nouveau modèle en leadership, à explorer davantage dans notre pays, un paradigme de rupture avec le passé.

Indisputably, education in every society is pivotal to national development without which the society retrogresses. The world superpowers, the United States, China, Germany, UK, France, Canada, Japan e.t.c. are able to attain substantial economic growths as a result of educational advancement through quality schools that result in the production of quality education at all levels. In these countries, education in both states and non-states institutions is well funded to meetup their innovative demands and overcome challenges. This is not the case in Nigeria where education budgets are just below 15% of the total budget of the country hence, the degradation of public schools and the over-reliance on non-state schools. Regardless of the expansive growth experienced in the sector (non-state institutions), another danger looms as these schools are following the footsteps of their counterparts (state owned schools) towards unethical activities that threaten realisation of the general goals of education. This paper focuses on the basic education levels of primary and secondary schools. It looks into the activities of non-state schools that are not in tandem with the purpose of teaching and learning. The paper examines cases from the two largest states of Nigeria, Kano and Lagos wherein it analyses the situations and arrive at some valuable conclusions.

This study investigates digital leadership traits observed in recent and relevant political events. It does so by resorting to stigmergy theory on how collective activities are regulated and coordinated based on single decisions that are autonomous, reproducible, and scalable. Case studies selected for this theoretical analysis are political events that gathered international media attention from 2019 and 2021. The main argument emerging from this literature review is that digital platforms connecting like-minded people challenge conventional understandings of leadership.

BACKGROUND. Experimental vignette research methods have been used to study a diverse range of theoretical and practical issues. Vignettes are designed to create hypothetical cultural/normative contexts for the study of variation in self-reported attitudes. A key problem in such research, however, is potential social desirability response bias. METHOD. A vignette experimental test of an hypothesis derived from a dual-process theory (the MODE framework initially developed by Fazio) linking explicit vs. implicit self-reported attitude measurement and social desirability response bias is reported here. RESULTS. The data show that measuring the social approval of a central vignette character explicitly results in greater social desirability responding than measuring such approval implicitly, supporting MODE theory. CONCLUSIONS. Vignette research methodologies provide a rich, flexible toolkit for studying many important social psychological topics, including issues of inequality and equity. However, researchers can and should design a measurement strategy that carefully manages inferences drawn in light of conditions likely to produce social desirability response bias.

The sizeable literature that deploys Boltanski and Thévenot’s (1991, 2006) “economies of worth” model of moral cognition to study organization and management under conditions of uncertainty and value pluralism is connoted by a striking variety of interests, terminology, and theorizing approaches. This review argues for the literature’s emerging cumulative cohesiveness and for its value as a source of concepts and problems for researchers exploring organizational behavior, organizational complexity, knowledge and innovation, organizational justice, and leadership. By mapping the literature onto the elements of the source model, the review induces several constructs that – though requiring integration and development – outline a distinctive conception of organization: the collective exercise of moral sense is necessarily coterminous with decision and policy making; information and formal structures and practices arise out of it, as opposed to forming its context; the core concern of management is the functionality of the socio-material networks in which it unfolds. After defining several integrative and developmental research questions and locating the roots of the literature’s variety in the specificities of the economies of worth’s interdisciplinary translation, the review concludes by proposing a research approach based on four epistemological and methodological shifts that retains the model’s core assumptions but moves beyond its special conceptual confines and uses more general tools.

Assessing the credibility of research claims is a central, continuous, and laborious part of the scientific process. Credibility assessment strategies range from expert judgment to aggregating existing evidence to systematic replication efforts. Such assessments can require substantial time and effort. Research progress could be accelerated if there were rapid, scalable, accurate credibility indicators to guide attention and resource allocation for further assessment. The SCORE program is creating and validating algorithms to provide confidence scores for research claims at scale. To investigate the viability of scalable tools, teams are creating: a database of claims from papers in the social and behavioral sciences; expert and machine generated estimates of credibility; and, evidence of reproducibility, robustness, and replicability to validate the estimates. Beyond the primary research objective, the data and artifacts generated from this program will be openly shared and provide an unprecedented opportunity to examine research credibility and evidence.

Commentators have suggested a link between leaders having a “science” background and the speed of lockdown after the outbreak of COVID-19. We examine possible underlying mechanisms and test this relationship empirically with a global dataset of the educational background of 188 leaders in office at the start of the pandemic. Using several statistical tests, we find no support for a systematic relationship between a leader having studied a natural science or medicine and the timing of the first lockdown. There are no systematic effects for female leaders and populists either. We caution against generalizations based on a small number of high-profile anecdotes about how certain leadership traits translate into different policy responses during the pandemic.

This study examines how people with disabilities and chronic health conditions—members of a large and diverse group often overlooked by Canadian public policy—are making sense of the Canadian federal government’s response to COVID-19. Using original national online survey data collected in June 2020 (N= 1,027), we investigate how members of this group view the government’s overall response. Although survey results show broad support for the federal government’s pandemic response, findings also indicate fractures based on disability type and specific health condition, political partisanship, region, and experiences with COVID-19. Among these, identification with the Liberal party and receipt of CERB stand out as associated with more positive views. Further examination of qualitative responses shows that these views are also linked to differing perspectives surrounding government benefits and spending, partisan divisions, and other social and cultural cleavages. La présente étude porte sur la façon dont les personnes atteintes de handicap ou de maladie chronique — appartenant à un vaste groupe diversifié, souvent ignoré des politiques publiques canadiennes — interprètent la réaction du gouvernement fédéral canadien à la COVID‑19. À l’aide de données nationales exclusives tirées d’un sondage en ligne effectué en juin 2020 (N= 1 027), nous analysons le point de vue des membres de ce groupe quant à la réaction globale du gouvernement. Bien que les résultats du sondage témoignent d’un large appui à la réaction du gouvernement fédéral à la pandémie, nos observations révèlent également des failles selon la nature du handicap et les particularités liées à l’état de santé, l’allégeance politique, la région et les expériences en ce qui a trait à la COVID‑19. Entre autres éléments, l’allégeance au Parti libéral et le statut de bénéficiaire de la PCU se signalent comme étant associés à des points de vue plus positifs. Un examen plus approfondi des réactions qualitatives montre que ces points de vue sont également liés à des perspectives divergentes entourant les prestations et les dépenses gouvernementales, les divisions partisanes et autres clivages sociaux et culturels.

Universities typically administer their operations through a multitude of disparate, siloed initiatives and processes (guidelines, document, trainings etc.). Approaches toward academic administrative leadership deserve more concentrated focus. We propose a simple common framework to assess and evaluate such efforts. The framework we propose orients towards the leaders themselves and their interactions with the university (domain 1: values and behavior and domain 3: decision making), their interactions with others (domain 2: developing people and domain 6: providing oversight), and their capabilities to perform expected tasks (domain 4: goal setting and domain 5: organizing the unit). The proposed framework seeks to create a structure to harmonize administrative work across the university and disciplines, provide consistency and allow for college- and unit-specific adjustments, and provide a basis for defining and measuring ongoing improvement.

Since their introduction in 2014, the European Central Bank’s Targeted Longer-Term Refinancing Operations (TLTROs) have become ever larger and ever more attractive for banks. As they increasingly drive bank lending, TLTROs often enable unsustainable investments. This report proposes Green TLTROs, which are refinancing operations that provide banks with cheap funding if they lend in accordance with the EU’s taxonomy of green activities. We discuss the legality of such a market-based programme and show that it is compatible with a level playing field between banks and the singleness of monetary policy. We outline several possible technical designs of the Green TLTROs and suggest a pilot programme for energy efficient housing that can quickly be implemented.

This paper refines and further develops the concept of soft power with the aim of exploring the ways human power works and the assets that give rise to soft power. To this end, the paper will answer three central questions: What is soft power? Where does soft power come from? How does soft power works? Answering these questions requires fundamentally a global and systematic mapping of the power behaviors. This paper maps the power behaviors by identifying the basic ways of power, which include a hard way and a soft way of power-over and a hard way and a soft way of power-with. Soft power results from the soft way of power-with. The assets that give rise to soft power are positive agential qualities, not intangible resources as many assume. These positive agential qualities include not just kindness and its kin but also competence and commitment and their cognate qualities. This paper outlines the process that generates soft power and sheds light on the causal mechanisms, both at the behavioral and the psychological levels, through which soft power works. The paper benefits greatly from research in multiple disciplines, including biology, psychology, economics, anthropology, sociology, and political science. It involves substantially and links together various phenomena discussed in different fields of study: signaling, indirect reciprocity, generalized exchange, prestige, status, and leadership. With the integration of these phenomena into a theory of soft power, the paper is able to provide a better explanation of indirect reciprocity, a more comprehensive explanation of the strategic logic of prestige-seeking, and a deeper explanation of charisma, among others.

This study determined the best fit model of work performance among print media employees in Region XI. In an attempt to answer the objective, a quantitative research method utilizing a descriptive-correlational research design was employed. The study was conducted in Region XI which is located at the Southeastern part of Mindanao, Philippines. The employees of print media companies in Region XI were the respondents particularly those in printing press business industry that offers printing, publications, and adverting services. There were 419 employees of printing industry participated in the study. The study was employed the questionnaires adapted from different studies and to fit the context of the respondents of this study. The instrument was divided into four parts such as Innovative Work Behavior, Work Engagement, Organization learning and Work Performance. Results revealed that there is a significant relationship between innovative work behavior, organizational learning, work engagement and work performance of print media employees. Among the three independent variables, only the organizational learning and work engagement significantly predict employees work performance while the innovative work behavior does significantly predict employees work performance. Since organizational learning and work engagement were significant predictors of employees work performance, it is recommended that the management of print media will consider these variables in formulating training like advance multimedia, seminars on capacity building, and rewards and incentives program to improve employees work performance.

This study aims to analyze, Influence Organizational Culture Against Employee Performance At the Office of Communications and Information Technology of Pariaman. This research is a quantitative research that shows a causal relationship. The sample in this study were 47 employees. Data collection techniques used were observation, questionnaire and documentation. Data analysis techniques used are descriptive statistical analysis using percentages, averages, and standard deviations and for inferential statistical analysis using data normality tests, simple linear regression analysis, and product moment correlation analysis. The results of the study show that the organizational culture is in a very good category in terms of indicators, namely: Innovation and Courage to take risks; Attention to detail; Results oriented; Human oriented; Team oriented; Aggressive; and stable. Employee performance is in a very good category in terms of indicators of discipline of service personnel, responsibility of service personnel, ability of service personnel, politeness and friendliness of officers, based on simple linear regression analysis shows that there is an influence of organizational culture on employee performance at the Pariaman City Communication and Information Agency Pariaman City. From the results of product moment correlation analysis obtained a significant level of relationship between the influence of organizational culture on the performance of employees at the Office of Communication and Information Office of Pariaman City, Pariaman City with the Strong category.

Organizational leaders and decision makers are searching for those who “do the right thing” regardless of moral complexities or cultural norms. Researchers have categorized these individuals as mindful, authentic, etc., and suggest their more attentive, and less reactive nature enables them to maintain unique ways of seeing, thinking, and acting in the world. Interest is building in secular adaptations (e.g., mindfulness training) of teachings from antiquity (e.g., Buddhist mindfulness), however scarce attention has been given to practitioners. To address this lack of understanding about contemplative experiences, a phenomenological study was undertaken to explore contemplative practice as experienced by American businesspeople. Semi-structured interviews were conducted with executives, managers, and career professionals (n = 29) who had an ongoing contemplative practice at the turn of the last century, and follow up interviews were conducted 15 years later to explore the trajectory of these individuals as professionals and contemplatives. At present (n = 7) of the original participants have been interviewed, and their experiences are the focus of this second wave of the study. The broad discovery is that over time, contemplative practice becomes an experiential framework for daily life, informing and influencing life choices in both personal and professional domains.

Leadership can be effective in promoting cooperation within a group, but as the saying goes “heavy is the head that wears the crown”. A lot of debate still surrounds exactly what motivates individuals to expend the effort necessary to lead their groupmates. Evolutionary game theoretic models represent individual’s thought processes by strategy update protocols. The most common of these are random mutation, individual learning, selective imitation, and myopic optimization. Recently we introduced a new strategy update protocol - foresight - which takes into account future payoffs, and how groupmates respond to one’s own strategies. Here we apply our approach to a new 2 × 2 game, where one player, a leader, ensures via inspection and punishment that the other player, a subordinate, produces collective good. We compare the levels of inspection and production predicted by Nash Equilibrium, Quantal Response Equilibrium, level-k cognition, fictitious play, reinforcement learning, selective payoff-biased imitation, and foresight. We show that only foresight and selective imitation are effective at promoting contribution by the subordinate and inspection and punishment by the leader. The role of selective imitation in cultural and social evolution is well appreciated. In line with our prior findings, foresight is a viable alternative route to cooperation.

Kerala is one of the many states in India which allow 50 per cent reservation for women in local self-governance through the Panchayati Raj act of 2005 and hence the representation of women in the same has risen to almost 54 per cent, as of 2015. However the same is not reflected in the upper levels of governance namely state legislature and parliamentary elections despite Kerala being praised as a forerunner of women empowerment in India. The current state legislature has a mere 8 female members out of 141, which was almost the same since the first assembly which had 7 women members. Not to mention the state also send only one member to the Parliament, a numerical trend which has been consistent since 1950. Through this article, I would be examining whether women members of various local self-government bodies (Panchayat, Municipality etc.) have the same agency as that of a man and what are the factors and conditions preventing her from achieving the same

This article seeks to understand Indigenous social enterprise in a “current state snapshot” and in a complex historical context. Specifically, the authors begin by placing into theoretical context social enterprises serving Indigenous communities. The framework for Indigenous social enterprise is related to theories of Indigenous entrepreneurship and “quadruple bottom line” organizations. The authors explain the role of culture as an under-researched element and as a critical component of Indigenous social enterprise. The article also highlights gender leadership of social enterprise in Indigenous communities. Finally, the article provides three case studies that exemplify Indigenous social enterprise in Canada.

Current workplace mindfulness research and interventions assume that teaching mindfulness will have beneficial effects for people and organizations. While research shows that mindfulness trainings may increase resilience of working adults, assuming that mindfulness will have independent effects on outcomes at different levels of an organization is not well grounded. We assert that mindfulness training would, however, be beneficial for organizations when tailored to that context and shaped by an understanding of organizational theory and practice. We also envisage mindfulness as a beneficial property of teams, organizations and the individuals who constitute them. To close the evidence gap we propose building multi-level models of mindfulness in organizations, broadening training programs, and developing a novel competency framework for teachers in this context. Highlights • Mindfulness improves resilience in working adults, but evidence for other work context outcomes such as performance is inconsistent. • Mindfulness interventions which also focus on team and organizational processes may be more effective than mindfulness alone • Research should be guided by multilevel models that offer explanations based on interactions between mindfulness and key organizational factors. • To ensure high quality training for mindfulness in organizations we propose the development of a competency framework for trainers • Mindful and compassionate leadership should facilitate team and organizational mindfulness.

The article proposes an innovative solution to the problems in the access and quality of STEM concepts education to Persons Living with Disability (PwD) in Syria. A project management-based approach is detailed below for a cost-effective method to be implemented by non-governmental organizations or public agencies.

A key factor in the popularity of mindfulness training in public life is the conviction of grassroots advocates seeking to pass on the benefits they have experienced through personal practice. In this manner, mindfulness training has found its way into the realm of government, with parliamentary programmes seeding ambition among politicians to research and employ its transformative potential at both interpersonal and policy levels. In a high-stakes, adversarial setting, mindfulness practice helps elected representatives to cope with specific challenges, and an inquiry by the UK Mindfulness All-Party Parliamentary Group has contributed to the emergence of mindfulness training in numerous policy narratives. By developing a new kind of familiarity with their own inner lives, a growing number of politicians are finding a new way to approach political discourse, and a corresponding enthusiasm for policy that tackles society’s problems at the level of the human heart and mind. Some are starting to ask whether mindfulness might be more than a targeted intervention for specific issues, and may in fact contribute to the flourishing of society more broadly - marking an important development from concern with individual benefits to benefits for the whole.

Researchers have long recognized that instructors use leadership behaviours in higher education teaching. This body of research, often called instructor-leadership, is gaining momentum with a shift from examining antecedents and consequences of instructor-leadership towards a deeper investigation of mediators and moderators. In spite of the field’s growth, the practical recommendations stemming from empirical investigations of instructor-leadership remain largely underdeveloped. Even the most popular practical implication – the training and development of instructor-leadership – is given fleeting attention, often skimmed over towards the end of a paper or study. In light of this, the present paper aims to provide detailed guidelines on the training and development of instructor-leadership by drawing from both the instructor-leadership and training and development literatures. In so doing, the paper highlights the main challenges of training and developing instructor-leadership, and draws reference to the instructional systems design approach to provide guidelines according to assessment, design, implementation, and evaluation.

Online leadership of higher education institutions (HEIs) is conducted on Twitter. By highlighting the existing patterns of interactions, distributed leadership (DL) is not only eminent in its simplest form, but collegiality and autonomy can readily be realized. New knowledge, based on the tweets and collegial online interactions from the 14,183 tweets sent by the HEIs in the US, UK, Canada, and South Korea, not only promotes the HEIs' unique online persona, but captures the very essence of leadership under investigation. Distinct leadership styles are separated into any one of the twenty-one administrative activities, which I constructed. Further, the learning opportunities and outcomes, associated with either managerial and non-managerial functions, culminate as the distinguishing features of online leadership. Contextual analysis has been applied to navigate the open conversations and the interactions taking place to categorize and measure the impact of the leadership in the ongoing practice of DL as a demonstrative theory. Long-term instruction in all its administrative roles is favored as the means for providing a new form of education—tweet by tweet. How the learning objectives are being advanced in the tweets themselves governs not only the resulting leadership style, but predicts the learning process in HE.

Lawyers may become leaders, but leaders also may become lawyers. The path to leadership can begin in law school. This short essay describes a leadership development course developed and implemented at a law school over the last four years.

The philosopher Suzy Killmister introduces the concept of self-trust as part of autonomy. In this essay I contrast the autonomy demonstrated in the behaviour of two University of British Columbia (UBC) professors, former President Arvind Gupta, and Jennifer Berdahl, the Montalbano Professor of Leadership Studies: Gender and Diversity. Berdahl trusted that the UBC Faculty Association would be competent in protecting her academic freedom and treating her with benevolence. Berdahl has a multi-disciplinary academic focus that includes organizational studies. This gave her competency in assessing the situation, and the confidence that she would not self-sabotage by going public about her encounter with the former Chair of the Board of Governors of UBC.

Previous research has found that a positive relationship exists between favorable perception of a firm and employees’ job satisfaction: the more positively an organization is perceived, the happier are its workers. However, the current literature has overlooked the consequences of a negative corporate image, or disapproval of organizations. Building on the concept of organizational identification and the social identity literature, we fill in this gap and counterintuitively argue that employees are more likely to identify and align with their organizations when it faces illegitimate criticism. We test our hypotheses on a large-scale survey collected in France and find that perception of disapproval of an organization has indeed an adverse effect on job satisfaction. However, if employees perceive criticism as illegitimate, job satisfaction is positively impacted. This study suggests the existence of micro-level social identity reactions in case of unjustified disapprobation: employees stick together and hold the line against criticism, strengthening the collective identity and adding positive emotional value to the work experience.

Two types of thinking/perspectives are contrasted: reductionist and holistic. The superior of the two is highlighted by its effectiveness in the management of complex phenomena ranging from business management to social policy. Reductionist thinking has its benefits when dealing with simpler phenomena but has severe limitations and can be a blind-spot for managers. As the world we live in now is characterized by increasing complexity, managers must switch from reductionist to holistic thinking in order to make the right interventions in complex issues.

De tempos em tempos, alguém faz circular a famosa estória motivacional dos cinco macacos. E sempre resulta em muitos comentários positivos. Várias postagens, em diferentes redes, lembraram a estória que estimula as pessoas a pensarem diferente do senso comum. Uma espécie de convite ao pensamento crítico. Mas, por outro lado, a simplicidade com que a estória é contada ( e repassada ) parece indicar também o contrário, mais do mesmo. Uma postura criativa e inovadora, requer de fato um pensamento crítico. E pensamento crítico significa rever conceitos pré-estabelecidos. Mas o pensamento crítico se faz a partir do acúmulo de conhecimento, não da negação da experiência adquirida como indiretamente sugere a estória dos cinco macacos. Mais importante do que isso, as instituições têm um papel fundamental na criação do ambiente inovador.

Purpose – The purpose of this paper is to examine the effects of chronological age and formal and informal learning activities on employability. Furthermore, indirect effects of age on employability via learning activities were tested. Design/methodology/approach – The authors conducted quantitative, cross-sectional survey research (n=780) in three Dutch and Austrian organizations to study the relationship between chronological age, formal and informal learning activities, and employability using structural equation modeling. Findings – The authors find that both formal and informal learning increase employees’ employability. However, each type of learning contributes to different components of employability. Additionally, the authors find indirect effects of chronological age on employability via formal learning. Research limitations/implications – The results question the focus on chronological age in organizational and political decision making and contribute new insights for the management of an increasingly older workforce. Practical implications – The findings question the predominant use of chronological age as decisive criterion in organizational and national policies and call for closer examination of stereotypes against older employees. Employees should be supported in pursuing learning activities – irrespective of their chronological age. The implications of limiting employees’ access to formal learning activities may limit their future employability. Individual employees, however, are in control of their informal learning activities, and this is a very important lever to maintain and develop employability. Social implications – Given the increasing dependency of social welfare systems on older people's active participation in the labor market, this study stresses that it is not chronological age per se that affects people's employability. This diverges from the way of how chronological age is used in policy making. Originality/value – This study contributes further evidence for the relationships of age and formal and informal learning on employability. Additionally, it extends previous literature by examining different effects on different facets of employability, criticizing the prevalent use of chronological age, and investigating potential mediation effects.

Competition and cooperation are not opposite, but competition and cooperation are closely related. Competition and cooperation are two very important driving forces for the evolution of natural organisms and the development of human civilization. Since the birth of humans, competition and cooperation have always been accompanied by human existence. This paper starts from the introduction of the earth, the universe, human civilization, and the formation of the natural world. This paper expounds that competition and cooperation are the basic principles of nature, and competition and cooperation are not opposite. Then the paper focuses on the relationship between competition and cooperation in human society. Then the wheel model is established. The wheel model is an inductive model. It can be used to vividly describe the relationship between competition and cooperation. In order to better explain the philosophical principle of the wheel model, the basic principle of the wheel model is explained by introducing the circular motion in physics, the collision of the matter principle and the atomic energy level. Then two common examples are given to illustrate the application of the wheel model. Finally, the conclusion and analysis are given.

The coronavirus disease (COVID-19) has critically impacted global health systems and economies, especially in developing countries. Those countries have been struggling to address the preexisting burden of diseases with limited resources, which will become even more challenging during COVID-19. The economic implications related to COVID-19 in those countries include a high cost of care, market failures in pluralistic health systems, high out-of-pocket expenses, the added burden of noncommunicable diseases, missed economic opportunities, and socioeconomic consequences like unemployment and poverty. It is essential to assess the prevalent gaps, mobilize resources, strengthen health systems financing and leadership, enhance research capacities informing evidence-based policymaking, and foster effective partnerships for addressing health and economic disparities due to COVID-19.