1,721,487 research outputs found
Education Status and Development Strategies in Afghanistan: A Perspective from Dr. Saif R. Samady, Former Deputy Minister and Chairman of the Independent High Commission of Education
No full textThe people of Afghanistan have experienced nearly four decades of war and turmoil, and there does not seem to be an end to the mismanagement of political resources and strategies by local, domestic, and international players. From the author\u27s personal observations, while there have been many positive changes over the past ten years, mismanagement is perhaps the appropriate word to describe the status of politics in Afghanistan. Uncertainty, distress, and chaos are other words that perfectly describe the status of people\u27s emotions and feelings in the country. So there is little to no peace in the country at this time and very little stability is expected as the international community prepares to leave and transition full governance to the local people. For those who are lucky to have a professional job, most of them seem to be living day-to-day not knowing whether they will come home alive in the evening
Workforce diversity management: challenges, competencies and strategies
No full textDiversity is a reality of life, and a necessity in today\u27s workplace. Workforce Diversity Management is about increasing one\u27s cultural competency, understanding people as individuals rather than groups, and building productive human relationships in the workplace by focusing on an individual\u27s head, heart and habits. It requires examining one\u27s own beliefs and values as well as one\u27s personal habits and daily behaviors to learn the skills of dealing appropriately with individuals whose personal beliefs and values may be different. • Workforce Diversity Management can help professionals and managers deal with today\u27s diverse workforce more effectively, and to attract and retain productive associates in a competitive global economy. • The book can help managers create a pleasant work environment where all employees of diverse beliefs and values are respected and treated with dignity. • The concepts, cases, and exercises are very relevant to today\u27s work environment, and thus can easily fit most diversity management or cultural competency courses, seminars, and employee development workshops. • The author(s) has used the concepts discussed in this book both nationally and internationally with academic and practitioner audiences to help increase their awareness of diversity and different cultures. Workforce Diversity Management is a very practical book for diversity education and training and it includes examples, exercises and short cases.https://nsuworks.nova.edu/hcbe_facbooks/1062/thumbnail.jp
Ethical Implications of Employee Monitoring: What Leaders Should to Consider!
No full textEmployee monitoring, due to the increase in cyberloafing and lawsuits, has become more widespread and much easier with the use of new and cheaper technologies. Both employers and employees are concerned with the ethical implications of constant monitoring. While employers use monitoring devices to keep track of their employees\u27 actions and productivity, their employees feel that too much monitoring is an invasion of their privacy. Thus, the ethics of monitoring employees is explored and current practices are discussed. This document further provides suggestions for reducing cyberloafing and encourages institution\u27s to create and effectively communicate ethical standards for employee monitoring in their firms. The author has included actual samples of employees\u27 perceptions and feelings from the surveys and discussions on being monitored
Situational leadership for developing a productive culture from ground zero in Afghanistan
No full texthttps://nsuworks.nova.edu/hcbe_facbooks/1094/thumbnail.jp
Interpersonal Change through the Inside-Out-Approach : Exercising the Freedom to Choose Our Responses during Conflict and Stressful Situations
No full textWe live in work environments that seem to be full of inevitable conflict, change and stress. While workplace conflict, change and stress cannot be eliminated they can and should be managed effectively in order to have a productive workplace. There are professionals and even managers who get frustrated and lose their temper over routine and non-routine issues. Such incidents can negatively impact the morale of the department and lead to much undue stress in the workplace. While being frustrated, sad, and angry might be a reality of life in the twenty-first century workplace, this paper provides a realistic perspective on how a person can be driven by emotions during a frustrating moment which can lead to health problems and undesirable outcomes. Based on personal experiences of the author and best practices, the paper provides suggestions on how stressful situations and interpersonal conflicts should be managed through effective people skills, such as the “inside-out-approach, ” and intrapersonal communication. By offering a model, the paper emphasizes that instead of reacting based on the emotions during interpersonal
A Cross-Cultural Comparison of Business Ethics with Respondents from Afghanistan, Pakistan, Iran, and the United States
No full textMarket-Based Leadership Skills for Public and Private Sector Capacity Development in Afghanistan
No full textEthnic Diversity, Distrust and Corruption in Afghanistan: Reflections on the Creation of an Inclusive Culture
No full textPurpose – Afghanistan is an ethnically diverse country which has suffered from many negative consequences caused by mismanagement of diversity, low levels of education, and political acrimony among different groups. The paper seeks to discuss how cultural and ethnic diversity can lead to civil unrest and make management of a country more complex. When diversity is not managed well, its consequences can be high levels of conflict, animosity, discrimination, corruption, and distrust among different ethnic groups. Design/methodology – This is a conceptual paper. It covers the realities of ethnic, religious and language diversity in Afghanistan based on first hand observations and experience along with findings from the literature. Findings – The paper suggests that diversity education along with an ethical climate is especially crucial for Afghanistan if the aim is to create an inclusive culture where everyone\u27s voice is heard, understood and integrated for implementation. A diversity continuum model for inclusivity is created for managers, expatriates, diversity officers, government officials, and educators so they can use it for their training and development programs in their efforts to create a fair work climate in Afghanistan. Research limitations – This paper is limited to personal observations and experiences along with a review of literature from experts who write about diversity and corruption. Practical implications – Managers, employers, and employees can use this material for training to create diversity awareness, provide diversity management skills, and to reduce unfair, discriminatory, and corrupt practices. Social implications – Employees of all ethnicities should know their rights and work toward the creation of an inclusive culture in Afghanistan. Originality – This is an original paper and the inclusivity model is created by the author for this study
An Examination of Bahamian Respondents’ Task and Relationship Orientations: Do Males have a Significantly Different Score than Females?
Full text linkLeaders get things done through building relationships and getting tasks done in a timely manner. The focus on leadership of people in different cultures are of great importance to managers since they want tasks done in a timely manner and healthy relationships maintained with their vendors and customers. To explore the orientation of respondents in the Bahamas, this research focused on the differences of male and female Bahamian respondents. From the responses of 211 individuals in Nassau, it appears that Bahamians have significantly different scores on the relationship and task orientations. They are more relationship-oriented. The responses of 46 males and 165 females demonstrate significant differences based on gender. The information is useful for international managers and expatriates working in the Bahamas. Suggestions for future research and implications are presented
Empowering the workforce to deliver superior value through the development of a customer-oriented culture in developing countries
No full texthttps://nsuworks.nova.edu/hcbe_facbooks/1093/thumbnail.jp
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