Organisational Culture And Performance

Communication is central to organizational life; it does not just serve as a medium through which information flows; communication has been a way of creating, maintaining, as well as reworking culture. In the context of institutions of higher learning whereby the academic and administrative personnel work in a complicated cultural setting, communication is especially critical in determining the performance outcomes. This paper discusses the moderating role of communication on the performance of employees at Multimedia University of Kenya (MMU). Based on a convergent mixed methods design, the analysis of the responses of 194 staff members along with eight departmental heads who participated in interviews was presented. The results indicate that the presence of clear, open, and two-way communication channels could play an important role in turning the organizational values, leadership styles, and work processes into employee performance. The relationship between culture and performance was observed to be strengthened through communication as it helps to increase role clarity, trust, collaboration, and motivation. On the other hand, the cultural alignment was compromised by poor communication and disengagement was formed, which in turn stripped performance. The article puts these findings in the broader context of the organizational communication and cultural theories with an important role that institutionalization of the feedback system, teaching leaders communicative skills, and use of digital platforms as a means to achieve transparency and inclusiveness. Management and policymakers in higher education have been recommended to incorporate communication in the strategic culture-building efforts.

This study ascertained the effect of a hybrid work model on employee job satisfaction, using selected consultancy firms in Enugu State. Survey research design was adopted. Data were generated from the questionnaires distributed to the respondents, and were tested with regression analysis. Based on the analysis, the study found that there is a significant relationship existing between autonomy and job satisfaction of employees in consultancy firms in Enugu State.; and, the study indicated that there is a significant relationship existing between flexibility and the job satisfaction of employees in consultancy firms in Enugu State. Based on findings, the study recommended among others that the organization should not relent in implementation of workplace autonomy as this has been shown to have numerous benefits for both employees and organizations; hence, it is a vital component of employee job satisfaction and productivity.

The study examined stress management and employee productivity in selected manufacturing firms in Awka metropolis. This study adopted a survey descriptive research design. The population of the study comprised of 204 employees drawn from five selected manufacturing firms in Awka metropolis. A sample of 135 respondents (employees) was drawn using Taro Yamane statistical formulae for calculating sample size. The study employed a stratified sampling method were as Bowley’s proportional allocation was utilized in ensuring appropriate distribution of questionnaires among the selected manufacturing firms. The data were analyzed with five-point likert scale using both descriptive and inferential statistics. Hypothesis testing was done using Pearson coefficient correlation. From the analysis, the study revealed that excessive workload has a significant relationship with employee effectiveness. Similarly, the findings of the study also showed that role ambiguity has a significant relationship on employee efficiency. Based on the study findings, the researcher recommended among others that the management of companies and firms should avoid excessive workloads and as well take strategic steps in ensuring that job roles and responsibilities assigned to employees align with employee capabilities so prevent job stress.
Keywords: Stress management, Employee Productivity, Work load, Role- ambiguity, Employee effectiveness, Employee efficiency

NG Journal of Social Development This paper interrogates the Impact of effective communication on organizational service delivery. It identified lack of trust, language barrier, lack of clear vision, and goal clumsy as the problems facing organizational service delivery in Nigeria. The paper argued that effectiveness of organization will to a great extent reduce the increasing rate of poor service delivery in Nigeria public organizations. It argued that language is an effective tool with which all forms of human communications are carried out. It is capable of destroying harmonious existence or strengthening relationships that are fractionalized in an organization. The paper therefore, suggests that effective communication is the backbone of organizational service delivery.

This paper examines the impact of the language of a leader in the public sector management in Nigeria. It identified poor effective communication, poor attitude to work, lack of team work, and chauvinism as some of the major problems facing public sector management in Nigeria. It views public sector management as the backbone of national development. This paper is content analysis. The paper adopted Goal-setting theory as its framework of analysis. It noted that the development of the public sector will to a great extent reduce the problems of poor service delivery in Nigeria. It argued that language of any organization is a cultural legacy of that very organization with which all forms of human communications are carried out. It is capable of destroying harmonious existence or mending relationships that are fractionalized in the organization. The paper therefore, noted that language of leadership has to be learned, practiced and honoured. It argued for effective and efficient public sector management in Nigeria through effective communication that will lead to increase in socioeconomic conditions of the people living in the Country.

Background Performance monitoring is essential for enhancing academic staff productivity and institutional accountability in higher education. In Uganda, private chartered universities face challenges in implementing effective performance monitoring systems. This study examines the types and effectiveness of these systems in private chartered universities in Western Uganda. Methods The study was guided by Fayol's Administrative Management Theory and Vroom's Expectancy Theory. A concurrent triangulation mixedmethods design was employed. Quantitative data were collected from 386 academic staff using structured questionnaires, while qualitative data were gathered through in-depth interviews with 10 academic deans from four selected universities. Ethical approval was obtained from institutional review boards and the Uganda National Council for Science and Technology (SS3145ES). Descriptive statistics, correlation, and regression analyses were used to analyze quantitative data, while thematic analysis was used for qualitative responses. Results Findings indicate that various performance monitoring tools are in use, including student evaluations, peer reviews, and supervisory assessments. However, their application is often inconsistent, with limited feedback loops and weak integration into staff development Open Peer Review Approval Status 1 version 2 (revision)

Achieving work life balance and spending quality time with our families is a target in South Australia's current strategic plan. SafeWork SA endorses this by encouraging the promotion of a work life balance culture and environment in the workplace. Employers can help staff achieve work life balance by implementing flexible work arrangements (FWAs). This project investigated how FWA are implemented and supported in the South Australian acute hospital sector for nurses and midwives. The project explored perspectives and experiences about FWA in public and private acute care hospitals in metropolitan and regional South Australia via an online survey (n=1365) and eight interviews with senior management. Participants were predominantly female and half of the respondents were Baby Boomers (aged 48+ years).

The level of commitment to their organizations has been used as a parameter to determine the productivity of such organizations. Studies have used different predictors to determine organizational commitment with varied results. This study was conducted to examine the predictive ability of organizational climate and emotional intelligence on organizational commitment among workers in a brewery company. Crosssectional survey design was employed while purposive sampling technique was used to select the study population. Data were conveniently collected from 250 participants using validated scales and analyzed using hierarchical multiple regression to test an hypothesis which was accepted at p <.001 level of significance. The results revealed that organizational climate and emotional intelligence jointly predicted organizational commitment among study participants [R 2 =.051, F(2, 248

The progress of any organization significantly relies on the effectiveness of its human resources. In Bayelsa State, Nigeria, there are concerns regarding the underperformance of academic staff in state-owned tertiary institutions, which negatively impacts the overall success of these institutions. Drawing on the Human Capital Theory and Social Exchange Theory (SET), along with a comprehensive literature review, this study explores the potential mediating role of employee commitment in the link between talent management and the performance of academic staff. While previous research has examined these areas, there remains a limited understanding of how employee commitment specifically mediates this relationship. To address this gap, the research investigates the mediating effect of employee commitment on academic staff performance within Bayelsa State's state-owned tertiary institutions. Using proportionate stratified sampling, 485 questionnaires were distributed, and data analysis was conducted on 408 completed responses using PLS-SEM path modeling in SMARTPLS2. The findings revealed a strong, positive correlation between talent attraction, development, retention, and academic staff performance. Significantly, the analysis showed that employee commitment mediates the relationship between talent retention and academic staff performance. Based on these results, the study recommends that administrators in Bayelsa State's tertiary institutions focus on attracting the right talent, fostering ongoing development, and enhancing retention strategies to boost staff performance.

The inability of the organization to act in a socially responsible manner and to see why it should act morally has been pointed out by numerous social critics. The tremendous pressure from different interest groups has been assigned by commercial organizations to recognize and address the social issues in which they have a direct stake. The relationship between corporate social responsibility and organizational performance is identified and examined in this study. Nowadays, the majority of businesses employ social responsibility to enhance their reputation, generate revenue, and stay in business. A thorough explanation of social responsibility was provided, including its definition, mode, school of thought, dimensions of involvement, limitations, ways to improve it, and relevance to individuals, organizations, and society at large. One hypothesis was developed to give the opinions of other writers and authors on the topic direction and emphasis in order to conduct this study successfully and efficiently. Statistical methods were used to gather and examine the data, which offer the Consequently, social responsibility improves the performance of organizations.

Purpose: This study aims to ascertain the relationship between corporate outsourcing and investment bank performance in Nigeria. Research Methodology: The study adopted a survey research design because it is suitable and ideal for assessing how effective outsourcing strategy affects the corporate performance of investment banks in Nigeria. The population of the study was 280 staff from three investment banks in Nigeria. Using a purposive sampling technique, a sample size of 258 senior, medium, and junior staff of the sampled investment banks were selected as respondents. Multiple regression was used to test the hypotheses that were developed at a significance level of 0.05 percent. Results: The study showed that outsourcing has developed into a practical strategy and instrument for corporate organizations, particularly for Nigerian investment banks that are constantly looking to improve their firms&#39; performance in the financial industry. To lower operating expenses and boost ope...

Leadership is an essential element in an organization to drive progress, improvise innovation, and build work ethics. In the hospitality industry, where exceeding customer expectation, service quality, customer satisfaction and customer loyalty are vital, effective leadership is the foundation of success

Strategic management (SM) is the decision-making process that guides a company toward its long-term objectives. The process involves setting ambitions, analyzing the competitive landscape, and developing strategies to guarantee the company's success. The rapid pace of change necessitates the replacement of long-term strategic planning with shorter-term planning to effectively address the future. This is not an easy road. In the current era of rapid economic development, the research value of strategic formulation and how businesses construct strategies is vital. Hence, this research investigates high-level SM challenges and how to solve them. The goal is to increase future strategic managers' and other researchers' awareness of these high-level problems.

This study examined the connection between organizational success and corporate culture, particularly the elements of
consistency and adaptation, in Nigeria's South-South brewing sector. A correlational study design was used, and information
was gathered from 300 employees from International Breweries Plc, Guinness Nigeria Plc, and Nigerian Breweries Plc,
who were chosen by the simple random sampling method. Two structured questionnaires were used for data collection, and
the responses were analyzed using Pearson’s Correlation and Coefficient of Determination to address the research questions.
The findings revealed a very high positive relationship between adaptability and organizational success, as well as between
consistency and organizational success. The results of the hypothesis testing confirmed that these relationships were
statistically significant. Based on the findings, the study concludes that both adaptability and consistency, as elements of
corporate culture, play a critical role in enhancing organizational success in the brewing industry. The study recommends
that breweries periodically assess and adjust their corporate culture to ensure continued alignment with organizational goals
and market demands, and that they foster a work environment that supports flexibility and operational consistency.

This study examined the connection between organizational success and corporate culture, particularly the elements of
consistency and adaptation, in Nigeria's South-South brewing sector. A correlational study design was used, and information
was gathered from 300 employees from International Breweries Plc, Guinness Nigeria Plc, and Nigerian Breweries Plc,
who were chosen by the simple random sampling method. Two structured questionnaires were used for data collection, and
the responses were analyzed using Pearson’s Correlation and Coefficient of Determination to address the research questions.
The findings revealed a very high positive relationship between adaptability and organizational success, as well as between
consistency and organizational success. The results of the hypothesis testing confirmed that these relationships were
statistically significant. Based on the findings, the study concludes that both adaptability and consistency, as elements of
corporate culture, play a critical role in enhancing organizational success in the brewing industry. The study recommends
that breweries periodically assess and adjust their corporate culture to ensure continued alignment with organizational goals
and market demands, and that they foster a work environment that supports flexibility and operational consistency.

The purpose of this phd-project has been an investigation of numerous ways museums creates connections between the past, present and the future. I have choose to use the constructed Norwegian term “fortidshåndtering”, which could be translated as ways for handle the past or dealing with the past. The term is both used to describe and characterize what museums do with the past. The term is therefore used to embrace different sides of museums practices related to the past. The term dealing with the past is inspired by studies of use of history. In my thesis I argue that dealing with the past is better fit to describe and analyse museum practices as they are complex in a diverse and unique way compared to other public institutions, like schools and universities. The thesis is based on a large material from the three museums Glomdalsmuseet (The Glomdal Museum), Norsk Skogbruksmuseum (The Norwegian Forrest Museum) and Norsk Oljemuseum (The Norwegian Petroleum Museum). These museums were ...

This study explored the impact of leadership styles on employee performance at Multimedia University of Kenya (MMU) using William Ouchi's Theory Z. A descriptive survey design was used and primary data was collected from nonteaching and academic staff across various departments using questionnaires and interviews. Stratified sampling was used to select 194 respondents including 8 department heads who provided expert opinions. Findings showed that MMU's culture of innovation, quality and teamwork was found to be shaped by leadership which greatly influences employee attitudes and performance. Also streamlined work processes correlated positively with task completion, adherence to quality standards and job satisfaction. The study recommends investing in leadership development programmes to enhance communication, foster collaboration and align leadership philosophy with organisational culture to positively impact the organisational environment.

Education goals and curriculum objectives are not only about knowledge but also about developing the emotional capital (EK) of young generations for citizenship and socio-economic behaviors. The emotional capital (Gendron, 2004), as the set of social and personal emotional competencies (Goleman and Cherniss, 2001) inherent to the person, useful for personal, professional, organizational and societal developments, participates to social cohesion and has personal, economic and social returns. It is about the transversal competencies, those life skills vital for equity and social justice worldwide. EK can make an important contribution for raising understanding of democracy and peace through educators and teachers' training to spread out 'Education for a better society' at school as at the workplace. According the level of consciousness that EK raises, it will contribute to economics models' evolution and dynamic. The paper aims to look, in two countries geographically (Europe and Asia) and culturally (Christianity and Buddhism) different, how such EK programs, the IDEFI-Emotional Capital training program in France (Gendron, 2007) and the Mindfulness Based Emotional Competencies Training-MBSCT in Thailand (Haejohn, 2011)and Inner Management of Peace & Acceptance and Commitment Training (IMP’ACT) in France help at training and preparing future generation to change themselves for a better society. Precisely, based on Dewey active pedagogy, the study shows through educational collaboration (Biswas, 2014), benevolent behaviors and, contemplative education via meditation practices (Orr, 2002, Saltzman, 2012) can support and help at realizing equity and social justice. Developing essential transversal skills, a balanced emotional capital responds to ethic, moral and humanistic concerns and market demands, for a w-healthy quality of life and a better society and world: Toward Bienvivance and a Bienvivance Economy.

Research Aims: This study examines the effects of organisational culture, employee motivation, performance appraisal, and the work environment as a moderator on job satisfaction in Bali's hotel industry, addressing gaps in HRM literature.
Design/Methodology/Approach: Data were collected via structured questionnaires from 305 hotel employees in Bali. SmartPLS software analysis included model evaluation, validity testing, and path coefficient and moderator analyses.
Research Findings: Organisational culture, employee motivation, and performance appraisal significantly influence job satisfaction. The work environment moderates these relationships, enhancing the positive effects of HRM practices.
Theoretical Contribution/Originality: This study highlights the work environment’s pivotal role in strengthening HRM practices' impact on job satisfaction. It offers insights for hotel managers and HR professionals to enhance employee satisfaction and organisational performance.
Managerial Implication in the South East Asian Context: Fostering a positive work environment is critical in Southeast Asia. Managers should create collaborative and wellresourced workplaces to align organisational culture, motivation, and performance appraisal with employee satisfaction.
Research Limitation & Implications: Self-reported data may introduce response bias, limiting the study’s scope to hotel employees in Bali. Future research should explore diverse contexts for broader applicability.

Workgroup, workplace and corporate cultures can affect the potential for obtaining productivity and other performance improvements. Reviewing and changing cultures can also result in consulting opportunities for practitioners. Whether or not a particular culture is appropriate for one or more of the range of tasks being undertaken and different communities, groups and teams across an organisation is a question that may need to be addressed. This article examines various issues for those reviewing cultures, seeking to change them or working within them to consider. These include homogenous and/or diverse cultures, challenges to corporate and workforce cultures, cultural implications for certain developments and trends, appropriate corporate and workplace cultures, accommodating different cultural requirements, establishing a security conscious culture, meeting multiple challenges in various situations, and responsible corporate and workplace leadership.

T he emotion can be defined as a complex integration of interactions between our subjective experience and objective reality, mediated by neural and hormonal systems (Villamira, 2001). These systems are the origin of affective experience, and generate cognitive processes as the result of perceived emotional effects, evaluation and recognition, activate important biological reactions and motivate behavior that is often expressive, target-oriented and adaptive. Now, how can emotion be connected with intelligence? At first glance, these are two opposite and incompatible concepts, joined together here in the definition of emotional intelligence. In the Western culture, especially the European, there has always been a separation between intelligence and emotion: intelligence has been related to reason and logical processes, and emotion to irrationality and This manuscript will attempt to examine the concept of Emotional Intelligence and its application to the professional environment, as much as the further focus on its applicability to the tourist industry, but more specifically to the Hospitality. The scope for this study is to determine the advantages of the knowledge and application of Emotional Intelligence within the Hospitality realm, both towards the internal workgroup than towards the relation to guests.

Purpose-The Great Resignation, a profound labor market shift following the COVID-19 pandemic, has seen employees globally re-evaluate their work-life priorities. This paper presents a comprehensive review of the literature on this phenomenon, aiming to consolidate existing knowledge, identifying research gaps, and offer insights to various stakeholders. Methodology-A systematic literature search was conducted using defined keywords such as "Great Resignation," "workforce trends," and "remote work" across multidisciplinary databases Web of Science and Scopus. Publications spanning 12 categories, including refereed articles, conference papers, and reviews, were reviewed to distill the essence of existing research. Findings-The Great Resignation underlines a pivotal movement where work-life balance, health, safety, and job contentment surpass conventional job security. Contributing factors include blurred boundaries between professional and personal spheres due to remote work, health risks in the workplace, and a general rethinking of career choices following the pandemic. The increase in workloads and the stress of the global health crisis have accelerated burnout, making many seek healthier work environments. In addition, changes in cost of living and inflation have further fueled this trend. The phenomenon poses significant challenges for organizations, from talent retention to operational disruptions. Conclusion-Addressing the Great Resignation requires adaptive strategies from employers. The flexibility of work options, the prioritization of mental health, the availability of competitive compensation, and the maintenance of transparent communication emerge as essential. Governments, too, play a crucial role by ensuring policies that support worker rights, offer financial aid, and promote skill development. This review underscores the need for more empirical research to understand long-term impacts across various sectors and demographics and to develop effective retention strategies. The findings also provide a foundation for policymakers, business leaders, and academics to strategize and navigate the challenges and opportunities presented by the Great Resignation in the post-pandemic era. Future research directions include an in-depth exploration of sector-specific impacts, demographic variations, and long-term economic implications.

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A description is given of an leadership development programme designed and run within an organisation, including how the multi-party contracting was conducted, and how the psychological, professional and administrative levels were addressed. In addition to an overview of the programme, details are given of the content and process of the third session, as well as the reactions of the participants who shared what they had learned.

This management project undertook an extended literature review to evaluate the effects of flexible work arrangements on nurses' engagement and performance by reviewing a wide range of literature that underpin flexible working arrangements internationally. The definitions of flexible work arrangement, employee performance, employee engagement, and their relationship were initially examined. The theory and literature showed that there are different definitions of flexible work arrangements and that it has different interpretations especially from the healthcare point of view both nationally and internationally. This analysis provided the opportunity for this extended literature review to further consider the literature on emerging problems, advantages, and disadvantages, and solutions to the offering of flexible work arrangements generally and more specifically in the healthcare sector. National and international literature was reviewed to provide a more in-depth view on the identified issues, and a further understanding of some factors that needed to be considered when offering nurses flexible working arrangements. The key themes generated from the literature review include: (i) the relationship between flexible work arrangements, nurses' engagement, and performance. (ii) the advantages (benefits) and disadvantages (problems) of offering flexible work arrangements (iii) the solutions to the problem experienced when offering flexible work arrangements (iv) flexible work arrangements in the healthcare sector, its consequences and how it influences nurses' engagement and performance both nationally and internationally. Following the analysis of the literature several recommendations were made these included: the need for effective communication and understanding of the benefits of offering flexible work arrangements, increased accessibility to flexible work arrangements for all nurses and their managers, effective and supportive management team, to ensure continuous training, development, and evaluation of staff, the need to facilitate an organisational culture that encourages flexible work arrangements, and to improve government policies on flexible work arrangements both nationally and internationally.

Leadership is very crucial to all human endeavors, so also our organizations, its effectiveness and performance of employees. This study examines the effects of emotional leadership and subordinate performance in Gombe tertiary institutions of learning. The study uses a cross sectional survey with a sample of 339 employees. Therefore, 339 copies of questionnaire were administered to the employees of the tertiary institution under study. The study used emotional quotient inventory (EQ-i) measures to measure emotional leadership and work in progress (WIP) questionnaire to measure subordinate performance. The data collected was analyzed using SPSS version 20 the study used multiple regressions for analysis. Result from the analysis revealed that leader's assertiveness and leader`s relationship were found to lead to job performance while empathy and adaptability were found not to lead to job performance. It was recommended that Leaders should be aware of every situation, and also need to know how to diagnose situations and identify the types of behavior that are appropriate, in addition, they need to know how to use different behaviors skillfully. That will help employees perform well in their given task.

Leadership is very crucial to all human endeavors, so also our organizations, its effectiveness and performance of employees. This study examines the effects of emotional leadership and subordinate performance in Gombe tertiary institutions of learning. The study uses a cross sectional survey with a sample of 339 employees. Therefore, 339 copies of questionnaire were administered to the employees of the tertiary institution under study. The study used emotional quotient inventory (EQ-i) measures to measure emotional leadership and work in progress (WIP) questionnaire to measure subordinate performance. The data collected was analyzed using SPSS version 20 the study used multiple regressions for analysis. Result from the analysis revealed that leader’s assertiveness and leader`s relationship were found to lead to job performance while empathy and adaptability were found not to lead to job performance. It was recommended that Leaders should be aware of every situation, and also need t...

A description is given of an leadership development programme designed and run within an organisation, including how the multi-party contracting was conducted, and how the psychological, professional and administrative levels were addressed. In addition to an overview of the programme, details are given of the content and process of the third session, as well as the reactions of the participants who shared what they had learned.

The hotel industry is one of the world's oldest commercial industries (Bovin 2019). The industry is rapidly expanding, necessitating the assignment of tasks to skilled staff that will ensure client satisfaction. Hotel investment activities in African countries have lately increased (Ernst & Young 2013), and new hotel developments have become the fastest rising economic activity not just in Sub-Saharan Africa but also globally (Ernst & Young 2013). Human resource allocation in hotels refers to the assignment of hotel workers to service tasks, where staff can only be engaged for a certain amount of time due to labor laws. Human resource allocation requirements differ depending on the application area (Kayoko et al. 2011). The system's success is frequently ascribed to how well it manages human resources. It is a critical issue in order to improve performance. When a task requires certain abilities, such as accounting skills, a human resource that handles the activity should have those skills in order to complete the assignment efficiently (Ernst et al. 2014). On the other hand, the impact of personality traits on employee job performance is undeniable, and many businesses take use of this effect. One of the most important psychological aspects influencing human behavior is personality. It is said to be crucial in the workplace. Personality qualities have an essential influence in improving an employee's job performance's efficiency and are probably much weighted than technical ones. Personality traits are favorably connected with job success, and conscientiousness has attributes that directly correspond to job performance of employees with the highest weights, according to previous researches. It is the main objective of this paper to find out whether personalities traits from one side outweighs employees' skills from the other side taking PR employees of economy hotels in Cairo as a sample for application and how could this contribute to the performance of the hotel.

Technological advances and continuous digitalization are transforming an organization's resources and capabilities. Aligning with digitally oriented cultural archetypes is critical to successful digital transformation. This study aims to determine whether the Covid-19 pandemic impacts organizational culture change, as well as to find cutting-edge knowledge about productive-sustainable organizational culture and predict digital culture in organizations based on traditional cultural archetypes. The result is that the people-oriented cultural archetype is the most important for digital culture, while the values inherent in the cultural archetype of Norms or Goals inhibit it. The paper contributed to developing Functionalist and Structuralist cultural theories, showing the interaction of microcultures and cultural archetypes within an organization. Two frameworks on sustainable culture transformation and sustainability of organizational culture are derived from cutting-edge knowledge. Clean production requires managing the physical aspects of production and transforming organizational culture. What the author can criticize from these articles is the assumption that all organizations experience a decline in hierarchical culture and an increase in adhocracy culture and market culture. In fact, organizational culture shifts can vary depending on the industry, the size of the organization, and other factors.

The development of different concepts of Emotional Intelligence (EI) in Human Resource Management (HRM) has contributed to research and the differentiation of two main EI conceptualisations focusing on either individual's maximum performance or typical performance (soft skills). Both EI conceptualisations in HRM attempt to define and explain an individual's overall EI by using either ability EI (maximum performance) or trait EI (typical performance) theory and measures. This paper presents the main EI conceptualisations discussed in literature. It further contributes to the discussion of different EI theories and shed light onto the discussion whether or not both concepts may provide useful data for HRM, research, individual development and performance, and the workplace.

Alternativ behandling, som healing, er på veg til å bli vedkjend som helsetilbod i samfunnet. Denne hovudoppgåva er skriven på bakgrunn av eit kursopplegg som del av ein godkjenningsprosess for healarar tilknytt Det Norske Healerforbundet. Hovudoppgåva bygg på, og omfattar, eit kurshefte som er utarbeidd for dette kurset, og problemstillinga som er reist i hovudoppgåva er korleis akademisk psykologisk kunnskap kan kome til bruk for å styrkje ei yrkesgruppe av alternative terapeutar som står på terskelen til å bli vedkjende som helsearbeidarar. Målet for kursopplegget er at det skal danne grunnlaget for utvikling av ein felles fagpraksis for dei alternative terapeutane. I oppdraget frå DNH er det er lagt vekt på å stimulere målgruppa til auka dialog og refleksjon på område klientkommunikasjon og etikk. Alternative terapeutar er eit virke på sida av etablert helseapparat og tradisjonell vitskapleg tenking. Derfor går eg tilbake til det vitskapsteoretiske grunnlaget for kunnskap generelt og psykologien spesielt og ser på perspektiv, uttrykksmåte og grenser for vitskapleg kunnskap. Eg kjem saerleg inn på "taus kunnskap " og intuisjon, det uutseielege, som vanskeleg let seg gripe og studere vitskapleg. Eg argumenterar for at vi kan gripe dette indre, som er vesentleg for tilfrisking og utvikling, i møtet med mennesket, når møtet er prega av naerver, empati, aksept og forståing. Motsatt vil det å forstå og møte eit menneske på ein "utvendig måte" gjere at vi misser det vesentlege, det som ber i seg endringspotensialet. Då risikerer vi å redusere sjølvtilfriskinga framfor å styrkje den. Eg argumenterer vidare for verdien av fokus på klient og terapeutrolle framfor fokus på teknikk, og å oppnå laering av og i erfaring ved å gjere den tause kunnskapen medviten gjennom refleksjon og dialog. Terapiforsking viser at kvaliteten på terapirelasjonen er det som sikrast skapar utbytte for klienten. Dermed er terapeutisk haldning, etikk, empati, kommunikasjon og aktiv lytting viktige områder for utdanning av alternative terapeutar, tilrettelagt for aktiv deltaking med refleksjon og dialog. På bakgrunn av det kunnskapsteoretiske i del ein, val og tilrettelegging av psykologisk kunnskap ut frå forsking på psykoterapi, samt val av fokus og perspektiv i del to, viser eg i del tre løysinga mi på problemstillinga som er reist i oppgåva. Hovudoppgåva representerer både bruksforsking og grunnforsking.

The Problem. Leadership development is one of the most pressing issues for human resource practitioners within organizations. Recently, coaching to enhance emotional intelligence (EQ) has become a major focal area for human resource and leadership development. The concept of EQ has received overwhelming research and practical support, suggesting that it, more so than technical skills or cognitive ability, is the key determinant of success in leaders. However, EQ alone may not help leaders in creating an inclusive work environment and proactively recruiting and developing diverse employees. The Solution. Diversity intelligence (DQ), recently introduced by Hughes, is another important skill that has significant impact on the interpersonal relationships at work. The current article seeks to integrate the concepts of EQ and DQ with a practical and strategic approach for human resource development professionals. A theoretical review, qualitative examination, and practical application of the main models of EQ with a focus on how specific components of these models can be utilized in coaching for increased DQ is presented. Using concepts of executive coaching and general principles of leadership development, the current study examines which facets, or dimensions, of EQ should be highlighted and developed to increase DQ.

Leadership skills of corporate professionals are a function of multiple factors. The current study has explored the relationship between emotional intelligence (EI) and performance of corporate professionals as leaders with a focus on Abu Dhabi Emirate in the UAE. Primary data was collected from various organisations and these were identified randomly. A total of 115 professionals from ten different organisations participated in this study. Quantitative method was employed to analyse the association between EI and leadership skills and performance as leaders. 't' test, 'F' test and Scheffe's methods were used for statistical analysis. Result of the study revealed a significant correlation between emotional intelligence and leadership qualities. The current study also supports previous research findings in this area. The study will also enable leaders to understand the importance of maintaining higher level of emotional intelligence to enhance team motivation, productivity and self-esteem. The study revealed that a high EI enables corporate professionals to emerge as successful leaders.

Leaders of sales organizations must recruit and inspire salespeople to grow the organization. Skepticism remains about the role of emotional and social intelligence (ESI) in effective leadership. ESI is criticized as not providing distinctive variance in leadership performance beyond general intelligence and personality. This study assessed the role of the behavioral level of ESI competencies on leader performance. The number of new recruits was shown to predict new cash invested 6 years later. ESI significantly predicted leader performance (i.e., recruitment) whereas measures of generalized intelligence and personality did not. Adaptability and influence were two competencies distinctively predicting sales leadership performance.

The research is inspired to study personal skills of Spanish and Hungarian hospitality professionals in order to compare their actual leadership skills with their belief of the skills they possess. In this research, a complex competency test, ProfileXT® is applied in order to receive reliable data of the participants' profiles. The test analyses the complete personality and gives reports regarding cognitive capacity and strategies of thinking, behavioral traits, and fields of interests. Participants' profiles include information about skills, what determines the effective behavior of a leader. The test among other information, examines communication skills, conflict resolution style, energy level, sociability, manageability, decisiveness, independence and objective judgement. The results are based on the competency profiles and a questionnaire which includes questions about the above-mentioned skills and participants indicate how successfully apply them at their job from their point of view. The Spanish and Hungarian manager profile differs in various aspects. Spanish respondents tend to follow fewer rules and require more independency. Hungarians are rather compromise in conflicts; Spaniards are less cooperative and more dominant. Spanish managers are more intuitive and emotional driven, while Hungarians are being more realistic. Hungarians are able to make more stable decisions, but at the slower pace than Spaniards. Comparing the profiles and the participant's beliefs about their abilities, both groups gave higher scores for themselves than their profiles results. The tendency is even more significant at the Spanish sample. These results can be a base of developmental trainings or coaching sessions for each group. Furthermore, soft skills are very important in leadership, therefore developing them could be a focus point even before a leader gets promoted. These findings and other professional results suggest that skill development should start even at university and collage levels, than should also continue during each professional's career path.

The purpose of this study was to understand the effect of workplace context on competencies and performance in work (project) teams. This study was conducted at seven technology-based companies in Hong Kong and China. The results of the study provide companies with important knowledge on how to encourage the right competencies to achieve high performance in a workplace. This paper attempts to propose a holistic approach on improving individual and team performance in companies. The empirical evidence obtained confirms the importance of the contextual factors as predictors of individual competencies and performance level of team members. Specifically, the study conducted for industry integrated the concepts of organisational culture, team climate and managing skills into one model that allowed the prediction of the level of competencies and the performance of team members in work teams.

This study aims to establish the advantages and disadvantages of various methods for assessing emotional intelligence by comparing the most common methods in leading countries and a developing country (Ukraine) in business, as a field in which the level of emotional intelligence importance is generally recognized, and in the public administration sphere. The MSCEITV2.0 and Hall tests were chosen as the most accurate tests for determining the emotional intelligence of public managers. For a more detailed comparison of these two tests and the selection of a universal one, 100 respondents were surveyed using a questionnaire developed in Google Forms. The sample included officials of local governments in the western, northern, and central regions of Ukraine, as well as representatives of businesses in the same regions, particularly managers of private enterprises. The results indicate that these two tests show similar results when determining the level of emotional intelligence. However, when allowed to choose the testing method, 80% of public managers and business representatives chose the Hall test, which takes less time than the MSCEITV2.0 test. Considering the obtained results and the permissible error, the study identifies the Hall test as a universal method for determining the emotional intelligence of public managers in a developing country-Ukraine.

The aim of this research is to study how internal communication inefficiency can, if at all, lead to organizational crisis. An answer to this question was found by studying theory and previous empirical research on internal communication and organizational crisis. For the purpose of this paper, a case study of one particular organizational crisis was carried out by applying a combined research methodology-in-depth interviews and a survey. As a result of a detailed analysis of theory and a study of a real life case, a new concept-"internal communication crisis"-was identified in the master's thesis. Also it was established that an internal communication crisis is a result of asymmetrical formal internal communication, a lack of leadership, weak organizational culture and a lack of values, as well as active grapevine communication. This research study found that an internal communication crisis is directly related to an organizational crisis because there is a big possibility that in the alternative decision-making process, established as a result of an internal communication crisis, employees try to solve organizational problems by involving external stakeholders. Such attempts to involve external stakeholders lead to a very high risk of negative publicity and damages to reputation, which gives the national policy decision-makers an opportunity to expose an organization to threats of liquidation or resource reduction.

Under the concept of "Industry 4.0", production processes will be pushed to be increasingly interconnected, information based on a real time basis and, necessarily, much more efficient. In this context, capacity optimization goes beyond the traditional aim of capacity maximization, contributing also for organization's profitability and value. Indeed, lean management and continuous improvement approaches suggest capacity optimization instead of maximization. The study of capacity optimization and costing models is an important research topic that deserves contributions from both the practical and theoretical perspectives. This paper presents and discusses a mathematical model for capacity management based on different costing models (ABC and TDABC). A generic model has been developed and it was used to analyze idle capacity and to design strategies towards the maximization of organization's value. The trade-off capacity maximization vs operational efficiency is highlighted and it is shown that capacity optimization might hide operational inefficiency.

Under the concept of "Industry 4.0", production processes will be pushed to be increasingly interconnected, information based on a real time basis and, necessarily, much more efficient. In this context, capacity optimization goes beyond the traditional aim of capacity maximization, contributing also for organization's profitability and value. Indeed, lean management and continuous improvement approaches suggest capacity optimization instead of maximization. The study of capacity optimization and costing models is an important research topic that deserves contributions from both the practical and theoretical perspectives. This paper presents and discusses a mathematical model for capacity management based on different costing models (ABC and TDABC). A generic model has been developed and it was used to analyze idle capacity and to design strategies towards the maximization of organization's value. The trade-off capacity maximization vs operational efficiency is highlighted and it is shown that capacity optimization might hide operational inefficiency.

This analysis is devoted to the national culture and its linkage with individual behaviour and work-related values. The authors will investigate into what extent the national culture underpins individual behaviour. 1.1. Culture: definitional approaches Culture is a topic that was firstly discussed in the area of anthropology. Anthropologists refer to culture in two different ways: Firstly, they use the generic culture which is devoted to the "quality of Homo sapiens that is specific to human behaviour" (Friedman, 1994: 72). The second kind of culture is the differential culture which is the most generally accepted kind. Differential culture "consists in the attribution of a set of social behavioural and representational properties to a given population" (Friedman, 1994: 72).

This article contributes to the existing body of literature on emotional intelligence (EI) in the workplace by empirically studying its effects on employees' job performance. Different studies on EI and job performance have produced conflicting results. To have a better understanding of the relationship between EI and job performance, some scholars suggested that pairing EI with another individual trait would be beneficial to that effect. This study sought to examine mindfulness as the mediating factor between trait EI and employees' self-perceived job performance, utilizing the Trait Emotional Intelligence Questionnaire-Short Form (TEIQue-SF; Petrides, 2009), Work Effort Scale (WESC; De Cooman et al., 2009), and mindfulness at work (Zivnuska et al., 2016) for data collection. A total of 111 participants participated in the study on SurveyMonkey. The results show that there is no positive relationship between trait EI and employees' selfperceived job performance. Conversely, the results indicate a significant relationship between mindfulness and employees' self-perceived job performance, as well as identifying mindfulness as the mediator between trait EI and employees' self-perceived job performance.