scholarly journals Exploring Self-Leadership Development of Malaysian Women Entrepreneurs

2020 ◽  
Vol 22 (2) ◽  
pp. 189-200
Author(s):  
Roziah Mohd Rasdi ◽  
Siti Raba’ah Hamzah ◽  
Tan Fee Yean
Keyword(s):  
Leadership Development ◽  
Human Resource Development ◽  
Women Entrepreneurs ◽  
Qualitative Interviews ◽  
The Self ◽  
Government Agencies ◽  
Leadership Process ◽  
Start Ups ◽  
And Training ◽  
Malaysian Women

The Problem In Malaysia, women entrepreneurs are underrepresented, and little is known about their development of self-leadership. Official statistics indicate that approximately half of the businesses run by women remain underperforming. This shows that women entrepreneurs’ self-leadership is an issue that should be addressed. The Solution This study aims to explore self-leadership development of Malaysian women entrepreneurs. Qualitative interviews with seven women entrepreneurs were conducted. The study findings indicated that self-leadership is a process that can be developed and mastered by women entrepreneurs so that they have better chances of success in their business start-ups. This study provides a model of the self-leadership process that illustrates a range of influences that are likely to contribute to women entrepreneurs’ self-leadership development. The Stakeholders The model developed would be beneficial to human resource development (HRD) practitioners and Malaysian government agencies (e.g., SME Corporation Malaysia) that design and deliver interventions (e.g., incubator programs and training workshops) focusing on women entrepreneurs’ self-leadership development.

scholarly journals Conclusion: Learnings From Eight Country Studies on Women Entrepreneurs in Asia

2020 ◽  
Vol 22 (2) ◽  
pp. 227-235
Author(s):  
Jessica Li ◽  
Yonjoo Cho ◽  
Sanghamitra Chaudhuri
Keyword(s):  
Economic Development ◽  
Human Resource Development ◽  
Women Entrepreneurs ◽  
Asian Countries ◽  
Special Issue ◽  
Best Interest ◽  
Challenges And Opportunities ◽  
International Human ◽  
Hrd Professionals ◽  
Start Ups

The Problem Women entrepreneurs have played an important role in advancing the economic development of Asian countries. It is in the best interest of Asian countries and international human resource development (HRD) professionals to develop an in-depth understanding of women entrepreneurs in Asia so that they can develop policies, strategies, and resources to support their development. Eight country studies on women entrepreneurs in Asia in this special issue revealed their motivations, challenges, and opportunities in their business start-ups and development. The findings would greatly contribute to an understanding of who women entrepreneurs in Asia are and how they are doing in entrepreneurship. The Solution The development of women entrepreneurs in Asia requires many scholars and practitioners to study, understand, and theorize before meaningful solutions can be enacted, which will have a lasting impact. This special issue of research on women entrepreneurs in eight Asian countries offers a glimpse of the emerging area of women entrepreneurship. HRD initiatives and expertise are needed to create unchartered possibilities for women entrepreneurs in Asia to succeed and sustain the development of their businesses. The Stakeholders This special issue is for entrepreneurs and HRD scholars and practitioners who are interested in entrepreneurship development, particularly in the development of women entrepreneurs in Asia.

Promoting Women’s Entrepreneurship in Lebanon: Enhancing Empowerment or Vulnerability?

1970 ◽  
pp. 39-47
Author(s):  
Nabil Abdo
Keyword(s):  
Low Income ◽  
Women Entrepreneurs ◽  
Group Formation ◽  
Business Groups ◽  
Economic Empowerment ◽  
Sustainable Livelihood ◽  
Business Skills ◽  
Palestinian Women ◽  
Support Organizations ◽  
And Training

The International Labour Organization in Beirut has been running a project in the Palestinian Camps of Nahr El Bared and Ein El Helweh entitled “Palestinian Women Economic Empowerment Initiative”. The project started in 2011 and targets lowincome Palestinian women entrepreneurs through a threefold strategy: giving out loans and grants to women business groups in order to expand their businesses; training women entrepreneurs to enhance their business skills; and building the capacity of support organizations in order to improve business development services for women entrepreneurs and training them to be formally certified to deliver business group formation training. The project builds on the potential of business groups in assuring the protection of Palestinian women entrepreneurs from risks through resilience, pooling of resources, and collective voice. The objectives are to assure a sustainable livelihood for Palestinian women entrepreneurs through supporting them in expanding their businesses beyond survivalist low-income activities

Innovative Techniques and Strategies of Skill Building for Human Resource Development in SMEs, India

2016 ◽  
Vol 2 (2) ◽  
Author(s):  
Arti Awasthi
Keyword(s):  
Human Capital ◽  
Human Resource Development ◽  
Skill Development ◽  
Education And Training ◽  
Global Competitiveness ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Key Factor ◽  
Skill Building ◽  
And Training

India has gradually evolved as knowledge based economy due to the abundance of capable, flexible and qualified human capital. With the constantly rising influence of globalization, India has immense opportunities to establish its distinctive position in the world. However, there is a need to further develop and empower the human capital to ensure the nations global competitiveness. Despite the empathetic stress laid on education and training in this country, there is still a shortage of skilled manpower to address the mounting needs and demands of the economy. Skill building can be viewed as an instrument to improve the effectiveness and contribution of labor to the overall production. It is as an important ingredient to push the production possibility frontier outward and to take growth rate of the economy to a higher trajectory. This paper focuses on skill development in Small and Medium Enterprise (SMEs) which contribute nearly 8 percent of the country's GDP, 45 percent of the manufacturing output and 40 percent of the exports. They provide the largest share of employment after agriculture. They are the nurseries for entrepreneurship and innovation. SMEs have been established in almost all-major sectors in the Indian industry. The main assets for any firm, especially small and medium sized enterprises are their human capital. This is even more important in the knowledge based economy, where intangible factors and services are of growing importance. The rapid obsolescence of knowledge is a key factor of the knowledge economy. However, we also know that for a small business it is very difficult to engage staff in education and training in order to update and upgrade their skills within continuous learning approach. Therefore there is a need to innovate new techniques and strategies of skill development to develop human capital in SME's.

scholarly journals A Qualitative Evaluation of Adverse Drug Reaction Reporting System in Pakistan: Findings from the Nurses’ Perspective

2020 ◽  
Vol 17 (9) ◽  
pp. 3039
Author(s):  
Rabia Hussain ◽  
Mohamed Azmi Hassali ◽  
Anees ur Rehman ◽  
Jaya Muneswarao ◽  
Muhammad Atif ◽  
...  
Keyword(s):  
Adverse Drug Reaction ◽  
Drug Reaction ◽  
Healthcare Professionals ◽  
Reporting System ◽  
Adverse Drug Reaction Reporting ◽  
Qualitative Interviews ◽  
Qualitative Evaluation ◽  
Adr Reporting ◽  
Willingness To Report ◽  
And Training

The contribution of all key healthcare professionals is vital to promote an efficient adverse drug reaction (ADR) reporting system. In this context, nurses are important as they are in a better position to observe a patient’s response regarding the drug therapy and to report an ADR. The aim of the study was to explore the perspectives of nurses about ADR reporting system in Lahore, Pakistan. A total of 21 nurses were interviewed. The thematic content analysis of the qualitative interviews yielded six major themes and eight subthemes. Major themes included: (1) Knowledge about the concept of the medication safety & the ADR; (2) Knowledge regarding pharmacovigilance activities; (3) Willingness to report; (4) Practices related to the ADR reporting; (5) Barriers to the ADR reporting; (6) Facilitators to the ADR reporting. The majority of the nurses were aware of medicine safety and ADRs, but in many cases, they were unable to report these ADRs. The study pointed out considerable concerns regarding the knowledge and practices of nurses about pharmacovigilance activities in their workplace, mainly due to increased workload, due to the absence of a reporting system and legal liability. The main challenges turned out to be the lack of knowledge and training, as well as the implementation of guidelines. Based on the findings, it is suggested that outcome of this study can serve as a guide to design policies that support ADR reporting by nurses in Pakistan.

(Dis)Ableing Notions of Authentic Leadership Through the Lens of Critical Disability Theory

2017 ◽  
Vol 19 (4) ◽  
pp. 362-377 ◽  
Author(s):  
Greg Procknow ◽  
Tonette S. Rocco ◽  
Sunny L. Munn
Keyword(s):  
Leadership Development ◽  
Human Resource Development ◽  
Interpersonal Relationships ◽  
Leadership Style ◽  
Authentic Leadership ◽  
Belief Systems ◽  
Self Awareness ◽  
Persons With Disabilities ◽  
Deficit Model ◽  
The Disabled

The Problem Persons with disabilities (PWD) are regarded as “the Other” and are sequestered from “normative” society because of their “Otherness.” “Othering” results in discrimination and the systemic preclusion of PWD. Ableism is the belief that being without a disability, impairment, or chronic illness is the norm. The notion that people without disabilities are the norm and are inherently superior is accepted without critique by those that advocate for authentic leadership. This privileges ableism and furthers the “Othering” of PWD within a leadership style intended to promote self-awareness, beliefs and ethics, and interpersonal relationships. The Solution The disabled experience and differently abled voice must be restored through relationally “being” with others and authentic dialogue. What is needed is a shift from the deficit model of authentic leadership to a social paradigm of authentic leadership, welcoming of bodily and psychic difference. This will better enable both leaders and employees to craft an authentic profile in the workplace. The Stakeholders Leaders and those who seek to become leaders following an authentic leadership approach can benefit from a better understanding of how their ingrained belief systems impact those that they lead who are both “able-bodied” and “disabled.” Human resource development (HRD) practitioners and leadership development practitioners can use this information to deconstruct and reconstruct leadership development opportunities to be inclusive as an authentic leader.

The Chevalier’s Secret: Emma Hardinge Britten and the Dawn of American Occultism

2019 ◽  
Author(s):  
Robert C Thompson
Keyword(s):  
The Self ◽  
Human Spirit ◽  
Helena Petrovna Blavatsky ◽  
Structured Approach ◽  
Conscious Will ◽  
And Training

Abstract In 1876, prominent spiritualist medium and writer Emma Hardinge Britten published two books written by the Chevalier Louis de B., arguably a pseudonym she used to disguise her own opinions about the nature of the soul and the power of the occult will. As American spiritualism fell into disrepute—dogged by cases of fraudulent mediums and a culture of excess—occultism, typified at the time by Helena Petrovna Blavatsky, rose up to replace it. Britten saw the potential that Blavatsky’s views on the development of the conscious will, the existence of a spirit hierarchy, and training with skilled adepts could have for spiritualism’s much less structured approach to supernaturalism, but she worried over occultism’s dismissive attitude toward a unified concept of the soul. Blavatsky tended to fracture the self into several parts in her writing, dismissed the prospect of human spirit communication, and challenged the notion that all human souls were immortal. I argue that Britten created the Chevalier in order to challenge spiritualist orthodoxy while maintaining her identification as a medium who believed sincerely in the spiritualist concept of the soul. I discuss three major areas in which Britten sought to negotiate a space between spiritualism and occultism: the consequences of mediumistic passivity, the existence of non-human spirits, and the predominance of a secret Indian brotherhood at the head of an occult hierarchy.

scholarly journals Efektifitas Metode Coaching Dalam Pendidikan Dan Pelatihan Kepemimpinan Tingkat IV Angkatan II Dan III Di Pusat Pengembangan Sumber Daya Manusia Aparatur

2021 ◽  
Vol 3 (1) ◽  
pp. 1-12
Author(s):  
Ahmad Helmi
Keyword(s):  
Training Program ◽  
Public Administration ◽  
Human Resource Development ◽  
Classical Method ◽  
Education And Training ◽  
Institute Of Public Administration ◽  
Leadership Management ◽  
Coaching Methods ◽  
The Impact ◽  
And Training

Regulation of the Head of National Institute of Public Administration (Lembaga Administrasi Negara: LAN) Number 13 year 2013 as amended by Regulation of the Head of National Institute of Public Administration Number 20 year 2015 on the Guidelines for the Implementation of Education and Training Program on Grade-IV Leadership Management mandates to apply other learning methods in addition to classical method, as: adviser (Coaching and mentoring) and counseling. One of the problems in implementing this education and training program is applying coaching method. Ineffective Coaching method can cause participants to be less motivated and the training output is not optimal. There are many methods of coaching, but what methods are most effective and efficient to apply in this Grade-IV leadership management education and training program? Study on the impact of Coaching methods for effective learning on participants in Education and Training Program on Grade-IV Leadership Management batch II and III year 2018 at the Human Resource Development Center for Apparatus, Ministry of Energy and Mineral Resources (MEMR), was conducted by using a qualitative approach. The discussion in this study is focused on what the effect of several Coaching methods for participants of Education and Training Program on grade-IV Leadership Management. Results show that Coaching is done through stimulation, powerful questions, and creative dialogue so that participants get the best achievement as expected. ABSTRAKPeraturan Kepala Lembaga Administrasi Negara (LAN) Nomor 13 Tahun 2013 yang telah diubah dengan Peraturan Kepala LAN Nomor 20 Tahun 2015 tentang Pedoman Penyelenggaraan Pendidikan dan Pelatihan (diklat) Kepemimpinan Tingkat IV mengamanatkan pelaksanaan metode pembelajaran selain dari pengajaran mata diklat dalam kelas, berupa: pembimbingan (coaching dan mentoring) dan konseling. Salah satu permasalahan dalam penyelenggaraan Diklat Kepemimpinan Tingkat IV adalah sejauh mana penerapan metode Coaching itu sendiri. Metode Coaching yang kurang efektif dapat menyebabkan peserta didik menjadi kurang termotivasi sehingga output diklat tidak optimal. Ada banyak sekali metode coaching, namun metode seperti apakah yang paling efektif dan efisien untuk digunakan dalam Diklatpim Tingkat IV ini? Penelitian tentang pengaruh metode coaching terhadap Peserta Diklat Kepemimpinan Tingkat IV Angkatan II dan III di Pusat Pengembangan Sumber Daya Manusia Aparatur, Kementerian Energi dan Sumber Daya Mineral (KESDM), dilaksanakan dengan menggunakan pendekatan kuantitatif deskriptif (campuran). Penelitian ini difokuskan pada pengaruh penerapan beberapa metode coaching terhadap peserta Diklat Kepemimpinan Tingkat IV. Hasil pene- litian menunjukkan bahwa metode coaching yang dilakukan melalui stimulasi, pertanyaan powerful, dan dialog kreatif mengarahkan peserta didik memperoleh prestasi terbaik seperti yang diharapkan.

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