Change Management Strategies as the Nexus of Performance Improvement in African Universities Post-COVID-19 Pandemic

2021 ◽  
pp. 90-105
Author(s):  
Bethuel Sibongiseni Ngcamu
Keyword(s):  
Leadership Development ◽  
Literature Review ◽  
Change Management ◽  
Research Methods ◽  
Performance Improvement ◽  
Management Strategies ◽  
Document Analysis ◽  
Talent Management ◽  
Management Interventions ◽  
Perfect Storm

The COVID-19 pandemic, which started in China in late 2019, came as the perfect storm at a time when leadership in African universities is leaving much to be desired. This status quo is what has triggered the current chapter, which sets out to explore responsive leadership development and the change management interventions that are required after the pandemic and which can make universities' operations agile. The chapter aims to investigate the nature of change management interventions, including agile talent management. This can help to ensure that African universities are effective and efficient in Africa post-COVID-19. The chapter employs different research methods; for instance, a literature review is synthesised on previously published studies that relate to the relevant applications and impacts of agile transformation in universities as a way of guiding leaders in their response to the challenges of a post-coronavirus world. Furthermore, the document analysis followed examines a number of documents related to leadership, development, and change post the pandemic.

scholarly journals SOFT SKILLS GAP AND IMPROVING BUSINESS COMPETITIVENESS BY MANAGING TALENT IN THE HOSPITALITY INDUSTRY

2020 ◽  
Vol 5 (1) ◽  
pp. 36-48
Author(s):  
Oļegs Ņikadimovs ◽  
Tetiana Ivanchenko
Keyword(s):  
Literature Review ◽  
Organizational Performance ◽  
Hospitality Industry ◽  
Soft Skills ◽  
Strong Association ◽  
Management Strategies ◽  
Talent Management ◽  
Future Research ◽  
Skills Gap ◽  
Theoretical Concepts

The purpose of this paper is to develop a deeper understanding of talent management strategies and practices in the hospitality industry context paying additional attention to soft skills gap. This study on talent management is limited and fragmented, that is why integrative literature review has been chosen as a method used to identify and analyse relevant studies, theoretical concepts in order to develop a deeper understanding and create a more comprehensive study of the strategies reviewed, and possibly to provide some solutions. Results from the literature review showed that talent management has a positive and strong association with competitive advantage, performance and talent positioning (Anwar & Nisar, 2014). New theoretical concepts and framework for talent management in the hospitality industry are beginning to develop, and it is a pathway for a hospitality company to reach its strategic goals and objectives. Competencies that have remained on the list of required skills include the soft skills of communication, customer focus, interpersonal skills and leadership (Johnson, Ghiselli, Shea, and Roberts, 2011). The performance of the company can be negatively impacted by skills gap due to unsatisfying levels of productivity and lacking quality (Bennett & McGuinness, 2009). The limitations of this study might be listed as having limited design due to a variety of constraints, that is why it can be viewed as fragmented, although this study adds to adds to the overall scope of literature on talent management, soft skills gap in the hospitality industry. Practical implications can generally help the practitioners to place emphasis on the development of soft skills and implement better talent management strategies to ensure that a positive image of the organization is consistently presented. Based on results, the future research should be conducted on the outputs and effects of these talent management concept and strategies, as well as how it can facilitate the soft skills gap closure on individual and organizational performance. Conducting an empirical research, both qualitative and quantitative, which includes observation or implementation of these practices may be useful to further build on the literature.

scholarly journals The influence of talent management on organisational performance in Bosnia & Herzegovina as a developing country

2021 ◽  
Vol 26 (1) ◽  
pp. 129-147
Author(s):  
Elvir Čizmić ◽  
Azra Ahmić
Keyword(s):  
Organizational Performance ◽  
Performance Improvement ◽  
Bosnia And Herzegovina ◽  
Management Strategies ◽  
Organizational Outcomes ◽  
Talent Management ◽  
Success Factor ◽  
Sales Growth ◽  
Optimal Mix ◽  
Core Elements

In today's globalized, fast-changeable, and digitalized market, companies strongly need and seek talents, who, besides basic skills, possess higher levels, as well as the optimal mix of different competencies and qualifications. Attracting the best employees, developing and retaining them represents a crucial success factor for any firm and requires well-organized talent management. The purpose of this study is to analyze the influence of talent management, viewed through attracting, developing, and retaining talents, on organizational performance improvement in companies in Bosnia and Herzegovina. Data collection is based on a questionnaire, related to core elements of talent management and organizational performance (profitability and sales growth), with respondents from the population of talented managers, who work in companies in Bosnia and Herzegovina. The findings indicate that talent management has a positive statistically significant influence on observed organizational performance in companies in Bosnia and Herzegovina. Since talented managers are a key strategic resource, who lead organizations to accomplish excellent organizational performance, companies in developing countries need to tailor effective and customized talent management strategies, to achieve continuous improvement of organizational outcomes.

Metodologi Pengeluaran Fatwa di Jawatankuasa Fatwa Negeri Johor

2018 ◽  
Vol 13 (1) ◽  
pp. 70-88
Author(s):  
Mohd Faez Mohd Shah ◽  
Norhidayah Pauzi
Keyword(s):  
Literature Review ◽  
Research Methods ◽  
Research Methodology ◽  
Research Method ◽  
Islamic Law ◽  
Field Research ◽  
The State ◽  
Original Source ◽  
Interview Methods ◽  
The Right

In the discipline of Islamic law research, strong proofing and clear Istinbat method are key pillars in the construction of Islamic law based on the application of the science of usul al-fiqh and maqasid al-shari'ah. However, what happens at the state of Johor’s fatwa institution is the opposite. The fatwa research methods applied by the Fatwa Committee of Johor in resolving current fatwa issues is not based on the right and true discipline of Islamic law research. In fact, current inputs related to fatwa issues are not explicitly stated in the method of determining the law either in the form of reality or scientifically verified. Therefore, this paper will discuss the fatwa procedures undertaken by the Fatwa Committee of Johor based on the methods applied in resolving current issues. The research methodology adopted is library and interview methods. This study shows that fatwa management and production in the state of Johor is placed under the jurisdiction of the Mufti of Johor’s Department. The methods adopted by the Fatwa Committee of Johor covers two methods, namely: internal research methods including literature review through the application of original source and proofs based on syarak. Second: field research method that includes an external review or going to the location of study such as conducting observation, questionnaires and interviews including referrals to specialists of different fields. Maslahah and mafsdah consideration are also implemented by the Fatwa Committee in every fatwa decision based on the standard that meets the interests of maqasid al-shari'ah. Keywords: Metode, fatwa, istinbat, usul al-fiqh, maqasid al-shari’ah ABSTRAK Dalam disiplin penyelidikan hukum Islam, kekuatan pendalilan dan kaedah istinbat yang jelas merupakan tunggak utama dalam pembinaan hukum Islam berasaskan kepada aplikasi ilmu usul al-fiqh dan maqasid al-shari’ah. Namun begitu, apa yang berlaku di institusi fatwa negeri Johor adalah sebaliknya. Kaedah penyelidikan fatwa yang diaplikasi oleh Jawatankuasa Fatwa Negeri Johor dalam menyelesaikan isu fatwa semasa tidak berasaskan kepada disiplin penyelidikan hukum Islam yang tepat dan sebenar. Malahan input-input semasa yang berkaitan dengan isu fatwa juga tidak dinyatakan secara jelas dalam kaedah penentuan hukum sama ada dalam bentuk realiti yang berlaku atau pembuktian secara saintifik. Justeru, kertas kerja ini akan membincangkan prosedur fatwa Jawatankuasa Fatwa Negeri Johor berdasarkan metode-metode yang diaplikasi dalam menyelesaikan isu-isu yang bersifat semasa. Metodologi kajian yang digunakan dalam kajian ini adalah melalui metode perpustakaan dan metode lapangan. Hasil kajian menunjukkan bahawa pengurusan dan pengeluaran fatwa di negeri Johor hanya terletak di bawah bidang kuasa Jabatan Mufti Johor. Metode fatwa yang diamalkan oleh Jawatankuasa Fatwa Negeri Johor merangkumi dua metode iaitu pertama, kaedah penyelidikan dalaman yang merangkumi kajian kepustakaan menerusi pengaplikasian dari sumber asas dan dalil-dalil syarak. Kedua, kaedah penyelidikan lapangan yang meliputi kajian luaran atau turun ke lokasi kajian seperti observasi, soal selidik dan temubual dan rujukan kepada pakar dalam bidang yang berlainan. Pertimbangan maslahah dan mafsdah juga dimplementasikan oleh Jawatankuasa Fatwa dalam setiap keputusan fatwanya berasaskan standard yang menepati kepentingan maqasid al-shari’ah. Kata kunci: Metode, fatwa, istinbat, usul al-fiqh, maqasid al-shari’ah

Tshivenda Female Attire: A Socio-cultural Significance

2018 ◽  
Vol 28 (2) ◽  
Author(s):  
Matodzi Rebecca Raphalalani ◽  
Mashudu Churchill Mashige
Keyword(s):  
Higher Education ◽  
Literature Review ◽  
Indigenous Knowledge ◽  
Document Analysis ◽  
Age Group ◽  
Cultural Significance ◽  
Cultural Meanings ◽  
Form Part ◽  
Dress Codes ◽  
Verbal Meaning

This study investigated, through observation of the Tshivenḓa female dress codes, the socio-cultural significance of such dress codes as a means of non-verbal communication. The non-verbal meaning embedded in different items of dresses conveys messages from the wearers to observers. The study adopted  a qualitative  design, since it used  document analysis and literature review as a means to adduce evidence that Tshivenḓa dress codes not only communicate socio-cultural meanings to the observer, but also signify gender, age group, rank, authority, status, and identity, as well as power relations—including the supernatural and the sacred. The study also revealed that there are dress codes that are specifically worn during initiation ceremonies among the Vhavenḓa people. In conclusion, we recommend that knowledge of Tshivenḓa dress codes should form part of the overall indigenous knowledge that needs to be studied in institutions of basic and higher education, and that for the sake of preserving this valuable information, communities need to be proactive in disseminating it to the younger generation.

scholarly journals The Importance of Business Continuity and Knowledge Management during the Pandemic Period

Proceedings ◽  
2021 ◽  
Vol 74 (1) ◽  
pp. 18
Author(s):  
Tuana İrkey ◽  
Aslıhan Tüfekci
Keyword(s):  
Knowledge Management ◽  
Literature Review ◽  
Organizational Performance ◽  
Performance Improvement ◽  
Systematic Literature Review ◽  
Gap Analysis ◽  
Global Scale ◽  
Business Continuity ◽  
Maturity Model ◽  
Management Project

Earlier in 2020 a knowledge management project was initiated with the aim of organizational performance improvement at a service company. A maturity model was applied for the gap analysis and a systematic literature review was conducted to shape the project. As the COVID-19 grew to a global scale, the aim of the project has shifted into ensuring the business continuity of the case company. Without major changes the project was carried out. At the end it was observed the company not only operated without being affected from the pandemic situation but also improved their organizational performance as aimed initially.

scholarly journals The ‘3CE2CE’ Framework—Change Management Towards a Circular Economy: Opportunities for Agribusiness

2021 ◽  
Author(s):  
Nan-Hua Nadja Yang ◽  
Ana Carolina Bertassini ◽  
Jéssica Alves Justo Mendes ◽  
Mateus Cecílio Gerolamo
Keyword(s):  
Content Analysis ◽  
Literature Review ◽  
Change Management ◽  
Circular Economy ◽  
Agricultural Sector ◽  
Implementation Process ◽  
Managerial Practices ◽  
Depth Analysis ◽  
The Common ◽  
Transformation Processes

AbstractFor the transition towards a circular economy (CE), organisations have to be prepared to adapt to major changes. Thus, the concept and implementation of change management (CM) will be essential to an organisation’s success during this transformative period. Studies have shown that organisational CE barriers were more significant than individual CE barriers. To overcome such obstacles, the most appropriate set of managerial practices should be carefully considered. These barriers also have the potential to influence the agricultural sector, which seeks to adopt more sustainable ways of production. The goal of this paper is to propose a solution framework based on CM strategies to overcome organisational challenges posed by a CE, especially for agribusinesses. To accomplish this objectively, a systematic literature review and a content analysis were conducted. The common errors in CM within the implementation process and the main CE barriers were identified and classified. An in-depth analysis of the issue’s roots led to a solid understanding of how to tackle such CM problems. This paper presents an overview of organisational CE barriers verified in the agricultural context, the common errors in CM, and the correlation between these findings. The two areas were then combined in a matrix that shows the connection between common errors in CM errors and CE barriers. Based on this result, a solution framework called 3CE2CE was developed that provides a step-by-step guide on how organisations can successfully undergo transformation processes towards a CE with the principles of CM.

Aligning talent management with approaches to equality and diversity

2010 ◽  
Vol 29 (5) ◽  
pp. 422-435 ◽  
Author(s):  
Lynette Harrisr ◽  
Carley Foster
Keyword(s):  
Public Sector ◽  
Work Force ◽  
Talent Management ◽  
Special Treatment ◽  
Line Managers ◽  
Content Type ◽  
Fair Treatment ◽  
Management Interventions ◽  
Recruitment And Selection ◽  
Skills Shortages

PurposeThe purpose of this paper is to examine the implementation of talent management interventions in UK public sector organisations.Design/methodology/approachThis paper draws upon the findings of a qualitative study of talent management in two UK public sector case study organisations.FindingsImplementing talent management was found to present particular tensions for public sector managers, particularly in terms of its alignment with well‐embedded diversity and equality policies and their own perceptions of fair treatment in the workplace. Despite an acknowledgement that the sector needs to attract, develop and retain the most talented individuals to achieve its modernisation agenda, interventions which require singling out those individuals for special treatment challenges many of its established practices for recruitment and selection, employee development and career management.Practical implicationsPublic sector organisations need to invest both time and effort into developing appropriate and relevant approaches to talent management, which take proper account of line managers' perceptions of fair treatment and established organisational approaches to diversity and equality.Originality/valueTalent management is a topic of growing interest from employers concerned about their work force demographics, specific skills shortages and the retention of high potential employees but the concepts that inform talent interventions are often unclear or are an uneasy fit with the beliefs and understandings about fair treatment of those who have to implement them.

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