Launching Diversity-Intelligent Strategies in Organizations

The purpose of this chapter is to provide diversity intelligent strategies that can be used by leaders to eliminate ineffective diversity efforts, enhance effective diversity efforts, and provide new diversity intelligent strategies in organizations. Integrating DQ alongside emotional, cultural, and intellectual intelligences in the workplace can strengthen the effectiveness of leaders' people management efforts. Most employees enter organizations with the expectation of having positive experiences with their leaders and achieving success towards their career goals. Yet, many are marginalized or limited in their opportunities for advancement for reasons of which they have no control. The eradication of ineffective training and development of diversity must occur for effective change to occur. Credible DQ, ethical and legal issues, and workforce inter-personnel diversity training programs must be launched by HRD professionals and organization leaders so that leaders are developed to provide employees with fair and just treatment and successful career development will ensue.

Disease Awareness Campaigns

Currently, professional training goes beyond the discipline itself and focuses also on being able to improve our society. Professionals have a great responsibility as active participants in the local, regional, national, or global community they belong to. In the healthcare area, all disciplines must contribute to a deep transformation of the quality of life of all the people in the society, not limited to the patients themselves, but embracing their context, with relatives, friends, etc. The healthcare professional, and professionals of all other areas must, therefore, be competent in their discipline and other transversal components to become an effective change agent. Transversal competencies or soft skills, including citizenship, can also be seen as power skills for all professionals, as they empower them to have a greater impact in their community. Activities focused on the development and self-awareness of these contribute to the training of better professionals in our universities.

Modeling the phased implementation of headhunting as a way to fill vacancies

The object of research is a set of stages of processes, used in the application of hunting as a method of closing vacancies. Such stages include: sources of search for candidates, ways of their interest formation, telephone conversation as an interview, negotiations and compilation of statistics with direct transfer of information to the director of the company. In the course of the study, such general scientific and specific research methods as analysis and synthesis, induction, deduction, as well as methods of comparison, observation and a systematic approach, were used. These methods are to determine the results and dynamics when recruiting strategies are changed or when they are combined. With the help of comparison methods and a systematic approach, it was possible to determine the optimal strategy for closing the required number of vacancies in the future. Using the observation method, it was possible to consider the dynamics of indicators from each selection method separately or in different combinations with each other. Among the complex methods, an analysis was used, which allowed to understand the dynamics of indicators and draw conclusions based on them on each of the options for implementing the methods. With the help of induction on the basis of a set of conclusions about each of the options separately, a generalized conclusion was made about the further rationality of the method of hunting as effective for businesses. The simulation allowed us to develop a strategy for the phased implementation of hunting based on direct search and understanding of its difference with the latter. With regard to theoretical methods, in the process of research the transition was made from the definitions and general provisions of the hunt to a specific consideration of the method in the enterprise and its direct implementation. The result of all studies was: – summary of theoretical aspects of headhunting as an effective method of attracting staff; – effective change of dynamics of indicators at the enterprise during introduction of hunting and its combination with direct search; – a developed strategy for the phased implementation of the hunt to increase the effectiveness of the method.

Change management in Higher Education by Kotter's Model: A Case Study in Vietnam Private University

Faced with the changing demands of the higher quality teaching profession, especially the increasing trend of studying at private universities leading to many initiatives on the issue of change and reforming the educational management model brings the effect so the university needs a planned sequential path. The purpose of this study is to examine the evolutionary changes and challenges facing the educational administration of private universities. From there, establish and propose a suitable model based on the apply Kotter's eight-step model of change to enhance effective change management in private universities in Ho Chi Minh City, and at the same time propose a model towards effective change management results across all private universities in Vietnam. Change efforts focus on enhancing faculty capacity to support diverse student success. The change process is planned using Kotter's (1996) eight-step change model and is, therefore, a regulated, linear, sequential change process. The initial steps were reviewed, and the strategies were considered workable. This approach enhances faculty acquisition and project success. Characterization of each step provides insight into ways to apply Kotter's model of change in higher education settings. Keywords: Change Management, Higher education, Kotter’s change model, Private University, Vietnam

Voice against tobacco: A call for integrated action for effective change

doi: https://doi.org/10.12669/pjms.38.ICON-2022.5788 How to cite this:Saeed S, Shahroz IM, Khan SU, Agha AA. Voice against tobacco: A call for integrated action for effective change. Pak J Med Sci. 2022;38(2):436-437. doi: https://doi.org/10.12669/pjms.38.ICON-2022.5788

Change Management via Data Analytics for a successful Lean Transformation of Public Companies

Data analytics is one of the biggest "revolutions" that have taken place in recent years at the business level, enabling many companies to go through a digital transformation, reducing risks and costs and making them more Agile and Lean. Data analytics is a process with heavy business relevance, companies are analyzing data - numbers mainly - and trying to determine decisions for the future based on it. Hence, severe pressure is being posed on public companies to dwindle their operational costs. A method contributing to this direction is the Lean philosophy, as through proper strategies, with its practices and tools leads to substantial resources saving. Each company possesses a unique way of integrating the principles and practices of Lean Management. In other words, there is no specific methodology, which is applicable by every business worldwide. Explicit condition for the success of Lean Management is the presence of the Effective Change Management. Data analysis is achieved by using the quantitative research method, which highlights the existence of influence as a "moderator effect" of the strategy followed by an effective change management compared to the aforementioned critical success factors (CSFs) was examined by performing interaction analysis in "IBM SPSS Amos 21, so that the parsimonious transformation is feasible. The quantitative approach is based on sample research with standardized questionnaire actualized at the two biggest Greek companies of public interest and utility purpose. The data from the participants’ responses ere inserted on a data basis «SPSS Version 23 for Windows». The findings of the research showed that human and organizational factors determine the greatest part of the effective integration of the Lean Management in public companies. The study examined, the influence of an Effective Change Management on important CSFs for a successful integration Lean Management (Lean Transformation) in Greek public companies. Also contributes to fill a research gap on the impact of Lean Management in public companies, since the vast majority of research work is focused on the private sector.

Emerging stronger: policy directions for COVID-19 and beyond for public schools in the Maldives

PurposeThe purpose of this study is to explore educational policy directions in the Maldives to continue learning in public schools during the coronavirus disease 2019 (COVID-19) pandemic and identify policy changes that could improve the preparedness of the schools for future pandemics.Design/methodology/approachThis qualitative study is descriptive in nature with an analytical methodology of document and interview data analysis. The purposively selected participants for the interviews included senior officials of the Ministry of Education, school leaders and teachers of public schools in the Maldives.FindingsThis study identified significant policy changes for public schools in the Maldives during the COVID-19 pandemic. These were early response and timely policy directions to continue education during the COVID-19 pandemic. Another finding was the effective change communication of the educational policies for its implementation. Following the policy changes, the teachers were trained for online teaching, hence increasing their competency in information and communications technology. As a result, this led to resilient teachers who were determined to provide education through the challenging times of the pandemic. Hence, it is evident that the school system of the Maldives will emerge stronger beyond COVID-19.Originality/valueThe education policy changes for public schools in the Maldives during the global COVID-19 pandemic have merits for education practices beyond the pandemic.