The Future of Work: Navigating Transformations in the Global Labour Market (2025-2030)
The Role of Trust in Business Coaching and Mentoring
Unearthing the Mediating Role of Job Satisfaction in the Nexus between Career Development and Talent Retention in Universities
Enhancing Leadership Skills through University Extension Programs: A Study on the Impact of Management Development Programs
Reverse Logistics Performance and Recovery of Plastic Bottles: A Case Study of Equator Bottlers Company Limited in Kisumu, Kenya
Impact of Job Stress on Employee Performance
Notions of Ethics in Technology and Design Education
Efficiency Analysis of Commercial Banks in India: An Application of Data Envelopment Analysis
A Study on Factors Influencing Youngsters’ Perceptions towards Choice of Investment Avenues
A Study of Generic Intertextuality in Corporate Press Releases
A Study on Factors Affecting Purchase Decision of Young Adults after GST Implementation in India – With Special Reference to FMCG Products
Soft Systems Modelling of the New Product Development Process - A Case Study
An Emerging Training Model for Successful Lean Manufacturing – An Empirical Study
A Qualitative Performance Measurement Approach to New Product Development
Brand Power Through Effective Design
Intellectual Venture Capitalists: An Emerging Breed of Knowledge Entrepreneurs
The global labor market is experiencing profound transformations driven by technological advancements, demographic shifts, environmental challenges, and economic uncertainties. The Future of Jobs Report 2025 by the World Economic Forum (WEF) offers a comprehensive analysis of these changes, forecasting job creation and displacement, skill disruptions, and strategic responses required by stakeholders. This study delves into macrotrends reshaping industries, highlights the emergence of new roles, and discusses the importance of reskilling and policy interventions to foster an equitable and sustainable labor market by 2030. Recommendations are provided to ensure workers and organizations thrive in this rapidly evolving landscape.
This study investigates the pivotal role of trust in business coaching and mentoring through a mixed-methods research design involving 200 coaches. The research addresses fundamental questions related to trust in these professional relationships: What is the nature and significance of trust? How is it cultivated and sustained? What is its influence on the coaching and mentoring processes and their outcomes? By employing both quantitative surveys and qualitative interviews, the study reveals that higher levels of trust significantly enhance coaching outcomes. The quantitative analysis shows a strong positive correlation between trust and coaching success, identifying trust in a mentor as a key predictor of a coaching relationship's effectiveness. Qualitative insights further uncover the foundational elements of trust, including transparency, demonstrated competence, and ethical behavior. The findings underscore the crucial importance of trust in business coaching and mentoring, offering practical recommendations for practitioners to enhance coaching performance and client satisfaction. This study contributes to the growing body of literature on the subject and suggests potential directions for future research across various business sectors and organizational contexts.
The study's main purpose was to establish the influence of job satisfaction as a mediator in the correlation between career development and talent retention among teaching staff in Uganda's private and public universities. Quantitative, correlational, and cross-sectional research approaches were used to achieve the study objectives. 341 respondents from the four selected universities were considered. Data was analyzed and presented using a copyright-licensed SPSS tool based on the study's guiding objectives. The correlation results revealed that career development, job satisfaction, and talent retention are significantly correlated. The Medigraph tests revealed that employees' satisfaction with their current job partially mediated the association between career development and the retention of academic staff. The findings of this study are important to university management, the ministry of education, and policymakers in enhancing the retention of talented academic staff in the education sector. It is observed by the investigators that this is the opening investigation conducted to identify the mediating effect of job satisfaction in examining the link between career development and retention of skilled and experienced academic staff using empirical evidence from Uganda's education sector. This study adds to the existing body of knowledge by making an extensive study on the relationship between career development and talent retention of the teaching staff in universities of Uganda. Additionally, it demonstrates that job satisfaction partially transmits the effect of career development on talent retention in Ugandan universities.
This paper explores the pivotal role of Management Development Programs (MDPs) within the framework of university extension initiatives aimed at empowering future leaders. The study examines the impact of MDPs on participants' leadership skills, professional growth, and organizational effectiveness. Utilizing a mixed-methods approach, data were collected from a diverse group of participants across various colleges and universities. Findings indicate that MDPs significantly enhance leadership competencies, foster innovation, and contribute to the overall development of higher education institutions. The paper concludes with recommendations for optimizing MDPs to maximize their benefits for both individuals and organizations. Management Development Programs (MDPs) are crucial for enhancing the skills and competencies of professionals in leadership roles. These programs provide participants with up-to-date knowledge and innovative strategies to effectively manage teams and organizations. By focusing on real-world applications, MDPs help bridge the gap between theoretical understanding and practical execution. Participants gain insights into advanced management techniques, strategic planning, and decision-making processes, which are essential for organizational success. Additionally, MDPs foster a culture of continuous learning and professional growth, encouraging leaders to stay adaptable in a rapidly changing business environment. They also promote networking opportunities, enabling professionals to share experiences and learn from their peers. Ultimately, MDPs contribute significantly to personal career advancement and the overall competitiveness of the organization.
Coca-Cola is the leading soft drink producer in Africa. The latest report released by the standard media indicates that the company has generated 60 million to produce 850,000 plastic bottles per day, which are expected to meet the increasing demand for the soft drinks offered by the Coca-Cola Company. The study aims at reverse logistics performance in recycling plastic bottles of Equator Bottlers Limited Company (EBLC). The research employs both qualitative and quantitative techniques and primary and secondary data. The findings indicate that there is a focus on recovery of the glass bottles through a reverse logistics system; however, there is no recovery of the plastic bottles at Equator Bottlers. There is clear evidence that the lack of law enforcement in Kenya is a major drawback in the recovery of the plastic bottles at the company. The study concluded that supply chain management (SCM) should be a major motivator to reverse logistics. The major limitation of the research is the lack of adequate knowledge since it is a new area in the industry. In future studies, the investigator should involve all supply chain actors within the waste disposal industry. Additional studies should also be done to understand the life cycle of plastic bottles and find out the economic dangers of poor disposal of plastic waste.
The digital revolution in the form of continuous refinements in the IT world and IT sector added more to this shift. In today's work culture, the emphasis is no longer placed on results but on people, while personal considerations and relationships are given no importance. Employees are evaluated on the basis of their performance and contribution to the organization. In the struggle to prove themselves 'fit' for the job, workers are exposed to magnified levels of stress and strain. Software professionals, too, are not an exception to the rule. They are those agile technology workers functioning under a dynamic technological environment, where the upgrades are so fast and unpredictable. The present study evaluates the parameters that contribute to job stress among software professionals in Chennai and assesses the impact of each of these dimensions on the performance of the employees from a sample study of 100 software professionals. The study sheds light on the fact that sources of job stress are inversely related to job performance. Thus, the study calls for the alarming need for IT companies to mitigate the negative impact of job stress on the performance of software professionals.
