PREFACE

DOI:

ISBN: 978-984-35-2570-3

The Sustainable Development Goals (SDGs) are a combination of 17 interlinked goals that are designed to achieve a better and more sustainable world for all. The SDGs were set in 2015 by the United Nations General Assembly and are intended to be achieved by 2030. Though there are some challenges, Bangladesh’s progress towards the attainment of SDGs is quite satisfactory. Management education makes efficient and skilled management experts who possess the competencies to provide realistic and inclusive strategic action plans for achieving various SDGs at different levels.

It gives me immense pleasure that the Department of Management, University of Dhaka has published a book titled Management Education for Achieving Sustainable Development Goals in the Context of Bangladesh to mark the 100 years of the University of Dhaka and the 50^th anniversary of the independence of Bangladesh. The book presents how management education plays a significant role in achieving the SDGs in Bangladesh. The book would also assist the policymakers to deepen and broaden their sustainable efforts and align their plans with SDGs with the help of the management experts. The authority of the University of Dhaka has taken numerous progressive steps to achieve the SDGs. The authority has also taken initiatives to celebrate the 100 years of the University of Dhaka and the 50^th anniversary of the independence of Bangladesh. My deepest gratitude to the authority of the University of Dhaka to provide the necessary financial support and assistance to publish this book.

The chapters in this book are multifaceted covering (a) Role of Networking Skill to Career Success — Networking is viewed as a critical competency when employees are pursuing protean or boundaryless careers as employees are making frequent career moves. In this chapter, an attempt has been made to discuss the concept, benefits, determinants, barriers, and challenges of networking and then suggest strategies or ways that   an individual should use to increase their networking skills throughout the course of their career development. (b) High-Performance Human Resource Management and Organizational Performance —  Aligning  HR strategies to performance culture recognizes that employees are the valued owners and partners who can think strategically, contribute to implement strategies, and add value through identifying and optimizing opportunities to create and maintain sustained competitive advantage. To

support SDGs in the Bangladesh government’s five-year plan, both private and public sector’s organizations should focus on creating performance- oriented culture keeping people at the center of performance excellence. HPHRM could be an enabler to this purpose. (c) Artificial Intelligence in Human Resource Management —AI has the potential to revolutionize HR processes in areas where there is sufficient data and where that data can be used to increase efficiency, communicate at scale, give suggestions, and anticipate outcomes since AI-based solutions can predict, recommend, and communicate based on data. (d) Fourth Industrial Revolution and Preparedness Required for the 21^st Century Managers. This chapter has covered the meaning and different phases of the industrial revolution, skills, characteristics, and intelligence required by company leaders and employees, practices that must be performed by leaders, and a new concept: Smart HR 4.0. The chapter has also focused on the impact of 4IR on human resources and therefore how HR departments of different organizations need to respond to this situation. (e) Trajectory of the Internationalisation of Small and Medium Enterprises and Effectuation Theory — Effectuation has emerged as an important theory for the creation of new ventures and it also plays a pivotal role in the internationalisation of the SMEs. The chapter covers the five principles of effectuation, and small and medium enterprises internationalization. (f) Career Depression among University Graduates: Causes and Consequences. Career depression is a common phenomenon and the actual number of people suffering from it may be much higher than known due to limited understanding of the concept  and the stigma associated with reporting depression. This chapter has covered the causes, consequences of career depression and prevention and coping mechanisms with it. (g) Personality and Career Choice —This chapter examines how individuals explore a suitable career that fits their characteristics. It discusses the domains of careers and personality. It also explores the link between personality and career choice. (h) Role of Big Data for Achieving Competitive Advantage — Big Data isa data set that is so huge and complicated that no typical data management technologies can effectively store or process it. This chapter examines the characteristics of big data, sources of competitive advantage, the role of big data in achieving competitive advantage. (i) Robotic Process Automation — Robotic Process Automation uses robotic technology to automate various repetitive tasks in business. This chapter covers the applications of RPA, cases for robotic process automation in HR, the benefits of implementing RPA technology.

• Authentic Leadership: A Critical Review — A positive, genuine,

transparent, ethical form of leadership is known as authentic leadership.

This chapter examines the leadership in general perspectives, authentic leadership behaviors, and the significance of authentic leadership. (k) Soft Skills– The Key to Career Success – soft skill is a personal attribute that supports situational awareness and enhances an individual’s ability to get a job done. This chapter attempts to explore the necessity of soft skills for people to make their careers successful in the organizations. Here it is shown that the soft skills are highly essential for people to get success in the workplace. And (l) the final chapter focuses on Management Education to meet the Future Challenges.

We are grateful to the researchers who have contributed to the chapters for this book and the members who are extending their efforts for the publication. The selected chapters underwent double-blind review by the scholars in their respective fields before they were accepted for publication. Gratitude to the distinguished reviewers for their excellent contributions. Sincere thanks and gratitude to the Editorial Board and all its members including those who have supported in many ways to publish the book and also to ensure its quality. Thanks to the officers and staff at the Dhaka University Press who are involved in publishing this book.

Dr. Faruq Ahmed

Editor,

Management Education for Achieving Sustainable Development Goals in the Context of Bangladesh

For celebrating the 100 years of the University of Dhaka and 50^th anniversary of the independence of Bangladesh