Apr 12, 2023 | Book
DOI: https://doi.org/10.57240/DUJMBK07
Page No: 107-119, ISBN: 978-984-35-2570-3
Tanisha Bukth1
Md. Ali Akkas2
The Phenomenon of Career Depression
We use the word career all time, but what does it really mean? It has different meanings. It can be viewed from the different perspectives. It is a job or profession that someone does for a long time. It is also used to refer to the series of jobs an individual has over his or her lifetime. It also means advancement. A career describes an individual’s journey through learning, work and other aspect of life. A career is defined as the unfolding sequence of a person’s work experiences over time (Arthur et al., 2005; Arnold & Cohen, 2008). A career is typically undertaken as a permanent calling and is expected to produce progressive achievement over the course of one’s life.
In fact, it is the aspiration for a successful career that motivates most human beings to pursue education. Yet, despite availing of tertiary level education from universities and securing jobs upon graduation, many graduates develop disillusionment and dissatisfaction surrounding their careers. In some cases, lack of contentment takes a more severe form known as career depression.
Depression is one of the most common mental ailments among adults (Richards, 2011). It is a disorder that affects the………
Apr 12, 2023 | Book
DOI: https://doi.org/10.57240/DUJMBK05
Page No: 81-89, ISBN: 978-984-35-2570-3
Saira Banu1
Md. Mesbah Uddin, PhD2
Introduction
Small and Medium Enterprises (SMEs) have been regarded as the most important sector of any economy. In this era of globalization, the interna- tionalisation of the SMEs has become critical. At present, the studies on the internationalisation of the SMEs have attracted growing interests of the researchers. Several studies focused on SME internationalisation and its drivers in the last few decades. Among them, 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. In 2001, Sarasvathy introduced effectuation theory and it is now at the intermediate stage of development (Matalamäki, 2017). Primarily, effectuation theory explains two opposite logics (causation and effectuation) used by the expert entre- preneurs in decision making. Effectuation explains working on the means given to the effectuator and trying to explore possible effects from those means. The effectuator always tries to identify and exploit new opportuni- ties in the entrepreneurial process. This section addresses hitherto under- explored area of internationalisation where effectuation is used in explain- ing the trajectory of the SME internationalisation.
There are five principles in the effectuation theory: the bird-in-hand princi- ple, the affordable loss principle, the patchwork quilt principle, the lemon- ade principle, and the pilot-in-the plane principle (Sarasvathy, 2001). The bird-in-hand principle focuses on the means (identity, knowledge and net- work) and the inputs from the stakeholders who are actually committed. Here, the effectuator needs to decide what he/she can do with the available means those are under his / her control. The affordable principle depicts how much an effectuator can lose to start a new venture. In addition, he/ she needs to focus on his/ her financial and psychological condition, when the effectuator thinks about affordable loss. Moreover, the affordable loss……….
Apr 11, 2023 | Book
DOI: https://doi.org/10.57240/DUJMBK06
Page No: 61-80, ISBN: 978-984-35-2570-3
Lamiya Rahman1
Introduction
The last few years have been marked by the disruption of technologies (National Academies of Sciences, Engineering, and Medicine, 2010). To keep pace with the development of technology, the business world is continuously changing. Rapid changes in the industry are the result of continuous improvement in ICT (Information and Communication Technology). Over the centuries, the world has witnessed different industrial revolutions which are evident by various technological breakthroughs. The latest revolution that has taken place in the business sector is the fourth industrial revolution (4IR). 4IR has impacted the business environment in both ways, positive and negative. Therefore, all the business stakeholders need to adapt accordingly to keep themselves competitive, to utilize the opportunities from the positive impacts, and to confront the threats.
4IR will have a great impact on the global workforce due to the adoption of artificial intelligence and automation. Few sectors (manufacturing, logistics, retail, wholesale, and lower-skilled occupations) will shift to vulnerable positions but jobs requiring human interaction, high degree of imagination, creative analysis and strategic thinking, supply of personalized services, and training and education sector will gain during 4IR (Sun, 2018). The World Economic Forum reports that 50% of companies believe that this adoption will decrease their full-time employees by 2030, 38% of businesses believe that new productivity enhancing jobs will be carried out by their employees and 25% think that new roles will be emerged (World Economic Forum, 2018). So, employees will need to upskill or shift their specialization to new disciplines. Therefore, it can be said that the recruitment industry will have a significant impact on 4IR. That is why managers need to focus on bringing changes to different managerial issues to stay in the game.
This chapter has covered the meaning and different phases of the industrial revolution, skill, characteristics, and intelligence required by company leaders and employees, practices that must be performed by………
Apr 11, 2023 | Book
DOI: https://doi.org/10.57240/DUJMBK04
Page No: 61-80, ISBN: 978-984-35-2570-3
Mohammad Thoufiqul Islam, PhD1
Mohammad Tamzid2
Introduction
Artificial Intelligence (AI), a key component of the Industrial Revolution 4.0, has become a hot topic in a variety of areas, including corporate management. Marketing, human resource management (HRM) and manufacturing are some of the sectors where AI and machine learning are currently being used (Son, Lee & Chang, 2019). In HRM, technology has been utilized to improve employee engagement, provide customized vocational training and evaluate diverse HR data in order to make business-critical choices (Dorel & Aleksandra, 2011). The use of these technological solutions in the HRM sector is a unique situation since it has always been viewed as a human realm that deals specifically with people (Lengnick-Hall et al., 2009).
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. With the use of AI-driven technologies, many organizations now have a wealth of data about applicants and workers that can be used to
Apr 11, 2023 | Book
DOI: https://doi.org/10.57240/DUJMBK03
Page No: 41-49, ISBN: 978-984-35-2570-3
Nadia Newaz Rimi, PhD.1
Mohammad Rabiul Basher Rubel, PhD.2
Introduction
Contemporary researchers are in great interest to redress the devastating effect on natural resources and the overall environment of the exponential rise of human business and economic activities (Almarzooqi, Khan and Khalid, 2019; Stahl, Brewster, Collings, & Hajro, 2020). Latest studies have shown what could be done to combat the impact of human factors on resource preservation and sustainability performance (Chams, & García- Blandón, 2019; Islam et al., 2020). Accordingly, organizations are now found interested to set environmental goals other than making profits, such as sustainable development and social responsibility (De Prins, Beirendonck, Vos, & Segers, 2014; Aust, Matthews, & Muller-Camen, 2020). Even earlier in 2012, it was found that 70% of 2800 international organizations surveyed have business strategies and plans including sustainability issues (Kiron et al., 2012). After that in 2015, the General Assembly of the UN presented “the 2030 Agenda for sustainable development” comprising of 17 sustainable development goals (SDGs) and 169 targets aiming to complete the unfinished objectives of the Millennium Development Goals (MDGs). From these goals, three-dimensional sustainable development areas have been identified: economic, social, and environmental corresponding the goals related to 5 Ps: people, planet, prosperity, peace, and partnership.
Regarding “people” as well as “prosperity”, SDGs intend to …………..High-Performance Human Resource Management and Organizational Performance
Apr 11, 2023 | Book
DOI: https://doi.org/10.57240/DUJMBK02
Page No: 13-39, ISBN: 978-984-35-2570-3
Md. Ali Akkas1
Introduction
All human beings want to be successful in their personal and professional life. Success makes people happy and happy people are usually more productive. It is true that success means many things to many people depending on our values, faiths, beliefs, religions, culture, experiences, and stages of life. Thus, the indicators of success are not identical for all. Individuals define career success from their own perspective. Career success can be explained mainly from two perspectives- objective and subjective (Nabi, 2003; Judge, 1999). Objective success is measured by financial and material accumulation. It is measurable, visible, and tangible attainment. Examples are position, power, promotion, and compensation. Subjective success is intrinsic, and it is personal satisfaction that an individual receives from his job. Examples of intrinsic success include the employee’s job, interesting and meaningful work, doing good for the society, autonomy, life satisfaction and recognition. There is a positive association between subjective and objective career success (Gu, Q and Su, Y, 2016).
Researchers identified many factors that are likely to contribute to career success of an individual (Akkas,2021; Tracy ,2019’ Grimland,2012; Greenhaus,1990; Judge,1994), The main factors, among others, are education, connectivity/networking, performance, exposure, knowledge in organizational politics, proactive personality, organizational sponsorship, and luck. These factors are interrelated. This paper deals with only the role of networking/connectivity in promoting and building the career success of an individual. Success in both personal and professional life depends mainly on a person’s ability to build a strong and meaningful relationship. The objective of networking is to build, maintain and strengthen real and authentic relationships to access information, resources and support that individual can use to make personal and professional progress. It is a process that is required throughout all stages of a person’s professional journey. Networking is viewed as a critical competency when employees are pursuing protean or boundaryless careers as………..
