Management Style Research Articles

Role of AI in reducing global Plastics use: Predictive analytics for global sustainability

The growth, from a global perspective, in plastic waste sees its necessary promise in Artificial Intelligence. The driving force of Machine Learning, Computer Vision, and Predictive Analytics, shapes each style of waste management and effective collection routes to recycling. In this paper, therefore, the discussion will be on how AI can ensure a reduction in plastic waste, focusing on developing countries such as Nigeria. The theoretical underpinning of this research is on AI adoption, the Technology Acceptance Model, a few real-world case studies in AI for waste reduction, and many challenges that need to be focused on due to issues of data sparsity, infrastructure limitations, and ethics. Using these challenges for unlocking the full potential of AI in the direction of a more sustainable future, with minimal plastic waste at the forefront of environmental well-being, could be better negotiated. As the global community faces the pressing need to tackle plastic pollution, especially in areas with inadequate waste management systems and severe environmental challenges AI technologies present groundbreaking solutions to improve waste management methods, eliminate environmental harm, and foster sustainable growth. A crucial factor influencing the future of AI-driven plastic waste reduction in developing countries is the ongoing progress and implementation of AI technologies.

Generation Z: Navigating Conflict Resolution Strategies at the Workplace Through Their Intimacy Styles

Drawing on the interpersonal model of intimacy and the dual concern model, this study utilizes structural equation modelling (SEM) to analyse the relationships between workplace intimacy and conflict management styles, with a particular focus on Generation Z. The research examines how different levels of intimacy influence employees’ approaches to conflict resolution, including compromising, negotiating and avoidance strategies. A survey of 203 individuals with less than three years of workplace experience examines the hypothesis that conflict management styles (CMSs) are shaped by the ability to establish intimate relationships, incorporating self-disclosure, responsiveness and feelings of validation. Findings indicate that individuals with high levels of intimacy are more likely to adopt compromise and negotiation styles in conflict management, suggesting that employees who cultivate close, trusting relationships are more likely to engage in collaborative problem-solving. Conversely, the study found no significant correlation between intimacy and avoidance-based CMS, such as withdrawal and resignation. This suggests that while intimacy fosters constructive conflict resolution, it does not necessarily influence an individual’s tendency to avoid conflicts. The results highlight the importance of fostering workplace intimacy to enhance effective conflict resolution and suggest areas for further research, particularly in understanding the unique conflict management behaviours of Generation Z. The article concludes by discussing the theoretical implications of these findings, their practical applications in organizational settings, and recommendations for future research on workplace intimacy and conflict management.

The Lithuanian Soviet Nomenclature as an Object and Subject of Control

The topic of nomenclature in the context of research on the Soviet period is usually associated with the power and influence exerted by a single group in society. While assessing the evolution of the post-Stalin system, the role of a separate ruling stratum rather than that of an individual leader becomes more apparent. Many studies hesitate to call the post-Stalin system totalitarian and secretary-generals of the Communist Party as unilateral leaders. In individual studies, nomenclature, particularly top ranking, is clearly perceived as an acting and influencing subject, capable of subjecting system resources to its articulated aims. However, the discussion of the role of Lithuanian nomenclature as a certain peripheral elite and its relationship with the system shows that it is impossible to treat it only as an acting subject. The interests and management style of the central government determined greater or lesser control of the Soviet republics. So it is interesting to consider which situations would define the Lithuanian Soviet nomenclature itself as an object of control, and in which areas it could express its own interests and be activity. The Soviet institutional environment was saturated with control. Control measures were designed not only to control processes in society; they were also applied to the system of nomenclature itself by applying hierarchical control principles both to the governing political party and lower executive ranks. Information was collected about ideological compliance and participation in the execution of plans. Transgressions recognised to be ideological were assessed most strictly. The tools of control were diverse: in addition to control bodies (people’s control, GLAVLIT, KGB) Communist party structures and ministries had their own divisions responsible for control of the activities of a particular area and even the suitability of people. In addition to routine planned activity, individual influential officials carried out controlling functions and exposed ad hoc cases. It can be stated that the system was essentially saturated with control activities – the same area was controlled by at least 3-4 levels different levels of officials and this obviously stifled the dynamics of any activity. In the late Soviet period, locality as a factor of social environment can be clearly distinguished whereby local representatives of the nomenclature would often reduce the effect of control by replacing the object ‘what and how to control’ with the consensus of higher ranking officials of the nomenclature regarding the areas and leaders to be controlled and possible consequences of control (including penalties for members of the Communist Party). This model complemented institutional regulation and was applied not only to ensure control inside a republic but also in relation to the supervision carried out by the centre. The government of the republic frequently faced hostility from some leaders controlling the manufacturing industry, but except for one incident, it managed to ‘localise’ both local and arriving leaders, thereby creating a certain closed social network of members of the nomenclature of the republic and simultaneously opening more opportunities for higher ranking officials of Lithuanian nomenclature to express their personal interests, assess the situation subjectively, and act in the area of control as a subject rather than an object. The social network of members of the nomenclature of the republic rather actively and using various measures sought to isolate their own circle therefore ensuring not only the integrity of the circle, but also control of the space subordinate to it, while at the same time maintaining good relations with the centre. The top ranking officials of the republic were very keen to maintain the stability of this network and their primary goal was to preserve the routine of governing, given that this status quo was in line with Brezhnev’s governing style.

Navigating Resistance to Technological Change in Organizations: A Holistic Approach

Organizational change driven by technological advancements presents both opportunities and challenges for modern enterprises. A key obstacle is a resistance to adopting new technologies, which can manifest through scepticism, fear of job displacement, perceived loss of control, and concerns about competence. This resistance poses significant barriers to the successful implementation and integration of technological innovations, leading to delays, inefficiencies, and missed opportunities for organisational growth and competitiveness. This research proposes a holistic approach to address the complex challenge of resistance to technological change. Drawing on theoretical frameworks such as the Adaptive Cycle of Resilience (ACoR) model, Maslow's Motivation Theory, and Keidel's organisational model, as well as practical strategies, the study examines the interplay between individuals, different management, organisational and societal needs in the context of technological transformation. The research explores the dynamic and uncertain nature of technological change, identifying the specific stages within the ACoR model where resistance is most likely to occur and the implications for effective management. It also investigates the role of various management styles in addressing resistance and uncovering the skills and knowledge individuals and teams require to navigate this challenge successfully. Furthermore, the paper delves into the diverse stakeholders involved in the technological change process, analysing their needs and concerns and offering strategies to balance these competing interests. The importance of information systems in facilitating organizational change and their influence on the change process and outcomes is also examined. By synthesising these insights, the study presents a comprehensive framework for organisations to foster innovation, inclusivity, and social responsibility in the face of resistance to technological change. The findings offer valuable guidance for practitioners and scholars seeking to enable successful technological transformations and promote positive outcomes for all stakeholders.

Adaptive Digital Leadership Approaches for Self-engagement to Overcome Digital Transformation Gaps

Digital transformation, forced by a rapidly changing environment and the increasing speed of technological advancements, enables various valuable opportunities in the business context, like increased efficiency, lower costs, and thus enhanced competitiveness, and manifold, complex challenges, like fast-changing customer expectations, increasing job demands, new value creation structures, and disruptive competition from outside the traditional industry boundaries. This often leads to business process reengineering and urges the strategic realignment of management and leadership styles based on competitive positions and corporate goals. In digital transformation, value impedance defines resistances encountered when integrating new digital technologies and processes into existing systems and workflows. Similarly, digital transformation gaps such as the business model gap are discrepancies preventing organizations from fully exploiting benefits and overcoming the challenges of digital transformation. The connection of digital transformation gaps and value impedance is recommended to avoid conflicts when facing digital transformation. However, as many organizations face difficulties with that alignment, this paper introduces the topic of digital transformation gaps, specifically the business model gap, and discusses its bridging with digital leadership aspects regarding self-engagement. Self-engagement enhances employee motivation, innovative work behaviors, performance, and a positive attitude toward change. This research thus answers the following research question: what digital leadership factors contribute to the development of self-engagement of employees in organizations to bridge the business model gap in digital transformation? This qualitative research is based on the Design Science Research method and elaborates four matrices with four strategic options each to enhance the self-engagement of employees, based on validated questionnaire items from the existing literature, and iteratively evaluated and further developed through semi-structured interviews with domain experts. Consequently, these four matrices build the basis for bridges to overcome the business model gap in digital transformation. Further research is suggested, on the one hand, to validate the proposed strategic options quantitatively and, on the other hand, to extend the approach with more strategic options also for other focus areas.

Entrepreneurship and Rural Development in Morocco: A Comparative Analysis of Female and Male Entrepreneurs in the Fes-Meknes Region

Rural entrepreneurship is a growing field of research, with a focus on understanding and promoting entrepreneurial activities in rural areas. It is important to examine the differences between male and female entrepreneurs in these rural settings. This study explores the relationship between entrepreneurship and rural development in Morocco, focusing on the differences between male and female entrepreneurs. The Fes-Meknes region conducted the research, surveying 200 individuals, including 120 male and 80 female entrepreneurs, using econometric analysis. The study aimed to compare male and female entrepreneurs' socioeconomic characteristics, business attributes, technological factors, and entrepreneurial behaviors, as well as their impact on rural development. Key variables included education, household income, family situation, financial resources, investment grants, business sector, revenue, legal structure, target market, digital technology usage, and management style. The results of the analysis showed significant differences between male and female entrepreneurs in various aspects, such as education level, household income, family situation, access to financial resources, business sector involvement, legal structure, years in operation, and target market preferences. Additionally, the study found that male entrepreneurs tended to utilize digital technologies more extensively and benefit more from entrepreneurship training compared to their female counterparts. However, female entrepreneurs demonstrated a higher propensity for contributing to rural development initiatives through their businesses, particularly in agribusiness-related activities. The study emphasizes the need for tailored policy interventions to address gender-specific entrepreneurship dynamics in rural areas, thereby promoting sustainable development and economic growth.

Board characteristics and profitability in sharia-compliant and non-sharia-compliant firms: beyond mere ceremony?

PurposeThis study compares the profitability of sharia-compliant firms (SCFs) and non-sharia-compliant firms (NSCFs) and explores the causal links among board of directors (BODs) characteristics (size, gender, meeting frequency, tenure, turnover and compensation), sharia compliance, capital structure and profitability. Specifically, sharia compliance and capital structure serve as moderators.Design/methodology/approachA total of 72 SCFs and 65 NSCFs were investigated during 2011–2019, resulting in 1,644 data. A t-test was used to compare profitability, and causal relationships were explored through panel data regression.FindingsSCFs outperform NSCFs in profitability in 24 of 36 t-tests. Surprisingly, 87 out of 864 instances of sharia violations were found in SCFs. Despite purifying sharia-compliant stocks from violations, the board negatively affected sharia compliance. Furthermore, sharia compliance contradicts the board’s tendency to increase profitability, implying a ceremonial screening, which reveals the board’s reluctance to incorporate sharia compliance into their management style. In contrast, boards in NSCFs rely more on their internal strengths and capacities to influence profitability, as they understand the adverse impact of debt.Practical implicationsThe findings of this study are beneficial for evaluating Islamic loopholes for both boards that are apathetic to sharia compliance and regulators who are not transparent in Islamic financial screening.Originality/valueAcademic literature concentrates on comparing Islamic banks with conventional banks, while the comparison of corporate governance and management styles in SCF vs. NSCF is minimal. Additionally, a novel measurement, the Stapel scale, is proposed for finding the purity of Islamic stocks, which is most suitable when regulators and firms conduct Islamic loopholes.

Automated Assessment of Leadership Style and Professional Values of a Top-Manager and its Compliance with SDGS

Objective: the main objective was to use automated text analysis and assess the leadership styles and professional values of top managers, as well as to study how these parameters can influence the achievement of the SDG "Decent work and Economic growth". Theoretical Framework: The work is based on the idea that the leadership style and intelligence of a top manager determine the trajectory of a company’s development, the psychological working climate, the attitude towards employees, and the decision-making mechanism within and outside the team. Method: The authors used automated psychological text analysis using AI-based chatbots (ChatGPT, Gemini, Gigachat) and a specialized psychological text analysis program (LIWC). These methods were compared with psychological content analysis performed by a person. Results and Discussion: The obtained results showed that automated text analysis can be effectively used to understand the personality of the manager and the features of decision-making on his part in relation to employees and the organization. Research Implications: the approach proposed by the authors will allow for the development of measures to increase labor productivity and create decent jobs, taking into account the personality and values of the top manager, and will serve as a basis for the development of creativity and innovation in the company, thereby contributing to the achievement of the SDGs of “Decent Work and Economic Growth”. Originality/Value: the conducted research confirmed our hypothesis that text analysis allows us to understand important personality traits from the standpoint of intelligence, logic, thinking and speech, using artificial intelligence tools.

Cultural Differences: When Hospitals Own Practices

This article investigates the challenges faced by a respected hospital system after acquiring three medical practices. Despite financial stability, these practices struggled to adapt to hospital ownership, resulting in decreased performance, morale, and patient satisfaction. The core issue identified was a cultural clash between the hospital’s structured business model and the more flexible, informal management style of the practices. The article underscores the importance of understanding cultural differences and setting clear expectations in hospital-practice partnerships. By addressing these issues early, organizations can avoid frustration and build a cooperative, goal-oriented environment. The goal is to develop a trusting relationship between the hospital and its acquired practices, resulting in improved performance and satisfaction for all stakeholders.

The Role of Leadership Styles in Project Management: Systematic Literature Review

This article examines the role of leadership styles in project management through a systematic literature review and focuses on three main leadership styles, i.e., transformational, transactional, and servant leadership. Leadership is one of the critical factors that have a direct impact on project outcomes, team dynamics, and stakeholder satisfaction. The bottom line is that choosing the right leadership style directly impacts the success or failure of projects, team dynamics, and stakeholder satisfaction. Transformational leadership is associated with greater project success, better team cohesion, and increased stakeholder satisfaction by inspiring and motivating teams to achieve a common goal. This research aims to identify the effects of these leadership styles in different project environments and determine the conditions in which each style has the most significant advantage. Transactional leadership, which emphasizes structures, rewards, and punishments, is effective in environments where strict adherence to processes is required but may limit creativity. On the other hand, by prioritizing the growth and well-being of team members, servant leadership leads to increased creativity, cooperation, and improved team morale. The research method is a systematic review of existing articles and studies from reliable scientific sources to gain a deeper understanding of the impact of leadership styles on project management by analyzing their results. This study summarizes the various findings and evaluates the effects of these leadership styles in different project contexts. Finally, the importance of matching leadership styles to project needs is highlighted to improve performance, enhance team dynamics, and achieve successful outcomes.

The Impact of Head-Teachers’ Leadership on Quality Management in Early Childhood Education Centers: A Case Study of Kajiado County, Kenya

This research examines how the leadership of head teachers affects quality control in Early Childhood Education (ECE) facilities located in Kajiado County, Kenya. Headteachers have a crucial role in managing resources, implementing effective teaching strategies, and creating an atmosphere that supports early childhood education. This study uses a mixed-methods approach to investigate how head teachers’ management and leadership styles affect staff motivation, student results, and the general quality of education. The results highlight important leadership issues facing the industry, including a lack of training, little government assistance, and sociocultural elements that influence early childhood education in remote areas. With suggestions for legislative changes and capacity-building programs aimed at improving Kajiado County’s educational standards, this study advances knowledge of leadership in the context of ECE centres.

Stressful Events and Oral Health Related Quality of Life Aboard: A Longitudinal Study

Stressful events may affect self-perceived general and oral health. While the working environment is known to expose military personnel to chronic stress, oral health reports in these populations is limited. This longitudinal study aimed to investigate the association of Oral Health Related Quality of Life (OHRQL) and stress in the military population aboard a training ship for 6 months. Three hundred and twenty-eight individuals were enrolled at baseline and three hundred and one at follow-up (six-month later). Completed questionnaires on Oral Health Impact Profile (OHIP-14) and Perceived Stress Scale (PSS-14) were assessed for analysis. Socio-demographic characteristics were also obtained. Multivariate Poisson regression analysis showed that PSS-14 predicted higher OHIP-14 scores at baseline and follow-up. At follow-up, besides PSS-14 (RR: 2.03; 1.42-2.90), being part of the crew group represented an increase of 87% on the OHIP-14 scores (RR:1.87; 1.27-2.74). Older individuals were 24% less likely to present higher OHIP-14 scores (RR:0.76; 0.58-0.99) than younger ones. OHRQL has worsened over time in this military population aboard (4.41±5.76 versus 5.95±6.88) and stress was an associated factor of that. The need to adjust management styles was highlighted as well as the need to prepare the staff to navigate stressful situations more effectively.

Role transition experiences of female novice head nurses: An analysis using hermeneutic phenomenology

Background & Aim: In Taiwan—where the collective tends to be prioritized over the individual—gentleness, sacrifice, and obedience are prized qualities in the overwhelmingly female nursing workforce. Nevertheless, role changes and overlapping hierarchical boundaries often lead to stress. This study examined the role transition experiences of female novice head nurses in Taiwan. Methods & Materials: This study adopted an approach of hermeneutic phenomenology. Purposive sampling and snowball sampling were used to identify participants on Facebook who met the inclusion criteria. Considering the study purpose, the sampling criteria were as follows: female, seniority of an incumbent head nurse of 6–30 months, ability to communicate in Mandarin, willingness to participate in the study, and willingness to participate in recorded interviews. Nurses working at the same hospital as the researcher were excluded. The participants were interviewed to gain information regarding their experiences during the role transition process. Results: Ten female novice head nurses were recruited. The adjustment process of novice head nurses revealed the hierarchical culture of Taiwanese nursing. During this process, the participants encountered conflicts in role transition, adjusted their approaches, established their roles, and achieved professional success. The introduction of Western management styles to Taiwan inevitably creates cultural conflict that complicates the transition of novice head nurses into their new roles. Conclusion: Nursing organizations must consider cultural factors when helping novice head nurses transition to their new roles. Support systems and role models should be provided to help novice head nurses navigate the transition to their new roles.

Influence of Leadership Styles on Performance of Local Government Agencies: Case of Central Equatoria State Local Government in South Sudan

An organization's success depends on successful leadership and good organizational culture. This study investigates the influence of various leadership styles on the performance of local government agencies in Central Equatoria State, Juba, South Sudan. It explores how transformational, transactional, and laissez-faire leadership styles influence the performance of the central Equatoria state local government. The general objective of the study was to examine the influence of various leadership styles under the long-range leadership model on the performance of the central Equatoria state local government. The specific objectives of the study include the following: To assess the influence of transformational leadership style on performance of the central Equatoria state Local Government, to establish the influence of transactional leadership style on performance of the Central Equatoria state Local Government and to examine influence of laisses-faire leadership style on performance of the Central Equatoria state Local Government. The research employed a descriptive design, targeting 791 individuals, including local government officers and leaders from public institutions. A sample of 138 respondents was selected through stratified random sampling, and data was collected via questionnaires, interviews, and document analysis. To ensure validity of the finding, the researcher performed a pilot study on the data collection and analysis instruments in Juba County. This was done to guarantee the instrument's content coverage and authenticity by enhancing problems, the format, and the measuring scales. the researcher ensured protection of the research process to ensure reduction of anomalies, inaccuracy and scoring in the measurements to guarantee reliability of the data obtained. This research was focused on both primary and secondary data. Questionnaires was used as the main tool of data collection supported by both physical and telephone interview. Analysis of reports published on newspapers and internet was as well done. The study utilized the full range leadership model by James MacGregor Burns (1985) and Bernard M. Bass (1985), which encompasses transformational, transactional, and laissez-faire leadership styles. The findings revealed that both transformational and transactional leadership styles are not widely practiced by the CESLG Leaders and had limited impact on performance of the central Equatoria state local government while laissez-faire leadership being the most practiced style, significantly influenced poor performance outcomes of the central Equatoria state local government and it’s one of the reasons for the poor performance of the CESLG institutions. As such the researcher recommend among others, the following to both the CESLG leaders and other stake holders for implementation; The CESLG leaders need to consider recruiting young and well-educated local government officer as the study revealed that majority 48.8% of the local government officials are aged between 51 to 60 years whose performance are average , the local government leaders need to consider initiating executive training and development Programme for local government officers, The CESLG leadership is advised to conduct regular performance review for its institutions and staff. the CESLG leaders and other stakeholders/institutions are encouraged to adopt modern leadership styles such as transformational and transactional in their management styles.

Investigating Conflict Management Styles and Emotional Intelligence of Unit Charge Nurses

Investigating Conflict Management Styles and Emotional Intelligence of Unit Charge Nurses

Identifying Personality Types of Mayors in Local Government in Bulgaria According to the Myers – Briggs Typology

In this article, we make an attempt to explore and identify the personality types of mayors in Bulgarian local government by applying the Myers-Briggs typology indicator. This article presents part of the results of a more extensive author’s survey of mayors in municipalities and districts across the country. The fieldwork was carried out in the period between June 2022 and September 2023, with responses received from 57 of the mayors. The attention will be directed towards one of the questionnaires applied in this author’s study, which included questions regarding leadership models in Bulgarian municipalities. The methods used to analyze the collected data are descriptive statistics and calculation of an arithmetic mean value. The analysis identifies personality types of Bulgarian mayors and the strengths and weaknesses for each type. The results show that the personality type ‘Executive’ is the most common one among mayors in Bulgarian municipalities. The results provide an opportunity to expand the research and include qualitative methods such as in-depth interviews, focus groups and others, with the aim of examining the specifics of the individual case and linking it to the context of the environment. In addition, in the future, the relationship between personality type, charisma, emotional intelligence and the managerial style of the mayors will be investigated, as a result of which a profile can be built, through which candidates for public positions can be selected. Further research will also look at the relationship between the personality type of the mayor, the financial and economic condition of the municipality and the attracted investments during their mandate term.

Transnational chain ownership of news media: Integration and independence across borders in DPG media

So far, studies that investigate the effects of increased media ownership concentration across countries on corporations’ management have been limited in size and scope, particularly from a European perspective. To approach this research gap, we conduct and analyze a series of expert interviews with executives and chief personnel of one transnational European media. The findings allow us to shine light on how cultural and linguistic diversity and proximity play crucial roles in either fostering or limiting opportunities for synergy operations, digital transformation, and an internationally oriented management style of news media firms.

To explore the impact of corporate culture and leadership behaviour on work performance, mental health and job satisfaction of employees: An empirical study

Background: The term “corporate culture” is used to describe a company’s long-standing norms and practices, as well as the staff’s views and the anticipated value of their job. Executives may need to adjust their leadership styles to achieve the organization’s goal, which may have consequences for the satisfaction of the workforce. Therefore, it is essential to appreciate the relationship between business ethos, management style, work performance, mental health and employees’ job satisfaction. Methods: Researchers was conducting a cross-sectional survey of Saudi Arabian and Indian employees. Data was be collected using a structured questionnaire. To test the reliability of the data, they will be analysed by “Cronbach’s a and confirmatory factors”. SEM was be used to show the relationships of organizational cultures and leadership behaviour on work performance, mental health and job satisfaction through IBM-SPSS and SmartPLS software. Scope: A corporation with a strong culture and effective leadership shares principles and norms of behaviour with its workers, which should aid them in attaining their goals and objectives. Employees could gain work recognition, mental piece, work performance and job satisfaction when they can accomplish the obligations allotted to them by the company. Results: Corporate culture were significantly (positively) correlated with work performance, mental health and job satisfaction. In the same way, leadership behavior was significantly (positively) correlated with work performance, mental health and job satisfaction. Conclusions: The organisational culture holds significant importance, exerting a substantial influence on the overall well-being and productivity of the work environment. The acknowledgement and acceptance of the organisational ethos by workers can have a significant impact on their work behaviour and attitudes when it comes to communication and promotion. When there is a positive interaction between leadership and employees, the latter are more likely to actively contribute to team collaboration and interaction. Additionally, they are more likely to be motivated to achieve the organization’s assigned mission and objectives. As a result, work performance, mental health, and job satisfaction are enhanced.

Talent management and employee retention in the South African Higher education landscape

This study explored talent management and employee retention in South Africa's higher education sector, focusing on Institution X. Post-apartheid, South African higher education has faced numerous challenges, including attracting, managing, and retaining new academics essential for societal transformation. The study aimed to assess the relationship between talent management practices (recruitment, career management, rewards, management style, and talent development) and employee retention in this sector.The study's objectives were to examine the strategic orientation of talent management at Institution X, determine its contribution to employee retention, investigate challenges faced in talent management, and propose strategies to enhance retention. A quantitative research design was used, employing a self-administered structured questionnaire. The sample included 65 academic staff members, such as professors, lecturers, and junior lecturers, with data analyzed using SPSS. Findings indicated that talent management is neither a strategic element nor fully implemented within the higher education sector. This highlights a significant challenge in managing and retaining qualified academics, an issue prevalent since the end of apartheid. The study underscores the importance of understanding and improving talent management strategies to ensure the sustainability and quality of higher education institutions. Recommendations were made for reviewing and enhancing talent management practices for academic staff in the sector.

The Influence of Cultural Backgrounds on Team Dynamics and Decision Making in Multicultural Environments

With the deepening development of globalization, cross-cultural communication is becoming increasingly frequent, and the role of multicultural teams in enterprises, education, scientific research, and other fields is becoming increasingly prominent. However, while multicultural teams bring innovation and competitive advantages, they also face challenges such as cultural conflicts and communication barriers. This study aims to explore the strategies and challenges of multicultural teams in cross-cultural communication, as well as how to improve team effectiveness through effective management. Using case analysis method, multiple multinational corporations were selected as research objects, and data was collected through literature review and other methods to analyze the operational mode and management strategy of multicultural teams. Research has found that cultural sensitivity training, cultivation of cross-cultural communication skills, establishment of shared values, and flexible management styles are key strategies for enhancing the effectiveness of multicultural teams. Meanwhile, cultural conflicts and communication barriers are the main challenges. Effective management of multicultural teams is crucial for enhancing team effectiveness. Enterprises should attach importance to cross-cultural training, strengthen communication and understanding among team members, in order to overcome the challenges brought by cultural differences and achieve collaborative development of the team.