Constructivist learning strategies addresses learner's characteristics in addition to learner's active participation and connection to his or her knowledge and experience in learning process. The use of learning module supports the learning. The present article was to describe the development of learning module on the basis of constructivist learning theories for the Research Methodology course of the Elementary School Teacher Education Department. It includes (a) the description of the earlier teacher-centered learning in the course, (b) analysis of student and lecturer needs, (c) analysis of student characteristics, (d) identification of common goals, (e) identification of specific learning purposes, (f) development of constructivist learning strategies, and (g) development of prototype products. The data collection techniques used in this study included: (a) document studies, (b) questionnaire, and (c) observation. The collected data were then analyzed using descriptive statistics for quantitative and qualitative data. The result revealed that the use of the constructivist learning strategies, and the learning module became a necessity. The module to be developed included: (a) lecturer's guidance, (b) learning module, (c) students' worksheet. The content was illustrated in the prototype products.

This article intended to emphasize and explicate the conceptual framework of organizational agility that discusses organizational spirit, capability, flexibility, nimbleness, and speediness. Whereas, the key activities of HR specialists involved in operational matters are progressively observed as a source of competitive advantage in today's severely competitive and fast changing markets. Similarly, it has been a competitive marketplace expansion; thus, nowadays, the situation is really difficult to enhance sustainable growth for the firms' side. Hence, the purpose of this article is to reveal that HR strategy enables organizations or firms to understand the value of internal and external customers, knowledge of competitors, products, technology, and sources of competitive advantage. It is all important to ascertain that the success of a business is founded along the belief that an organization achieve competitive advantage by making use of its people adequately and efficiently. Therefore, this article exemplifies some research propositions that how firms can respond rapidly and flexibly to the changing environment without facing market turbulence. Following this, the research aims to understand whether organizational agility and value of HR can really create a difference and influence on business performance. Finally, the result of this study highlights the importance of organizational agility and human resource's effectiveness which have an influence on enhancing organizational performance and competitive abilities.

Knowledge management (KM) and innovation (INNO) are often defined as the key drivers for improvement of organizational performance. The purpose of this paper is to explore the impacts of KM on INNO in an academic environment. The results of this study are based on survey data collected during 2017 in 30 public universities equally located in 3 regions of Vietnam. Structural Equation Modelling (SEM) is used to test the hypothesized relationships between KM and INNO. The authors of this study have found that KM comprehensively impacts technical INNO in academic settings and that not all components of KM are directly associated with administrative INNO.Besides enriching the literatures on this rapport, this study is also of value in managerial perspective as it helps increase higher education institutions' (HEIs) knowledge on how to boost their organisational innovativeness, and then enhance performance by engaging in KM activities. A list of measurement scales serving as a checklist for leadership of any HEI desire to practice KM and then boost organizational innovation is provided by this study.

The aim of the paper is to identify how to support the moulding of tacit knowledge which is necessary for success in a managerial position within a framework for the preparation and development of managers. The paper is based on an analysis of expert publications and the results of a completed project. Research respondents and theorists agree with the necessity for active involvement of trainees. It is also important to develop knowledge within the framework of manager preparation with significant reflection on learning from mistakes. From the methods of tacit knowledge transfer a close collaboration with experienced people, working in teams, training of model situations, goal-directed interviews, coaching, job rotation, short term attachments and excursions seem to be the most beneficial. It is also important to pay attention to the cultivation of organisational culture, especially in the sense of accepting knowledge sharing as the norm.

The study has been designed to analyze probable determinants of employee performance in family firms. A quantitative methodology was adopted. Data were collected from 113 employees from fifteen family businesses located in the Western Province in Sri Lanka. Correlation and ordinal logistic regression analysis were used to elaborate the relationships. Correlation analysis indicated that both family involvement and employee engagement correlate to employee performance. Family involvement in case of holding positions in functional and strategic levels by family members has shown no correlation to employee performance. Yet, having a family member as immediate boss/ supervisor of an employee in the job has a strong correlation to employee performance. Regression analysis makes evident that almost all coefficients of the employee are negatively related to employee performance. Yet, all levels of employee engagement are significantly related to employee performance. It further shows that being the lower levels of employee engagement increases the likelihood of lower levels of employee performance.