The study aims to explore the impact of manufacturing, investment, labor force, and technology on the economic growth of Palestine using Kaldor’s first law of growth and the neoclassical growth model. The study used secondary data from the World Bank Database covering the period from 2000-2020. Correlation analysis and VIF tests were conducted to explore correlations and assess multicollinearity among the variables. A linear regression model was used to measure the relationship between manufacturing output, Investment, labor force, technology, and economic growth in Palestine. The analysis showed that an increase in manufacturing output leads to an increase in economic growth. Labor force participation and technology advancement have a significantly positive impact on economic growth, while investment has a significantly negative relation to economic growth. Based on these findings, policymakers are recommended to prioritize inclusive and sustainable industrialization, enhance the business environment, reduce unemployment rates, and promote competitiveness and innovation.
The purpose of this case is to describe the challenges an organization faces when a situation arises that forces it to make changes, and to illustrate possible strategies employed to manage the potential change. Vision University, decided to introduce a specialized Information System in its departments using simple computer forms. The decision was not the only one the university made to improve how the institution operates. In order to facilitate needs of the human resource department affairs, the President of the university welcomed the installation of a Human Resource Information System (HRIS). During the design and implementation of the HRIS project, resistance to the new system surfaced and continued after the completion of the project. Vision University found the resistance unfounded on the grounds that the benefits outweigh the difficulties and the employees would eventually grow accustomed to the new system.
To build a long-term competitive advantage, manufacturing industry has witnessed a movement from product offering to a wider value customer-based solutions, which is known as “servitization”. Manufacturers can use any of the service models according to the level of service integration. For the purposes of transforming to a service driven organization, Academic literature has presented various types of enablers to facilitate this transition. The Purpose of this paper is to investigate servitization enablers by answering the following questions: 1- How does organizational cultural differ in servitized manufacturing? 2- How do digital technologies support servitization? 3- How do organizational structure and operations facilitate servitization? 4- What is the role of leadership through the process of servitization? and what is the way to manage personnel during the servitization process? 5- How do enablers interact and link?
This case is about sexual harassment in the workplace and how the organization handles this problem. One of the female employees working for Delta Food Company was forced to resign from her job after management claimed that her performance was below average. The top management made this decision after a thorough discussion with her direct supervisor. The dismissed employee not only suffered from poor performance accusation but also from sexual harassment in the workplace. Delta was made aware of the sexual harassment the employee was facing; however, top management insisted on firing the victim. They did not perceive her to be an asset to the organization. She believed that their actions were a direct result of her courageous behavior in reporting complaints against the harasser after keeping silent for more than one and a half years. She assumed that Delta had the legal responsibility to reimburse her for damages resulting from sexual harassment.
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