Scholars highlight the lack of preparations for unexpected shocks of employment and human resources all over the world, while stressing its possible adverse impacts on work organizations, employees and the economy. Given the prevailing COVID-19 pandemic threat and the dearth of clear findings on how human resource (HR) departments and the HR professionals should encounter a global pandemic, present study aims to examine and inform the basic HR practices to be adopted in a pandemic and prospects for HR professionals in handling such situations. Aim of the study is achieved by reviewing past research findings and relevant information which are available on wider media. Findings suggest a typology of HR practices identified with '6Cs' for the successful handling of human resources in organizations in a pandemic. Further, the study finds a cluster of post-pandemic HR practices to be used, mostly for the service sector organizations, when attempting human resources recovery.
This study aimed to conceptualize the formation of organizational structures from the constructionist perspective. Avoiding the extremisms in equilibrium-and processbased theories, it adopts a recursivity-based approach, and draws most of its theoretical foundation from autopoietic systems theory. This study finds that organizations possess a "system organization," formed through the shared sense of their actors and a "structural configuration," which is founded on this shared sense. Based on the shared sense, this structural configuration is shaped by both formal organizational architecture and the temporal and contextual interactive processes of organizational actors. It suggests that organizational structures are unique constructions, subject to temporal and contextual variation.
Small and Medium-scale Enterprises (SMEs) led by women play a pivotal role in the developing economies. Nonetheless, extant research evince that Asian women-led SMEs and/or women entrepreneurs are still not performing up to their full potential. A range of factors, including institutional environmental forces, play a key role in impeding or expediting the success of women-led SMEs all over the globe. However, Asia shows a unique case due to its inherent socio-cultural, politico-legal and economic conditions those directly affecting the women, their career, and the business environment which are different to the other parts of the globe. Consequently, the macro environmental circumstances those affecting women-led SMEs in the Asian region deserve special scholarly attention. Despite the attempts to unveil institutional influences on SMEs in general, there is a dearth of studies those specifically examined the effects of institutional environment on women-led SMEs. Drawing from the institutional theory, and referring to the existing literature, this study examines the regulatory, cognitive, and normative effects of institutional environment on womenled SMEs. This is a conceptual paper which abstracts a coherent picture of three-fold institutional dimensions activated in the Asia and their effects on women's business. The implications are drawn for policy makers and future researchers.
This study is based on the understanding that the competitive job requirements of organisations, social trends demanding loosely bound careers, and the resulting challenges for mentors in developing careers with their protégés suggest a constructive nature of mentor-protégé relationships for organisations in the future. The premise was that the resulting careers in organisations are constructions with shared contributions from both a mentor and a protégé.
Despite women`s enormous involvement in economic activities through Small and Mediumscale Enterprises (SMEs), their progress has been relativelyslow and the macro environmental influences impeding women-led SMEs have been numerous. These impediments vary at different life cycle stages of the women-led business. As informed by life cycle stage theories of organizations, the formation, establishment, continuation and growth stage of businesses each have their own characteristics and needs, and thus entail specific resource requirements to be fulfilled for proceed to the next stage and/or for ensuring survival. This knowledge builds reasonable certainty that the issues undergone by womenled SMEs may vary and be distinctive at diverse life cycle stages of their businesses. The institutional environment of a country can impose restrictions or facilitate growth of entrepreneurship and small businesses. Even though evidence on issues related to formation, establishment, continuity and growth of women-led SMEs are not rare in the existing literature, the impact of the institutional environment at various business life cycle stages have not been well investigated. Thus, the aim of this study is to examine the institutional forces that affect the businesses at diverse life cycle stages of women-led SMEs in developing economies. Drawing from the institutional theory, the present study examines the institutional environmental forces influencing women-led SMEs at different stages of the business life cycles. It develops several propositions, building relationships among three institutional forces and different life cycles stages passed by women-led SMEs. It examines the effects of regulatory, normative and cognitive dimensions of the institutional environment at developing economy contexts. Based on the previous research findings, it encapsulates how apex level environmental conditions of underdeveloped institutional environments affect the life course of grass-root level women-led SMEs. Concurrently, the findings shed light on which dimension(s) of the institutional environment are most significant at a distinctive stage of women-led SME.
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