Discrimination in compensation for minority groups and individuals with regard to gender, physical disability, religion, and culture affects inclusion in an organization. This study is a combination of two studies and endeavors to verify our initial inference that compensation gaps are significantly related to inclusion. A mixed method approach has been adopted; in first part of the study, compensation data obtained from 32 organizations (608 observations) have been analyzed quantitatively. The study finds significant correlation between components of compensation gaps and inclusion. Gender as basis of discrimination was found insignificantly correlated to compensation, while pay for performance was found negatively related to inclusion. We have proposed a model to predict feeling of inclusion if components of compensation and discriminatory factors are known. In second part of the study, based on 25 in-depth interviews, cognitive basis of compensation gaps has been divulged, and we conclude that implementation of compensation equity and removal of cognitive bases of discrimination seem mandatory actions for inclusion.

This study aims to deepen the understanding of the issues of an intellectual brain drain in academia. There is no doubt that higher education is vital to the growth and development of a country. Hence, the universities need to maintain highly qualified human resources to ensure effectiveness and competitiveness. This research study is focused to investigate the experiences of the academicians who are foreign qualified and migrated to advanced countries, they were asked to describe their experiences, using their own stories and interpretations of their personal experiences. The qualitative research approach was adopted to get the gist of the real reason that prompts the academicians to stay or leave their home country after getting education from abroad. The study employed social constructivism as an interpretive framework analysis method and used purposive and snowballing sampling techniques. Semi-structured interviews were recorded and analyzed. Findings suggested that career opportunities, economic, social, education, technological factors, and adjustment issues caused the brain drain of academicians of public sector universities of Islamabad. The knowledge drawn from this research can operate as a piece of useful reference information for current and future recruitment efforts, support services, and helpful in minimizing the brain drain. Keywords: Academicians, Brain Drain, Human Resource, Higher Education Institutions (HEI), Push Pull Factors.

The leaders play a vital role in the decision scenarios in any organization. A qualitative study was conducted using "Beer distribution game" simulation to create an environment of novel and uncertain conditions. Additionally, the study followed the group interviewing technique to explore the underlying patterns in the creative decision-making phenomenon taken by the leaders in complex situations. The findings of the study revealed three categories of factors that contribute to the creative decision making of the leaders. These categories consist of factors related to individuals personal characteristics, team-level factors, and process related factors. The study revealed during the group discussion that creative decision making occurs through a unique interplay of people, process and technology in the Pakistani context. Keywords: Creative decision making, beer game, simulation, group interview technique

Organizational politics is omnipresent phenomenon and cannot be ignored. It has the potential to make or break an organization. Literature is filled with the significance of the political strategies, its influence on leadership, power plays and even the management at all the levels. However, the context in which the term is commonly used is partial and many are disdained by the shady behavior it conjures. Current analysis of the literature testifies that most of the researchers and scholars corroborate the negative opinions of the people regarding organizational politics and see it as a manipulative and self-serving malevolence. It won’t be wrong to emphasize the importance of the capacity building exercise which is required by the researchers to eliminate the sole pejorative view of this construct. The primary goal of this research is neither to negate the dysfunctional aspects of organizational politics nor to make a sudden paradigmatic shift in organizational politics’ establishment as an absolutely functional and positive but, to provide the readers with a balanced and neutral facet of the phenomenon. In order to accomplish this goal a qualitative mode of inquiry will be opted and grounded theory approach will be taken to come up with some explanation for this. Data will be collected from the academic sector of Pakistan and interviews will be conducted from the faculty members from various domains. The qualitative inquiry might offer some pattern and logic to the current literature which appears to be lopsided in its attempts in explaining the phenomenon.   Keywords: Organizational politics, functional organizational politics, dysfunctional organizational politics, qualitative