The purpose of the study is to investigate the relationship between Managers Emotional Intelligence and Team Effectiveness. Team effectiveness are measured in two ways, cohesiveness and goal attainment while Managers Emotional Intelligence as has its dimensions as self-management, self-awareness and social-awareness. The methodology here is based on theoretical & conceptual literature review. It regards emotions and the conditions that might contribute to team effectiveness. Findings revealed that there is a strong and positive significant relationship between the study variables. The study then recommends that management should implement strategies that will encourage emotional intelligence and its dimension such as self-awareness, self-management, and social-awareness in order to achieve organizational goals.

A study was conducted to identify the challenges and opportunities faced by female employees in education institutions and how well the female employees can manage their professional life and personal life. Research is steered at one of the University in Sultanate of Oman. It is a descriptive study conducted to find the opinions of female employees towards work life balance at University in Oman. The population of the proposed research include all female teaching staff of the University (population is 83) by including all the departments (BSD, ELC, Engineering and IT). The sample size is 68 with (95% confidence level). To know the intentions and opinions of female employees a structured questionnaire is administered for collecting primary data. Stratified proportionate convenient sampling method is used to collect data from female teaching employees of the University. Parametric test ANOVA is used for analysis. A one-way ANOVA was conducted to compare the opinions of female employees towards work environment. The employees’ targets that create tension shown a statistically significant difference among four departments. The employees’ responsibility at work create stress shown a statistically significant difference among four departments. The employees not able to spare time for research activities shown a statistically significant difference was found among four departments. It is observed that there is a difference of opinion among female employees of the university towards work environment. Similarly, there is a difference of opinion among female employees of the university towards home environment (family) and regarding work life balance among four departments. Post-Hoc test was conducted to know the actual difference of their opinions with reference to other departments and found that IT and engineering has a difference of opinion regarding work life balance. Hence, we can say that some female employees are not comfortable with work life balance at the University.

The present study gives a literature overview of banking regulation with special reference to Basel III in Saudi Banking industry. Further the present study gives a view of SAMA and the number of banks in Saudi Banking Industry. The current study focused on presenting a theoretical framework of banking regulation with highlighting the importance of Basel III.

This study examines the relationship between skill acquisition and entrepreneur development. Skill is the ability to acquire practical knowledge in new conditions and on the basis of the abilities and experiences a person had previously. It is an activity which is developed by a person with time and becomes automatic in terms of performing the required skill, while entrepreneurship development is a process of enhancing the skill set and knowledge of entrepreneurs regarding the development, management and organization of a business venture while keeping in mind the risks associated with it. This paper after a critical review of the available literature revealed a significant relationship between skill acquisition and entrepreneur development. The paper however recommend that; prospective entrepreneurs should ensure that necessary skills armed at enhance their businesses are acquired before venturing into their choice businesses; there should be a thorough knowledge of the pros and cons of business by prospective entrepreneurs before committing their financial resources and time on the business this is in order to avoid business failure; government at all levels should endeavour to promote small scale businesses by setting policies aimed at providing soft loans to intending persons this is in order to enhance speedy economic growth and that government should set up policies requesting multinational oil companies to support prospective entrepreneurs financially and materially in their communities of operation as part of their corporate social responsibility.

The motive of this research is to understanding the effect of company Social duty on company value, and knowing whether or not Human Capital can slight the effect of company Social responsibility on firm price. This take a look at makes ue of secondary records obtained from the Indonesia stock trade (IDX) in the form of economic reviews on consumer goods groups in the 2015-2019 length. The information might be analyzed the usage of moderated regression evaluation (Moderated Regression analysis). The effects of this examine found that CSR has no impact on firm price and human capital cannot mild the connection among CSR and firm value.

The study aims to analyze the effect of organizational culture, compensation and motivation on employee performance through work discipline. The design of this research is explanatory research. In this study using the type of descriptive research with a sample of 66 respondents who are employees at PT Astra Credit Company (ACC) Samarinda. Data collection techniques using questionnaires such as questionnaires. In the sample using a purposive sampling method. This research using a Structural Equation Modeling-Partial Least Square (SEM-PLS) approach to analyze data. Reseach results show that: (1) organizational culture has a significant positive effect on employee performance, (2) compensation has a significant positive effect on employee performance, (3) motivation has not significant effect on employee performance, (4) work discipline has a significant positive effect on employee performance (5) work discipline as a mediator doesn’t act as a mediator on the effect of organizational culture on employee performance, (6) work discipline as a mediator does act as a mediator on the effect of compensation on employee performance, (7) work disciplne as a mediator does act as a mediator on the effect of motivation on employee performance.