Thriving on Emotional Intelligence for Enhancing Equitable Higher Education Institutions | Chapter 8 | Contemporary Issues of Business and Management: The Proceedings of the 10th International Conference on Business and Management Dynamics (ICBMD), Edition 1

The study highlights academics’ potential to appraise, regulate, and utilise their emotions effectively when encountering stressors brought about by adversity. Respondents indicate that the HR department should proactively foster evidence-based, relevant, and academic-specific HR data-driven approaches. Emotional intelligence plays a crucial role in addressing economic inequality thereby contributing to a supportive and inclusive academic environment. Emotionally intelligent academics are better equipped to understand and empathise with diverse experiences and challenges faced by peers, especially those from disadvantaged backgrounds. By promoting a culture of empathy, collaboration, and fairness, universities can empower academics to reach their full potential and reduce economic inequality. A quantitative approach was utilised and a sample size of 360 academics from a population of 1226 was drawn from five campus sites at the University of KwaZulu Natal in South Africa using Stratified Random Sampling. Recommendations amongst others, for fueling academic emotional intelligence proposed for higher education, consist of, fostering an emotionally intelligent organisation and policy formulation through equity, diversity and inclusion.

 

Author (s) Details

 

Prashanti Maharaj
School of Management, Information Technology and Governance, University of KwaZulu-Natal, South Africa.

Anisha Ramsaroop
School of Management, Information Technology and Governance, University of KwaZulu-Natal, South Africa.

 

Please see the book here:- https://doi.org/10.9734/bpi/mono/978-93-49238-29-9/CH8

Determinants of Internal Audit Independence in State Universities | Chapter 2 | Managing Higher Education and Enterprises in Developing Countries Beyond COVID-19: Proceedings of the 9th International Conference on Business and Management Dynamics

Internal auditing has emerged as a solution to the growing tendency towards malfeasance among higher education institutions in developing countries. This malfeasance has resulted in poor service delivery, leading to an exodus of students to go and seek university education in developed countries. State universities have adopted internal auditing as a mechanism to promote good corporate governance and, hence, improve the overall performance of the universities. Internal auditing is defined as an ‘independent, objective assurance and consulting activity designed to add value and improve an organisation’s operations. Internal auditing ceases to add value when it is not independent and objective. The aim of this study is to identify the determinants of internal audit independence in higher education institutions, specifically state or public universities in developing countries. The research uses cases of state universities in Zimbabwe, where 11 interviews were conducted with chief internal auditors to collect qualitative data. The findings indicate that internal audit stakeholders are the main determinants of internal audit independence. The research recommends that the audit committee, top management, and the government should actively and purposefully take steps to enhance and safeguard the independence of internal audit functions in state-owned universities.

Author(s) Details:

Melania Chenjerai,
Cape Peninsula University of Technology, South Africa.

Job Dubihlela,
University of Kwazulu Natal, South Africa.

Frank Makoza,
Cape Peninsula University of Technology, South Africa.

Please see the link here: https://stm.bookpi.org/MHEEDCBCPICBMD/article/view/13193

Adaptability of Language Planning Models for Sri Lanka's Medium of Instruction in Higher Education Institutions: Challenges and Opportunities | Chapter 9 | Research Highlights in Language, Literature and Education Vol. 8

In conditions of seeking the potential of establishing the medium of instruction in Sri Lanka's university institutions, a picked number of language preparation models is scrutinized in the present study. The effectiveness of Haugen's model of language preparation, Donnacha's three-level language preparation view and integrated terminology planning model, and Milligan's system thinking approach are deliberate for achieving the pronounced purpose.The challenges faced by university in Sri Lanka have also been considerate by the paper, emphasizing on the inadequacy of mechanics skills development, interpretation of the quality of graduates, and bias based on skill and language skills. While suggesting any of potential solutions, multi-adjustment to culture through branch campuses and connected to the internet programs, student scholarships, and distance education programs are submitted as major answers to these problems.Ultimately, the item concludes that the choice of the style planning model may believe the context and purpose for that it is being used, but productive language planning can have important benefits for society.

Author(s) Details:

Niruba Sarath Jayasundara,
Department of Languages and Communication Studies, Faculty of Communication and Business Studies, Trincomalee Campus, Eastern University of Sri Lanka, Trincomalee-31000, Sri Lanka.

Wijesekara Mudiyanselage Sumith Dananjaya,
Department of Languages and Communication Studies, Faculty of Communication and Business Studies, Trincomalee Campus, Eastern University of Sri Lanka, Trincomalee-31000, Sri Lanka.

Please see the link here: https://stm.bookpi.org/RHLLE-V8/article/view/11661

Investigating the Total Rewards and Its Effects on Organisational Commitment in Higher Education Institutions | Chapter 6 | Insights into Economics and Management Vol. 7

 Orientation: Higher education institutions play an important role in the creation of skills, which benefits the economy; as a result, high-quality personnel is needed. Retaining special-interest employees in higher education organisations has become a top priority and a requirement for any organization's productivity and competitiveness. Recruiting and attracting top talent has remained a difficult and time-consuming task for human resource managers.

The aim of this analysis was to see how total rewards affected organisational commitment as calculated by the Total Rewards Scale and the Organizational Commitment Questionnaire.

The Aim of the Research: There is a scarcity of research on total rewards' effect on organisational engagement. Academic staff commitment is essential because higher education institutions have a major impact on a country's growth.

The research design, approach, and process used in this analysis was a survey design with a quantitative research method. The survey data was collected using a semi-structured questionnaire. For this analysis, a sample of 279 academic workers was chosen from the total population of participants.

Key Takeaways: Total incentives (performance management, 0.387; appreciation, 0.335; talent growth and career opportunities, 0.328; compensation, 0.231; benefits, 0.213; work–life balance, 0.024) and organisational engagement have a positive and meaningful association, according to the findings. Organizational dedication was explained by 52.3 percent of overall bonus variance. Organizational engagement was significantly predicted by performance management, rewards, benefits, appreciation, talent growth, and job opportunities. Work–life harmony, on the other hand, had a negative impact on organisational engagement.

Managerial Consequences: The study's findings have implications for managers since they must support and facilitate total compensation in order to ensure talent retention in higher education organisations, which benefits both the institutions and the employees.

Contribution: A solid incentives strategy is needed for higher education institutions to attract, retain, and inspire talent. Total incentives can be used to keep employees happy. Furthermore, performance management should be strengthened because it has an effect on academic personnel loyalty to the organisation. Managers with a strong interest in talent retention will find the findings useful, and they can be used to create a rewards plan.

Author (s) Details

Calvin Mzwenhlanhla Mabaso
Department of Software Studies, Vaal University of Technology, Private Bag X021, 1900 Vanderbijlpark, South Africa.

Bongani Innocent Dlamini
Department of Human Resources Management, Durban University of Technology, 19 Aberfedly Road, 3209 Scottsville, South Africa.

View Book :- https://stm.bookpi.org/IEAM-V7/article/view/616

Evaluating the Organizational Performance of Higher Education Institutions in Pangasinan | Chapter 7 | Modern Perspectives in Language, Literature and Education Vol. 2

 The aim of this study was to determine the profile and organisational performance of Pangasinan higher education institutions (HEIs) in terms of quality and excellence, relevance and responsiveness, access and equity, and effectiveness and productivity. Performance measurements are usually categorised as either absolute or relative—It is absolute when performance is measured in relation to a previously established or ideal attribute and relative when compared to a standard performance or a comparable feature of the performance of another organisation. The descriptive research design was made use of in this report. 30 administrators, 711 faculty, 469 non-teaching staff, and 1,689 students responded to the research method. In the analysis of the results, statistical tolls were used such as means, frequency counts, percentages, t-test for independent samples and Pearson Product Moment Correlation. The results show that most of the Pangasinan Higher Education Institutions (HEIs) were classified as small, young and operating on a tiny internal operating budget. The performance level of the HEI administrators, faculty, non-teaching staff and students ranged from "moderately high" to "high" with respect to all the indicators. In terms of consistency and excellence, relevance and responsiveness, access and equity, the performance of HEIs was "moderately high," but "low," along with efficiency and effectiveness. In their performance, administrators, faculty, non-teaching staff, and students differ in consistency and excellence, relevance and responsiveness, access and equity, and effectiveness and productivity. The HEIs' years of life are connected to the success of the administrators, faculty and non-teaching employees. Based on the results, it is concluded that despite their limited internal operating budget and being young in this endeavour, the Higher Education Institutions in Pangasinan are performing and achieving the goals/indicators of quality and excellence, relevance and responsiveness, access and equity, and efficiently and effectively at a high level. However, even with those metrics, there is still space to boost output to a higher level. The HEIs' years of life as an entity are synonymous with the success of HEIs. It is recommended that HEIs constantly review and enrich their curricular programmes, incorporate a purpose-based curriculum for the growth of staff and faculty, and enhance the activities of research and extension through the injection of additional budgets and incentives for faculty members. Further research on the success of HEIs need to be carried out using other variables such as social and economic benefits resulting from the presence of these institutions by the immediate community and the whole province.

Author(s) Details

Josephine S. Lambinicio
Urdaneta City University, Pangasinan, Philippines.

View Book :- https://bp.bookpi.org/index.php/bpi/catalog/book/334