This chapter examines into the intricate relationship between leadership and the development of an organizational culture that personifies resilience. By merging together theoretical insights and empirical research, the chapter examines how leaders influence and shape an organizational resilience framework capable of withstanding and adapting to the collection of challenges posed by a volatile, uncertain, complex and ambiguous world. Leadership is posited as a pivotal force in stimulating a culture that not only reacts to crisis and adversities but also proactively prepares for future disruptions. These disruptions could be of business, technology, etc. This study therefore explores various leadership styles, including transformational and in extremis leadership, and discusses their roles in fostering resilience through strategic foresight, robust communication and ethical practices in organizations. Case studies of different leaders provide insights into the leadership behaviors that cultivate resilience at individual, team, and organizational levels.

Managing emotions helps synergize leadership decisions effectively. Individuals need to understand the relationships that exist between emotions and leadership to achieve organizational goals. This chapter therefore focuses on the relationships that exist between Emotional Intelligence (EI) and leadership across the literature. It aims to understand the relationship between leadership and emotional intelligence and vice versa. A comprehensive bibliometric analysis of scholarly literature on EI in the context of leadership, utilizing data from a total of 650 publications exclusively sourced from the Scopus database using a defined set of keywords. The objective is to explore publication trends, influential authors, core journals, key institutions, and emerging themes that have shaped the intellectual landscape of this field. The data was analyzed using both the Scopus analyze function and VOSviewer software to generate co-authorship networks, keyword co-occurrence maps, and citation analyses. The findings highlight a significant growth in academic interest over the past two decades.

In organizational behavior, management, and business ethics, ethical leadership is a critical area of study that has gained significant attention in recent years. Organizations are facing increasing scrutiny regarding ethical governance and leadership integrity. Various researchers have explored dimensions of ethical leadership, its impact, and its theoretical underpinnings. This chapter presents a bibliometric analysis of ethical leadership research, examining its evolution, key scholarly contributions, major themes, and emerging trends. Utilizing 764 data from the Scopus database, this study employs both the Scopus analyze function and VOSviewer to get different bibliographic data. The map citation networks, co-authorship patterns, and thematic clusters have been derived utilizing both of these. The findings provide a comprehensive understanding of ethical leadership research, shedding light on future research avenues and addressing existing gaps in the literature.

This article discusses the different data collection methods in qualitative research. The data collection method is based on the complexity and depth of human experiences that one needs to capture while doing research. This article explores a range of the most popular qualitative data collection methods, including interviews, focus groups, participant observations, and document analysis. Each of the data collection methods comes with its own sets of detailing unique characteristics, strengths, and potential limitations. This article therefore aims to understand those prerequisites of data collection methods and understand the different data collection methods. It also discusses the context of its suitability for different research designs and objectives. This chapter offers insights into how researchers can strategically select and apply these methods to gather rich, meaningful data. It also aims to equip researchers with the knowledge and skills necessary to effectively navigate the process of qualitative data collection, thereby enhancing the quality and impact of their research.

This article explores the necessity for HEIs to promote inclusiveness for the differently abled community with a focus on the leadership and innovation roles. HEIs need to adopt, embrace and embed inclusivity measures to cater to different needs of learners. Leadership forms a crucial force that initiates and continues inclusive practices, creating an environment of empathy, understanding, and support among the HEI communities. By promoting inclusive education, HEIs fulfil their ethical and moral responsibilities and support the realization of the Sustainable Development Goals (SDGs), especially in areas of quality education (SDG 4) and reduced inequalities (SDG 10). This article supports a comprehensive approach to inclusiveness in HEIs, regarding it as indispensable in attaining wider social development and sustainable progress. The article addresses the much-ignored and long-shed topic of addressing teaching-learning of the differently abled, in the higher education echelons.

Organizational resilience refers to a company's ability to predict, get ready for, respond to, and acclimatize to gradual change and volatility in its business environment. This research article is focused on bibliometric mapping of the organizational resilience research. For conducting the same, Scopus database is used to gather the bibliometric data and also used to analyse few of the results. This research has used different bibliometric techniques for analysing the data. VOSViewer program was used for further data analysis visualization. The present bibliometric study involves 224 documents finally selected from 2000 to September 2024.

Mindful leaders create great working places where employees love to come to work and can be the best versions of themselves through a collaborative and innovative culture. Practices of mindfulness involve consciousness, being aware of oneself and surroundings, and living in the present moment of life. Programs initiated by several leading companies towards mindfulness have helped establish a positive culture where employees are happy. The stress is at its minimal, while productivity and positive outcomes are seen. This chapter therefore studies the cases of a few companies where mindfulness was initiated by their respective leaders, because of their personal experiences of the benefits gained by mindfulness. Therefore, through these case studies, one understands the reasons these mindfulness programs exist and the positive outcomes they create for organizations. The benefits and outcomes of mindfulness practices are discussed in this chapter, helping organizations achieve their goals while keeping the work culture motivated, happy, collaborative, and with innovation at its core.

Artificial intelligence is discussed widely in present times along with its usage. Everyone, including organizations and individuals are using AI for different purposes. It becomes imperative to understand and explore the foundational concepts of AI in the field of education. Therefore, with this objective, the chapter focuses on student perceptions, engagement and the influence of AI tools on learning experiences, understanding of AI, perception, familiarity of students, and its potential to transform learning environments. The data was collected through a detailed survey tool only from higher educational institutions, comprising of 120 both undergraduate and postgraduate students. It discusses their attitudes towards the incorporation of AI in educational surroundings and the usefulness of AI-driven educational tools. This exploration not only sheds light on the benefits and concerns associated with AI but also offers practical recommendations for educators and policymakers to optimize AI integration and foster a more personalized and engaging learning environment.

Emergence of the concept of neurodiversity has challenged the conventional perceptions of neurological differences by encapsulating the diversity of neurological variations such as autism spectrum disorders (ASD), attention deficit/hyperactivity disorder (ADHD), sensory stimuli disorders, etc. The neurodiversity concept asserts that these are natural variations in the human brain, each with its own set of strengths and perspectives. This concept advocates for a shift in societal attitudes, to accept and accommodate neurodivergent individuals, transcending a mere acknowledgment of differences. Perception revolving around and support to individuals with neurological differences, striving for a world that appreciates the richness of cognitive diversity is necessary. Embracing inclusivity is not just a moral imperative; it is a strategic business decision that positively impacts employee satisfaction, innovation, talent acquisition and customer relations, ultimately contributing to the overall success and sustainability of a business.

The quality examination of Indian higher education institutions plays a crucial role in ensuring the delivery of high-quality education to students. This analysis is important in a country like India, which has a large and diverse higher education system. In this chapter, the authors explore the past and present efforts made by various accreditation agencies and organizations in India to maintain and enhance the quality of education in higher education institutions. In order to provide students with high-quality instruction and track any decline in the availability of higher education, several quality control and education assessment units were established in India. This integration between academic learning and the corporate world ensures that students are equipped with the necessary skills and knowledge to excel in their fields. By examining the establishment of quality control units, the role of accreditation agencies, and the impact of accreditation on educational standards, the authors aim to provide a comprehensive understanding of the quality examination process in Indian higher education.

The challenges presented in this chapter will develop an understanding for the coaching practitioners to bring in improvement in their existing practices. This will also help various organizations to understand the relevance of EC and its role in further strengthening leadership learning and development. The viewpoints of researchers presented may help the practicing coaches to be more thoughtful on their practice. This may further inspire independence and continuous relentless learning of coachees. Coachees becoming independent learners and coaches of themselves and others can help practitioners to justify their practice. This study emphasised the importance of role of leadership, organizational culture and support for interventions, training and development of coaches, motivation and self-efficacy to achieve positive outcome in coaching. The study also recommends ways to overcome these challenges to create an optimistic coaching knowledge and experience to further facilitate independence and self-directed continuous learning.

Purpose : This paper focused on a narrative review (NR) of the stresses and conflicts of marketing in social organizations in the disability sector. These stresses and conflicts refer to the challenges, constraints, and other conflicting objectives within a social organization. Methodology : The paper was based on a review of research papers that were gathered from different databases, like EBSCO Host and Google Scholar, and publisher groups like Sage, Springer, Taylor & Francis, Elsevier, and Emerald Publishing. The study adopted inclusion and exclusion criteria for including the papers, and finally, 68 research articles were reviewed thoroughly to understand and highlight the stresses and conflicts of marketing in voluntary and non-profit organizations. Findings : This study found that social organizations face several constraints coming from different areas. Especially with respect to the marketing of social organizations for the differently abled, there are several challenges faced at different levels, like the organizational level, the marketing practitioner’s level, and the donor front. Practical Implications : This paper intended to create awareness amongst the marketing professionals of social organizations of the various constraints that exist in the marketing of these organizations. This will help organizations strategize their marketing initiatives in a more focused manner and tackle the stresses and conflicts mentioned with ease. Originality : This paper portrayed its uniqueness by highlighting the stresses and conflicts of marketing for disability organizations that remain unaddressed in past studies, despite these being the key issues to be overcome for sustainability and existence.

To achieve long-term strategic objectives, organizations are continuously developing and thriving in cutthroat competition. To be successful, organizations need to focus on their talented workforce and keep them engaged for job satisfaction and organizational development. Employee engagement not only helps in developing talented employees for innovative processes but also helps in the sustainable development of businesses. The agenda for 2030 is sustainable development across different countries to attain economic development and sustainability at their core. The organizations are continuously taking action to promote sustainable environmental practices while engaging their employees to achieve their sustainable development goals. The emphasis on SDGs by organizations is immense due to climate change and its impact on human beings' existence and business as a whole. This chapter aims to discover the different threads existing between environmental sustainability, employee engagement, and corporate social responsibility, within the setting of business operations.

In today's highly competitive global business landscape, organizations across sectors are trying to gain advantage over their competitors. To secure this edge, companies are increasingly recognizing their workforce, the human capital, as a pivotal asset for achieving success. Human capital encompasses employees' knowledge, skills, and abilities. The term was initially coined in the 1960s by Schultz (1961) and later expanded upon in the 1990s. Human capital is not confined to tangible skills but also encompasses the well-being of individuals within an organization. HCM has been considered as a key element in an organization's overall value, including intellectual resources. The theories of dynamic capabilities and the resource-based view support the argument that human capital is a crucial driver of sustainable competitive advantage. HCM plays a central role in enhancing employee competencies, fostering knowledge-sharing, and stimulating innovation and creativity.

India has a large workforce employed in Bidi-making in semi-urban and rural cities in India contributing to unorganized sector of the country. The workforce constitutes women and elderly in a large scale. However, there are several cogent socio-economic issues prevalent in this industry due to lack of awareness about the government initiatives. To address the issues of workers related to working conditions and promote socioeconomic equality, various labour laws have been enacted over the years. These laws include provisions for compensation, healthcare, retirement benefits, and maternity benefits for workers. However, the effective implementation of these laws requires workers to be aware of their rights and satisfied with the mechanisms in place to protect them. The government has enacted the social security schemes through an umbrella of laws and regulations namely the “Workmen Compensation Act 1923”, the “Employees State Insurance Act 1948 (ESI Act)”, the “Employees Provident Fund (and Miscellaneous Provisions) Act 1952”, “Workmen's Compensation Act 1923”, “Payment of Gratuity Act 1972” and “Maternity Benefit Act 1960”. Nevertheless, the beneficiaries of these schemes are a handful. Despite working for years in the bidi manufacturing units these workers are not benefitted because mostly they are either not aware of the schemes available or they are dissatisfied with them. The study explores how the lack of awareness and dissatisfaction with these labour laws contribute to socio-economic inequality among bidi workers in the region. 348 participants from the Uttar Pradesh districts of Prayagraj and Kaushambi provided the data. Measures of central tendency, chi-square test, Kruskal-Wallis test, and ordinal regression analysis were used to examine the data. The detailed study showed that these employees have a low level of awareness regarding the Employee State Insurance Scheme and the Maternity benefits provided by the employers. The study gives recommendations related to upliftment of living conditions of these workers and schemes to create awareness about the social security schemes of the government.

Emotional resilience may be seen as the ability of an individual to cope with adversities and bounce back from failures. Emotional resilience requires a high degree of self-awareness, strong self-regulation and a host of other attributes. Factors like stress, burnout, lack of social support and negative thinking are enemies of emotional resilience. Most of the existing models of emotional resilience deal with children, adolescents, the armed forces or patients. They do not take into account factors affecting emotional resilience of an adult in general. This article aims to study the concept of emotional resilience in adults, analyse key factors affecting the same and propose a new theoretical model of emotional resilience for adults. In addition, based on the literature and experiential knowledge of the authors, this article seeks to develop 12 propositions based on the antecedents of emotional resilience in adults.

There has been plenty of research work done in the area of organizational culture and also in the area of empowerment. However, there are fewer studies on organizational culture and teachers’ psychological empowerment in private universities. Organizational culture refers to the set of values, norms, and beliefs in the organization to assist in its smooth and effective functioning. Psychological empowerment talks about the measurements of self-sufficiency, professional growth, position, self-efficacy, affect, and decision-making. This research aimed to find out the type of organizational culture followed in private universities and measure the impact of organizational culture on teachers’ psychological empowerment in private universities in the Delhi/NCR region. The nature of the research was descriptive ; 315 teachers were approached, out of which a total of 250 teachers completed the questionnaire with a response rate of 80%. For collecting the data, a structured questionnaire of organizational culture (OCAI) and psychological empowerment was used along with the demographic details. The results showed that the market culture was the most dominating culture in private universities. The results also indicated that there was a strong and positive relationship between organizational culture and psychological empowerment.

Leadership seeks to create a climate that enables smooth functioning of different operations and fosters innovation in organisation. It is important for an organisation to promote effective leadership in order to enhance productivity and performance of its employees. An effective leader is one who creates a conducive organisational climate to ensure job satisfaction among employees. The present research intended to study the impact of the leadership on job satisfaction, organisational climate and turnover intention in telecom industry of India. For this purpose, the researcher undertook a primary study consisting of the survey method on 356 employees of the chosen telecom companies in Uttar Pradesh region of India. The study concludes that there is significant impact of the leadership on job satisfaction, organisational climate and turnover intention in telecom industry of India.

Biometric technology that involves the identification and verification of individuals by analyzing the human body characteristics has been widely used in various aspect of life for different purposes, most importantly in regard to employee’s attendance; this paper is all about the same. Despite the numerous advantages of the biometric system and its impact to various work sectors across the globe, most biometric technology users face the issue of defining the right and accurate biometric technology system that will be cost effective in solving particular problems in specific environment. This paper is a study of determining the biometricattendance identifier that can be used to enhance their traditional staff attendance system which presently affects the productivity of the organization. The study was conducted using a qualitative (exploratory) approach, it is pure exploring study, where detailed knowledge of Biometrics, Biometrics Attendance System and it’s usage in HR practices is been shared. However the study shows that biometric identifier is effective and economic for the employee attendance management system of the organization as a part of HR practices and therefore implies that the attention should be paid to several factors before recommending biometrictechnology as a means of improvingthe productivity of an organization business processes.