Business Administration Research Papers

Crisis management during Organizational Changes

2025-02-05T10:58:06+04:00

Effective crisis management is especially critical to ensure stability and consistency during organizational change. Organizational changes often create uncertainty and potential disruptions that can escalate into crisis if they aren’t properly managed. This abstract explores the strategies and recommendations that are necessary for crisis management during significant transformation periods.

Proactive planning is the key to effective crisis management. Organizations must anticipate potential risks and develop comprehensive crisis management plans, that include clear protocols and response strategies. These plans should be updated regularly to ensure that they are relevant and effective in relation to the organization's current context and environment. This kind of plan should also be reinforced through simulations and training to ensure a readiness to translate theoretical plans into actual activities.

Transparent communication is another important component. In times of change, clear and consistent communication with all stakeholders - employees, customers, investors and regulatory institutions - is vitally important. This consists of providing timely updates, solving problems, and managing expectations to maintain trust and morale. Reliable evaluation and monitoring of risks are also necessary.

Organizations must identify and evaluate potential risks associated with changes and implement strategies to mitigate them. Continuous monitoring allows detecting problems arising at an early stage, that gives oportunity for ensuring rapid response and preventing escalation. The importance of maintaining stakeholder trust cannot be overstated. Building and maintaining trust through ethical behavior, accountability and transparency is critical.

Organizations must involve stakeholders in the change process and share their opinions when solving problems. A responsive and adaptive approach is the key to effective crisis management. Organizations must be flexible, able to change their strategies and operations as new information, and circumstances arise. This flexibility helps reduce potential delays and ensures faster response times. Promoting a stable organizational culture is equally important. A culture that encourages problem solving, collaboration, and continuous improvement helps organizations navigate change more effectively.

Cyber Risk Crisis Simulation Exercises for the Financial System

2025-02-05T11:04:04+04:00

Cyber Risk Crisis Simulation Exercises for the Financial System

From Digital Twins To Digital Employees: Redefining Human-Centered Learning in Organizations

2025-02-05T11:14:50+04:00

AI and GenAI change the game in Learning and Development systems design and management. Digital employees put the concept of digital twins on a new page in organizations. Digital employees can take on some routine tasks, if properly taught, and can learn some perishable skills, that need permanent renewal, like technical skills (need update and upskilling), policies, procurement, customer support, data gathering, and others. This shift opens more opportunities for real-life employees to focus on their durable skills of the long-term value, like leadership, critical thinking, emotional intelligence, self-awareness, resilience, drive, curiosity, and social skills.
Digital employees change the whole concept of organizational learning and will be a critical part of designing human-centered learning and development systems in business organizations.

About one method of pricing an insurance product

2025-02-05T11:34:13+04:00

About one method of pricing an insurance product

Black-Scholes Model and Martingale functions of a Brownian Motion

2025-02-05T11:35:29+04:00

Using a description of time-dependent martingale functions of a Brownian Motion and some natural assumptions (axioms), we show that the evolution of the asset price process should follow to the geometric Brownian Motion.

How to Achieve Synergy Effects in Digital Ecosystems

2025-02-05T11:40:26+04:00

How to Achieve Synergy Effects in Digital Ecosystems

Research Methodology for Staff Motivation & Values-Based Framework Within Educational Institutions

2025-02-05T11:45:06+04:00

This paper defines the need and methodology for research necessary to better understand the real and practical aspects of what motivates university-based employees and what are the underlying values of those employees that affect their performance. How those values coincide with the values of the institution are also relevant in the way the performance of the employees enhance the performance of the institution. The final dissertation will result in a relevant (and usable) menu of performance incentives to match with each employee or set of employees that will then also enhance the values and performance of the institution.

The research methodology has been revised in 2024 to recognize and reflect trends in higher education, evident in Georgia and globally, of the inclusion of Undergraduate Medical Schools in university programs. Further, societal changes must be considered that affect employee motivation and values due to the re-prioritization of health concerns, remote work options and work life integration/balance stemming from the Covid Pandemic. Similarly, and especially within the education sphere, has the emergence of Artificial Intelligence (AI) influenced staff motivation and values?

An overarching phrase that has become more common and is at the core of this research is that of “Inclusive Workplace”, which in my definition in the context of this project, means that each employee, regardless of any differences in role, level, gender, orientation, etc., is recognized as a valued member of the institution, by themselves and the university. This has always been the ultimate goal of a menu of performance incentives for each employee that also enhances the value and performance of the institution.

These revisions are explained in more detail at the end of this paper.

Optimal harvest problem based on the size structured stochastic model

2025-02-05T11:49:03+04:00

We consider the problem of finding the optimal harvesting effort that gives the maximal yield for the size-structured population model. A stochastic growth equation is given whose solution density satisfies size-structured population growth equation and boundary conditions.

Characterization of Variance Optimal Equivalent Local Martingale Measure and Stochastic Volatility Model with Small Diffusion Coefficient

2025-02-05T12:40:58+04:00

Characterization of variance optimal equivalent local martingale measure plays key role in several important problems of statistics of random processes. For stochastic volatility model with small diffusion coefficient the given characterization is used for robust statistic purposes.

The Importance of Loyalty Programs Today: The Case Study of Georgia

2025-02-05T12:45:13+04:00

In the contemporary global struggle for market shares, most companies use loyalty programs to extend customers, increase interaction, and contribute to revenue growth. In Georgia, like in many other nations, loyalty programs have changed from the old regular point based programs to highly data-leveraged and automated ones as well as programs which integrate artificial intelligence and mobile platforms. The aim of this research is to assess the relevance of loyalty programs in Georgia looking at client perspectives, business frameworks and in actual assessment the success of loyalty programs in practice, particularly their genesis and operationalization. With case studies of businesses in Georgia as well as of international companies in Georgia and focus group discussions and quantitative questionnaires, this research pursues to explore and explain such factors as how the local market and global market operate and how do they coexist in Georgian context. Apart from that it also addresses how onsite loyalty programs are effective on retention of consumers and the engagement that results from it as well the recent developments that confirm where the future of the loyalty programs are heading.

Transformational Leadership in Change Management in Educational Organizations

2025-02-05T12:53:54+04:00

The idea of transformational leadership is examined in this essay, along with how important it is for managing change in educational institutions. Transformational leaders offer a clear vision for change, encourage cooperation, and successfully handle resistance in an educational environment that is changing quickly due to social pressures, pedagogical shifts, and technology improvements. The four main pillars of this leadership style are: Idealized Influence, in which leaders set an example of excellent behavior; Inspirational Motivation, which inspires stakeholders to work toward a common goal; Intellectual Stimulation, which fosters innovative problem-solving; and Individualized Consideration, which attends to particular needs and concerns. (A, 2013)

In order to ensure long-lasting change, transformational leaders foster resilience, establish trust, and provide staff, students, and educators the confidence to embrace new approaches. They are essential in managing difficult changes like curriculum revision, technological integration, and inclusion initiatives because of their capacity to strike a balance between organizational and individual requirements. Long-term success is ensured by integrating change into institutional processes through the cultivation of an innovative and adaptable culture. The transformative potential of such leaders is examined in this study, emphasizing their vital role in bringing educational objectives into line with the needs of a changing world and fostering conditions where stakeholders may flourish in the face of change.

Valuation of Investments in Gold

2025-02-05T12:56:19+04:00

In the article it considered investment in the gold and uncertainty of the gold market. Constructed the synthetic portfolio to protect price drop of the gold and estimated amount to support this portfolio.