An industrial dispute may be defined as a conflict or difference of opinion between management and workers on the terms of employment (Kornhauser, Dubin and Ross, 1954). In today`s business world, competition is the order of the day. Production, quality, profits and corporate social responsibility are critical areas where companies can improve competitive edge. To attain competitive edge, companies must first ensure cooperation and harmonious relationship between all stakeholders. The general aim of the study was to investigate the causes of industrial disputes in the garment factories in the Export Processing Zone (EPZ) Athi-River, Kenya. The study employed a descriptive research design to determine what caused the disputes and what the possible solutions were. The study population consisted of the shop stewards and human resource managers working at the four garment factories that were in operation at the time of the study. The research instrument used was a questionnaire administered to the respondents. It was established that working conditions, pay rates, terms of employment and employee relations were the main causes of the disputes. Weak trade union movement, inefficient and inadequate social security, lack of employment benefits, opportunities for training, promotion, trained personnel at the health service, short contract and low pay are the main problems encountered by those working at the EPZ. The study recommended that employee’s welfare and working conditions are important factors to be considered by any employer. Both supervisors and workers should work on their relationship and change attitude towards each other. The terms of employment should be looked into as many employees are unhappy with the terms of employment especially the short contracts and majority feel they are not recognized or awarded for their contribution to the organization. On the other hand, employees need to understand clearly the company policies, rules, regulations and procedures in place. This can be initiated by management providing employee with manuals or handbooks. There should also be clear channels of communication in the organization to enhance smooth operation, understanding and enhance healthy industrial relationships.

The purpose of this research is to present a critical assessment of Islamic work ethics (IWE) of employees in public and private organizations in the United Arab Emirates (UAE). The work uses a quantitative survey method to gather the opinions of employees in both public and private organizations in the UAE on IWE. The findings of the study revealed that the ability of a worker to balance his or her personal and organizational needs in the workplace meant success in his religious and organizational life. Also, findings showed that being productive in work organizations should not be tied to the amount of money one gets, and that illicit behavior like stockpiling grains and other essential commodities for the purpose of profit - making in times of need is unethical and un-islamic. This study clearly indicates the need for employees and managers to uphold the Muslim teachings which can be manifested in their daily work attitudes (best practices) in various organizations. The study highlights the various ethical variables that employees believe are essential to work organizations while keeping faith to the Islamic religion.

The purpose of the research has been preparation of the univocal methodology of integrated risk management and usage of the system and technological solutions as a manner of quality, environmental and occupational risk optimization. The methodology used for the analysis has included a proposition of system, technological and cost aspects of integrated risk management. Particularly the methodology management should be based on the optimization of the risk and realized as the integrated operational control as well as on the monitoring of integrated system risk. Findings of the research, which have been conducted on the basis of the prepared methodology, are as follows: one of the manners of the integrated risk reduction is application of the univocal method of integrated risk estimation, which should be specific for the organization. Results of the integrated analysis should be a starting point for the minimization of the integrated risk by assuring processes continuity both on organizational and technological level. Practical implication, confirmed in the chosen production organization, can be applied in case of any organization, which wants to manage the integrated risk in the complex meaning of clients’ requirements, natural environment protection and safety conditions assurance.

The study aims at presenting the position and role of marketing databases in the enterprise’s market operations and achievement of sales targets. The study identifies the following elements pertaining to the discussed issue: essence and parts of the database marketing, significance of the database marketing in the process of target segments service, database and customer relationship management as well as the problem of the customers’ privacy in relation to their data being used and processed by market entities. It should be emphasized that the informational systems constitute the basic elements supporting the process of sales management and service of the company’s target segments. It should be stressed that for the trade marketing the identification of a recipient type is of significance, which is presented in this study with reference to the database marketing. The database may also contain the information on products, departments and sales force involved in a specific marketing action. With such database at their disposal the companies become mobile in terms of their offer adjustment to the market requirements, while by making the customer the central point of their focus, their marketing becomes an essential and effective tool of building their relationship with the customer. The database development in order to identify the potential customers is a significant project of impact on the efficiency of marketing and the process of target market service, both for small and large enterprises.

This paper aimed to identify and analyse the evolution of the generic pharmaceutical market in Brazil, specifically olanzapine drugs. For this purpose, it has been demonstrated trends through access free tools. By bibliographical survey in indexed databases as well as official data in Brazil for generic drugs and public policy, it was analyzed and performed a case study . In 2012, global pharmaceutical industry surpassed US$ 950 billion in sales with trend to reach US$ 1,2 trillion by 2016. In Brazil market has grown in its global ranking, jumped from 10th place to 7th place in five years and projection it’ll stay Top five by 2015. Brazil has significant presence in pharmerging markets by increasing US$ 10 billion/year. Generics segment accounts approximately to 20% of the total market. 2003-2011 registered a growth of 42.3%. Patents expiration in the neuroleptics area becomes more promising like a market of olanzapine in the last eight years is around US$ 120 million. After the end of the olanzapine patent (2011) sales increased 270% which demonstrate potential Brazilian market in this new century. Management problems for developing nations and undeveloped such as network management and patents analysis for health care might reveal great opportunities for investors, e.g., creation of the Big Brazilian biotechnology pharmaceutical industry.

Indisputably, networking offers many benefits in business. However, at the same time, it may also restrict the freedom of its actors. The aim of the paper is to complement the knowledge on the benefits and delimitations of networking by a two-step process. Firstly, the actors’ aims for independency and associability in their business relations are examined and based on these aims, different tendencies for networking are found. Furthermore, the paper discusses the resource portfolios of actors, and searches linkages between the actors’ resources and their networking tendencies. The research question of the paper is: “How the resource portfolio of an actor correlates with its tendency to form networks?” Case study research is used as the research strategy. A group of Finnish biomass heating enterprises is studied as the case, and four groups with different networking tendencies are recognized and further assessed. The results provide evidence that the actors tend to form different networks which differ from each other by the power relations and the openness of sharing social capital. In addition, it is noted that the actors differ in their resource portfolios. That creates dissimilar motives for cooperation and networking which are well-reflected with the four networking types found in the study.

The current highly competitive and unstable business environment, the requirements of the knowledge society and the development of new technologies is a reality which presents new challenges directed at various areas of the society, including human resources, to organizations and their management. It is becoming increasingly evident that the quality of human capital and practical implementation of human resources development are ones of the decisive factors of organizations´ success and competitiveness and a key source that considerably determines the operation and economic performance of organizations. Generally, the definitions of talent management can be distinguished in terms of a broader or narrower concept. In the narrower sense, talent management is primarily focused on individual processes or sub-groups of employees. In the broader sense, talent management is viewed as a complex, integrated and holistic system that integrates all the components of talent management.