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The learning outcomes are as follows: understanding issues involved in the employee motivation, particularly those engaged in social change and development in emerging economies; develop insights into how to motivate team members by drawing on relevant theories of motivation; and orient students towards the application of these theories in the organization.

Resource cell for juvenile justice (RCJJ) was initiated as a field action project at the centre for criminology and justice, Tata Institute of Social Sciences with the objective of working on issues of children with a special focus on juveniles in conflict with law (JCL). RCJJ aimed at highlighting the socio-legal issues of juvenile children who were in conflict of law providing aid to these children and their families, and working towards their eventual social reintegration. RCJJ also trained stakeholders in the juvenile justice system and facilitated rehabilitation and social integration of JCLs as directed by the juvenile justice boards (JJBs). RCJJ had teams at six places within India. These teams worked with various government institutions, parents and JCLs to eventually effect change in the conditions of JCLs. The social workers engaged by RCJJ had a challenging task of facilitating social integration of the children, in coordination with the police, JJBs, families and lawyers. They had to actively manage help desks at the judicial observation homes where JCLs were housed. The social workers were under great stress because of antagonism from lawyers and police. The JJBs were prejudiced against them for being “outside watchdogs”. This resulted in high demotivation and attrition among employees. Jyoti Mhatre, project manager, interviewed past and present field workers to gauge the extent and reasons for demotivation. This intervention highlighted the positive and negative aspects of the organizational culture and the stress points that were causing demotivation. The situation was alarming and Jyoti had to develop an action plan to improve the motivation of the social workers to bring down the attrition.

Courses in human resource management, organizational behaviour and general management as part of masters-level programmes in business administration and management, and executive development programmes on employee motivation for middle/senior management.

Teaching Notes are available for educators only.

CSS 6: Human resource management.

Organisations operate in diverse cultural environment, which is a challenging task due to absence of cultural knowledge and difficulty in adapting the native culture that usually leads to expatriate failure. In this context cultural intelligence plays an important role in the adjustment of employees. The purpose of the study is to examine the mediating role played by cultural intelligence between cross-cultural training and cross-cultural adjustment relationship. It further analyses the moderating role of cross-cultural training and types of expatriate between cultural intelligence and cross-cultural adjustment relationship.

Set in a large culturally diverse emerging economy context, data have been gathered from 530 managers working in banking sector. Data have been duly assessed for reliability and validity.

The results revealed that cultural intelligence mediates cross-cultural training and cross-cultural adjustment relationship. Evidence from the analysis further suggests that cross-cultural training and types of expatriate moderate the relationship between cultural intelligence and cross-cultural adjustment. Lastly, the managerial and theoretical implications have been put forth for practical and academic perusal.

The study is cross-sectional in nature and data have been collected from single source.

Organisations should design such training programmes, which motivate the managers to successfully complete out of home state assignment and help them to adapt in the cross-cultural situations.

Culturally intelligent employees/managers are able to communicate with people belonging to diverse culture, which results in building trust, loyalty and cordial relationship amongst the people. This will create the feeling of unity in the society thereby bringing national as well as global peace.

The study develops the extant literature on cross-cultural training and types of expatriate as effective intercultural instruments to enhance the capability of the managers to interact and adjust in host region environment.

The social capital theory is increasingly being looked at as a valuable paradigm to understand if community socioeconomic factors influence health behaviours and outcomes. This requires an understanding of the forms in which social capital manifests and the levels at which it operates.

Thus, the purpose of this paper is to study if social capital is associated with health outcomes among older adults in India and providing an estimate of the extent to which the neighbourhood differences in health outcomes among the older adults can be attributed to social capital.

The authors find several forms of social capital to be associated with health outcomes among older adults. The results show that community-level social capital variables collectively explain 12.81% unexplained neighbourhood variation in self-rated health, 2.5% variation in psychological well-being and 11.32% variation in the ability to perform activities of daily living, respectively.

The findings highlight the role social capital plays in serving as a coping mechanism for older adults to survive deteriorating health and social exclusion and call for conscious investment in building social capital.

The purpose of this paper is to explore the high performance work system through ability, motivation and opportunity model (Jiang et al., 2013) and its impact on organisational performance. Further, the mediating role of knowledge management between high performance work system and organisational performance has also been evaluated.

Questionnaire technique has been used to collect the data from managers (n=58) and employees (n=246) working in telecommunication organisations in Jammu and Kashmir (North India). Data collected have been validated using the exploratory factor analysis and confirmatory factor analysis. Hypotheses have been tested through structural equation modelling with the help of AMOS and SmartPLS3 softwares. Further, theoretical, managerial and socio-economic implications have also been discussed.

The study indicates that high performance work system positively affects organisational performance. Further, knowledge management act as a mediator between high performance work system and organisational performance.

The study has been conducted only in the private telecommunication sector (Airtel, Aircel, Tata Indicom, Idea, Reliance, Vodafone). Further, the study being limited to telecommunication sector can be extended in other sectors also.

In order to create superior work system, management should focus on ability-enhancing initiatives such as extensive job training, computer-based training, etc. on regular basis. Employees should be rewarded extrinsically as well as intrinsically to keep them motivated to achieve higher levels of performance. Further, management should empower the employees through decentralisation of authority, participative decision making, etc. Besides this, management should also instil the knowledge culture in the organisation in order to enhance the knowledge capability of the employees.

This study contributes to the literature by identifying the black box using knowledge management to understand the relationship between high performance work system and organisational performance in the telecommunication sector.

The purpose of this paper is to examine the impact of social intelligence (SQ) and emotional intelligence (EQ) on cultural intelligence (CQ) and to further examine the mediating role played by cross-cultural adjustment (CCA) in the relationship between CQ and job performance. Furthermore, the role played by experience and perceived social support between CQ and CCA has also been assessed.

Data were collected from 342 managers working in nationalized banks in J&K (India). Exploratory factor analysis was used for scale purification. Data were validated using confirmatory factor analysis and hypotheses have been tested through structural equation modeling.

The study reveals that EQ and SQ significantly affect CQ. In addition, CCA mediates the relationship between CQ and job performance. Finally, perceived social support and experience moderates the relationship between CQ and CCA. The implications and limitations of the study have also been discussed.

The study is cross-sectional in nature. The study has been carried out in the Indian cultural context, which can be extended to other Asian countries.

The study enhances the knowledge about CQ as an effective intercultural competency. Organization can use the CQ scale as a selection tool.

This study empirically examined the relationship between the predictors and the outcomes of CQ. Further, the study examines the moderated mediation effect of the interaction of CQ and experience and CQ and perceived social support through CCA on job performance.

The basic unit of the family is the married couple who are brought together through various means, the internet being an additional medium. This study is an attempt to capture changes in the realm of family through a detailed analysis of the matrimonial websites in India from a sociological perspective. With the advent of the internet technology, it explores whether and how the internet as a new medium of spouse selection influences marriage choices and family dynamics during match-fixing. It seeks to unweave the individual–family–community dynamics in the context of changing gender norms. The findings of the study are based on mixed-methods through the use of both qualitative and quantitative data gathered from the website and personal interviews. These data were further strengthened through the walkthrough method and participant observation. The findings of this study reflect upon the prescriptive, restrictive and supportive role played by the family in the context of online spouse selection. It also documents resilience and change (in terms of family structure and norms) in the realm of the family in the context of changing matrimonial preferences.

In dynamic business environments, organizations must constantly adapt and learn. Nudging, a concept from behavioral economics, offers a novel approach to influence organizational behavior and learning. This article explores the integration of nudging within organizational learning, drawing from Thaler and Sunstein’s work and organizational learning theories. Also, To investigate nudging’s role in organizational learning and propose a practical nudging framework, while addressing ethical considerations.

The article combines theoretical insights from behavioral economics (Thaler and Sunstein; Kahneman) with organizational learning theories (Argyris and Schön). It discusses real-world nudging applications, like Google's health initiatives, and examines the ethical aspects of workplace nudging.

Nudging effectively influences organizational decisions and strategies by targeting rapid cognitive processes. It finds application in training, performance management, and decision-making, with a critical focus on ethical implications, especially regarding autonomy and non-manipulation.

This study highlights the potential of behavioral economics in reshaping organizational learning, emphasizing the importance of ethical application in developing adaptive, learning-focused organizational cultures.

Nudging offers a promising method for enhancing organizational learning. Applied ethically, it can improve workforce engagement, performance, and adaptability. Future research should focus on nudging's long-term organizational impacts and ethical boundaries.

The purpose of this paper is twofold: first, to advance the knowledge of Circular Business Models (BMs) over linear models by focusing on new dynamics which are unique to developing countries and have mostly been overlooked by contemporary literature; and second, to bring to the fore aspects of human-sphere which are currently under-researched in the circular economy (CE) domain. Therefore, the research explores how collaboration can facilitate the transition of a developing country’s economy through the creation of value from circular BMs and human-sphere.

To fulfill the research objectives, the authors apply natural resource-based view (NRBV) theory to an in-depth case study. The authors draw the data from semi-structured interviews and observations in North African manufacturing companies.

It was found that multi-stakeholder collaboration is pertinent in implementing CE, especially in developing countries. Collaboration between companies, focusing on CE BMs, with other companies/SMEs could lead to technology transfer and organizational learning necessary for resource efficiency (RE) and clean technology (CT) – the basis for CE. The authors propose a model for collaboration as an enabler for CE.

The analysis found multi-stakeholder collaboration to be an important antecedent to CE implementation in a developing country context. Furthermore, the authors found multinational companies who implement CE BMs generate a beneficial symbiotic relationship with local businesses. These benefits mainly revolve around technology transfer and organizational learning which is necessary for RE and CT – the basis for CE. Therefore, to advance knowledge and practice in this area, the authors propose a model for collaboration as an enabler for CE.

The authors argue for the importance of collaboration in advancing CE practices which can yield tangible benefits for developing economies.

This paper helps address the lack of theory driven research in CE. The paper is a pioneer in this research field as it proposes a theoretical framework for collaboration in CE drawing on from NRBV.

This paper highlights how biological waste materials can be used for generating the much needed energy and obtaining nutrient-rich compost for agriculture through anaerobic digestion (AD). The paper further highlights the importance of small and medium enterprises (SMEs) in using AD for converting waste to energy (WTE), leading to many environmental benefits as well as clean energy generation. It would help to reduce pollution, water acidification and carbon emissions that eventually lead to climate change.

The researchers undertook an in-depth study to highlight the role played by an SME in converting WTE and helping towards achieving circularity. An exploratory case-based approach was used to understand value leakage for an AD plant operating on WTE principles in the UK. The plant is still currently active, and it is located in the Midlands, England. Fifteen semi-structured interviews were undertaken with different stakeholders.

This paper reveals the importance of WTE and the significant role played by AD in converting food waste into useful matter. It reports further into the value leakage issue faced in the AD plants. It demonstrates the importance of technological innovation in SME to capture value leakages in a circular model. Most importantly, it demonstrates how SMEs gain competitive advantage and generate value proposition, while they aim for zero waste to landfill objective.

The research involves a case study based on an SME, operating on a circular business model. It will be worth investigating how other businesses could gain competitive advantage. For SMEs interested in AD for WTE, this paper introduces further technological innovation to the AD process to leverage further potential for reuse of waste liquid. Any SMEs entering WTE market ought to take into consideration such design implications.

The paper reveals how the use of waste by SMEs would lead to many environmental benefits as well as clean energy generation. It would help to reduce pollution, water acidification and carbon emissions that eventually lead to climate change. It is useful for addressing the needs of waste food producers and is a cheap raw material for generating energy. The benefits to the public are that it reduces the need for landfill and increases recycling.

The WTE is an effective way of making use of last-stage waste.

Despite SMEs being the powerhouse of the European economies, there is limited research investigating how circular economy (CE) could unlock their potential. Moreover, development of AD in the UK has lagged behind other EU countries. We highlight value leakages and argue how technological innovation should be used to close the value chain loop in the WTE production process. This paper, therefore, demonstrates the important role of an AD process, which involves decomposition of biodegradable materials. It shows that AD is an economically viable and environmentally friendly process of obtaining clean energy at low cost.

Start-ups require a competitive advantage to integrate sustainable practices and develop organizational capabilities to thrive in dynamic business environments. However, implementation of these practices presents several ethical challenges. This study aims to quantify the influence of organizational capabilities (information technology capabilities and organizational virtues) on start-ups' competitive advantage and readiness to implement environmental, social and governance practices.

This study employed a survey design, and data were collected from 320 start-up founders and/or managers in India. The data were analyzed using Smart PLS 4.0.

The findings suggest that organizational capabilities, including information technology capabilities and organizational virtues, play an important role in enhancing start-ups' competitive advantage and readiness to implement sustainable practices. Dynamic capability mediates these relationships, while entrepreneurial orientation moderates the relationship between organizational virtues and dynamic capability.

This study has significant implications for organizations implementing sustainable business practices through the development and nurturance of organizational virtues and information technology capabilities. The study is also useful for leaders, managers and entrepreneurs in training and development, managing tradeoffs and maintaining important organizational capabilities to establish a balance between people’s concerns, the environment and profits.

Few studies have examined the role of organizational capabilities, sustainable business practices and competitive advantage in the context of start-ups. This study contributes to the literature on sustainable entrepreneurship and organizational capabilities.