Search results

Approaches to land use planning have gone through considerable evolution during the past 30 years. Western nations have learned hard lessons about the consequences of not considering ecological process and structures when undertaking land use planning, development, and when harvesting resources. As a result, modern concepts of conservation biology and landscape level planning have developed and are beginning to be implemented in North America, Europe, Australia and portions of South America. An approach to ecological based landscape planning, as developed through several applications in Canada, is discussed. The approach incorporates principles of conservation biology and relies heavily on abiotic landscape components for mapping and interpretation. Landscape planning is defined and discussed according to three key components: (1) the planning framework; (2) ecological analysis; and (3) implementation of the whole. The planning framework includes the goals and objectives of the plan which is based on prevailing socio‐cultural values. The analysis attempts to determine full landscale representivity then maximize ecological integrity.

In the contemporary globalized sports industry, it is crucial for sport employees to cultivate an essential capability – cultural intelligence (CQ) – to excel in culturally diverse sport environments. The purpose of this study is to propose a comprehensive conceptual framework of sport employees' CQ for enhancing management practices in sport organizations.

By conducting a thorough literature review of relevant business and sport management literature, this research offers a synopsis of CQ and advocates for the advancement of a developed conceptual framework for sport employees' CQ (CQ-SE).

The conceptual framework of CQ-SE is proposed to facilitate employees’ effective integration into diverse environments within sport organizations. This framework identifies predictors that enhance sport employees’ CQ, moderating factors to provide deeper insights into these relationships and outcomes at individual, group and organizational levels. We additionally elaborate on the anticipated benefits for stakeholders, given the services provided by sport practitioners.

This study is one of the initial endeavors to conceptualize the concept of CQ for sport employees. This study contributes to the literature on sport organizational culture and human resource management by emphasizing the pivotal role of sport employees’ CQ in promoting greater inclusivity in sport organizations. We encourage sport management researchers to explore the application of CQ in sport contexts and empirically test the relationships proposed in this framework.