This study looks into how men and women perceive professional relationships based on respect for one another. The study generated responses from 113 employees belonging to the private and public organizations in India. The main statistical tools used for the survey are multiple dichotomy analysis and the interclass correlation coefficient. The study revealed that the perspective of men on the subject of respect in the workplace differs from that of women. Thus, where men primarily associate respect with recognition, women, on the other hand, associate respect with fairness in terms of equal access to opportunities at the workplace. The policy implications of this study draw a parity line for men and women at the workplace to appreciate each other, as such relations purport to be indices for the growth and development of organizations. In view of this, elements that promote respect among the organizational workforce should be prioritized when formulating company policies.

Purpose — This paper mainly studies how human development (value-added per worker) and control of corruption (CRPT) impact FDI inflows in sub-Saharan Africa. It also highlights the contributions of gross domestic product (GDP), inflation, population growth, natural resources, and political stability to foreign direct investment (FDI) inflows into sub-Saharan Africa (SSA).Method — The study employs the dynamic panel GMM model to estimate the factors that influence the region's foreign direct investment (FDI). The data span for the research was 33 years (1984 -2016).Result — The survey shows a strong connection between FDI inflow, human development, and corruption control. While human development has a beneficial influence, controlling corruption has an uncomplimentary impact on the growth of FDI in SSA.Contribution — There is a gap concerning human development and corruption control in SSA and how they impact FDI inflows. Researchers have attempted to establish this relationship, but they have mostly opted for individual countries and not predominantly in the Sub-Saharan region. This study contributes to the literature by concentrating on these variables (value added per worker and control of corruption) and how they interact with FDI inflows in the Sub-Saharan region.

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The study proposes an alternative guide for conducting Application Based Exams (ABE) for end of term exams in institutions of higher learning subsequent COVID-19 pandemic and its ripple effect. The objective of ABE is to endorse unceasing convenient learning and assessment as well as surety of inflow of capital for the day to day operation of educational institutions. The IT revolution and steady advancement in telecommunications have brought about sweeping and multifaceted changes; leading to automation and digitization of learning. Further the proliferation of web-based technology and the internet have made online learning possible in the recent years. This has also led to booming of technology entrepreneurs in recent years. The study aims at proposing the ABE as an alternative learning and assessment module for institutions subsequent COVID-19 pandemic and its execution or implementation using modern technological tools like Learning Management Systems. The study identifies that there has been a big shift in learning in the wake of COVID-19 pandemic which makes technological collaborations and IT an inevitable tool in the entire process of delivering and enhancing the pace of learning. Again, the ABE module has been designed to serve as a medium for educational institutions to continue its operations in the event of pandemics. By way of recommendation, the applicability of the module for conducting end of term assessments in educational institutions has to be strengthened through various trials in order to improve its performance. Keywords: COVID-19, Technology Entrepreneurs, E-Learning, Education, Learning Management System.

Technologies have great potential benefit to offer learning and training however this is a complex multifaceted area. Technology based training represents a new recent pedagogical paradigm. While it's still in its infancy, training on the internet is already a reality. Surveys conducted by leading global market research firms have indicated that online learning and training will follow an upward moving graph and that more and more organizations and individuals will implement this mode of training. Though BPO industry is of recent origin in India it has attracted the attention of entrepreneurs and policy makers due to its phenomenal growth. Hence the present study contemplates to find the present status of online training in BPOs, so as to check its effectiveness, potential benefits which firms derive from online training, why firms should implement online training, the limitations of online training. NASSCOM compiles a list of BPO companies registered with it, which was used for the selection of the sample; a purposive sample of 25 BPO companies has been drawn for the study. Managers and training departments need to determine when and if online training is a viable strategy. Organizations today realize that they cannot use traditional training methods if they want to stay competitive. Because product cycles, competitive intelligence, industry information and corporate strategies are moving and changing much faster t han they need to; companies understand that the only way to get knowledge to their employees is through technologically mediated virtual training and learning.