Based on some relevant references, this article presents some important tools to evaluate the managing diversity in cross-cultural project teams. The approach used is based on a market survey results. For data collections were used four questionnaires. The four questionnaires are used in order to characterize: intercultural competence, communication style, the emotional intelligence level and the potential role that a person could play when he/she is part of a team. In the research were used five variables: age, nationality, residence (urban/rural), high school graduate and profile. The context of the research was defined by a collaborative and cross-cultural project team that took place in the University of Limoges (France) in 2013. All the questionnaires were applied on a sample of 125 subjects. All subjects worked in collaborative activities or cross-cultural projects. From the beginning, all the subjects were informed about the research context and the data confidentiality. Statistical processing will be performed with the specific version of Microsoft Office Excel 2003 and Sphinx Plus²-Lexica Edition -V5.

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Labor productivity stands between the main indicators assessing national economic conditions and contributing to the economic growth and welfare. This paper adds to the literature investigating the macroeconomic determinants of labor productivity, focusing on the role of the International Organization for Standardization (ISO) quality certification standards. For this purpose we employ a panel data framework for EU-27 countries for the period 2000-2013 and we address potential endogeneity and heteroskedasticity issues, resorting to a two stages least square (2SLS) analysis and to the Generalized Method of Moments approach (system-GMM) proposed by Blundell & Bond (1998). Our findings show no impact of ISO 9001 quality certification on the labor productivity in EU-27 countries. The results remain unchanged when we compare the pre-and the post-crisis periods.

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BACKGROUND: Human resource development in sustainability is a prerequisite of enhancing the success of any organization. Education for sustainable development has been recognized as a key process to support employees’ skills development to positively reoriented their behavior to the sustainable development values and principles. In the article context, based on a synthetic literature review for charting the sustainability taxonomy, there has been created a first general inventory of topics needed to be considered for designing a training program in the field. OBJECTIVE: The objective of the present paper is to identify the general Qualification Matrix defining the training program for sustainability management (based on a training needs assessment study). Furthermore, the research will demonstrate how the training program could be tailor for the case of “management position” research variable. METHODS: First method applied in the study include a synthetic literature review for charting the sustainability taxonomy (creation of comprehensive inventory of topics needed to be considered for designing a training program for sustainability management). Second, based on the sustainability taxonomy, a questionnaire was designed and used in a survey for the training needs assessment. The research sample consisted of 207 respondents, potential trainees that are employees of different companies (from Austria, France, Romania and Slovenia), with a balanced structure of management position and distribution of age. Predictive Analytics Software (PASW, developed by IBM, formerly known as SPSS) for statistical processing has been used for statistical data analyses. RESULTS: The study results have indicated that the most appropriate training methods to be used in the sustainability management training program consists in a combination of: “Theoretical knowledge + examples of good practices + exercises + individual projects”. The process of tailoring the sustainability management training program has been demonstrated for the case of “management position” research variable (with three sub-categories of respondents: top managers, middle and low managers and professionals with no management position) and was based on the defined Qualification Matrix (consists of 5 training units and 19 training elements). CONCLUSIONS: The research have valuable contribution in the field of human resources development, particularly by offering a concrete solution in designing and tailoring a training program for sustainability managers started with the training needs assessment and the Qualification Matrix definition.