Transformational leadership is as an emerging theory in managerial leadership unlike traditional  leadership, where a leader works with his team members by persuading them along with sharing  responsibilities leading to achievement of unexpected results beyond their capabilities.  Management leaders intends to implement transformational leadership style, yet they are unaware  that it is not enough. Therefore, strategic issues like management of knowledge and organizational  learning must be managed through transformational leadership for consulting firms in order to  develop organizational innovation. The research focused on identifying the correlation between  transformational leadership and employee innovation., A quantitative approach relying on a questionnaire was conducted. The study sample consisted of 371 employees who were selected  through quota sampling from Dubai Customs. The results showed that the relative weight of  transformational leadership amounted to 80.34%, with a mean value of 4.02 and a standard  deviation of 0.34, and the relative weight of employee innovation was 67.99%, with an average of  3.40 and a standard deviation of 0.86. The Pearson correlation coefficient between  transformational leadership and employee innovation R=0.269, which means that there is a  correlation between transformational leadership and employee innovation at Dubai Customs in the  United Arab Emirates. In addition, employee innovation was fundamentally affected by the  independent variable (transformational leadership) and in a statistically significant manner.  Furthermore, the findings showed the adjusted coefficient of determination was 0.166, which  means that 16.6% of the change in employee innovation was due to the influence of the  independent variable (transformational leadership). The study may help Dubai Customs in  developing its employees creativity by developing the transformational leadership of its leaders,  and helps it discover strategic elements for this purpose like management of knowledge and  organizational learning.

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This book explains the implementation, importance and role of the ISO 14000 Standard. It also discusses on how the legislation process of the ISO document is formed. This book is suitable to university students as well as general leaders who yearn to obtain a deep comprehension on the standard of nature management.

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Kemahiran hidup berdasarkan Teori Kemahiran Hidup oleh Pertubuhan Kesihatan Sedunia (WHO) pada tahun 1998 bermaksud kemampuan diri yang boleh membantu seseorang melakukan usaha atau kerja secara berkesan. Kemahiran hidup diperlukan untuk menjalankan usaha dengan sabar sehingga berjaya melengkapkan segala ikhtiar. Seseorang yang berkemahiran baik boleh menjalankan tugas dengan hanya menggunakan sedikit masa, kurang tenaga tetapi menghasilkan keputusan yang berkualiti (WHO, 1999). Ia merupakan asas penting bagi sesebuah isirumah miskin agar mereka dapat keluar daripada kancah kemiskinan. Dalam konteks Malaysia, ukuran kemiskinan yang biasa diguna pakai oleh kerajaan adalah secara mutlak dan ukuran biasa digunakan adalah melalui pendapatan median isirumah atau Pendapatan Garis Kemiskinan atau PGK (Unit Perancang Ekonomi, 2017). Negeri Sabah merupakan satu daripada negeri yang berada dalam Persekutuan Malaysia dan merupakan negeri kedua terbesar di Malaysia selepas Negeri Sarawak. Sabah merupakan sebuah negeri yang paling miskin di Malaysia sehingga tahun 2016 (Unit Perancang Ekonomi, 2017) dan perlu mendapat tempat sebagai agenda kajian ilmiah. Laporan kemiskinan yang dikeluarkan oleh Unit Perancang Ekonomi (2017) menggambarkan insiden miskin di Sabah adalah seramai 11,400 keluarga. Golongan yang dikatakan miskin bagi negeri Sabah adalah mereka berpendapatan PGK RM 1,170.00 sebulan. Kajian terdahulu berkaitan kemiskinan lebih menumpukan kepada beberapa perkara asas iaitu tentang ukuran