In various institutions, talent management can be seen as a response to changes affecting the workplace such as the industrial revolution, the rise of labour unions, globalisation and competitiveness. Health care institutions need to and are interested in managing talented people to ensure high quality care, long term competitiveness, sustainable prosperity and continuous development. This is to achieve the goal of health care which is, delivering safe, effective, efficient, timeous and equitable health care. The purpose of this article was to identify antecedents that influence effective talent management in public health institutions in Uganda. The research findings reveal that an enabling work environment, a stable working environment and career development highly influence effective talent management than organisational support and employee satisfaction. Even though job autonomy and personal value effectively influence talent management, management in public health institutions need to realise the importance of nurturing and monitoring job autonomy and acknowledge personal values to effectively enhance talent management.

The objective of this study was to investigate some of the problems associated with the introduction and successful management of Employee Share Ownership Schemes (ESOPs). An ESOP is a participative management approach that appeals to some of the needs of both employees and management. The study considered how perceptions of ESOPs can be influenced and managed through managerial antecedents such as trust, empowerment and communication, and empirically measures their impact on outcome variables such as organisational commitment.The empirical findings revealed that if employees have positive perceptions of their firm’s ESOP (the value and benefit for them) they are more likely to be committed to their firm (organizational commitment) and organizational commitment has been shown to lead to a host of benefits for the firm.

Despite the worldwide importance of the restaurant industry, there is a lack of research, specifically within the emerging market context, regarding the antecedents and patronage outcomes of service encounter experiences in the restaurant industry. Especially in the services marketing domain, service encounter experience is an emerging concept. It is important for businesses such as restaurants, and their management, to identify the factors influencing their patrons' service encounters and the effect of the delivered service encounters on business success. The primary objective of this study is to determine the antecedents and patronage outcomes of service encounter experiences of patrons in the Zimbabwean restaurant industry. A convenience sample of 400 respondents completed a self-administered questionnaire focusing on how four selected antecedents influence service encounter experiences, and how service encounter experiences relate to three selected patronage outcomes. From a quantitative analysis, three of the antecedents proved to significantly influence service encounter experiences, namely ambience factors, service quality delivery and typology of patrons. In addition, the empirical results showed statistically significant relationships between service encounter experiences and both re-patronage intention and patronage loyalty. The study contributes by providing practical recommendations to restaurant managers, based on the results, to improve the success rate of restaurants operating in emerging markets. P MUKUCHA C ROOTMAN NE MAZIBUKO

Retail competition, Developing economies, Retail strategy,