PurposeFamily entrepreneurship benefits women because of their economic, family, and social needs. But, as rural women, it is not much easy for them to maintain their family entrepreneurship successfully. Thus, this paper aims to explore the main challenges faced by rural women entrepreneurs in Bangladesh to survive their family entrepreneurship.Design/methodology/approachThis study is qualitative in nature, based on narrative inquiry. The purposive sampling technique was used as a part of a non-probability sampling method to collect the data from rural women entrepreneurs from three districts (Khulna, Shatkhira, and Sylhet) in Bangladesh engaged in family entrepreneurship. No new information was found after collecting the data from seven (07) respondents; thus, they were chosen as the final sample size.FindingsThe findings show that rural women entrepreneurs faced primarily social and cultural, financial, and skill-related challenges, though they face other challenges to survive their family entrepreneurship. The attitude and perception of society toward women and their roles are at the root of social and cultural barriers. Researchers also found that financial challenges have a colossal impact on rural women and the other problem.Practical implicationsAlthough entrepreneurial activities are essential for socio-economic development in these developing countries, this research adds to the existing information by highlighting the main challenges that rural women face when they want to be business owners and entrepreneurs.Originality/valueResearch on rural women entrepreneurship in Bangladesh is limited and new. This study can provide an overview of the challenges faced by the rural women entrepreneurs and provide them with a blueprint for the development of women entrepreneurs in developing countries.

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Recent improvements in Natural Language Processing (NLP) have led to the creation of powerful language models like Chat Generative Pre-training Transformer (ChatGPT), Google’s BARD, Ernie which has shown to be very good at many different language tasks. But as language tasks get more complicated, having even more advanced NLP tool is essential nowadays. In this study, researchers look at how the latest versions of the GPT language model(GPT-4 & 5) can help with these advancements. The research method for this paper is based on a narrative analysis of the literature, which makes use of secondary data gathered from previously published studies including articles, websites, blogs, and visual and numerical facts etc. Findings of this study revealed that GPT-4 improves the model's training data, the speed with which it can be computed, the flawless answers that it provides with, and its overall performance. This study also shows that GPT-4 does much better than GPT-3.5 at translating languages, answering questions, and figuring out how people feel about things. The study provides a solid basis for building even more advanced NLP tools and programmes like GPT-5. The study will help the AI & LLM researchers, NLP developers and academicians in exploring more into this particular field of study. As this is the first kind of research comparing two NLP tools, therefore researchers suggested going for a quantitative research in the near future to validate the findings of this research.

Purpose- This study investigates the impact of intrinsic rewards (Recognition, Training and Development, Work Environment, Participation in Decision Making, and Workplace Flexibility) on primary school teachers’ motivation at the workplace. Design/Methodology- A survey was conducted using a 5 Likert scale questionnaire among the teachers of different primary schools across Bangladesh. A total of 200 data was gathered through random sampling. SPSS 22.0 is used for analyzing the data. The study employed multiple regression and ANOVA, correlation, reliability test, and descriptive statistics to draw the findings. Findings- The study revealed that intrinsic rewards have a significant effect on teachers’ motivation. All the studied variables (Recognition, Training and Development, Work Environment, Participation in Decision Making, and Workplace Flexibility) have found a statistically significant relationship with Motivation. Moreover, recognition and work environment showed the most robust relationships with teachers’ motivation. Practical Implications- Organizations can use this study's results to comprehend the effect of intrinsic or non-financial rewards on employee motivation. Thus, the research findings could help similar institutions design an appropriate reward package with adequate intrinsic rewards to motivate their employees and ensure better performance at work.

Because of the unexpected changes in business practices tempted by the COVID-19 pandemic, human resource (HR) specialists are working hard to guide and help employees in adapting to the new way of working. On the other hand, HR managers must be prepared to cope with the issues that may occur as businesses adjust to the new normal. The goal of this article is to look at the issues of human resources in the post-COVID-19 era. The study identifies and defines some unique problems that any organization's HR department will confront following the pandemic. Secondary data for this narrative literature study was acquired from various sources, including published articles, reports, and websites. The study's findings are the result of a rigorous review of pertinent data. Remote working concerns, workforce engagement, maintenance, more flexibility, maintaining work-life balance, and raising employee morale were highlighted as long-term Human Resource Management (HRM) challenges in the COVID-19 new normal by this study. The importance of this research lies in the implications it has for businesses as they respond to change. HR professionals can use the study's findings to develop successful methods for adapting to the new reality created by the COVID-19 epidemic. This could assist HR leaders in being better prepared for the post-pandemic new business age.