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Leadership Styles and Talent Retention from Higher Education Institutions in Viet Nam. A Conceptual Framework

Truyen Bui Thi Hoang, Trang Nguyen Phu Phuong

Annals of Computer Science and Information Systems

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2021

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Vol. 28

315--319

EN

In recent years, several universities have implemented the accomplishments of the industrial revolution (4.0) in education. This demonstrates the importance of talent retention in the workplace, and brilliant individuals are seen as one of competitive advantage. Managers should have suitable talent management plans because talented individuals are scarce, valuable, and hard to substitute. Through the characteristics that leadership styles will affect, such as reward and recognition, learning orientation, and organizational justice, it will provide the organization with a perspective on the members' feelings about the factors affecting the intention to work long-term at higher education institutions. As a result, the authors propose exploring the talent retention model through leadership styles, which will impact the aspects that employees in an organization feel would be interesting and relevant to them. The authors to guide this study will conduct two phases: qualitative research and quantitative research. To investigate the fundamental factors of leadership style behavior, relating to the talent retention strategy of university leaders in Vietnam, qualitative research will be conducted on 8 universities in three regions. North, Central, and South of Vietnam by semi-structured interview method after interview questions with 8 leaders representing higher education institutions. Quantitative research will be conducted by gathering data from lecturers, researchers from organizations in order to test hypotheses based on the findings of qualitative research.

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A repeated imitation model with dependence between stages: Decision strategies and rewards

Villacorta P. J., Pelta D. A.

International Journal of Applied Mathematics and Computer Science

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2015

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Vol. 25, no. 3

617--630

EN

Adversarial decision making is aimed at determining strategies to anticipate the behavior of an opponent trying to learn from our actions. One defense is to make decisions intended to confuse the opponent, although our rewards can be diminished. This idea has already been captured in an adversarial model introduced in a previous work, in which two agents separately issue responses to an unknown sequence of external inputs. Each agent’s reward depends on the current input and the responses of both agents. In this contribution, (a) we extend the original model by establishing stochastic dependence between an agent’s responses and the next input of the sequence, and (b) we study the design of time varying decision strategies for the extended model. The strategies obtained are compared against static strategies from theoretical and empirical points of view. The results show that time varying strategies outperform static ones.

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Rozwój zawodowy polskich pracowników w firmach brytyjskich i irlandzkich

Kolczyńska I., Piotrkowski K.

Nowoczesne Systemy Zarządzania

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2009

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T. 4, nr 1

199--209

EN

By the access of Poland to the European Union and opening the outside labour markets were observed peculiarly strong need of the professional development amongst our countrymen in foreign companies. In particular our countrymen chose Great Britain and Ireland. Issues presented by authors include issues of motives for taking up work in foreign companies and choices of paths of career above all professional with reference to ones interests and professional predispositions. Results of those surveys were presented in the context of the newest theory and the practice of the management.