The purpose of this article is to develop a conceptual framework to describe ‘socially responsible diversity management’. This framework seeks to demonstrate that the desired social justice outcomes of affirmative action programs and the business benefits of diversity management programs can be achieved but only by undertaking initiatives at a number of levels. Traditional approaches to afirmative action have been unsuccessful in achieving their goal of equitable labour market outcomes and it is unclear that diversity management programs have contributed to business outcomes. The article argues that neither affirmative action nor diversity management has been able to fully achieve its objectives because of a number of limitations. The article argues that organisations can achieve better business outcomes, as well as equity outcomes associated with a diverse workforce, by adopting a relational, multilevel framework of managing diversity. Such a framework provides for the creation of what is termed ‘socially responsible diversity management’.

Socially Responsible Diversity Management

The purpose of the paper is to highlight the role of microfinance for women empowerment. The study is a descriptive study design. Many developmental activities and programs are implemented in the society but microfinance programs are strong rural based and deprived women oriented and targeted to the marginalized people. Microfinance is an effective and powerful instrument for women empowerment. The number of challenges ahead of women empowerment are poor economic status, illiterate, unskilled, unemployment, low access in land, housing, transportation, electricity and family decision. It is considered as one of the most effective poverty alleviation tools. Microfinance services are considered as an entry point or vehicle towards empowering women. Members of microfinance institution (MFIs) have more contribution to saving and income generating activities, household decision making and activities beyond household sector. Although many programs have been implemented for poverty alleviation, only microfinance programs are seen as poor and rural women based. Microfinance is one of the best alternatives to generate self-employment specially the poor women in the rural areas. It provides services to them who have no collateral to offer against the loans. Women who could gain access to microfinance services have been able to create self-employment opportunities and have been economically and socially empowered through increased income through small projects. Microfinance has a profound impact on the economic status, decision making power, knowledge and self-worthiness of women, community activities and self-help group programs. The study reveals that there is a positive relationship between microfinance and women empowerment. Microfinance becomes catalyst for social change and women's empowerment.

Microfinance for Women Empowerment: A Review of Best Practices

This study aims to enhance loan approval decision-making in the digital economy using an interpretable machine learning approach. The primary research question investigates how integrating an interpretable machine learning approach can improve the accuracy and transparency of loan approval processes. We employed LightGBM, a gradient-boosting framework for loan approval classification, optimized via Random Search hyperparameter tuning and validated using 10-fold cross-validation. We incorporated the Shapley Additive exPlanations (SHAP) framework to address the challenge of interpretability in machine learning. The LightGBM model outperformed conventional algorithms (Decision Tree, Random Forest, AdaBoost, and Extra Trees) in accuracy (98.13%), precision (97.78%), recall (97.17%), and F1-score (97.48%). The study demonstrates that using an interpretable machine learning approach with LightGBM and SHAP can significantly improve the accuracy and transparency of loan approval decisions. This method offers a promising avenue for financial institutions to enhance their loan approval mechanisms, ensuring more reliable, efficient, and transparent decision-making in the digital economy. The study also underscores the importance of interpretability in deploying machine learning solutions in sectors with significant socio-economic impacts.

Enhancing loan approval decision-making: an interpretable machine learning approach using lightgbm for digital economy development

The Impact of Workforce Diversity on Organizational Performance: A Case Study of Aar Group

In today’s competitive corporate environment, cultural diversity significantly impacts a firm’s profitability. The workplace is an environment where people with different cultures can meet to collaborate and support the values and aims of the corporation. The current research is aimed at investigating the role of management in handling cultural diversity in the workplace. The qualitative research methodology is adopted to review the literature to address the research problem. The researcher reviewed the literature from 2019 to 2022. The findings have shown that cultural diversity could increase the performance of a business by bringing creativity, innovation and other beneficial elements to the firm. Though, it has certain drawbacks that can be addressed by appropriate handling by management. The management should devise proper strategies to promote tolerance, acceptance and respect for cultural diversity. 

/pdf/cultural-diversity-in-workplace-and-the-role-of-management-13tscf4o.pdf

Cultural Diversity in Workplace and the Role of Management

Human capital is an important asset for any organization. Physical and capital resource can be mobilized properly through human resources. Physical and capital resources by themselves can not improve efficiency or contribute to increased rate of return on investment. The efficiency of capital and physical resource can be achive through combined efforts of human resources. This paper is descriptive design. The study tackled areas of workforce diversity effects on diversity of performance of employees and how workforce diversity can be managed to the positive outcomes of an organization. Workforce diversity is combination of different caste, gender, age, attitude, relirion, ability, skills, region, perception, race, sex, experience and cultural differences. It is the differences and similarities between the employees of any organization. It is the process of bringing verity of people in the same workplace. Effective management of diversity recognizes that people from different backgrounds, culture and experience can bring new ideas to the work place. Workforce diversity leads an organization in to creativity, innovation, able to retain talent workforce, enerzize people and boosts them and reduced greviences. Workforce diversity promotes creativity, innovative problem solving, productivity and increase cultural diversity, increase in enterepreneural behavior and values within employees. Diversity management emphasizes on building specific skills, creating policies and drafting practices that get the best from every workers. So, diversified workforce provides various advantages to organization (i.e. creativity, change adoption, problem solving, new thinking and thougth, flexible adoption to organizational change and beliefs). The study revels that there is a positive correlation between good workforce diversity and organizational change.

/pdf/managing-work-force-diversity-key-successful-factors-19b0pyzb76.pdf

Managing Work force Diversity: Key Successful factors

This study concerns the key factors of performance of the Nepalese microfinance institutions (MFIs). The principal goal of the study is the identification of necessary operational performance of MFIs. The determinants influencing MFIs' performance were identified using descriptive, correlational, and casual-comparative study methodologies. The study's conclusions demonstrated a strong correlation between MFIs performance and information technology, loan lending processes, and regulatory environment. The regulatory Framework seems to be an important factor in Nepal's microfinance performance as well. The study also discovered that MFIs performance is significantly influenced by the loan lending system, regulatory environment, and information technology. The study discovered that the loan lending system, regulatory framework, information technology, loan lending system, employee motivation, management system, effective risk management, and regulatory framework have a positive link with the performance of MFIs and significantly affect it. Additionally, it shows that the operational effectiveness of MFIs in Nepal has no correlation with employee motivation, management system, and effective risk management. The study's findings will be helpful to all parties involved with MFIs, including investors, regulators, legislators, and BFIs. According to the outcome, operational efficiency significantly affects the viability and continuation of service of Nepalese MFIs.

/pdf/determinants-factors-of-microfinance-performance-in-nepal-2si55xuf.pdf

Determinants Factors of Microfinance Performance in Nepal

The main purpose of this paper is to highlight the challenges and prospects of microfinance program in Nepal. This study is based on descriptive research design. Microfinance has the potential to have powerful impact on poverty reduction and women’s empowerment. Microfinance institutions (MFIs) have two missions: outreach through poverty reduction and sustainability. Nepalese microfinance sector faces numbers of challenges like overcrowd in certain geographical region, multiple banking, unhealthy competition, political unawareness, mission drift, and high rate of member dropout, high rate of employee turnover, over-indebtedness, loan overdue, constraint resources and lack of entrepreneurial centric program. Nepalese microfinance institution needs to create healthy environment of microfinance sector with the aim of social responsibility. MFIs need to move beyond the traditional micro credit methodologies and innovative through digitization to extend financial services more effectively to the rural people. This study focuses on current picture of Nepalese microfinance industry which explores current issues. The findings of this study is useful and applicable in BFIs, microfinance expert, economist, regulator, and decision makers. 

Challenges and Prospects of Nepalese Microfinance program: A Mini Review

The main aim of this study is to examine the impact of teacher's professional development on classroom delivery. This study has adopted quantitative research design collecting primary data through the structured questionnaire based on cross sectional data. The findings show that the effectiveness of training beliefs on teachers’ professional development and non-financial benefits have a significant impact on better classroom delivery than the financial rewards and role of training. The study also reveals that the training and capacity development programs have a significant impact on classroom delivery, classroom management, learning and teaching materials, ICT application in the classroom, and professionalism. Thus, findings of the study show that non-financial motivational tools need to introduce for effective and efficient classroom delivery rather than financial rewards. The results of the study would help teachers, planners, local government, and the federal government educational body to take effective action in order to improve teachers’ classroom delivery for better student achievement. 

Factors Associated with Teacher’s Professional Development for Classroom Delivery: An Evidence from Community School in Kathmandu, Nepal

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