Innovation management is an organizational iterative process of seeking and selecting new opportunities and ideas, implementing them, and capturing value from the results obtained. In the defense sector, due to the increasing interdependence between military capabilities and technology, countries have adopted innovation management approaches to drive the modernization of their defense industrial bases, promoting the development and integration of advanced technologies. This study presents an original systematic literature review on innovation management approaches applied to defense in developing countries. After the phases of identification and screening, 62 documents both from academic and gray literature were analyzed and categorized into 22 distinct approaches. The advantages, disadvantages, contexts, and potential applications of each approach were discussed. The findings show that the appropriate use of these approaches can strengthen the innovation capacity and technological independence of late-industrializing countries, consolidating their position in the global defense landscape and ensuring their sovereignty and continuous technological progress.

This paper analyses the impact of an integrated business management system on business operations in trade in Republic of Croatia. The integration of management systems provides various benefits to a company, so the aim of this paper is to analyse the impacts of integrated management systems on the business operations of trade companies in the Republic of Croatia. The purpose of this paper is to examine and analyse, but also to adequately theoretically argue the impact of transformational leadership, quality culture, and the degree of integration on the development of integrated management systems. Empirical research investigated integrated management systems in companies in the trade sector in the Republic of Croatia. Based on the set conceptual model and research results, we conclude that companies with a highly developed quality culture have proven management system integration. Our research didn’t confirm the significance of transformational leadership in interpreting changes in the degree of management system integration, but it highlights the positive correlation between the application of quality culture and integration; confirms the substantial impact of integrated management systems on both internal and external benefits, emphasizing its strategic imperative for sustained business success.

For centuries, stem cuttings harvested from sexually mature trees have been recognized to be more difficult to root than those from juvenile shoots. This has been poorly understood and attributed to a combination of ontogenetic and physiological ageing. The recent suggestion that micro-RNA may play a key role in phase change has stimulated a re-examination of some old data that identified pre-severance light x nutrient interactions affecting the rooting ability of stem cuttings. This was linked to vigorous growth and active photosynthesis without constraint from accumulated starch. Support for the prime importance of physiological factors was also obtained when seeking to induce physiological youth in the crowns of ontogenetically mature trees by the induction of roots within the tree crown. Meanwhile, at the other end of the phase change spectrum, floral initiation occurred when the opposite set of environmental conditions prevailed so that growth was stunted, and carbohydrates accumulated in leaves and stems. A re-examination of this literature suggests that rooting ability is driven at the level of an individual leaf and internode emerging from the terminal bud affecting both morphological and physiological activity. In contrast, flowering occurs when internode elongation and assimilate mobilization were hindered. It is therefore suggested that the concepts of juvenility and ageing are not relevant to vegetative propagation and should instead be replaced by physiological and morphological ‘fitness’ to root.

Apple farming is a new production venture across the North Shewa Zone. Its production, harvest, postharvest handling, and marketing status are not well known. This study was conducted to assess the above-lined situations across the district. Four representative locations, Asabahir, Tsigereda, Tengego, and Godnamamas were selected based on their apple production status. Then, a total of 88 respondents were randomly selected and interviewed by a structured questionnaire. The data were analyzed by descriptive statistics of percentage, standard deviation, and chi-square tests. A larger percentage of farmers are male (82.9%), in their active production age (41.7%), and produce apples in their backyard (85.25%). The agronomic management of fertilization, pruning, training, and plant spacing deviate from the recommended practices of apple farming. Whereas varietal distribution, irrigation, and post-harvest treatments are better practiced. Loss of fruits by fruit drops and discrimination on the market due to small fruit size are serious problems across the locations. Regarding apple farming, the farmers think of it as a productive venture and got a better price per kg and single fruit sale. They sell mainly in local collectors (60.2%) and nearby cities. As for institutional support, the farmers got apple seedlings, training, and capacity buildings by Agriculture Offices and NGOs, even if the farmers are still in higher need of better support. Therefore, it can be concluded that if not outwaited by poor tree management, destructive product transportation, and higher loss of fruits from trees and in the market, the attitude of the farmers can be capitalized in better production of apples.

Chinese municipalities have developed a large stock of capital assets during a period of rapid growth and urbanization, but have yet to modernize asset management practices. Cities face challenges such as premature decline of fixed assets and spiking liabilities related to operating and maintaining assets. This paper evaluates the asset management practices in three selected small cities and towns in China, using a benchmarking assessment tool followed by an in-depth field assessment. The paper finds that overall performance is below half the international benchmark for good practice in all three cities. Management practices are considerably more advanced for land than for buildings and infrastructure. Key deficiencies in data availability and reporting, governance, capacity, and financial management indicate increased risks for local government finance and the delivery of public services. For small cities and towns where public revenues are often uncertain and limited, urban public services will be at risk of deterioration unless good asset management practices are put in place. The paper recommends strategic actions for upper and lower levels of government, to advance local asset management practices and facilitate the reform agenda.

Purpose: This article explores the adoption of Artificial Intelligence (AI) in Human Resource Management (HRM) in the UAE, focusing on the critical challenges of fairness, bias, and privacy in recruitment processes. The study aims to understand how AI is transforming HR practices in the UAE, highlighting the issues of bias and privacy while examining real-world applications of AI in recruitment, employee engagement, talent management, and learning and development. Methodology: Through case study methodology, detailed insights are gathered from these companies to understand real-world applications of AI in HRM. A comparative analysis is conducted, comparing AI-driven HRM practices in UAE-based organizations with international examples to highlight global trends and best practices. Findings: The research reveals that while AI holds significant potential to streamline HR functions such as recruitment, onboarding, performance monitoring, and talent management, it also discusses challenges and strategies companies face and develop in integrating AI into their HRM processes, reflecting the broader context of AI adoption in the UAE’s HR landscape. Originality: This paper contributes to the growing body of literature on AI in HRM by focusing on the unique context of the UAE, a rapidly developing market with a highly diverse workforce. It highlights the specific challenges and opportunities faced by organizations in the UAE when implementing AI in HRM, particularly regarding fairness, bias, and data privacy.