This study adopts a discursive and analytical perspective to explore how technological advances are reconfiguring the dynamics of the global labour market, with special attention to the phenomenon of microwork. Microwork, characterised by short, fragmented tasks carried out through digital platforms and geographically distributed, has seen exponential growth, particularly in nations with lower economic development. This type of work shows a growing distinction between tasks of a complex and creative nature and those of a repetitive and monotonous nature that do not require advanced skills to perform. This differentiation can intensify wage disparities between developed and developing countries, as well as contribute to the precariousness of work in activities considered less complex and valued. The article highlights the emergence of unstable and poorly paid jobs that do not require specific qualifications and discusses their impact on social security systems in countries where labour regulations are insufficient. Using a theoretical-methodological approach, the research examines the role of artificial intelligence in the rise of micro-labour and its socio-economic implications. It concludes that despite the flexibility and short-term earning opportunities offered by microwork, it poses considerable challenges in terms of income security, workers’ rights, and social protection, emphasising the need for regulatory measures to mitigate its adverse effects on vulnerable communities.

Orientation: Indeed, the 4th industrial revolution (4IR) has redefined the world of work. A new set of skills needs to be defined and made available to organisations. Human resource management practices now operate in a complex, interconnected, unpredictable, and evolving environment. The question that one needs to answer is: how can HR align its functions to meet the demands of the fourth IR? It is prudent that human resource functions evolve quickly and adapt to changing demands. Research purpose: This paper seeks to unpack the changes that have been brought about by the 4IR and suggest ways in which HR professionals in Lesotho can align with this inevitable era of digitalisation. Motivation for the study: Due to the dynamics and transformations that have been brought about by the 4IR, this study was motivated by the need to understand the effects of the 4IR in small economies on the HR function and offer lessons to embrace change. Research approach: The research was qualitative in nature, and data was collected purposefully from journal articles, newspapers, and book chapters. Content analysis was used for the data analysis. Research findings: The effects of the 4IR through digitalisation disruptions have been felt across all corporate functions, and HR is no exception. It has had a massive influence on both the economy and the labour force and impacted employee roles in terms of health, mobility, working hours, personal life, and general administration. HR leaders play a critical role in ensuring that businesses are able to successfully adopt and deploy new technologies. Contributions: The research unpacks the effects of 4IR and gives practical lessons for HR professionals in Lesotho.

The article discusses the actual problems of practical training in the tourism and hospitality industries in Russia and identifies the main problems of training specialists at Russian specialized universities. The main focus is on building partnerships between universities and employer organizations in order to train highly qualified specialists. Purpose: The research is aimed at creating an effective model of practical training based on the interaction of the university with employer organizations within the framework of the training of specialists in the tourism and hospitality industries. Design/Methodology/Approach: The work is based on scientific publications devoted to evaluating the effectiveness of the existing system of personnel training for the tourism and hospitality industries, studying its features, building models of vocational education, and using practice-oriented programs in the training of specialists. To study the problems of practical training of personnel for tourism and hospitality, systematic and structural approaches were used as a methodological basis, as well as methods of analysis and synthesis, the study of models of cooperation between universities and employers, and methods of monitoring and evaluating the quality of training specialists. To obtain empirical data, an analysis of the needs of the labor market for specialists in the hospitality industry was carried out, as was the study of models of cooperation between universities and employers. Results: In the course of the work, the author has formed a model of practical training for specialists in the tourism and hospitality industries, including the purpose and objectives, process requirements, organization conditions, and requirements for the results of the process. The innovative nature of the proposals lies in the development of new models of practical training based on gamification technology. The direction of further research may include the development of a methodology for the organization of the university’s interaction with employer organizations in the framework of practical training. Conclusion: The results of the study can be used by professional educational organizations to organize the process of practical training of students, which will effectively solve the problem of training personnel for tourism and hospitality. The social consequences of organizing the process of practical training for students will include increasing the competitiveness of graduates in the labor market, improving the quality of tourist and hotel services, introducing innovations into the tourism and hospitality industries, and developing startups.

The article focuses on conceptual factors that contribute to the formation of the school as an exemplary educational institution. The questions about effective administration and leadership are answered by analyzing the findings and insights of educational theorists. What are the moral criteria of leadership and the ambiguous and complex decision-making process? How the insights from important work design theories correlate with important conceptual approaches to school management. An important emphasis is placed on diversity and the concept of the school microcosm: how effective administration can increase the self-efficacy of teachers, which in turn always positively affects the academic performance of students. The scientific novelty of the article discusses the views of heads of public schools in Georgia, their subjective experiences, and recommendations, together with the theoretical and conceptual tools of school management. Through the phenomenological analysis conducted with school leaders in Georgia, we will get to know the professional skills and strategies that lead to the strengthening of the school’s pulse and focusing on the so-called “school of the future” model.

The study examines the impact of various theories on the reflection and transmission phenomena caused by obliquely incident longitudinal and transverse waves at the interface between a continuously elastic solid half-space and a thermoelastic half-space, using multiple thermoelastic models. Numerical calculations reveal that the thermoelastic medium supports one transmitted transverse wave and two transmitted longitudinal waves. The modulus of amplitude proportions is analyzed as a function of the angle of incidence, showing distinct variations across the studied models. Energy ratios, derived from wave amplitudes under consistent surface boundary conditions for copper, are computed and compared across angles of incidence. The results demonstrate that the total energy ratio consistently sums to one, validating energy conservation principles. Graphical comparisons of amplitude proportions and energy ratios for SV and P waves across different models illustrate significant differences in wave behavior, emphasizing the influence of thermoelastic properties on wave transmission and reflection.

Major principles of organizational management like unity of command and unity of direction are quite important to foster co-ordination and efficiency in organizations. Since Islamic management is an offshoot of the modern Western management theories these principles have considerable relevance to Islamic management as well. This paper aims to discover how Islamic principles can solve modern problems of organizational management in order to demonstrate an interdependent system that teaches ethics and management. This paper attempts to offer an analytical discussion regarding Islamic views on the challenges that emerge regarding the need for cohesion in managing any organization. On the basis of a conceptual review, it highlights how unity of command and unity of direction can influence inspiring better management at all levels positively. Such clarification tries to elicit the Islamic interpretation that may lead to increased workforce commitment due to their motivation emanating from religion, contribute principles that will benefit the value addition process of labor and management’s decision-making process towards wider organizational goals, and enrich literature on management from Islamic principles and thoughts. This text succinctly examines the principles of unity of command and unity of direction that promote the development of management work ethics and the implications of Islamic management. The paper reviews the principles of unity of command and unity of direction as derived from The Holy Qur’an and Hadith, and examines various empirical studies conducted in different countries. These discussions subsequently bring out that the Islamic approach is comprehensive and practically relevant in the interest of present-day organizations. The paper concludes that intention and purity of hearts, regardless of the leadership styles of management, will direct the leaders and workforce to continually strive hard and give their best in their organizational management functions.