This research aimed to assess the results of two vendors used by the company in the shipping process of export goods. Two leading suppliers for one similar activity had caused more difficulties in the monitoring and controlling activities of DHL Global Forwarding Indonesia. This research used qualitative and quantitative methods, with the Analytic Hierarchy Process decision-making method using 36 internal staff members as the sample. Through a qualitative calculation method by distributing questionnaires to the existing suppliers, namely Monang Sianipar Kargo and Andima Transportindo, it was found that the weighted score for Monang Sianipar Kargo was 22.84 and for Andima Transportindo was 10.66. Subcriteria and indicators should be prioritized in the criteria of Price and service, significantly to improve the performance of problematic suppliers. This research recommended using the Analytic Hierarchy Process for assessment since it facilitated the research development by the opinion of the company’s experts. Such a finding implied that a policy from the management was needed in the assessment of suppliers. As an implication, it was necessary to assess all suppliers cooperating with DHL Global Forwarding Indonesia by using actual data from the current month.

The purpose of this study is to predict the frequency of mortality from urban traffic injuries for the most vulnerable road users before, during and after the confinement caused by COVID-19 in Santiago de Cali, Colombia. Descriptive statistical methods were applied to the frequency of traffic crash frequency to identify vulnerable road users. Spatial georeferencing was carried out to analyze the distribution of road crashes in the three moments, before, during, and after confinement, subsequently, the behavior of the most vulnerable road users at those three moments was predicted within the framework of the probabilistic random walk. The statistical results showed that the most vulnerable road user was the cyclist, followed by motorcyclist, motorcycle passenger, and pedestrian. Spatial georeferencing between the years 2019 and 2020 showed a change in the behavior of the crash density, while in 2021 a trend like the distribution of 2019 was observed. The predictions of the daily crash frequencies of these road users in the three moments were very close to the reported crash frequency. The predictions were strengthened by considering a descriptive analysis of a range of values that may indicate the possibility of underreporting in cases registered in the city’s official agency. These results provide new elements for policy makers to develop and implement preventive measures, allocate emergency resources, analyze the establishment of policies, plans and strategies aimed at the prevention and control of crashes due to traffic injuries in the face of extraordinary situations such as the COVID-19 pandemic or other similar events.

This research aims to examine in more depth the changes resulting from the Job Creation Law, which impact the level of business friendliness in Indonesia, and how to analyze these changes to improve the business environment to be more conducive to carrying out business activities. This research uses normative legal research methods and is analytical descriptive research. There have been several changes since the emergence of the Job Creation Law, such as the establishment of a limited liability company. Changes to the Job Creation Law could improve the Indonesian economy. However, juridically, this regulation gives authority to the central government to manage micro and small businesses, contrary to the principle of decentralization, which prioritizes the provision of resources to local governments.

Laozi’s Ming (name), Qi (tangible part) and Dao (intangible part), coexisting in the same substance, can be compared with Heidegger’s triad existences: Seiende (being), Dasein (beings) and Sein (to be). In Laozi, Dao is the essential metonymy for the existence of things from Wu (void, nothing) to You (there is, reality). The effect of Dao is De (virtue) and the combined term of them is Dao-De (morality). By conceptual blend theory, we may draw the following conclusion from the perspective of Heidegger’s ontology of triad existences and Laozi’s Dao with its companions: any being (Seiende or Ming) exists in the form of combination beings (Dasein or Qi) and to be (Sein or Dao). According to Proper Parts Principle, if z, x, y is used to represent being, beings and to be respectively, then, the expression of all things will be the form: z∃ (x) ⊕ y. In terms of independent concept and function, Dao exists as whole. While from Laozi’s triangular relationship among Ming, Dao and Qi, Dao can be considered as a proper parthood, too. Both Laozi and Heidegger emphasized that existence is changing, but Heidegger attributed the reason for change to time, while Laozi to Dao. Dao can be considered as way, essence, nothingness, empty, void etc. in structure, but it doesn’t mean it’s zero or none-existing. On the contrary, it is a form of existence from exotic domain. Both the numeric expression of Heidegger’s triad existences and Laozi’s triangle existences of Dao with its companions can be written as "z∃x (1) ⊕ y(Ø) Û z{1, Ø}. In which, Ø is empty set as Laozi’s Dao or Heidegger’s Sein (Ø Û 0).

This research looks into the differences in technological practices across Gen-X, Gen-Y, and Gen-Z employees in the workplace, with an emphasis on motivation, communication, collaboration, and productivity gaps. The study uses a systematic literature review to identify factors that contribute to these variations, taking into account each generation’s distinct experiences, communication methods, working attitudes, and cultural backgrounds. Bridging generational gaps, providing ongoing training, and incorporating cross-generational and technology-enhanced practices are all required in today’s workplace. This study compares the dominating workplace generations, Gen-X and Gen-Y, with the emerging Gen-Z. A review of the literature from 2010 to 2023, which was narrowed down from 1307 to 20 significant studies, emphasizes the importance of organizational management adapting to generational changes in order to increase productivity and maintain a healthy workplace. The study emphasizes the need of creating effective solutions for handling generational variations in workplace.