A time comes when one gets convinced that leaving the existing job is in the best of interests. Business research has analyzed a few pointers which if existing are sure signs of the time having arrived. It starts with new things not being learnt on the job or a lack of corporate training. One automatically starts under-performing from one’s true abilities. Improper talent management leads to a feeling of being under-valued. Financials seem to be the only driving factor. Crucially, at this stage one just does not get along with his/ her reporting officers or seniors.

Most people in the USA irrespective of population segment have some gripe against universities there presently. Thus changes are afoot and for purpose of business research, top educationists and policy makers were asked for recommendations. The courses must be redesigned as this will revitalize them. Policy makers need to make major changes such as ensuring state funding remains primary source of revenue for public universities. Similarly, the non-profit status of private universities that admit less than a tenth of lower income level students must be revoked. Outstanding loans must be reassessed. Above all, education must be seen as a quest at equalizing all classes and races of the USA. Institutions must incorporate race-conscious enrollment plans. Executive MBA using MOOCs has exponentially risen in popularity. Students must understand that careers will take a leap if they go for such courses and they may avail MBA jobs. Concepts like action learning and coaching circles are fostering.

While firms focus on their respective corporate strategy, there exist no solutions for a flawed work culture.Business research has delved into this topic and provided us with a list of indicators which point towards a non –functional work culture. There exists too much of a sense of hurry which induces short-termism in the organization. Cliques tend to form within the firm and free flow of communication is hindered. Empathy also seems to be removed from the management as members are no longer hands-on themselves. There seem to be more number of implementers at the firm rather than visionaries who can innovate and lead at times of need. Engagement within the firm as well as with the outside world reduces. 

Succession planning is often not worked out well by organizations and this reflects when inadvertent mistakes are committed while promoting leaders from within. One of the mistakes is that successful leaders are often highlighted notwithstanding the mistakes they may have committed but got away due to a number of reasons. Thus while these leaders were successful they do not form a prototype for future ones to emulate. The tools used for talent management or verification of employees are often not accurate. A holistic study is rarely made, instead only some factors are taken into account while selecting personnel fit for promotion. Business research conducted also found out that Asian leaders are less likely to be engaging than their global counterparts.

In the present times, being a business leader involves much more than just bossing around. He / she needs a proper skill set to navigate the age of technology. The leader must not hesitate to voice his / her opinions. However, the team members must also feel empowered to make decisions which will have a bearing. The leader needs to have an orientation towards serving the customers or clients. The entire organization must eventually move in sync and the corporate strategy from top to bottom and along the network must be aligned together.

In order to succeed at business innovation, certain steps have been recommended by a management consultingpublication. The founders must possess inspiration from some source. The leader must be able to identify quick-fix solutions which can have broader on the organization. Until the leader is hands-on and is able to actually execute the plans, targets will never be achieved. Once a work culture and patterns sets in, the same must be repeated until it becomes a routine and part of the organizational DNA. 

With tourism booming in Singapore, unique difficulties arise. Travel agencies and tour operators are mushrooming everywhere and while they create numerous travel jobs, they also cause instability in the market. With modest investment they can make millions of dollars at tourism exhibitions and fairs selling at major discounts. Number of these firms cannot go the distance and close rapidly and thus jeopardizing the travel plans of thousands of visitors from abroad. Yet this does not discourage and more such players rise from the ashes. There is a greater urgency to regulate such agencies and their activities so that they can serve the broader interests of the country and society.