“Exercise can replace nearly every medication, while no medication can replace exercise.”

The world is changing really fast. This speed is caused by urbanization, technological development and the increasing demand for energy. Such changes have a direct impact on enterprises which function in the world of VUCA (volatility, uncertainty, complexity and ambiguity) with numerous surprises in the form of “black swans”, i.e. rare and unpredictable events. Health is the highest value: it is an integral part of human development, it is the condition of satisfaction and happiness in life, it helps to fulfil other needs as well. We shape our health throughout our entire lifetime. Physical activity is one of the components which define health and positive ageing. If physical activity is regular and adapted to older age, it improves the walking balance and speed, it enhances the functional ability and aerobic efficiency, and it reduces the risk of becoming dependent on the help of other people. The “sporty” meaning of life as an important motivational factor drives the development of a personality which is much more capable of creating positive interpersonal relationships and the extension of the support network, which translates into the easy performance of everyday duties and the general improvement in the perceived quality of life. There is a connection between physical activity and the quality of life. People who are physically active feel more life satisfaction.

At present, more and more companies encourage their employees to do sports. The success of each organisation depends on satisfied employees, their attitude towards the organisation, jobs, the type of work, and the atmosphere in the workplace resulting from the relations between co-workers and superiors. When an organisation fulfils the needs of its employees and creates an environment for personal development, it can expect an increase in their satisfaction, which translates into improved efficiency and quality of work. It is asserted that the best and the most innovative ideas appear when employees do not perform their professional duties. By doing sports, employees feel better and perform their daily duties more efficiently, they do not make mistakes and use their full potential. Employees who do sports are more committed and satisfied with their jobs. They become natural AMBASSADORS of the company and often recommend it as an employer to their friends. This results in lower recruiting costs and allows the company to spend less on employer branding Campaigns.

Biometric technology is used for various purposes. One of them is the identification of individuals. It has been widely used in the field of life for various applications. Despite the various advantages of the Biometric System, many organizations still struggle with how to implement the appropriate technology for their specific environment. In this paper, we will discuss how to determine the correct biometric identifier for their present system. Currently, presence systems are widely used by
companies to improve the efficiency of their workforce management systems. In addition to being on paper, many also make use of electronic attendance systems to avoid manual input. Many companies often have manual handling systems that are not efficient enough to be managed effectively in the presence of their employees. The results of empirical research show that safety, privacy, and control of the biometric solutions used have a significant impact on the perceived quality, which intrudes a positive impact on the companies' reputation.
 

Statement of the Problem: Members of the Indonesian Migrant Worker named PERTAKINA in Blitar District, East Java Indonesia were challenged to redefine their business plan in the post-pandemic situation. During the Covid 19 Pandemy, they experienced a decrease in production and sales for their individual enterprises. Customers were not able to visit their product outlets and gallery. On the other hand, they were not capable of doing virtual transactions. The purpose of this study was to describe a model of their business plan in the post-pandemic situation. Methodology & Theoretical Orientation: This was qualitative research with a single-case embedded unit design. This used participative observation, in-depth interviews, and focused group discussions. Data were analyzed by using interactive analysis with triangulation of methods and sources as well as check recheck technique. Findings: There were 68 active individual enterprises. 80 others were just starting. Their products were collected in a business house of product outlets and galleries. During the covid19 pandemic, the number of visitors decreased significantly. The demand for virtual buying and delivery increased. They lacked virtual sale skills. They discovered a model of the new business plan covering the following: (1) clustering their products into three clusters, which were a culinary business, Bakery, and Dyeing Cloths; (2) organizing them into three community factories led by three managers; (3) employing The SIPOC Model of Management Plan comprising management of Supplier, Input, Process, Outputs, and Customers. The marketing and sale processes were planned by using digital marketing with the business house of product outlets and gallery as sale center; (4) digitalizing promotion and sale system. There existed educational and technological training supports from the government of Blitar District, East Java, Indonesia, and Balitar Islamic University. They also had financial support from Bank Indonesia located in Kediri district, East Java Indonesia.

The evolution of business management developed as a science in the early 20th century will be covered in the study. The focus will be on the rise of entrepreneurship in the recent decade due to the rise of on-demand delivery and women empowerment in various industries and societies in the last 3 decades. The role of technology, specific advancements in artificial intelligence, development of blockchain, and appearance of cryptocurrencies will be the focus of the presentation. The discussion will end with some tips on managing internal and external risks for businesses that would protect them against these rapid and continuous shifts and changes.  

Despite the country's government enforcement and economic development, the Emirati unemployment rate is increasing with a low level of being attracted to be employed in the private sector by the Emirati young generation. For instance, UAE is achieving a rapid significant economic increase year after year which reached $ 421.214 Billion in GDP in 2019 (World Bank, 2021). Parallelly, a massive foreign direct investment increase also reached $ 3.274 Billion for the same year 2019 (World Bank, 2021).  In contrast, unfortunately, according to World Trade Bank, the increased unemployment rate moved from 2.23 percent in 2018 to 2.28 percent in 2019 and reached 5 percent in 2020 (World Bank, 2021). This published data does contradict with UAE founder's vision - Shaik Zayed bin Sultan Al Nahyan - “Wealth is not in money. Wealth lies in men. This is where true power lies, the power we value. This is what has convinced us to direct all our resources to build the individual, and to use the wealth which God has provided us in the service of the nation.” (Gulf News, 2005).  Referring to the above recorded and published data, it is worth noting that the insurance sector is one of the richest private sectors - employment markets - that contributed a total of 9 percent of the total UAE GDP in 2019 (UAE Insurance Authority, 2020). It is arguable that the insurance sector can play a typical role in attracting, resourcing, and retaining Emirati work as part of the Emiratization agenda as well as assisting in overcoming the increased unemployment rate challenge. Taking into consideration this assumption, this research aims for describing the current insurance resourcing and retention practices from employers’ perspectives as well as which can no doubt serve the country's Emiratisation vision. These are the key points of the discussed issue of this research as well as drawing a descriptive status of the Emirati insurance employees within the same employment angle, resourcing, and retention.  Focusing on these themes would assist all stakeholders - regulators of the UAE government, insurance employers, Emirati employees, educational institutions, and the entire society - to work collaboratively and be open to taking the potential professional future in the insurance industry.

The term Crowdfunding derives from the crossing of the English words "crowd" and "funding", indicating the practice of "finding funds through the crowd", which is a modality of microfinance from below that makes use of the help of benefactors who choose to invest freely, inspired by the project and the proposed idea.
Through research conducted on Scopus and Web of Science, articles have been selected that deal with the phenomenon of crowdfunding. Both the three types of crowdfunding have been identified, hedonism, altruism, and for-profit and the subjects involved project promoters seeking funding for their projects, supporters willing to support a specific project, and matchmaking crowdfunding platforms acting as intermediaries.
Through crowdfunding, investors can fund a group of people who use their joint money to support the efforts of individuals and organizations. It is a bottom-up microfinance practice that mobilizes people and resources.
According to the Framework for European Crowdfunding, "the rise of crowdfunding in the last ten years derives from the proliferation and emergence of web applications and mobile services, conditions that allow entrepreneurs, businesses, and creatives of all kinds to be able to dialogue with the crowd to get ideas, raise money and solicit input on the product or service they intend to propose”. Crowdfunding is an important source of funding each year for around half a million European projects that would otherwise never receive the funds to see the light. In 2013, funds amounting to around one billion euros were raised in Europe. Exponential increases are estimated soon, trillions by 2020, thanks to crowdfunding, which finds all the elements to be able to best unleash its potential in web 2.0. The question which is still open is if crowdfunding is considered equity or debt.

The world Is greatly polarized and is borne with changing thoughts and prejudices in an arena of diverse explicative management systems. Post liberalization in 1990 when the world was fighting with changing technological revolution the birth of newer industry 4.0 led to a newer organizational hierarchy with knowledge management functionalities which made it necessary for business professionals to think rapidly and innovate with the speed of thunderstorms. In such drastic times, the global economy saw several financial booms and crashes which made it necessary to reinvent disruptive innovation at its core and greatly circumscribe the way organizational commitment to change its course of action. The Hayekian philosophy of dialects in knowledge transfer mechanism with institutional leadership saw newer innovation funnels that were more agile to crashes and the recovery phase was quite small. In such circumstances, the new pandemic like Covid-19 saw economists jump to a multidisciplinary approach of organizational commitment with moving away from traditional Schumpeterian philosophy and a disruptive invisible hand wherein multicriteria technical models of sustainable business practices saw rising needs to fill the research gap in international scientific discourses. This aim is widely necessary as top reinvent the age-old business models and create a more resilient industry 4.0 model of innovation.