Arabian Journal of Business and Management Review

The present study was aimed to analyze the Iraqis effort in the field of developing regional planning within the framework of the decentralized management program, which is considered as one of the preliminary prerequisites for the implementation and success of planning. It was found that Iraq took important steps in implementing the decentralized management, but these steps are not enough to establish the active planning. While determining the (Karin) level of several desktop sources, the method was applied on the data of Jordon by limiting the main administrative aspects of the public administration system. Still, there exist many problems that need to be addressed in order to achieve the goals instead of clarification of goals. These problems are covered by the nature of relationship between decentralized management and their levels ranging from weak to medium decentralization. In spite of official attitude to the implementation of decentralized management policies, plenty of these are still theoretic and need to be implemented. Any progress and success regarding the implementation of decentralized management policies indicate a more active role for planning and regional development in the life of people from different parts of Iraq. Hence, the proposals presented in this study are unique in the nature that this topic has never been explored in Iraq. So, it will help the practitioners and the planning managers to understand the problems in coastal areas in the provinces and devise better policy for the betterment of the people. It is necessary to proceed further in implementing the decentralized management policies gradually and continuously to control any unexpected side-effects which might emerge from the implementation of such policies.

In recent years, we observe that the robots are appearing in the world of logistics. The robotization of the supply chain represents undoubtedly one of the most effective ways to meet the challenges of the digitalization of trade and its consequences on the logistics chain. In this article, we model and we simulate the collective motion of robots in large storage warehouses. At the first time, we start by studying the Vicsek model and we try to expand this model, to add another zone of motion. Vicsek et al. in their simple model, they consider only the orientation zone of motion for each robot in the two-dimensional space. In this paper, we include a second zone of interaction named zone of repulsion R1 , where each robot attempts to maintain a minimum distance from the others. Our interest in this paper is to study, the effect to broaden the repulsion zone R1 and the orientation zone R2 on the motion of robots as a function of noise ƞ and density ρ, and to define from which the critical value of these zones R1c and R2c we can have an ordered motion. After the analysis of our results we describe the impact of our study on the storage management, the minimization of delivery time to customers and how we can integrate the complexity of the rise of global value chains for emerging countries. This investigation is performed over different situations via a numerical simulation. Implications of these findings are discussed.

The main objective for conducting this study was to investigate the factors that influence employees' attrition in public and private sector institutions in The Gambia from year 2007 to 2017. The institutions targeted were mainly located in the Kanifing Local Government Area (LGA) which consists of only urban settlements. The survey population was 120 employees from 7 institutions. The sample size was 87 employees of whom 83 were involved which means 95.4% of the targeted employees. In this study, the researchers uses the descriptive survey design, random and convenience sampling techniques. The data was collected using structured questionnaires. The data was analyzed using descriptive statistics, simple cross-tabulations, tables and figures, and percentages.
The study has revealed eight main reasons for attrition in the public and private institutions in The Gambia from 2007 to 2017. Among these, the most important are the lack of career growth and advancement and inadequate remuneration packages. These were identified as major factors influencing employees’ attrition in private and public institutions in The Gambia. It has looked at the main factors that trigger employees' attrition in selected public and private sectors institutions in The Gambia in a ten year period. The problems are more evident in the public institutions than the private. The study shows the level of dissatisfaction among employees in these institutions. The management should improve remuneration and compensation packages, and employees' welfare schemes.
There is a need to improve working conditions geared to attracting new employees and retaining them. This requires reinforcing staff benefits, incentives and welfare schemes, good working environment and working tools. It can raise the motivational level and commitment of the staff to their work, which in essence can boost productivity. Training policies should be reviewed, and career development opportunities and training should be fairly allocated to staff. Providing further training for career development is essential for both organizational and personal growth of the employees. This can encourage the young and enthusiastic employees to remain with the organization. 

This article analyzes the remuneration strategy of companies in the context of the new management. The case study was conducted in an Algerian drinks company, setting up a remuneration system. We focus on the steps taken in the process of adopting this new remuneration system, the factors driving this change and the objectives of this new strategy. The analysis considers two approaches: The approach of contingency and social regulation. It shows that the change conducted by the company is the result of transformations of the unstable exogenous environment. The latter has encouraged the company to opt for a change to ensure its sustainability and competitiveness. This has impacted its internal environment and induces the change of its salary system through the mobilization of all the actors of the company (administration, workers and union).