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The purpose of this paper is to analyze the conceptual framework about human resources downsizing and restructuring and how organizations of the public sector can do that effectively and efficiently. These facts drive to the conclusion that the implementation of early retirement incentives requires the most elaborate planning and execution to be effective, predictable and safe in the long term.

This paper adopts an analytical, descriptive methodology approach to describe the basic features of the data by using the descriptive research design. Data have been collected through different sources, which include secondary data, to introduce the theoretical literature of the subject as books, journals, articles, published working papers and referred previous studies related to the same subject.

Downsizing process is a deliberate administrative process that includes, but is not limited to, workforce reduction and is primarily aimed at achieving efficiency in public organizations. The definition of workforce downsizing may be narrowed to reducing the number of workers, or more likely to refer to general efforts to restructuring human resources in public organizations, Early Retirement Incentive Programs (ERIP) represents a viable alternative for organizations seeking to reduce staff. For the ERIP to be successful, the program coordinator must understand the business objectives and goals that the organization is trying to obtain.

Human resources strategies concerning downsizing public administration workforce should be more appropriate to those who leave the organization and those who stay at work, reducing the negative psychological, administrative and economical effects. This could be achieved through a strategy called early retirement incentive programs.

This study focuses on HR practices that foster employee engagement during Covid-19. Companies in transition economies are particularly vulnerable to crisis and downsizing and other recessionary practices are frequently used.

Drawing on the model of caring human resource management, we utilise interviews with human resource representatives of 10 banks in the transition economy of Bosnia and Herzegovina. We analyse the banks at two different times to demonstrate how and why companies adapt their HR practices.

Our findings show a changing mindset in the deployment of highly context-specific HR practices. Strengthening company culture through a sense of community and communication ensure stability and continuity in work. Rather than layoffs, flexible work has become standard.

By highlighting the interplay between HR practices and employee engagement, we contribute to the discussion on engagement in exceptional circumstances and challenging settings and demonstrate how caring responsibilities “migrate” into HR practices in the professional context of a transition economy.

We propose a context-specific “protective caring approach” to foster employee engagement during crises.

The purpose of this paper is to develop a more detailed understanding of how embedding in different social networks relates to different types of action that individuals choose in the context of organizational closures, downsizing or relocations. To develop such insights, this paper focuses on three particular types of social networks, namely, intra-organizational; external professional and local community networks. These three types of networks have been frequently related to different types of action in the context of closures and relocations.

This is a conceptual paper. The authors develop the argument by integrating relevant recent literature on the salience related to embedding in different types of social networks, with a particular focus on responses to organizational closure or relocation.

The authors argue that at times of industrial decline and closure: embeddedness in intra-organizational networks can favor collective direct action; embeddedness in professional networks is likely to favor individual direct action and embeddedness in community networks can lead to individual indirect action. The authors then add nuance to the argument by considering a range of complicating factors that can constrain or enable the course (s) of action favored by particular combinations of network influences.

On a theoretical level, this paper adds to understandings of the role of network embeddedness in influencing individual and collective responses to such disruptive events; and direct or indirect forms of response. On a practical level, the authors contribute to understandings about how the employment landscape may evolve in regions affected by organizational demise, and how policymakers may study with or through network influences to develop more responsible downsizing approaches.

According to the Department of Commerce, start-up, small, and family businesses are among the fastest growing areas of employment. Even under the best economic environment, starting a business is risky. To reduce the risks and to establish their own businesses, an increasing number of entrepreneurs and corporate converts are buying franchises.

Franchising has enjoyed a major increase in popularity during the early 1990s, fueled largely by the growing pool of available candidates made possible by significant corporate and government downsizing. According to the Department of Commerce, franchising accounts for nearly one-third of all U.S. retail sales and employs over 7 million people.

If an individual has the motivation, skills, capital, leadership, entrepreneurial spirit, and risk-taking attributes required to start and manage a business, franchising provides a structured alternative to accomplish this objective. Franchising encompasses both high risks and high rewards. While it is not for everyone, franchising represents a method to start and/or transition into your own business.

This refereed article describes the why, what, and how of franchising. It discusses the driving forces for franchising from both the franchiser's and franchisee's perspective, what it takes to be a franchisee, how to become an educated businessperson, what to do once you have selected a franchise, the do's and don'ts, the risks and rewards, and how to sell a franchise.

This focal chapter deals with the understanding of important ethical theories used in executive moral reasoning such as teleology, deontology, distributive justice and corrective justice, virtue ethics versus ethics of trust, from the perspectives of intrinsic versus instrumental good, moral worth versus moral obligation, and moral conscience versus moral justification. Ethical and moral reasoning will power executives to identify, explore, and resolve corporate moral dilemma, especially in the wake of emerging gray market areas where good and evil, right or wrong, just or unjust, and truth and falsehood cannot be easily distinguished. We focus on developing corporate skills of awareness of ethical values and moral imperatives in current otherwise highly commoditized and turbulent human, market, and corporate situations. The challenges of morality are multifaceted and diverse. Professionals usually have self-discipline and self-regulation abilities, ego strength, and social skills. Morality in the professions is not concerned with the issues of rudimentary socialization; rather, the issues involve deciding between conflicting values, where each value represents something good in itself. There are problems in both knowing what is right, good, true, and just on the one hand, and on the other hand, in doing what is right and avoiding wrong, doing good and avoiding evil, and being fair and just while avoiding being unfair and unjust. Several contemporary cases will illustrate the challenging dimensions of ethical and moral reasoning, moral judgment and moral justification embedded in executive decision processes, and corporate growth and profitability ventures.

This paper aims to present the main results achieved in the frame of the TIVANO national-funded project which may anticipate, in a stepped approach, the evolution and the design of the enabling technologies needed for a hybrid/electric medium altitude long endurance (MALE) unmanned aerial vehicle (UAV) to perform persistent intelligence surveillance reconnaissance (ISR) military operations.

Different architectures of hybrid-propulsion system are analyzed pointing out their operating modes to select the more suitable architecture for the reference aircraft. The selected architecture is further analyzed together with its electric power plant branch focusing on electric system architecture and the selected electric machine. A final comparison between the hybrid and standard propulsion is given at aircraft level.

The use of hybrid propulsion may lead to a reduction of the total aircraft mass and an increase in safety level. However, this result comes together with a reduced performance in climb phase.

This study can be used as a reference for similar studies and it provides a detailed description of propulsion operating modes, power management, electric system and machine architecture.

This study presents a novel application of hybrid propulsion focusing on a three tons class MALE UAV for ISR missions. It provides new operating modes of the propulsion system and a detailed electric architecture of its powertrain branch and machine. Some considerations on noise emissions and infra-red traceability of this propulsion, at aircraft level.

The purpose of this paper is to examine an issue of critical importance to America’s national security. The Civil Reserve Air Fleet (CRAF) is a public/private partnership between US air carriers and the Department of Defense (DOD) for the provision of contingency airlift services to the military in times of national need. Formed in 1951, the CRAF has only been activated twice, but it has continued to be a source of emergency air transportation should the nation require resources beyond those available from the US Air Force. Sweeping changes occurring in global trade, commercial aviation, national defense policy and foreign relations suggest that changes will be needed to maintain the CRAF as a strategic defense transportation resource.

This paper examines the long-standing national policy of relying on commercial interests to provide contingency transportation to the DOD in wartime. The CRAF will be singled out for closer examination in light of environmental changes occurring in the airline industry, international trade and global threats to the nation. The purpose of this analysis is to then assess the partnership’s ability to remain relevant in an uncertain future.

First, commercial cargo aircraft are downsizing thereby becoming less useful to the DOD. Second, there is no new wide-body military airlifter on the horizon. Third, threats from hostile nations are becoming more indirect and subtle, requiring planners to think “outside the box” when assessing the need for strategic airlift over the next 20-50 years.

The CRAF has not fundamentally changed since its inception in 1951. The time has come to reexamine the partnership to ensure that it remains America’s emergency lifeline.