Revue du Journal arabe des affaires et de la gestion

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).

En los últimos años, observamos que los robots están apareciendo en el mundo de la logística. La robotización de la cadena de suministro representa sin duda una de las formas más efectivas de enfrentar los desafíos de la digitalización del comercio y sus consecuencias en la cadena logística. En este artículo, modelamos y simulamos el movimiento colectivo de robots en grandes almacenes de almacenamiento. En primer lugar, comenzamos estudiando el modelo de Vicsek e intentamos expandir este modelo, para agregar otra zona de movimiento. Vicsek et al. en su modelo simple, consideran solo la zona de orientación de movimiento para cada robot en el espacio bidimensional. En este artículo, incluimos una segunda zona de interacción llamada zona de repulsión R1, donde cada robot intenta mantener una distancia mínima de los demás. Nuestro interés en este artículo es estudiar el efecto de ampliar la zona de repulsión R1 y la zona de orientación R2 en el movimiento de los robots en función del ruido ? y la densidad ρ, y definir a partir de qué valor crítico de estas zonas R1c y R2c podemos tener un movimiento ordenado. Tras el análisis de nuestros resultados, describimos el impacto de nuestro estudio en la gestión del almacenamiento, la minimización del tiempo de entrega a los clientes y cómo podemos integrar la complejidad del auge de las cadenas de valor globales para los países emergentes. Esta investigación se realiza en diferentes situaciones mediante una simulación numérica. Se discuten las implicaciones de estos hallazgos.

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.