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A world-class retailer, Walmart Inc. (WMT) operates in multiple formats, including physical and online stores. Walmart began operations in 1962 and currently owns 10,616 merchandise units around the world. Most of Walmart's revenue comes from the United States segment, 17% from the Walmart International segment, and 14% from the Sam's Club segment. Walmart offers many products, such as groceries, consumables, general merchandise, and health products. With its marketing strategy of low-cost products, Walmart has successfully navigated through economic prosperity and recessions in different periods. However, there is still intense competition in the retail industry, so we will analyze the company's internal factors across the economic climate and external factors and see how the company positioned itself to adapt to the trends in the industry to achieve the current intrinsic value. Three valuation models have been completed to determine Walmart’s intrinsic value. We will then compare that figure with WMT's stock price at the end of fiscal year 2022, which will benefit investors by providing valuable reference information

This research analyzed and compared the Instagram content of Victory Philippines and Every Nation Manila to evaluate its impact on the faith perception of university students associated with these churches. In this digital age, institutions have embraced the shift towards online interactions, including adapting religious practices such as worship services to online platforms. Religious organizations are navigating the dynamics between online and offline communication methods as they adapt to engaging with their audience through social media channels. While previous research has delved into online religious content and virtual church services, no prior studies have specifically compared the social media communication strategies of Every Nation churches in Manila, Philippines, and Macau. The research employed a mixed-method approach, compromising interviews, focus groups, and quantitative content analysis. As per the interviews, these took place with four pastors and four media content creators within the Metro Manila region of Every Nation Philippines, commonly recognized as Victory Philippines, and one pastor and one content creator of Every Nation Macau. These interviews helped gather insights into their thought processes and analyze their social media strategies and plans. Three distinct focus group discussions were carried out, involving 15 undergraduate students from Manila and Macau affiliated with Victory Philippines and Every Nation Macau. The participants were equally divided into three groups. These students also actively engage with the Victory Philippines and Every Nation Macau Instagram posts. These focus group discussions were employed to analyze patterns to understand their thought processes. Furthermore, a quantitative content analysis was carried out on Victory Philippines and Every Nation’s Instagram account as part of the study. Despite the active engagement on social media platforms by Victory Philippines and Every Nation Macau, both organizations maintained a strong offline church community. Interviews conducted indicated that the online activities of these churches significantly influenced the faith of students, while their spiritual growth was further supported by an inclusive offline community. This approach exemplified a multi-generational ethos, fostering collaboration between younger and older members towards the shared objective of evangelism. This research validates the Figuring and Disfiguring theoretical framework of Taylor (2007, apud Åhman and Thorén, 2021). The results of the empirical data may provide strong practical guidance to churches of any size as they build and develop their online presence while strengthening their offline presence

The Job Demands-Resources (JD-R) model is one of the most influential models for studying burnout and work engagement. However, the relationship between job demands and work engagement yields inconsistent results in empirical research. This study adopted the JD-R model as the theoretical base, together with the differentiated job demands approach, to examine the inconsistent relationship between job demands (i.e., emotional labor) and work engagement. Additionally, the newly proposed job resource (i.e., transformational leadership) and its relationship between burnout and work engagement were examined. Moreover, the moderating role of personal resources (i.e., emotional intelligence) was tested. Data were collected from employees working in the hospitality industry. The results revealed that (1) surface acting correlated positively with emotional exhaustion and cynicism; (2) deep acting was positively correlated with professional efficacy, cognitive, emotional, and physical work engagement; (3) the transformational leadership style negatively predicted emotional exhaustion and cynicism, while positively predicting professional efficacy, cognitive, emotional, and physical work engagement; (4) emotional intelligence moderated the relationship between deep acting, professional efficacy, and emotional work engagement; and (5) the mediation role of burnout was found in the current study

This thesis mainly discusses and compares the human rights situation and the problems in China, the USA and the UK. Also, the thesis will give the solution of how to make the world's human rights situation more fairly. Because we sometimes listen to these countries use cruel ways to suppress the opponents from the news. So I think this will be very suitable for understanding the current human rights situation, problems and movements in these countries. This thesis mainly uses the secondary data analysis method to collect and analyse the data. After analysing the data, three main issues affecting human rights were identified. These issues are race, religion, and network privacy. Other important factors still influence human rights, but this dissertation focused on the three issues identified. Finally, I will give two to three recommendations to practice human rights more fairly. Although the step will be very small, we can greatly improve the fair human rights in the future

Listening to children’s voices is still not considered an essential part of education in some schools, including many in Asian countries. The authority of schools and teachers is still highly valued under the continued influence of Confucian Heritage Culture in many Asian schools, including a significant number in Macao. Teachers in international schools in Asian countries often experience some difficulties when communicating with young children because of their low English proficiency and the traditional views supported by many parents who grew up with the Confucian Heritage Culture, which encourages children to be quiet in the classroom to be good listeners. This Action research took fifteen months between two school years, 2018- 2019 and 2019-2020, with two groups of four and five-year-old students in a kindergarten classroom. Documentation posters were created for young children to use the next morning to reflect on their learning. The pedagogy of listening and pedagogical documentation from the Reggio Emilia approach were implemented to discover and record young children’s ideas and interests, work with daily documentation posters, and help them reflect on documentation posters to improve their learning and develop their higher-order thinking skills. Photos and videos, observation notes with the children’s comments, documentation posters, and reflective discussions were used as interventions to collect the children’s ideas and record their learning activities. The children learned to use documentation posters to remember, think, share, and improve their learning. The children’s comments from Learning Centres, recess, and reflective discussions were used to examine their understanding of learning and higher-order thinking skills. During one Pilot Cycle and three structured data collection cycles, the children demonstrated improvement in learning for each learning project and development of their thinking skills both with and without the teacher’s support. The children demonstrated higher-order thinking skills more often from Learning Centres and recess when they had to solve problems. They also demonstrated higher-order thinking skills more often during the whole group reflective discussions than in small group reflections, when a bigger number of children joined or when they had enough time to think. The thinking skills when children were reflecting were observed to concentrate on remembering and understanding as they focused on remembering and sharing the previous day’s work. The children’s other higher-order thinking skills did not show an increase in frequency during reflective discussions. However, the children demonstrated active engagement and a range of higher-order thinking skills when the teacher asked openended questions and provided support and comments to help them to connect their learning to their past experiences. Findings indicated that the children’s learning from each Learning Centre showed change and improvement during their play over time according to their interests, indicated by their material use and comments. The research was limited by its small number of participants within their age group due to convenience sampling and the children’s relatively limited ability to demonstrate higher-order thinking skills. This study has shown how teachers could help children use daily documentation posters to develop their learning and thinking skills by visualizing their ideas and the teacher’s important role in supporting children’s learning with active listening and support in the classroom

This study explored the effect of communication (i.e., among staff, and between staff and clients) and of cultural diversity on job satisfaction (i.e., intrinsic, extrinsic, and general) and perceived service quality of formal caregivers working in elderly services in Macao. We applied a quantitative methodology, based on a cross-sectional design using a self-response questionnaire to 162 staff in six elderly centres in Macao. Based on an extensive review of the literature, we proposed that: H1) cultural diversity is negatively related to (a) intrinsic job satisfaction, (b) extrinsic job satisfaction, (c) general job satisfaction, and (H5) negatively related to perceived competence and service quality; (H2) communication (a) among staff and (b) between staff and clients is positively related to intrinsic job satisfaction (H3) extrinsic job satisfaction, (H4) general job satisfaction, and (H6) perceived service quality; and finally that (H7) intrinsic, (H8) extrinsic, and (H9) general job satisfaction mediate the relationship between (a) cultural diversity, (b) communication among staff and (c) communication between staff and clients, and perceived service quality. We found that more communication among staff was related to higher intrinsic, extrinsic and general job satisfaction, and perceived competence and service quality. And intrinsic job satisfaction mediated the positive effect of communication among staff on perceived service quality. Opposite to predicted communication between staff and clients was related to lower levels of job satisfaction. And cultural diversity was positively related to satisfaction, as well as perceived competence and service quality. The theoretical and practical implications of findings, as well as limitations and suggestions for future research were discussed

The phenomenon of burnout has been recognised as a worldwide occupational health issue after being vastly studied for decades. Trait Emotional Intelligence (trait EI) and resilience have been identified as personal protective factors (Gutierrez & Mullen, 2016; Listopad et al., 2021), while organisational socialisation is suggested to be an organisational factor in helping people in preventing burnout (Taormina & Law, 2000). With the purpose of 1) investigating the phenomenon in the counselling profession, as well as 2) exploring how trait EI and resilience are related to burnout and whether organisational socialisation might impose moderating effects in between, the present study examined 115 counselling professionals currently employed and working in organisational settings in Macau by snowball sampling, using a quantitative and cross-sectional approach through self-reported online questionnaires. From the data obtained, different burnout patterns were observed according to job titles and work settings, indicating that counselling professionals with different specialties and work in different settings have unique sources of stress, which resulting in differences in their burnout patterns. No between-group differences were observed in age and work experience, while male participants have a higher burnout perception than female participants in the current study. On the other hand, current results suggested trait EI and four components of resilience (determination, endurance, adaptability and recuperability) are negatively correlated to counselling professionals’ burnout perception, providing supportive evidence that trait EI and resilience are protective factors against burnout. Moderation analysis results revealed that organisational socialisation has some moderating effects on the relationship between trait EI, resilience and burnout. However, differences in direction and intensity indicated that the moderating effects of organisational socialisation might be influenced by individual differences. Further studies are needed to better the understanding of the moderating effect of organisational socialisation. Limitations of the current research and implications for counselling professionals and organisations were also discussed in the study

The aims of the present study are to investigate the level of work engagement of the inclusive teachers in Macau and what potential factors would contribute to the increase of their level of work engagement. In this research, the framework of the self-determination theory developed by Ryan and Deci in 2000 was partially employed. I suggested the inclusive teachers’ self-efficacy and perceived autonomy to act as the independent variables, while perceived organisational support was involved as the mediating variable. Quantitative method was applied in this study by using an online self-response questionnaire (N= 150). The stratified sampling strategy was applied as well in order to ensure the representativeness. No gender difference of work engagement level was found among Macau inclusive teachers. Positive correlations were found among all variables. Besides, perceived organisational support was expressing positive mediating effects on the relationships between independent and dependent variables under some specific circumstances. For example, the relationship between efficacy to use inclusive instructions and emotional and physical work engagement; the relationship between perceived autonomy and cognitive, emotional, and physical work engagement. Theoretical and practical implications for the non-tertiary schools and inclusive teachers can be found in this study. Future studies should be continued to investigate the limitations and suggestions of this field of research