Learning and growth is one of the essential tools that companies ought to use in today's market economy in order to ensure their sustainable development in the long-term and, consequently, to achieve their maximum market value. This article is predominantly of theoretical nature and considers the possibility of using the applied strategic analysis technique that was developed by the author to analyze learning and growth in the course of a study of strategic aspects of learning and growth. The technique is based on the balanced scorecard system of the same name. Methodologically, the study is based on Kaplan and Norton's balanced scorecard concept and the author's concept of applied strategic analysis. It is shown that applied strategic analysis of learning and growth envisages comparative evaluation, diagnostics of deviations and predictions of the values of the balanced scorecard metrics of learning and growth in the dimension of strategic objectives. It includes analysis of the level of motivation in employees, the volume of authority delegation and whether their personal goals match company goals; analysis of the expansion capacity of information systems, and analysis of the quality of retraining and the creativity level of employees. The applied strategic analysis of learning and growth with comparative evaluation of the metrics of the level of motivation in employees, the volume of delegation to them and of the match between their personal and corporate goals, and concludes with a prediction of the values of factor measures of the quality of retraining and creativity development in employees.The author comes to a conclusion that applied strategic analysis of learning and growth is a new and sufficiently effective instrument for studying the strategic aspects of companies' performance that is associated with the training and development of their personnel. The instrument provides analytical support to strategic management as regards personnel training and development in today's conditions. Its results might be useful when working out managerial decisions for the company's short-term, medium-term and long-term plans in the area of learning and growth.

The objective of this research is to analyze the labor gap in Ecuador, correcting the session period by sample selection to show if the differences in labor income are due to observable or discriminatory situations, and if they changed after the pandemic. To achieve this objective, the annual employment databases for the years 2018, 2019 and 202 were analyzed, and a model described by Jones (2007) and Adkins and Hill (2011) was initiated, who conclude in the application of the model of Heckman and the failure of the Oaxaca-Blinder method was estimated to correct errors and show possible discrimination in labor income. The results obtained show that it is more difficult for women, young people and ethnic minorities to find work, and when they are in employment their income is lower, even the labor gap between men and women increases after the pandemic. Income gaps are explained by discriminatory factors and observable factors in the case of women and ethnic minorities; while for young people it is due to observable factors.

This study aims to investigate the relationship between credit risk management and the profitability of commercial banks by testing the impact of credit risk indicators on assessing the profitability of a sample of Algerian commercial banks during the period 2009-2020 by using a panel-data model. The results of the applied study indicate that: the ratio of loan loss provisions to total loans and capital adequacy ratio are the most important indicators of credit risk management that affect and contribute to evaluating the profitability of Algerian commercial banks.

To consume it is to fulfill the needs arisen. It is supposed that every need is development of an imbalance caused by an overflow of informational, physical, and chemical factors that emerges over the course of life and cannot be eliminated by the organism independently without the risk of structure disturbance. Satisfaction of each need is a search for ''channels'' of equivalence establishment including consumption, in other words, increased or decreased number of informational, physical, and chemicals stimulus for elimination of this overflow. Elimination of each imbalance is limited by individual potential. Modern society interested in creation of a ''qualified consumer'' forms additional imbalances that are often unnecessary, within a person via means of mass media. At the same tame, advertisement offers ''channels'' of eliminating these artificially-created imbalances through purchase of goods and services. If needs are not fulfilled, a stress appears accompanied by negative emotions. Prolonged lack of possibility to eliminate imbalances in case a person is out of individual potential, leads to such consequences as neurosis, psychosomatic diseases, and finally, lifespan shortening. As a result, development of economy through growth in sales volume can lead to degradation in population health and cause considerable economical loses. That is why a healthy and efficient consumption suggests mutual responsibility of seller and customer, and means not only sales promotion but also health promotion to provide adequate conditions to satisfy needs in future. It is proved that with the help of psychotherapy the ways of consumption could be made healthier.

The aim of this paper is to examine various theoretical approaches used to manage in Chinese cultural settings, with a particular emphasis on cultural theories from institutional economics. Institutional economics offers explanations that are well-suited to understanding the rapid growth of the Chinese economy since the 1980s, when market-led economic reforms were introduced. This chapter provides a rigorous economic analysis that makes a strong contribution to the handbook, demonstrating the impact of economic institutional arrangements on the fast-growing Chinese economy. A significant contribution here is to highlight the complexity of managing in Chinese cultural settings. This complexity arises from the constantly changing soft institutions, such as the cultural practices of guanxi, which can vary significantly across different regions and communities. For instance, personal networks or guanxi are less important in overseas private Chinese businesses, Hong Kong, and Singapore. Due to economic activity, growth, and labor migration, there is a considerable cultural difference between different Chinese communities. Hong Kong, for example, has a distinct management culture compared to mainland China, as it has a long history of British administration and is an international trade and financial hub. This is evident in differences related to governance, the influence of the central government, relationships with foreign firms, human resources, and line management. The working language is predominantly English in Hong Kong, whereas Mandarin Chinese is the sole working language in mainland China.