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هدف البحث إلى بيان أهمية وجود مديرية للرقابة في جمعية المحاسبين القانونيين في تعزيز جودة الأداء المهني لمدققي الحسابات، بالإضافة إلى تقديم إطار مقترح من أجل تعزيز دور جمعية المحاسبين القانونيين في الإشراف على جودة الأداء المهني لمدققي الحسابات في سورية. ولتحقيق هذه الأهداف تم الاعتماد على المنهج الوصفي التحليلي من خلال الاطلاع على الأدبيات والأبحاث العلمية المتعلقة بموضوع البحث، وتم جمع البيانات الأولية من خلال استبانة أعدت لتحقيق أهداف البحث، وتم توزيعها على عينة عشوائية من المحاسبين القانونيين المزاولين للمهنة في سورية، وبعض العاملين في مكاتب التدقيق، وقد تم الحصول على (60) استبانة، كانت جميعها صالحة للتحليل الإحصائي بنسبة استجابة (100%)، وقد استخدم عدد من الاختبارات والأساليب الإحصائية في تحليل آراء المستجوبين باستخدام برنامج (SPSS) بهدف الوصول إلى نتائج البحث واختبار فرضياته. وتوصل البحث إلى مجموعة من النتائج كان أهمها أن هناك دلالة معنوية لتطبيق الإطار المقترح في تعزيز دور جمعية المحاسبين القانونيين في الإشراف على جودة الأداء المهني لمدققي الحسابات في سورية، وكذلك فإن إنشاء مديرية الرقابة في جمعية المحاسبين القانونيين وما ينبثق عنها من لجان للرقابة والإشراف على عمل مدققي الحسابات يساهم في تعزيز جودة الأداء المهني لمدققي الحسابات، وأخيرا إن تعزيز جودة الأداء المهني لمدققي الحسابات في سورية، يساهم في ارتقاء مهنة التدقيق، وتعزيز أهميتها العلمية، ودورها في المجتمع، ويزيد من ثقة مستخدمي تقرير المدقق في المعلومات الواردة فيه. وأوصت الدراسة بأن تقوم جمعية المحاسبين القانونيين بإيجاد آليات فعالة للإشراف والرقابة على جودة الأداء المهني لمدققي الحسابات في سورية، وتفعيل الغرامات المالية والعقوبات المسلكية بحق مدققي الحسابات المخالفين والإعلان عنها لتكون رادعا للآخرين، وإجراء مراجعة دورية لمعايير رقابة الجودة وقواعد السلوك المهني وإجراء التعديلات المناسبة وفقا لطبيعة وحاجة المجتمع السوري.

Objectives: The study sought to examine the relationship between employee attitudes towards performance appraisal and its impact on work performance in the manufacturing sector using Ecomed Manufacturing (Pvt) Limited as a case study. This was in response to the general negative feelings against the performance appraisals by employees in the manufacturing sector. Methods: The researchers used an inductive research approach which recognizes that meaning emerges through interaction with participants of the study and adopted the realism philosophical position. The study used the case study research design and convenience sampling technique was adopted, thereby allowing the researchers to conveniently select 55 cases up to saturation point. Semi-structured in-depth interviews were used to solicit for information from the participants of the study which included both managerial and non-managerial staff. Thematic analysis was used to analyse the qualitative responses from participants. Results: The major findings of the study highlighted that the company under study is faced with negative employee attitudes towards performance appraisals. Hatred, bitterness, resentment, anger, competition among the employees were prevalent attitudes that the workforce exhibited against the appraisal system in place. Erosion of trust, antagonism and lack of team work among the workforce both in supervisory and non-supervisory levels was the greatest challenge faced by the organization studied. Regardless of the challenges faced, managerial participants concurred in stating that the performance appraisals in place brought about positive changes to the organization, exhibited by a steady increase in production due to competition among the employees which in turn led to meeting of targets. Conclusion: The researchers recommend that the Human Resource department should train and create awareness to about the entire performance management process so as to eliminate resentment towards the process. Furthermore, the Human Resource department should explore the introduction of self-rating performance appraisal methods where the employee can set targets and then monitor and rate own performance against set targets after a given period of time.

The success of every organization is related to the extent of its ability to provide active human resources and achieve its goals. As the worker is a human being before being a producer characterized by independence and his love of achieving wealth, so giving priority to him before the organization is the secret of its success. Therefore, seeking to understand his desires and needs can contribute to raising his morale and the level of professional adjustment at work. Through our article, we concluded that understanding an individual's personality contributes to achieving professional adjustment also contributes to developing his skills and improving his performance in order to achieve the organization's future goals.

In June 2023, David Weisbord and colleagues are set to publish 'The Future of Evidence-Based Policing and Dance' with Cambridge University Press. This book explores various aspects of police roles and responsibilities, with a particular emphasis on the professional needs of female social workers in effective community policing within Arab contexts. It underscores the importance of enhancing community policing to address high crime rates and improve the relationship between law enforcement and the public. The book advocates for community policing to boost public trust in law enforcement and foster stronger ties between police officers and local communities, thereby enhancing cooperation in safeguarding life and property. A significant focus of this study, as detailed in the book, is to identify the professional competencies required by female social workers in community police departments in Qatar. Data were gathered using a paper questionnaire, with a sample of 25 female social workers from the Community Police Department in Qatar. The findings reveal four key professional requirements: values, training, skills, and knowledge. Additionally, the study proposes strategies to better integrate social workers into police departments.

Through this work, we will explain how to use survey tools conducted within an engineering educational institution to improve the performance of teaching, reform its education and advance learning. Similarly, we will exploit a survey work done outside the school \"extra school\" to acquire useful information quantitatively and qualitatively. According to the results and the sampling carried out on a wide industry sector. We will proceed to a reform of the study plan.

The global workforce has undergone a profound transformation in recent years, with an increasing number of employees working remotely or with flexible schedules. This shift has been accelerated by technological advancements and the changing nature of work. The COVID-19 epidemic has also resulted in a significant shift in how individuals used to work. The move to remote working has changed the traditional workplace landscape and requires a comprehensive examination of its impact. While flexibility and autonomy are advantages of working remotely, there are potential disadvantages as well, including a possible decline in cooperation, isolation, and difficulties in controlling and monitoring worker performance. As a result, academic research and corporate concerns have shifted their attention to the effects of remote work on worker productivity. This paper explores the impact of remote working on employee productivity in Lebanon targeting Small & Medium Enterprises (SMEs) , examining both the benefits and challenges associated with this new way of working-a trend that is quite significant in today's world, even in Lebanon. Understanding the impact of remote working on productivity is crucial for establishing a healthy work environment as organizations increasingly adopt it. The findings suggest that while remote working can lead to greater flexibility and work-life balance, it also poses challenges such as communication barriers and feelings of isolation. Understanding the nuanced relationship between remote work, and employee productivity is essential for SMEs seeking to optimize their work arrangements and create an environment conducive to both individual well-being and organizational success. Providing a systematic analysis and theory-building of academic research to make these discussions more informed and evidence-based needs to be a priority. Society and technology are now at a crossroad where WFH is changing the workplace and must be better understood.