Purpose: This study aims to reveal the copy culture of Bangladesh. Research methodology: Qualitative research was designed for this study, and an ethnographic approach was used for data collection along with in-depth interviews with copy brand users. The judgmental and snowball sampling methods were used in this study. Semi-structured questionnaires and mostly open-ended questions were designed based on the objectives of this study. Results: The findings were analyzed under three main themes: Copying Us or copying them, Consumer Subjectivity as individuals, and Fragmented Authenticity. Limitations: Due to financial and time constraints, this research focused only on the capital city of Dhaka. In the case of broader research, this study can be analyzed in other regions of the country, which will provide a wide range of information regarding copy-culture attitudes. Contribution: In Bangladesh, people follow foreign trends and famous people’s lifestyles through copy brands. This study defines how and why copying culture encourages people to purchase from the local market. The reason that allures customers to buy replicate products is the availability and affordable price of the product, which is at a time creatively designed likely to match the original version. Novelty: This study can help others to take decisions based on the findings on copy culture.

Purpose: Leadership is a critical factor for individual and organizational success in today's complex and dynamic business environments. Effective leaders possess a wide range of competencies that enable them to inspire, guide, and influence others to achieve common goals. This study examines the concept of leadership competencies and their roles in fostering individual and organizational success. Research methodology: This methodological approach is based on a review of published literature outlining the significance of the leadership competency concept and the four key emerging leadership competencies for organizational performance. Results: The findings indicate the importance of the competency paradigm, which contributes to the quality of leadership. Specifically, key emerging competencies will provide valuable insights for leaders, human resource professionals, and researchers in the field of leadership development. Limitations: The research review method is based on secondary data; hence, it has its limitations. Owing to the evolving dynamic contextual leadership landscape, some crucial leadership competencies may emerge over time in some geographical organizational contexts. This necessitates a continual study and analysis of the evolving trends in emerging leadership competencies in organizations. Contribution: This study contributes to enhancing insights and knowledge of leadership development. Other concepts discussed include the competency definitions, competency model, skill-based model, and integrative competency framework. Novelty: The research and discussion on the proposed integrative emerging leadership competencies add to the merit of this paper. There is evidence that the competency framework results in individual and organizational performance.

Purpose: This study examines the role of personality differences in organizational productivity. Specifically, the study examined the level of acceptance of individual differences, ascertained how individuals relate to each other to attain preset productivity levels and assessed how personality differences translate into organizational productivity. Research methodology: Using a quantitative research approach and case study design, data were collected from 190 employees through simple random sampling. Data were analyzed using descriptive statistics from IBM SPSS Statistics 24 and are presented in the tables. Results: The results showed a high level of acceptance of individual differences, even though leaders mostly failed to adjust to employee differences. It was also found that, although leaders did not invest in employee relations programs, personality differences positively affected organizational productivity. The findings also reveal that employees are creative in managing resources and materials for production, explaining the significant influence of personality differences on productivity. Limitations: The data were analyzed using descriptive statistics only. Therefore, no inferences can be made. This study was limited to the employees of the Ghana Meteorological Agency. Contribution: Organizational leaders need to become more tolerant of individual employee differences, as this goes a long way to improve organizational productivity. Future studies should consider other industries in which the workforce is more diverse. Novelty: This study highlighted the role of personality differences in achieving organizational productivity with evidence from the Ghana Meteorological Agency.