The article examines the essence and content of modern approaches to optimizing operational processes in massage studios. These business entities face an urgent need to streamline internal operations, a necessity that has become increasingly apparent against the backdrop of intensifying market competition and rising consumer expectations. The objective of this study is to systematize and analyze innovative solutions that facilitate the optimization of these processes while being tailored to the specifics of massage establishments as service-oriented organizations. Existing publications and scientific sources reveal contradictions between technological determinism and human-centered concepts, as well as discrepancies in the prioritization of factors influencing operational efficiency. The study substantiates the potential of integrating digital technologies, Lean methodologies, and flexible management approaches into the practical framework of operational models for massage studios. Special attention is given to the alignment of operational processes with strategic goals and the economic sustainability of businesses within this sector. The findings conclude that the key success factor lies in fostering and maintaining a culture of continuous improvement. The materials presented hold practical value for massage studio managers, healthcare service management specialists, and investors exploring business development opportunities within this market segment.

This article presents a multifaceted methodology designed to address the psychological and strategic challenges faced by contemporary entrepreneurs operating in volatile markets. Grounded in cognitive-behavioral principles, psychodynamic insights, and strategic coaching frameworks, the proposed method seeks to dismantle limiting beliefs, reduce anxiety, and foster both resilience and systemic thinking. A mixed-methods study involving 200 entrepreneurs revealed statistically significant improvements in revenue growth, anxiety reduction, and self-esteem, when compared to a control group engaging solely in conventional business training. Case analyses further illustrate how the integration of cognitive reframing, deep psychodynamic exploration, and leadership coaching can produce enduring benefits. The findings underscore the necessity of an integrative approach that simultaneously targets internal barriers and operational bottlenecks, offering a practical, evidence-based solution for sustainable business development.

The article examines the impact of artificial intelligence on B2B sales processes, in particular, its role in increasing efficiency and predicting customer behavior. The article analyses the use of such technologies as natural language processing [NLP], machine learning [ML], computer vision, and chatbots. Particular attention is paid to the practical case of the American company Dell, which has achieved an increase in the conversion rate and optimization of the sales department with the help of Lattice Engines analytics.

The study demonstrates that AI integration allows branding agencies to create more accurate customer profiles, automate routine tasks, and increase the level of interaction personalization. It is concluded that further development of predictive models and integration of AI with customer relationship management [CRM] systems are essential for achieving predictable results and enhancing companies' competitiveness. The study's novelty highlights the practical benefits of integrating AI into the B2B sales process, particularly its role in improving sales efficiency, personalization, and lead generation.

However, the research is limited to analyzing existing AI applications and does not cover the potential risks associated with data privacy and ethical concerns. Future studies should address these challenges to ensure the responsible use of AI. The practical implications of this research include increased productivity, improved customer targeting, and enhanced decision-making processes. Social implications involve the transformation of the labor market, as AI automates routine tasks, necessitating workforce reskilling and adaptation to new roles. Thus, AI not only optimizes sales processes but also drives broader societal changes, highlighting the need for balanced technological adoption.

This article examines key geopolitical factors influencing global supply chains in the modern world. It analyzes trade wars, sanctions, and political tensions that disrupt logistics operations and compel companies to reconsider their production and distribution strategies. Special attention is given to risk mitigation mechanisms, including supplier and market diversification, the formation of strategic reserves, the implementation of new monitoring technologies, and the reconfiguration of supply chains through regionalization and nearshoring. The study consolidates recommendations to enhance the resilience and flexibility of logistics systems in an environment of increasing geopolitical uncertainty. The scholarly contribution of this work lies in the systematization of contemporary approaches to managing geopolitical risks in logistics and the development of an integrated model for a resilient supply chain.

Female leadership receives continuous attention from corporate firms because gender diversity creates innovative approaches that lead to financial advancement. A study examines female executive performance levels within U.S. Fortune 500 enterprises combined with investigating organisational performance impacts due to gender diversity implementation. The research framework contains data from female executive interviews, HR professional data, diversity officer case studies, and corporate reports. Companies that support female leadership across all management sectors achieve superior financial outcomes and enhanced innovation rates with better staff loyalty. A woman leader employs transformational conduct to build teamwork, moral standards, and inclusive choices. Even though women contribute multiple benefits to organisations, these values do not entirely overcome active barriers that prevent their career advancement, particularly discriminatory actions, unequal pay structure, and limited mentorship resources. Organizations must develop leadership programs that establish unbiased evaluation systems through equal policies to create gender-diverse leadership. The study presents recommendations for business executives and government officials to explain how gender equality enables better organizational performance and business effectiveness.

This article examines both the retrospective and modern characteristics of business models in the travel industry, considering the impact of digitalization. The industry is undergoing large-scale transformations driven by cutting-edge technologies, necessitating a rethinking of traditional frameworks and the development of new strategies. In recent decades, the emergence of digital ecosystems, the expansion of platform-based solutions, the personalization of services, and the application of artificial intelligence have led to a fundamental reconfiguration of the tourism sector. However, despite the extensive body of research, there remain significant disagreements in the academic literature regarding the nature of digitalization: while some scholars view it as a gradual evolutionary process, others describe it as a technological revolution that radically reshapes the industry's structure. The objective of this study is to analyze the stages of business model evolution in the travel industry amid digital changes, identify key factors driving sectoral development, and systematize existing approaches to the differentiation of business models. The author concludes that the modern travel industry is moving towards integration into a unified digital ecosystem based on data and algorithms, which not only transforms consumer experiences but also gives rise to new monetization strategies and competitive models. The author's contribution lies in formulating a perspective on the future development of the sector. The findings of this study may be valuable to researchers examining the digital platform economy, tourism industry professionals, and practitioners involved in strategy development for travel companies.

This study explores the factors influencing perceived organizational performance (POP) with a particular focus on the mediating role of job satisfaction (JS). The relationship between individual factors such as employee motivation, organizational culture, leadership, and their impact on POP is evaluated. Using a sample of employees from diverse sectors, the research employs structural equation modeling (SEM) to test the direct and indirect effects of these factors on organizational performance. Results indicate that job satisfaction significantly mediates the relationship between employee motivation, organizational culture, leadership, and perceived organizational performance. The study concludes that enhancing job satisfaction can serve as a strategic tool to improve overall organizational performance.

The article examines the detrimental impact of toxic management and poor leadership on employee well-being and organizational performance. Unlike demanding but fair managers, toxic leaders actively undermine employee morale and workplace effectiveness. Through authoritarian and destructive behaviors such leaders negatively affect employees' mental health, causing increased anxiety and depression.

In contrast, toxic leaders create a detrimental environment by actively undermining workplace conditions and employee well-being. Poor leadership, characterized more subtly by passivity, indecisiveness, and inadequate feedback, further exacerbates these problems. Passive leaders frequently avoid conflict resolution and decision-making, resulting in confusion and instability within the workplace. The absence of constructive feedback additionally impedes employees' ability to develop skills and achieve professional growth.

The article proposes solutions for mitigating these negative impacts. Organizations can benefit from adopting practices such as early identification of problematic leadership behaviors through constructive feedback mechanisms, including regular and structured feedback sessions and evaluations. Leadership behavior assessment tools and timely interventions, such as 360-degree feedback, can help identify and address problematic managerial behaviors before they become deeply embedded in organizational culture. Additionally, fostering an open and supportive culture is essential, enabling employees to safely express their concerns, thus promoting workplace well-being.

The article emphasizes the importance of proactive organizational measures to recognize and reduce toxic leadership behaviors, thereby safeguarding employee mental health and enhancing overall organizational effectiveness.

This study will benefit managers, HR professionals, researchers, business owners, and anyone involved in organizational management and employee welfare.