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The aim of this paper is to present a research on how – the extremely necessary – systemic rather than one-sided and short-term behavior can enjoy support from (corporate and individual) social responsibility (SR) enhanced by transformational leadership as a source of success.

Based on the previously published empirical research, the authors use qualitative research methodology including desk and informal field research, the Dialectical Systems Theory and its law of requisite holism.

The entire humankind is in big trouble and facing the danger of the Third World War resulting from the “war against terrorism” proclaimed in USA in 2002 and making close to 100 million persons need relief aid; this situation is because of monopolies in the global economy, both business and government monopolies. Application of knowledge that might be able to solve the problem depends on values, culture, ethics and norms that prevail in all/any entities from families via corporations and other organizations, countries, international entities (such as European Union) to the entire world and humankind (and its United Nations Organization). The most influential of all of them are the corporations, hence, their corporate governance and strategic management. Hence, they should urgently implement SR principles and methods supporting its realization instead of the prevailing short-term and one-sided criteria of right and wrong, for clear and proven economic reasons; satisfied and healthy people are causing much less cost and trouble than strikes, medical care, renewal of safe natural environment, wars, unhappy/abused partners, etc.

The hypothesis is researched to the greatest extent possible, with qualitative analysis in desk and field research. Quantitative methodological approach took place in the cited previous publications.

For humankind and managers, the use of the transformational leadership is very important because of its positive impact on health and well-being of employees and, hence, on humankind’s survival in the current global socio-economic crisis.

Good health and well-being of employees reduce many societal troubles and related cost resulting otherwise from the too short-term and narrow-minded behavior of managers and employees, potentially their families as well, all way to tens of millions of homeless migrants, killed and injured people, children with no chance for education, etc.

No similar concept is offered in the available literature.

This paper aims to present the findings of the research about the role of different intelligences in overcoming the differences in employee value system as a source of success.

Based on their previous research, the authors used desk and informal field research, the Dialectical Systems Theory and its Law of Requisite Holism.

The integration of one’s personal development with one’s individual intelligence influences human value systems. Knowledge and developing of various types of intelligence matter: it lets individuals develop faster, in the long run. The higher one’s level of intelligence is, the easier one finds it to face problems or experience. Thus, one is becoming a mature personality, who can overcome extreme alternatives to the briefed human values. This process can also receive meaningful support from the exercise of social responsibility, which is one’s responsibility for one’s impacts on society, i.e. people and nature. Success of the process depends on “personal requisite holism”. The top managers need significantly more emotional and social competences than the others.

The topic is researched with qualitative analysis in desk and informal field research. Quantitative methodological approach took place in the authors’ cited previous publications.

Work distribution makes the leaders and subordinates differ in prevailing values, too. Mastering of these differences will support business success, survival of jobs included and well-being of coworkers from both groups. Application of the cognitive, emotional and spiritual intelligences might help the organization meet this need. The fourth – physical intelligence – supports ensuring the psychological well-being at work; from this, other mentioned intelligences have been developed. Mastering of these differences can also receive support from methods of creative cooperation, social responsibility and personal requisite holism; the authors have reported about these elsewhere, and only point to these in this study.

The more holistic intelligences system generates a more socially responsible society.

No similar concept is offered in the available literature.

Robotic process automation (RPA) is a rapidly emerging field of computer science. It refers to the use of software robots or similar virtual assistants, which are programmed to complete repetitive and labor-intensive tasks. It has been shown that RPA offers technologically advanced solutions to businesses around the world and can cut costs, raise levels of efficiency, and improve quality. In the effort to remain competitive in the market, RPA has become a powerful and competitive tool for companies spanning a range of different industries. In this chapter, the authors’ focus is on the role of RPA in the banking sector. In this chapter author will analyze the existing scientific research in this area, with a focus on the process requirements for implementing RPA in banks, RPA vendors, and the general benefits of robotization in banking. The chapter will provide additional value through a list of suggestions for the practical use of RPA in the banking industry.

In recent years, with the development of technology, the number of contact points between companies and their customers has multiplied. From the company point of view, companies may reach their customers through multiple marketing channels. Moreover, business intelligence necessitates increasing data sources, strengthening the power of analysis tools, and developing knowledge to be used as a competitive advantage. On the other hand, today’s mostly digitized customers expect more than just commoditized products or services. Customer activation creates experiences that make them feel strong as agents perpetrating the structure (brand strategies) by taking an active role instead of being passive. In other terms, customers are in the main decision position to plan the structure. Thus, companies should design unique and memorable customer experiences through different channels in an integrated way, which is called omnichannel. Omnichannel customer experience management is possible by determining and coordinating customer touch points. In other terms, a melody should exist at these interaction points. This book aims to contribute to this advancement by first providing general reviews of the literature, then covering the pillars to design omnichannel customer experiences, and lastly providing technology-enhanced applications from several industries. This book aims also to provide fresh conceptual insights and thinking about the ways to design and develop omnichannel customer experiences.