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This paper evaluates the relative effects of operations management and marketing on the performance of businesses. It aims to demonstrate how the integration of these two functions enhances customer satisfaction, brand loyalty, and sustainable growth. Employing a qualitative, exploratory research design, the study collected primary data through semi-structured interviews with managerial and operational staff, complemented by secondary data for validation. Thematic analysis was used to interpret the findings. Results reveal that efficient operations management—through process optimisation, resource utilisation, and quality control—significantly improves service consistency and customer satisfaction; strategic marketing initiatives, including personalised and data-driven campaigns, enhance brand visibility and loyalty; and the integration of these functions yields superior performance outcomes. The study concludes that aligning operational efficiency with innovative marketing strategies is critical for sustaining competitive advantage and long-term success in the dynamic QSR industry.

This study demonstrates that transitioning into a new career at 35 is not a restart but a strategic shift enabled by business education. Through qualitative insights from mid-career participants, the findings show that motivations for pivoting often stem from the pursuit of stability, growth, and renewed professional purpose. Business education supported by mentorship, practical learning and exposure to modern business practices was found to enhance confidence, expand skill sets, and open new career opportunities. Importantly, many respondents only fully recognised the transformative value of such education during their learning journey. Overall, the study highlights the critical role of accessible and relevant educational pathways in empowering individuals to navigate career change effectively and sustainably. 

The issue of leadership styles, perceptions of employees, and culture within the organization of RMA was investigated. The study employed qualitative research with an interview of 15 participants at different levels of leadership. The results indicated the prevalence of transformational and servant leaders who increased engagement levels, trust, and feelings of ownership but made employees more responsible with fewer creative and morale levels at the transactions and autocratic levels. Quantitatively, the results showed an increase in employee engagement levels from 2022 (82%) to 2023 (85%), an increase in the perception of trust of employees with leadership levels (70% to 73.3%), and an increase in the perception of development of employees’ careers (65% to 70%). Finally, the study recommends that the development of employees’ leadership should take place in an organized manner with an official program of development of employees’ careers and that the standard of the leaders should remain consistent. Additionally, the study recommends that decision-making should take place with the participation of employees. Future research should involve bigger samples of the study.