This paper reviews the advancements in Artificial Intelligence (AI) in healthcare over the last decade. It highlights the evolution of AI technologies, their applications in medical imaging, diagnostics, drug discovery, personalized medicine, and administrative workflows. Challenges such as data privacy, regulatory concerns, and ethical dilemmas are discussed, alongside future research directions.

This review paper explores the potential economic impacts of Universal Basic Income (UBI) as a policy tool for poverty alleviation, reducing inequality, and promoting economic stability. The paper synthesizes findings from various theoretical models, pilot programs, and empirical studies to evaluate UBI’s effectiveness and its implications on employment, inflation, and economic inequality. Key results indicate that UBI, when tax-funded, can reduce wealth inequality and improve income distribution. While concerns about inflation and labour market disincentives exist, evidence suggests that UBI does not significantly reduce overall labour supply. Instead, it can empower individuals to pursue work aligned with their skills and passions. The review highlights the importance of complementary policies to manage inflationary risks and ensure economic stability. The findings suggest that UBI has the potential to reshape welfare systems and contribute to a more equitable, sustainable economy, but its success depends on proper implementation, financing, and complementary fiscal strategies.

This analysis examines how employee expectations, work attitudes, and organisational commitment are shaped by the psychological contract (PC). The unspoken agreement between employers and workers that has a big impact on motivation, job happiness, and organisational loyalty is known as the psychological contract. The review highlights the effects of organisational culture, trust, and HR procedures on the psychological contract by synthesising findings from other studies. It highlights the negative effects of unfulfilled expectations, such as decreased job satisfaction, disengagement, and an increased propensity to leave. The study explores how the psychological contract is changing and the difficulties companies have in meeting employee expectations in light of contemporary workplace dynamics, such as remote work and changing generational beliefs. The review concludes by offering insights on how organizations can align their HR strategies with employee expectations to foster a committed and motivated workforce.