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Circular Economy (EC) is a term that has not been studied fully yet and is attracting the growing interest of scholars. It is vital for our planet and each of our lives to take care of EC principles. In this process, the business sector plays a leading role. This process is challenging and requires understanding circular economy principles first, after analyzing linear business models and comparing them to the CBM (Circular Economy Business Model). Based on these, it will be easier for businesses to adopt any of them. The aim of the paper is to discuss these and give recommendations based on the literature, research papers, and publications available at this moment. Key Findings: The barriers to moving from BM to CBM are still strong, but business behavior shows that there are already some signs of a circular economy, which can be considered an important step for the planet and people’s lives; recommendations are given on how to help businesses to overcome obstacles on this difficult path.

Conflict management is one of the major skill that has a significant influence on the tasks employee have to perform daily bases. Conflict is unavoidable in daily routine of the organizations. Its importance is increased in the developing countries like Georgia as external factors make people to work in more unpredictable situations. This article is based on the research conducted in Georgia, shows main challenges, trends and understanding of conflict management, shows results and offers recommendations how to make employees more productive by managing it effectively. Objectives: This study aimed to evaluate main challenges of conflict management, its impact on employee and organization productivity in Georgia, make conclusions and give recommendations to managers and employees how to deal with the conflict situations and improve constructive outcomes. Other factors influencing productivity connected to conflict management were also investigated. Results: Results has shown that conflict management understanding is quite low in Georgian organizations, as well as the constructive and destructive outcomes of it. Reasons of conflict is mainly improper distribution of functions and duties. Employees prefer to use collaborating style for conflict resolution.