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Autor podaje definicję relacji wewnętrznych w organizacji oraz wyjaśnia ich usytuowanie i cele. Przedstawia różne klasyfikacje narzędzi relacji wewnętrznych. Poświęca też nieco uwagi kulturze organizacyjnej i jej typom.
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Autor skupia się na podmiocie, wokół którego kreuje się komunikację. Przedstawia genezę i specyfikę osobistego PR-u, jego psychologiczne aspekty, takie jak instynkty i reguły wpływu społecznego. Objaśnia też pojęcie i sposób powstawania obrazu siebie, jego cechy oraz możliwości sterowania nim.
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The professional communication nowadays is the basis for successful connection on professional and personal level. But the ability to understand and use non-verbal communication and body language is a powerful tool which helps in connecting with others in expressing what they really think. Experts in communication agree that when two people talk face to face, only a small part of the entire message which is shared contains the words they use. Most of the message is contained in the tone of voice, the accent, speed, volume and accidence. The use of non-verbal communication (silence) in writing, speaking and daily business communication is a routine in every culture, in each of the areas mentioned. A modern trend in modern companies worldwide is the usage and interpretation of non-verbal communication of their customers through marketing strategies with aim to improve their distribution and marketing in the world market but also the personal contact with their consumers. Understanding non-verbal communication and interpretation of silence in certain cultures and meeting them in person enhances their feeling of things, both in culture, business and literature.
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Power Distance (PD) effects in Bulgarian organisations have been subject to scientific research for almost a quarter of a century now. However, that type of interaction between managers and employees is a relatively new area of study in the field of human resource management in hotels in Bulgaria. The paper presents the results from 12 empirical studies of PD using Hofstede’s model, two of which are in the hospitality industry. A comparative analysis has been carried out on the Power Distance Index (PDI) and its variables: fear among the employees, their understanding of an actual management style, preferred management style, etc. The results obtained in the hospitality industry show the highest PDI in comparison to other sectors. The paper also discusses some of the consequences high PDI can have for the human resource management practice in hotels. Some proposals are made as how to reduce the PDI.
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The art of communication is not a natural process or an ability we are born with. We learn to communicate. Concept and preoccupation of great topicality, the communication style raises a number of problems that require methodological caution: the need for a better operationalization of the concept, approaching the phenomenon in all its complexity, relating the style to the context in which it is applied. More appropriate than looking for the "best style" is to find the "optimal style" that streamlines the relationship between leaders and subordinates. The communication style must be appropriate to the purpose and objectives of the communication, the recipient, the situation and the context of the communication (Pruteanu, 2006).
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Traditionally, and this tradition still persists in the Republic of Moldova, theevaluation is seen in terms of requesting all kinds of reports, notes, minutes, tests, projects, etc. What you need to be aware of is that not every activity can be provenby a written document. There are aspects of the activity that can be appreciated bydirect observation or as a finished product. Hence the role of the manager to possessskills and competencies of observing, comparing and correcting the processes thattake place in the led units, as well as competencies to appreciate people's contribution to achieving objectives, motivating them, implementing /using mechanisms for informing about results and subsequent cycles of activities. or here, decisive is the managerial competence of communication, which can be a defensive one, which provokes evaluation and judgment; desire for control; strategic andcalculated approach to the message by the subordinate; neutral approach; showingsuperiority; showing self-confidence; or a supporting one, which causes description;problem-solving orientation; spontaneity in conveying the message and reaction;empathic approach; recognition of equality between sender and receiver; arguing thecontent of the message. In the present paper we highlight some practical aspects ofcommunication between managers and subordinates based on the results of research:chief-subordinate relations and subordinate-chief, conducted on a sample of about200 people employed in employment, most of them in education.
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The educational changes in the Romanian pre-university education system over the last ten years have required the creation of internal mechanisms, articulated through an internal managerial control system in order to improve and maintain performance in all the basic compartments of the school organization. The success and the performance of a educational organization is based on many factors that take into account the scholars progress, the professional training of professors, the curriculum, but also the manager’s style and strategies that he applies at an institutional level. Despite controversy and doubt, internal management control is seen as an indispensable tool in performance management of modern organizations. The reason for this consists in management control treating the present problem for all the typologies: that there is certainty in the fact that managers, alongside with professors achieve performances in the behalf of the organization. In order for the relationship between the manager of the institution and his personnel to remain favorable, it is normal that the management to measure and control the performance of his employees. The present paper aims to create an internal radiograph within a preschool education institution in order to hierarchize performance indicators and / or identify influential factors to be achieved in order to obtain a performing school environment (for children, teachers and the entity manager). The paper/research begins with a presentation of the theoretical concepts, followed by an empirical research that is based on qualitative methods, and uses as an instrument the interview (applied to teachers, heads of departments, managers). The paper ends with a series of proposals, conclusions that can be implemented in various educational organizations.
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Consumer materialism is defined as the accumulation of property and subsequent exposure of this property to admiration. Compulsive consumer behavior is a compulsive activity aimed at uncontrolled shopping and consumption. Ethnocentric consumers consider purchasing foreign products to be a bad act in view of the impact on the domestic economy. Objectives. The aim of the contribution is to examine specific forms of consumer behavior in terms of gender and consumer education. Method. The research sample consisted of 160 respondents, namely 95 women and 65 men aged 18-65 (m = 35,621, SD = 2,578). For the research purposes, the Consumer Ethnocentric Tendencies Scale (CETSCALE) was used by Shimpa and Sharma (1987) to determine the level of consumer ethnocentrism. Consumer behavior was also found in two sub-scales inspired by Schiffman and Kanuk (2004), namely the subconscious of consumer materialism and the subconscious of compulsive consumer behavior. Results. Using t-tests for two independent samples were found statistically significant differences in the level of compulsive consumer behavior in favor of women. At the level of consumer ethnocentrism, consumer materialism and compulsive consumer behavior, there were no statistically significant differences in the secondary and higher education of respondents. Limitations. The limitation of research study is an occasional choice of research sample.
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The aim of the study is to introduce the concept of foreign language communication anxiety and to outline studies dealing with this topic at the university level. The paper provides an overview based on data from sixteen studies that were included in the international databases Web of Science and Scopus in the range of the last nineteen years. Both quantitatively and qualitatively focused studies examine the concept of foreign language communication anxiety in relation to the personal characteristics of individuals and external variables, e.g. teacher’s personality or classroom dynamics.
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The paper deals with survival, fear and bullying behavior in school environment. Post reports on partial results of the research, which is part of an international project bullying at school as a process - social-cognitive analysis of class bullying. The sample consists of 302 students 6th grade of elementary school (145 boys and 157 girls). It refers to the relationship of perception of social support and survival fear of bullying. Social support was measured using The scale of child and adolescent social support (Child and Adolescent Social Support Scale-Revised; CASSS-R, Malecki et al., 2000), and for analyzing bullying behavior was used a shortened version of the questionnaire on bullying for primary school pupils ( Olweus, 2006) and adaptation in their peer nominations Guess Who (Guess who, Coie & Dodge, 1988). Research results suggest that teachers and classmates are important people who influence the survival rate fear of bullying.
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İnsanoğlunun çevre üzerindeki tahrip edici etkileri, çevreyi odak noktasına alan tüm çalışmaları önemli hale getirmeye başlamıştır. Bu bağlamda örgütler de çevre odaklı yapılar oluşturmanın adımlarını incelemeye ve uygulamaya başlamışlardır. Örgütlerdeki çalışanların davranışlarını inceleyen örgütsel davranış alan yazını ise, örgüt içindeki çalışanların çevre dostu davranışlar sergilemesine odaklanmıştır. Son yıllarda örgütsel davranış alan yazınında yeşil konsepti üzerine yapılan araştırmaların önemli bir yere sahip olduğu görülmektedir.
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This study, which was prepared based on Social Identity Theory and Self Classification Theory, examines the relationships between organizational identification, job involvement, and job performance variables in a sector such as the defense industry, which hosts a qualified workforce and highly educated employees. It also examines the mediating role of job involvement in the relationship between organizational identification and job performance. In this study, it is assumed that employees who identify with their organizations will cause an increase in individual job performance through positive behaviors and attitudes such as job involvement. For this reason, a survey was conducted on the employees of small-scale private enterprises operating in the defense industry in Ankara. According to the findings, organizational identification affects job performance positively and significantly. In addition, organizational identification positively and significantly affects job involvement; It has been found that job involvement has a positive and significant effect on job performance. The study also concluded that job involvement has a mediating role in the relationship between the organizational identification of the employees in the defense industry and their job performance. From these findings obtained from the research, it is concluded that organizational identification and job involvement are the antecedents of individual job performance.
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Power, in its simplest form, is defined as the ability to achieve goals, objectives and results by influencing others. In work life, where power is actively used, leaders or managers try to reach organizational goals by influencing their employees. However, when a leader or manager gains too much power and there is no mechanism to control the decisions taken under the influence of this power, they can harm the organization and society by using power in a bad way. The fact that a leader gains too much power brings with it a number of problems. One of these problems is the "Hubris Syndrome", which occurs due to the use of too much power, which pushes the leader to make decisions that will not listen to anyone as a result of power intoxication or power intoxication. Hubris Syndrome is an arrogance and power poisoning that can occur in all leaders and managers, from state managers to business managers. It is also seen as a danger that will affect societies, countries and businesses. Leaders or managers with Hubris Syndrome often abuse power, believing that they are better than everyone else, that they are absolutely infallible and invincible. Therefore, leaders acting in this syndrome bring with them some negative consequences such as irrational decision making, weak relationships, ineffective employees, and poor performance in the organization.
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An increasing interest in the concept of time perspective, describing particular time horizons, is observed in organizational behaviour literature. Decision making in lives and careers of individuals is not only contingent upon what takes place in the present but also on how one feels about the past and one’s hopes for the future. However, when it comes to time perspective and career decision making, occupational psychology has focused particularly on future time perspective. A core construct in the socio-emotional selectivity theory, future time perspective refers to individuals’ perceptions of their remaining time and opportunity in life. Occupational future time perspective concept originates from research in the lifespan developmental literature on the future time perspective. Occupational future time perspective means that employees’ perceptions of their future in the employment context. Results of researches show that, in addition to its strong negative relationship with age, occupational future time perspective is also associated with other individual (e.g., personality traits) and contextual variables (e.g., job characteristics). Moreover, occupational future time perspective has been determined to mediate and moderate relationships of individual and contextual antecedents with occupational well-being, motivational and behavioural outcomes. This study investigated occupational future time perspective in work organizations. It is thought that the study will contribute to the organizational behaviour and human resources management knowledge base.
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This study delves into the intricate relationship between leader narcissism, stress levels, and organizational communication, providing insights into the dynamics of contemporary workplaces. Utilizing a sample survey conducted within an information technology department, participants assessed leader narcissism, job stress, and organizational communication through comprehensive questionnaires. The findings illuminate the positive correlation between the "exploitativeness" dimension of leader narcissism and the "work-family conflict" sub-dimension of job stress, as well as the "feedback" sub-dimension of organizational communication. Similarly, a positive association emerged between the "superiority" dimension of leader narcissism and the "critical communication" sub-dimension of organizational communication. Conversely, a negative relationship was observed between the "self-sufficiency" dimension of leader narcissism and the "information sharing" sub-dimension of organizational communication. Moreover, a statistically significant negative correlation was identified between the "authority" dimension of leader narcissism and the "role ambiguity" sub-dimension of job stress, while a positive relationship was detected with the "role stress" sub-dimension. These empirical findings underscore the nuanced effects of leader narcissism on job stress and the quality of organizational communication within the workplace. These significant insights offer valuable implications for leadership practices and organizational communication strategies, empowering organizations to address the challenges associated with leader narcissism. The scholarly contribution of this study advances the field of organizational behavior, providing actionable recommendations for leaders and managers striving to cultivate a conducive work environment.
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In today's post-modern world, where uncertainty and chaos prevail, rule-based hierarchical organizations are giving their place to businesses where expert power and knowledge, and therefore people, are more important. In these new structures, where continuous change is required, the effect of individuals' behaviors within the organization on performance and the importance of directing these behaviors in a positive way increase even more in order to manage individuals and institutions. In this study, the concepts of organizational citizenship behavior and organizational politics, which are two important research areas of the organizational behavior literature, are discussed over the relationship between each other and on the basis of Social Exchange Theory. Although research on politics in the management literature has increased in recent years, it does not receive the importance it deserves. Researches generally associate politics only with manipulation and behavior aimed at protecting the interests of managers or management. This negative perception leads to an incomplete understanding and explanation of the organizational politics. But political behavior includes both positive and negative behaviors. The policies implemented by the managers and the political behaviors they exert are closely related to the potential and existing organizational citizenship behaviors of the employees. In the context of the Social Exchange Theory, it is seen that the citizenship behaviors of the employees increase to the extent that the managers meet the expectations and needs of the employees.
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In this paper, the author aims to contribute in the answer to the question of how to include pupils in the classroom teaching process, that is, what are the determinants of their inclusion. The answers to these questions was gained in experimental ways. The experiment was made according to the existing curriculum in BiH. The work was done in 20 hours time, ten in mathematics, and ten in the subject of my environment. Significant results have been made of which these results are in the rise: (1) expectations of success, (2) challenge and (3) mastering the target orientation of students. Reduced results are: (1) a motivation and (2) student activities during classes. Why activities, during classes of the conditions in which the teacher was trying to get students to work independently are lessened, it remains to be answered in some future research.
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Tato knížka je o pomáhajících profesích – zaměřuje se na určitou přidanou hodnotu, jíž profese dají vzniknout, když cíleně a promyšleně spolupracují. Pro označení tohoto jevu se ujal termín interprofesionalita. Lze také říci, že tato knížka je o interprofesionalitě a tedy o inteprofesní spolupráci. K danému fenoménu se pokouší přiblížit různými cestami…
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In a business environment that is exposed to constant changes, companies face numerous challenges. One of the biggest challenges is managing the new workforce, namely Generation Y, also called Millennials (born between 1980 and 1994) and Generation Z (born between 1995 and 2010). The paper deals with the perception of Slovenian companies about generations Y and Z in the workplace, in order to find answers about the challenges that await them and to shape the work environment, putting younger employees in a better position to achieve organizational goals. The introduction discusses the expectations, values and behaviors of generation Y and generation Z in the workplace, and analyzes the best practices for managing them. Next, the results of interviews conducted with HR managers from some of the best Slovenian companies are presented. Research has shown that young people value the relational type of working relationship much more than the transactional type. For this reason, companies should invest more in relational aspects of work, such as communication, employee care, culture, recognition, respect and inclusion. Relational factors are more important for attracting and retaining young workers than transactional factors, such as salary. These factors require less direct financial investment and more personal engagement (time and energy) on the part of mentors, managers and human resources management. Also, the positive attitude of the best ranked companies towards young people ought to be emphasized, in contrast to the attitudes that can be found in the media and academic literature, where there are a significant number of negative stereotypes about young people.
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