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Innowacje społeczne odpowiedzią na lokalne problemy współczesnego społeczeństwa

Author(s): Marzena Sylwia Kruk / Language(s): Polish Issue: 2/2016

The present-day society in Poland is more and more conscious of its responsibility for the economic and social life, especially at the local level. Civil society is not a passive re-ceiver of services, but it is an observer and a creator. Social innovations, with their main func-tion to solve social problems, make it possible to fully use the potential of civil society. Social innovations affect the areas inaccessible for the central government or the parliament. Social innovations have several advantages, which are difficult to quantify. Creating inter-sectoral partnerships, a closer cooperation at the local level, integration are just a few examples of these advantages brought by social innovations. Multi-dimensional effects of the innova-tions of that type, and first of all the ones that build up the social capital, are the argument for engaging the Polish society in that kind of activity. A possibility of financing innovations by the EU’s funds and good practices in that area encourage to implement social innovations at the local and national levels.

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Hubris sindrom

Author(s): Harun Hadžić / Language(s): Bosnian Issue: 71-72/2016

Primjenom naučne metodologije autor u ovom radu obrađuje tzv. “hubrisov sindrom” kao skup simptoma koji ukazuju na “bolest” zadobijenu dugotrajnim vršenjem vlasti, odnosno, vršenjem bilo koje druge liderske ili nadređene funkcije, koja njenom nosiocu daje velike privilegije, ovlašćenja i mogućnosti za sticanje moći. Takve osobe pokazuju vidljive znake svog narcisoidnog držanja čija je glavna odlika “oholost”, pa su pogodne za proučavanje primjenom bihejviorističke metode posmatranja ponašanja ljudi. One su, često puta, korumpirane, grandomanske, megalomanske, pohlepne, tiranski raspoložene, ne trpe nikakvu kontrolu svog rada i ponašanja, ne vole zakone niti bilo koje duge norme koje ograničavaju njihovu samovolju, i nikada ne podnose izvještaje o svom radu. Zbog kompleksa više vrijednosti teško uspostavljaju dijalog i normalnu komunikaciju sa onima “nižim” od sebe, prave bezrazložne konflikte, ne priznaju svoje greške, niti priznaju svoju “hubrisovu bolest”. Suština i glavna poruka rada jeste da ukaže na “hubrisov sindrom” kod sandžačkih “moćnika” s ciljem prevazilaženja istog i započinjanjameđusobnog dijaloga kao početne faze ozdravljenja sveukupnog lošeg stanja u Sandžaku.

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The relationship between the diversity of employees and organizational performance

Author(s): Latif Abdul Ridha Atiyah / Language(s): English Issue: 02/2016

The current research aims to analyze the diversity of workers and its influence on the organizational performance. The success of an organization is achieved by bringing new creative ideas. Thus, adopting diversity management and diverse workforce inside organization, will create a behavior to add several traits that will enhance the organizational performance by adapting the current work environment to the future work plan. The goal of the research is to identify the impact of diversity in being an independent variant resembled by: (Type, sex, age, religion, ethnicity) and the other one the organizational performance in being a dependent (Related) variant resembled by (market share, sales growth, customer satisfaction, the release cycle of a new product.) The present research reached numerous of conclusions, their highlights resembled by the importance of diversity relying on diversity strategy on improving the current products while offering continuous and effective support to the projects of development and research, considering it as the main tool to support the success of effective organizational performance. The results generally confirmed the relation and the expected impact between the effective organization performance and diversity in the researched organization.

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Pro-active Work Behavior, Professional Commitment and Psychological Well Being. A Mediation of Organizational Culture

Author(s): Divya Shukla / Language(s): English Issue: 48/2017

Consistent changes over a period of time have made the tremendous impact on adopted and aspired behavior at work place. Despite of several studies on behavior at work the literature of pro- active work behavior has not been investigated in several conceptual settings. The current research is attempting to test the mediation of the organizational culture on the relationship of proactive work behavior, professional commitment and Psychological well- being. The study has taken quantitative approach with incorporating survey method on 535 employees who are working in service sector in Bangkok City, Thailand. The mediation has been tested through structural equation modeling and supported with the good indicators of Model Fit. The finding supports the mediation effects of organizational culture on employees’ proactive work behavior, their professional commitment and perceived level psychological well- being. The study has further given managerial implication in the individual, group and organizational level. Apart from this the study is also contributing to the literature of Proactive work behavior with multi- level perspectives where individual, team and organizational level have been taken into consideration. With examining the mediation effects the study would also attempt to bridge the conceptual gap in body of literature with exploring them in the perspective of pro- active work behavior such as professional commitment and psychological well- being.

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Neopaternalismul ca strategie de GRH (MRU) în întreprinderile delocalizate

Author(s): Ewa Martin / Language(s): Romanian Issue: 21/2010

De aproximativ 20 de ani, numeroase întreprinderi occidentale, în căutare de noi pieţe şi de forţă de muncă mai ieftină delocalizează unităţile lor de producţie către ţări din Europa Centrală, Asia sau America de Sud. Confruntate cu problemele transferului de cunoştinţe şi a formării tehnice în contexte culturale noi, ele dezvoltă metode de GRH-MRU care au ca scop fidelizarea angajaţilor lor, mobilizarea competenţelor lor şi a forţei de muncă în vederea obţinerii unei producţii ce respectă norme foarte exigente. În acest articol, analizăm strategiile care se aplică nu numai salariaţilor dar şi familiilor lor şi, mai general, mediului local şi care te face să te gândeşti la o întoarcere către paternalism abil desemnat prin termenii de „responsabilitate socială a întreprinderii”.

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Perspectiva multiplă în auditul cultural

Author(s): Blandine Vanderlinden,Camelia Frăţilă,Pierre Dupriez / Language(s): Romanian Issue: 21/2010

Importanţa dimensiunii culturale a managementului a devenit tot mai evidentă, în ultimul timp, atât pentru cercetători, cât şi pentru practicieni, dar, conştientizarea acestui aspect nu înseamnă, implicit, înţelegerea lui. Articolul de faţă propune o metodologie cu ajutorul căreia cercetătorii, dar şi practicienii să poată identifica dimensiunea culturală a managementului, să o analizeze, să evalueze locul ei în sistemul organizaţional şi, eventual, să formuleze recomandări. Pentru atingerea scopului nostru, vom urmări un demers iniţiat în cadrul unui audit cultural efectuat într-o întreprindere din România, achiziţionată de către un grup occidental. Articolul îşi propune, aşadar, (1) să exploreze noţiunea de audit cultural, (2) să relateze experienţa de cercetare şi de audit cultural care constituie referinţa expunerii şi (3) să prezinte diferitele etape ale metodologiei. Intenţionăm să demonstrăm, în acest fel, că fiecare dintre aceste etape dobândeşte un plus de valoare, atunci când demersul folosit presupune confruntarea unor opinii bazate pe referinţe conceptuale şi culturale diferite.

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Transformarea armatei României şi cultura organizaţională centratată pe învăţare – necesitate şi aplicabilitate

Author(s): Ecaterina Livia Tătar / Language(s): Romanian Issue: 21/2010

The challenges posed by Romania’s accession to the Euro-Atlantic bodies cannot be faced in the absence of the military decision-makers’ education and training, for the process of transformation implies the existence of a set of special skills, knowledge, and aptitudes meant to facilitate the process per se, as well as to motivate those who must put it in practice. The Romanian military system’s transformation process is accompanied by the NATO transformation process, which is the reason why the Allied Transformation Command was established. On the one hand, this may be regarded as a constraint; on the other hand, it is also a chance and a catalyst for our country, since we thus have something against which to benchmark our achievements, as well as a source of inspiration in terms of our own military system’s transformation.

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Organization of Contract Relations and Structuring of Modern Investment – Construction Complexes in the Region

Author(s): Tatyana Aleksandrovna Shindina / Language(s): English Issue: 44/2016

The theory of relations between subjects of the business activity originated long ago when people began to exchange various goods. Nowadays the relations are chaotically changing due to high technologies and complicated problems. Obviously, the contract relations harshly influence consummation of aims in economic processes and people want to control them. The search of methods and forms to improve management of economic systems produces factors for development of new ways of modeling that would reflect the diversity of external impact and imitate reality.

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Organizational citizenship behavior, predictor of job performance

Author(s): Blanca Giorgiana Grama / Language(s): Romanian Issue: 31/2014

This article outlines the Romanian and foreign studies carried on concerning the subject of Organizational Citizenship Behavior (OCB). The help given to a colleague when necessary he/she needs it, giving up to a better job offer made by competing firms, continuous training, all of these define the organizational citizenship behavior and support a proper organizational functioning. Nowadays the concept of „organizational citizenship behavior” known also as „devoted soldier syndrome” is an unfamiliar term for many managers. As far as managers are concerned they consider that organizational citizenship behavior is almost impossible to be applied in Romanian organizations. This article presents a detailed study about Organizational Citizenship Behavior expressed by employee in health and how much of this behavior may be predicted by the age and gender of the employees from medical organizations.

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An Examination of the Relationship between Procrastination and Self-Efficacy: An Empirical Study

Author(s): Korhan Karacaoğlu,Aslı Kaplan / Language(s): English Issue: 41/2016

Procrastination is used in a broad sense to postpone or defer the things until tomorrow. Many variables such as task avoidance, uncertainty, fear of failure, low self- esteem can be mentioned as the antecedents of procrastination in the literature; in addition, low self- efficacy is also considered one of the antecedents of procrastination. Self- efficacy refers to individuals' belief in fulfilling the specific tasks successively through needed behavior patterns and cognitive processes. In this respect, the primary objective of this study is to examine the relationship between self- efficacy and procrastination. The study uses a structural equation model (SEM) to produce causal relationship and analyze the data from 281 employees in Nevsehir Hacı Bektaş Veli University, in Turkey. The results showed that there was a negative relationship between self- efficacy and procrastination; besides, self- efficacy had low rate to account for procrastination.

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Dimensions and effects of emotions in organizational settings

Author(s): Andreea Fortuna Șchiopu / Language(s): Romanian Issue: 32/2014

The emotions and their management in the workplace have become popular topics in the literature as a result of their effects in organizations. With regards to the conceptualization of emotions and their impact within the organizational context, terms such as emotion, affect, and affective state are often used as synonyms by many authors, but there are situations when they have different significance. The meanings associated with these concepts are herein discussed. The affect is present in all the organizational parts, is the root of all its relationships. The emotions influence many organizational dimensions such as decision- making, creativity, teamwork, negotiation, leadership, turnover, and job performance. Another essential construct in this field is emotional labor or the management of emotions. This concept has a special significance in the tertiary sector because it is an important driver of customer satisfaction.

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Moderating Role of Perceived Organizational Support on Organization Commitment and Person-Organization Fit

Author(s): Divya Shukla / Language(s): English Issue: 40/2016

The study is about interaction between the Organizational Commitment and Person’s Organization Fit. This has attempted to examine the moderation effects of Perceived Organizational Support on the relationship of Organizational Commitment and Person’s Organizational Fit. The research has incorporated survey on 663 members of dual career family members, working with public and private organizations of central part of the India. Findings have supported the conceptual framework. The statistical inference has shown the moderation effect of organizational support on the relationship of Persons’ Perceived Organizational Fit and his respective Organizational Commitment.

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Organizational Productivity and Absorptive Capacity: A Conceptual Modeling

Author(s): Avik Sinha / Language(s): English Issue: 38/2015

This paper aims to design a mathematical model for organizational absorptive capacity, which is both deterministic and directional. Banking on maximization conditions, time duration needed for an organization to shift from exploration to exploitation and vice versa, has been determined. Using simultaneous differential equation matrix, effects of absorptive capacity constituents on marginal productivity of organization have been analyzed. The model depicts relationship of organizational memory, revenue stream, time taken for creating the knowledge base with their respective elasticities with organizational absorptive capacity, and respective productivities of organizational capital and capability alongside organizational absorptive capacity, considering knowledge exploration and exploitation phases.

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Modelling a System of Evaluation of the Efficiency of the Course of a Group Decision-Making Process

Author(s): Josef Kašík,Petr Šnapka / Language(s): English Issue: 36/2015

In this paper, the authors present a proposed model for the evaluation of the efficiency of the course of a group decision- making process. It is a proposal for the structure and the ties between the elements of a model system and an analysis of its behaviour. Based on knowledge of the elements of the model and their ties and behaviour, it is possible to assess the efficiency of the course of the induced group decision- making process. In reaction to the identified reality, it is then possible to propose and implement any correction in its course, in order to bring the course into correspondence with the model- derived effective behaviour of the system describing the course of a group decision-making process. By publishing these ideas, we wanted to stimulate discussion on the issues of analysed evaluation of the efficiency of implemented group decision- making processes, with the possibility of searching for ways to raise the level of efficiency achieved.

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Analysis frameworks of the collaborative innovation performance

Author(s): Dan Serghie / Language(s): English Issue: 04/2014

Time management is one of the resources by which we can achieve improved performance inovation. This perspective of resource management and proces eficiency by reducing the timing of incubation of ideas, selecting profitable inovations and turning them into aded value relates to that absolute time, a time specifc to human existence. In this article Iwil try to prove that he main way to obtain high performance through inter-organizational inovation can be achieved by manipulating the context and manipulating knowledge outside the arbitrary concept for “time”. This article presents the results of the research sugesting a sequential analysis and evaluation model of the performance through a rational and refined proces of selection of the performance indicators, aiming at providing the shortest and most relevant list of criteria.

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The efficiency of differentiated learning - independent learning situations versus collaborative learning

Author(s): Aida D. Stoian / Language(s): English Issue: 07/2016

Current Romanian education emphasizes pupil group action in learning situations frontal organized, independently or in micro-groups. Thus, differentiated learning suffers, because it requires an individualized learning, and not just individual; there is necessary to alternate the organizing forms of learning situations, so they to produce progress in pupils’ learning. Using the method of the experiment, the undertaken research project has studied the impact of organizing individual learning situations compared to harmonizing the organizing forms of cooperative learning on pupil achievement in primary education. The experiential research sample consisted of 2 teachers and 56 pupils of class II. The control group comprised a class of 27 pupils, who have carried on an individual learning activity. The experiential group comprised 29 pupils who have carried out an activity based on the harmonizing different organizing forms of collaborationlearning. In the final assessment test, the results obtained by pupils confirmed the research hypothesis, demonstrating that in order to efficiently achieve the differentiated learning there is required a combination of organizing forms of learning and a stimulus for pupils’ collaborationwhich to increase their motivation for learning.

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The impact of innovation orientation on market performance of Romanian B2B firms

Author(s): Adrian-Gabriel Ionescu,Cornel Ionescu / Language(s): English Issue: 32/2015

Literature examines the impact of innovation orientation on firms’ performance and often demonstrates a direct and positive relationship between the two concepts. However, few empirical studies are analyzing the relationship between innovation orientation and market performance constructs, one of the most important being customer satisfaction. This paper presents a review of innovation orientation concept and empirically investigates the relationship between innovation orientation and customer satisfaction using data from 95 companies in Romania working mainly in the B2B domain. The results confirm previous exploratory research, namely that there is a direct, positive and strong link between innovation orientation and customer satisfaction within Romanian B2B companies.

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The effect of market orientation on innovation of Czech and German high-tech firms

Author(s): Patrik Jangl / Language(s): English Issue: 32/2015

Aim of the article is to find out the causal relationship between dimensions of market orientation (MO) and innovation (INOV). Market orientation was studied as a four-dimensional construct and innovation as a one-dimensional. Market orientation in this study is understood as a process of getting information about customers and competitors, spreading and integrating these information within the company and reactions to these information in the form of a coordinated actions. The studied sample was represented by the Czech (N=164) and German (N=187) high-tech firms in manufacturing industries. Selection of firms was carried out in Albertina and Hoppenstedt database. Respondents in managerial ranks completed the questionnaire and marked their rate of approval with individual statements on a seven point Likert scale. The way to achieve the goals is to quantify market orientation by constructing indices of market orientation. Index of market orientation and innovation was calculated as an arithmetic mean of the measured values. The main method to reach the target was multiple regression analysis. The research confirmed hypothesis about existence of the relation between three dimensions of market orientation - customer intelligence generation (CUIG), intelligence dissemination & integration (IDI), responsiveness to market intelligence (RMI) and innovation in Czech Republic and Germany. No significant relationship was detected between dimension competitor intelligence generation (COIG) and innovation in either of the two countries.

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Rizikos valdymas įgyvendinant vadybines inovacijas

Author(s): Laura Baronienė / Language(s): Lithuanian Issue: 1/2010

While analyzing nonfiction in aspect of management of organization, it is noticed that a great many of management innovations exist. Organization’s choice of a certain innovation leads to additional aspects of risk. As it is difficult for organizations to make a decision which of management innovations should be implemented, problems arise: What mains factors determine risk while implementing management innovations? These problems were analyzed in various aspects by many academics, but factors of risk that are analyzed by separate authors are not generalized, the effect of theses factors as of complex unit for organizations which seek to implement management innovation is not grounded. The purpose of this article: to add factors of risk to classification criteria, that can be actual to organizations witch are implementing management innovations. After given conceptions of innovation are generalized several features can be extracted, therefore in order to define elements of risk while planning choice and implementation of management innovation it is referred to integration of certain features that are noticed in nonfiction. Main features of innovations (in this article – management innovations) are these: oriented towards changing old into new; appropriate usage of changes in order to seek business success; commercial application; role of changes catalyst for organization that inculcates it; new for people, groups of them or organization that is realizing or using. Generalizing presented definitions it can be proposed that risk to extent as of organization is raised purposes of organization that are not implemented. Foreseen consequences of not implemented purposes are both financial loss and loss of organization image. There are more then 40 different business risk classification criteria witch unite more then 220 risks in world wide practise. Each of mentioned classification criteria include all potential risks, but it can be maintained, that by implementing management innovations each management risk can be classified in to three risk groups: risk factors dependent on choice of management innovation; risk factors determined by conditions of environment; risk factors determined by inside factors of organization. After logical analysis of scientific literature is accomplished, it is stated that implementing management innovations evaluation of risk is condition that gives opportunity to assure competitive ability of organizations. Process of evaluation of risk becomes typical, periodically executed activity in organizations and organization opportunities to reach raised purposes depend on that activity, therefore it is particularly important to evaluate factors of all identified risk groups that could determine failure of management innovation implementation. These risk factors could be treated as a complex unit that could determine failure of management innovation implementation. Mentioned risk factors allow continuing scientific researches about topics of creation/adaptation of risk evaluation methodology. Identified risk factors are relevant for organizations representing various market segments and gives opportunity to form individual set of assessment criteria.

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Darbuotojų vadybinių kompetencijų taikymo verslo įmonių veikloje

Author(s): Angelė Lileikienė,Jurgita Martinkienė / Language(s): Lithuanian Issue: 1/2011

The success of the organization is associated more often with the work of a systematic work efforts and regular employees managerial skills development. An increasing proportion of top managers perceive that the organization can function effectively and achieve its objectives only after organize a perfectly working team. The main aim of this article is the research that been done in an enterprise, identifying which managerial competences have workers implemented in highlight the problems of managerial competencies implementation in to the practice. The object of the article is managerial competencies of staff. Methods: sociology, management literature study in the aspects of chosen research; clarification of the views of respondents (carried out an anonymous survey in written) in order to reveal the problems of managerial competencies implementation; research instrument was composed of closed questions, statistical methods – statistical analysis was carried out using descriptive statistical methods to calculate the arithmetic average of the views of respondents, percentage, standard deviation. Data have been processed by SPSS 19 (Statistical Package for Social Sciences). The results of this study revealed that the level of employees managerial competences can be evaluated as average. The study allowed to verify and reliably, objectively evaluate implementation of employees managerial competences in enterprise activities. The results showed that managerial competences are adapted to the organization unit level when their components are effectively distributed in enterprise activities. Because managerial competences in general enterprise activities are implemented widely, administration should promote these processes in enterprise and prioritize administration level efforts to engage as much as possible employees. Also should be solved the employees managerial competences implementation problems indicated in results of research.

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