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Документооборотът на провъзгласената организационна култура в XXI-ви век – „О, жребий мой проклет, та точно аз ли да го слагам в ред?!“

Author(s): Kiril Dimitrov / Language(s): Bulgarian Publication Year: 0

This article reveals the nuances in the serious challenge (Shakespeare, 1960) to identify the widely adopted management approaches in designing the essence and structure of official company documents, and establishing the relations among them, that embody the proclaimed and desired culture by senior management in companies, operating in Bulgaria. Based on the theoretical analysis and the results of an empirical study, recommendations are given for improving the company's document flow in this field of strategic management.

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Konklusjon III

Author(s): Dan Roger Sträng / Language(s): Norwegian Publication Year: 0

Egenvurdering og reflekterende praksis i skolen er mulige veier til å forbedre elevenes læring.

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Læringsstøtte i skolen

Author(s): Dan Roger Sträng / Language(s): Norwegian Publication Year: 0

I denne boken har vi vist en rekke praktiske og teoretiske utvalg fra skoleforskning i to europeiske land med historiske og kulturelle forskjeller, men med flere fellesnevnere når det gjelder utdanning og kunnskap.

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Изследване на проектния подход на управление в бизнес организациите от корпоративен тип

Author(s): Daniela Dimitrova / Language(s): Bulgarian Publication Year: 0

The necessity to review the trends in project management stems from the expan sion of its application. Project management is widely applied in organizations of a different kind – administration, business, NGOs, schools and universities, research centers and even in religious organizations. The purpose of the report is to present the project management as a modern tool to support the business organizations of a corporate type.

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Dijital Liderlik

Author(s): Gülşah Gençer Çelik,Erkan Taşkiran / Language(s): Turkish Publication Year: 0

Change is on its way and is coming fastly. It is the responsibility of today's leaders to be able to see and manage such a change and use it for sustainable success. While the pressures on the necessity of change and transformation are increasing on today's organizations, the main task of leaders in such environments is to develop the individual skills, competencies and methods necessary to maintain the competitive advantage of their organizations. In this context, change and transformation are inevitable in order to break the traditional industry rules, to have a strong presence in new markets, and to turn to new products and services with an innovative approach. Digital leadership is of great importance for this process effectiveness. Digital leadership can be defined as creating an innovative vision by using technology effectively in managerial processes to create a sustainable culture of change in the organization. The main goal of digital leaders can be stated as realizing digital transformation and enabling businesses to maximize their potential in the digital environment. In order to achieve this goal, digital leaders need to adopt a collaborative and agile approach as well as digital literacy and an innovative vision.

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Örgütlerde Liderliğin Yeni Bileşeni: Sosyal Medya Kullanım Becerisi

Author(s): Aysel Arslan / Language(s): Turkish Publication Year: 0

With the developments emerging in today's organizational life, the behaviors expected from leaders are gradually increasing. Leaders use ways and methods appropriate to the requirements of the age to achieve organizational goals. The use of social networks, one of the most well-known of these, provides benefits to organizational activities within the framework of the recognition of the organization, the recognition of its products and public relations activities. The efforts to be recognized, known or noticed using traditional methods will reach millions of people easily and quickly through social networks. In this context, it is important that leaders who provide motivation in line with organizational goals can actively manage the use of social networks both for organizational purposes and in order to receive feedback from customers. In this study, it is planned to present a different perspective on leadership characteristics by focusing on the ability of leaders to use social media.

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Sağlık İşletmelerinde Bütçeleme ve Sermaye Bütçelemesi

Author(s): Rıdvan Aslan,İbrahim Bozkurt / Language(s): Turkish Publication Year: 0

Many different professions and members are involved in the provision of health services. In addition, in addition to different equipment and pieces of equipment, many different types of medicines and consumables, in short, many different inputs need to be used. The fact that these inputs require high costs brings the financial dimension of management to the forefront in health enterprises, especially in hospitals. In order to achieve the desired results before, during, and after the financial activities of health enterprises, the issue of budgeting and budgeting, which includes financial planning and planning, execution, supervision, and evaluation activities in this context, has a very important place. In this study, the concepts of budgeting and capital budgeting are examined in the theoretical framework and the place and importance of the concepts in the context of health enterprises and health services are revealed.

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Sosyal Sermaye

Author(s): Bilge GÜLER / Language(s): Turkish Publication Year: 0

It is thought that it is important to consider social capital in terms of business organizations that play an important role in the economic system. In this study, social capital, which is a multidisciplinary concept, is discussed in terms of business organizations, and conceptual information is presented. The core thesis of social capital is that "relationships are important" and social networks are a valuable asset". Since it is very difficult to imitate and transfer the social capital that is formed through the relations between individuals, groups, and organizations, it can be said that it will give organizations a competitive advantage. In addition to the skills needed in business life, social networks and relationships are also important. As a result of the literature research, it is seen that social capital increases job satisfaction, organizational commitment, motivation, and job engagement. However, social capital has been determined to have benefits for individuals, societies, and countries, such as reducing the business concerns of young people, providing advantages for women entrepreneurs, preventing the spread of the virus during the COVID-19 period, increasing life satisfaction and quality of life, having a positive impact on the health status of individuals, and having positive effects on the economic development of countries. The benefits of social capital in terms of individuals, organizations, and countries reveal the importance of this concept. Increasing the studies on this subject can contribute to the literature and practitioners' knowledge, especially since the benefits it provides organizations give them a competitive advantage.

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Örgütsel Destek

Author(s): Belkıs Dilek Özbezek,Veysel Mehmet Gültekin / Language(s): Turkish Publication Year: 0

Organizations strive to overcome the challenges that arise at every step in order to compete successfully in today's globalizing business world. The ability of organizations to overcome these uncalculated challenges depends on their ability to use all their resources effectively and efficiently. Human resource is a valuable resource that enables the organization to achieve its goals by maximizing efficiency and productivity. In this context, the quality of the relationship between employees and the organization emerges as a very important issue for both parties. In this section, first of all, the concept of organizational support, which explains the relations between employees and the organization, and the characteristics of organizational support are discussed. Then, the Reciprocity Norm, Social Exchange Theory, Organizational Support Theory, Leader-Member Exchange Theory, and ERG Theory, which constitute the theoretical foundations of organizational support, are explained. Finally, the factors affecting organizational support (personality characteristics, demographic characteristics, organizational justice, supervisor support, human resources practices and job conditions) and the results of organizational support (organizational commitment, work engagement, organizational trust, organizational citizenship behavior, job performance, withdrawal behavior, job satisfaction and positive emotions, job stress) are discussed.

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Örgütsel Kayırmacılık

Author(s): Şeyda Kaya,Akif Gökçe / Language(s): Turkish Publication Year: 0

Favoritism is an unethical practice that is frequently encountered in institutions both in developed and developing countries. Organizational favoritism, on the other hand, is a general nomenclature given to the situation where a person or group is given privilege or advantage over others, even though it is not related to performance or competence. Favoritism can occur in different forms depending on the relationship between the individual or the organization that benefits from the favoritism. Regardless of their type, when considered at the organizational level, these privileges can cause usurpation of the rights of other employees, imbalance, injustice and unjustness among people; it can negatively affect the efficiency and effectiveness of the organization. In this context, the concept of favoritism has been first explained in the study; then, types of favoritism are discussed in two main groups as human favoritism and political favoritism. Although there are different classifications in the literature, human favoritism is handled as i- nepotism, ii- chronism, iii- tribalism and iv- compatriotism; political favoritism is handled i- patronage, ii- clientalism and iii- service favoritism within the scope of this study. Finally, the last 20 years' studies over the concept of favoritism are evaluated as content analysis, and the result obtained in the light of all these are evaluated in the study.

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Güç ve Hubris Sendromu

Author(s): Burcu Batga Yurtsever / Language(s): Turkish Publication Year: 0

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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Mesleki Gelecek Zaman Beklentisi

Author(s): Coşkun Akça,İrfan Çağlar / Language(s): Turkish Publication Year: 0

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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Kraliçe Arı Sendromu (KA-S)

Author(s): Ebru Arıcı,Orhan Batman,Akif Gökçe / Language(s): Turkish Publication Year: 0

Queen Bee Syndrome is a concept that was first used in a study investigating women's emancipation in the 1970s. This concept, which takes its metaphorical root from the fact that the queen bee reigns in a beehive in nature and maintains her power for a long time, is used to explain the behavioral and psychological pressure that a woman in managerial position who is at the center of today's organizational behaviors exerts against other women who are her subordinates. The aim of this study, in which the conceptual background of the syndrome, queen bee behavior patterns, causes, dimensions, results, features and prominent researches on the subject are presented systematically, provides information for researchers who want to make detailed readings on the subject. In this context, a literature review has been conducted with the keyword queen bee syndrome, and a systematic conceptual study was created by collecting information from the secondary data obtained.

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Presenteeism at Workplace: A Turkish Idiom “Let Friends See You at Shopping”

Author(s): Halime Göktaş Kulualp / Language(s): English Publication Year: 0

Businesses are operating in an intensely competitive environment today and they have begun to give importance to human resources rather than material resources in order to survive and to exist at the same time. Therefore, new applications have been started to be researched to use human resources more effectively and to improve working conditions or to reduce inefficient working elements. Presenteeism means that the employee has to go to work for different reasons, appear there but cannot work efficiently. In Turkish, this is explained by the phrase "let your friends see you in shopping", which means "to show off, to pretend to work". Presenteesim has also become one of the topics that have been started to be researched recently as an element that reduces productivity. Presenteeism is an important element that organizations have just realized. So, purpose of this chapter is to introduce the concept of presenteeism and to raise awareness against this negative work behavior.

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Örgütsel Kayırmacılık

Author(s): Gökhan Karadirek / Language(s): Turkish Publication Year: 0

The history of favoritism is a very old social, organizational and individual problem. This problem is still up to date as it was in the past. In fact, the negative effects of favoritism today are remarkable. In recent scientific studies, favoritism is shown as the source of some problems in business and social life. Nepotism and cronyism, which are the types of favoritism, are known to have some negative effects on the organization and the employees who are not favored. Nepotism and cronyism, which are related to favoritism, can reduce the level of job satisfaction and productivity of employees. Nepotism or favoring someone can reduce internal motivation and performance. Trust and image of the organization can be damaged due to nepotism in the organization. As a result of employees leaving the job, there may be an increase in the turnover. Organizational favoritism can affect other stakeholders of the society. The negativities caused by nepotism are reflected in the quality and quality of the work done by the employees and their relations with other people in social life. In addition, favoritism in employment, promotion and rewards is a frequently encountered situation. This reveals that the strategies and plans related to human resources within the organization are ignored. The quality of kinship and friendship relations is also important in organizational favoritism. Depending on the type of organization, some people have priority. Being a family member or friendship, peer-friend relationship level can be considered as a criterion for nepotism, especially when promoting and rewarding in family businesses. In such cases, it is known that the level of education, talent, experience and past achievements are not given much importance. Another basic type of favoritism other than organizational favoritism is political nepotism. If political favoritism is in question, it is possible to face employment discrimination and unfair rewards. By using the opportunities provided by the political status, the interests of some individuals and political groups can be protected and some benefits are provided to them. Although favoritism seems like a pleasant situation for the discriminated party, it is generally not welcomed by the society. It is possible to find injustice and/or inequality in all kinds of favoritism. Therefore, it is not possible to talk about justice and equality in environments where there is nepotism.

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Faizsiz Bankacılık Sektöründe Müşteri Memnuniyeti ve Banka Tercihleri Üzerine Bir Uygulama

Author(s): Abdulkadir Bilen,Kadir Gökoğlan,Uzman Fırat Akinci / Language(s): Turkish Publication Year: 0

Müşteriler herhangi bir kuruluşun can damarıdır, çünkü müşteri memnuniyeti bir kuruluşun hayatta kalmasının anahtarıdır. Hizmet kalitesi, kullanıcı memnuniyetini ölçmenin anahtarıdır. Memnuniyet, mallardan ziyade hizmet sunan kuruluşlarla ilgili olarak özellikle önemlidir. Bankalar bugün faaliyet gösterdiği zorlu rekabet arenasında, hizmet kalitesini korumak hayatta kalmak için bir ön şarttır. Bu nedenle, hizmet kalitesinin ölçülmesi, hizmet sağlayıcılar ve akademisyenler arasında giderek daha fazla ilgi uyandırmıştır. Bu nedenle müşteri memnuniyetinin ve bankalar tarafından müşterilere sunulan hizmetlerin kalitesinin ölçülmesi, yönetim alanında büyük önem taşıyan konulardan biridir.

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Yönetim ve Strateji Perspektifinden Kurumsal Yönetimin Dünyada ve Türkiye’de Gelişimi ve Geleceği

Author(s): Nigar Çağla Mutlucan / Language(s): Turkish Publication Year: 0

Corporate governance emerges as a concept whose importance is increasing daily due to company scandals in recent years. Corporate governance is a concept that has been used in Europe, America, and Japan since the 19th century. However, the importance of corporate governance increased in the 1980s, mainly due to corruption and scandals in companies. One of the first studies on corporate governance was the report titled "The Cadbury Committee Report: Financial Aspects of Corporate Governance" (1992), prepared by Sir Adrian Cadbury in England and referred to as the Cadbury Report. The published report regulates the responsibilities of the board of directors and managers, the rights and responsibilities of shareholders, and the auditors' roles. The Organization for Economic Cooperation and Development (OECD) also published the principles related to corporate governance under the title Corporate Governance Principles in 1999. In the United States, the Sarbanes-Oxley (SOX) law was promulgated by the American Congress in 2002. TUSIAD carried out the first study on corporate governance in Turkey. Later, the Capital Market Board (SPK) enacted corporate governance principles for publicly traded companies in 2003. Subsequently, the Banking Regulation and Supervision Agency (BDDK) introduced a corporate governance regulation for banks in 2006. Furthermore, the issue of corporate governance was included in the Capital Markets Law in 2011. Finally, the new Turkish Commercial Code, which came into force in mid-2012, introduced important regulations regarding corporate governance. In this study, in addition to the applications in countries such as America, England, Germany, France, and Japan, the applications in South Africa, Brazil, and Turkey were examined from the perspective of management and strategy. At the end of the study, opinions were shared about how the corporate governance approach should evolve.

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HODNOCENÍ MÍSTNÍCH VEŘEJNÝCH SLUŽEB V ČESKÉ REPUBLICE: PŘÍKLAD MĚSTSKÝCH KNIHOVEN

Author(s): Renata Halásková,Martina Halásková / Language(s): Czech Publication Year: 0

The submitted contribution focuses on two approaches towards the evaluation of local public services in the Czech Republic, using municipal libraries as an example. The aim of the paper is to assess selected services provided by municipal libraries in Opava and Krnov according to standard of library services and according to the satisfaction rate of users of 15+ years of age. A descriptively analytical approach is applied in the evaluation of the indicators of library-service standards and a method of direct asking for the purposes of assessing users’ satisfaction with the service of the libraries. According to the selected indicators of library and information service standards, the municipal library in Opava reached better results in years 2016-2020, compared to the library in Krnov. Partial results of satisfaction with services of the evaluated municipal libraries slightly differ among the users aged 15+. The results of total satisfaction rate confirmed higher satisfaction with the municipal library in Opava in comparison to the municipal library in Krnov. The findings present valuable information, in particular for directors of the evaluated local libraries, but they can also provide inspiration for creators of local public policies in culture and education.

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MENADŽERSKA POHLEPA – KRAJ EPOHE KORPORATIVNOG KAPITALIZMA

Author(s): Milan Lakićević,Saša Vujošević / Language(s): Bosnian Publication Year: 0

Corporate governance launched the so-called modern corporation as a central institution of the market economy, and its most important characteristic is the separation of the function of ownership from management. The management function in a modern corporation is taken over by professional management who, in the capacity of an agent, manages the corporation's assets on behalf and for the account of the owner - the principal. One of the biggest problems of modern corporate capitalism is the tendency towards the concentration of management power, whereby the control and supervisory mechanisms of the owners become only formal instruments whose effectiveness and timeliness are highly debatable. For management and leadership processes of the corporation, managers receive a managerial fee that represents a certain direct or indirect financial benefit. The amount of management compensation often does not correspond to the achieved results of the corporation, nor is the principle of equivalence set as a basic prerequisite for the legal validity of management contracts. In the era of corporate capitalism, the desire of management and owners to acquire as much wealth as possible, threatens the existing order of socio-economic relations in the long term, creating an ever-widening gap between the enormously rich and poor population. Managerial greed is increasingly becoming the dominant determinant of the crisis of corporate capitalism. The long-term orientation of corporations towards social responsibility and sustainable development implies finding adequate reward and control mechanisms.

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UPRAVLJANJE GENERACIJAMA Y I Z: PRONALAŽENJE RAVNOTEŽE IZMEĐU OČEKIVANJA I POSLOVNIH POTREBA

Author(s): Nada Zupan,Tanja Istenič,Elma Hilić,Nicolò Lavaroni,Nicole Vićentić / Language(s): Bosnian Publication Year: 0

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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