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Romania’s Medical Sector: Between Brain Drain and Brain Waste

Author(s): Irina Boncea / Language(s): English Issue: 07/2015

The aim of this article is to identify whether Romania is facing the brain waste in the medical sector. Romania is producing the highest number of medical graduates compared to the main destination countries for Romanian physicians. However; it faces critical shortages in terms of health professionals. What happens with these medical graduates? Two options are possible: either they exit the medical system or they emigrate. Medical doctors accepting locum doctors positions in United Kingdom or general practitioner positions in the rural areas in France although they have a specialty in the origin country are examples of brain waste. In most of the cases, these positions are refused by natives. If the brain drain has negative consequences on the origin country, brain waste affects both the country and the individual.

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A Role of Motivational Methods in the Management System in Industry

Author(s): Ganijonovich Jalilov Jamshid / Language(s): English Issue: 05/2014

The main goal of the paper, to discuss mot ivat ional methods in industry enterprises and consumers of production of industrial enterprises. Motivational methods will divide two big groups. Each of big groups include different motivational methods. The first group of motivational methods is complex of stimulating factors, means, key factors and stimulus promoting a better and effective work of enterprise working person.the 2nd-group methods of motivation is complex of factors, means, key factors and the stimulus stimulating consumers of production of food industrial enterprises.

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Work Related Stress - The Balance Sheet of Change

Author(s): Irina Simionescu (Barbu) / Language(s): English Issue: 05/2014

The last half of the 20th century and the beginning of the 21st century represented the prologue of the development of the “knowledge society”, the transition from industrial economy to “high-tech economy”. All of us, at the level of families, firms, industries, national economies and the whole global system, live the most radical transformation in the history. There is a tendency to forget that, biologically, mankind has not changed much in the last 100 years, while environment and especially work environment has changed dramatically in the last decades. This change was mostly for the good. But some of these improvements were accompanied by unexpected side effects.

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Recruitment and Professional Training of Civil Servants

Author(s): Roxana Radu,Eliza Adela Voicu / Language(s): English Issue: 04/2014

An ever increasing feature of public office is the way in which the recruitment and training of civil servants are controlled by legislation. Civil servants are a basic component of public administration but they are also important for labor law because civil service relations have the characteristics of an employment relationship and also specific features resulting from the rules of public law. The relevant expression of the interferences between public and private law for civil servants is recruitment and training. The originality of this article lies in the multidisciplinary character, combining elements of labor law, administrative law and human resources management, character reflected in the bibliography used. Another merit of this study is that the authors correlated the provisions of various laws: Constitution, Labor Code, Law no. 161/2003 on the transparency in exercising public dignities and public functions, Government Ordinance no. 137/2000 regarding the prevention and sanction of all discrimination forms, Government Ordinance no. 129/2000 concerning adults’ professional training.

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Role and Consequences of Emotional Labor in the Workplace

Author(s): Andreea Fortuna Schiopu / Language(s): English Issue: 04/2014

The use of emotions in the workplace has begun to be increasingly studied by theorists and researchers in organizational behavior. One essential construct in the literature is the emotional labor which is perceived to be the management of feelings to express organizationally desired emotions. This article aims to review existing perspectives on emotional labor, to differentiate the concepts of emotional labor and emotional dissonance, to analyze emotion regulation strategies, and to discuss the consequences of emotional labor in the workplace. These clarifications with regard to the emotional labor and its mechanisms can help manage their associated negative outcomes (such as emotional exhaustion, lower job satisfaction, higher levels of burnout, and intentions to quit the job) and sustain their possible positive outcomes (such as feelings of accomplishment and enhanced identification with the work role).

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Decision Making Models on Educational System Changes

Author(s): Valeriu Antonovici / Language(s): English Issue: 12/2017

Changes in national education system should start as an objective of diagnosis from which to establish a long-term goal. From a historical perspective, this goal has coincided with a country program. A country with a strong educational system can support a sustainable economy, a well-qualified labor market and a better life for every citizen. This goal is specified in all the government programs of the parties that are entering a political competition. A strong economy can provide more money for education, and the formula is valid both ways – more money in education leads to an economic gain. Today few will deny that education is a necessity for economic growth and, above all, that education is the guarantee for democratic and cultural development (Lundgren; 2002). In this article, I will demonstrate how such an objective can be partially missed because of the fact that the system changes were targeted and made only in crisis areas, not globally, across the system. Thus the legislative incoherence and confusion between centralism and autonomy made the system quickly adapt and the assumed goal to be more and more difficult realize. The political class has adopted a new model of making public policy, that I will call "to extinguish the fire". Most of the changes in this area have been made in this way: large fires were extinguished, it was patched where the holes were too big, but the fire continued to smolder. Hence, teachers and students have also adapted to the times and the results are visible to all national and international tests/ indicators.

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Smarter Competences in a Digital World

Author(s): Carmen Săvulescu,Corina-Georgiana Antonovici / Language(s): English Issue: 12/2017

According to the Digital Agenda 2020, the European Union is achieving various activities and projects such as DIGCOMP, New Skills Agenda for Europe. At the European level, in all sectors of the economic and social life, there are vacant jobs due to the lack of persons holding digital competences. As estimated by the European Commission, in 2020, almost 756,000 jobs in the ICT sector will not be occupied due to the lack of persons with digital competences. Thus, the digital transformation represents a great opportunity for job creation. The paper presents an analysis concerning the digital skills in information, communication, problem-solving, content-creation of the EU population. The paper concludes with the need to develop the digital competences in all the EU Member States, and especially in Romania by smart education.

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Утицај чешких текстилаца на развој текстилне индустрије у Србији од почетка до друге половине XX века

Author(s): Mirjana Menković / Language(s): Serbian Issue: 2/2017

The main topic of this study is influence of Czech nationals, primarily as immigrants, with capital invested in production of textile and textile products or with expert knowledge and entrepreneurship ability contributing to certain special features of Yugoslav and Serbian textile industry during the period of its development between the two World Wars. In this period the first industrial businesses for ready-to-wear and knitwear clothes have appeared, due to availability of locally manufactured woven and knit fabric, mostly produced from imported thread material. Both their initial establishment and later development were crucially influenced by foreign investments and immigrant workforce, hand-in-hand with craft workshops and communal manufactures specializing in finishing the pre-made products and creating the recognizable brand products. In addition to the predominant foreign capital from Austria, primarily Vienna, the next most important share was that of capital from Czechia, only distantly followed by that from England and Italy, with a significant contribution by the Jewish community from several European countries. At the same time, most of the qualified workforce immigrated from Czechia, including both ethnic Germans and ethnic Czech.

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EĞİTİM YÖNETİCİLERİNİN LİDERLİK TARZLARI İLE ÇATIŞMA YÖNETİM STRATEJİLERİ ARASINDAKİ İLİŞKİNİN İNCELENMESİ

Author(s): Mehmet Korkmaz,Müslüm Çağli / Language(s): Turkish Issue: 41/2019

The purpose of this research is to determine the leadership styles of school managers and their skills in using conflict management strategies, to explain the impact of leadership styles on conflict management and to reveal the relationship between leadership style and conflict management strategy. The research model used in this research is a relational screening model. For data analysis, SPSS 15.0 statistical package program was used. In line with the findings of the research, although the rates of those who exhibit transformational and transactional leadership styles of school administrator sare close to each other, the number of those exhibiting transformational leadership behaviors is the majority. School administrators use the most integration strategy in the face of conflict situations. The most preferred style by manager safter integration style is reconciliation and compromise. School administrators use conflict management strategy in the least avoidance and domination. As the level of showing the transformational leadership behaviors of school administrators increased; It has been observed that frequency of integration, reconciliation, concession, avoidance conflict management strategy has in creased and the level of domination strategy decreased. The most powerful predictor of integration strategy is transformational leadership; It is among the findings of the research that transformational leadership is a more effective predictor of transformational leadership, and transformational leadership is positively predicting the dominant strategy and negative interactionist leadership is positively predictive. According to the research, transformational leadership negatively and transactional leadership positively predicts the avoidance strategy.

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Global Labor Market Trends and Their Significance for the Future Employees’ Competences

Author(s): Sylwia Przytuła / Language(s): English Issue: 4/2018

Objective: The theoretical purpose of this article is to present social, technological, economic and cultural trends that determine the global labor market, new needs on the labor market and create new competences and professions. The goal of empirical research was to diagnose the most challenging trends for HR specialists and to identify key competencies on the global workforce market. Methodology: The paper, apart from desk-research and literature review, presents the results of exploratory pilot research. Purposive sampling was applied and the questionnaire was addressed to 44 managers and HR specialists (“key informants”, Myers, 2009) who are participants of postgraduate studies in HR Business Partner, Human Resource Management.

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KOMBINOVANI OBLICI PRILAGOĐAVANJA TRAŽNJI U ISTOJ ZONI ZAPOSLENOSTI

Author(s): Mehmed Meta / Language(s): Serbian Issue: 13 (1)/2014

Production costs are one of the basic elements of company’s business success. In their quest to reduce operating costs to objectively conditioned level, the companies’ production management undertakes different organizational and business operations both in production and in other segments of their business. Qualitative and quantitative adapting to changes within the existing and the potential demands represents a huge task for the company management. To the variations (increase or decrease) in demand for the output which is produced, companies may adapt in different manners. Within the framework of the installed capacity, if the demand increases this can be done by increasing the number of operating machines and increased use of variable inputs of the activated machines, which until then had been kept in reserve, demand (quantitative adjustment model within the same area of employment), increased intensity of the use of existing capacity (intensive adjustment) or by introduction of overtime or multi-shift work (time-adjustment model). Without diminishing the theoretical and practical importance of application of these models’ production adaptation (intensive, temporal and quantitative forms of adjustment in the same employment area) of enterprises in their pure form, in this paper we will emphasise the cost and profit implications of the combined use of quantitative models of production adaptation within the same employment zone and intensive forms of adaptation. This means that in the event of a decrease in demand, enterprises in certain parts of their capacity will quantitatively adapt and exclude the machines kept in reserve, and in other parts of their capacity will apply intensive form of adaptation.

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INDIVIDUALNE POTREBE KAO PARAMETAR PROGRAMIRANJA USAVRŠAVANJA I RAZVOJA PROFESIONALNIH VRIJEDNOSTI NASTAVNIKA

Author(s): Hanifa Obralić,Alma Švraka,Tarik Obralić / Language(s): Bosnian Issue: 15/2016

Openness and integrity in a widely-accepted approach to programming of teacher’s development is a precondition for maintenance needs of the entire educational processes. Those processes are conducted by teachers, managers, students and parents, and authority representatives or creators and funders of educational policies. Such openness and integrity becomes a part of the obligations of direct participants in educational processes, mainly teachers who have the ability to recognize their needs as well as the needs of other participants. Those kinds of programs will directly strengthen professional confidence in order to improve work as more qualitative thus ultimately achieving better results. The entire process of teacher’s vocational and professional specialization is impossible to achieve without the school management support and professionals within the ministry departments to supervise. Teacher’s development program shouldn’t be unified. It is of a high importance to approach individually due to teachers’ various characteristics such as degree of education, experience and title. Those needs can be identified by pure observation or analyzing teachers’ educational processes that have to achieve qualitative relations between them and their supervisors. Designing, implementation and development of teacher’s vocational and professional specialization is a complex process that commences with discovering of educational needs and finishes with its evaluation. For the needs of teachers’ competences in life-long learning in which a nominated discourse of needs as one of the programming parameters in teachers’ professional development is involved, a research was being carried out in high schools in the Federation of Bosnia in which students (166) and teachers (116) were questioned. On the basis of variables of divided subtests on the level of teachers’ consciousness about personal and professional values and its statistical importance, using Pierson’s correlation, the correlative difference between variables of nominated subtests was calculated. Descriptive analysis of variables that were directly related to the teachers’ professional values precisely carried out the conclusion that, according to selfevaluation of teachers, there is a high level of teachers’ awareness of their own professional values.

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ZAINTERESIRANOST I SPREMNOST NASTAVNIKA ZA UVOĐENJE SAVREMENIH INOVACIJA I INFORMACIONO-KOMUNIKACIJSKIH TEHNOLOGIJA U NASTAVU

Author(s): Muradif Hajder / Language(s): Bosnian Issue: 15/2016

In this empirical, transversal research it was assessed that teachers are highly interested in introduction of modern teaching media as means of modern innovations in teaching . Teachers are especially interested in introduction of modern teaching tools such as interactive board, video projector in addition to modern information and communication technologies (hardware, teaching softwares which enable use of e-textbooks and books and digitalization of learning and education in general). Most teachers are willing to further educate themselves and engage in introducing modern teaching media and information-communication technologies (ICT) as means of innovation in teaching and thus enhance and enrich their competence. The research affirmed that teachers do not have enough opportunities to educate themselves in the field of modern innovations in teaching. Teaching departments at universities are still not able to provide an advanced training for the future teachers in that segment of developing teacher competence. The general hypothesis was confirmed: „Teachers are interested in introduction of modern interactive approaches and methods of teaching and modern teaching media as a way to innovate teaching; however, they do not have enough opportunities to educate themselves about innovations in a practical and well-organized way and this way improve their teaching competence“.

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OPERATION AND ACTION OF A TRADE UNION (IN TERMS OF CZECH REPUBLIC LABOUR LAW)

Author(s): Jan Horecký / Language(s): English Issue: 1/2018

Social dialogue constitutes an important part in the process of shaping of social relationships. The importance of social dialogue comes to attention particularly in connection with working conditions for employees. They also have the right to establish different forms of employee representatives so that their economic, social and cultural interests can be promoted and protected with a higher level of dignity and with greater force. A trade union represents one of the fundamental employees’ representatives recognized by law and it also has the right to bargain collectively. Collective bargaining leads to the conclusion of collective agreements that guarantee better working conditions for employees. The prerequisites for operation and action of a trade union within an undertaking differ according to national legislation. The presented article points out the terms and prerequisites of operation and action of a trade union within an undertaking in the scope of the Czech legal order. It brings to attention several application impacts of a trade union’s fulfillment prerequisites of its operation and action, as well as the yet unresolved issue of plurality of trade unions.

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HUMAN RESOURCE AND CORPORATE CULTURE: GENDER-BASED DIFFERENCES IN THE ASSESSMENT

Author(s): Silvia Lorincova / Language(s): English Issue: 1/2018

Within the different concepts of the business efficiency growth, now the corporate culture is part of a modern enterprise management. Managers start to consider the corporate culture as an important factor in successful business especially in the area of human resource management. Corporate culture research was conducted through questionnaires based on the Cameron and Quinn methodology. The questionnaires were distributed in 2017 to employees working in companies operating in Slovakia. The sampling unit consisted of 3,750 respondents. The aim of the research was to identify gender-based differences in the assessment of corporate culture in enterprises in Slovakia. Based on the results, we can state that there exist no differences in assessment of corporate culture based on gender.

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DETERMINANTS OF THE PERCEIVED INTERNSHIP EFFECTIVENESS: EXPLORING STUDENTS’ EXPERIENCES

Author(s): Diana Ivana / Language(s): English Issue: 1/2019

Internships are increasingly important for the business higher education as they help students to make the connection between their academic studies and the world of business. This study analyzes the internships of students within an international study program (German line of study) in order to determine what factors account for the most valuable internship experience. Based on the elements of the experiential education approach, the results reveal some characteristics that contribute to a higher level of perceived internship effectiveness in accordance with the employment status and gender. These results provide a basis for designing successful internship programs in business universities.

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Transitions Online_News-Around the Bloc-Romania’s Antiquated Road System Gets One Meter Longer

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Transitions Online_News-Around the Bloc-Romania’s Antiquated Road System Gets One Meter Longer

Author(s): TOL TOL / Language(s): English Issue: 03/26/2019

A fast-food chain owner opened a road to nowhere in a bid to jumpstart the country’s flagging highway construction program.

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The Effect of Wages and Work Experiences on the Commitment of Hungarian Employees

Author(s): Anna Kozak,Zoltán Krajcsák / Language(s): English Issue: 1/2018

The purpose of this study is to find out whether there is a verifiable correlation between the individuals’ employee commitment dimensions (affective, continuance, normative, professional and deliberate) and the personal characteristics of these employees. Our research was carried out among the employees of 56 organizations based in Hungary. Organizations were selected by snowball method. A total of 1731 questionnaires were processed, besides descriptive statistical methods we have used variance analysis. We have found significant correlations between the ages of employees and the level of affective, continuance, normative and professional commitment as well, by age-grouping and wage-grouping too. The results show that the first communication mode also has a significant impact on these four commitment dimensions, and all of the commitment dimensions had a higher level among employees who was enquired by the organization (the direction of the first communication is from the organization to the employee).

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The Influence of Flexibility of Work to Loyalty and Employee Satisfaction Mediated by Work Life Balance to Employees with Millennial Generation Background in Indonesia Startup Companies

Author(s): Muhammad Calvin Capnary,Rina Rachmawati,Iskandar Agung / Language(s): English Issue: 1/2018

Human resource is the one of the most important elements in the company. Therefore, the company must have related strategies to retain these workers. One of them is by increasing employee loyalty and satisfaction through flexibility of work and work life balance. The strategy chosen is based on the unique characteristics of the majority of workers who entered the millennial generation. Some companies are already implementing these strategies, including startup companies. This study aims to investigate the influence of the flexibility of working on loyalty and employee satisfaction with work life balance. This research was conducted using convenience and snowball sampling technique to the 121 respondents with a millennial generation background which is worked in startup companies in Indonesia. Data obtained from respondents were processed and analyzed using structural equation modeling. The results of this study indicate that flexibility of work has significant and positive influence to loyalty and employee satisfaction. However, flexibility of work has positive and significant impact on loyalty and employee satisfaction. This research prove that work life balance have partial mediating influence in relationship between flexibility of work and loyalty. In the other hands, work life balance have no mediating a relationship between flexibility of work and the satisfaction of employee with millennial background that is worked in startup companies.

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Empowering Leadership and Team Creativity: Understanding the Direct-Indirect Path

Author(s): Ahmad Adeel,Samreen Batool,Rizwan Ali / Language(s): English Issue: 1/2018

This study investigated the relationship between empowering leadership and team creativity by integrating the theory of group behavior with componential theory of creativity. For this study, data was collected from two sources (343 Subordinates, 67 Supervisors) by temporally dividing data collection process into two points in time for independent, dependent, and mediating variables from employees of a bank operating in Pakistan. Random coefficient analysis technique was used with Mplus 7.0 to analyze nested data for preliminary analysis and analysis of mediation and indirect effects. Mediation was analyzed using the indirect effect of random models and further confirmed the confidence using bootstrapping procedure. Through this study, the researchers tried to explore the inconsistent relationship between empowering leadership behavior and team creativity. It was found that empowering leadership behavior affects the team level creativity of employees directly and indirectly through the mediation of team learning behavior and team psychological empowerment as team process and team emergent states respectively. The results indicated that empowering leadership enhances the learning potential of teams and team empowerment perception which in turn enhances team level creativity. Further research findings, implications, and future research directions also discussed in this research.

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