Sustainable consumption through the sharing economy
hospitality services, that is why the article draws brief practical illustrations from those sectors.
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hospitality services, that is why the article draws brief practical illustrations from those sectors.
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The aim of the research is the analysis of efficiency of the processes associated with the innovations in the sphere of activity of the prosecution service during the reform of the law enforcement system of the state, the study of important factors of reformatting and dynamics in further changes in the system. To achieve the goal, we used a set of methods: comparative, of structural analysis, synthesis, induction and deduction.The processes associated with the realignment of the law enforcement institutions of the state were analyzed with their legal status clarified.The directions for reformatting of the law enforcement institutions of the state were identified, the innovations in the management of the law enforcement activity during the reform of law enforcement areas were illustrated: formation of new principles of personnel policy of the department (independent and transparent competitive mechanism of appointments to vacant positions), arranging the system of motivation, increasing the level of independence in decision making, getting rid of not inherent functions and improving the disciplinary liability of employees. It was noted that the reforms in the field of management of the law enforcement service were carried out with regard to international experience and the European standards of law enforcement.The scientific novelty of the research lies in the review of innovations in the sphere of the law enforcement activity in the period of radical reform of the society: formation of new principles of personnel policy in the department, independent and transparent competitive mechanism of appointments to vacant positions, arrangement of system of motivation, improvement in monitoring systems, increase in the level of independence of employees in decision–making, freeing employees from the unofficial "pressure" by the leadership, organization of independent and democratic bodies of the law enforcement service – Council of prosecutors and qualification board, getting rid of not inherent functions (general supervision over the law) and increase in disciplinary responsibility. Practical significance of the obtained results allows taking the conclusions into account in further reformatting of the prosecution service to a new law enforcement structure that meets the requirements of a legal state. Further research in this direction will contribute to the search for innovative ways of solving the problems of the reform of law enforcement system of our state.
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The issue of safety culture is one of the most important in a modern medical facility because any problems during the provision of services may lead to irreversible consequences. Not only the patient may suffer, but the doctor who assisted. Unfortunately, very little attention to this issue is paid in Ukraine. Based on this, we can say that the topic is relevant and requires studying.The purpose of writing this article is the analysis of the ways of forming professional safety culture in clinical medicine. The methods by which we carried out scientific research are observation, analysis, evaluation, comparison, generalization.The work examined interpretation of the term "safety culture", types of innovation in which it belongs and the main methods of its creation in the medical field.Safety culture in the medical field involves the right of all health care workers to use measures to prevent actions that can harm a patient or a colleague. Different approaches were considered in the interpretation of the term "safety culture" and we proposed our own: safety culture is a system of values, objectives, knowledge and skills, rules and procedures, convictions shared by representatives of a certain medical profession and supported by patients, creating a favourable working climate, atmosphere of trust and becoming an efficient tool for achieving the goals of the organization.The main components of the safety culture were defined: responsibilities of managers, communication, performance, resources of safety, trust, the degree of job satisfaction, etc. Based on several studies, it was found that no country has a perfect medical system. Every system should be improved.We proposed measures to fix the situation with the safety culture in health care facilities. The correct management of safety can eliminate or fix many medical errors. That is why the need for a clear program of implementation, execution and control of SC in the medical establishment is necessary.Scientific novelty of this work lies in the interpretation of the term "safety culture" at medical institutions and in determining major steps towards its creation. Practical value of the work is the opportunity to implement these steps in medical institutions for improvement of the safety culture and, therefore, to reduce the risk of bad accidents during treatment.Further research can address safety culture management in medical institutions on the examples from the experience of countries with effective systems of health care.
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Each organization as a socio-economic system is exposed to the factors of external and internal environment; the organizational culture (OC) of the company is in its turn the product of the interrelation between the external and internal environment of an enterprise, so any impact will determine further formation and development of OC. The factors of both external and internal environment can have a positive or negative trend to a change. The problems of the research into the essence of OC and the innovation potential are tackled in many papers of both domestic and foreign authors, but no relationship was identified between the structure and the factors of OC and innovation potential. Therefore, in our opinion, the issue of identifying the factors influence presents a problem. Its defining will make it possible to forecast a positive or a negative trend in the change of the organizational structure that will determine the capacity to enhance the innovation potential of an enterprise.The purpose of writing this article was to study the influence of factors of external and internal environment of the organization on the components of OC and the innovation potential of an enterprise.To explore the problems studied for the article we structured in detail the concepts and elements that OC contains, and also defined the structure of the innovation potential, its components. Comparison of the structures of OC and innovation potential demonstrated the presence of common and interrelated elements. A deeper analysis was conducted by defining the main factors of OC. The results of the analysis allowed determining the place of OC in the structure of the innovation potential of an enterprise.Thus, the following conclusions can be made. First, the structure of OC and the innovation potential contains a shared item, which is microclimate that implies conditions that can facilitate the development of innovation in the organization. Second, the factors of OC for the most part form the structure of the innovation potential: personality of the founder – management style, system of communication; the size of the organization determines its structure, the presence of various technological premises, the possibility of free movement of the personnel and organization of work. Third, production technology, adopted by the organization, determines the level of its innovation potential. The flexibility of OC allows more intensive using and adapting innovation technologies at an enterprise.The scientific novelty of the research. For the first time we formulated a definition of OC as a model of key elements, genuinely correct and the one that is passed on to the new members of the team as a certain dogma.The practical value of the work lies in summarizing and comparing the basic elements of OC and the innovation potential and identifying common peculiarities that makes it possible to define the role of formation and development of organizational culture in improving the innovation of an enterprise. Further objectives are defined as the analysis of influence factors on the Ukrainian enterprises, identification of problems and development of plans to eliminate them or warn about them.
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Business ethical values are considered as one of the important and comprehensive issues in the world nowadays. Disputing about these values and ignoring ethical principles in workplaces influence employee’s job attitude and provide backgrounds of turnover for employees, and because of this, many costs are put on organizations.Therefore, this study seeks to examine types and levels of business ethical values effects on turnover intention and also concentrates on mediating the role of person-organization fit dimensions. The statistical population of this study includes active teachers of public schools in Isfahan and Yazd. In order to select sample members, classification sampling method has been used. Then, the questionnaire is used to gathering the data. The results of this study indicated that business ethical values influence employee’s turnover intention directly and indirectly, and level of these indirect effects was stronger than direct ones. Also, the results indicate that different dimensions of person-organization fit have low correlation with each one of other variables, and these dimensions are mediators in the relationship between business ethical values and turnover intention.
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The paper presents ethical problems of employees in selected banks in Poland. The theoretical part of the paper deals with codes of ethics in banking, especially those concerning the moral aspects of working in banking. The empirical part of the paper presents the results of research on the ethos of bank workers. Quantitative and qualitative analyses were carried out using a specialist Internet forum devoted to the banking sector. The study includes an analysis of hundreds of comments posted on an Internet forum.
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The issue of CSR is increasingly present in contemporary academic discourse. Created for ever new standards for the implementation, CSR also developed solutions to enable detailed reporting results regarding CSR organizations and their comparability. The question is whether, in any society we can equally easily operate in this area? Is the culture of the country to some extent makes it easy, or too difficult to implement CSR. In this publication, starting from the classical concept of G. Hofstede’s cultural dimensions there is an analysis of one of the Hofstede dimensions’ power distance with the implementation of CSR. The purpose is to determine how far to authority (small or large) promotes the proper implementation of CSR.
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Age management is closely connected to the strategy of corporate social responsibility, because, according to its principles, organization is required to implement measures to make rational use of the potential of employees from different age groups. If the workplace creates equal opportunities for workers, it will become one of the essential elements leading to building the competitive advantage of the organization. At the same time, it is important for the employees to have the feeling that they are important for the organization regardless of their knowledge, their position or years of work and life. This article presents the age management system, taking into account those areas in which it is implemented. In addition, attention is drawn to useful tools that should be consciously used to effectively manage the age of employees. Presented tools complement each other, creating a system of integrated activities, which is positively reflected in the functioning of the organization. Since the issues related to age management are complex and involve many aspects, this article focuses on issues relating to the potential of employees referred to as 50+ in the literature. Due to the demographic crisis faced by the Europe and Poland, this issue becomes highly relevant in shaping the personnel policy of modern organizations.
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The research was determining the significance of the tools used by the cooperative banks under the concept of Socially Responsible Business to create their own image in the local market. The questionnaire survey was conducted in the first half of 2016 at group of 600 clients of cooperative banks. The research showed that in the case of Polish cooperative banks the concept of corporate social responsibility has a positive effect on their image. What more socially responsible banks gets a lots of benefits for them and for the environment and the community, in which they operate.
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Corporate social responsibility (CSR) is the core of sustainable development of companies. On one hand, the corporate social responsibility of companies is a prerequisite for sustainable business, on the other - sustainable development sets specific requirements for the development of businesses in the context of increasing requirements to the degree of quality and reliability of financial information. In recent years, sustainable development has become a strategic issue for companies and this trend applies to Bulgarian companies too. Development of non-financial reporting is a very dynamic process, whose peak is the establishment of an integrated system of accountability. Current paper makes analyses of advantages of CSR linking it to the implementation of sustainable development goals through the integrated reporting following the requirements of the standards of the Global Reporting Initiative (GRI).
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The humanization of competition and of the profit/success dispute, the socialization of egotisms and egoism, the taming of the daily interhuman relationships and the emotional - sentimental assimilation of the outcome of labor can only be achieved through an intelligent compatibility between the economic and the moral order. Nonetheless, this does not rule out the tensions and, beyond any genuine moral intentions, the practicing of a normative and value-bound conventionalism is used - as an image amplifier and a justifier of hidden interests. The most transparent moral gestures can encapsulate rebellious instinct-ridden energies, temperamental inclinations being resignified from the perspective of virtuous meanings. The moral radiography of sympathy/compassion and of envy, respectively, can be enlightening in this line.
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Problem zloupotrebe procesa prijema i korupcije pri zapošljavanju u državnu službu i generalno javni sektor zauzima istaknuto mjesto u bosanskohercegovačkim medijima i političkim stavovima. Dio nevladinog sektora ovo pitanje izdvaja kao temu koju nove vlasti na državnom i entitetskim nivoima trebaju razmatrati u mandatnom periodu 2014–2018. “Moratorij na zapošljavanje” u javnom sektoru uvršten je u Koncept ekonomskog razvoja 2014–2018 – Ekonomski rast i zapošljavanje. Na sjednicama Vlade Federacije održanim u aprilu 2015. godine doneseni su zaključci da se odmah obustave svi konkursi za prijem državnih službenika na period od 60 dana, da se odmah obustave sve konkursne procedure za prijem zaposlenika u javnom sektoru i da se pripreme izmjene Zakona o državnoj službi Federacije BiH kako bi se ograničilo obnašanje funkcija rukovodećih državnih službenika i rukovodilaca federalnih uprava i upravnih organizacija. Prema podacima Odbora državne službe za žalbe BiH i Odbora državne službe za žalbe Federacije BiH, u porastu je broj žalbi kandidata na „obavještenje o rezultatima stručnog ispita/javnog konkursa“. S druge strane, prema podacima Suda BiH, broj tužbi protiv odluka Odbora državne službe za žalbe BiH je mali. Sve hrabrije, iako sporadično, i sami kandidati na javnim konkursima za prijem u državnu službu javno iznose svoja iskustva praćeni podrškom medija i građana putem društvenih mreža. Među kandidatima i građanima je postalo uobičajeno javne konkurse za prijem u državnu službu nazivati “farsom”, govori se da su svi konkursi za prijem u državnu službu namješteni i da se unaprijed zna ko će biti najbolji kandidat koji će dobiti posao. Čak je i bivši visoki državni dužnosnik još 2011. godine upozoravao na ovaj problem, javno saopćio imena kandidata koji će dobiti posao i podnio krivičnu prijavu.
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Currently, business management is far from being recognised as a profession. This paper suggests that a professional spirit should be developed which could function as a filter of commercial reasoning. Broadly, management will not be organised within the framework of a well-established profession unless formal knowledge, licensing, professional autonomy and professional codes of conduct are developed sufficiently. In developing business management as a profession, law may play a key role. Where the idea is that business management should be more professsionalised, managers must show that they are willing to adopt ethical values, while arriving at business decisions. The paper argues that ethics cannot survive without legal regulation, which, in turn, will not be supported by law unless lawyers can find alternative solutions to the large mechanisms of the official society, secured by the monopolised coercion of the nation state. From a micro perspective of law and business ethics, communities can be developed with their own conventions, rules and standards that are generated and sanctioned within the boundaries of the communities themselves.
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The paper explores Buddhist economics as a major alternative to the Western economic mindset. Buddhism is centred on want negation and purification of the human character. Buddhist economics, developed by Schumacher, Payutto, Welford and others, challenges the basic principles of modern Western economics: (1) profit-maximisation, (2) cultivating desires, (3) introducing markets, (4) instrumental use of the world, and (5) self-interest-based ethics. Buddhist economics proposes alternative principles such as minimising suffering, simplifying desires, non-violence, genuine care, and generosity. It is suggested that Buddhist economics is not a system but a strategy, which can be applied in any economic setting.
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While the mainstream economics — also known as — capitalism considers capital as the mode of production, Buddhist economics suggests that pañña , or the ability to understand everything in its own nature be the mode of production. The economy under this mode of production is known as pañña -ism. Buddhist economics, argues that sukha — happiness, defined here as the opposite state to pain, which implies peace and tranquility, rather than the usual meaning of prosperity, pleasure and gratification — is the result of the emergence of pañña . Therefore, Buddhist economics is the most efficient economics in term of resources used. It is the kind of economics that advocates sustainable development, especially in the world, which is now close to the blink of catastrophe from global warming due to inefficiency in consumption, the concept that cannot be clearly understood in the mainstream economics. The most difficult part in Buddhist economics is how to cultivate pañña for as many people as possible.
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The mindful economics movement seeks to engage a holistic and systems analysis of economic problems associated with capitalism in America. The paper also draws upon elements within the institutionalist approach to economics. Our approach is rooted in the idea that economic activity cannot be separated from, and indeed is embedded within, a broader sphere of human culture. Given this framework, we seek to work toward systemic change by evolving economic institutions through mindful practices as taught in the Buddhist tradition, and integrating these mindful practices into the governance of community enterprises.Parallel to the Buddha’s original teachings of the Four Noble Truths of human suffering, we submit another set of Four Truths specifically for economic analysis: (1) there are systems conditions that give rise to pathology embedded in the economy of the United States; (2) these conditions are largely, but not exclusively, rooted in the logic and culture of capitalism itself; (3) there is much people have done, and can do, to change the conditions of the system by building alternative institutions; and (4) the pathway for changing systems conditions begins at the local level where people and communities can, with appropriate mindfulness, evolve new institutions that will lead toward human and ecological well-being.
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The basic ethical values enhancing good corporate governance - as they are internationally recognised in national and international reports about corporate governance from the Cadbury report (1992) to the OECD Principles (2004) - are the following ones: fairness, accountability, transparency. Such values are required to achieve the desired confidence of shareholders and other stakeholders. Three main ultimate values constitute the basis of every corporate governance system:(a) an orientation towards Justice-itself through the actualisation of the following values: fairness, integrity, and objectivity; (b) an orientation towards Truth-itself through the actualisation of values of openness, trustfulness, and transparency; (c) the orientation towards Harmony through attitudes of collaboration, care and diligence.
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The aim of this study is to examine and evaluate the support, negative thoughts and positive thoughts of consumers who shop in local food companies, for social responsibility campaigns with regard to their demographic characteristics. Thus, the significance of the subject is enlightened by examining how corporate social responsibility campaigns applied by companies are assessed by consumers and suggestions are provided to help companies to have a sense of corporate social responsibility. In the study, at first, a literature search is carried out to explain concepts related to the subject. Then, primary data are searched through qualitative research methods to indicate how consumer thoughts are shaped for corporate social responsibility campaigns. The sample of the study consists of 430 consumers who shop in the food companies operating locally in Kırşehir province. At the end of the study, it is revealed how corporate social responsibility campaigns of local food companies affect consumers, and determinations are made about the necessity of supporting social responsibility campaigns of companies. In addition to this, various proposals are presented in order to effectively select corporate social responsibility practices to be adopted for consumers.
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In this study, the relationship between abusive supervision and intention to quit of employees is investigated with a view to the moderating and mediating role of organizational ethical values in this relationship. Data were gathered by convenience sampling method from 224 employees working in the service sector. Abusive supervision, organizational ethical values and intention to quit scales were used to collect data. To test the hypotheses, correlation and regression-based path analysis were conducted. According to results, abusive supervision increased intention to quit of employees. The perception of organizational ethical values mediated the relationship between abusive supervision and intention to quit of employees. High organizational ethical values decreased the effect of abusive supervision on the intention to quit of employees and, low ones increased this relationship. Implications and directions for future research were discussed according to findings.
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