Organization - Journal of Management, Informatics and Human Resources / Organizacija - Revija za management, informatiko in kadre (University of Maribor)
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Povezovanje razvoja managementa kompetenc z oblikovanjem organizacijske kulture
No full textThe paper presents the first results of the IGA/2012/7 project “Versatility of Organizational Management and its Reflection in the Area of Organizational Culture“. The paper tries to answer in particular a question if there exist and what are the relations between a process of management competencies development and process of organizational culture creation and change. The research is based upon two methods: (1) Leadership Versatility Index® (LVI ®) and Denison Organizational Culture Survey (DOCS). The research data are presented in a form of two cases. Qualitative analysis of these data has led to two preliminary conclusions: (1) Some of the research expectations concerning an existence of the relations between organization´s management versatility and organizational culture might be confirmed in a future; (2) DOCS data can bring a new light on the LVI ® results and on the process of management competencies development. They help managers to understand that a change and development of their management competencies is not their personal business but a need with important strategic consequences for the whole organization. Reliable answers to all research questions and hypothesises are conditionedby a statistical analysis of the data collected in more organizations, however.Članek predstavlja prve rezultate IGA/2012/7 projekta "Raznolikost managementa organizacij in njegov odraz na področju organizacijske kulture". Članek poskuša odgovoriti zlasti na vprašanje, ali obstajajo in kakšni so odnosi med procesom razvoja managementa kompetenc in procesom oblikovanja organizacijske kulture in spremembe. Raziskava temelji na dveh metodah: (1) Indeks raznolikosti vodenja® (LVI ®) in Denisonovi tipologiji organizacijske kulture (DOCS). Podatki raziskave so predstavljeni z dvema primeroma. Kvalitativna analiza teh podatkov je privedla do dveh predhodnih ugotovitev: (1) Nekatera pričakovanja raziskave glede na obstoj povezav med raznolikostjo managementa organizacije in organizacijsko kulturo, bodo morda potrjena v prihodnosti; (2) DOCS podatki lahko prikažejo LVI ® rezultate in proces razvoja managementa kompetenc v novi luči. Pomagajo direktorjem razumeti, da sprememba in razvoj managementa kompetenc nista njihov osebna stvar, temveč potreba, s pomembnimi strateškimi posledicami za celotno organizacijo. Zanesljivi odgovori na vsa raziskovalna vprašanja in hipoteze pa so pogojeni s statističnimi analizami podatkov, ki so jih zbrali v več organizacijah
Odvisnost med upravljanjem znanja in fluktuacijo kadrov v slovenskih mikro in malih podjetjih
No full textThis article discusses the importance of knowledge management and employee turnover, using the example of selected Slovenian organisations, in particular, technology parks. The purpose of this article is to point out statistical characteristics between employee turnover and certain selected independent variables. The empirical research was conducted on a population of 667 Slovenian organisations gathered from the subjects of an innovative environment database, and a further sample of 51 chosen technology parks from the A group. By implementing multivariate regression analysis, we sought to examine whether knowledge requirements and knowledge transfer paths in these organisations have a statistically significant influence on employee turnover. The aim of this article is to present the results of empirical research that defines the development of a conceptual framework for understanding the influence of knowledge management on employee turnover. The results have shown that the importance of intellectual and social capital, intangible capital assets and their continuous measurement must be acknowledged within an organisation.V prispevku obravnavamo pomen menedžmenta znanja in fluktuacijo zaposlenih na primeru izbranih slovenskih organizacij, natančneje tehnoloških parkov. Namen prispevka je na osnovi empirične raziskave izvedene na populaciji 667 slovenskih organizacij zajetih iz evidence subjektov inovativnega okolja in nadaljnjem vzorcu 51 preučenih tehnoloških parkov iz skupine A, prikazati statistične značilnosti med fluktuacija kadrov ter nekaterimi izbranimi neodvisnimi spremenljivkami. Z izvedeno multivariantno regresijsko analizo smo preverjali statistično značilen vpliv med zahtevami po znanju in potmi za prenos znanjaznotraj preučevanih organizacij na fluktuacijo zaposlenih. Cilj prispevka je podati empirične izsledke, ki opredeljujejo razvojkonceptualnega okvira za razumevanje vpliva menedžmenta znanja na fluktuacijo zaposlenih. Izsledki preučevanja kažejo, da je znotraj neke organizacije pomembno izpostaviti pomen intelektualnega in socialnega kapitala, neopredmetenih osnovnih sredstev ter stalno merjenje le-teh
Predvidevanje finančnih pretresov v iranskih podjetjih z uporabo rudarjenja podatkov
No full textDecision-making problems in the area of financial status Decision-making problems in the area of financial status evaluation are considered very important. Making incorrect decisions in firms is very likely to cause financial crises and distress. Predicting financial distress of factories and manufacturing companies is the desire of managers and investors, auditors, financial analysts, governmental officials, employees. Therefore, the current study aims to predict financial distress of Iranian Companies. The current study applies support vector data description (SVDD) to the financial distress prediction problem in an attempt to suggest a new model with better explanatory power and stability. To serve this purpose, we use a grid-search technique using 3-fold cross-validation to find out the optimal parameter values of kernel function of SVDD. To evaluate the prediction accuracy of SVDD, we compare its performance with fuzzy c-means (FCM).The experiment results show that SVDD outperforms the other method in years before financial distress occurrence. The data used in this research were obtained from Iran Stock Market and Accounting Research Database. According to the data between 2000 and 2009, 70 pairs of companies listed in Tehran Stock Exchange are selected as initial data set.et.Odločanje na področju evaluacije finančnega statusa podjetij so zelo pomembne: napačne odločitve zelo verjetno povzročijo pretres in finančno krizo podjetja. Predvidevanje finančnih kriz in pretresov v proizvodnih podjetjih je pomembno za managerje, investitorje, revizorje, finančne analitike, državne uradnike in zaposlene. Cilj tega članka je analizirati predvidevanje finančnih pretresov v iranskih podjetjih. Naša študija uporablja metodo SVDD (Support Vector Data Description) za predvidevanje finančnih pretresov in predlaga nov bolj stabilen model predvidevanja z večjo močjo razlage. V ta namen smo uporabili tehniko preiskovanja mreže in uporabili 3-kratno prečno validacijo, da smo poiskali parametre jedrne funkcije SVDD. Da bi ocenili natančnost predvidevanja SVDD, smo jo primerjali z metodo FCM (fuzzy c-means). Rezultati eksperimenta so pokazali, da je SVDD uspešnejša od drugih metod v letih pred pojavam finančnega pretresa. Podatke, ki smo jih uporabili v naši študiji, smo dobili s teheranske borze in baze podatkov računovodskih raziskav. V skladu s podatki iz obdobja 2000 in 2009 smo izbrali 70 parov družb, ki so bile uvrščene na teheransko borzo
Značilnosti inovacijskega managementa v primarni zdravstveni mreži na Finskem
No full textInnovation management in the primary health care centers is one of the important debates among the governments and academic forums. Although the number of studies in the field of innovation in health care sectors has increased over the last10 years, little is known about the conditions for the successful implementation of innovations in the health care centers. In this paper, we review and assess the situation of Finnish health care centers from innovation management viewpoint. Wetry to answer one of the important questions designed by policy makers: “How can Finnish health care centers move toward systems that continuously improve their innovation and creativity?” The presented framework describes the main characters and dimensions of diffusion of ideation and innovation in the health care centers.Inovacijski management v centrih za primarno zdravstveno oskrbo je ena od poglavitnih tem diskusije tako v državnih ustanovah kot med raziskovalci. Čeprav je v zadnjih letih naraslo število raziskav na temo inoviranja, malo vemo o pogojih za uspešno uvedbo inovacij v zdravstvenih centrih za primarno oskrbo. V članku je podan pregled situacije na Finskem z vidika inovacijskega managementa. Poskušamo odgovoriti na vprašanje: kako se lahko centri za zdravstveno oskrbo na Finskem razvijejo v sisteme, ki stalno dvigajo svojo kvaliteto in inovativnost? Predstavljeno ogrodje opisuje glavne značilnosti in razsežnosti prodiranja mišljenja in inovacij v centre za zdravstveno oskrbo
Vpliv osebnih značilnosti na posameznikove kompetence kot člana delovne skupine: medkulturna študija
No full textIn this article, we investigate how college students and graduates with diverse backgrounds experience working in groups by focusing on their perceptions regarding group work, attribution of leader coaching, and self-perspectives of personality traits. Moreover, this article explores relationships between personality factors (using the Big Five factors) and selected individual competencies from Bartram’s Great Eight Competencies (2005). We furthermore review current management research on competency management, personality, and also identify current trends for young professionals who are about to enter the job market. This study was conducted in an experimental setting at a large European business school. Participants were 80 business students from Austria, Turkey, China, and the United States of America with a fairly even gender split who had to work on tasks in homogeneous and heterogeneous settings. We assess participants’ ratings following Rammstedt and John’s Big Five Inventory (2007) and a modified version of Wageman, Hackman and Lehman’s Team Diagnostic Survey (2005) that we enhanced accordingly. Results are analyzed and discussed with relation to global challenges and developments regarding competencies, diversity, and group work.Članek govori o tem, kako študenti in diplomanti iz različnih socialnih okolij doživljajo delo v skupini, pri čemer smo se osredotočili na njihovo dojemanje skupinskega dela, voditeljskih lastnosti in osebnostnih značilnosti. Poleg tega članek raziskuje odnos med osebnostnimi dejavniki (z uporabo velikih petih faktorjev osebnosti) in posameznimi kompetencami, 205 Organizacija, Volume 46 Research papers Number 5, September-October 2013, ki smo jih izbrali med Bartramovimi osmimi velikimi kompetencami (2005). Obenem smo pregledali trenutne raziskave na področju managemeneta kompetenc in osebnosti ter identificirali trenutne trende za mlade strokovnjake, ki bodo kmalu vstopili na trg dela. Raziskavo smo opravili v eksperimentalnem okolju v večji evropski poslovni šoli. Udeležilo se je je 80 študentov iz Avstrije, Turčije, Kitajske in Združenih držav Amerike, ki so bili relativno enakovredno zastopani po spolu in ki so morali opravljati naloge v homogenem in heterogenem okolju. Udeležence raziskave smo ocenili na podlagi vprašalnika Rammstedtove in Johna, imenovanega Seznam velikih pet (Big Five Inventory; 2007) in spremenjene različice inštrumenta Team Diagnostic Survey Wagemanove, Hackmana in Lehmanove, ki smo ga temu primerno prilagodili. Rezultate smo analizirali in o njih razpravljali v odnosu do globalnih izzivov in razvoja na področju kompetenc, raznolikosti in skupinskega dela
Mnenja zaposlenih o delovnih razmerah, organizaciji dela in motivaciji v elektrodistribucijskem podjetju
Get PDFDuring the structural changes with the electricity market deregulation important role plays employees as catalyst of work relations, work organisation and motivation in business processes. The paper analyses surveys results, which were conducted between employees in electricity distribution enterprises with summary statistics, correlation and regression analysis. In business processes and among personal factors the employees are highly evaluated the importance of continuity of employment with social security, importance of direct head, and work requirements (physical and psychical). With regression analysis is confirmed hypothesis that work conditions of employees are positively associated with work organisation, professional development, and relations between employees. Work organisation is positively associated with mutual exchange of information, systematisation of work places, professional development, relations between employees, and mouth-to-mouth communication, while negatively associated with transfer of emotional pressures. Motivation of employees is positively associated with working conditions, self-participatory decision making, systematisation of work places, freedom, flexibility, self-initiatives, relations between employees, mouth-to-mouth communication, opportunities for carrier promotion, ability of programming of development of organisation, importance of direct head, and transfer of emotional pressures, while negatively associated with wages.V času sprememb z deregulacijo trga za električno energijo ima pomembno mesto dejavnik zaposlenih kot katalizator delovnih razmer, organizacije dela in motivacije v poslovnih procesih. V prispevku smo analizirali rezultate ankete med zaposlenimi v distribucijskem podjetju z opisnimi statistikami, korelacijsko in regresijsko analizo. Pri poslovnih procesih in pri osebnih dejavnikih so zaposleni visoko ocenili pomen stalnosti zaposlitve s socialno varnostjo, pomen neposrednega vodje in zahtevnost dela (fizična in psihična). Z regresijsko analizo je potrjena hipoteza, da so delovne razmere sodelavcev pozitivno in statistično značilno povezane z organizacijo dela, strokovnim razvojem in odnosi s sodelavci. Organizacija dela je pozitivno in statistično značilno povezana z obveščanjem o dogodkih, soodločanjem, sistemizacijo delovnih mest, strokovnim razvojem, odnosi s sodelavci, ustnim komuniciranjem in negativno povezana s prenašanjem čustvenih obremenitev. Motivacija zaposlenih je pozitivno in statistično značilno povezana z delovnimi razmerami, soodločanjem, sistemizacijo delovnih mest, svobodo, fleksibilnostjo, samoiniciativnostjo, odnosi s sodelavci, ustnim komuniciranjem, možnostjo napredovanja, sposobnostjo načrtovanja organizacije, pomenom neposrednega vodje, prenašanjem čustvenih obremenitev in negativno povezana s plačo
Ali razvoj alternativnih energetskih tehnologij dopušča nove oblike kooperativne konkurence?
No full textThe article at hand illustrates how new types of coopetition emerge in the transformation of large technical systems. It builds on the latest literature on coopetition and highlights diverse institutional arrangements for coopetition, their effects on the actual innovation and the potential benefits for the firms involved. In contrast to many incremental innovations, the transformation of large technical systems requires the cooperation of many diverse actors as various resources are needed. This does not only open up the opportunity of new private-private or public-private cooperations but also brings about various new forms of commonly performed practices.Članek obravnava pojav novih oblik kooperativne konkurence (ang. coopetition) pri preoblikovanju velikih tehničnih sistemov. Izhaja iz najnovejše literature o kooperativni konkurenci in podaja pregled institucionalnih oblik kooperativne konkurence, njihovih učinkov na aktualne inovacije in potencialnih koristi za vključena podjetja. V nasprotju z mnogimi postopnimi inovacijami, preoblikovanje velikih tehničnih sistemov zahteva sodelovanje številnih in različnih akterjev in virov. To odpira ne le priložnosti za nova sodelovanja med privatnimi družbami in javno-privatna sodelovanja, ampak tudi prinaša različne nove oblike sicer splošno razširjenih praks
Povezanost med velikostjo podjetja in merljivimi atributi zaposlitvenega oglasa
Get PDFWe explore the relationship between the company’s size and measurable attributes of an employment ad. We were interested in which attributes were most affected by the size of a company and what the relationship between these attributes is. Company size was measured by the number of employees of a company. Attributes, which we used in our study, are: size, color, and price of an employment ad, the number of repetitions and number of applications per job ad. Through our research we also determined the medium which most companies used to publish job advertisements. In the paper, we present the theoretical framework, research results and proposals for further development.Raziskujemo povezavo med velikostjo podjetja in merljivimi atributi zaposlitvenega oglasa. Zanima nas na katere atribute velikost podjetja najbolj vpliva in kakšna je povezanost med samimi atributi. Velikost podjetja smo merili glede na število zaposlenih v podjetju. Atributi, katere smo uporabili v raziskavi so: površina, barva, cena zaposlitvenega oglasa, število ponovitev in število prijav na zaposlitveni oglas. S pomočjo raziskave smo ugotavljali tudi medij, katerega podjetja največ uporabljajo pri objavi zaposlitvenih oglasov. Na podlagi rezultatov v članku predstavljamo, teoretična izhodišča, rezultate raziskave in predloge za nadaljnji razvoj
Trajnostno poročanje podjetij: priložnosti in izzivi
Get PDFThe aim of our study was to research corporate sustainability reporting in Slovenia, namely, the volume and type of information on sustainable development published on corporate websites and in corporate reports available online. In our study, we discuss the content of corporate sustainability reports by considering a series of indicators covering both environmental and social issues. To this end, we designed a model consisting of 85 indicators which were adapted to the content and characteristics of Slovenian corporate sustainability reporting. Also, we aimed to identify the eventual relationship between the ISO 14001 (environmental standard) or the obligation to report under the IPPC Directive and sustainability reporting. The final sample consisted of 71 major Slovenian companies from 14 industries, all members of the Slovenian Chamber of Commerce and Industry. We have examined their websites and annual or sustainability reports (if published online). We processed the data in the period from June to October 2009. Our study found that Slovenian corporate sustainability reporting is still in an initial stage. Similarly as indicated by the international study of corporate social responsibility reporting (KPMG, 2008), the majority of Slovenian corporate business reports fail to provide any environmental and social information; only 25% in our study. According to our research, specific environmental reports are being published by as little as 16% of the companies. A comparison of environmental and social reporting shows that in all industries companies tend to report social information more extensively, considering that their number is several times the number of environmental information. Companies give the impression that they fail to recognize environmental issues, in contrast to sports, culture, humanitarian activities, and education (areas where corporate reporting is most extensive and detailed), as an opportunity to improve their public reputation. Furthermore, our study results show that the awarded ISO 14001 environmental standard encourages a more extensive corporate sustainability reporting. Also, companies that are major polluters (operators obliged to report under the IPPC Directive) provide more extensive sustainability information which they publish on the web or in their annual reports. With such poor reporting by companies on their environmental protection activities, doubts arise as to the sufficiency of their environmental efforts in practice.Namen naše raziskave je bil raziskati trajnostno poročanje podjetij v Sloveniji in sicer koliko in kakšne vrste informacij o trajnostnem razvoju imajo podjetja objavljena na svojih spletnih straneh in na spletu dosegljivih poročilih. Raziskava obravnava vsebino trajnostnega poročanja podjetji s pomočjo vrste indikatorjev, ki vsebinsko pokrivajo tako okoljsko kot družbeno problematiko. V ta namen smo oblikovali model 85-ih indikatorjev, ki so prilagojeni vsebinam in karakteristikam trajnostnega poročanja slovenskih podjetij. Ugotavljali smo tudi ali obstaja povezava med okoljskim standardom ISO 14001 oz. IPPC zavezanostjo in trajnostnim poročanjem. V končni vzorec sestavlja 71 velikih podjetij, članic Gospodarske zbornice Slovenije iz 14-ih različnih panožnih skupin, katerim smo pregledali njihove spletne strani in letna oz. trajnostna poročila, če so bila le-ta objavljena na spletu. Podatke smo pregledovali v času od junija do oktobra 2009. Naša raziskava ugotavlja, da je trajnostno poročanje slovenskih podjetij še v zametkih. Podobno kot navaja mednarodna študija o družbeno odgovornem poročanju korporacij KPMG (2008), tudi v slovenskem prostoru večina podjetij v svojih poslovnih poročilih nima nobenih okoljskih in družbenih informacij, v naši raziskavi le 25%. Specifična okoljska poročila pa po naši raziskavi objavlja le 16 % podjetij. Primerjava okoljskega in družbenega vidika poročanja kaže, da podjetja vseh panog veliko bolj velikodušno predstavljajo informacije z družbenega področja, saj jih je kar nekajkrat več kot okoljskih. Podjetja tako nakazujejo, da okoljske problematike ne sprejemajo kot enakovredne priložnosti za izboljšanje ugleda v javnosti katero vidijo v športu, kulturi, humanitarni dejavnosti in izobraževanju, kjer podjetja najobsežneje objavljajo podatke. Rezultati naše raziskave pa kažejo tudi na to, da osvojen okoljski standard ISO 14001 spodbudno vpliva na podjetja, da obsežneje trajnostno poročajo. Prav tako podjetja, ki spadajo med onesnaževalce večjega obsega (IPPC zavezanci), na spletu oz. v letnih poročilih objavljajo obsežnejša trajnostna poročila. Ob zelo revnem poročanju podjetij o svojih aktivnostih do varovanja okolja pa se porajajo tudi dvomi o zadostnosti njihovega okoljskega prizadevanja v praksi
Vpliv demografskih dejavnikov na zadovoljstvo in motivacijo zaposlenih
No full textNowadays, human resource management and development is becoming more significant due to the fact that a man has gained a new place and a new role in all social processes and in their management. The sheer employees’ characteristics, i.e., demographic factors, besides the organisational factors, have a certain influence in this area. By adequate understanding of both demographic factors and their influence, it is possible to apply measures to make the employees satisfied and motivated. This paper points out such influences on the employees’ satisfaction and motivation. Also, the interaction of certain demographic factors is presented, such as the professional qualification, years of working experience and age, onto employees perceiving satisfaction and motivation and onto respective consequences. In order to determine the employee satisfaction and motivation, the responses from the employees to questions divided into six groups (material conditions, security, acceptance and social component, respect and status, self-confirmation and loyalty), were used. The research was done on a set of 328 employees in the telecommunications sector in Serbia.Razvoj in management kadrov dandanes postaja vse bolj pomemben, saj je človek pridobil novo mesto in vlogo v vseh socialnih procesih in njihovem managementu. Če ustrezno razumemo demografske vplive v organizacijskem okolju, laže poiščemo ukrepe, ki motivirajo zaposlene in povečajo njihovo zadovoljstvo. V članku smo raziskovali vplive demografskih dejavnikov zadovoljstvo in motivacijo. Proučili in predstavili smo tudi medsebojne vplive nekaterih demografskih dejavnikov, na primer poklicne kvalifikacije, delovne dobe in starosti na zaznano zadovoljstvo in motivacijo. Zadovoljstvo in motivacijo smo merili z vprašalnikom kjer smo uporabili 6 skupin vprašanj (materialni pogoji, varnost, sprejetost v socialnem okolju, spoštovanje in status, samozavest in lojalnost). V empiričnem delu raziskave je sodelovalo 328 zaposlenih v telekomunikacijskem sektorju v Srbiji