Organization - Journal of Management, Informatics and Human Resources / Organizacija - Revija za management, informatiko in kadre (University of Maribor)
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Prenos znanja skozi perspektivo teorije družbene menjave
Get PDFIn the article authors research a process of knowledge sharing in organizations. Organizations pay a lot of attention to the processes of knowledge management although not every single aspect of it runs smoothly. Literature reveals many impediments in the process of knowledge sharing. The present article focused on individual unwillingness to share knowledge. The process of knowledge sharing is analysed as social exchange proces. They distinguish between social and economic exchange.Social exchange could be subinstitutionalised where exchange processes emerge spontaneously among individuals without any rules governing their behavior. Or social exchange could be institutionalized and encouraged by organizations through rules, norms and values. The fundamental goal of the authors was to provide a conceptual framework for coherent relations between micro and macro levels of explanation of the process of knowledge sharing. The theory of social exchange offers a clarification of fundamental assumptions regarding individual action. These assumptions have not been researched in the literature of knowledge management up until now.V članku avtorja raziskujeta proces prenosa znanja v organizacijah. Organizacije danes posvečajo veliko pozornosti upravljanju znanja, kjer pa procesi ne tečejo vedno tako kot je bilo pričakovano. Raziskovalci so odkrili različne dejavnike, ki zavirajo procese prenosa znanja. Pričujoči članek se ukvarja z (ne)pripravljenostjo posameznikov, da bi prenašali znanje na sodelavce. Avtorja analizirata proces prenosa znanja kot proces družbene menjave. Razlikujeta med družbeno in ekonomsko menjavo in razkrivata, da je družbena menjava med posamezniki lahko neistitucioanlizirana, kjer vsi procesi potekajo spontano ali pa je instiutcionalizirana, spremljana s pravili in normami ter vrednotami, ki jih v te namene spodbuja organizacija. Osnovni namen avtorjev je bil izdelati konceptualni okvir za koherentno povezavo mikro in makro ravni pri obravnavi procesov prenosa znanja v organizaciji. Teorija družbene menjave omogoča pojasnitev predpostavk delovanja posameznika, ki se jih je v dosedanjih raziskavah upravljanja znanja ni raziskovalo
Ali obstajajo pomembne razlike v uspehu in organizacijski kulturi med družinskimi podjetji v proizvodnem in storitvenem sektorju v Sloveniji?
No full textIn this article we will introduce the development of those organizational culture elements, which influence importantly on company successfulness in family companies. The research was performed in 24 Slovenian companies with 524 responded survey questionnaires from field of services, consultancy and computer equipment, trade counter, production, road freight traffic and civil engineering. With this analysis we found out the answer to the question in family loyalty to the company, management style, loyalty and mutual trust system, strategic emphasis, criteria for successful business operations, stimulation (rewarding), process of continuous improvement, business ethics of the company, organization, values of the employees, and satisfaction of the employees in those companies. The collected data are important from the aspect of the organizational culture influence on the future growth or eventually their stagnation.Članek predstavlja razvoj tistih elementov organizacijske kulture, ki pomembno vplivajo na uspeh družinskih podjetij. Raziskava je zajela 24 slovenskih podjetij s 524-imi izpolnjenimi vprašalniki. Postavili smo glavno hipotezo, ki trdi, da obstajajo pomembne razlike v organizacijski kulturi med proizvodnimi in storitvenimi podjetji, ki vplivajo na večjo uspešnost slednjih. Na podlagi dobljenih rezultatov, ki so bili pridobljeni iz analize posameznih trditev v vseh devetih segmentih faktorjev organizacijske kulture, kakor tudi rangiranja vrednot in faktorjev zadovoljstva, lahko trdimo, da obstajajo razlike med individualnimi trditvami določenega segmenta. Razlike znotraj individualnega seta faktorjev, ki dajejo prednost storitvenim podjetjem, so bile zabeležene v petih individualnih setih. Pomembno je, da poleg analiziranih vrednosti individualnih setov faktorjev organizacijske kulture, ki kažejo na uspešnost poslovanja podjetja, smiselno upoštevamo še nadaljnjo rast in razvoj podjetja
Osnovni principi stroškovne optimizacije terminskih planov gradbenih projektov
Get PDFoai:ojs.organizacija2.fov.uni-mb.si:article/408The cost effective project realization represents one of the fundamental goals of the time scheduling in construction. The cost effective time schedule for the construction project is commonly achieved after performed analysis of the network diagram structure, activity durations, project costs, required resources and with trial-and-error testing of different alternative solutions. The minimum total cost time schedule of the construction project is usually selected from the obtained alternative solutions. The analytical approach to the time scheduling is widely used in construction on account of its simple execution and acceptable results. On the other hand, a significantly better results can be obtained by the mathematical programming-based cost optimization of time schedules. In this way, the aim of this paper is to bring forward the basic principles of the cost optimization of time schedules to the wider expert community. The paper presents the two basic methods for the model formulation of the project time scheduling optimization problems, i.e. the arrow diagramming method and the precedence diagramming method. Both methods were used for basic cost optimization model formulations of the project time scheduling optimization problem. An example from the literature was presented at the of the paper to demonstrate the applicability of optimization models for the cost optimization of construction project time schedules.Stroškovna učinkovitost izvedbe projekta predstavlja enega od temeljnih ciljev terminskega planiranja v gradbeništvu. Stroškovno učinkovit terminski plan za gradbeni projekt se običajno določi po opravljeni analizi strukture mrežnega diagrama, časov trajanja aktivnosti, stroškov projekta, potrebnih resursov in s preizkušanjem različnih alternativnih rešitev. Pri tem se izmed ugotovljenih alternativnih rešitev navadno izbere tista različica terminskega plana, s katero je možno doseči najnižje celotne stroške izvedbe gradbenega projekta. Analitični pristop k terminskemu planiranju se v gradbeništvu široko uporablja predvsem zaradi enostavnosti izvedbe in sprejemljivih rezultatov. Po drugi strani je možno doseči bistveno boljše rezultate s stroškovno optimizacijo terminskih planov, ki temelji na pristopu matematičnega programiranja. Tako je osnovni namen pričujočega članka približati osnovne principe stroškovne optimizacije terminskih planov širši strokovni javnosti. V članku sta predstavljeni dve osnovni metodi za formulacijo modelov optimizacijskih problemov terminskega planiranja projektov, to sta: metoda puščičnega diagrama in metoda precedenčnega diagrama. Za problem stroškovne optimizacije terminskega plana projekta je prikazana formulacija osnovnega optimizacijskega modela po obeh metodah. Na koncu članka je predstavljena uporaba optimizacijskih modelov za stroškovno optimizacijo terminskih planov na primeru gradbenega projekta iz literature
Zaznani dejavniki in ovire pri spreminjanju kognitivnih shem med gospodarsko krizo
No full textThe main objective is to present the perceived factors in cognitive schema change as experienced by participants from two Slovenian sectors and to compare them with factors from schema change theory in order to evaluate specific circumstances and obstacles to effective cognitive schema change. 31 interviews with participants from six companies were conducted twice during the 2008 economic crisis. The prevalent perceived antecedents of schema change lie within an organisation and in the business environment. Stimulating factors are also economic and financial crises and personal characteristics. The prevalent obstacles to schema change, as perceived by participants, are stability of current cognitive schemas, personal characteristics of management, and rigidity.V prispevku so predstavljeni dejavniki spreminjanja kognitivnih shem, kot jih zaznavajo udeleženci iz dveh slovenskih panog, ki jih primerjamo z glavnimi dejavniki iz teorije kognitivnih shem. Namen raziskave je ovrednotiti poglavitne dejavnike, ki spodbujajo in ovirajo dolgoročno in trajno spremembo kognitivnih shem. V dveh časovnih obdobjih v času finančne in gospodarske krize je bilo opravljenih 31 intervjujev s predstavniki šestih podjetij. Rezultati kažejo, da so med prevladujočimi dejavniki, ki spodbujajo spremembo shem dejavniki znotraj podjetja in v poslovnem okolju. Sledijo jim aktualna gospodarska kriza ter osebne spremenljivke. Prevladuoči dejavniki, ki ovirajo spremembo kognitivnih shem, so stabilnost obstoječih kognitivnih shem v organizaciji, osebne spremenljivke managementa in rigidnost
Razvoj strategij za kakovostno izvedbo višješolskega izobraževanja
Get PDFCorrect work in vocational school development demands appropriate quality approach. Quality needs to be assessed by self-evaluation considering quality indicators. As quality needs to be measured self-assessment can be used. In the past self-assessment was non-systematic and only intuitive. The research is focused on determining objective indicators and preparation of vocational school strategic plan. For comprehensive quality assessment many quality assurance instruments can be used (outside evaluation, inside evaluation, revision, certificating…). In article selected element of inside evaluation (self-evaluation) is discussed. For such evaluation SWOT (Strengths, Weaknesses, Opportunities, Threats) analysis is appropriate. SWOT analysis delivers school basic information which enables it source acquisition and capacity needed for competitiveness on its working field. TOWS matrix shows individual strategies which follow opportunities, strategies which will overcome weaknesses, strategies for vulnerability reduction and strategies which are basis for protection plan. Article provides reliable strategy forecast. This strategy is based on comprehensive analysis of advantages and disadvantages of university program realization. Commissions for monitoring and quality assurance are established on vocational schools. Commission establishment and role is defined in article 15 of Vocational education act. Beside known recommendations SWOT analysis and TOWS matrix can recognize mutual relations which can be modeled into suitable, efficient and especially real strategy. Article describes strategy design using presented analysis techniques.Korektno delo in razvoj višjega šolstva zahteva tudi ustrezen pristop h kakovosti. Kakovost je potrebno presojati s izvedbo samoevalvacije na podlagi kazalnikov kakovosti. V preteklosti je bilo samoocenjevanje šol pogosto nesistematično in zgolj intuitivno. Raziskava je usmerjena k pridobivanju objektivnih kazalnikov in izhodišč, ki jih šola lahko uporabi pri pripravi strateškega načrta višje šole. Za oblikovanje celovite ocene kakovosti lahko uporabimo mnogo instrumentov zagotavljanja kakovosti (zunanja evalvacija, notranja evalvacija, revizija, certificiranje itd.) Prispevek se osredotoča na izbran element notranje evalvacije – samoevalvacijo, znotraj katere lahko uporabimo tudi t.i. SWOT analizo (Strenghts, Weaknesses, Opportunities, Threats). SWOT analiza prinaša potrebne temeljne informacije, ki šoli zagotavljajo pridobivanje virov in kapacitet potrebnih za konkurenčnost na njenem področju delovanja. Metodologija poseže tudi po t.i. TOWS matriki, ki iz analize črpa točke za razvoj strategij, vključenih v rezultate.
TOWS matrika prikazuje posamezne strategije, ki sledijo priložnostim, strategije, ki bodo premagale slabosti, strategije za zmanjšanje ranljivosti in strategije, ki so osnova za obrambni plan. Cilj prispevka je oblikovati zanesljivo napoved strategije, ki izvira iz celovite analize prednosti in slabosti funkcioniranja študijskih programov. Poleg znanih priporočil lahko s SWOT analizo in TOWS matriko prepoznamo medsebojne relacije, ki jih oblikujemo v ustrezno učinkovito in predvsem realno strategijo. Prispevek torej opredeljuje možnosti oblikovanja strategije z uporabo omenjenih analiz
Inovacije in vseživljenjsko učenje v trajnostni organizaciji
No full textInnovation and knowledge are two of key factors for sustainable development of company or organization. Particularly in the current period of economic crisis it is crucial to promote lifelong learning and creativity to contribute innovative solutions to various problems. Lifelong learning makes a significant contribution to awareness of the importance of innovation and creativity for sustainable development of organization. In this paper we explore if respondents from Slovenian companies think that innovation and lifelong learning is important for sustainable development of company. Presented are the results of a survey conducted in 67 large and medium-sized enterprises in Slovenia where we upon respondents’ judgment examine the correlation between the innovativeness level and lifelong learning, investing in innovativeness and competitive advantage and the promotion of lifelong learning and competitive advantage of the organization. Also the answers to the questions if lifelong learning contributes to the sustainable development of organization and if more the organization takes care of sustainable development the bigger is its competitive advantage before equal bidders are given.Povzetek: Inovativnost in znanje sta dva izmed ključnih elementov za napredek podjetja ali organizacije. Še posebej v trenutnem obdobju gospodarske krize je ključno, da se spodbujata ustvarjalnost in inovativnost, saj prispevata k inovativnim rešitvam različnih problemov. H krepitvi zavedanja o pomenu inovacij in ustvarjalnosti pri trajnostnem razvoju organizacije pomembno prispeva vseživljenjsko učenje. V tem prispevku sva raziskali kakšno pomembnost zaposleni iz slovenskih podjetij pripisujejo inovacijam in vseživljenjskemu učenju za trajnostni razvoj podjetja. V prispevku so predstavljeni rezultati raziskave, izvedene v 67 velikih in srednje velikih podjetij v Sloveniji, s katero sva na podlagi ocen anketirancev preučili povezavo med stopnjo inovativnosti in vseživljenjskega učenja, vlaganjem v inovativnost in konkurenčno prednostjo podjetja ter spodbujanjem vseživljenjskega učenja in konkurenčne prednosti organizacije. Predstavljeni so tudi odgovori na vprašanja, ali vseživljenjsko učenje prispeva k trajnostnemu razvoju organizacije in ali večja skrb organizacije za njen trajnostni razvoj vpliva na njeno konkurenčno prednost v primerjavi z enakimi ponudniki na trgu
Skupinsko odločanje: združimo različne interese v skupno odločitev?
No full textThe paper discusses group decision making as a way of managing decision knowledge. Described are pros and cons of group decision making. Special emphasis is given to the leveraging of different interests and possibilities of formulating a joint decision. Available methods and techniques together with a properly organized group work can make a substantial contribution.Članek obravnava skupinsko odločanje kot način upravljanja odločitvenega znanja. Opisani so razlogi za in proti skupinskemu odločanju. Poseben poudarek je na usklajevanju različnih interesov in možnostih za skupno odločitev. Pri tem igrajo pomembno vlogo razpoložljive metode in tehnike skupaj z ustrezno organizacijo dela v skupini
Prožna varnost v Evropski uniji in Sloveniji
Get PDFThe purpose of this paper is to present the characteristics of labour markets in the EU Member States, with special emphasis on Slovenia, especially in terms of design and implementation of flexicurity policies. The empirical analysis points on existence of considerable differences in flexibility and security in the labour market between EU Member States. The least successful at simultaneous implementation of flexibility and security at labour market are eastern and Baltic Member States, showing rigid labour markets at very low security of employees. Even more rigid labour market have Mediterranean States (including Slovenia), however they attain higher employment security. The most balanced flexicurity policies, thus ensuring high levels of flexibility and security, can be found among Scandinavian States. The latter, together with the United Kingdom and Ireland that show the highest labour market flexibility, are characterised with the highest GDP per capita among the EU Member states, high employment rates and low rates of longterm unemployment. The Slovenian labour market is very rigid with generous social security system. In terms of flexicurity it faces many challenges, among them low flexibility of contractual arrangements, low expenditures for active employment policies and suitability of the unemployment benefits system.Namen tega prispevka je prikazati stanje na trgu dela v državah članicah EU, s posebnim poudarkom na Sloveniji, predvsem z vidika oblikovanja in uresničevanja politik prožne varnosti. Analiza pokaže na obstoj precejšnjih razlik v EU pri uresničevanju prožnosti in varnosti na trgu dela. Najmanj uspešne pri hkratnem uresničevanju prožnosti in varnosti so države članice iz vzhodne Evrope in Baltika, saj izkazujejo rigiden trg dela ob zelo nizki varnosti zaposlenih. Še bolj rigiden trg dela imajo mediteranske države (v to skupino se je uvrstila tudi Slovenija), čeprav je raven varnosti zaposlenih višja. Najbolj uravnotežene politike prožne varnosti, torej zagotavljanje visoke ravni prožnosti in varnosti na trgu dela, izkazujejo skandinavske države. Slednje se, skupaj z Veliko Britanijo in Irsko, ki beležita najvišjo prožnost na trgu dela, uvrščajo med gospodarsko najbolj uspešne države z visokimi stopnjami zaposlenosti in nizkimi stopnjami dolgotrajne brezposelnosti. Slovenski trg dela zaznamuje visoka rigidnost ob radodarnem sistemu socialne varnosti. Problem predstavljajo predvsem prožnost pogodbenih določil, nizki izdatki za aktivne politike zaposlovanja ter ustreznost sistema denarnih nadomestil za brezposelnost
Brezposelnost in državno subvencioniranje
No full textUnemployment has become more and more pressing matter nowadays. Governments all across the world are implementing policies to increase the employment rates back to the levels before the economic downturn. One of the most important policies implemented by countries governments were employment subsidies, which means that companies got government funding when employing and also that private citizens had the possibility for entrepreneurship stimulus packages. The scope of our study was to determine how the gross domestic product and the government's subsidizing on a country's level affect the number of unemployed on a country level. We have conducted the empirical part of our study on the case of Slovenia and found out that gross domestic product has a bigger effect on the number of unemployed than government's subsidies.Brezposelnost je postala vedno bolj in bolj pereča zadeva. Vlade po vsem svetu izvajajo politike za povečanje stopnje zaposlenosti nazaj na raven pred gospodarsko recesijo. Ena od najbolj pomembnih politik, ki jih izvajajo vlade držav so subvencije za zaposlovanje, kar pomeni, da so podjetja dobivala vladno podporo pri zaposlovanju, pa tudi, da so bile državljanom dane spodbude za podjetniško delovanje. V raziskavi smo ugotavljali, kako bruto domači proizvod in subvencije na ravni celotne države vplivajo na število brezposelnih na ravni države. Empirični del naše raziskave smo izvedli na primeru Slovenije in ugotovili, da je vpliv bruto domačega proizvoda na število brezposelnih večji od vpliva državnih subvencij