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Paper deals with the motivation of university teachers, in an effort to define
ways in which it will be possible to increase their motivation and provide
greater satisfaction to teachers in/from their teaching, scientific research
and publication activity. It focuses on examining the content of university
teachers’ motivation, outlining the motivation in general and relating it
to the definition of teachers’ motivation. The next part of the paper focuses
on determining the specifics, capabilities, and core tools which can be applied
in motivating university teachers more effectively. The most important specificities
(compared to the work motivation of employees of other sectors, e. g. manufacturing)
include the fact that every teacher handled not only with his/her own motivation,
but handled and also strengthens the motivation of students whose educates
and forms. In addition, the teachers represent a high-qualified human potential
what means the university teachers’ motivation would be related to the
self-determination theory.
The methodological part deals with results of the questionnaire survey that we conducted on the University of Žilina in 2013. The examination findings in a sample of 86 teachers focused primarily on the confirmation/rejection of the assumption that the level of awareness, leadership style, level of trust, and openness of communication affect the strength of the university teachers’ motivation. Stated differently, methodological section examines the interdependence between intensity of motivation and mentioned above elements of the management and development of human potential at the university. Paper concludes by setting out the basic recommendations for getting the appropriate ideas and inspiration for the creation of motivation program of the university. |
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The article presents theoretical considerations on the formation of knowledge-based economy, with particular emphasis on human capital in this process. One of the significant development factors in the contemporary economy is knowledge – when it is correctly used and managed, it may become a key to economic success. Knowledge becomes a factor influencing the development of societies, enterprises and whole economies. In majority of developed countries, the economies tend to become knowledge-based economies with such main development determinants as education and development of human capital, increase in expenditure on research and development, high level of innovation, and establishment of information society. At present, it is emphasised that human capital is a crucial factor in long-term social and economic growth as it governs e.g. the possibilities of economy in the scope of generating technological change (Welfe, 2007, p. 112). Therefore, it may have been observed in recent years that the interest in the development of human and intellectual capital is increasing as it directly determines the possibility of establishing knowledge society – creative, innovative, open to changes, able to create permanent social and economic relations. The importance of intellectual capital is emphasized also in creating information society and developing innovations which are the main determinants of today’s economies (Dobija & Rosolińska, 2008, p. 63). The discussion on human capital no longer focuses on such issues as its significance for economic growth and for further social and economic development of each country. The thesis stating that human capital has a great role in the development has been already confirmed by numerous researchers. Continued considerations include other issues related to the improvement of human capital, new methods of measuring the quality of human capital, quality of life, relation with social capital, and definition of human capital as creative capital. |
| The main objective of the following article is to present issues associated with employer branding (EB) in context of strategic human resource management. In the first part, the concept of employer brand and employer branding have been briefly characterized, discussing such issues as: definitions of employer brand and employer branding, internal and external employer branding, reasons for employer branding development, employer branding success factors and employer branding benefits. Further part of this article focuses on links between employer branding determinants and human resource processes, touches the issue of dilemmas of employer branding metrics, and concentrates on recent global survey results indicating growing role of employer branding in management strategies of companies. The final part makes conclusions linking theoretical consideration and research results addressed to employer branding as a recommended strategy for the modern human resource management. |
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The literature review giving the theoretical framework of the current research
concept introduces the crossroads of two extensively discussed considerations
of human resource management (HRM). The concept intends to incorporate the
cornerstones of both approaches, namely the one focusing on the HRM – firm-performance
linkages and the other intending to identify region-specific characteristics
of the HRM. In the focus of the analyses we investigate five HR areas with
respect of its decision-making practices and actors. Our current research
concept tries to contribute with this consideration to the HRM model-developments,
building on empirical evidence.
The data used for analysis is provided by the Cranet-network 2008/10 survey round. The primary results of analysis of the descriptive data raised the necessity of using more advanced statistical instruments. Chi-Square tests were implemented to test independency between two qualitative variables: the HR decision-making practices of the actors, and the levels of 6 firm-performance indicators. Cramer’s V is used to measure the strength of the stochastic relationships. As a further investigation, correspondence analysis helped us to see the nature of the relationships in a more visible way (correspondence maps were drawn). |
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The paper deals with the relation of interior design and civilisation diseases,
the possibilities of their prevention and treatment through the physical environment.
It is the main topic of the research project APVV 0469-11 – Interior design
as a tool for prevention and treatment of civilisation diseases, from 2012
at the Faculty of Architecture Slovak Technology University (STU) in Bratislava.
Through detailed analysis we have identified two main problems concerning
the physical/built environment and human health – environmental stress, which
it is possible to prevent and reduce by more friendly environmental settings,
and the passive/sedentary life-style, which it is possible to prevent and
eliminate by dynamisation of the environment.
We demonstrate this approach in the example of one of the most common civilization diseases – depression and behavioural addictions such as work addiction. In the paper there are also presented recommendations and practical examples on how to prevent and eliminate it via the physical environment. Since time we spend most of the working day at working places, this approach is necessary to implement especially in the work environment. |
| Individuals generate, retain and use their knowledge and skills (human capital) and thus create intellectual capital. Their knowledge and skills are enhanced by the interactions between them (social capital) and generate the institutionalized knowledge and skills possessed by an organization (organizational capital). An overarching concept is intellectual capital, which is defined as the stocks and flows of knowledge and skills available to an organization. The intellectual capital is therefore formed by human capital, social capital and organizational capital. All the concepts were defined from point of view of organization, but to a certain extent they can be related to the whole society. The value of the human capital is increased in the process of developing knowledge, professional and social skills and in the process of acquiring experiences. All the processes depend on time and thus on age of individuals and therefore the value of human capital is influenced by the age structure of labor force. The innate abilities, knowledge, skills, experiences and approaches are considered to be the human capital only, if they are used in the values production. From this perspective it is necessary to see the human capital reproduction. There is a tendency in the literature to confuse the human capital reproduction rather with the potential workforce reproduction, i.e. potential workforce having acquired and ascertainable knowledge and skills. Such reproduction of the potential workforce may be a certain precondition of the human capital reproduction, but – because of definition of the human capital as entity used for values production – it is necessary to understand the human capital reproduction differently from the understanding usually applied in the practice. |
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Universities always had a unique self-organization and a privileged position
compared with all other public sector institutions and retained their features
to this day, but the processes of globalization, changing environment and
completely new challenges brought new requirements for their management.
Universities – one
of the most stable organizational structures that have reached us from the
early Middle Ages, today are changing not only structurally but also in terms
of identity. It is impossible to cope with new challenges without integrating
strategic organizations’ management and process improvement with its human
resource management.
The article presents the innovations carried out by Mykolas Romeris University, changing their approach to performance management. The paper presents a fragment of expanded and modified SWOT analysis, which included all university activities, with special emphasis on human resources. Due to exclusive mission of universities and their special place in society, they need a balanced development, therefore purely competitive strategies here may not be fully suitable. In this case, a more important criterion for assessing the effectiveness of the University strategy is sustainability of monitored performances indicators. University strategic plan mapped by the means of the balanced scorecard system turns to the internal communication tool, significantly contributing to the successful execution of the strategy. To be successful is not enough to correctly select what to do, i.e. not enough only to create a good strategic plan. It is also very important to answer the question how to achieve the results sought. Sophisticated, comprehensive process improvement methodologies such as Six Sigma could be a later stage of implementation of quality management, while at the beginning starting with lean manufacturing or sometimes so called “workout” methods, used only in the most important points, gradually increasing the use of tools process improvement range and broadening their scope to all the activities. Process improvement similarly to strategic management should become a part of the organizational culture of the university. |
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Dynamic market changes and long-lasting recession in any national sector of
industry cause that nowadays almost all industries tend to solve the question
of their effective management from the viewpoint of finding potential ways
for saving costs and identifying their in-house reserved capacities.
Currently there are possibilities in the area of enterprise support processes management, i.e. the facility management with the use of outsourcing principles that have been part of the state-of –the-art free market economy management system for several years. In our conditions there exists quite a big potential for the use of the effects and possibilities stemming from the facility management service providing. The question though is who is responsible for the coordination of the enterprise support processes and what their job description is. The aim of this paper is to define the outline of facility management in corporate practice, to present the complexity of the use of facility management services by means of research on the most significant FM service providers in the Slovak Republic and on the general level to present the specifications of a facility manager’s job. |
| This article is analytical review of selected issues from national minorities in the legal system of the European Union. Thus, it is very likely that the emergence of new states on the map of Europe in the early 20th century caused the international problem, which was the relationship of certain states with their citizens belonging to national, ethnic, language and religious minorities. The Charter of Fundamental Rights (CFR) was proclaimed together with the Treaty of Nice in February 2001, as a document with the nature of a political declaration, constituting an inherent part of the Treaty signed in the year 2004, establishing Constitution for Europe (in the form of the second part of European Union Constitution). The catalog of rights protected by CFR is extensive and they are of heterogeneous nature. The Charter combines both the rights that can be found in other international documents e.g. European Convention for the Protection of Human Rights and Fundamental Freedoms. The mass migrations of economic background at the turn of the 19th century lead to the formation of ethnically foreign population groups in many countries. Therefore, the foregoing study will discuss the most significant questions concerning in: the notion of “ethnic minorities” in the doctrine of international law; the issues of institutional and legal warranties of protecting national minorities in the European Union; the issue of jurisdictional mechanisms of protecting national minorities in the European Union. |