| Civil service of every country is oriented towards efficient and professional satisfaction of public interest. Strategic management in modern dynamic world is one of the ways that help to adapt to constantly changing environment and increasing needs of citizens – it warranties expedience and efficiency of institution‘s activity because it is a legally regulated and formalized tool that helps to foresee directions of development and to distribute limited resources rationally. The proper use of this tool is possible only with professional and qualified public officials. Special attention should be given to education of competencies of managers in civil service. The information about leaders of local self-government institutions in Lithuania and their strategic competencies will be gathered by applying an inquiry method. The main idea is that civil official as a leader should be a very good strategist. Civil official as a leader can make very big and positive influence on state and local government strategic management in invoking leadership competency and in making more flexible and result-oriented decisions. |
| Emotional abuse in the workplace is known as mobbing. It is becoming increasingly inflected concept not only abroad but also in terms of Slovak enterprises. It is a psychological pressure, which can have fatal consequences for the employee itself as well as for the whole company. The paper is aimed to clarify the issue of mobbing in the workplace and the definition of its primary types. The existence of mobbing will be highlighted through a survey conducted among employees in Slovak companies, which subsequently compared with the results obtained within the European Union. Hence, the number of bullied employees is increasing it is essential to raise awareness and prevention by the employer as well as the employee. On the basis of a survey carried out, we may conclude that large, but also small companies should pay greater attention to the issue of mobbing in the workplace, because it significantly affects the performance of the employee. Respondents were asked to identify factors which could trigger mobbing. Among the most frequently mentioned were following: superiority of the mobber, selfishness, personal problems often stemming from problems at home, complexes, jealousness, mutual dislike, achievement of career growth and psychological terror at the expense of another. On the other hand, when generalizing, one of the indirect consequences of mobbing can be that employee leaves the company. |
| In Germany it burns on average every 3 minutes. Fires endanger the health and lives of people and therefore a basic social need. They also generate high economic damages and endanger jobs. Since the existence of the Federal Republic of Germany, the legal requirements for fire prevention have not changed significantly. They were detailed in technical areas and special constructions. What has changed is the sense of justice, if persons and property damage occur due to defects in buildings. Similarly, the requirements of the clients have changed since defects and their correction result in significant additional costs. Deficiencies are not uncommon. They were detected by four analyzed scientific papers. In Germany, the 16 federal states are responsible for building and fire safety. Therefore, there are differences between the federal states in building codes and also in the requirements and approvals of the experts in this field. In all federal states are equal, that no studies in preventive fire protection are required, although these are offered. According to the high level of responsibility and liability in this area, this is incomprehensible. In order to assess the situation in Germany, analyses, comparisons and evaluations were conducted. These include importance, requirements, qualifications, studies and courses for preventive fire protection. Because of the number of building regulations many requirements for fire protection have been expected. The relevant state ministries must be assumed lack of awareness of actual importance for preventive fire protection. Their requirements are partly considerably below the building regulations. With the developed structure fire prevention planning and inspections can be carried out structured |
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Economy based on knowledge requires such capital which would be first of all creative capital. In the era of knowledge based economy, education constitutes the basic and the simplest way to increase the intellectual capital possessed in the system. A higher quality of human abilities in socioeconomic aspects and in the sphere of professional competences will undoubtedly contribute to an increase of the social and economic potential of a state. There is a strong connection between investments in the intellectual capital and the socio-economic transformations of a state, as a higher level of the human capital guarantees an economic growth and supports social development. Thus, the significance of learning and education is growing; this determines the processes of creation and investing into human capital, which constitutes an element of intellectual capital; it is higher education that is of a particular importance in the creation of this capital. The purpose of this article is to assess the significance of higher education in the formation process of intellectual capital in national economies.
For the purpose of an analysis of the development of the higher education system in the EU Member States, a relative assessment was conducted both of the structure of the society education level in the individual Member States and the level of expenditures aimed at higher education and a widely understood research and development (R&D) sphere. By using the OECD and Eurostat statistical data, an assessment was conducted of the diversification degree of the parameters examined in the EU Member States. An attempt was undertaken to correlate the processes that occur in the area of higher education in the states under examination with the economic effects measured by means of the GDP value. The assessment of the specificity of activities of the Member States in the area of higher education was based on a spatial and temporal analysis using those statistical measures that define the variability scope of the features examined. The scope of the measures used was determined by the availability of comparable statistical data. In the last part of the study, references were made to the objectives of the Europe 2020 Strategy aimed at an improvement of the competitiveness of the European dimension of higher education and the R&D sector on the international arena. |
| Nowadays, when competition on individual markets is constantly growing and when the environment in which an organisation operates is more and more turbulent and unforeseeable, the position of organisational culture is greatly emphasized. It is also one of reasons why we were finding out whether organisations operating in Slovakia realise the necessity to deal with the creation and maintaining of a suitable organisational culture. Particular information was obtained from three consecutive researches. The researches were conducted over 2010, 2011 and 2012, from February to May each year, at School of Economics and Management in Public Administration in Bratislava. Our research showed that only less than 30% of the interviewed organisations had carried out such an analysis, although the awareness of the necessity to focus on the creation and maintenance of a suitable organisational culture was declared by more than 90% of managing employees each year. The aforementioned implies that it is necessary to focus on organisational culture in a greater extent, as its nature is predominantly derived from the fact that people have a need to belong to someone, which leads them to an effort to be included in a certain community of people with the same interests. It flows, it is crucial, also from the theoretical point of view, to analyse continuously status, level and content of organisational culture in organisations. |
| The main objective of the following article is to present issues associated with managing diversity in the context of strategic human resource management. The first part discusses the concept of diversity and managing (DM) including reasons and goals of diversity management. Second part enumerates main macro-economic conditions undermining business strategic orientation on diversity management and rules of EU labor market policy fixed in “Diversity Charter” platform for organizations. Further parts explain the relations between diversity management and employer branding, clarify links between diversity management and human resource management and specify benefits flying from diversity management for the company. Last – but one part of the paper summarizes the results obtained from last surveys done between “Diversity Charter” signatories, one survey comparing different EU countries (2014) and two surveys (2013, 2014) done on the sample of Polish organizations who signed European Diversity Charter. In a last part theoretical and practical conclusions are summarized. Diversity management allows join issues of corporate social responsibility and goal oriented management. Diversity management has to be seen by top management as the value of an autonomous and economically justifiable, because improving competitiveness, encourages creativity and innovativeness, end sometimes reduces labor costs. Diversity management has also be still obligatory actively supported by main stream of government policy – diversity management seen in macro scale reduces social expenses and improves quality of human capital, thus supports labor market, which translates directly to the state public finances and the scale of the tax burden. |
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Volunteering does not have deep traditions in Lithuania, and the idea of voluntary work takes root in Lithuanian community with specific challenges. Referring to the Information and support center of non-governmental organizations, voluntary organizations in Lithuania suffer from problems related to human resource management. Nevertheless, the volunteers’ organizational commitment is not in an area of academicians in Lithuania yet.
The article is aimed to define reasoned methods of strengthening volunteers’ organizational commitment and personal initiative, while participating in a voluntary activity in non-profit organizations. A survey was chosen as a method of data gathering for the research. Four voluntary organizations (with 188 volunteers) registered in Vilnius and providing support for groups of social risk were selected for the research. Results indicate that high volunteers’ satisfaction is increased by the comprehension of social usefulness of the accomplished work. Mostly valued external reward is the recognition, which is realized in a form of commendation. Here, unexpected upshot was founded: volunteers would like to be evaluated as dedicated people able to accomplish commitments they take on, and as valuable personalities, while recognition and positive evaluation of their work results concerns only a fifth of them. Also, it was indicated that the volunteers’ feeling of commitment to the organization is mostly sustained by organization leaders’ trust in volunteers and by properly formulated and clearly defined assignments. Speaking of organizational commitment type it was identified that volunteers are mostly characterized by normative commitment, less – affective commitment and the least – continuance commitment. |
| Every organization and business wants to be successful and have desire to get constant progress. The current era is highly competitive and organizations regardless of size, technology and market focus are facing employee retention challenges. To overcome these restraints a strong and positive relationship and bonding should be created and maintained between employees and their organizations. Human resource or employees of any organization are the most central part so they need to be influenced and persuaded towards tasks fulfillment. Examinations connected with medical services were carried out by Servqual method. It was stated that care about employees and their proper motivation to work is very important factor deciding about employees’ engagement but also about success of organization. Also, the gender aspects of motivation are searched in paper. From this point of view, men and women are motivated and act in non-concordance with their gender stereotypes. The discrepancy can be ranged from little similarity between male and female’s motivation up to the idea of motivation’s absolute similarity. On the other hand, men and women’s economic behavior is often based on motivations which stereotypically are ascribed to the opposite sex. |
| This article is aimed on the problem of acquiring of professional habits by the students of the Faculty of Security Engineering of University of Žilina. It is specifically focused on students studying the study branch 8.3.1 – Protections of Persons and Property, study programme Security Management in first degree of university education. Necessity to acquire and extend the professional habits and skills of the students during their education resulted from joint meetings between school students, and their potential employers and teaching staff. One of the applicable solutions this mission was to create a model of the private security agency. In this agency students will acquire basic skills in the areas of management, economics and accounting, planning, audit execution in the area of personnel management, development of safety guidelines and development of security directive etc. Students will acquire basic skills from own performance activities in some selected type position too. Students will acquire basic skills of their own performance activity some of selected of type positions. |
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Economy lists four basic factors of economic growth (the four “driving forces” of growth): labor, natural resources, capital (material, financial and human: education, qualification, competence) and technology (science, technique, innovation, management, entrepreneurship). The aim of the study is to analyze the impact of human capital on economic growth districts of West Pomeranian (Poland). When analyzing the correlation of GDP level per capita and human capital, the data coming from the same time were compared. In the case of the growth rate study, the relationship between the initial state of the human capital and economic growth throughout the examined time period, and the impact of the increase in human capital for economic development.
Starting from the production function Cobb-Douglas type of methodology used for estimating the regression model. Evaluation of the results shows that between the growth of human capital and economic growth are significant relationships. Especially, the described analyses show that between resources and the growth of human capital and the level of GDP per capita and the rate of economic growth of West Pomeranian districts appeared dependency in the 2002–2012 decade. Another finding of the study is to confirm the fact of growing divergence between the western and eastern part of the region. Calculations were performed using STATISTICA version 5.0. |