| This study aimed to apply generational perspective to employer branding and to facilitate better understanding of factors that drive organizational attractiveneness as an employer by exploring Generation Y perceptions in Lithuania. Literature review and analysis of Generation Y characteristics and work-value preferences was used to extract information and to develop a six-dimensional 34 item survey instrument that was administered to Generation Y respondents. This artice identifies that Generation Y have high expectations of Recognition and Economic value factors. Findings of this study reveal that wage, paid on a timely basis, support getting over mistake, career opportunities, manageable workload, valued efforts, safe and comfortable working environment effective conflict management, pay, meeting expectations and purposeful training are very much appreciated by Generation Y, and, accordingly, influence this generation’s inferences about employer’s attractiveness. Suggestions for practitioners are provided on how to meet Generation Y expectations and facilitate positive perceptions of the whole organization as a good place to work. |
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The aim of this paper is to identify important correlations existing between decision making on one side and motivation and motivating on the other side. Decision making can be defined as a mental process in which the decision maker collects and processes necessary information, prepares multivariate solutions and chooses the best decision. Motivation is harmonized and managed energy that the particular individual has. Motivating is the intentional relationally-emotional process by means of which someone influences motivation, especially by means of sufficiently attractive offers. A number of particular decision making processes and taken decisions occur in each motivational process.
Decisions have to be taken by the motivating subject as well as the motivated object. In the decision making process, these participants can be influenced by their previous experience. It is convenient to apply a recursion approach in the motivational decision making, i.e. to put suitable motivational approaches, tools and measures that were efficient in previous motivational processes, in the topical decision making. But it has to be respected the dynamics of the personality development and its motivation. In a methodological part, after presenting the most important results of the questionnaire survey, the paper is concluded by a model of motivating employees with the strongest decision making aspects. |
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In turbulent environments, the process of creating a value chain in a networking organization is becoming more complex. It requires a rapid response to both the opportunities and threats which shape strategic advantage and competitiveness. Although it is interpreted in various ways in the literature, today value is the subject of significant analysis. What is important, its importance is clearly emphasized in achieving business goals by companies and networking organizations. The aim of this article is to draw attention to the essence of the development of the value chain in the networking organization. A comprehensive integration of primary and secondary processes and their relationships with other participating entities allow for an increase in the value of a networking organization.
The completed research aimed at recognizing, understanding and interpretation of the conditions affecting the integration of the processes which determine the value chains of suppliers and buyers in a networking organization. The research in this study consist of a literature research and qualitative research. The aim of the literature review was to verify the existing knowledge and the conditions which shape the value chain in a networking organization. The literature research and the analysis of existing data were based on industry reports, academic articles, monographs, as well as commercial knowledge bases. As regards the qualitative research – 540 expert interviews in 36 public hospitals in three analyzed provinces (Warmia-Mazury, Pomerania and Wielkopolska) – the aim was to identify barriers and challenges in the process of developing a comprehensive value chain of a networking organization. |
| The complexity of phenomena and processes that constitute the economic system, established by means of i.e. branch differentiation, structural differentiation and subjective differentiation, determines narrowing the field of study down to a specific branch of national economy. In view of the dynamic nature of economic processes and phenomena taking place in the tourism industry, its systematic development and increase in its socio-economic significance, tourism enterprises or, more precisely, selected aspects of their innovative activity have become an object of scientific interest. Resistance against changes is a significant factor of psychosocial, cultural and organizational nature when it comes to developing changes within the scope of innovative activity in tourism enterprises. This factor can be considered in the context of both external circumstances (resistance of tourists against innovations implemented by tourism service providers) and internal circumstances (specifically, employee resistance against changes initiated and introduced within the tourism enterprises). In the article there have been presented results of empirical studies on psychological determinants of implementing innovative changes in tourism industry and recommendations for eliminating psychological and intellectual barriers for introduction of such changes (e.g. resistance against changes) in the business entities studied. In this paper there have been employed the procedures of the two fundamental research methods, that is, analysis and synthesis. The topic of study undertaken has grounds in both theory and economic practice. |
| The interest of politicians, scholars, media representatives and active citizens in various countries in the topic of multiculturalism during the recent decades has notably increased. One of the obvious reasons thereof is a more globalized nature of the world and an increase in international migration flows. In Lithuania the research on this topic, in particular on the analysis of problems of intercultural competence, does not have a long history, however, a number of scientific papers have already been published (Jucevičius, 2001; Pruskus, 2003; Petkevičiūtė, 2009). Nevertheless, the research has been conducted rather sporadically, and usually deals only with individual issues of intercultural competence. The article presents the approach of foreign and Lithuanian scholars and UNESCO to the phenomenon of interculturalism and trends of its expression in contemporary society and the results of an empirical study with 1,067 respondents. Based on the collected data the author provides assessment on the ‘weak spots’ of the intercultural competence characteristic of the Lithuanians and conclusions on further possible development of this competence. In most cases due to underdeveloped skills the acquired intercultural competence is loosely related with the level of education, besides, in the public sector this correlation is even lower than in the private sector. There can be drawn a conclusion that in Lithuania people perceive the importance of communication with people from other countries and positively evaluate the benefits of the development process of acquiring intercultural competence. |
| This paper presents workers’ satisfaction analysis, carried out at public hospital located in Poland by the use of BOST method and Servqual method (service quality method). BOST method is associated with the management principles Toyota underlying. The study consists of 35 randomly selected participants who are workers of the stationary health care – public hospital located in the Silesia voivodeship. Servqual method was consist of 21 quality determinants. Study shows that seven quality determinants among 21 determinants influence positively for workers’ satisfaction. These determinants are following: modern equipment, neatness medical personnel, staff involvement in the affairs of the hospital, care about the opinion of the patient, politeness of staff, having knowledge needed to respond to patients’ questions, readability of information materials in the field of diseases and drugs. Presented researches showed that respondents- workers’ of hospital feel appreciated that someone express a hidden hope that the information provided by them will improve the assessment of the quality of their work and the quality of the product/service, which also has a positive effect on loyalty to the hospital where they work. The study illustrates the perceived problems of the workers’ satisfaction connected with problems such as attractiveness of the wards, engagement of personnel, understanding peculiar needs for patients as well as individual approach to the patient. It was stated that hospital should invest in workers’ training in the range of shaping the relation with patients. |
| Theoretical study deals with the theme of internal social responsibility in relation to the human potential. Nowadays there are many available alternatives in the journey to Corporate Social Responsibility for companies. A change in the organizational structure that includes a specific department for promoting responsibility should be a great idea. However, human potential could be considered by engaging employees in social responsibility as a good starting point. Trying to improve the knowledge in this understudied topic or research, this work explores the internal (and sometimes hidden) side of social responsibility in organizations. There are in fact many mechanisms of human resources management available to engage employees in CSR such as finding and developing talent within the organization with the ability and willingness to carry out internal social entrepreneurship projects. This and other measures are analyzed from a theoretical point of view and a conceptual model is developed for a better understanding of the new tools fostering internal social responsibility. We conclude that responsible business behavior and social values also should include internal aspects of management related to intra-organizational elements, organizational capabilities, and human resource management. |
| Social inequality, although are natural within a society, contribute for many negative phenomena and result in multiple problems. First of all they limit or even result in the loss of human capital that is stuck within the groups of citizens excluded from the economy for various reasons. Furthermore, due to the inequality present, the state is obliged to conduct actions and increase costs of social policy. Strong differences among the citizens contribute to the growing areas of poverty, resulting in the popularisation of unacceptable and harmful behaviour, and increasing tension between people. All if that may result in the social order destabilisation, both regional and global. This article is a report on the research on correlates – the conditions of the intergeneration transmission of social inequality as a threat for the development of creativity among the students surveyed. In its first and third part, the article presents selected concepts on the issue of social inequality, including the aspects of heritage, as well as the related categories. The second part hereof shortly defines the ‘social and economic development’ as the influence of social inequality on the national and economic expansion. Then the survey on a group of students (N = 456) has been presented, performed in an attempt to show the correlations between the creativity level and style, and the levels of the three social inequality categories listed (physical capital, human capital and social capital). |
| This paper examines the suitability of quantitative statistical methods and their application in human resources planning in the sugar industry. Expert managerial estimates tend to be applied when defining the number of needed employees in many manufacturing (food-processing) businesses. At the same time, statistical methods are underused due to their time-, processing- and information-demanding nature. This paper predicts the future need of temporary workers in the company Moravskoslezské cukrovary, a.s. It applies statistical methods of graphic analysis, trend analysis and regression analysis for the aforementioned company between the years of 1988 to 2015. Yearly company reports from 1993 to 2015 were used as the data source for the prediction of needed workers for Moravskoslezské cukrovary, a.s. Other significant data was extracted from the personal information system of the company (years from 1988 to 1993). The company’s five-year plan for sugar beet processing was applied to find out the planned amount of future quantity. The 5 % level of significance was chosen in order to test hypotheses through regression analysis. The statistical program Gretl was applied to run the regression analysis, test statistical assumptions and determine predictions. The results are compared and their pros and cons are demonstrated at the end of this paper. |
| Tourism development is guaranteed, if employees are well-trained and have appropriate competencies. Sale and popularisation of cultural tourism products requires even more competencies. The aim of this article is to analyse the selected cultural tourism products and reveal problematic areas of management and marketing competencies which occur during the provision of these products to customers. The article also aims at setting out the guidelines for the development of human resources. To this end, the triangulation of research methods was chosen. A survey was carried out which combined meta-analyses of several cultural tourism products (encompassing document analysis, website analysis and observation). The conducted research highlighted the problematic areas and the direction in which improvement could be achieved. It should be emphasised that Lithuania has a big potential of cultural tourism (heritage) products, however, the opportunities are poorly availed of and this area is not competitive enough. For this reason, it is important to note that to place an attractive cultural tourism product on the market of tourism or to offer attractive services more attention should be focused on clients and the improvement of competencies related to market knowledge and customer–oriented learning. |