| Motivation is a crucial element of the organizations success and competiveness. Based on mentioned presumption, an introductive part of the paper presents the ideas on chances and even necessities to improve the motivation of employees and manages in all types of organizations through the qualitative motivational escalation and sequence of many decisional-motivational processes. Theoretical part deals with the motivation as uneasy definable phenomenon that could be explained from the various points of view, e.g. the very content of this term, possibilities for influencing it, capabilities for the stabilization of its desired level, factors decisive for changing it, subjects who can call up, strengthen or re-orientate its actual shape, etc. Attention is devoted to motivational approaches, conditions, events, and tools that have to be respected when decide about how to efficiently motivate the employees and managers. Methodological part of the paper searches the similarities and differences in motivating. This one presents the most important results of questionnaire survey attended by 2.626 respondents from Slovak Republic and focuses on decisive motivational factors, dynamics of motivational efficiency from the viewpoint of passing the time, correlations of motivators that are obviously used in organizations, etc. Differentially considered efficiency of motivators (according to age, education, length of experience, and sex of respondents) as well identified differences in perceived efficiency of previously versus currently applied motivators makes necessary the improvement of decision making processes that should be implanted/contained in more precise motivating in the organizations. |
| This paper presents the issue of quality of life from the perspective of broader medicine. The recent increased interest in research on quality of life is due to dissatisfaction with the current performance assessment criteria processes to provide medical services, as well as their economic aspects as a whole. The question is discussed whether the evaluation of quality of life does provide a sufficient information on what domains of life are considered as the worst. The paper therefore contains a theoretical analysis of searched topic. When evaluating the quality of patient’s life, it is needed to respect a very important fact: this evaluation would be made in two points of view, i.e. objective as well as subjective. The paper is concluded by recommendation to provide the support and build effective channels of communication and cooperation with dealt subjects of medical services. This conclusion is based on the following premises: a) There is no comprehensive definition of the quality of life to the area of shaping prosumer’s satisfaction; b) Medical service providers rarely take the challenge of creating a comprehensive strategy for assessing prosumers quality of life. |
| Today, in the knowledge based economy, making systematic, thought-out actions aimed at professional development by employees is not a matter of choice, but a necessity in the case of success-oriented people. However activities which are generally identified with development of professionals such as their knowledge, skills and abilities development, are not enough to succeed on the market – people as professionals need to be visible, recognizable and appreciated. To this end people should undertake actions aimed at building their own strong, authentic personal brands. The paper deals with personal branding as an element of employees’ professional development. In the first part of this paper the essence of employees’ professional development is briefly described. Then the concept of personal branding is discussed, including issues such as its definition, determinants and criteria for effective personal branding, as well as benefits that a strong personal brand brings to its owner and the audience. In the following part of the paper the framework of personal branding and tools for building a strong personal brand are presented. Paper also presents results of the research carried out on working extramural students of Pomeranian University in Słupsk. The research was to determine whether employees take actions aimed at building own personal brand, as well as to know their knowledge and attitude towards this process. The final part of the paper includes conclusions resulting from theoretical consideration and conducted research. |
| Purpose of this paper is searching the importance of synergies between everything in the organization as an impact of cooperation and motivation within the internal and external organizational environment. Active cooperation of the organization’s internal environment is a crucial step for forming the synergy effects. Human potential, i.e. all employees and managers of the organization, who are intentionally, appropriately and harmonically motivated, can achieve these synergy-effects in many effective ways. Based on mentioned premise, the paper highlights the importance of selected critical success factors (CSFs) implementation in the company while expected result of this application is the creation of desired synergies. Based on previous research, there were nominated seven critical success factors that have an impact on the synergies creation: both-sided active communication and coherent relationships; correct and high-quality decision-making in motivation; involvement of employees in the management processes; mutually solving of the problems in the shortest possible time; application of motivation tools and motivation accent; sharing skills, knowledge and talent across the company; comfortable and pleasant working environment. Additionally, the motivational framework was also identified in the paper which connects individual and complex view on factors not only within the internal company environment but also its background. This means that the competitiveness of organization is not created only with suitable and effective strategic moves on the market (viewed by the eyes of customers) but especially by people who stand beyond the internal organization environment. Mentioned above critical success factors were studied through the sociological questioning using the questionnaire form in the company GoodRequest (medium-sized company with 5 years of background). Dependence of the measured synergies indicators was verified through a chi square test in this survey which allowed to confirm the fact that the result of CSF implementation really is the produce of required synergy effects that are important for entire strategic management and motivation of human potential. |
| The current environment puts an emphasis on increasing the quality of university education. It is also connected with the growth of requirements laid on students that also include a strong ethical aspect. With unethical behaviour we encounter not only in business but unfortunately also in the academic sphere where this problem is increasing with the growth of information and communications technology (ICT). The aim of this paper is to determine the extent to which the students are familiar with the Code of Ethics for student of University of Žilina as well as their personal experiences with unethical behaviour of students and teachers. The respondents identified the biggest problems unbecoming, often arrogant behaviour of some students to classmates, associated with defamation not only students but also teachers, cheating on exams and test during semester, perjury and the use of cell phone during classes and also plagiarism not only by semester projects, but also by the bachelor and diploma thesis. Despite the fact that majority of students are aware of what is and is not ethical, many of them unfortunately resort to unethical behaviour. Today’s period of growth of information and communications technology ‘helps’ not only students by the plagiarism but also the faculty in its more efficient detection. |
| With its 35.000 employees, the Hungarian shared service segment counts as the most significant in the number of employees if we correlate it with the proportion of national population among the Central-Eastern European (CEE) countries. Without this correlation, it is also the second largest in the CEE region. The shared service segment has one of the fastest progresses in the national economies in this region. In addition the shared service segment as the whole business service sector depends on the human labor the most. Albeit the whole business service sector leans on the advanced IT solutions but until today one of the most important decision-making viewpoints about investment is the quantity, quality and cost of human resources at a certain location. Not only has the development of the sector, but as a matter of fact the existence of it also depends on the human factor. This research study comes round the importance of it in general and focusing on Hungary as well. Nowadays there are major challenges in the shared service segment like process automation, service delivery moving up in the value-chain, bad perception and brand consciousness of shared service centers, shortage of appropriate human labor due to demographic factors or migration/commuting to Western-European countries. The study gives a scientific overview about these processes and conceives suggestions about dealing these challenges in Hungary. Nowadays the human labor counts the biggest bottleneck for the development of the shared service segment. |
| The paper is the extended version of the article presented at the 13th International Scientific Conference Human Potential Development 2016 held in Szczecin, Poland. Scientific committee of the Conference was evaluated this paper as a very interesting and useful for contemporary knowledge on human resource management. It presents the problem of sense of safety in interviewees/employees of an examined organization. The aim of this paper is to describe what actions would the interviewees/employees take in order to improve their sense of safety in the context of a study being carried out with their involvement, as well as actions that the researcher can undertake with a view to ensure such safety to their subjects. Because of a mentioned issue, the paper describes the notion of safety understood in three ways: as a need, value, and feeling. Certain factors determining subject’s sense of safety have been elaborated on. Based on literature and personal observations made during initial contact with the interviewees and in the course of the interviews, the paper describes actions undertaken by the interviewees that could resonate with their sense of safety. These actions address mainly the need of anonymity. Whereas creating an atmosphere of trust, using the trust transfer mechanism and ensuring confidentiality are some of the actions that a researcher can undertake with a view to help their subjects feel safe. |
| This study was aimed at identification of the values, grounding educational practices in the school as an organization in the context of a learning organization, and how employees perceive them. For the research of organizational values 170 teachers of Kaunas city schools were interviewed. Questionnaire was based on dimensions of organizational values determined by Glomseth, R., Gottschalk, P. & Hole A. S. (2010), who constitute a scale of 21 bipolar values with the additional statements reflecting learning organization issues. The project LangOER 2013 – 4107 / 001 – 001); (No. 543239-LLP1-1-2013-LV-KA2-KA2NW (the Faculty of Public Security at Mykolas Romeris University is the partner in a Consortium led by the Fryske Academy in the Netherlands) enabled approaching Lithuanian teachers with the question about the relation between learning in organizations and the values behind learning. The research data allow to conclude that teachers perceived their organizations as potentially learning organizations, but also the barriers for the development of the school into a learning organization can be identified. |
| Nowadays, when the basis of competition is innovation, permanent advantage is not due to the superiority of a particular invention, but with extraordinary ability of members of the innovative teams. They need to build an organization that is able to learn from mistakes more quickly, more effectively and consistently than their rivals. Especially microenterprises are increasingly faced with the duty of employees to share ideas and the necessity of team work on innovative projects. Therefore, finding answers to the question of how to build an innovative team in small organization that will be able to create valuable ideas, it is now a key challenge for the managers and owners of microenterprises. In the case of innovative projects team, using the ‘collective wisdom’, will find a better solution than a single employee. Team coordination of tasks and communication between members can improve team’s creativity of thinking. Decisions in the team are taken jointly, which are best accepted and quickly implemented. This paper presents some results from a quantitative research study aimed to analyze determinants of building innovative team in microenterprises. The main objective of the following article is deepening and systematizing knowledge related to factors influencing on building innovative and effective team for creating innovative ideas. In the first part of this article a theoretical background for team building is characterized. Teamwork is conducive to innovation, especially at the stage of creation, when ideas are born and initiatives are undertaken. Confrontation of knowledge, experience, skills etc. stimulates creative thinking of team members. Leadership sets the directions and indicates the rules. Good communication is essential for innovative activities, especially in the implementation phase, when the ideas are not implemented by the creator, but by the contractor. Further part of this article focuses on definition and significance of microenterprises in Polish economic reality. The author also presents results of the research conducted on group of 87 microenterprises. |