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Autor podaje definicję relacji wewnętrznych w organizacji oraz wyjaśnia ich usytuowanie i cele. Przedstawia różne klasyfikacje narzędzi relacji wewnętrznych. Poświęca też nieco uwagi kulturze organizacyjnej i jej typom.
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Autor skupia się na podmiocie, wokół którego kreuje się komunikację. Przedstawia genezę i specyfikę osobistego PR-u, jego psychologiczne aspekty, takie jak instynkty i reguły wpływu społecznego. Objaśnia też pojęcie i sposób powstawania obrazu siebie, jego cechy oraz możliwości sterowania nim.
More...Materialele Conferinţei Ştiinţifice Internaţionale din 25 octombrie 2019. Vol.1
The paper includes materials from the International Scientific Conference "Psychology in the Third Millennium - Problems and Solutions" (25.10.2019) and the Conference of Students - Future Psychologists (26.10.2019). The scientific achievements presented in this collection are useful both for specialists in the field of psychology and for specialists in the field of education, medicine, social work, who are interested in the present and future of psychology.
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"The 18th International Conference on Work and Organisational Psychology 2019 took place in Brno, at Masaryk University on 22–23 May 2019. Over 130 participants and guests watched and listened to 64 presentations from academics and practitioners from 10 different countries. The contributions covered various areas of work and organisation psychology and related fields. Most represented were psychometric contributions focused on methods used to measure work-psychology constructs, contributions focused on work psychology in the context of educational institutions, and contributions devoted to the application of knowledge of occupational psychology in organisations. Applied psychological disciplines were also significantly represented. This book presents 24 selected studies that were given in the form of a lecture or a poster at the conference and then positively reviewed by two reviewers. We would like to thank our colleagues from Charles University, Palacký University in Olomouc, Tomas Bata University in Zlín, Masaryk University, Comenius University in Bratislava, Constantine the Philosopher University in Nitra, P. J. Šafárik University in Košice and the Slovak Academy of Sciences for helping with the organisation of the conference and for cooperation in the review process. We wish that readers will find interesting information and inspiration for their own praxis. This was a jubilee conference celebrating 20 years since the first Conference on Work and Organisational Psychology, which took place in Slovakia. Therefore, we wish for the conference further interesting contributions, stimulating meetings and continued cooperation over the next 20 years."
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This monograph deals with the use of creative writing in literary education. It shows how exercises aimed at creating texts can be incorporated into school practice and explains why creative writing is effective as a teaching method. The authors of the monograph understand creative writing as a mental tool of cognition, as a medium of creative thinking. The methods of creative writing lead to the development of students’ perception, experiencing and thinking, and also to the development of creative communication in classrooms. At the same time, creative writing is enjoyable and (although this is not the main goal) develops the literary talent of writers. Besides the theoretical background, this book also presents individual projects (lessons devoted to a particular topic) which might be utilized not only in school education (secondary or tertiary) but also as a part of free-time activities.
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The field of didactics of mathematics, natural sciences and vocational education is an important area of education and training. Its importance is growing over time and, given the results of measuring different areas of pupil literacy, it can be assumed that it will not be otherwise in the future. The International Conference on Didactics, organized by the Pedagogical Faculty of Masaryk University, DTI University and The Unity of Czech Mathematicians and Physicists branch office Brno, is an important platform for sharing and developing the area of common interests of experts. The conference proceedings provide an overview of both the theoretical and practical problems in education, focusing on didactics of the above mentioned fields of study, and sharing good practice.
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The book is focused on educational approaches to children at-risk or with behavioural difficulties/disorders. Main topics of the book are associated to problems of the labelling process and of processes of prevention and intervention within Czech educational area (school environment and residential care facilies). Chapters bring together the topical thread of contexts of inclusive education, of processes of prevention and intervention focused to target groups (with the respect to the childrens’ quality of life in adulthood).
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Today, the importance of organizations is increasing day by day. The multiple functions and effects of national and international organizations necessitate new studies/research in the field of organizational culture and organizational behavior. Our primary goal has been to introduce the target audience we aim to address in our book to these new concepts and to prepare the ground for new research to be done. Our book, which aims to provide information to researchers, academicians, decision makers, practitioners, students who are interested in concepts and research in the field of organizational behavior, and to contribute to the national literature, consists of 21 chapters contributed by 28 authors. As can be understood from the subject distribution of the first book of our series, these studies will fill a very important gap in the field of organizational behavior and claim to be a source of new studies. We have completed our book work in a very difficult, troubled and stressful process due to the earthquakes affecting eleven provinces centered in Kahramanmaraş, which is called the disaster of the century in our country. It is admirable that our chapter authors, who were directly affected by these earthquakes, contributed to our book under difficult conditions. For this reason, first of all, I would like to express my thanks and gratitude to all our valuable and expert chapter authors who contributed and supported each other with intense labor, devotion, patience and patience in order to produce this work. In addition, I would like to express my endless thanks and respect to my esteemed teacher Prof. Dr. Mustafa TAŞLIYAN, who honored us by showing us the courtesy of writing a presentation to the book, who has always enlightened my path with his knowledge and experience and who has always been a role model for me, to Özgür Publishing House and its employees who worked meticulously in the preparation of the book for publication, to my family, my esteemed teachers, my friends and you, my esteemed readers, who have supported me in the process of writing the book and have helped me come to this day.
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Favoritism is an unethical practice that is frequently encountered in institutions both in developed and developing countries. Organizational favoritism, on the other hand, is a general nomenclature given to the situation where a person or group is given privilege or advantage over others, even though it is not related to performance or competence. Favoritism can occur in different forms depending on the relationship between the individual or the organization that benefits from the favoritism. Regardless of their type, when considered at the organizational level, these privileges can cause usurpation of the rights of other employees, imbalance, injustice and unjustness among people; it can negatively affect the efficiency and effectiveness of the organization. In this context, the concept of favoritism has been first explained in the study; then, types of favoritism are discussed in two main groups as human favoritism and political favoritism. Although there are different classifications in the literature, human favoritism is handled as i- nepotism, ii- chronism, iii- tribalism and iv- compatriotism; political favoritism is handled i- patronage, ii- clientalism and iii- service favoritism within the scope of this study. Finally, the last 20 years' studies over the concept of favoritism are evaluated as content analysis, and the result obtained in the light of all these are evaluated in the study.
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Power, in its simplest form, is defined as the ability to achieve goals, objectives and results by influencing others. In work life, where power is actively used, leaders or managers try to reach organizational goals by influencing their employees. However, when a leader or manager gains too much power and there is no mechanism to control the decisions taken under the influence of this power, they can harm the organization and society by using power in a bad way. The fact that a leader gains too much power brings with it a number of problems. One of these problems is the "Hubris Syndrome", which occurs due to the use of too much power, which pushes the leader to make decisions that will not listen to anyone as a result of power intoxication or power intoxication. Hubris Syndrome is an arrogance and power poisoning that can occur in all leaders and managers, from state managers to business managers. It is also seen as a danger that will affect societies, countries and businesses. Leaders or managers with Hubris Syndrome often abuse power, believing that they are better than everyone else, that they are absolutely infallible and invincible. Therefore, leaders acting in this syndrome bring with them some negative consequences such as irrational decision making, weak relationships, ineffective employees, and poor performance in the organization.
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An increasing interest in the concept of time perspective, describing particular time horizons, is observed in organizational behaviour literature. Decision making in lives and careers of individuals is not only contingent upon what takes place in the present but also on how one feels about the past and one’s hopes for the future. However, when it comes to time perspective and career decision making, occupational psychology has focused particularly on future time perspective. A core construct in the socio-emotional selectivity theory, future time perspective refers to individuals’ perceptions of their remaining time and opportunity in life. Occupational future time perspective concept originates from research in the lifespan developmental literature on the future time perspective. Occupational future time perspective means that employees’ perceptions of their future in the employment context. Results of researches show that, in addition to its strong negative relationship with age, occupational future time perspective is also associated with other individual (e.g., personality traits) and contextual variables (e.g., job characteristics). Moreover, occupational future time perspective has been determined to mediate and moderate relationships of individual and contextual antecedents with occupational well-being, motivational and behavioural outcomes. This study investigated occupational future time perspective in work organizations. It is thought that the study will contribute to the organizational behaviour and human resources management knowledge base.
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Queen Bee Syndrome is a concept that was first used in a study investigating women's emancipation in the 1970s. This concept, which takes its metaphorical root from the fact that the queen bee reigns in a beehive in nature and maintains her power for a long time, is used to explain the behavioral and psychological pressure that a woman in managerial position who is at the center of today's organizational behaviors exerts against other women who are her subordinates. The aim of this study, in which the conceptual background of the syndrome, queen bee behavior patterns, causes, dimensions, results, features and prominent researches on the subject are presented systematically, provides information for researchers who want to make detailed readings on the subject. In this context, a literature review has been conducted with the keyword queen bee syndrome, and a systematic conceptual study was created by collecting information from the secondary data obtained.
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Businesses are operating in an intensely competitive environment today and they have begun to give importance to human resources rather than material resources in order to survive and to exist at the same time. Therefore, new applications have been started to be researched to use human resources more effectively and to improve working conditions or to reduce inefficient working elements. Presenteeism means that the employee has to go to work for different reasons, appear there but cannot work efficiently. In Turkish, this is explained by the phrase "let your friends see you in shopping", which means "to show off, to pretend to work". Presenteesim has also become one of the topics that have been started to be researched recently as an element that reduces productivity. Presenteeism is an important element that organizations have just realized. So, purpose of this chapter is to introduce the concept of presenteeism and to raise awareness against this negative work behavior.
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The history of favoritism is a very old social, organizational and individual problem. This problem is still up to date as it was in the past. In fact, the negative effects of favoritism today are remarkable. In recent scientific studies, favoritism is shown as the source of some problems in business and social life. Nepotism and cronyism, which are the types of favoritism, are known to have some negative effects on the organization and the employees who are not favored. Nepotism and cronyism, which are related to favoritism, can reduce the level of job satisfaction and productivity of employees. Nepotism or favoring someone can reduce internal motivation and performance. Trust and image of the organization can be damaged due to nepotism in the organization. As a result of employees leaving the job, there may be an increase in the turnover. Organizational favoritism can affect other stakeholders of the society. The negativities caused by nepotism are reflected in the quality and quality of the work done by the employees and their relations with other people in social life. In addition, favoritism in employment, promotion and rewards is a frequently encountered situation. This reveals that the strategies and plans related to human resources within the organization are ignored. The quality of kinship and friendship relations is also important in organizational favoritism. Depending on the type of organization, some people have priority. Being a family member or friendship, peer-friend relationship level can be considered as a criterion for nepotism, especially when promoting and rewarding in family businesses. In such cases, it is known that the level of education, talent, experience and past achievements are not given much importance. Another basic type of favoritism other than organizational favoritism is political nepotism. If political favoritism is in question, it is possible to face employment discrimination and unfair rewards. By using the opportunities provided by the political status, the interests of some individuals and political groups can be protected and some benefits are provided to them. Although favoritism seems like a pleasant situation for the discriminated party, it is generally not welcomed by the society. It is possible to find injustice and/or inequality in all kinds of favoritism. Therefore, it is not possible to talk about justice and equality in environments where there is nepotism.
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Technological developments and globalization has changed human nature. This change directly affects all stages of human life. At this point, it becomes inevitable to carry out research on people and human life. All studies carried out in the field of Social Sciences aim to understand human, human life and human nature. In this work, which was put forward in order to understand the human, different studies from different disciplines were discussed and a step was tried to be built in order to reach this goal, albeit to some extent.
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In this paper, the author aims to contribute in the answer to the question of how to include pupils in the classroom teaching process, that is, what are the determinants of their inclusion. The answers to these questions was gained in experimental ways. The experiment was made according to the existing curriculum in BiH. The work was done in 20 hours time, ten in mathematics, and ten in the subject of my environment. Significant results have been made of which these results are in the rise: (1) expectations of success, (2) challenge and (3) mastering the target orientation of students. Reduced results are: (1) a motivation and (2) student activities during classes. Why activities, during classes of the conditions in which the teacher was trying to get students to work independently are lessened, it remains to be answered in some future research.
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Tato knížka je o pomáhajících profesích – zaměřuje se na určitou přidanou hodnotu, jíž profese dají vzniknout, když cíleně a promyšleně spolupracují. Pro označení tohoto jevu se ujal termín interprofesionalita. Lze také říci, že tato knížka je o interprofesionalitě a tedy o inteprofesní spolupráci. K danému fenoménu se pokouší přiblížit různými cestami…
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In a business environment that is exposed to constant changes, companies face numerous challenges. One of the biggest challenges is managing the new workforce, namely Generation Y, also called Millennials (born between 1980 and 1994) and Generation Z (born between 1995 and 2010). The paper deals with the perception of Slovenian companies about generations Y and Z in the workplace, in order to find answers about the challenges that await them and to shape the work environment, putting younger employees in a better position to achieve organizational goals. The introduction discusses the expectations, values and behaviors of generation Y and generation Z in the workplace, and analyzes the best practices for managing them. Next, the results of interviews conducted with HR managers from some of the best Slovenian companies are presented. Research has shown that young people value the relational type of working relationship much more than the transactional type. For this reason, companies should invest more in relational aspects of work, such as communication, employee care, culture, recognition, respect and inclusion. Relational factors are more important for attracting and retaining young workers than transactional factors, such as salary. These factors require less direct financial investment and more personal engagement (time and energy) on the part of mentors, managers and human resources management. Also, the positive attitude of the best ranked companies towards young people ought to be emphasized, in contrast to the attitudes that can be found in the media and academic literature, where there are a significant number of negative stereotypes about young people.
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