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Параметри на властта и ролите на университетския преподавател

Author(s): Vyara Gyurova / Language(s): Bulgarian Issue: 4/2016

This article presents the author’s opinion about some main roles of the university teacher (role of head, leader and manager of the teaching process) as well as the power that those roles give him. An attempt is made for summarizing a profile of the university teacher as a manager and a leader in the context of the working conditions, activities she/he accomplishes, competencies and qualities she/he needs to possess.

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Cognitive and affective reactions to success and failure – the quality of feedback as the determinant of self-verifying and self-enhancing motivation

Author(s): Bojana Bodroža / Language(s): English Issue: 2/2011

A study was conducted to ascertain what the dominant self motivation is like – self-verifying or self-enhancing? – in a situation when a person is faced with a negative evaluation of a central personality characteristic. Previous research suggested that affective reactions should follow the pattern predicted by self-enhancement theory by which all individuals would react with positive affect to positive evaluation and with negative affect to negative evaluation. On the other side, cognitive reactions are expected to follow the pattern predicted by self-verification theory which suggests that information consistent with the self-concept should be the most convincing (i.e. cognitive reactions should be influenced by interaction of feedback and self-esteem). Ninety female respondents were given a false favorable or extremely unfavorable feedback about their achievement on an intelligence test, after which their cognitive and affective reactions were measured. The results revealed that the respondents demonstrated a self-enhancing motivation both in the affective and the cognitive domain, i.e., regardless of their level of self-esteem, those who had failed experienced more negative affect, rated test more unfavorably, assessed it as less accurate, and claimed they had invested less effort to solve the test, than those who were successful. The research imposes conclusion that cognitive reactions to failure are not conditioned only by the degree of negativity or positivity of global self-views, but also by the quality/intensity of unfavorable feedback. This conclusion provides important methodological implications for future research in this area.

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Managerial Aspects of Employing People with Asperger Syndrome in Poland

Author(s): Katarzyna Czainska / Language(s): English Issue: 6.1/2018

The article presents managerial and organizational aspects of employing people with Asperger Syndrome in enterprises in Poland. In the research process, the author conducted theoretical studies in the field of law, management and psychology (applicable legal acts, subject literature, specialist articles, reports and studies), case studies and direct interviews. On this basis, the author presented recommendations in the field of choosing a profession for people with Asperger Syndrome (AS), as well as requirements for recruitment, selection and organization of work. In particular, the author formulated recommendations for employers intending to employ individuals with AS.

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Rola systemu motywowania w kształtowaniu zachowań innowacyjnych pracowników MŚP

Author(s): Małgorzata Smolarek / Language(s): Polish Issue: 12.2/2017

Proper motivation creates the basis for the proper use of human capital for the development of the organization regardless of its size and can also help to increase employee innovation behavior. The aim of this chapter is to identify some factors of the motivation on the innovation behavior of employees in small and medium-sized enterprises. The considerations are theoretical and empirical in nature. Identified factors are influencing the creation of effective systems to motivate employees conducive to innovative behavior. They present also an analysis of the results of research in this area.

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Sprawczość vs wspólnotowość w postrzeganiu zespołów zróżnicowanych kulturowo

Author(s): Katarzyna Stankiewicz,Paweł Ziemiański / Language(s): Polish Issue: 11.2/2017

The article covers the issue of perception and assessment of advantages and disadvantages of working in culturally diverse teams. Previous results indicate that a decision regarding the possibility of collaborating with others is preceded by the assessment of two basic evaluative dimensions: agency and communion. Concentration on the effectiveness of goal-oriented actions is related with the dominance of agency dimension whereas concentration on others and on relationships is related with the dominance of communal dimension. The aim of the current research was to determine which of these dimensions dominate the process of the perception and evaluation of advantages and disadvantages of working in culturally diverse teams. Additionally, it was verified what specific aspects of communion and agency are related with advantages and disadvantages identified by study participants. Obtained results indicate that the perception of advantages of working in culturally diverse teams is mainly related with agency whereas the perception of its disadvantages with communion or both agency and communion. Conclusions involve the significance of these two dimension in the perception of multicultural teams by people who are being prepared to the managerial roles in organizations operating in global economy. Apart from expanding current understanding of the examined issue study results have also implications for practice in the area of building, managing and improving the performance of culturally diverse teams.

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Znaczenie różnorodności zespołu dla wirtualnej współpracy

Author(s): Beata Krawczyk-Bryłka / Language(s): Polish Issue: 11.2/2017

Diversity is one of the basic characteristics of virtual teams. It refers to team members’ geographic dispersion, time zone differences connected to national and cultural diversity, work in various organizations, members’ roles and tasks they deal with. The article concerns the most important dimensions of diversity in virtual teams. There are the research results presented conducted in the group of virtual team members. Their significance for teamwork organization, team climate and virtual team performance has been discussed.

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Koncepcja zarządzania różnorodnością i aspekt wzajemnego zaufania w organizacji źródłem innowacyjności i przewagi konkurencyjnej

Author(s): Elwira Gross-Gołacka / Language(s): Polish Issue: 10.1/2017

The economy is becoming increasingly global, and the workforce is becoming more diverse. You may think that organizational success and competitiveness of the company will depend on the ability to effectively manage diversity in the workplace. This diversity management can create competitive advantage in areas such as marketing, problem solving, and talent acquisition. Globalization requires more interaction than ever between people of different cultures or even social groups. For this reason, organizations need diversity to become more innovative. A building is open to the diversity of the workplace where employees will feel valued and respected which is essential for atmosphere of mutual trust. The aim of the article is to present the concept of diversity management as an approach taking into account issues of mutual confidence in the organization treating diversity as a source of innovation and competitive advantage. Innovation in the context of the company refers to the transformation of an idea into a new process, product or service which gives competitive advantage. Today we know that the basic resource of the organization is human capital, and therefore a factor very sensitive to relationships inside and outside the organization. And in the face of volatility organization’s environment increases the risk, which is the inverse of trust. Purpose of the article is achieved by means of literature studies, observation of social and economic practice and review of studies including foreign and domestic ones. The conclusions of these analyzes indicate that the inclusion of diversity and benefit from the workplace is an important issue for today’s innovative organizations.

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Victimization of health professionals in Bucharest service relations and social work relationships

Author(s): Daniel Faggianelli,Sorin Burlacu,Cécile CARRA / Language(s): English Issue: 30/2018

Workplace violence in the health sector has become an international social problem since the end of the 20th century. This concern is much more recent in Romania; few data are still available. This research aims to assess the extent of the phenomenon in this national context. The analysis is based on 207 questionnaires collected from doctors, nurses and care assistants from different departments and establishments in Bucharest, with an overrepresentation of the emergency department of public hospitals for its crystallization of conflicts. This research shows the prevalence of professional experience of victimization in the health sector (more than one respondent in two claims to have suffered violence at least once in the past year). This experience is massively built in the service relationship; the conflicts of perspective that manifest themselves there are experienced as violence when they undermine the exercise of the profession, as it is designed by the professionals. The results also show the significant role of the organization and its functioning in the expression victim. The more the organization is perceived negatively, the more often the expression victim is frequent. The service relationship is thus more than the question of the interactions between professionals and users and makes sense in the specificities of the context, which is itself crossed by fundamental reforms. This background helps to understand the importance of workplace conflict, accounting for more than one in five victimizations. More broadly, role conflicts, even if they are not all denounced as violence, contribute to shaping a lived experience, weighing on the victim expression of health professionals.

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Measuring the Convergence between Management and Leadership in the Banking System by Applying a Cluster Analysis

Author(s): Cosmin Matiş,Maria Camelia Ilisan Ismana,Adrian Ciprian Ghinea,Georgeta Beatrice Petrache Lang / Language(s): English Issue: 2/2018

The purpose of this article is to provide a comparative analysis of the two concepts that are at the basis of the organizational culture of the banking system, management respectively leadership. In order to establish similarities or dissimilarities between the two terms, we have analyzed the coefficients of similitude between the compared elements, respectively: concept, attribute, functions, policies during post-crisis periods, opinions regarding elements of organizational culture, responsibilities within the organization, decisions, means utilized in order to influence the organizational culture, which have later been detailed into 67 sub-elements. Based on this data utilizing a cluster analysis we have grouped the above criteria depending on the similar or particular mode in which the two tested concepts discriminate one another, and we have calculated the convergence coefficient both at the individual and overall level. The general convergence coefficient indicates to us a high degree of similitude between the two concepts at the level of the banking system and the analysis of the proximity matrix has indicated which are the criteria that ensure the highest degree of similitude between management and leadership.

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The Effects of Transformational Leadership and Emotional Intelligence of Managers on Organizational Citizenship Behaviors of Employees

Author(s): Ferit Ölçer,Margareta Stela Florescu,Marian Năstase / Language(s): English Issue: 4/2014

In today’s turbulent environment, organizations needed leaders who were not only emotionally intelligent but those who had ability to imbibe such values in their followers that were helpful both for service climate and followers themselves. Existing literature suggested that Transformational Leadership (TL) and leader’s Emotional Intelligence (EI) were likely to enhance Organizational Citizenship Behavior (OCB) in followers and significant predictors of OCBs. The purpose of this study was to examine the effects of TL and EI of managers on the dimensions of OCB employees display in manufacturing industry. A survey questionnaire was used to collect data from a sample of 60 dyads of employees and their supervisors (i.e., 120 respondents) in one large manufacturing company. SPSS was used for analyzing the data. In this study, separate regression analyses were conducted to examine the effects of TL and EI of managers on the dimensions of OCB. The results indicated that EI of managers had significant positive effects on OCB dimensions of altruism, courtesy, conscientiousness, and civic virtue, but TL had no effects on the dimensions of OCB.

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Human Resources Management in the Syrian Companies in Romania

Author(s): Nedaa Sousi / Language(s): English Issue: 2/2014

Human resource management in organizations is considered a very powerful factor influencing profitability and development of an organization. We have proposed the analysis of main factors affecting human resources management and which can provide more efficient use of this resource. This analysis is necessary in order to achieve the objectives proposed with regard to the use of human resources with a view to increasing productivity and profitability over the long term. The use of management methods and techniques compared to companies with a joint organizational culture allows the harmonious development and fostering the know-how of a multicultural environment.

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Is Motivation Essential for Creating New Lifestyles – Management Intervention Model for Female Immigrants from Developing Countries

Author(s): Efrat Tahar-Kedem / Language(s): English Issue: 1/2014

This study examines coping strategies for female immigrants from developing countries (Northeast India and Peru) to a developed western country, Israel. Based on the dramatic cultural differences the “Shavei Israel” organization provided economic and administrative support for the foundation and administration of a multisystem employment project for women the organization helped emigrate from those countries. For 5 years, 2008-2013, only women who were strongly motivated managed to overcome many obstacles and reach the finishing line, thus acquiring a profession that is in demand. The paper relies on four theories which are the base of a complex set of processes stimulate, direct and preserve human behaviour – innovating and renewing, and mainly moving forwards. This study will be an analysis of the process of managing the project, its ramifications on the immigrants’ incorporation into their professions and Israeli society. Results and conclusions will be presented. The main message of this study is: creative management as a key to success.

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Increase Employee Motivation in Romanian SME’s

Author(s): Irinel Marin / Language(s): English Issue: 5/2012

Irrespective of their size, all companies in Romania face difficulties in motivating their working staff. This leads to employees’ work dissatisfaction, instability and disinterest in the company they are working for. An efficient system will bring about the working staff’s satisfaction. Work satisfaction represents the employee’s desired state of being that fully meets their conscious and unconscious needs and expectations. The factors underlying work satisfaction are as follows: the work itself considered a multitasking job, opportunity to learn about and carry out a particular activity, all forms of remuneration, promotions and career opportunities, recognition and rewarding of great achievements, social advantages, working conditions, management styles, interpersonal relationships as well as teamwork, organizational culture and politics, location as to the working place, organizational prestige.

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Sources of Conflict in Industrial Enterprises in Romania and Ways to Improve the Situation

Author(s): Cecilia Gostin,Olivia Doina Negoita,Anca Alexandra Purcarea / Language(s): English Issue: 4/2012

Purpose: The existence of harmonious labor relations in a company leads directly to increased motivation, engagement and employee performance. This paper attempts to identify sources of conflict at work in industrial enterprises. Methodology/approach: Using the questionnaire based examination the authors try to determine how much the industrial companies are interested to find out if there are conflicts, how they start and how they can be removed. Findings: To achieve the purpose, statistical indicators were correlated with responses to the questionnaires, which allowed the identification of specific measures to be taken to remove conflict situations. Research limitations: I used a representative sample, but we cannot eliminate the degree of bias or the responses: "do not know", "no answer". Practical implications: Based on the results, in order to improve labor relations at the industrial enterprise level, the authors have developed several recommendations to prevent and overcome difficult moments and also to avoid actions that could lead to conflict. Originality/value: This work brings added value by focusing on labor relations, and in particular, on the social dialogue at the company level.

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Improving Communications: Awareness and Management of Perceiving Disagreement

Author(s): Theodore H. Rosen / Language(s): English Issue: 1/2010

Interpersonal communications often fail to communicate the intended message. Language, contextual, and cultural differences between the sender and receiver of the message influence the receipt of the intended message exacerbates a lack of understanding when the message contains inexact words and phrases. The resultant message obtained by the receiver may or may not be in agreement with what the intended message was supposed to convey. This creates a phenomenon named Perceiving Disagreement. When Perceiving Disagreement occurs, actions taken because of the message can conflict with the intended actions expected by the message sender and result in inappropriate performance and behaviors. This paper discusses the phenomenon of Perceiving Disagreement and encourages organizations and individuals to support the use of awareness training and practice of using more exact language and exchanging feedback between the receiver and sender of a message to improve the understanding and effectiveness of all communications. This is particularly important when using intervening media and translators for international communications.

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Intergroups Conflict Patterns

Author(s): Doina Popescu / Language(s): English Issue: 5/2009

In the endeavour of explaining the causes and mechanisms which fundament the emergence of conflicts, researchers have elaborated theoretical conflict patterns. Some researchers consider that conflict patterns describe either the process or the structure of a contrariety situation. Through the process pattern, there are identified events which characterize a conflict and the succession connection between different stages. Structural patterns define favourable conditions and describe the way in which they influence the conflictual behaviour. Another group of patterns have the purpose of describing organizational conflicts. Among the conflict patterns, the ones which have special importance from both a managerial theoretical and practical point of view are the following: process pattern, structural pattern and organizational pattern. Also, the paper describes the ways for managing the conflicts and the process of negotiation.

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Bullying at Work: Research in Estonia using the Negative Acts Questionnaire Revised (NAQ-R)

Author(s): Merle Tambur,Maaja Vadi / Language(s): English Issue: 4/2009

This research presents the preparatory stage for the first study of bullying in Estonia. The aim of the research is twofold: to find out how bullying manifests itself in Estonia, and to develop a research method using the Negative Acts Questionnaire Revised (NAQ-R) in Estonia. The results indicate that bullying poses a serious problem for the respondents. We found that at least one negative act given in the questionnaire has been reported to have occurred "daily" by 16.4% of respondents and "weekly" by 28.3% of respondents. The results reveal that the negative acts presented using the NAQ-R method are understandable for the respondents, and therefore, suitable for use in Estonia. Nevertheless, to carry out the basic research, it is necessary to adjust the definition of bullying to make it easier to understand in the local cultural space.

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Konflikt w szkole – rytualność mediacji

Author(s): Patryk Kujan / Language(s): Polish Issue: 30/2018

Conflict is natural and inevitable wherever people spend time with each other. School is a very important place as there we face whole spectrum of emotions and behaviours. Peer conflicts result from difference of interests, opinions or presented values. Conflicts are inevitable, however the way of resolving them depends on the approach. Peer (school) mediation allows to resolve student’s disputes through dialogue. Mediator is a an impartial third party who assists in reaching an agreement, negotiating it in terms of cooperation and in finding the best solutions (according to the school custom – ritually).

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The Effects of Diversity Management and Inclusion on Organisational Outcomes: A Case of Multinational Corporation

Author(s): Folakemi Ohunakin,Anthonia Adenike Adeniji,Olaleke Oluseye Ogunnaike,Friday Igbadume,Dayo Idowu Akintayo / Language(s): English Issue: 1/2019

This article provides an empirical study on effects of diversity management and inclusion on organisational outcomes. The importance of diversity management and inclusion on organisation is of immense benefit especially in a Multinational Corporations, where diversity and inclusion are parts of their core values. However, in our context, which had been identified as the most diverse country in Africa, there is need to establish how the management and inclusion of these diverse workforce would benefit organisational activities, coupled with the fact that, there is dearth of research on these constructs in extant literature. This study investigated the effects of diversity management and inclusion on organisational outcomes (job satisfaction and job performance) among Shell Corporation employees. Pen and paper questionnaire of 384 copies were administered to the Lagos Branch employees of Shell Corporation. Cross-sectional research design was adopted. Confirmatory Factor Analysis (CFA), convergent and divergent validity, correlational analysis, and structural equation model were used for the analysis. The findings showed positive effect of diversity management and inclusion on employees’ job satisfaction and employees’ job performance. It implies that diversity management and inclusion have the potentials of assisting organisation in creating a climate in which employee will like to work harder with readiness to continue to work with the organisation.

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KARANLIK LİDERLİĞİN ÖRGÜTSEL SESLİLİK VE İŞ TATMİNİ ÜZERİNDEKİ ETKİSİ

Author(s): Yunus Zengin / Language(s): Turkish Issue: 19/2019

Leaders who influence their followers with personal traits and skills and guide them within the determined objectives have generally come forward with these positive aspects and have been the subject of researches. Performance decline is experienced due to the managerial understanding lately, especially some corporate enterprises and this circumstance made it necessary to examine the different aspects of the concept of leadership. The main purpose of this study is to examine the effects of the dark leadership, which is expressed as negative attitudes of leaders, on organizational voice and job satisfaction. By using the simple random method, data has obtained from the 540 teachers who works in primary and secondary schools affiliated to Kağızman District National Education Directorate with survey technique. Data have been analyzed by SPSS program. According to the results of the analysis, dark leadership attitudes has a low, significant and negative effect on organizational voice and job satisfaction.

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