Around the Bloc: Chinese Company Builds New City in Georgia
Hualing, the largest single investor in Georgia, erects a whole new town outside Tbilisi as the New Silk Road reaches into the Caucasus.
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Hualing, the largest single investor in Georgia, erects a whole new town outside Tbilisi as the New Silk Road reaches into the Caucasus.
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Only one in seven households in the Central Asian country has the internet, and far fewer have access to broadband service.
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In the 21st century the most important need for both, the state and the organizations, is to ensure the security – providing conditions for the constant development of the organization and its proper operation. Knowledge, related to security issues, is necessary during the process of globalization and ever changing environment, resulting in an increase of the risk level in all areas of action, both at the micro and macro levels. The issue of safety management in organizations is particularly important because of the human resources strategy. Human resources are vital to the organization. Effort of the employees creates opportunities for the development of the company. Their effectiveness depends on a strategy and adaptation to the existing conditions. The importance of proper design and use of human resources, and above all their intellectual potential, is conducive to the effective operation of the company in a competitive market. Development of the organization is closely linked to the development of employees. One of the elements, having positive impact on effective implementation of the organizational plans, is to satisfy employees needs and expectations also in terms of security. It seems reasonable to respect the needs of staff , reflected in the goals of the organization. This is the effect of Polish accession to the EU, which involves the need to respect the principles of the Community law.
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Human resources are a source of competitiveness in organizations operating in the market, not only Polish, but also internationally. Investment in a staff , as well as the improvement of the organizational structure, is an integral part of the organizational development. Such actions result in development of so called learning organizations. Thus, the importance of employee participation in the enterprise development becomes more crucial. Efficient management concerns hierarchical interdependencies. It interacts with and coordinates not only behavior, but above all attitude of the staff . Quality and performance depends not only on the competencies but also on leadership skills. There is a new category – personal coaching enabling learning and development. It is a management philosophy. It identifies specific employee competencies needed to effectively support subordinates in their professional development. The importance of the socio-psychological competencies is the result of a changing environment. This is particularly true in case of managers who act as a supervisor and coordinator. Their success depends on their psychological powers, used effectively to support the professional development of subordinates.
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Move could eventually help curtail forced labor in cotton trade, but activists remain skeptical.
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The times, we live in, demands constant changes stimulating to look for new solutions and ways to act on the market. This also applies to areas such as management and personnel management in particular – directly related to the audit. New conditions impact on change of behavior not only among managers, but most of all among employees.Implementation of these projects is possible thanks to the personnel controlling. Its basic role is to enable detection of irregularities before they even appear. Controlling essentially proposes a system of team management. It sets out the range of tasks and responsibilities. All employees,from the basic employee to the director or the owner, implement objectives set by the organization. Controlling shows how to create an objective and reliable information system. It gives opportunity to the managers to make quick and accurate decisions. Personnel controlling indicates strengths and weaknesses of the company. Its purpose is to effectively exploit the potential of all employees to achieve the maximum benefit within the organization.
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Methods of management support are commonly used in many spheres of social life and economic activity. These methods are used in process management, project management, etc. for decision-making. Knowledge of them is essential from the point of view of exchange of information, reasoning, problem analysis. A significant part of the methods of management support is applied in Poland but only part of it is implemented. This article aims to provide an overview of the PRINCE2 method, its basic properties and its possible applications. These capabilities will be shown in the context of two important processes concerning the area of human resource management – workforce planning and recruitment of staff in Polish enterprises. Prince 2 method is treated as a security for the actions undertaken by companies in the area of workforce planning and recruitment. The article also presents the implementation of best practices for process management and selection of project teams in the planning of employment and recruitment of staff in Polish enterprises.
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This study analyses how investors’ educational characteristics affect their trading activity on the stock market. It uses a unique dataset from the Tallinn Stock Exchange, covering all transactions of a full business cycle from 2004 to 2012, along with a dataset containing the official educational background for all individual investors. Applying an ordered logit regression model and controlling for gender, age, wealth, portfolio diversification and average stock holding period, this study provides empirical evidence that the investors with top results in national exams or the investors holding an academic degree trade stocks more actively. The opposite is true for the investors with no academic degree as they trade stocks less actively. Analysing investors’ risk-adjusted performance reveals that trading experience in the form of trading activity is the contributing factor for higher returns on the stock market.
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Innovation activities are one of the most important engines behind economic growth. Among factors that facilitate development of innovations a particularly prominent place belongs to social and cultural diversity of particular geographic areas. Contributions within a number of academic disciplines point to the positive impact of the heterogeneity of the population on the generation of new ideas, knowledge diffusion, entrepreneurship and economic growth. However, the relationship between migration movements and innovations at the regional level has been investigated to a lesser extent. This is especially true when it comes to spatial effects of migration movements on innovations that have not been addressed in the existing literature. The objective of this research is to explore spatial impact of migration movements on innovation activities of Croatian counties in the 2005–2013 period. Results obtained using the spatial panel Durbin econometric technique point to a negative intraregional and positive interregional impact of intercounty and international migration movements on regional innovation activity. Increased innovation activity within individual regions has a positive impact on the same activity of neighbouring regions.
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In the paper, we examine the issue of public-private wage gap in Poland. The literature, in regards to the correlation of salaries and sector, brings contradictory evidences. The aim of the article is to explore the situation in Poland. Additionally, the gap was analyzed among the wage distribution. The quantile regression and the data from the Survey of Wages and Salaries in October 2012 were used. The results indicate that private sector employees received higher wages. According to Oaxaca–Blinder decomposition, the gap results mostly from the part that is explained by the differences in observed characteristics between workers.
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Council of the European Union, announcing the 2011 European Year of Volunteering by Promoting Active Citizenship believes that unpaid work, will become a universal tool for solving problems and meeting the needs of human, social, intergenerational and environmental. Unpaid work, including volunteering, is a valuable learning experience, enables the development of skills and competences, and enhances social solidarity. Voluntarily work for which he we receive no remuneration and which does not lead to a hierarchy of positions, connects and strengthens social bonds, motivates to complete tasks efficiently. Moreover through the integration of paid work it has a positive impact on the attitudes of ethical and moral sphere of the public sector. In the paper such issues as corruption, its causes and the importance of professional ethics in the functioning of state institutions, are dealt with. It raises up also the question of the use of unpaid labor as well social workers and volunteers attitudes in the prevention of pathological behaviors.
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Institutions and organizations recognize that knowledge and intellectual capital are fundamental factors that ensure the success and prosperity, guaranteeing maintainance and improvement of company’s position in a competitive environment. Obviously signals from the outside, market needs should be noticed, to implement strategies, transform and put into practice the potential of the employees of every properly functioning organization.
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The acceptability of behavior is evaluated according to the social norms of social control is adjusted. Personality types of individuals are part of human behavior is the most important issue that creates a certain type of behavior, always a topic of analysis and discussion for a lot of specialists who are experimenting and researching this area.
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Nowadays, more and more people dedicate their time and effort to work at the expense of personal life. This is a result of increasing professional and organizational demands. The situation on the market allows employers to extend working time. Unfortunately, employees accept this decisions. They are afraid to lose their positions. They invest in their skills and thereby enhance professional competence in order to preserve jobs. All activities directed at subordination of personal life to work, contribute to an imbalance between work and personal life. The result of these negative phenomena can be workaholism or unfortunately burnout. The Polish state, introducing legislation in the field of labor law, shows concern for employees as well as their families. It controls the behavior of employers, giving employees the opportunity to maintain a balance between work and personal life. Such a situation should be part of the culture of the organization and should be treated as the most important factors of strategic policy of the company.
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The success of diversity management practices relies on the combination of a series of variables properly. The relevant literature suggests that diversity management is highly depended on an adequate organizational culture. Thus, a research model that proposes that organizational culture has impact on diversity management perceptions of employees. There are two data sets in this research. The independent variable of the research is organizational culture and the dependent variable of the research is the level of diversity management perceptions. The research is adopted in quantitative method and the data collected via questionnaires. This research which is conducted in a hotel chain finds that the mission dimension of organizational culture impacts all three levels of diversity management.
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This study investigates the sources and effects of work-related stress among employees in foreign owned manufacturing companies in Ogun State, Nigeria. The study used cross sectional descriptive design and a total of three hundred and two (302) respondents were selected using stratified random sampling technique from five randomly selected foreign-owned manufacturing companies. Data were collected using questionnaire and statistically analysed using frequencies, percentages and weighted means. The study reveals factors such as unfavourable physical working conditions, job insecurity, poor career development, and long working hours fostering stress on employees in the sampled companies. The study further reveals that respondents suffered consequences such as restlessness, anxiety and nervous indigestion, headache, neck ache, and inability to concentrate. This study however has implication for management of foreign-owned manufacturing organization. Based on this, appropriate recommendations were made application of which will help to ensure enabling workplace environment and thus reduce the effects of stress on employees.
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The present study aimed to get an insight into the kind of symptoms of work stress experienced by employees in middle level management of the manufacturing industry. A sample of 103 middle level employees from manufacturing organizations of Jammu region (India) has been utilized in the study. The results uncover eleven indicators of stress, namely, paranoid behaviour, physical reactions, personal habits, lack of quality sleep, emotional volatility, receptive instability, sleep turmoil, fatigue syndrome, emotional detachment, diet and anxiety indicators and work syndrome. The study suggested that these indicators can be used as screening kit for the purpose of identification of stress among the employees whose overlook can push the employees towards the trench of stress.
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With the development of modern technology, an increase in employers’ interests in various forms of controlling workers has been observed despite the fact that Polish law, with the exception of regulations concerning the protection of personal rights, does not regulate these issues in detail. Meanwhile, the range of acceptable controls of employees in the workplace raises serious questions, both legal and practical. First of all, it points to the conflict between the two values, i.e. on the one hand there is the subordination of an employee and the associated rights of the employer to control the employee with the use of modern surveillance techniques. On the other hand, there is the right of employees to privacy. The article analyses the rules governing the scope of personal data obtained by the employer in the employment process. The purpose of this article is to determine the scope of permissible control of the worker in the workplace under Polish legal regulations for the protection of personal data, the protection of privacy and the assessment of conformity of Polish worker protection standards with European legislation.
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Safety need is the main reason for human activities. It is the result of raising awareness coming from a pyramid of needs, mainly people as well as organizations operating in the market. One of modern man features is the action seen in the context of the quality and efficiency of the organization. This is due to the values and lifestyle of modern society, as well as the role of knowledge and skills of potential employees and employers. Ensuring security enables people to development properly in both professional and personal context. Work experience becomes growing challenge for workers. It absorbs a lot of time and effort. It is a result of growing professional and organizational demands addressed to employees. It causes imbalance between work and personal life. Its maintenance is a ground of human resources management. Modern organizations create work-life programs, treating them as the best investment in human capital. Such activities ensure the highest quality and efficiency of work. They help to raise employee satisfaction, and above all affect the image of the organization. The competitive advantage of companies using these programs is a result of the implementation of corporate social responsibility. The condition for the success of the programs work-life is a collaboration between employers and employees towards organizational changes.
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The Human Development Report published by United Nations Development Programme (UNDP) introduced new measures to evaluate progress in reducing poverty and empowering women: Inequality-adjusted Human Development Index (IHDI), Multidimensional Poverty Index (MPI), Gender Inequality Index (GII), Gender Development Index (GDI). In the paper GDI and GII indicators are presented and analysed, what is supplemented with a detailed analysis of the individual components of these indices for Poland. Additionally, this article wants to evaluate reduction of gender inequality in Poland.
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