Diagnosing organizational culture in national intercultural context

Formation of companies with multinational management that act within multinational and transnational corporations is a result of the globalization process. The change in organizational culture and management system is caused by the global environment. Companies’ management is changing from ethnocentric and polycentric to management without borders. To achieve greater efficiency in competing in the global market is the reason for this change. The management system is complex, because it is based on international cooperation and consists of international managerial teams. The level of intercultural socialization and our cultural awareness are predicted by the comparison and confrontation of differences in organizational culture and human resources development. The paper is focused on diagnosing of organizational culture in organizations operating in Slovakia. The survey was conducted in 236 medium and large enterprises in Slovakia. Personnel or senior managers responsible for the level of organizational culture and human resources development in enterprises were the respondents. The assumptions about possibility of diagnosing the types of organizational culture in selected Slovak enterprises with and without foreign participation were confirmed. Pros and cons of different organizational culture types in the development of human resources were identified. We observed that hierarchical and clan cultures are the most common ones in Slovak enterprises. While hierarchical culture occurs in enterprises with no foreign participation, clan and market-oriented culture is strongly represented in enterprises with international participation. The results of organizational culture examination were confronted with the opinions of experts using the Delphi method leading to increasing the validity and reliability of the primary findings. Such opinions suggest links between the management of Slovak enterprises and national history and culture. Focus on flexibility, mutual communication, profitability and competitiveness is set in enterprises with international participation with influences of different cultures

KONVERGENCIJA I DIVERGENCIJA U UPRAVLJANJU LJUDSKIM POTENCIJALIMA U ODABRANIM PODUZEĆIMA U SLOVAČKOJ REPUBLICI

The current stage of our society’s development is characterized by the escalating effects of globalization worldwide. It is also a significantly reflected in personnel work in the companies. Working in an international environment is demanding and requires collaboration among people of different cultures. Local policies used and accepted in domestic enterprises is gradually changing - it is internationalized. There are also changes in the approaches of multinational companies to human resources management. The purpose of the paper is to present the views of experts on international human resources management, assessed by several authors, and to adopt evaluation opinions. We assume that the differentiated approaches of the multinational (parent) company to the subsidiaries influence the degree of convergence and divergence in management. The theoretical knowledge will be supported by the results of the survey conducted in 2018 in 271 companies in Slovakia selected on the basis of their international scope and long-term performance. The expected result is to verify the dependence between the chosen approach to human resources management and the competence of subsidiaries in designing and implementation of standards, norms and directives using the Pearson chi-square test.Trenutačna faza razvoja našeg društva je okarakterizirana brzorastućim efektima globalizacije širom svijeta. Također, to se značajno reflektira i u radu osoblja u poduzećima. Raditi u internacionalnom ozračju je zahtjevno i zahtijeva suradnju između ljudi različitih kultura. Lokalne politike koje se koriste i koje su prihvaćene u domaćim poduzećima se postepeno mijenjaju – internacionaliziraju se. Jednako tako, postoje promjene u pristupima upravljanju ljudskih potencijala od strane multinacionalnih poduzeća. Svrha ovog članka je prezentirati mišljenja stručnjaka o međunarodnom upravljanju ljudskim potencijalima, ocijenjenom od strane nekolicine autora, i usvojiti evaluacijska mišljenja. Pretpostavka je da različiti pristupi multinacionalne tvrtke majke prema svojim podružnicama odnosno tvrtkama kćeri utječu na stupanj konvergencije i divergencije u upravljanju. Teorijsko znanje će biti poduprto rezultatima istraživanja provedenog u 2018. godini među 271 poduzeća u Slovačkoj odabranih na osnovi opsega njihova međunarodna poslovanja i dugoročnog učinka. Očekivani je rezultat da će se potvrditi, koristeći Pearsonov Hi-kvadrat test, međuovisnost odabranog pristupa upravljanju ljudskim potencijalima i kompetencije podružnice u kreiranju i implementaciji standarda, normi i direktiva

How to Establish Talented Employees in Slovak Companies

In this paper, we examine HRM processes and procedures in Slovak companies and their impact on the development and retention of talented individuals. The paper presents expert opinions on talented employees and talent management with the emphasis on talent pools. These are compared from several points of views and critical evaluating judgements are adopted. We find that talented employees, in comparison to other employees, tend to consider a better job offer from another company as a reason to change their employer. Moreover, they understand the feeling of recognition and being valued as an important stabilizer. These axioms are linked together with various managers' opinions on how to attract and retain employees with required potential and performance. The theoretical basis is supported by a survey undertaken in 2017 in 381 Slovak companies which were selected on the basis of their international scope and long-term performance. The survey respondents were human resources managers and/or personnel responsible for HRM. The Delphi method was used to question experts about the importance of supporting talented employees in enterprises

Introduction of a new mobile player app store in selected countries of Southeast Asia

Trends in modern society have a significant impact on the way organizations operate. The use of mobile phones makes it possible to create completely new high-availability communication and business channels. Mobile phones are used in mobile marketing, which has come to the fore via SMS marketing. In this article, the focus is on the use of mobile phones in e-business. The introduction of a new mobile player app store was analyzed through research conducted in 2017. The aim of the research was to find out whether it is possible-in terms of the sustainability of the consumption of a marketing product-to introduce a single campaign with the same content but in different language mutations in selected markets, or whether it is necessary to use a completely different campaign and means of communication for each market. Overall, 287 respondents from the Philippines, Thailand, and India were examined. The dependency between the socio-demographic characteristics of the respondents (country, gender, and age) and site engagement was tested, and user experience was tested, too. The results of the research revealed that there was no dependency between belonging to the selected countries and site engagement. Furthermore, there was also no dependency between gender and site engagement. On the other hand, there was a statistically significant dependency between belonging to the country and the design of the website. © 2018 by the authors

Różnica rozwoju zasobów ludzkich w różnych typach przedsiębiorstw

The paper presents the views of several authors on the development of human resources with an emphasis on career development in multinational companies, local enterprises and companies ranked in Coface CEE TOP 500 ranking. The multinational companies established in Slovakia are beneficial in terms of modernization, application of new high-tech technologies and procedures in human resources management, corporate culture and management system in conditions of interculturality, growing production and economic development of the country. The verification of the assumption that human resource development and career development options make a positive contribution to company’s success and attract productive and loyal employees is main topic of this paper. The research data are obtained from interviews with managers of human resources of the largest companies in Slovakia ranked in the CEE TOP 500 ranking and confronted with a survey conducted in 2017 with a structured questionnaire in 381 local enterprises in Slovakia and a survey from 2018 in 271 multinational companies operating in Slovakia. The aim of the paper is to explain and find out the differences in performance of HRM processes, usage of HRD methods and the perception of a talented employee in local enterprises, MNCs and CEE TOP 500 companies. For meeting the aim, the Kruskal-Wallis test was used to verify three hypotheses. The data were tested at a significance level of 95% (α = 0.05).W pracy przedstawiono poglądy kilku autorów na temat rozwoju zasobów ludzkich, ze szczególnym uwzględnieniem rozwoju kariery w międzynarodowych firmach, lokalnych przedsiębiorstwach i firmach w rankingu Coface CEE TOP 500. Wielonarodowe firmy z siedzibą na Słowacji są korzystne pod względem modernizacji, zastosowania nowych technologii i procedur w zakresie zarządzania zasobami ludzkimi, kultury korporacyjnej i systemu zarządzania w warunkach międzykulturowości, rosnącej produkcji i rozwoju gospodarczego kraju. Weryfikacja założenia, że rozwój zasobów ludzkich i opcje rozwoju kariery pozytywnie przyczyniają się do sukcesu firmy oraz przyciągają produktywnych i lojalnych pracowników, jest głównym tematem tego artykułu. Dane badawcze pochodzą z wywiadów z menedżerami zasobów ludzkich największych firm na Słowacji w rankingu CEE TOP 500 i skonfrontowanych z ankietą przeprowadzoną w 2017 r. Z ustrukturyzowanym kwestionariuszem w 381 lokalnych przedsiębiorstwach na Słowacji oraz ankietą z 2018 r. W 271 międzynarodowe koncerny działające na Słowacji. Celem artykułu jest wyjaśnienie i poznanie różnic w wydajności procesów zarządzania zasobami ludzkimi, stosowania metod HRD oraz postrzegania utalentowanego pracownika w lokalnych przedsiębiorstwach, korporacjach wielonarodowych i firmach z Europy Środkowo-Wschodniej. Aby osiągnąć cel, zastosowano test Kruskala-Wallisa do weryfikacji trzech hipotez. Dane zostały przetestowane na poziomie istotności 95% (α = 0,05)

Competitiveness of Slovak enterprises in Central and Eastern European region

Many changes occurred in the management of the economy in Slovakia caused by the transition from a centrally planned economy to a market economy at the turn of the 1980s and 1990s. The process of globalization into Slovak economic conditions was limited due to initial alertness. While the governments of Poland, Hungary and the Czech Republic presented themselves as pro-reform, the Slovak government preferred Slovak privatizers (Kosír, 2016). Nevertheless, the retail chain Billa entered Slovak market in 1990, followed by automobile giant Volkswagen in 1991, American retail chain Kmart in 1992, which took over the department stores Prior. Because of the reforms implemented, Slovakia gains confidence from foreign investors. Significant foreign capital inflows into the emerging business environment of the Slovak economy, such as Heineken, Coca-Cola, McDonald’s and others. A courtesy of Slovak government has also become reprivatisation of VSŽ Košice, which became part of the U.S. Steel, based in Pittsburgh in the USA

Outsourcing of facility management

Facility management is an effective form of organizational changes that support the orientation of the organization on core business activities. At present, at the time of financial crisis, the application of FM is used the most since it provides savings in operating costs of organization. The most common form of FM application is outsourcing. Outsourcing is understood as a modern trend of management and also the changes which serve to transfer support activities of a company on an external provider. Practical utilization and application of outsourcing is frequent and very popular in many industries of all developed countries since it brings a lot of positive effects. Wood processing industry in Slovakia is influenced by the economic crisis causing stagnation in the construction industry and decrease in the customer demand for construction, woodwork and furniture products. Many companies are looking for different forms of cost savings and recently more companies have increasingly used the possibilities of outsourcing. The authors present the results of the questionnaire research aimed at the use of outsourcing within the chosen sample of woodworking industry companies in Slovakia. It focuses on the area of outsourcing FM with the use of correlation analysis lining the dependencies of the chosen questions. Within the article there is also the presentation of the proposal for partial methodology of evaluation for economical effectiveness of the potential outsourcing use which within the ABC calculation methodology suggests implementing conceptual schemes such as criterion outsourcing costs, transaction costs and costs savings. The authors also present the suggestions for general methodology of outsourcing FM implementation project which includes analysis of outsourcing opportunities and threats in this area of business, definition for service supplier requirements, selection of providers, contracting the conditions for the contract relationship and the management of the transonic phases of the outsourcing relationship

The Role of Slovak Airports in Tourism Development

Tourism is in a close connection with the transport operations and as such develop thanks to various forms of transport. A large role in the effects on the growth potential of international tourism play the individual countries, whose task is to promote the development of air transport, and hence boosting the national economy and many of its areas. The article presents the evaluation of the air transport infrastructure in Slovakia, which is a prerequisite for the development of tourism. It contains theoretical backroad of air transport service and analyses of the role of Slovak airports in tourism development. The article deals with the assumption that the transport accessibility of a country with a regular air service is the basis for international transport. The aim of the article is to evaluate the role of Slovak airports in terms of passenger transport and tourism development. Its emphasizes the development of air transport in Slovakia, analyses airports performances and investments in the air transport infrastructure. Secondary sources were used and processed by selected mathematical and statistical methods of descriptive statistics

Dark triad characteristics between economics & business students in Croatia & Slovakia: what can be expected from the future employees?

International audienceThis paper deals with the " dark triad " personality and its components (Machiavellianism, narcissism, subclinical psychopathy) on economics & management student population in Croatia and Slovakia. Dark Triad represent important HRM area in which is trying to understand the " dark " side of human functioning which has potentially harmful impact on organization functioning and performance. Population of economics & management students is important in the context of HRM because of their future high potential to generate dysfunctional organizational behaviors, when they will be organizational employees, especially on management positions. The goal of this research was to gather the data about dark triad personality phenomenon, make the comparisons between Croatian and Slovak sample, present the potential organizational impact of employees with dark characteristics in organizational context and show the implications for HRM. For measurement of the dark triad components (variables) it is used questionnaire measurement that adopts the standardized short dark triad measurement instrument of Jones & Paulhus. Results of the Croatian students are compared with the results of Slovak students, and basically also with Canadian student sample. The basic results showed that 6% Croatian and 0.5% of Slovak economy & management students showed full dark triad profile, also there are found very significant statistical differences in the Machiavellianism and subclinical psychopathy variables between the Croatian and Slovak samples, i.e. these characteristics were statistically higher in Croatian sample