INDUSTRIAL REVOLUTIONS: GLOBALIZING OUTCOMES-COORDINATES OF THE RELATION INTERESTS-CONSTRAINT-SEDUCTION

Industrial revolutions, as a solid foundation of modern globalization, represents the process of transition to mechanization and to the emergence of large mechanized production, manual work being replaced by machine- tools. The industrial revolution will generate deep changes in the world’s economic structure. We are dealing, of course, with an extremely complex, dynamic, sharply upward evolution, taking place in several stages- the definition above referring to the first stage-, or we can notice the existence of several „industrial revolutions”. This paper try to respond to an essential question like: Is globalization a „new process” or did it originate in the mist of time, having evolved to its present forms?industrial revolutions, globalization, internationalization

RECONSTRUCTION IN EASTERN EUROPE

This present paper analyzes the evolution of the USSR as well as that of Eastern and Central European countries, which were under Soviet influence, after the Yalta and Tehran agreements, between 1944 and 1960 (1962). What were the transformations that occurred in those states, why and how? What were the outcomes? What were the perspectives? These are essential questions which we intended to answer.transition to market economy, Eastern Europe

Human Resources Management in the Knowledge Management

Knowledge is increasingly claimed to be a key critical resource and source of competitive advantage in the modern global economy, especially with the rise of the service economy, the growth in the number of ‘knowledge workers’, the increasingly rapid flow of global information, and the growing recognition of the importance of intellectual capital and intellectual property rights. Knowledge, with its intangible aspects, is becoming a defining characteristic of economic activities, as opposed to tangibles such as goods, services or production processes. The rise of the knowledge economy has seen a proliferation of information and communication technologies, coupled with greater organizational complexity, the growth of virtual and global organizations and rapid change. This in turn requires drastic change within HRM to respond to changing demands of the knowledge economy.human resources management, knowledge management, knowledge economy

THE STRATEGIC IMPORTANCE OF LEARNING ORGANIZATION – A FRAMEWORK FOR HUMAN RESOURCE DEVELOPMENT

Learning and intelligence are multi-dimensional concepts that cannot be determined with a single measure. Much as individuals learns in different ways (Kolb, 1974) too with organizations. To some extent, differences are a function of the diverse environments in which organizations must operate. Learning Organizations develop as a result of the pressures facing modern organizations and enables them to remain competitive in the business environment (McLean, 2006). Elaborated by Arie deGeus (1988) and Peter Senge (1990), the Learning Organization is a template for an organization that continually creates its future by adapting to environmental change.learning organization, human resource

Silicon active microvalves using buckled membranes for actuation

Design considerations and experiments have been made for obtaining a new type of active microvalves using silicon buckled membranes. The properties of the buckled membranes permitting to obtain high deflections and to actuate them more convenient are demonstrated. A thermal actuation using an aluminium ring layer heated with a polysilicon resistor is analysed. The polysilicon and the aluminium ring layers have been deposited in the region of the membrane having the minimum internal stress. The fabrication process consist of photolithography, LPCVD depositions, diffusion, AI sputtering. isotropic, anisotropic etching and anodic bonding. The design and experiments show a convenient low temperature range necessary to actuate the microvalve.\ud \u

The Development of Touristic Services through Individual and Organizational Learning. Study Case: Romania and Spain

The present research aims to establish and to design the development strategies for services in small and medium-sized enterprises (SMEs) that activate in the tourism field of activity (hotels and other accommodation establishments, restaurants, passenger transport, travel agencies, cultural tourism agencies). Organizational learning is focused on the learning process in the organization which has direct influence on the goods and services produced. Learning activities, carried out individually, are not easily transferred at the organizational level. Moreover, in order to better highlight the weaknesses and the strengths of touristic services management approaches and to define recommendations, our research theme is developed as comparative study: similarities and differences within SMEs touristic services and learning organization practices in Romania and other European Union’s country members (the example of Spain was considered).services, tourism, small and medium-sized enterprises (SMEs), organizational learning, human resources

Implicit model fllowing via suboptimal control for input delay system

The stabilization by feedback control of systems with input delays may be considered in various frameworks. In this paper the problem of implicit model following for input delay systems via optimal control is approached. The optimal control is implemented by piecewise constant signals that make it suboptimal. The simulation results showed the robustness with respect to the delay

HUMAN RESOURCES MOTIVATION - A CHALLENGE FOR SMES ECONOMIC PERFORMANCES

The present research aims to establish and configurate human resources development strategies for the employees of small and medium-sized enterprises (SMEs) that activate in the tourism field of activity (hotels and other accomodation establishments, restaurants, passenger trasnport, travel agencies, cultural turism agencies). As knowledge role in the contemporany economy is increasing and defining the economical and social context as knowledge-based ones, we shall consider the research frame as the knowledge-based economy. Moreover, in order to better highlight weaknesses and strenghts of the human resources management approaches and to define recommendations, our research theme is developped as comparative study: similarities and differences within SMEs human resources management practices in Romania and other European Union's country members (the example of Spain was considered).human resources, motivation, profitability, SMEs, tourism