Let.44, Št.1 (2011)

Dan Podjed

University of Ljubljana, Faculty of Arts, Aškerčeva 2, 1000 Ljubljana, Slovenia

Povzetek

Background/Purpose: The author presents multiple paradigm research into the organisational culture of a birdwatching association, where he conducted his ethnographic research. On top of the functionalist, interpretive, radical structuralist and radical humanist paradigms as presented by Gibson Burrell and Gareth Morgan, he applies the fifth paradigm into the analysis of the organisation. The so-called complexity paradigm, which was formed in 1980’s based on findings about complex systems and networks that emerged in natural and social sciences, summarizes all other paradigms, integrating them into a coherent unit. According to the author, the approach that exploits the benefits of each previously known paradigm illustrates comprehensively the complexity of organisational cultures, whereas the new paradigm upgrades our previous knowledge on organisations. 

Franc Brcar

REVOZ d.d., Belokranjska cesta 4, 8000 Novo mesto, Slovenia

Silvo Lah

Novoles d.d., Na žago 6, 8351 Straža, Slovenia

Povzetek

Background/Purpose: Innovation management is one of the most important tasks for managers in order to make their organizations successful and efficient. A part of this ranges from innovative employee ideas for small everyday improvements up to innovations that bring enormous savings. The survey tries to determine which factors influence the number of innovative ideas and to propose methods for improvements in this area. The basic research method used was a questionnaire, which helped us gather data and the basic method used for data processing was statistical analysis. First, we established that there is a progressive correlation between the number of innovative ideas submitted in the past and the number of anticipated innovative ideas in the future. Second, we established that the following three factors have an impact on innovation and creativity: (1) work and education; (2) working and living conditions; and (3) rewards and payment. Finally, we have established that there is a correlation between satisfaction with the rewards and payment factor and the current life-cycle stage of organization. To summarize, the level of innovation and creativity of employees is influenced by their overall satisfaction in an organization.

Janez Mayer

Univerza v Mariboru, Fakulteta za organizacijske vede, Kidričeva cesta 55a, 4000 Kranj, Slovenija

Dunja Labović

Delovno in socialno sodišče v Ljubljani, Resljeva ulica 14, 1000 Ljubljana, Slovenija

Neja Zupan

Zavod Bisernica, Bičkova ul. 17, 4000 Kranj, Slovenija

Povzetek

Background/Purpose: When any discipline or science ripens is urgently confronts with own anthropological dimension. Organizational sciences was early included general anthropology, while need for organizational anthropology appears, when human capital becomes the most important productional and developmental factor. Checking of most important academic information bases and university programmes of the most known world universities gives little hits, which means, that organizational anthropology is pioneer’s project. In this paper we wish to introduce organizational anthropology as new organizational discipline with argument of her subject and method.

Stanislav Litrop

Cvetkova ul. 2e, 9000 Murska Sobota

Franka Piskar

Sanolabor, d. d., Leskoškova 4, 1000 Ljubljana

Povzetek

Background/Purpose: In the time of the general economic crisis, banks are forced to seek out new possibilities of increasing their competitive advantages. For a user-oriented bank, customer satisfaction presents a strategic goal and solution. Activities include regular analysis and monitoring of customer satisfaction by means of adjusting offers in accordance with the users’ wishes. The analysis of internet banking customer satisfaction is performed on the example of the NLB bank. It is established that NLB provides quality internet banking, and that its users are on average satisfied with the overall service, which is supported by the results of the research. Provided are also suggestions for NLB to ensure a higher level of customer satisfaction.

Metod Šuligoj

Univerza na Primorskem, Fakulteta za turistične študije Turistica, Obala 11a, 6320 Portorož, Slovenija

Povzetek

Background/Purpose: The author of the article is focused on generations Y and Z which are two of five different generations. Both of these genegenerations are generations of young people. Generation Y is identified with challenges, progress and success, while generation Z is marked with a high level of individualism, with no need for personal relationships. Both generations, however, share a common attachment to the information technology. During the recruitment process all these characteristics must be taken into consideration, especially since the shortage of occupations in the hospitality industry is an important fact to be taken into account. The employment advertisements in the recruitment process have different aspects such as legal, content, psychological, linguistic, visual aesthetic and the aspect of communication channel. With the help of research, the author found out that the employment advertisements of the Slovenian hospitality organizations are not in accordance with the Slovene labor law. The advertisements are weak in the areas of psychology and visual-aesthetics, which suggests that many organizations are not aware of the importance of the two aspects. The content of the employment advertisements for hospitality occupations is suitable. Hospitality organizations also use the Internet as a communication channel for searching new staff, which is from the characteristics point of view agreeable to both generations. The author concludes that without considering these findings hospitality organizations can not operate successfully in the labor market with their employment advertisements.

Vlado Dimovski

Univerza v Ljubljani, Ekonomska fakulteta, Kardeljeva ploščad 17, 1000 Ljubljana, Slovenija

Matej Černe

Center odličnosti za biosenzoriko, instrumentacijo in procesno kontrolo – COBIK, Velika pot 22, 5250 Solkan, Slovenija

Sandra Penger

Univerza v Ljubljani, Ekonomska fakulteta, Kardeljeva ploščad 17, 1000 Ljubljana, Slovenija

Miha Škerlavaj

Univerza v Ljubljani, Ekonomska fakulteta, Kardeljeva ploščad 17, 1000 Ljubljana, Slovenija

Povzetek

Background/Purpose: Authentic leadership has recently been a very popular scientific area, but with only a few quantitative analyses. The aim of this paper is to develop a research model of the impact of authentic leadership on authentic followership and on the results from the employees’ perspective. We use empirical quantitative analysis to confirm the model with linear structural modeling on a sample of 22 managers and 289 of their employees in a Slovenian company with approximately 500 employees. The construct of authentic leadership in the research model consists of self-awareness, self-regulation, positive psychological capital and positive modeling. The results showed that perceived authenticity of a leader has an impact on authentic followership. There was also a significant positive impact of authentic followership on results from the employees’ perspective. Based on the results, we have confirmed that authentic leaders create new authentic employees, develop their authentic features and capabilities, resulting in employee satisfaction, their loyalty and a good atmosphere within the team.

Dalibor Stanimirović

Univerza v Ljubljani, Fakulteta za upravo, Inštitut za informatizacijo uprave, Gosarjeva ulica 5, 1000 Ljubljana

Mirko Vintar

Univerza v Ljubljani, Fakulteta za upravo, Inštitut za informatizacijo uprave, Gosarjeva ulica 5, 1000 Ljubljana

Povzetek

Background/Purpose: Article uses an in-depth analysis of contemporary pro et contra arguments and presents research findings concerning IT outsourcing and insourcing in Slovenian public sector. In Slovenia the use of com­petitive tendering and outsourcing of IT services has been growing rapidly, many will say unfounded and irrational. Reported expenditures on contracting out in public sector in last years have doubled and in the time of global economic and financial crisis reach, roughly estimated, tens of mil­lions of euros. Contribution outlines some methodological, contextual, procedural and other considerations and eventually presents Saaty’s analytical hierarchical multi criteria decision model for planning IT outsourc­ing projects and provides guidelines on critical assessing IT outsourcing projects in Slovenian public sector

Simona Šarotar Žižek

Ekonomsko-poslovna fakulteta Univerze v Mariboru, Razlagova 14, 2000 Maribor

Sonja Treven

Ekonomsko-poslovna fakulteta Univerze v Mariboru, Razlagova 14, 2000 Maribor

Matjaž Mulej

Ekonomsko-poslovna fakulteta Univerze v Mariboru, Razlagova 14, 2000 Maribor

Povzetek

Background/Purpose: The crisis has shown that management of companies is not as holistic as it should be; the economic and technological factors are over-emphasized; humans are not only rational beings. The complex and fast emerging new environmental challenges make companies face demographic and social changes, changing values, demands and viewpoints of employees, their emotional instability and them asking basic questions about being and living with which they discover the deepest meaning of living. Spiritual awareness and related way of living are becoming indispensable values of people, which do not only take care of their optimal life-roles realization but also of their personal and individual development. Spiritual intelligence, as philosophy of company’s management, changes the meaning and purpose of conducting business. It is upgraded with spiritual capital and that’s why it reflects awareness of higher purpose (beyond just profit) and is also a basis for achieving a psychical well-being of employees, which stimulates creativeness, innovativeness, and consequentially, the competitiveness of company. In this article we focus on spiritual intelligence and spiritual capital, which we connect to psychical well-being of individual resulting from optimal experiences and functioning. Psychical well-being is determined by two perspectives: hedonistic and eudaimonical. The eudaimonical approach, which emphasizes self-realization, led the researchers towards the psychical well-being and self-determination theory. The hedonistic approach emphasizes subjective well-being of individuals. Comprehensions of both approaches are combined in psychical well-being of individual, which determines his/ her satisfaction, creativeness, success at work and productiveness. This means that the expected (economic) results of organizations are more a consequence of subjective well-being then vice versa. Managers tend to overlook that fact.

Neva Kozamernik

Zavod RS za zaposlovanje, Območna Služba Ljubljana

Polona Šprajc

Univerza v Mariboru, Fakulteta za organizacijske vede, Kidričeva cesta 55a, 4000 Kranj

Povzetek

Background/Purpose: The changes in an external environment, especially within the labor market,encourage continuing education, not only those who want to acquire the additional skills for advancement in their career path or passage out of an unemployment situation but also the employment advisers. The latter communicate with an unemployed person and are able to perform their function properly only if they are proffesionally and personally mature. We want to present the current required advisers work in Slovenia on the basis of the field research, which was carried out for the preparation of the particular degree thesis. It is inevitable today that each individual is trained for both the professional and the career development as well for personal growth. Employment advisers are in continuous contact with unemployed. Their knowledge, skills and ultimately personal maturity, may be helpful for unemployed people which can be therefore successfully and effectively orient to the desired field of employment. The research has pointed out that it is necessary to expand the level of training for employment advisers. It makes sense to consider different employment roles and diversity of functions of the employees in order to develop various forms and methods of education for employment advisers, which includes also e-education.

Mojca Duh

Univerza v Mariboru, Ekonomsko-poslovna fakulteta