Suchergebnisse

Abstract
Leadership, as the most important function of management, involves dealing with people and interpersonal aspects through motivating, achieving better productivity, people's satisfaction, a favourable working climate and a balance of effectiveness and efficiency, with the aim of achieving the organization's goals in a changing environment. Now that in modern management the focus is on soft variables and people, their needs and desires, the question arises what are the challenges and opportunities of leading different generations in a business environment that differ from each other in their values, attitudes and behaviours? The authors will analyse the above through three components of leadership, motivation, leadership styles and communication. There are currently four generations in the working population: Baby Boomers, Generation X, Generation Y and Generation Z. If the consideration is extended to top management at the national level and to political leadership, it is expected that the challenges and opportunities of leading different generations are even more complex, because the working population is joined by the Traditionalist generation, which is retired, but also by the Alpha generation, whose entry into the working population expected in a few years. Additionally, political leadership encompasses a nation's entire populace as well as all of its social issues in an indirect manner. In addition to generational differences, leadership is also faced with the challenge of a changing environment, which is quite unstable nowadays and thus poses an even greater challenge to leadership.

Looking at the media, especially television, it is noticeable that marketing and advertising occupy an important segment. Organizations realize the importance of media advertising in order to promote their products and services. And while we are watching a movie or a favorite series, the advertising block and commercials do not bother us at all, and we use that time for other things. Although advertising represents an important segment of marketing, here we see its shortcomings. Modern business gives increasing commercial importance to covert marketing in films and series, and it is becoming an influential form of advertising. Practice records a large number of examples of successful applications of covert marketing (product placement). On the other hand, it is noticeable that covert marketing completely holds the attention of viewers or consumers. Its influence is growing, and through advertising through celebrities, who immediately draw attention to a certain brand or service, its attractiveness is growing. The main purpose of covert advertising is for the manufacturer to put their products and services in the real life context. The viewer identifies with the characters from the film or series, whose actions remind them of their life situations or what they aspire to, thus avoiding promotion through classic advertising blocks or space provided for advertisements, and the believability of the message is greatly increased.

The main research question is: How do Slovenian employers assess the level of absenteeism in their companies and what measures do they take to control it? We collected the data for research in 155 Slovenian companies in 2019 by the use of a questionnaire (close- and open-ended questions) that was answered by the people responsible for staffing (human resource managers) or managers in small companies. In addition to questions for demographic data (region, activity, organisation's size, ownership), we also included variables with the following descriptive answers: The range of absenteeism in a company; The reasons for absenteeism in a company; Absenteeism management in a company; Actions for absenteeism management in a company. Absenteeism is not perceived as critical, but it is more often present among production workers. Various diseases are still the most common reason for absenteeism. The employees are mainly committed to work and do not take advantage of sick leave. The employers should establish systems for managing absenteeism within the companies. In this respect, the system should also consider how committed to work the worker is, how efficient is in using the elements of work and how qualitative is his output. On the basis of these findings, it would be advisable to prepare a research instrument with which we could identify what is happening in the field of absenteeism and which actions should be taken at the national, regional level or at the companies' level, especially in the period of the Covid-19 pandemic.