Suchergebnisse

AbstractSmall businesses often suffer from a lack of resources, which in many cases they cite as a reason why they cannot prepare for crises. Increasingly frequent threats may have forced them to rethink their thinking. The aim of this study is to compare data from 2009, 2012, 2019 and 2021 and thus provide the basis for the non/confirmation of the hypothesis of continuously increasing crisis preparedness in small enterprises. A questionnaire survey was conducted within Czech small businesses in the mentioned years. More than 1000 respondents participated in the research each year. The outputs were statistically processed. Different prevention approach strategies in each year, barriers that complicate preparation and understanding of the not/importance of prevention have been identified. A basic hypothesis could not be confirmed. However, in the context of how highly the importance of crisis preparedness is assessed, actual active prevention is still low. Managers still do not consider crisis preparedness to be part of their competitiveness. The practical benefit of the research is to initiate their reflection on the necessity of crisis prevention. Theoretical contribution is its comparative character over time, allowing to monitor the evolution of the approach of small business managers.

This competency model of a crisis manager has been developed based on cooperation with managers and experts in the field of crisis management. The brainwriting method was used to generate an overview of the competencies expected of a crisis manager. Using a mind map three basic groups of competencies were developed. The participants used Saaty's method to determine the significance of individual competencies. The different attributes of individual competencies according to the level of their development were established. Finally all individual competencies were assigned a target value which indicates the expected level of competence for the position of a crisis manager. The model of competencies is a practical tool for the establishment of crisis management system in a company.

In family businesses, as in other organizations, an informal organizational culture is formed. The purpose of the research was to determine if there is a relationship between intra-family relationship and the type of organizational culture. Quantitative research has been conducted. The OCAI questionnaire was used as well as a set of questions from the authors who called it the Family Involvement Model. Data were obtained from 860 respondents, family business owners. Key findings that the values of family members are not consistent with the organizational culture in their business have been statistically confirmed. Only the hypothesis of the consistency of family values and clan organizational culture was confirmed. The study contributes to the study of family involvement in family business. Practical implications for family business owners can be seen in the building of positive influence on the creation of the organizational culture in their business. The study addresses the nature of organizational culture and the values of the family what is the originality of the research.

Well-being and its evaluation, is currently considered one of the key trends in the practice of companies in the world and in the Czech Republic. Research in the field of well-being confirms that there is a positive correlation between a company's well-being and the company's performance. Satisfied and healthy employees contribute to the prosperity of the company through their higher work productivity and efficiency, and indirectly, through reduced incapacity for work and presenteeism. The purpose of this paper is to evaluate the employees' well-being of a specific company in the Czech Republic and propose activities for increasing the level of the most problematic of five areas of employees' well-being. The authors formulated two research questions and two hypotheses. Research questions were answered on the basis of the evaluation of an online questionnaire survey among 463 production staff of the company, hypotheses were statistically confirmed. The main results of this article include the identification of the most problematic area of well-being—the area of health—as well as the proposal of specific activities to improve the level of this area, the introduction which should achieve higher level of employees work productivity. The benefits of well-being show that companies should pay attention to it.