Suchergebnisse

Abstract

Objective
The aim of the article is to present two issues; the concept of sustainability and the style of organisational leadership. The authors' goal is to demonstrate that a participative management style supports the implementation of the concept of organisational sustainability.


Methodology
The research method used to achieve the objective is a critical analysis of the literature, an analysis of secondary research and a review of good practice.


Findings
As the presented examples of the implementation of the concept of sustainable development in specific companies show, the implementation of this type of idea is definitely conducive to the selection of a participative style of leadership.


Value Added
Active participation of subordinates in shaping the sustainable development strategy in the organisation and their awareness of the real influence on the vision is realised, to a very large extent determines the success of achieving the goals set by the leader (and worked out together with subordinates).


Recommendations
It is recommended to create a vision, according to which the company operates in the spirit of sustainable development, and to enable subordinates to actively participate in the implementation of the strategy and the systematic evaluation of its results.

Abstract

Objective: The aim of this article is to attempt to present theoretical considerations towards the concept of diversity management from the perspective of its location in the discipline of management and quality sciences. As the concept of diversity management lacks a strict demarcation between related disciplines, such as economics, psychology, sociology or even biology and cultural anthropology, it should be noted that the specification of paradigms is not closed, and further paradigms, micro-paradigms or mega-paradigms may emerge over time.

Methodology: the research method adopted in the article is literature analysis and inference.

Findings: The approach presented, which points to the permanent development of alternative paradigms and cognitive perspectives in the discipline of management and quality sciences, is a confirmation that these 'sciences' are not 'impregnated' against change and are de facto changing.

Value Added: Consideration of the issue of human capital diversity in organisations and its management has been carried out for many years in the literature, which is characterised by a diversity of definitions and perceptions. It is therefore worth presenting, a cross-cutting historical perspective on the phenomenon of human resource diversity in organisations in the discipline of management and quality sciences.

Recommendations: Diversity management should be defined in the broadest possible way, understanding it as the systematic efforts of an organisation to involve the diversity of its human resources in its activities and to treat it as a strategic advantage. Such a conclusion prejudges the need for further research in relation to the concept of diversity management.

Abstract

Objective
The presented work is part of the discussions on evaluating the organizational surroundings, which, in the context of an increasingly globalizing world, is becoming regarded from a global perspective. Considerations of the environmental perception are supported with reflections on innovation and, in particular, startups' innovation. Businesses, which are characterized by the ambition of dynamic scalability, are able to accomplish this dynamism precisely through innovative intensity, which in turn can also be associated with openness to knowledge and solutions coming from the surroundings, not only the closest – local or regional but also international or even global. Striving to develop toward smart enterprises, startups should concentrate on the digitalization of their processes, entering the path of Industry 4.0. The purpose of the work is to contribute to the perception of the environment by startups and the perception of open innovation.


Methodology
In order to meet the objectives of the work, in addition to considerations based on the existing results available in the literature, the results of an analysis of data from a questionnaire survey conducted among future startups were also used. To achieve the objectives of the study, research questions were formulated referring to the general view of future innovation openness, then the view of the propensity to share knowledge, that is, openness from the enterprise side, and finally also the view of the need for openness of the organization at different stages of its development. In the context of organizational openness, the broadest geographically possible context of the organization's environment, namely the global context, was also considered.


Findings
As a result of the analysis, a relationship emerged between perceptions of innovative openness and the global environment of companies. The greater geographical scope of operations is accompanied by a higher demand for innovation, the more globally the enterprises would like to operate, the more innovation intensive they should be. Future entrepreneurs are strong advocates of open innovation, and they are also strong advocates of viewing the environment in an increasingly global dimension.