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Staying Employed and Employing Others: Leadership Styles and Management Strategies of Proprietors of Micro Enterprises in Developing Countries
408-419Views:424This study sought to find out the leadership style and management strategies of the proprietors of micro enterprises that have enabled them to stay in business this long and offering employment to several others in the midst of unfavourable economic conditions in developing countries. Management strategy and leadership style are complementary in pursuing organizational goal. Though, literature on the subject reveals that not much research has been done on the survival of micro business on the African’s continent regarding owners’ management strategies and the leadership style. We used mix methods in data collection and purposive samplings of thirty (30) micro enterprises’ proprietors were interviewed. The result reveals that owners of micro business practice multistrategies in their organizations. The Study found out that the Laissez Faire or Free Rein Leadership and the Bureaucratic Leadership were not practiced by any of the research participants. However, Authoritarian Leadership with strict instructions dominated Democratic Leadership and appeared to have been very effective and yielded result in most micro businesses.
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The New Type of Employment: the Specificity of the Platform Economy and Platform Work
75-90Views:846The industry value of the global platform economy exceeded 7 trillion US dollars by the end of the second decade of the 21st century. The income generated by the platform economy in the European Union produced an almost five-fold increase in the period between 2016-2020, as its volume increased from 3 billion euros to 14 billion euros. Nevertheless, due to the lack of global consensus and precedent, the delimitation of the platform business model and work, its legal regulation and verifiability and compliance, due to its innovative nature, are unresolved at the world and European level. The objective of the article is to define the conditions, rules and practical application of the platform economy and platform work, relying on international (English-language, mostly European) secondary information, thereby revealing the problems and difficulties, as well as discussing its advantages and disadvantages.
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The Past, Present and Future of a Hungarian Company
303-313Views:572The new strategy for small and medium-sized enterprises focuses on growth, the three pillars of which are the development of a knowledge-based and innovation-based economy, a resource efficient, greener and more competitive economy, and high employment and social and territorial cohesion. Based on the plans and forecasts, in the 2021-2028 cycle, however, it is not as much as today, but it is possible to calculate development resources closely linked to economic development in the form of non-refundable subsidies in many forms. In my present study, I wish to outline the life span of a Debrecen company, NEXT Broker Consulting Ltd. and its potential development prospects in the post-2020 cycle, which may be important because it deals with tender writing, so it can show a serious impression on the previous or current the direction and situation of the use of development resources, thus indirectly the realization of the goals of Hungarian economic policy.
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Menedzsment szakos hallgatók a munkaerőpiacon: az elhelyezkedés mintázatai
1-14Views:294The present study analyses the labour market career of graduates from three management majors. Majors in connection with the economic and engineering educational field (economy and management, engineering manager, human resources manager) belong to the average and in numerous aspects to the good status majors and professions. The social recrutation of the majors analysed is middleclass. According to their labour market success, such as the duration of finding a job, the level of employment and income they are among professions of favourable position. The knowledge gained at university may be considered well usable in their work. Their satisfaction with the different components of their work is similar to other university graduates, they are most satisfied with the content of their work, and less with its prestige and possible income.In this study we analyse 2011 and 2012 databases of the Graduate Tracking System.
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Analysis of labor consumption in Hungary in the last 5 years
127-137Views:318The main idea of my research was the statement of the President of the Hungarian Fruit and Vegetable Interprofessional Organization and Product Council (Ferenc Apáti), according to which the main obstacle to the future development of horticulture and the development plans of horticultural enterprises is capital shortfall factors). The employment of seasonal workers in the production of grapes and fruit and in horticultural farms is of the greatest importance. As a result, in my research, I examined the use of labor by those working in agriculture over the past 5 years. I reviewed how the coronavirus has affected the time spent by seasonal workers at work in the recent past. Since there are a lot of work phases in agriculture where there is a temporary use of labor, I considered it important to get around this topic better. As seasonal agricultural workers are often able to reach their agricultural jobs through travel and border crossings, government regulations (travel restrictions, border closures) have made it more difficult for these people to access jobs.
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Opportunities for Keeping Talent Highlighting Career Needs
31-43Views:655Organizations should focus not only on finding a workforce, but also on finding a talented employee and to be able to keep them. That is why we considered it important to pay attention to talents and careers. In this paper, we attempt to identify those factors which are important for career prospects among future employees and those already in the workforce. Moreover, we want to identify the factors which those who are already employed consider to be factors influencing their career prospects. We conducted a survey of students using questionnaires. 116 questionnaires were completed, of which 73 were filled in by BSc / BA students and 43 by Msc / MA students. We sought to discover to what degree the respondents considered the career factors we presented them with as influencing their ability to acquire an ideal job, as well as to what degree the same career factors would be able to assist them in their future career advancement. Presently, in their roles as students seeking gainful employment, important factors include perseverance, diligence, knowledge, and aptitude, all of which the respondents feel will become even more important in making their later advancement possible. At present, they do not consider the support of companions / partners and morality important; but they consider the support they receive from their colleagues to be a factor which grows in importance over time. In the questionnaire survey of employees, we were looking for two answers. On the one hand, which factors are important in shaping their careers, and on the other hand, at the workplace, which factors were related to employee retention and satisfaction. For their careers, they consider it important to have diligence, morality, and the support of colleagues. These results are similar to the views expressed by the students. However, those who already work consider ‘kissing up to the boss’ to be more important for their advancement possibilities than the students did. The responses concerning factors contributing to successful employee retention brought interesting results. Factors that are most commonly fulfilled, such as a good co-worker relationship and the working relationship with a leader, are barely above the average score of 4, which is actually a result that is above average. Medium results include the realization of independence, challenging work, fair pay and career prospects factors, all of whcih would be vital for talented people to experience flow in their careers. In the long term, leaders and HR professionals need to pay attention to take calculated, equisite steps to keep talented workers.
