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Transformation of the Decisional Leadership Role
26-40Views:115Leadership decision-making is important for the successful functioning of organizations, so it is necessary for leaders to understand the factors that impact their decisions. Decision-making is always the responsibility of the leader, but in a changing world, it becomes an even more crucial factor for success. Making good decisions requires time, experience, and thorough problem-solving skills. In my research, through the analysis of scholarly sources, I have identified several role factors that clearly influence the decision-making process and its implementation. Furthermore, I have developed a self-designed questionnaire to examine the decision-making role in modern organizations. I analyzed the data from 230 respondents using various statistical methods. Based on my findings, conflict management, risk-taking, and a thorough understanding of the problem strongly determine leadership decision-making processes. The ability of leaders to effectively manage conflicts significantly impacts their decisions. Risk-taking is also of key importance, as leaders need to recognize the risks associated with a given situation and make decisions accordingly.
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Examining the Functioning of Organizations from the Aspects of Organizational Culture and Leadership
371-381Views:299Organizational culture and Leadership both have been under research for a long time, as they play a vital role in the performance of an organization. The organizational culture is the set of rules or acts as a guidebook of an organization for achieving the objectives while leadership defines these rules and implements them as well. Organizational culture is dependent to a great extent on the norms and values of the society or the country where it is located. Important for achieving the objectives of an organization, this factor plays a vital role while setting the organizational culture. Incorporating organizational culture and then sustaining it is done by the leaders. Leadership if does not play an effective role in regards to implementation of the organizational culture, can collapse the organizational structure. Leaders are required to develop the qualities according to the organizational culture and should be responsible to come forward to transform if necessary and implement the system. The organizational culture should fulfill the needs of the organization’s goals and the norms of the society. Both leadership and organizational culture are co-dependent on each other and should be understood together.
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The Role Of Leader In Work Addiction
1-13.Views:0Over-attachment to work is an increasingly common phenomenon in the lives of people in organisations, and can also be a condition of work addiction. Whoever becomes involved in an organisation, be it a subordinate or even a manager, work addiction has a number of negative consequences at both individual and organisational level. Without being exhaustive, work addiction can have an impact on organisational performance, organisational effectiveness, workplace conflict, career prospects, health maintenance. In this paper, we aim to highlight the most relevant publications from the last five years to report on the impact in an organisation when work addiction arises among subordinates or managers, and how different leadership styles are associated with work addiction among organisational members. The publications were retrieved from Google Scholar and Scopus, and the results of 19 articles are presented in this paper after a review of 263 papers retrieved. The results show that transformational, servant and ethical leadership styles have ambiguous effects on work addiction, unlike laissez-faire or abusive leadership styles, the former enhancing and the latter reducing the incidence of work addiction in an organisation. Work addiction of managers also has a dual effect: on the one hand, it can enhance creativity, but it can also increase turnover among subordinates. Social support from the manager can be an antidote to subordinates' work addiction, but this effect may be modified by the quantity and quality of interaction between manager and subordinate, the sense of meaningfulness of the work, or even the organisational culture. Overall, the manager, as a key actor, can have an impact on work addiction in the organisation, but there is not always a consistent position in the research on the cases and the way in which this is done, which calls for further research in the future.
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Issues of Regional Social Innovation
602-616Views:276Social innovation is not determined as a uniform definition, after a literature review can be defined as follows: social innovation is an innovative and new way of improving community well-being [2]. Social innovation can be defined and measured at micro-, mezo- and macro level similar to technical and economic innovation and plays a key role in the competitiveness. Because of imbalances arising from different levels of economic development, catching-up demand of peripheral settlements have appeared. In addition to the so-called technical innovations, the solution of social problems can be achieved by social tools, methods and new organizations. In catching-up process the local, community level construed innovative ideas and the activities of social innovation play a significant role. The expansion of the innovative areas results in different innovation processes and they can be considered as complementary processes. The social and technical innovation are closely interacting. If there is achange in the economic sphere, social change can occur. This study examines the role of local communities in social innovation at regional level and summarizes the clarifying questions of implementation. Social innovation as a new tool is able to answer daily challenges. The innovative solutions of municipalities, which means new collaborations, result sustainable, flexible and open leadership at regional level. This study will examine the role of governments (or their institutions) in the implementation and generating of social innovation, the tasks of regional innovators and social solutions and models of certain municipalities in Hungary and the European Union.
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Generational Transfer Among Family Businesses on the Fields of Reputation and Organizational Culture – Research Plan
102-108Views:127Aim: The aim of this paper is to generally introduce the topic, themes and relevance of the research on which my PhD thesis will be based. The research will focus on change of generations among Hungarian family businesses and deals with changes of leadership, organizational culture and core values, related to the management/owner succession. The research needs to apply knowledge from four disciplines ‒ PR, organizational culture, economic (family businesses) and leadership ‒ so it is multidisciplinary in nature. Following a current step of the research-process will be presented.
Methodology: The Family Business Barometer results were applied for gaining information about the plans related to the future, generations, and so on of European Family Businesses. Then three Hungarian family businesses were interviewed in the frame of a panel-discussion organized by the Commercial and Industry Chamber in Győr-MosonSopron County. These three family businesses were the Borsodi Műhely, the Biotextima and the Leier.
Findings: All in all between 2013 and 2016 most of the family businesses seemed to be confident about the future. In this aspect just a few family businesses were neutral in this time period. Unfortunately, there were family businesses who had a negative attitude for the future. The deliberate and detailed planning of the handover, the selection of a determined date for handover, the determination of the older generation to really do not interfere in affairs, the cohesive role of the family, family activities, the support from the family could lead to the effective change of generations.
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Comparing higher education preferences with labour market needs
382-392Views:390Hungarian institutions of higher education play an important role in national economy: they ensure intellectual labour with appropriate knowledge and professional competencies for Hungary in all profession fields. If the rules of private sector are applied for these institutions – interpreting it within a certain framework as the quality of education and research has to be maintained and there are social benefits associated with them -, they owned by the state, their management is the institutional leadership and their consumer is the labour market. Thus, training programmes must or should be developed in accordance with the needs of labour market. It represents a major challenge, even without taking into consideration other factors, since future requirements should be aimed (at least a 3-5 year training period later) – along with a rapid technological development. Even if the state makes significant efforts to adapt training programmes to meet the requirements of the labour market demands, students who want to further their education pay limited attention to these factors in their educational decision-making. Partly for this reason, career transition or shortages may occur in the case of certain professions. This paper seeks to address to what extent the most popular training programmes meet the expectations and to what extent the degree earned may be regarded as a ‘success’ in the labour market; moreover, if they do not overlap each other, how much applicants prefer those training programmes which are to be considered the most successful based on recruitment information. Admission statistics of Education Department and database of DPR provide the necessary information for the period 2010-2017 and these data sources enable authors to follow-up students from application to higher education until employment.
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The Role of Logistics Management in Public Services – Research Plan
33-43Views:242Public services and logistics are generally treated as different fields, but the tools of logistics management with the help of the Unified Services Theory can be used for the benefit of the public services. The aim of this theoretical paper is to generally introduce my topic and relevance of the research on which my PhD thesis will be based in the future. The expectations in the advanced, globalized world are pushing governments to find new methods to fulfil the needs of the citizens while keeping up or even increase efficiency and effectiveness. I believe that from a certain viewpoint the public administration system can be considered as a large scale supply network, and I am particularly interested in how we could apply logistical methods in public services to increase efficiency and effectiveness while simultaneously increase customer satisfaction. In this particular paper I would like to present how I see the connections between the concept of New Public management and the Unified Services Theory. I would like to show the similarities between them and how they could complete each other in order to serve as a background for later logistics related approaches and researches within the domain of public services.
