The paper discusses the importance of organizational socialization as a process of gaining knowledge on the organizational success of employees' social adaptation and encouraging their social competence. Organizational socialization as a scientific discipline as well as practically oriented adjustment activity towards employees' working environment has developed methodology and tactics of socio-cognitive, behavioural and motivational encouragement of employees to the acceptance of organizational culture. It is assumed that in the process of organizational socialization, in addition to professional and organizational adaptation, the focus is on the development of employees' social competences. Although within the evaluated performance appraisal of social competence is only estimated, and also neglected in the overall assessment of employees' work performance, organizational climate for good social skills is of great importance due to the fact that enhanced social and interpersonal communication and interaction can increase operating synergies and contribute to better business results. Although social skills are an important element of human capital, they are still insufficiently recognized as a form of intangible resources that participate in the long-term value creation. The deficit in this area can lead to the problems in performance of human relations at the workplace.
This paper deals with issues of functioning public media companies in the context of new technological possibilities of communication media and a keen commercial competition. A creative and dynamic portfolio has been proposed as a possible model of business strategy. For a media organization that means the transition from traditional to modern business concept, which involves researching the characteristics, processes, challenges and impact of the portfolio of media products. Special attention is given to the balance of the portfolio and orientation on the quality of the content of media products.
This paper presents an exploratory study, which aims to determine the characteristics of the relationship between students and faculty representatives (who have regular functional communication with students) in order to determine the existence / non-existence of psychological contract between the faculty and students. The research is based on the belief that a healthy psychological contract, which motivates and satisfies both sides, is a motivating factor for business accomplishments and significant benefit to all participants in the process. Considering psychological contract in the context of internal public relations, this paper examines all the important elements that characterize the processes of communication within the inert public of organization (faculty). The research, which is the subject matter of this paper, was carried out on the sample of students in the third year of Engineering Management, Faculty of Technical Sciences in Novi Sad, in 2011/2012 academic year. It has shown that the basic problems regarding implementation/acceptance of psychological contract are a product of deficiencies in communication, understanding and trust between two sides amid which the psychological contract has been concluded. Thus, the problems related to the realization/acceptance of psychological contract should be resolved in the domain of internal public relations.
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