Purpose – As a transitional country and the newest EU Member State, Croatia is facing a more turbulent business environment, which imposes a need for change of companies seeking to achieve a competitive advantage. Being a labour-intensive business, adaptation of construction companies’ strategy strongly depends on the underlying values of their employees. The purpose of this paper is to determine cultural profiles within the construction industry in Croatia. Design/methodology/approach – The research has been conducted using inferential analysis based on primary and secondary data sources. After an extensive literature review, the empirical research was conducted based on a national sample. In all, 108 managers working in construction companies were surveyed using the Organizational Culture Assessment Instrument. Reliability of variables was tested by calculating Cronbach α reliability coefficients. Differences among identified mean scores were examined by ANOVA analysis. Findings – The results were analysed in respect of the size, core business, regional orientation and ownership of the respondents’ employing companies. The findings show that, on average, construction companies in Croatia currently function with domination of the hierarchy type of organizational culture, which insufficiently responds to the increasingly competitive environment. Additionally, the study identified the clan as the preferred culture type in Croatian construction companies. Originality/value – The paper offers insights into the organizational culture of Croatian construction companies, which has not been studied before. The value of the paper is the novelty of findings regarding existing and preferred cultural profiles, which have the potential to improve team cohesiveness, team leading, communication among the main stakeholders and efficiency of performance in this transitional country’s construction industry.

The aim of this chapter is to assess the organizational culture in construction industry in Croatia. The introductory part of the chapter highlights the purpose of the study presented in terms of learning the characteristics of the current and preferred organizational culture of the Croatian construction industry as well as understanding the relationship between the culture and competitiveness. Being a transitional country, Croatia is facing the need for behavior change of companies seeking competitive advantage, especially after becoming a part of the united European market. In a labor-intensive business like construction, adaptation of companies strongly depends on the underlying values and assumptions of their employees. Therefore, change management implies a need to learn about culture profiles. Results of the conducted research reveal culture profiles within construction industry in Croatia in respect of the size, core business, regional orientation and ownership of the analyzed companies. The preferences of existing engineers together with expectations of Generation Y have been also considered in order to anticipate the trends and necessary changes of organizational culture in construction industry in Croatia. Finally, findings of the crosscountry analysis of culture's implications on competitiveness will be presented, proving that culture's role should be considered by decision makers trying to improve competitiveness.

663i . š a n d r k n u k i ć · n . š u v a k · i m p a c t o f h u m a n r e s o u r c e s m a n a g e m e n t o n b u s i n e s s r e s u l t o f c r o a t i a n c o n s t r u c t i o n . It has been widely recognized that activities practiced by human resources management (HRM) significantly influence business performance of any company. However, quantification of that relationship has not been researched enough to provide a tool for practitioners by which they could increase their business result. Therefore additional scientific contribution on the subject would be valuable and that is the very purpose of this paper.Authors of this paper have researched what is the impact of HRM activities in construction industry in Croatia. After an insight into a theoretical background about influence of HRM activities on business performance, this paper presents results from their own study. The research was conducted over actual financial results realised before and during the period of recent economic crisis, from 2007-2010. Data was collected using financial data base Poslovna.hr and the opinion poll conducted in more than 30% of middle-size construction companies in Croatia. Data was analysed using frequency analysis, analysis of correlation coefficients and finally by construction of multiple linear regression models.Results of the research suggest that people working in construction have reached the subsistence level income. Constructed multiple linear regression models indicate that, among other human resources activities, the material motivation activities have the most significant positive impact on business result. Professional selection of candidates, life long learning, supportive organizational culture and other non-material measures remain for the benefit of some future times.

Purpose: As sustainability is quickly becoming a predominant concept at the heart of the 21stcentury living and thinking, as well as planning for the near future, it has become obvious that financial viability is one of its core determinants. The aim of this paper has been to study the prospects of greater implementation of green infrastructure (GI) and especially green roofs (GR) in Croatia. Methodology: Theoretical framework is based on the relevant literature review, which has been conducted using qualitative methods of analysis, synthesis, comparison, induction and deduction . The empirical part of the study has been conducted as a survey amongst the civil engineering students, using questionnaire as the survey instrument. Results: The theoretical part of the research identified the relevance of costs in GI implementation and its social and economic effects, circularity principles and EU funding options. Empirical findings indicate that the majority of Millennials from the sample find the implementation of GI to be financially demanding. Moreover, they are largely unaware of the availability of EU funding for such purpose and find the frugality aspect of green roof implementation very important. Conclusion: It is acknowledged that financial viability is inevitable when considering the implementation of GI. The level of environmental awareness among Croatian Millennials is satisfactory. However, considering they were not sufficiently aware of the EU funding available for this purpose, there is a need to raise awareness among this population segment, as they are future decision-makers .

Impact of changes in a project team structure on the team performance Šandrk Nukić, I, Galić, M, Dolaček-Alduk, Z http://dx.Abstract: Structuring a project team is highly sensitive task, so numerous methods which address the problem have emerged. One of the most effective methods is structuring teams by the team members' affinities and talents presented as team roles. In this paper, we applied Belbin's Self-Perception Inventory in order to investigate the following questions: Which are the most engaged team roles? How does the absence of the most engaged team members affect the team's efficiency? How does this change of the team environment affect the member? Our results show that, even in small project teams, changes in team structure will surely have a negative effect on the team's organizational culture in a short run, and even more importantly they decrease the team's overall productivity. Also, the changes had a negative effect at the individual level; teams had trouble integrating new members, and individuals had trouble integrating themselves in new teams. Sažetak:Važnost strukturiranja projektnih timova u građevinarstvu danas se često zanemaruje zbog razvoja i afirmacije novih koncepata i metoda informatičke tehnologije koji se primjenjuju u projektnom menadžmentu. Strukturiranje projektnog tima izuzetno je zahtjevan zadatak i kao takav treba precizan i dobro organiziran sustav i upravljanje. Postoji nekoliko metoda koje se bave tim problemom. Strukturiranje tima prema afinitetima i talentima njegovih članova, koje se naziva timskim ulogama, dobro je poznata i provjereno učinkovita metoda. Autori su u istraživanju predstavljenom ovim radom primijenili Belbin metodu timskih uloga kako bi istražili koje su najangažiranije timske uloge, kako izostanak najangažiranijih članova utječe na učinkovitost tima te kako ta promjena timske okoline utječe na članove. Rezultati su pokazali da, čak i u malim timovima, promjene timske strukture sigurno imaju negativan utjecaj na organizacijsku kulturu tima već u kratkom roku, ali što je još važnije, dugoročno smanjuju cjelokupnu učinkovitost tima. Promjene su imale negativan učinak i na nivou pojedinca, reflektirajući se u činjenici da su se novi članovi teško integrirali u svoje nove timove, odnosno drugi članovi su teško prihvaćali novog. Impact of changes in a project team structure on the team performance Šandrk Nukić, I, Galić, M, Dolaček-Alduk, Z http://dx.