Due to the combination of vast technology trends brought by Industry 4.0, present-day consumers need and stiff global competition and require businesses from across many industries to constantly innovate. Clients request multifaceted support from manufacturers and service providers while the transition towards new symbiotic ecosystems disrupts traditionally established processes in some sectors. This is largely happening in the global automotive industry where in-car and around-the-car services with asset-sharing concepts are taking a dominant role rather than plain vehicles sales and car ownership. In our paper, we investigate the possibilities of new and improved business collaborations between a car retailer operating in several European countries and its SME (small and medium-sized enterprises) customers across various sectors currently owning car fleets of at least five vehicles. We test several hypotheses and conduct a systematic statistical analysis of the proposed business model’s aspects on the sample of almost 200 SMEs from five countries in Southeast Europe. By using the χ2 test and a one-tailed t-test we tested both frequency data and the continuous variables. Research indicates that SMEs look for new ways to organize their fleet management strategy more efficiently and thus more precisely plan associated costs. Regardless of the country of origin, SMEs want to explore a business model with more introduced to their fleet management and are ready to accept new technologies for fleet management operations.
The paper has both theoretical and empirical nature and focuses on the feminine style of management as an important attribute of leadership in an organisation. The aim of the paper is to present diagnosis features the feminine style of management on the example of firms from Silesian Voivodeship. Empirical part of the paper presents analysis of the survey results within selected aspects of the feminine style of management in the enterprises examined. Primary data collected during a quantitative study using questionnaire surveys, with a survey questionnaire as a research tool. The questionnaire was addressed to randomly selected employees of small, medium, and big enterprises located in Silesian Voivodeship that is situated in Poland. Our results reveal that women are better suited for operational activities that require building good relationships than men do. Unfortunately, we also find that women in managerial positions are promoted at a slower rate and receive lower pay than men in the same positions.
Background Polish healthcare providers already struggle with a deficiency concerning human resources, especially with regard to doctors and nurses. Because of this, effective HRM interventions should be taken in order to attract and retain medical personnel. Employer branding is one such intervention because it not only results in improving the organization's reputation as an employer but also improving HRM practices. However, to create an effective employer branding strategy, a contextual approach should be taken. Because of this, the aim of the study is to assess the importance of various factors influencing medical personnel’s perception of a hospital’s attractiveness as an employer. Methods The study was performed among 285 hospitals in Poland assuming a confidence level of 0.95. In each hospital, five respondents took part in the survey. The first cohort of respondents named ‘Directors’ consisted of hospital directors or employees authorized by them, mostly HR specialists. The other four groups were: ‘Hybrid Doctors Managers’ (individuals who had the roles of both doctor and manager); ‘Hybrid Nurses Managers’ (having the roles of both manager and nurse); ‘Physicians’; ‘Nurses’. Due to the ordinal nature of the data, the chi-square test of independence was used and the V-Cramer coefficient was determined. To indicate significant discrepancies between the responses of the respondents’ cohorts, the Kruskal–Wallis rank test was conducted. Results and discussion Various groups of respondents perceive hospital attractiveness as an employer differently. While the opinions of medical personnel are more or less homogeneous, the cohort of employees responsible for HRM are less consistent with regard to their perception of hospital attractiveness. Additionally, ‘Directors’ highlight tangible factors determining hospital desirability. Moreover, their hierarchy of the top five factors influencing EB clearly exposes their quantitative orientation towards hospital performance management. Medical personnel hierarchies of the determinants expose qualitative orientation. Excluding country-dependent factors, such as regularity of remuneration payment, the professionals value such determinants as a nice work atmosphere, cooperation with colleagues (specialists), good working conditions and, most importantly, employment stability. The last determinant results from generational and gender tendencies (feminization), and yet it stands in contradiction with a tendency of flexible employment implemented in most developed countries due to a lack of medical personnel. Conclusions The results showed the importance of adapting employer branding strategies to the medical professional groups (doctors and nurses). This is because their perception of employers’ attractiveness differ. In addition, elements of the profession genotypes play an important role in how the physicians and nurses value various factors creating the employers’ attractiveness. The research also revealed the fact that top managers or HR specialists can wrongly identify the hospitals attractiveness since they are more quantitatively than qualitatively oriented. For this reason, they may implement inefficient EB strategies.
Thanks to the Covid-19 epidemic, the last two years have been full of changes for entrepreneurs. Managing and measuring business performance is important for businesses because it allows them to identify the potential of the business and determine its strength in the market environment, as demonstrated by the current situation in the Covid-19 pandemic. The purpose of this article is to present the results of the response of entrepreneurs to the situation in Covid-19 based on primary research in 295 companies in the Czech Republic in relationship to strategic goals and business environment evaluation. The results showed that these entrepreneurs wanted to change their main objectives to long term sustainability at first. More than 50.5% of respondents do not plan to close their business activities in the near future.
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