When considering the challenges for sustainable business, companies implementing cross-border reallocation of capital by means of mergers and acquisitions should take into account the context and evaluation of attributes of their future implementation. The main aim of the paper is, therefore, to identify and specify the key attributes of sustainable cross-border mergers or acquisitions (M&As) influencing the considerations about their future implementation. On the basis of the views of managers from 120 companies (international corporations selected from the Zephyr database) located in 45 countries within the European area that had previously been the subject of a cross-border merger or acquisition, significant attributes were extracted in connection with their experience from their implementation. These attributes are taken into account when considering the implementation of a cross-border merger or acquisition in the future. A factor analysis of the data obtained allowed the extraction of three key attributes of implementation of a potential merger and acquisition process as an important tool of business sustainability—aims, concerns, and reasons. This paper further presents the basic parameters of the Attributes of Future Mergers and Acquisitions (AFM&A) methodology: eigenvalues, Cronbach’s alpha values, the percentage of the variance explained, inter-correlations of the extracted factors, and the results of an analysis of differences in the assessment of the extracted factors by managers. At the same time, no statistically significant differences were found in the assessment of the extracted merger and acquisition assessment factors. The study fills in the research gap in the area by identifying and specifying the attributes of considering the future implementation of M&A management in terms of the broader concept of this issue.
Conflicts occur in a variety of areas, not excluding the work life. Conflict resolution methods are essential for further development of the conflict in terms of its escalation or de-escalation. The proposed chapter focuses on the issue of dispositional vs. situational approach to exploring the ways of conflict resolution. Results of the presented research projects are based mostly on the theories distinguishing between five conflict resolution styles: avoiding, competing, compromising, accommodating, and collaborating. The chapter also includes the results of the research, in which an original methodology for identification and specification of the differences in the conflict resolution methods within various situational contexts was used. Model conflict situations were placed into three different environments (work, home, and among friends) and associated with two different conflicts (backbiting and false accusations). The results also confirmed the differences in use of the conflict resolution methods by managers both in terms of the environment in which the conflict occurred and the content of the conflict. Within the framework of these studies, gender-based comparisons have also been carried out confirming several gender specificities in the selection of ways to resolve conflicts between men and women.
The aim of this paper is to specify the links between expectations of advertising and perception of advertising according to the gender differences. The fact that individuals create their subjective cognitive image of these advertisement attributes serves as a basis for the conceptualization of this paper. The data were collected from two research samples, 99 respondents (58 women and 41 men) and 206 respondents (113 women and 93 men). The analyses, conducted in two research stages, indicated significant correlations between the selected attributes of expectations of advertising and the factors of subjective perception of advertising. The results also revealed an existence of significant differences in perception of advertising and expectations of advertising between men and women. Women paid more attention to the music and visuals of the advertisement and appreciate the humorous aspects in advertising. They also had greater expectations of advertising-they expect it to be memorable, informative, intelligent, genuine and visually stunning.
The contemporary knowledge society should consist of components based on knowledge, creativity and information. Reaching such level of organizations assumes a priority position of ongoing education as a natural, planned and directed part of life of any organization. Effectiveness of education in organizations is conditioned by a wide range of internal and external factors. The presented study focuses on education evaluation, particularly analysis of possibilities of determining the effectiveness of corporate training. It presents the results of verification of an own methodology SBES (Significance, Benefits, Expectations and Satisfaction), which enables specification of several indicators of corporate training evaluation. The Principal Component Analysis with Varimax rotation was used to extract and specify four factors: Relevance to the profession, Benefits for employees, Employee expectations, Employee satisfaction. The study also describes the specific practical application of this methodology in the context of identification and specification of the differences in evaluation of corporate training between managers and non-managerial workers, and between employees of the private and the public sector. Presented findings support the claim that managers and the public sector employees have a more intense perception of the need, significance and importance of corporate training, which is closely connected to their work, career advancement, higher financial remuneration, and interpersonal relations. 2. Effective Education and Employee Development If an organization wants to make a progress, it is inevitable to focus on education of its employees. This education may have a different nature, degree and intensity in accordance with the needs of the organization [7]. Effective education is characterized by being well prepared and organized, systematic, and continuous within a repetitive cycle [8]. To ensure a smooth and trouble-free fulfillment of the program of education and training, it is, according to Vodák and Kucharčíková [9], important to:
The main objective of the study is to find out whether there are any statistically significant differences in the assessment of the selected leadership attributes between managers from the perspective of gender. A differential analysis was conducted on the sample of 129 respondents (55 male managers -42.6% and 74 female managers -57.4%) on the basis of the data collected by means of two methodologies for detecting the leadership behavior attributes: Managerial Grid (Blake and Mouton, 1964) and the new original methodology PALEQ (Paternalistic Leadership Questionnaire). The results of the analyses confirmed the existence of statistically significant differences between male and female managers in assessing the individual leadership attributes. Based on these results, it can be concluded that in terms of the assessment of leadership behavior, male managers use the authoritarian forms of leadership more extensively, whereas female managers are more oriented at the lenient, clement leadership behavior, as compared to the male managers.
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