AUTHORS Liubov Lipychhttps://orcid.org/0000-0002-9059-7271 AbstractEmployee's innovative behavior is an impulse that initiates a range of organizational processes, owing to which the enterprise forms its competitive advantage. In the article, the determinative factors of influence on the innovative behavior in the context of separate age groups were defined. According to the results of multifactor regression analysis, the determinative types of trust include institutional, horizontal and vertical, stress resistance to innovations, managerial support and innovative work environment. It was proved that the employee's age does not affect the innovative activity of industrial enterprises. When forming the main components of the management model of innovative behavior, the focus is on personal and professional characteristics of managers, which help to form the innovative type of behavior of the employees; a system for stimulating the real results of such behavior; ways of promotion of new developments via the innovation platforms and creation of the special structural unit with the aim to implement the proposed measures.
Abstract. Purpose. Regulation of stakeholders' interests is still a major goal for corporate governance worldwide. The regulative process gives an opportunity to develop competitiveness and investment attractiveness of corporations. By analysing the place of stakeholders in the Mendelow matrix, we offer to use a dialogue between stakeholders to assert their interests in the corporation. Methods. The authors used the following methods to conduct the present research: logical and semantic analysis, methods of systematisation and generalisation to identify external factors and interests of stakeholders. Methods of statistical analysis and expert assessment were used to determine the impact of stakeholders' interests on corporate governance. Graphical methods were used to visualize the stakeholder's benefit in the Mendelow matrix. The article is based on the study of the corporate governance and statistical data of the State Statistics Service of Ukraine. The database of the UN, OECD, IMF, World Bank Group, WTO, Eurostat, reports of automobile building companies and own research materials of the 2014-2016 period were used in the article. Results. The authors have analysed the impact of external factors, such as investment climate, development of stock market, development of commodity market, legal regulation of corporate relations and studied interests of corporate members. The place of stakeholders in the company was assessed by experts. This method was tested at the automobile building Corporation JSC «Bogdan Motors». The authors have used negotiations between stakeholders as a tool «to make the company better», which unlike the debate allows stakeholders to come to a mutual decision on the strategic development of the corporation. Discussion. The effectiveness of the corporate governance will be higher when different groups of stakeholders understand each other. Corporate dialogues will improve corporate reputation and productivity. The corporation where corporate dialogues are conducted will be more socially responsible, innovative than those corporations where only corporate debates take place. Keywords: Corporation; Corporate Governance; Factors Influencing the Corporation; Stakeholders' Interests; Corporate Negotiations; Corporate Debate; Corporate Dialogue JEL Classification: G34; D74 DOI: https://doi.org/10.21003/ea.V161-13 Кузьмін О. Є. доктор економічних наук, професор, директор Навчально-наукового інституту економіки і менеджменту, Національний університет «Львівська політехніка», Львів, Україна Хілуха О. А. кандидат економічних наук, доцент кафедри економіки і безпеки підприємства, Східноєвропейський національний університет імені Лесі Українки, Луцьк, Україна Регулювання інтересів стейкхолдерів у корпоративному управлінні шляхом проведення корпоративних переговорів Анотація. Метою статті є обґрунтування проведення корпоративних перегорів як методу залучення стейкхолдерів до діяльності організації. Це сприятиме підвищенню конкурентоспроможності, інвестиційної привабливості та забезпечить стабільне еконо...
Ukraine has created a competitive market of educational services, the supply of which has made a tremendous surge in the last 10 years. Trends in the development of higher education indicate that, on the one hand, decline in the number of student leads to a reduction in the number of higher education institutions, and on the other, there is a need to maintain the highly professional teaching staff. The analysis of statistics shows that this tendency is common for most of the Eastern European countries. One way to improve the situation in higher education is by looking into non-traditional education such as lifelong learning. This article presents the results of marketing research of consumer needs in continuing education. It is concluded that the use of Internet marketing technologies, in particular the content marketing, provide the maximum study of consumers of educational services and, as a consequence, meet their needs.
As companies try to survive in the violent changing market, strong emphasis must be laid on human capital to be competitive and financially solvent. Though there are other determinants that affect organizations’ success; organizations must possess productive employees. Training and development are an important process that seeks to improve employees' performance in the organization. Employees development is one of the most critical business projects. Employees development includes lifelong training of employees, which gives them knowledge and skills, abilities and experience; advanced training of employees, which help to improve the professional knowledge and skills of employees; employees' retraining, which help in any professional reorientation. Training presents a particular skill to do a specific task, while development deals with general improvement and individual talent growth through understanding and unconscious learning. Employee performance means developing the skills of an employee and the organization as a whole. Hence, there is a close relationship between employee training and employee performance. When companies are willing towards the employee development activities, the employees work hard; use their full abilities and energies to achieve the organizations' goals. This paper investigates the theoretical structure & models related to employee training and its effect on employee performance. The key variables identify related to employee performance. The article examines that corporate training should focus on improving an employee's knowledge and abilities. As a result, general and specific professional competencies meet the modern needs of the state, society, labor market, and personal potential. The strategy's main priorities are developing levels of education, determining the frequency of training, increase educational and methodical support of training. As a result, employee development will affect organizational effectiveness. The process of corporate employee training includes determining the need for employee development. It defines training objectives, determining the content of programs and the choice of training methods, setting requirements for the employee, creating a training budget, and evaluating the training process's effectiveness.
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