The aim of this paper is to analyze the importance and impact intensity of different dimensions of organizational climate in terms of satisfaction, and thus employee motivation and performance in companies across Bosnia and Herzegovina (BiH). A particular challenge in this paper was to investigate whether there are differences in the importance of certain dimensions of organizational culture for job satisfaction of male and/or female participants, as well as differences in relation to the position in the organizational hierarchy. This paper examines the hypothesis that employees on the top of the organizational hierarchy have a more positive opinion about the organization. Organizations that take steps to monitor and control the organizational climate directly or indirectly exert influence on the efficiency and productivity, as well as the capacity for innovation and job satisfaction, but also and other attitudes towards the work of its employees. The research on the effect of organizational climate on job satisfaction in BiH is essential, notably in terms of BiH’s specific business enviroment which dwells in a transition period and under complicated political and economic systems.
Product and service quality has increasingly seen as a crucial factor of competitiveness, not only for individual companies, but for entire industries too. Using specific resources and capabilities companies can take a chance to delight their customers. This paper presents new sales model developed by authors, which includes all necessary steps related to sales process. Customer-Oriented Sales (COS) Model considers opportunity that company differentiates itself and become market leader. This paper includes research about companies engaged in B2B sale in Bosnia and Herzegovina and their willingness to use quality as differentiation tool. As a method of research we used data collection questionnaire. It is important to notice that the quality is not the purpose of itself. Investments in quality without recognition of customer needs can also be ineffective. Taking into account all anticipated results, we will make a conclusion about possibilities that companies' incorporate COS Model in their business system.
Purpose
The purpose of this paper is to contribute to knowledge about workplace diversity and equality in an under-researched country. Focusing on the south-eastern European transition economy of Bosnia and Herzegovina (BiH), it elaborates on the country’s legislation, public debate and previous research in the field.
Design/methodology/approach
The paper draws on a synopsis of the legislative framework, existing literature, public media and personal communications with human resource (HR) practitioners.
Findings
There is only limited research on diversity and equality in BiH. Ethnicity and gender are the most common grounds for discrimination. Although a solid body of legislation addressing anti-discrimination and equality issues exists, implementation is insufficient. The public debate tends to reinforce inter-ethnic conflicts and a negative atmosphere regarding sexual minority rights.
Research limitations/implications
Due to the general lack of research on diversity and equality in BiH, the findings presented in this paper only can serve as a first approximation of the topic. Further academic research on concrete business practices and perspectives of HR managers is needed.
Practical implications
Firms not only need to increase compliance with anti-discrimination law, but they should also focus more on the benefits a multi-ethnic society can offer.
Originality/value
This is the first paper in the management literature that provides comprehensive insight into workplace diversity and equality in BiH.
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