This article is devoted to topical issues of gender equality in the energy sector. It is a retrospective analysis of the problem of gender equality over the past 50 years in various countries and sectors of the economy. The situation with the improvement of the gender balance in general is changing, but unevenly, which increases the relevance of attention to the gender factor in policy development, particularly in the energy sector. It has been established that in the energy sector, there remain so-called "glass walls" and "glass ceilings" for the development of women's professional careers, which leads to horizontal and vertical segregation. The main barriers to gender balance in the energy sector are highlighted. The institutional conditions for ensuring gender equality in the energy sector have allowed for a more comprehensive view of the problem of gender occupational segregation. A number of institutional problems of gender equality in the energy sector are highlighted and characterized. These include: inconsistency of formal norms of gender equality and existing economic practices; lack of gender mainstreaming in energy policy making due to insufficient attention to social relations; the creation of additional tensions in industrial relations to ensure gender equality; 20 unemployment of able-bodied women due to segregation in the labor market in the energy sector., Using a number of practical proposals for ensuring gender equality at the industrial and company levels, the authors propose a conceptual model of institutional support for gender equality in the energy sector. The implementation of these proposals would help eliminate gender imbalances in the energy sector and promote the development of energy companies on a sustainable basis.
The article deals with topical issues of providing the innovative development of a business organization in the context of its digital transformation. The article aims at studying the essence and role of digital tools in the innovative development of a business organization. Having based the research on a comparative analysis of various interpretations of digital transformation in the modern economic literature, the authors identify the main areas of its influence: digital transformation of society, business environment, employees, and business activities. The connection between digital transformation and the innovative development of a business organization has been analyzed. It has been found out that, on the one hand, digital transformation is a prerequisite for innovative development of a business organization; and on the other hand, an innovative business organization can be both the generator and ambassador of digital transformation promotion. It has been determined that the innovative development of a business organization depends on such digital components as digitalization of employees, business processes, and management. The following digital tools of innovative development of a business organization have been described: digital workplace, communication facilities, document flow, and intelligence system. It has been established that the main factors hindering the «digital well-being» in business organizations are the following: the managers’ ignorance, excessive conservatism, excessive bureaucratization, the presence of a «technological gap» and lack of resources. Promising areas for further research in this area are the development of new digital tools that would complement the list of the existing ones, and the improvement of the mechanisms for their implementation.
Монографія присвячена питанням впровадження парадигми вдосконалення викладання у вищій освіті. Цей напрям є одним із пріоритетів розвитку Європейського простору вищої освіти, до якого належить і вища освіта України. Монографія містить три частини: у першій частині — узагальнено теоретичні основи та політичні передумови реалізації завдання вдосконалення викладання і навчання в університетах; у другій — представлені практики вітчизняних закладів вищої освіти і наукових установ, а також міжнародні проєкти, що реалізуються в Україні та опікуються цією проблематикою; у третій частині — подано практичні рекомендації для університетів і наукових установ щодо створення інституційних моделей, стратегій, підходів, рішень задля підвищення якості викладання і навчання. Монографія стане у нагоді науково-педагогічним працівникам університетів, управлінському персоналу, дослідникам та експертам, які цікавляться проблемою вдосконалення викладання у вищій освіті та безпосередньо відповідають за її вирішення у закладах вищої освіти.
Recent research in the field of business management shows that the problems of the company's employees are closely related to the problems of the company itself. The efficiency of a company, in general and the efficiency of its employees, in particular directly depend on the well-being of staff. On the way to achieving sustainable development goals, the role of gender equality in companies is growing. The article considers gender aspects of the concept of well-being at the workplace as an integrated approach to corporate management, focused on achieving sustainable development goals. The article is aimed at substantiating gender equality as the basis for the well-being of the company's employees. To fulfil this task, direct connection between the sustainable development of a company and the well-being of its employees was identified. Sustainable development is understood as economic growth that does not harm the environment and contributes to the resolution of social problems, finding a balance between economic, environmental and social development. The sustainable development of a company is based on the principle of responsible business conduct and innovative potential, thus opening up new business opportunities for economic growth, as well as environmental and social well-being. Digital and non-digital components of staff well-being are singled out. Non-digital components of well-being are mental well-being, physical well-being, social well-being, and financial well-being. Facing current digital transformation, we propose to supplement this list with the digital well-being of staff. It is substantiated that gender equality is one of the elements of the staff well-being programs. The key gender issues in labour relations are analyzed. These issues are clearly expressed in access to work, professional growth and promotion, and most of all in the representation of women at different levels of management. Having compared the leadership style of women and men and their behaviour in a company, the authors come to conclusion that the staff efficiency is determined by a set of professional knowledge and skills, not gender. The principles of achieving gender equality are systematized and characterized within the concept of well-being at the workplace, and the problems of implementing such an approach are identified.
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