The Application of the Organizational Culture Assessment Instrument (OCAI) to Logistics Enterprises

Ližbětinová, Lenka; Lorincová, Silvia; Caha, Zdeněk

doi:10.17818/nm/2016/si17

Cited by 32 publications

(19 citation statements)

References 13 publications

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“…Reality confirms that today's world changes quickly and considerably [1][2]. Following the widespread prevalence of the Internet in the 1990s, social networking sites have flourished in popularity [3].…”

Section: Introduction and Brief Literature Reviewmentioning

confidence: 85%

Actual trends in the recruitment process at small and medium-sized enterprises with the use of social networking

Bartáková¹,

Gubíniová²,

Brtková³

et al. 2017

EA-XXI

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Scientific and technological progress has influenced all areas of public life, as well as human resources management. Modern technologies enable us to obtain information easily and effortlessly. Recruitment is a process which aims to ensure a sufficient number of suitable candidates on time and at the lowest cost. In addition to classic methods used by enterprises in the recruiting process, new ways have been gradually developed. These modern methods include social networks which are currently used by almost everybody. Our purpose is to define the potential and usability of social networks for employers at small and medium-sized enterprises. The authors of the article used a questionnaire to collect research data in 2016. The sampling unit consists of university students and graduates because young people mostly use social networks, in particular to search for available jobs. A total of 392 respondents were involved in the research including 211 respondents from Slovakia and 181 respondents from other countries. The respondents were university students and graduates from 16 Slovak universities and 24 foreign universities established in Austria, Great Britain, Hungary, Italy, Lithuania, the Netherlands, Poland, Sweden and the USA. Following the outcomes of the research, there exist statistically significant differences mainly between the use and evaluation of social networks, which are relevant to the perception of advantages and use of social networks while searching for jobs by Slovak and foreign university students and graduates. All the respondents see advantages and the potential of social networks in the case when such networks are used to search for jobs. Based on the results obtained, we may conclude that the social networks which recruiters in Slovakia should focus on when looking for employees include Facebook, Google+, Pokec, Skype and YouTube. In addition to classic methods of recruiting applicants, HR specialists should use the aforementioned social networks. The reason is that these social networks are the most used in Slovakia. Social networks provide great potential and are increasingly used by recruiters, too. At the same time, we found that only 3.32% of the Slovak respondents significantly use social networks in their search for jobs.The most frequent answer was searching for jobs through friends' recommendations. This option was used by 52.13% of the Slovak and 62.43% of the foreign respondents. The evaluation of social networks by the Slovak and the foreign respondents was not statistically significant. However, a significant difference was observed in the evaluation of advantages of social networks mainly in the «low time consumption», «a lot of information in one place», «availability» and «quick feedback». Such advantages were crucial for the Slovak respondents. As part of the future potential of social networks, the opinion of the Slovak and the foreign respondents was highly similar. Social networks have growing popularity since the time they were launched. When respondents use social net...

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Section: Introduction and Brief Literature Reviewmentioning

confidence: 85%

Actual trends in the recruitment process at small and medium-sized enterprises with the use of social networking

Bartáková¹,

Gubíniová²,

Brtková³

et al. 2017

EA-XXI

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“…Corporate culture is perceived through the basic values, opinions, and assumptions, which exist within an organization [14]. The corporate culture has never been precisely formulated, but it determines the behavior and actions of people and ways of their performing at work [17].…”

Section: Theoretical Basis Of Corporate Culturementioning

confidence: 99%

“…It describes four types of corporate culture-clan, adhocracy, market, and hierarchy. The competing values are lexibility/stability and internal/external orientation (Figure 1 [14]. Clan culture has high morale and its members are satisied with the current situation in the company.…”

Section: Theoretical Basis Of Corporate Culturementioning

confidence: 99%

“…The focus on victory integrates the enterprise. Over the long term, atention is paid to competition and the achievement of excessive goals [14]. Measuring the value of human capital, measurement, and management of its efective use is a basic idea on which enterprises should build their performance and competitiveness [26].…”

Section: Theoretical Basis Of Corporate Culturementioning

confidence: 99%

“…The value of corporate culture is underestimated by some Slovak enterprises. As a tool, it enables enterprises to unify the various values, interests, and approaches of employees [14]. On the other hand, big multinational enterprises have come to realize that apart from the traditional quantitative or inancial tools afecting enterprise competitiveness, qualitative noninancial factors have a substantial impact [15].…”

Section: Introductionmentioning

confidence: 99%

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Changing the Corporate Culture Towards the Human Resources Development

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2017

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The existence of desired corporate culture is one of the prerequisites for business success. The object of this chapter is the corporate culture in Slovak enterprises and the possibilities of its change towards the raising level of human resources development. Based on the analysis of corporate culture in selected enterprises, the aim of the chapter is to propose methodology for management of change of corporate culture supporting the development of human resources in enterprises. The sociological interview identiies the predominant type of corporate culture in Slovak medium and large enterprises in years 2014 -2016. The examination is based on the assumption that there are signiicant diferences between preferred values of corporate culture in local and global enterprises. It also identiies the need to change the corporate culture in enterprises and their awareness of corporate culture change management towards human resources development. The results of the survey verify Slovak managers' interest on human resources development and the formation of strong corporate culture. The results are the basis for the formulation of proposals and recommendations resulting in the methodology for management of change of corporate culture supporting the development of human resources in enterprises.

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IT Culture and BPM Adoption in Organizations

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2020

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The Application of the Organizational Culture Assessment Instrument (OCAI) to Logistics Enterprises

Cited by 32 publications

References 13 publications

Actual trends in the recruitment process at small and medium-sized enterprises with the use of social networking

Actual trends in the recruitment process at small and medium-sized enterprises with the use of social networking

Changing the Corporate Culture Towards the Human Resources Development

IT Culture and BPM Adoption in Organizations

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