Iskanje po katalogu digitalne knjižnice

Opis: In every organization various modes of behaviour of the employees, their various activities, interpersonal relationships and customs can be observed. In some organizations the employees are all on first-namebasis, still in others they address themselves formally. In some organizations the employees use academic titles and surnames; still in others they call themselves by names, only. In some organizations each employee has its own office, whereas in others they are all use one office, which may be separated by improvised walls. In some organizations the employees celebrate personal holidays together, whereas in others they do not. In some organizations they pose each other obstacles and obstruct each other’s work, but in others no such misconduct can be detected. Differences may also be observed within one single organization. Differences are even greater and more noticeable in cases of organizations from other environments, neighbouring countries or even from other continents. In the business world the differences are present, they should be recognized, and the existing diversity should be tolerated; however, this is not enough; diversity should also be understood and made use of to the benefit of everybody. Significant behaviour of the group of people within an organization, or at its work, in a country or a state is described by the term of culture, which can simply be defined as: “This is the way we operate, act, aim at. This is the way we work …”. It is a question of the mode of behaviour of people within an organization, among themselves and towards others, of their customs and habits, and of all the characteristics of behaviour in an organization in a wider sense. Culture is an organizational factor, directly linked to all the other elements of the organization, its environment and every individual. Every activity, change or behaviour is reflected also on the culture and vice versa, every change of culture triggers the changes in every other area of organization. For this reason it is important to manage the culture, as this is beneficial for the organization as a whole and every individual, in particular.
Ključne besede: organization, organizational culture, values, communication, social responsibility, business ethics, service sector
Objavljeno v DKUM: 08.05.2018; Ogledov: 1698; Prenosov: 90
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Opis: Basic ethical questions, dilemmas and especially decisions do not only affect the life of an individual but can also affect lives of others. In some professional ethics, where decisions about a person's life or death are made, decisions can even be irreversible. In this contribution three ways of deciding by highlighting critical, and reflective decision-making or systematic thought process as the most effective method in ethics have been pointed out. Therefore, taking ethics as a critically reflective morality highlights the fact that we can talk about ethical exploration, so ethics is a process of thinking, not a set of established answers that need only to be passively accepted. It could be concluded that the study of and practice in, evaluating arguments and evidence (moral decision making) via critical thinking as well as using other important skills (raising questions according to Blooms taxonomy and doing a lot of case studies) is the best way to achieve the most fundamental goal in teaching an ethical course -- becoming a better person. And is therefore something that should be in every curriculum.
Ključne besede: authority, critical thinking, ethics, teaching ethics, decision making, intuitions
Objavljeno v DKUM: 19.12.2017; Ogledov: 1151; Prenosov: 157
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Opis: The main purpose of this paper is to examine how employeesʼ personal ethics, expressed through their personal values and attitudes toward social and environmental issues, are associated with the ethics of organizations in public administration. The authors introduce their own theoretical model that examines the relations between employeesʼ personal ethics - expressed through employeesʼ personal values and attitudes toward natural and social environments - and the ethics of public administration. The reported study examined these relations and tested a proposed model based on the answers of 212 employees from public administration organizations in Slovenia. Employeesʼ attitudes toward natural and social environments and the ethics of their organizations were measured using a questionnaire designed to measure aspects of ethics whereas personal values were measured using the Schwartz value survey. The results demonstrated that employeesʼ self-enhancing values significantly influence their attitudes toward the natural environment. Employeesʼ self-transcendence and self-enhancement values significantly influence their attitudes toward the social environment and the ethics of organizations. In addition, research results about the mediation effect of employeesʼ attitudes toward natural and social environments on the association between the employeesʼ personal values and their perception of the ethics of public administration organizations reveals that employeesʼ social attitudes have a significant impact on the ethics of public administration while the impact of self-transcending and self-enhancing values becomes insignificant. Based on results of testing our model we can conclude that the employeeʼs attitudes toward to the social environment represent a significantly more powerful predictor of ethics in public administration organizations than the employeesʼ personal values. These results present a solid basis for further theoretical and practical advancement of public administration ethics.
Ključne besede: attitudes, ethics, natural environment, public administration, Slovenia, social environment, values
Objavljeno v DKUM: 14.07.2017; Ogledov: 1367; Prenosov: 445
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Opis: In the paper the authors first present two approaches to the scrutiny of the culture - Hofstede's dimensions of cultural values and Hall's approach to high- and low-context cultures. In the second part they devote their attention to the interaction of culture and organizational behaviour. They also describe how culture affects the ethics and motivation of employees in companies, the way of communicating, success of conflict solving and organizational change. A special issue is the ethics of interdependence.
Ključne besede: culture, business ethics, ethics, motivation, organization, problem solving, conflicts
Objavljeno v DKUM: 04.07.2017; Ogledov: 1222; Prenosov: 187
Celotno besedilo (118,67 KB)
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Ključne besede: management, ethics, business decision making
Objavljeno v DKUM: 04.07.2017; Ogledov: 1054; Prenosov: 135
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