Purpose – Although there have been several studies on corporate justice and employee ethical behavior, little is known about the conditions in which this link develops. The purpose of this study is to investigate the direct effect of organizational justice and moral attentiveness toward employee ethical behavior. Importantly, this study also considers the moderating role of moral attentiveness on the links between organizational justice and employee ethical behavior. -/- Design/methodology/approach – The data was collected from 350 employees who (...) were assessed directly to supervisors in 12 manufacturing companies placed in Malaysia, operated full-time, and had regular interaction with their direct supervisors. In particular, using two-wave survey data obtained from 270 employees working in the manufacturing industry in Malaysia. -/- Findings – Results showed that organizational justice and moral attentiveness positively impact the employee ethical behavior as predicted. New to the literature, findings disclose that moral attentiveness strengthens this relationship. Importantly, the positive impact of organizational justice is sharply positive under high than low moral attentive employees and ceases to be significant among low morally attentive personnel. -/- Research limitations/implications – This research focused on the notion of ethics and how important it is for society. The principles, norms and ideals that guide an individual’s behavior are referred to as ethics. Because the authors need to be treated with dignity as human beings, ethical behavior is essential in society. -/- Practical implications – The findings of this study send a clear signal to managers that “failing to ensure that their employees perceive organizational justice” may undermine every effort made by them to improve their organizations’ ethical quality. Importantly, the findings emphasize the role of moral attentiveness in improving the ethical behavior of employees both directly and by strengthening the effectiveness of organizational justice to impact such a behavior positively. So, given the advantages of moral attentiveness in terms of improving employee ethical conduct, businesses should make every effort to hire and choose people who meet this requirement because it is not easy to spot this personality trait. Human resource managers may assess candidates’ moral attentiveness using a range of methods such as group debate, an in-basket exercise, organized interviews and business games that concentrate on specific ethical concerns. -/- Social implications – This research focused on the notion of ethics and how important it is for society. The principles, norms and ideals that guide an individual’s behavior are referred to as ethics. Because the authors need to be treated with dignity as human beings, ethical behavior is essential in society. (shrink)

Article considers questions connected with gender aspects of organizational culture. Peculiarities of gender-oriented personnal management techniques are viewed in relation to an organizational culture of an enterprise. Special attention is paid to different views on gender differences. Influence of gender stereotypes on the anticipated quality of a task accomplishment is discussed. Attention is drawn to the need of gender-oriented techniques usade in the process of personnel management.

Some interesting exceptions notwithstanding, the traditional logic of economic efficiency has long favored hierarchical forms of organization and disfavored democracy in business. What does the balance of arguments look like, however, when values besides efficient revenue production are brought into the picture? The question is not hypothetical: In recent years, an ever increasing number of corporations have developed and adopted socially responsible behaviors, thereby hybridizing aspects of corporate businesses and social organizations. We argue that the joint pursuit of financial and (...) social objectives warrants significant rethinking of organizational democracy’s merits compared both to hierarchy and to non-democratic alternatives to hierarchy. In making this argument, we draw on an extensive literature review to document the relative lack of substantive discussion of organizational democracy since 1960. And we draw lessons from political theory, suggesting that the success of political democracy in integrating diverse values offers some grounds for asserting parallel virtues in the business case. (shrink)

Abstract: This study aimed to identify the behavior of organizational citizenship in Palestinian Police Force between reality and expectations, and this study comes to study the reality of human resources and their organizational behavior in the police apparatus, which is the largest security services operating in Gaza Strip, so it is expected that this study will contribute to improving this This aspect will be reflected positively on serving the country and the citizen and achieving security and safety (...) for them. The study relied on the descriptive and analytical approach, using the questionnaire, and targeting a stratified random sample of (400) officers, who hold the rank of captain and above, from the study population of 1550 officers, and the study tool was distributed to the sample members in all departments and governorates Police in Gaza Strip. (353) questionnaires were retrieved, with a recovery rate of (88.3%), and they were analyzed using (SPSS) software. The study found that the organizational citizenship behavior was largely due to all its components. The study also showed that there are statistically significant differences between the respondents ’average response towards the organizational citizenship behavior due to the variables (type of administration, age group, job title, military rank, and years of service). The study recommended taking into account the interests of employees when making decisions and involving them in formulating them, explaining their justifications, and finally, the study recommended that organizational citizenship behavior be considered an organizational value that the police seek, and to create an organizational climate in which a sense of justice prevails, given its prominent role in stability, calm and discipline at work Thus, the elevation of the police institution and the achievement of its desired goals. (shrink)

Aim: This study determined the relationship of the assessment of the respondents on the work environment through the dimensions of physical aspects and job dimensions and how they contribute to the effectiveness of administrators as assessed by the teachers at Liming Vocational University. -/- Methodology: A descriptive method of research was used in this study. This study was conducted at Liming Vocational University in China. The respondents of the study are the 666 teachers from Liming Vocational University. -/- The researcher (...) utilized a self- constructed survey questionnaire. -/- Results: Based on the results, an over-all mean value of 3 .80 reveals that the subject organization is very effective based on the assessment of the teacher respondents. The study also reveals that there were no significant differences in the assessment of the teacher respondents on the organizational effectiveness when they are grouped according to age, educational attainment, and length of service as teachers. The results indicate that in terms of the physical aspects of work environment, demand quality, and social interaction were the most conducive aspects as observed by the teacher respondents. Furthermore, physical aspects in terms of diversity of stimulation, and changeability were found to be moderately conducive as perceived by the teachers. Visibility, on the other hand, it was also observed by the teachers to be moderately conducive, however, it was found to be the least assessed by the respondents among the five physical aspects of work environment. -/- Conclusion: While teacher respondents are mostly young, they have at least earned master’ s degree or have earned units in their Doctoral degree program, and have been in the service as teachers for not quite long. Symbolic identification, fairness and satisfaction, and employee involvement were very effective in the eyes of the teachers, while task instrumentality seems to be the least effective in the organization. Respondents have relatively the same assessment on the organizational effectiveness regardless of their age, educational level they have attained, and length of service as teacher. While job dimension aspect of work environment was felt by the teachers to be very conducive, physical aspects of it was observed by the teachers to be less conducive. Teachers have less felt the visibility of their educational leaders through work job, as well as their ability to find ways and means to improve resources of the organization. Respondents have relatively the same assessment on the physical and job dimension aspects of work environment regardless of their age, educational level they have attained, and length of service as teacher. It can be said that physical aspects of work environment can somehow affect the organizational effectiveness, while job dimension aspects of it was not found to have significant impact on achieving the organization’ s objectives. (shrink)

My aim in this article is twofold. First, I will illuminate the triangular conceptual connections between responsibility, authority, and power as they are exposed in the organizational realm; second, I will show how the three concepts are distinct. Relying on the work of Peter Strawson and his followers on responsibility for my point of departure, I will show that the connection between the inner corporational authority and its inner matching responsibility is different from the connection between the outer corporational (...) forces and influences and the CSR that they develop in reaction to these. This will expose another important distinction between two kinds of responsibility: the organizational kind, as instantiated in organizations, and the social kind, which constitutes the outer aspect of the CSR. Though many thinkers address different kinds of responsibility, a comparative perspective of these different concepts is missing. I attempt to bring three of these separate discourses together to examine them alongside one another, evaluating them in the light of their differences and similarities. This will expose a new typology of ‘responsibility’ that penetrates and illuminates the relations between corporations and society and as such enhance our understanding of organizational responsibility. (shrink)

Workforce education forms one of the core aspects of organizational learning which aims for performance as well as efficiency. Learning is goal-oriented in business organizations. Organizations' activities are highly-oriented towards customer satisfaction. Organizations learn from practice and delivery of services to meet consumer needs and necessities. Perfection, efficiency and smart practices define today's multinational organizational culture. But how do the multinational organizations achieve such perfections in their business operations? This paper addresses this issue by linking teleological aspects of (...) learning and practice to performance, adoption of routines, and learning-induced adaptation in order to explain how they achieve "perfection" in practice and operations. Further, the paper attempts to study a particular aspect of organizational (teleological perfectionism) process by modeling scenarios which define goal oriented organizational learning and adaptation, and underpins how such teleological processes effectively benefit organizations in the long run. Conclusions drawn up from an example being modeled in this paper suggest that teleology, or teleological dynamics play significant role in shaping today's organizations and help explain some (or high) degree of perfectionism in their operations. (shrink)

This paper investigates the relationships between organizational change and trust in management. It is argued that organizational change represents a critical episode for the production and destruction of trust in management. Although trust in management is seen as a semi stable psychological state, changes in organizations make trust issues salient and organizational members attend to and process trust relevant information resulting in a reassessment of their trust in management. The direction and magnitude of change in trust is (...) dependent on a set of change dimensions that reflect trust relevant experiences and information. We distinguish between dimensions related to trust relevant consequences of the change and trust relevant aspects of how the change process is performed. Empirical results indicate that increases in post change emotional stress and the use of referential accounts for justifying change are both negatively related to post change trust in management. The use of ideological accounts and participation were found to be positively related to post change trust in management, so was perceived decision quality. Findings also indicate that the effects of change on trust are negatively moderated by tenure. (shrink)

This study aimed to measure the reality of the determinants of organizational justice from the point of view of the police officers in Gaza Strip, and this study comes to study the reality of human resources and their organizational behavior in the police apparatus, which is the largest security services operating in Gaza Strip, so it is expected that this study will contribute to upgrading In this aspect, to be reflected positively on serving the country and the (...) citizen and achieving security and safety for them. The study relied on the descriptive and analytical approach, using the questionnaire, and targeting a stratified random sample of (400) officers, who hold the rank of captain and above, from the study population of 1550 officers, and the study tool was distributed to the sample members in all departments and governorates Police in Gaza Strip. (353) questionnaires were retrieved, with a recovery rate of (88.3%), and they were analyzed using (SPSS) software. The study found the existence of organizational justice in general in a medium degree and the order of its determinants was as follows: fairness of transactions and to a large degree, followed by fairness of procedures and a medium degree, and finally the fairness of distribution was to a small degree (Type of management, age group, job title, military rank, years of service). The study recommended working on observing the fairness of distribution by providing adequate and fair salaries, granting bonuses for the extra efforts exerted, budgeting in the distribution of duties and job burdens, and creating an organizational climate in which a sense of justice prevails, because of its prominent role in stability, calm and discipline at work, and thus the elevation of the institution Policing and achieving its desired goals. (shrink)

The authors of the book have come to the conclusion that it is necessary to effectively use modern approaches the management of competitiveness the economic entities in order to increase the efficiency of using the resource potential, formation of competitive advantages and development strategies. Basic research focuses on economic diagnostics of ensuring the competitiveness of economic entities, marketing and logistics, analysis of energy-efficient potential, assessment of development potential. The research results have been implemented in the different models of inventory management, (...) corporate social responsibility management, business process management and project management. The results of the study can be used in decision-making at the level the economic entities in different areas of activity and organizational-legal forms of ownership, ministries and departments that promote of development the economic entities and increase their competitiveness. The results can also be used by students and young scientists in modern concepts and mechanisms for management of competitiveness the economic entities in the context of efficient use the resource potential and iintroduction of modern innovations. (shrink)

The authors of the book have come to the conclusion that it is necessary to effectively use modern approaches the management of competitiveness the economic entities in order to increase the efficiency of using the resource potential, formation of competitive advantages and development strategies. Basic research focuses on economic diagnostics of ensuring the competitiveness of economic entities, marketing and logistics, analysis of energy-efficient potential, assessment of development potential. The research results have been implemented in the different models of inventory management, (...) corporate social responsibility management, business process management and project management. The results of the study can be used in decision-making at the level the economic entities in different areas of activity and organizational-legal forms of ownership, ministries and departments that promote of development the economic entities and increase their competitiveness. The results can also be used by students and young scientists in modern concepts and mechanisms for management of competitiveness the economic entities in the context of efficient use the resource potential and introduction of modern innovations. (shrink)

The article gives a definition of the technical and economic potential of the application of the deforming broaching process. Research of the consequences of introducing deforming broaching into technological processes at manufacturing enterprises is carried out on the basis of application of system resource and matrix approach. On the basis of the performed researches, a methodological basis for the economic evaluation of the results of applying deforming broaching on the pro-duction has been developed. The article has improved the well-known scientific (...) and methodological foundations for the determination of technical and economic results of the application of deforming broaching due to the complex identifica-tion of production-organizational decisions - in technical and forms of evaluation in economic spheres. The developed approach gives an opportunity to more accu-rately assess the economic effect of introducing deforming broaching on the min-ing, metallurgical and machine building industries. It can be used to assess the economic effect of introducing other process parts processing. (shrink)

The aim is to examine the multiple meanings of creativity in creative economy. The meanings which reinforce the individual aspect stress that personal characteristics may unlock the wealth that lies within people. The definitions that reinforce the organizational and social aspects understand creativity as a process, which requires knowledge, networks, and technologies that interconnect novel ideas and contexts. The perspectives which reinforce the political aspect see that creativity took the status of a doctrine to secure collaboration between (...) government and industry. However, these notions of creativity stress its instrumental utility and undermine fantasy, play, or uselessness. (shrink)

The article discusses the role and importance of storytelling in the context of creating and maintaining organisational culture in the healthcare sector. Medical institutions are constantly solving complex tasks related to the provision of high-quality medical care and interaction with patients and staff. In this regard, storytelling is an important tool, aimed at strengthening cultural values and adjusting goals. The study examines the nature of organisational culture, its main components and culture, its main components and the peculiarities of its formation (...) and maintenance in medical institutions. Organisational culture affects all aspects of business processes and is an important element of corporate identity, in particular in the healthcare sector. healthcare. The authors determine that storytelling as a communication tool has become an important part of business communication and management in recent decades part of business communication and management practice in recent decades. Storytelling can be used to form common values and create meaningful narratives that promote cultural change and support the organisational organisational identity of healthcare facilities. Stories in healthcare facilities reveal the specifics and uniqueness of the organisation, help to distinguish it from competitors from competitors and create a competitive advantage in the market. They form the organisation’s identity and the loyalty of employees and customers. Storytelling has an impact on on the organisational culture of a medical institution, promotes stability and highlights the unique character of the organisation character of the organisation; it allows to form values, beliefs and needs of of employees based on the institution’s mission. Storytelling is important for understanding medical discourse and the system of narratives in healthcare organisations. It supports or discredits official narratives or discredit them, depending on the perception of stakeholders. It is important that storytelling in healthcare facilities is accessible to all stakeholders and promote internal identification and loyalty to the institution. Thus, storytelling is an essential tool for building and maintaining organisational culture in healthcare facilities, helping to create a unique identity and competitive advantage. The article aims to stimulating discussion of the experience of using storytelling and further research of this important aspect of management in the healthcare sector. of healthcare enterprises. (shrink)

The firm is a real entity and not an imaginary, fictitious or linguistic entity. This implies that the firm as a whole exhibits a sufficient degree of unity or cohesiveness and is durable and persistent through time. The firm is essentially composed of a particular combination of constituents that are bound together by something that acts as an ontological glue, and is therefore non-reducible to other more basic entities, i.e., to its parts or its members. From our perspective, the firm (...) is not simply an aggregate or a collection. It is a real integrated entity and a dynamic causal system. Institutional and organizational aspects enter the picture. These assertions stand in sharp contrast with mainstream theories of the firm whose proponents are more preoccupied with questions of contractual provisions, vertical integration or opportunism than the general and more fundamental questions related to what firms really are. (shrink)

This paper addresses the foundational aspects of the theory of Gen inertia. We attempt to emphasize the cognitive factors that accounts for learning inertia in organizations, and that which prevents employees from generating and absorbing new knowledge. The novel concept of Gen inertia helps us to understand the causes behind inertia in learning among the knowledge workers under organizational settings. This concept of 'Gen inertia' is distinct from the pre-existing concept of organizational knowledge inertia. In this paper, we (...) attempt to identify and underline the factors that act as impediments to effective organizational learning processes. It deals with the existing causes that are responsible for knowledge (learning) inertia in knowledge organizations. We model several scenarios that presumably act as constraints, and therefore, they help us to uncover the existing barriers and obstacles to effective knowledge acquisition. The model assists us to build a system aimed to aid managers and trainers to recognize the underlying causes, which supposedly interferes with employees' learning curve, both in the short run and in the long run. Finally, the research aims to identify and overcome the nature of constraints that employees face while being part of a learning organization. Because it demands proficient handling of new knowledge, and because knowledge organizations subsist on the expertise of the knowledge workers, it is much relevant for the organizations to understand the existing problems that the knowledge workers face so as to enable them to compete with others in the market for knowledge resources. The present paper addresses all these issues and advocates several solutions to identify and then overcome the constraints and barriers to effective learning under organizational cluster settings. (shrink)

Special features of different innovative approaches towards shaping of organizational culture in service firms were analyzed in this paper. Methodological aspects of culture shaping were investigated. This allowed a better understanding of organizational culture as a social phenomenon: its emergence, existence, functioning, and development. It also allowed analyzing its meaning, nature, internal structure, and development logics. A particular emphasis was put on the role of an individual in society and on the development of the professional culture of the (...) service firms’ personnel. Specific characteristics of service firms needed for the shaping of the organizational culture were defined and described. It was shown that the tools of organizational culture, such as learning and training of employees, are currently underrated. (shrink)

The purpose of the article is to analyze aspects of organizational culture of professional ethics in the travel and hospitality industry and to work out recommendations for improvement in the context of the transition to sustainable tourism. The methodological basis of the study is: a) a systematic approach that allowed to consider professional ethics not only its structural components, but also with functional connections and relationships; b) professiographic approach, which discovered the specifics of professional work in the tourism industry; (...) c) statistical approach, that allowed to assess performance of the branch. The article reviews the principles, elements and features of tourism industry and organizational culture of professional ethics at certain stages of production and/or services provision process; contains the author’s definition of professional ethics in terms of sustainable (ethical, socially responsible) tourism; proposes recommendations for the implementation of an ethical approach to the relevant industry companies operations. Tourism is important both in terms of ensuring economic development and social well-being. In recent years, as international experience argues, the competitiveness of the industry increasingly depends on human factors, including professional ethics. It promotes mutual understanding between (among) individuals, people, cultures; serves as a source of tolerance, new knowledge, respect and differences understanding. On the one hand, such a situation is explained by the requirements of society troubled with vulnerability of clients, national traditions and the environment caused by companies irresponsibility; on the other hand, the interest of the business community is to reduce costs, to increase longterm profits, confidence in sustainability of the business relationship, to implement the right choice of the alternatives to encourage such behavior in others. At the same time, ignoring the basic principles of ethical professional conduct by the organization is accompanied with unforeseen losses; causes an uncontrolled flow of trials, applying civil and criminal sanctions by regulators, losses of employees’ loyalty, customers and business partners, chaos in relationships, staff turnover, etc. All abovementioned determines the practical significance of the research. (shrink)

This research explores the crucial role of leadership transitions in educational institutions, particularly at Immaculate Conception College of Balayan, Inc. (ICCBI). Recognizing the profound impact of leadership practices on organizational effectiveness, this study addresses nuanced aspects of employee engagement during transitions. Using a qualitative case study design involving face-to-face interviews, common themes emerge regarding the transition of leadership, such as inclusive decision-making, resistance to new policies, unclear communication, continuity in vision, mission, and commitment, and transparency. The findings underscore the (...) substantial influence of leadership transitions on the institution's dynamics, shaping its mission, vision, and commitment to both students and employees. Proactively addressing challenges is emphasized as crucial for maintaining a positive work environment and enhancing organizational effectiveness. The study further recommends a strategic focus on transforming challenges into -/- opportunities, prioritizing employee engagement, and implementing the outlined strategies to foster a healthy work- life relationship within Immaculate Conception College of Balayan, Inc. (shrink)

Dynamicism has provided cognitive science with important tools to understand some aspects of “how cognitive agents work” but the issue of “what makes something cognitive” has not been sufficiently addressed yet, and, we argue, the former will never be complete without the later. Behavioristic characterizations of cognitive properties are criticized in favor of an organizational approach focused on the internal dynamic relationships that constitute cognitive systems. A definition of cognition as adaptive-autonomy in the embodied and situated neurodynamic domain is (...) provided: the compensatory regulation of a web of stability dependencies between sensorimotor structures, is created and preserved during a historical/developmental process. We highlight the functional role of emotional embodiment: internal bioregulatory processes coupled to the formation and adaptive regulation of neurodynamic autonomy. Finally, we discuss a “minimally cognitive behavior program” in evolutionary simulation modelling suggesting that much is to be learned from a complementary “minimally cognitive organization program”. (shrink)

There has been a particular emphasis on knowledge and competence as increasingly important resources for successful enterprises. This notion of knowledge is based on “positive knowledge” that knowing is merely a constructive, linear and accumulative process. We will introduce the notion of “negative knowledge” that involves “giving up” or “bracketing” knowledge in certain situations. When experts encounter something that is incompatible with their knowledge, they should be sensitive enough to recognise a new situation by suspending their action. In addition to (...) exploring the idea of “unlearning”, the paper introduces three other aspects of negative knowledge: “to know what we do not know”, “to know what not to do” and the value of failures. Negative knowledge seems to be possible, useful, and even necessary in expert organisations since old ways of thinking or knowing something often prevent us to see new potentials. (shrink)

The focus of the following article is on the use of new robotic systems in the manufacturing industry with respect to the social dimension. Since “intuitive” human–machine interaction (HMI) in robotic systems becomes a significant objective of technical progress, new models of work organization are needed. This hypothesis will be investigated through the following two aims: The first aim is to identify relevant research questions related to the potential use of robotic systems in different systems of work organization at the (...) manufacturing shop-floor level. The second aim is to discuss the conceptualization of (old) organizational problems of human–robot interaction (HRI). In this context, the article reflects on the limits of cognitive and perceptual workload for robot operators in complex working systems. This will be particularly relevant whenever more robots with different “roles” are to be increasingly used in the manufacturing industry. The integration of such complex socio-technical systems needs further empirical and conceptual research with regard to “social” aspects of the technical dimension. Future research should, therefore, also integrate economic and societal issues to understand the full dimensions of new human–robot interaction in industry today. (shrink)

The current industrial revolution is said to be driven by the digitization that exploits connected information across all aspects of manufacturing. Standards have been recognized as an important enabler. Ontology-based information standard may provide benefits not offered by current information standards. Although there have been ontologies developed in the industrial manufacturing domain, they have been fragmented and inconsistent, and little has received a standard status. With successes in developing coherent ontologies in the biological, biomedical, and financial domains, an effort called (...) Industrial Ontologies Foundry (IOF) has been formed to pursue the same goal for the industrial manufacturing domain. However, developing a coherent ontology covering the entire industrial manufacturing domain has been known to be a mountainous challenge because of the multidisciplinary nature of manufacturing. To manage the scope and expectations, the IOF community kicked-off its effort with a proof-of-concept (POC) project. This paper describes the developments within the project. It also provides a brief update on the IOF organizational set up. (shrink)

The objective of this longitudinal study is to analyze the intrinsic drivers and values underlying managers’ organizational citizenship behaviors for the environment from a developmental psychology perspective based on measuring the stages of consciousness that shape the meaning-making systems of individuals. At time 1, the stages of consciousness of 138 managers were qualitatively assessed using the Leader Development Profile test. At time 2, a quantitative survey measured the environmental beliefs and OCBEs of these managers. The links between stages of (...) consciousness, environmental beliefs, and OCBEs were analyzed using hierarchical regressions. The main findings show that managers’ stages of consciousness positively influence two types of OCBEs, namely eco-initiatives and eco-helping, while environmental beliefs influence eco-helping and eco-civic engagement but do not appear to be connected with the stage of consciousness development. This paper first contributes to the literature on corporate greening by shedding more light on the aspects of behavioral and developmental psychology that underlie environmental leadership. Second, it bridges the gap between theories that have developed separately by showing the interconnectedness between the managers’ stage of consciousness and the more concrete environmental behaviors in the workplace that could have emulative effects throughout the organization. (shrink)

Human-centered explainable AI (HCXAI) advocates for the integration of social aspects into AI explanations. Central to the HCXAI discourse is the Social Transparency (ST) framework, which aims to make the socio-organizational context of AI systems accessible to their users. In this work, we suggest extending the ST framework to address the risks of social misattributions in Large Language Models (LLMs), particularly in sensitive areas like mental health. In fact LLMs, which are remarkably capable of simulating roles and personas, may (...) lead to mismatches between designers' intentions and users' perceptions of social attributes, risking to promote emotional manipulation and dangerous behaviors, cases of epistemic injustice, and unwarranted trust. To address these issues, we propose enhancing the ST framework with a fifth 'W-question' to clarify the specific social attributions assigned to LLMs by its designers and users. This addition aims to bridge the gap between LLM capabilities and user perceptions, promoting the ethically responsible development and use of LLM-based technology. (shrink)

This volume presents research that integrates decision making and creativity within the social contexts in which these processes occur. The volume is an essential addition to and expansion of recent approaches to decision making. Such approaches attempt to incorporate more of the psychological and socio-cultural context in which human decision making takes place. The authors come from different disciplines and also belong to a broad spectrum of research traditions. They present innovative chapters dealing with both theoretical and empirical aspects of (...) decision making in different personal and organizational contexts. All chapters are written from the perspective that human decision making is inherently social and more or less creative. The volume addresses fundamental questions about the nature of human decision making as it occurs in different social contexts. Thereby, it becomes essential reading for researchers in decision making and for advanced students in psychology, management science, informatics, and related disciplines. (shrink)

This article analyzes emerging artificial intelligence (AI)-enhanced lie detection systems from ethical and human resource (HR) management perspectives. I show how these AI enhancements transform lie detection, followed with analyses as to how the changes can lead to moral problems. Specifically, I examine how these applications of AI introduce human rights issues of fairness, mental privacy, and bias and outline the implications of these changes for HR management. The changes that AI is making to lie detection are altering the roles (...) of human test administrators and human subjects, adding machine learning-based AI agents to the situation and establishing invasive data collection processes as well as introducing certain biases in results. I project that the potentials for pervasive and continuous lie detection initiatives (“truth machines”) are substantial, displacing human-centered efforts to establish trust and foster integrity in organizations. I argue that if it is possible for HR managers to do so, they should cease using technologically-based lie detection systems entirely and work to foster trust and accountability on a human scale. However, if these AI-enhanced technologies are put into place by organizations by law, agency mandate, or other compulsory measures, care should be taken that the impacts of the technologies on human rights and wellbeing are considered. The article explores how AI can displace the human agent in some aspects of lie detection and credibility assessment scenarios, expanding the prospects for inscrutable, “black box” processes and novel physiological constructs (such as “biomarkers of deceit”) that may increase the potential for such human rights concerns as fairness, mental privacy, and bias. Employee interactions with autonomous lie detection systems rather with than human beings who administer specific tests can reframe organizational processes and rules concerning the assessment of personal honesty and integrity. The dystopian projection of organizational life in which analyses and judgments of the honesty of one’s utterances are made automatically and in conjunction with one’s personal profile provides unsettling prospects for the autonomy of self-representation. (shrink)

Despite Lyotard’s proclaimed end of metanarratives in a post-modern predicament, metanarratives appear to be making a comeback. This is the case for antinatalism, a relatively recent ideological formation or moral philosophical perspective that has spawned a new social movement with an active presence in social media. The organizational and structural aspects of NSMs render them amenable to being labeled as ‘post-modern’. In this context, the emergence of ideologies as moral philosophies, such as antinatalism, loom like an outsider, or like (...) a retro fissure in a plastic canvass. The reason is that antinatalism shares the holistic, fundamentalist and totalizing discursive traits of modernist metanarratives that were heralded by Lyotard (1984) as being outmoded in a post-modern condition. Yet, this metanarrative is also different in fundamental aspects from traditional metanarratives. These aspects pertain to its rhetorical self-reflexivity and to its pre-occupation with rooting the propounded arguments in empirical particulars, rather than in a metaphysical or transcendentalist realm. This new form of metanarrative I call metametanarrative as it constitutes a philosophical regression, so to speak, in a pre post-modernist cultural milieu. (shrink)

This paper examines how different forms of performance evaluation relate to aspects of the creative climate in a major pharmaceutical company. The study was based on a large employee-attitude survey that was distributed to all company employees. The study analyses survey results from 5,333 employees at five R&D sites. The results indicate that management’s evaluation of employees (either dialogue-based or control-based) relates to the type of motivation (intrinsic or extrinsic) that drives employees, to their style of thinking (value-focused thinking) and (...) on their attitudes to organizational creativity. The paper then discusses implications of these findings for HRM. (shrink)

Change has traditionally been perceived as something to be avoided in favor of stability. This can be witnessed in both individual and organizational approaches to change. In this paper, change as a process of becoming is analyzed. The author relates change to seduction to introduce new perspectives to the concept. The principal idea is that the process of change is a seductive experience. This assumption highlights the positive aspects of becoming, growing, and changing. In doing so, reference is made (...) to the philosophy of Gilles Deleuze, as well as the humanistic psychology of Carl Rogers, to analyze seduction, as presented in The Seducer’s Diary by the philosopher Søren Kierkegaard. The qualification of this claim is based on this reading. Finally, a conclusion is offered through brief comments on the relationship between seduction, personal growth, and self-actualization. (shrink)

Cunoașterea și informațiile (abordate în ansamblu sau în componentele lor distincte) sunt o preocupare majoră pentru tehnologia informației, sisteme de informații, știința informației și activitatea de informații în general. Procesul obţinerii, prelucrării şi analizei informaţiilor este o preocupare majoră pentru societatea actuală. În acest scop se folosesc procedee şi tehnici specifice pentru culegerea sau generarea de informaţii, prelucrarea acestora prin analiză şi sinteză, generarea de predicţii şi strategii, transmisia şi prezentarea informaţiilor factorilor de decizie, şi stocarea lor. Analiza informațiilor poate (...) fi caracterizată ca o intreprindere epistemologică, care urmărește să dezvolte o înțelegere clară a produselor cunoașterii. Perspectiva lui Polanyi despre cunoaștere servește unor considerații epistemologice fundamentale privind cunoașterea ca produs. Conceptul acesta de cunoaștere personală contribuie la o înțelegere mai profundă a cunoașterii. Perspectiva inversează ierarhia tradițională epistemologică. Cea mai mare provocare ar putea fi aceea de a convinge analiștii, conducerea și clienții lor de avantajele metodelor analitice structurale. O introducere treptată și naturală a acestor metode în fluxul obișnuit de procese și produse de informații ar putea fi mai eficientă decât realinierea la scară largă a gândirii. "Spațiul" activităților de informații s-a extins de la guverne ca actori statali la actori non-statali precum ONG-uri, instituții transnaționale și corporații, firme private și grupuri de interese și presiuni reprezentând comunități, concepte și ideologii diverse. Procesul de luare a deciziilor a devenit dispersat și granular. Actuala "democratizare" a serviciilor de informații are un impact major asupra colectării și analizei informațiilor, și a procesului decizional, determinând serviciile de informații să devină mai transparente, să ia în considerație dezbaterile publice a acțiunilor lor și să fie nevoite, uneori, să le justifice public. Un domeniu de care pot beneficia serviciile de informații este cel al managementului cunoașterii, implicat într-o dezbatere riguroasă asupra conceptelor, teoriilor și abordărilor cunoașterii și utilizării acestora. Noua paradigmă a serviciilor de informații impune schimbări majore la nivel organizațional și de pregătire a profesioniștilor pentru a înțelege și adopta noile concepte și tehnologii. -/- CUPRINS -/- Introducere 1 Cunoaștere - Definirea cunoașterii în filozofie - Comunicarea cunoașterii - Cunoașterea situată - Cunoașterea parțială - Cunoașterea științifică - 1.1 Ontologia - - Prezentare generală - - - Unele întrebări fundamentale - - - Concepte - - - Tipuri - - Istorie - - - Originile - - - - Parmenide și monismul - - - - Pluralismul ontologic - - - - Platon - - Ontologia în știință - - Alte subiecte ontologice - - - Formațiuni ontologice - - - Certitudine ontologică și epistemologică - - - Corpul și mediul, care pun la îndoială semnificația ființei - - - Ontologie și limbă - - - Ontologie și geografia umană - - - Realitate și actualitate - 1.2 Epistemologia - - Context și semnificație - - Cunoașterea - - - Cunoașterea că, cunoașterea cum și cunoașterea directă - - - Credință - - - Adevăr - - - Justificare - - - Problema lui Gettier - - - Externalism și internalism - - - Problema valorii - 1.3 Metodologii - - Prezentare generală - - - Procesul - - - - Formularea unei întrebări - - - - Ipoteza - - - - Predicția - - - - Testarea - - - - Analiza - - - Alte componente - - - - Replicarea - - - - Examinarea externă - - - - Înregistrarea și partajarea datelor - - Investigații științifice - - - Proprietățile cercetării științifice - - - Credințe și prejudecăți - - Elementele metodelor științifice idealizate - - Elemente ale metodei științifice - - - Caracterizări - - - Incertitudine - - - Definire - - - Dezvoltarea ipotezelor - - - Predicții din ipoteze - - - Experimente - - - Evaluare și îmbunătățire - - - Confirmarea - - Modele de cercetare științifică - - - Modelul clasic - - - Modelul ipotetico-deductiv - - - Modelul pragmatic - - Știința sistemelor complexe - 1.4 Hermeneutica - - Etimologie - - Hermeneutica filosofică - - - Hermeneutica modernă - - - - Schleiermacher (1768-1834) - - - - Dilthey (1833-1911) - - - - Heidegger (1889-1976) - - - - Gadamer (1900-2002) și colab. - - - - Noua hermeneutică - - - - Hermeneutica marxistă - - - - Hermeneutica obiectivă - 1.5 Filosofia limbajului - - Subiecte și sub-domenii majore - - - Compoziție și părți - - - Natura sensului - - - Referință - - - Mintea și limba - - - - Înnăscut și învățat - - - - Limba și gândul - - - Interacțiunea socială și limba - - Limbajul și filozofia continentală - - Probleme în filosofia limbajului - - - Imprecizia - - - Problema universalului și a compoziției - - - Natura limbajului - - - Abordări formale versus informale - - - Traducere și interpretare - 1.6 Logica - - Concepte - - Forma logică - 1.7 Filosofia logicii - - Adevăr - - - Purtătorii de adevăr - - - Adevăruri analitice, adevăr logic, valabilitate, consecință logică și implicare - 1.8 Declarații - - Declarația ca o entitate abstractă - 1.9 Dileme - - Utilizarea dilemei în logică - 1.10 Limitările cognitive - - Colin McGinn - - Friedrich Hayek - - John Tyndall - - Noam Chomsky - - Fenomene și obiecte și evenimente care nu se pot simți (numene) - - Noi misterieni - 1.11 Managementul cunoașterii - - Cercetare - - - Dimensiuni - - - Strategii - - - Motivații - 1.12 Ingineria cunoașterii - 1.13 Cunoașterea tacită în activitatea de informații 2 Date - Date, informații, cunoaștere și înțelepciune - În alte domenii - Memoria - - Procese - Înregistrări - 2.1 Referințe - - Etimologie și semnificații - - Semantică - - - Sens - - - Referent absent - - - Semnul lingvistic - - Informatică - - Biblioteci și știința informației - - Psihologie - - Școala - - Lege - - Artă - 2.2 Simboluri - - Etimologie - - Definiții - - Simbolurile și semiotica - - Psihanaliza, retorica și arhetipuri - - Paul Tillich - - Rolul contextului în simbolism - - - Semnificația istorică - - - Context - - Acțiuni simbolice - 2.3 Baze de date - - Baze de date guvernamentale - - - Uniunea Europeană - - Baze de date naționale ADN - 2.4 Metadate - - Definiție - - Identificarea - - - Exemplu - 2.5 Statistici - - Domeniu - - - Statistica matematică - - - Prezentare generală 3 Informații - Abordarea teoriei informației - Ca intrare senzorială - Ca reprezentare și complexitate - Informația ca mesaj - Informația ca determinant al transformărilor - Utilizarea studiului informațiilor - Informații mediate tehnologic - Informații sub forma unor fișiere - Semiotica - 3.1 Teoria informației - - Domeniul de studiu - - Evoluție - - Cantități de informații - - - Entropia unei surse de informații - - - Entropia comună - - - Entropia condițională (echivocă) - - - Informații reciproce (transinformații) - - - Divergența Kullback-Leibler (câștigul de informații) - - - Alte cantități - - Teoria codificării - - - Teoria surselor - - - - Rata - - - Capacitatea canalului - - - - Capacitatea anumitor modele de canale - - Aplicații în alte domenii - - - Utilizări în intelligence și aplicații de secretizare - - - Generarea numerelor pseudoaleatorii - - - Explorarea seismică - - - Semiotica - - - Aplicații diverse - - Unități de informație - - Unități primare - - Unități derivate din biți - - - Octet (byte) - - - Nibble - - - Cuvânt, bloc și pagină - - Exemple de valori - 3.2 Tehnologia informației - - Procesarea datelor - - - Stocarea datelor - - - Regăsirea datelor - - - Transmisia de date - - - Manipularea datelor - - Perspectiva - - - Perspectiva academică - - - Perspectiva etică - 3.3 Confidențialitatea informațiilor - - Tipuri de informații - - - Internet - - - Televiziunea prin cablu - - - Informații medicale - - - Informații financiare - - - Localizarea - - - Informații politice - - - Informații educaționale - - Legalitatea - 3.4 Informații sensibile - - Informații non sensibile - - - Informații publice - - - Informații de rutină în afaceri - - Tipuri de informații sensibile - - - Informații comerciale confidențiale - - - Informații clasificate - - Protecția legală împotriva divulgării neautorizate - - - Informații personale și private - - - Informații de afaceri confidențiale - - - Informații clasificate - - Informații sensibile digitale - 3.5 Informații clasificate - - Clasificări guvernamentale - - Nivele de clasificare - - - Top Secret (TS) - - - Secret - - - Confidențial - - - Resticționat - - - Neclasificat - - Permisul de acces - - Informații compartimentate - - Informații nucleare - - Internațional - - - Clasificările NATO - - - Organizații internaționale - - - Clasificări echivalente în diferite țări - - Clasificarea corporativă - - Protocolul luminii de trafic - 3.6 Tipuri de informații clasificate 4 Activitatea de informații - 4.1 Istoria activității de informații - 4.2 Știința informației - - Fundamente - - - Domeniu de aplicare și abordări - - - Definiții ale științei informației - - - Filozofia informației - - - Ontologie - - Extragerea informațiilor - - Vectori de cercetare și aplicații - - - Accesul la informații - - - Arhitectura informațiilor - - - Managementul informațiilor - - - Extragerea informațiilor - - - Societatea informațională - - - Reprezentarea cunoașterii și raționamentul - 4.3 Ontologia activității de informații - 4.4 Economia informațională - - Valoarea informațiilor - - Informațiile, mecanismul prețurilor și organizațiile - - Asimetria informațională - - - Semnalizare - - - Screening - - Bunuri informaționale - - - Împachetarea - 4.5 Economia informațiilor industriale - 4.6 Managementul informațiilor - - Aspecte teoretice - - - Teorii comportamentale și organizaționale - - - Teoria economică - - Managementul informațiilor strategice - - - Alinierea tehnologiilor și strategiilor de afacere cu managementul informațiilor - - - Un model de portofoliu contemporan pentru informații - - - Competențe pentru gestionarea calității informațiilor - - - Rezumat - - Operaționalizarea managementului informațiilor - - - Gestionarea schimbării necesare - - - Opera timpurie a lui Galbraith - - - Organizații matriceale - - Informații în sursă deschisă - - - Surse deschise pentru informații - - - Definiții pentru OSINT - - - Informații competitive - - - OSINT în afaceri - 4.7 Ciclul de informații - 4.8 Managementul ciclului de informații - - Prezentare generală - - - Definirea intelligence - - - Managementul ciclului de informații - - - Planificarea și prezentarea generală a direcției - - Cerințe - - - Naționale / strategice - - - Militare / operaționale - - Arhitectura intelligence - - - Bugetarea - - - Factori politici - - - Echilibrarea aplicării legii și securitatea națională - - - Public versus privat - - Planificarea colectărilor - - - CCIRM - - Emiterea de ordine și cereri - - - Prioritizare - - Alte subiecte - - - Folosirea politică greșită - - - Intelligence clandestină față de acțiunea sub acoperire - - - - Coordonarea acțiunii HUMINT și a acțiunii sub acoperire - - - - Riscuri și resurse comune - - Eșecurile din ciclul intelligence - - Alte cicluri - - - Bucla Boyd OODA - 4.9 Informațiile în afaceri (Business intelligence) - - Componente - - Istorie - - Depozitarea datelor - - Comparație cu inteligența competitivă - - Comparație cu cercetarea analitică de afaceri - - Aplicații într-o întreprindere - - Prioritizarea proiectelor - - Factori de succes în implementare - - - Suportul afacerii - - - Nevoile afacerii - - - Cantitatea și calitatea datelor disponibile - - Aspect utilizator - - Date semistructurate sau nestructurate - - - Date nestructurate vs. date semistructurate - - - Probleme cu date semistructurate sau nestructurate - - - Utilizarea de metadate - 4.10 Informații competitive - - Dezvoltare istorică - - Tendințe recente - - Domenii similare - - Etica - - Externalizarea - 4.11 Analogii cu alte discipline - - Știința - - Arheologia - - Afaceri - - Medicina 5 Comunitatea - 5.1 Sisteme informaționale - - Prezentare generală - - Tipuri de sisteme informaționale - 5.2 Comunicarea - - Comunicare nonverbală - - Comunicare verbală - - Comunicarea scrisă și dezvoltarea sa istorică - - Comunicare de afaceri - - Comunicare familială - - Comunicarea interpersonală - - Proiectarea comunicării - - Revoluția comunicării informațiilor - - Consultanța - 5.3 Societatea informațională - - Ce este? - - Creșterea informației în societate - - Dezvoltarea modelului societății informaționale - - - Tranziția economică - - Procesarea informațiilor sociale - 5.4 Guvernarea electronică - - Definirea e-guvernării - - Indicele ONU de dezvoltare a e-guvernării - - Exemple de e-guvernare și e-guvernanță - 5.5 Servicii secrete - - Relația dintre serviciile aceleiași țări - 5.6 Epistemologia activității de informații - 5.7 Comunități epistemice - 5.8 Comunități epistemice în UE - - Conceptul comunităților epistemice și limitele sale - - Agenția Europeană de Apărare - - Centrul UE de analiză a informațiilor - - Concluzie 6 Contrainformații - 6.1 Istoria spionajului - - Istoria timpurie - - Europa timpurie modernă - - Secolul al 18-lea - - - Franța - - - Marea Britanie - - - Spionaj industrial - - - Revoluția americană, 1775-1783 - - - Revoluția franceză și războaiele napoleoniene, 1793-1815 - - Secolul al 19-lea - - - Războiul civil american 1861-1865 - - - Informații militare - - - - Austria - - - - Marea Britanie - - - - Franța - - - - Germania - - - - Italia - - - - Rusia - - - Informații navale - - - Contraspionaj - - Secolul 20 - - - Agenții de informații civile - - - Primul Razboi Mondial - - - - Decodarea - - - Revoluția rusă - - - Perioada interbelică - - - - Germania nazistă - - - Al doilea razboi mondial - - - - MI6 în Marea Britanie - - - - MAGIC: SUA sparge codul japonez - - - - OSS în Statele Unite - - - - Contraspionaj - - - Războiul rece - - - Războiul post-rece - - - - Războiul din Irak 2003 - - - - Antiterorism - - - - - Israel - 6.2 Spionajul - - Țintele spionajului - - Metode și terminologie - - - Tehnologii și tehnici - 6.3 Contraspionaj - - Operațiunile de contraspionaj defensive - - - Contra-HUMINT - - - Motivații pentru divulgarea informațiilor și operațiunilor - - Teoria contraspionajului ofensiv - 6.4 Securitatea - - Clasificarea securității - - Concepte de securitate - - Managementul securității în organizații - 6.5 Terorism - - Lupta UE împotriva terorismului - - - Strategia UE - - - - Prevenirea - - - - Protecția - - - - Urmărirea - - - - Răspunsul - 6.6 O teorie a contrainformațiilor - - Definiții concurente - - Serviciile de informații - - - Factorii care determină comportamentul serviciilor de informații - - Contrainformații aplicate - - - Asistență politică - - - Suport operațional - - - Evidențierea documentelor - - Operațiuni de contrainformații - - Contraspionaj - - Domenii de studiu 7 Culegerea de informații - 7.1 Extragerea cunoașterii - - Privire de ansamblu - - Extragerea din surse structurate în RDF - - - Maparea din tabele/vizionări RDB în entități/atribute/valori RDF - - - Mapări complexe ale bazelor de date relaționale RDF - - - XML - - Extracția din surse naturale de limbaj - - - Extracție de informații (EI) tradițională - - - Extracția de informații bazată pe ontologie (EIBO) - - - Învățarea ontologiei - - - Adnotare semantică - - - Instrumente - - Descoperirea de cunoștințe - 7.2 Colectarea de informații umane - - Surse - - Operații de bază HUMINT - - - Pregătirea ofițerilor pentru lucrul în culturi - - - Diferențierea de bază pe tip de subiect - - - Selectarea surselor potențiale - - - Identificare - - - Tipuri de interviuri - - - - Informarea (debriefing) - - - - Interogare - - - Planificarea interviului inițial - - - - Caracteristicile interogatorului (anchetatorilor)â - - - - Sprijinirea nevoilor - - - - Atitudini ale subiectului - - - Planificarea interviurilor suplimentare - - Principii de interogare - - - Raport de construcție - - - Utilizarea înregistratoarelor - - - Lucrul cu interpreți - - Surse recrutate / de încredere - - - Spionaj - - Analiza relațiilor dintre subiecții HUMINT - 7.3 Investigații - - Surse clasice - - - Deducția - - - Inducția - - - Abducția - - Investigații criminale - 7.4 Profilarea infractorilor - 7.5 Informația asimetrică - - Modele de informații asimetrice - - Selecția adversă - - - Semnalizare (Signaling) - - - Investigare (Screening) - - Aplicarea asimetriei de informații în domeniul cercetării - - Surse de asimetrie informațională - - Efectul blogurilor asupra asimetriei informaționale - - Efectul inteligenței artificiale asupra asimetriei informaționale - 7.6 Proiectarea mecanismului - - Intuiția - - Proiectarea - - - Mecanismul - - - Principiul revelației - - - Gradul de implementare - 7.7 Raportul circular - - Exemple specifice - 7.8 Liberul acces la informații 8 Supravegherea - Tipuri - - Calculator - - Telefoane - 8.1 Camere de supraveghere - 8.2 Camere IP - - Standarde - - Avantaje ale camerelor IP - - Dezavantaje potențiale - 8.3 Camere web - - Probleme de intimitate - - Efecte asupra societății moderne - - Utilizări ale camerelor web - - - Monitorizare video pentru îngrijirea copiilor - - - Comerț - - - Apeluri video și videoconferințe - - - Video de securitate - - - Clipuri video și fotografii - - - Dispozitive de control al intrărilor - - Tehnologia camerelor web - 8.4 Supravegherea în IR - - Applicații - - Specificații - - Cum funcționează supravegherea în IR - 8.5 Supravegherea în masă - - Supravegherea în masă în Uniunea Europeană - - - INDECT - - - HIDE - 8.6 Supravegherea aeriană - 8.7 Supravegherea calculatoarelor - - Emanații - - Policeware - 8.8 Interceptarea convorbirilor telefonice - - Aspecte legale - - Supravegherea electronică a telefoanelor - 8.9 Identificarea automată și captura de date (AIDC) - 8.10 Captarea datelor din documente tipărite - - Cele mai cunoscute tipuri de aplicații - - - ABBYY - - - Accusoft - - - AnyDoc Software - - - Cvision Technologies - - - Expervision - - - I.R.I.S. Group - - - LEADTOOLS - - - Nuance Communications - - - PSIGEN Software - 8.11 Ingineria securității - - Calificări - - Atitudini privind securitatea - - Practici de bază - - Subdomenii - 8.12 Securitatea calculatoarelor - - Securitate prin proiectare - 8.13 Biometria - - Sisteme biometrice adaptive - - Direcții noi de dezvoltare - - - Accesul în rețele publice - - Supravegherea biometrică - - Funcționalitatea biometrică 9 Analiza informațiilor - Prezentare generală - Metoda analitică - - Stabilirea obiectivelor pentru o analiză de informații - - - Fii îndrăzneț și cinstit - - - Acord privind conținutul - - - Orientarea spre clienți - - - Orientarea spre colegi - - Organizând ceea ce aveți - Natura analizei - - Tipuri de raționament - - - Inducție: căutarea cauzalității - - - Deducția: aplicarea generalului - - - Intuiția instruită - - - Metoda științifică - - Metode de analiză - - - Analiza oportunităților - - - Analiza cuiului de siguranță - - - Analiza ipotezelor concurente - - - Analogie - Procesul analitic - - Definirea problemei - - Generarea de ipoteze - - Determinarea nevoilor de informații și colectarea de informații - - Evaluarea surselor - - Evaluarea ipotezelor (teste) - - Producția și ambalarea - - Evaluarea colegială - - Feedback de la client și evaluarea producției - Nu uitați niciodată utilizatorul final - 9.1 Conceptualizarea funcțiilor analizei de informații - 9.2 Metodologii în analiza informațiilor - 9.3 Euristica în analiza de informații - - Puterea de expertiză - - Paradoxul de expertiză - - Sarcinile analiștilor de informații - - Pro și contra echipelor - - Tehnologii - - Metodologii analitice - - Euristica - 9.4 Raționamentul inductiv - - Raționamentul inductiv vs. raționamentul deductiv - - Critici - - - Prejudecăți - - Tipuri de raționament inductiv - - - Generalizare - - - Silogismul statistic - - - Inducția simplă - - - Argumentul din analogie - - - Inferența cauzală - - - Predicția - - Inferența bayesiană - - Inferența inductivă - 9.5 Evaluarea informațiilor - - Procesul de evaluare a informațiilor - - Ciclul informațiilor centrice specifice - - Evaluarea informațiilor criminale - - - Utilizarea de Armata SUA - - - Procesul CRIMINT - - Analiza informațiilor criminale - 9.6 Abordarea orientată spre țintă a ciclului de informații - - Analiza orientată pe țintă - - - Procesul de intelligence - - Crearea modelului - - - Modele în intelligence - - - Surse de informații de intelligence - - - Popularea modelului - - Analiza organizațională - - Aplicarea abordării centrate pe țintă în intelligence - - Critici - 9.7 Analiza ipotezelor competitive - - Proces - - Puncte forte - - Puncte slabe - - - Analiza structurată a ipotezelor concurente - - - Alte abordări ale formalismului - 9.8 Analiza indicatorilor - - Istorie - - Elemente de analiză a indicatorilor - - - Tehnici analitice structurate - - - Cerință - - - Categorii - - - Factori - - - Scenarii - - - Indicatori - - Proces - - Beneficii - - Puncte slabe - - Tehnici analitice structurate înrudite - 9.9 Cuvinte de probabilitate estimativă - - Istorie - - - Informații - - - - Eșecuri de politică și de informații legate de CPE - - Reformele metodologiei - - - Cuantificarea fiabilității sursei și a încrederii analitice - - - Analiza stocastică - - - Standardizare - - - - Experiența Mercyhurst cu CPE standardizate - 9.10 Predicții - - Predicții informale pe bază de ipoteze - - Sondaje de opinie - - Statistici - - Supranaturalul (profeții) - - Predicția în știință - - Finanțe 10 Media și rețele sociale - Studiul - Istoria - Nivele de analiză a rețelelor sociale - - Nivel micro - - Nivel mediu - - Nivel macro - Legături teoretice - - Teorii importate - - Teorii specifice - Decalaje structurale - Clustere de cercetare - - Comunicare - - Comunitate - - Rețele complexe - - Rețele criminale - - Difuzarea inovațiilor - - Demografie - - Sociologia economică - - Sănătate - - Ecologie umană - - Limba și lingvistica - - Rețele literare - - Studii organizatorice - - Capitalul social - - Poziția și beneficiile rețelei - - Media socială - Servicii în rețele sociale - - Impactul social - - Caracteristici tipice - - Caracteristici suplimentare - 10.1 Media socială - - Clasificarea mediei sociale - - - Viralitate - - Bloguri - - Comunicarea prin calculator - - Defăimarea - - Jurnalism - - - Mass media - - Facebook - - Twitter - - YouTube - 10.2 Știri - - Caracteristici - - - Noutatea - - - Marfă - - - Tonul - - - Valoarea de noutate a știrii - - Media de știri - - - Ziare - - - Televiziunea - - - Internet - 10.3 Psihologia mulțimilor - 10.4 Manipularea prin media - - Contexte - - - Activism - - - Publicitate - - - Farsa - - - Propaganda - - - Război psihologic - - - Relații publice - - Tehnici - - - Marketingul motoarelor de căutare - - Profesioniști în conformitate - - - Tehnici - 10.5 Psihologia rețelelor sociale - - Neuroplasticitatea - 10.6 Analiza rețelelor sociale 11 Etica - Definirea eticii - 11.1 Relativismul moral - - Variații - - - Descriptiv - - - - Meta-etic - - - - Normativ - 11.2 Utilitarism - - Etimologie - - Fundal istoric - - - Filozofia chineză - - - Filosofia occidentală - 11.3 Dileme etice - - Exemple de dileme etice - - Răspunsuri la argumente - - Dileme morale - - - Exemple - - - Conceptul - - - Probleme - 11.4 Codul de conduită FBI - 11.5 Meta-etica - - Întrebări meta-etice - - Teoriile semantice - - - Centralism și non-centralism - 11.6 Filosofia dreptului - - Jurisprudență analitică - - Jurisprudența normativă - - Abordări filosofice ale problemelor juridice Încheiere Resurse Despre autor - Nicolae Sfetcu - - De același autor - - Contact Editura - MultiMedia Publishing . 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Purpose – With the growing demand for ethical standards in the prevailing business environment, ethical leadership has been under increasingly more focus. Based on the social exchange theory and social learning theory, this study scrutinized the impact of ethical leadership on the presentation of ethical conduct by employees through the ethical climate. Notably, this study scrutinized the moderating function of the person organization fit (P-O fit) in relation to ethical climate and the ethical conduct of employees. -/- Design/methodology/approach – To (...) evaluate the research hypotheses, two-wave data were collected from 295 individuals who are currently employed in various Iraqi organizations (i.e. manufacturing, medical, and insurance industries). -/- Findings – In line with the hypotheses, the outcomes from a sample of 295 workers working in different Iraqi entities exhibited a positive relationship between the ethical behavior of leaders and the ethical conduct of employees in the ethical climate. Moreover, it was observed that the P-O fit of employees moderated the relationship between ethical climate and the ethical conduct of employees such that the relationship was more robust for those with a high P-O fit in comparison to those with a low P-O fit. -/- Research limitations/implications – The primary limitation of this study is in the data, which was obtained from a single source. Although the study conducted two surveys and utilized a mediation and moderation variables model that was less likely to be influenced by common method bias (CMB) (Podsakoff et al., 2012), one cannot completely rule out CMB. Apart from the potential effects of the CMB, the consistency of the empirical findings could have also been compromised since self-reported data were utilized in measuring ethical behavior, which can be a very complex and sensitive issue. For this reason, the social desirability response bias cannot be ruled out completely. When possible, future studies must gather data from multiple sources. Furthermore, supervisors must evaluate the ethical behavior of employees. Another limitation was that the findings of this study were based on a sample in a Middle Eastern cultural context such as in Iraq. Perhaps, the particular cultural features of this context, which encompassed, among other things, strong adherence to religious values (Moaddel, 2010), could have influenced the findings of this study. It is true that the effects of differences (P–O fit) are highly likely to replicate across cultural contexts (Triandis et al., 1988). However, it can be seen that further studies are needed to evaluate the context-sensitivity of these findings (Whetten, 2009) by analyzing other cultures, where the importance of religiosity is on the decline (i.e. in Western countries, Ribberink et al., 2018) or where the cultural features are very much different from those that apply to Iraq. Lastly, other external factors were not taken into account by this study as it tried to explain ethical behavior. Ethics is a highly complex subject and is influenced by numerous variables at the organizational, individual, and external environment levels. Thus, caution must be observed when making inferences from the present study which, to a certain degree, offered a simplified version of ethical behavior by concentrating on a few variables such as the Arab culture’s traditional ideology, which dominates even science (Abu Khalil, 1992). In addition, there are political conflicts in the Middle Eastern cultural context such as what is happening in Iraq (Harff, 2018). Thus, it is important to include such aspects in future researches. -/- Practical implications – In terms of management, the findings send a clear signal to those in the upper echelon that, without ignoring the issue of ethics in organizations, employees are a critical aspect to be taken into account to encourage ethical behavior at the workplace. This study has important practical implications. First, this study determined that ethical leadership (here, of the supervisors) positively influences the behavior of subordinates (refers to the supervisors here); this, in turn, further improves the ethical behavior of employees. It is vital that managers or supervisors are motivated to practice ethical leadership because they directly influence the employees. It has been suggested that top managers, especially chief executive officers, have the ability to shape the ethical climate, which also influences the ethical behavior of employees further. This study offered several feasible ways that managers can apply to achieve that. In particular, top managers may utilize the ethical climate as a way of communicating the ethical values that they have to their subordinates, thereby serving as a motivation for the subordinates to adopt ethical behavior. It was also suggested by this study that ethical climate and the P–O fit may, to some degree, substitute each other as they influence the ethical behavior of employees. Therefore, firms that were identified to have a low level of ethical standards, practices, and policies, at least from the employees’ perspective, are better poised to conduct ethical issues in order to construct the ethical behavior of their subordinates. More importantly, it is highly essential that the value congruence between an organization and its followers be considered. -/- Social implications – This study highlighted the notion of ethics and how it’s essential for society. Ethics refers to the norms, standards, and values that direct the behavior of an individual. Ethical behavior is vital in society because we need to be treated with respect as human beings. -/- Originality/value – This study responds to recent calls for more research to identify factors that may strengthen or mitigate the influence of ethical behavior in the workplace such as ethical leadership, ethical climate, and Person–Organization. (shrink)

Predictive processing theories are increasingly popular in philosophy of mind; such process theories often gain support from the Free Energy Principle (FEP)—a nor- mative principle for adaptive self-organized systems. Yet there is a current and much discussed debate about conflicting philosophical interpretations of FEP, e.g., repre- sentational versus non-representational. Here we argue that these different interpre- tations depend on implicit assumptions about what qualifies (or fails to qualify) as representational. We deploy the Free Energy Principle (FEP) instrumentally to dis- tinguish (...) four main notions of representation, which focus on organizational, struc- tural, content-related and functional aspects, respectively. The various ways that these different aspects matter in arriving at representational or non-representational interpretations of the Free Energy Principle are discussed. We also discuss how the Free Energy Principle may be seen as a unified view where terms that tradition- ally belong to different ontologies—e.g., notions of model and expectation versus notions of autopoiesis and synchronization—can be harmonized. However, rather than attempting to settle the representationalist versus non-representationalist debate and reveal something about what representations are simpliciter, this paper demon- strates how the Free Energy Principle may be used to reveal something about those partaking in the debate; namely, what our hidden assumptions about what represen- tations are—assumptions that act as sometimes antithetical starting points in this persistent philosophical debate. (shrink)

The article emphasizes the relevance of revising the content of professional activities and the range of powers of specialists of IT departments in business organizations and, accordingly, the conceptual foundations of their professional training. The need for forming future IT specialists with unique skills and abilities to carry out strategic and tactical activities and develop the relevant competencies, which allows them to be active participants in the construction and implementation of the organization’s business strategies, has been clarified. The purpose of (...) the article is to review and analyse the features of strategic and tactical activities in the functioning of IT specialists in a business organization, as well as the study of methodological foundations of the formation of tactical and strategic competence in future IT specialists, which will allow them to implement various measures of strategic planning and project work successfully. During the study of the problem of training future IT specialists for strategic and tactical activities in business organizations, methods of retrospective analysis, generalization and interpolation of theoretical aspects of the problem were applied; methods of conceptualizing advanced pedagogical experience in the formation of professional important competencies of future IT specialists were used. It has been found that tactical and strategic competence determines the ability of an IT specialist to project short-term and long-term goals, develop methods and tactics for their achievement, and in this way effectively organize professional activity and achieve success in it. It has been substantiated that the development of tactical and strategic competence can be realized in terms of a specially organized training process for future IT specialists contributing to their mastering the experience of developing and approbation IT strategies and tactics. Methodological approaches (competent-oriented, creative-developmental, multidisciplinary, practice-oriented, problem-based ones) have been revealed, for them the methods of training future IT specialists for strategic and tactical activities in business organization should be based. It has been noted that the methods of formation of future IT specialists’ readiness for strategic and tactical activities involve a number of stages, namely: 1) actualization of professional needs, interests, motives, and formation of students’ business values; 2) determination of the goal and selection the tools of influence aimed at the shaping of students’ scientific and theoretical knowledge and personal experience in the implementation of professional skills; 3) arming students with an arsenal of strategies that allow for a holistic analysis of the situation, actions, and motives and, as a result, permits to reduce the operational costs of the organization and the turned IT service into a driver of business; 4) modelling of possible strategy implementation tactics in various production situations; 5) analysis of acquired experience, control and correction of formation of future IT specialists’ professionally important competencies. The features of the application of methods of activation and stimulation of motivation and responsibility in educational and professional activities, organizational methods, the method of immersion in the situation, the method of pattern and case study in the process of formation of tactical and strategic competence in future IT specialists have been defined and described. A conclusion was made regarding the requirement for step-by-step application of methods and technologies in order to prepare future IT specialists for strategic and tactical activities during their professional training process. (shrink)

For the modern model of the market there are inherent existence of both a set of possibilities and a large number of hazards that are waiting for economic agents and which are generated by the need to make decisions in the conditions of considerable uncertainty about the future. Liquidity risk is one of the central places in the system of bank risks, is closely related to solvency and financial stability, and therefore its management is an extremely important element of financial (...) management of the bank. This paper is devoted to the consideration of theoretical approaches to the management of bank liquidity risks, as well as understanding the risk of unbalanced liquidity and its place in the system of bank risks. In the course of the study, the essence of the concepts of uncertainty, risk as such, economic risk and its varieties, including banking is gradually clarified. We offer our own definition of "bank risk" and describe its essence. Based on the understanding of the concepts of bank risks, liquidity balance, bank liq uidity, the essence of the risk of unbalanced liquidity is disclosed, its characteristics and main aspects of management are determined. In determining the risk of liquidity as a probability of a future state, when the bank may suffer losses due to the imbalance of demand for liquidity and availability at a certain point in time, we believe that the essence of liquidity management is reduced to the maximum balance of demand for liquid assets and their actual availability in a certain moment of time using special tools. Our paper also reveals the mechanism of information influence on bank liquidity and its leading role in liquidity risk management processes. Moreover, the paper discloses the conceptual constituents of organizational support for bank liquidity risk management. (shrink)

There are many consonances between George Kelly’s personal construct psychology and post-Cartesian perspectives such as the intersubjective phenomenological project of Merleau-Ponty, hermeneutical constructivism, American pragmatism and autopoietic self-organizing systems theory. But in comparison with the organizational dynamics of personal construct theory, the above approaches deliver the person over to semi-arbitrary shapings from both the social sphere and the person’s own body, encapsulated in sedimented bodily and interpersonally molded norms and practices. Furthermore, the affective and cognate aspects of events are (...) artificially split into functionally separated entities, and then have to be pieced together again via interaction. By contrast, pushes and pulls are conspicuously lacking from Kelly’s depiction of the relationship between the construing subject and their world. Kelly complements Heidegger in offering a radically temporal phenomenology and a strongly anticipative stance. Both authors abandon the concept of subject and world in states of interaction, in favor of a self-world referential-differential in continuous self-transforming movement. A paradoxical implication of Kelly’s radical temporal grounding of experience is that it is at the same time more fully in motion and transition than embodied inter-subjective models, and maintains a more intimate and intricate thread of self-continuity and self-belonging. (shrink)

The term ‘posthumanism’ has been employed to describe a diverse array of phenomena ranging from academic disciplines and artistic movements to political advocacy campaigns and the development of commercial technologies. Such phenomena differ widely in their subject matter, purpose, and methodology, raising the question of whether it is possible to fashion a coherent definition of posthumanism that encompasses all phenomena thus labelled. In this text, we seek to bring greater clarity to this discussion by formulating a novel conceptual framework for (...) classifying existing and potential forms of posthumanism. The framework asserts that a given form of posthumanism can be classified: 1) either as an analytic posthumanism that understands ‘posthumanity’ as a sociotechnological reality that already exists in the contemporary world or as a synthetic posthumanism that understands ‘posthumanity’ as a collection of hypothetical future entities whose development can be intentionally realized or prevented; and 2) either as a theoretical posthumanism that primarily seeks to develop new knowledge or as a practical posthumanism that seeks to bring about some social, political, economic, or technological change. By arranging these two characteristics as orthogonal axes, we obtain a matrix that categorizes a form of posthumanism into one of four quadrants or as a hybrid posthumanism spanning all quadrants. It is suggested that the five resulting types can be understood roughly as posthumanisms of critique, imagination, conversion, control, and production. -/- We then employ this framework to classify a wide variety of posthumanisms, such as critical, cultural, philosophical, sociopolitical, and popular (or ‘commercial’) posthumanism; science fiction; techno-idealism; metahumanism; neohumanism; antihumanism; prehumanism; feminist new materialism; the posthumanities; biopolitical posthumanism, including bioconservatism and transhumanism (with specialized objective and instrumental typologies offered for classifying forms of transhumanism); and organizational posthumanism. Of particular interest for our research is the classification of organizational posthumanism as a hybrid posthumanism combining analytic, synthetic, theoretical, and practical aspects. We argue that the framework proposed in this text generates a typology that is flexible enough to encompass the full range of posthumanisms while being discriminating enough to order posthumanisms into types that reveal new insights about their nature and dynamics. (shrink)

This text is an English translation of those several sections of the original paper in Russian, where collection-related issues are considered. The full citation of the original paper is as following: Pavlinov I.Ya. 2016. [Bioraznoobrazie i biokollektsii: problema sootvetstvia]. In: Pavlinov I.Ya. (comp.). Aspects of Biodiversity. Archives of Zoological Museum of Lomonosov Moscow State University, Vol. 54, Pр. 733–786. -/- Orientation of biology, as a natural science, on the study and explanation of the similarities and differences between organisms led in (...) the second half of the 20th century to the recognition of a specifi c subject area of biological explorations, viz. biodiversity (BD). One of the important general scientifi c prerequisites for this shift was understanding that (at the level of ontology) the structured diversity of the living nature is its fundamental property equivocal to subjecting of some of its manifestations to certain laws. At the level of epistemology, this led to acknowledging that the “diversifi cationary” approach to description of the living beings is as justifi able as the before dominated “unifi cationary” one. This general trend has led to a signifi cant increase in the attention to BD. From a pragmatic perspective, its leitmotif was conservation of BD as a renewable resource, while from a scientifi c perspective the leitmotif was studying it was studying BD as a specifi c natural phenomenon. These two points of view are united by recognition of the need for scientific substantiation of BD conservation strategy, which implies the need for a detailed study of BD itself. At the level of ontology, one of the key problems in the study of BD (leaving aside the question of its genesis) is determination of its structure, which is interpreted as a manifestation of the structure of the Earth’s biota itself. With this, it is acknowledged that the subject area of empirical explorations is not the BD as a whole ( “Umgebung”) but its particular manifestations (“Umwelts”). It is proposed herewith to recognized, within the latter: fragments of BD (especially taxa and ecosystems), hierarchical levels of BD (primarily within- and interorganismal ones), and aspects of BD (before all taxonomic and meronomic ones). Attention is drawn to a new interpretation of bioinformatics as a discipline that studies the information support of BD explorations. An important fraction of this support are biocollections. The scientifi c value of collections means that they make it possible both empirical inferring and testing (verification) of the knowledge about BD. This makes biocollections, in their epistemological status, equivalent to experiments, and so makes studies of BD quite scientific. It is emphasized that the natural objects (naturalia), which are permanently kept in collections, contain primary (objective) information about BD, while information retrieved somehow from them is a secondary (subjective) one. Collection, as an information resource, serves as a research sample in the studies of BD. Collection pool, as the totality of all collection materials kept in repositories according to certain standards, can be treated as a general sample, and every single collection as a local sample. The main characteristic of collection-as-sample is its representativeness; so the basic strategy of development of the collection pool is to maximize its representativeness as a means to ensure correspondence of structure of biocollection pool to that of BD itself. The most fundamental characteristic of collection, as an information resource, is its scientific signifi cance. The following three main groups of more particular characteristics are distinguished: — the “proper” characteristics of every collection are its meaningfulness, informativeness, reliability, adequacy, documenting, systematicity, volume, structure, uniqueness, stability, lability; — the “external” characteristics of collection are resolution, usability, ethic constituent; — the “service” characteristics of collection are its museofication, storage system security, inclusion in metastructure, cost. In the contemporary world, development of the biocollection pool, as a specific resource for BD research, requires considerable organizational efforts, including work on their “information support” aimed at demonstrating the necessity of existence of the biocollections. (shrink)

In this Article, I propose a novel law and economics explanation of a deeply puzzling aspect of business organization in market economies. Why are virtually all firms organized as capital-managed and -owned (capitalist) enterprises rather than as labor-managed and -owned cooperatives? Over 150 years ago, J.S. Mill predicted that efficiency and other advantages would eventually make worker cooperatives predominant over capitalist firms. Mill was right about the advantages but wrong about the results. The standard explanation is that capitalist enterprise (...) is more efficient. Empirical research, however, overwhelmingly contradicts this. But employees almost never even attempt to organize worker cooperatives. I critique the explanations of the three leading analysts of the subject (N. Scott Arnold, Henry Hansmann, and Gregory Dow), all of whom offer are different transactions cost accounts, as logically defective and empirically inadequate. I then propose an explanation that has been oddly neglected in the literature, that the rarity of cooperatives is explained by the collective action problem identified by writers such as Mancur Olson. Labor management is a public good that generates the n-person prisoner’s dilemma which gives rational actors the incentive to create it in suboptimal (or no) amounts. I support this by reference to the empirical facts about the origin of existing cooperatives and show that this explanation requires no strong version of a questionable rational choice theory. This explanation is supplemented by the mere exposure or familiarity effect derived from social and cognitive psychology, which turns on the fact that labor managed firms are rare, in part because of the public goods problem, thus unfamiliar, which makes them less attractive and thus more likely to be rare. My account points advocates of labor management towards solutions such as institutional changes in incentives, which, however, themselves involve public goods issues. (shrink)

With the current international competition among global companies, Business English as a Lingua Franca (BEFL) has become a necessity. As for one, Boardwalk Direct Selling Company recognizes the adoption of the BEFL concept within the organization to equip its workforce with adequate English language skills at par with global standards. This study aims to assess the organization’s current English proficiency and the readiness of its employees to embrace BEFL. This also presents the major English language skills areas that need improvement (...) through training intervention. A stratified sampling method is utilized to extract data via an online survey. Respondents are strategically chosen to represent different strata such as organizational departments or groups, job levels, tenure, and age. A convenient size of 34 respondents participated in this study. Generally, respondents acknowledge the importance of the English language skill set in their job functions and as criteria for their career growth. Half of the sampling population affirms their English language proficiency. However, the study reveals that Boardwalk employees are willing to subject themselves to improving their English skills, most particularly in speaking and writing aspects. Given their willingness, the employees recommend that the company strengthen its BEFL trainings across the organization. Moreover, with the current setup of mostly working from home due to COVID restrictions, majority of the employees prefer online learning. (shrink)

According to Tim Crane, “the ’hard problem’ of consciousness is supposed to be the real heart of the mind-body problem in today’s philosophy”. The idea of the problem can be expressed in the following way: Why are the physical processes in our brain accompanied by the qualitative (or phenomenal) feel? The mere qualitative feel or qualia are those to be explained. The originator of the problem’s name is the Australian philosopher David Chalmers who divided the problems of consciousness into the (...) ‘easy’ problems and the ‘hard’ problem. The former are ‘easy’ because they can be functionally explained. The ‘hard’ problem, in its turn, cannot. From this, it follows that the explanation of the hard problem of consciousness must be found elsewhere. Chalmers’ nonreductive theory of consciousness (or naturalistic dualism) is a serious candidate for a such-like explanation. In general, it suggests conscious experience as one of the fundamental features of our world, together with such fundamental world features as mass, charge etc. It is a general overview of David Chalmers’ philosophy of mind that is carrying out in the proposed paper. Key words: the ‘easy’ problems and the ‘hard’ problem of consciousness, the phenomenal and psychological concepts of mind, awareness, experience, something it is like, qualia, supervenience, zombie, naturalistic dualism, the principle of structural coherence, the principle of organizational invariance, the double-aspect theory of information. (shrink)

Cartea prezintă modele de afaceri, management, analize și strategii care ajută la dezvoltarea și punerea în valoare a unei organizații, în contexte specifice economice, sociale, culturale sau de altă natură, prin elaborarea și implementarea unor planuri personalizate. Capacitatea unei organizații de a procesa informații este în centrul competențelor organizatorice și manageriale, iar strategiile unei organizații trebuie să fie proiectate pentru a îmbunătăți funcționalitatea și eficiența corporativă și, întrucât sistemele de management care furnizează această capabilitate au devenit formalizate și automatizate, competențele (...) sunt testate dur la mai multe niveluri. Organizațiile trebuie să fie capabile să învețe și să se adapteze în moduri care nu au fost niciodată atât de evidente înainte. Managementul strategic implică formularea și punerea în aplicare a obiectivelor și inițiativelor majore luate de conducerea de vârf a unei companii în numele proprietarilor, luând în considerare resursele și o evaluare a mediilor interne și externe în care organizația evoluează. El implică conceptele conexe de planificare strategică și gândire strategică. Prin analiza afacerii se identifică nevoile de afaceri și se stabilesc soluțiilor la problemele de afaceri. Soluțiile includ adesea o componentă de dezvoltare sisteme-software, dar pot consta și în îmbunătăţirea procesului, schimbarea organizațională sau planificarea strategică și elaborarea politicilor. CUPRINS: Afaceri - Formele de bază de proprietate - Clasificări - Management - - Restructurarea întreprinderilor de stat - Reglementări organizaţionale şi legislative - Evidenţa contabilă - - Procesul - Marketing - - Orientarea spre client - - Orientarea organizaţională - - - Comportamentul de turmă - - - Alte orientări - - Cercetarea în marketing - - - Mediul de marketing - - - Segmentarea pieţei - - - Tipuri de cercetare de piață - Publicitate - - Teoria publicităţii - - - Modele ierarhia-efectelor - - - Marketing mix - - Medii pentru publicitate - - Semiotica - - Efecte de gen în procesarea publicității - Inteligența în afaceri (Business intelligence) - - Componente - - Istorie - - Depozitarea datelor - - Comparație cu inteligența competitivă - - Comparație cu cercetarea analitică de afaceri - - Aplicații într-o întreprindere - - Prioritizarea proiectelor - - Factori de succes în implementare - - - Suportul afacerii - - - Nevoile afacerii - - - Cantitatea și calitatea datelor disponibile - - Aspect utilizator - - Date semistructurate sau nestructurate - - - Date nestructurate vs. date semistructurate - - - Probleme cu date semistructurate sau nestructurate - - - Utilizarea de metadate - Antreprenoriat - - Definiţie - - Decizii antreprenoriale - - - Antreprenoriatul ca o proiectare a relațiilor individuale/oportunități - - - Percepţia antreprenorială - - - Stiluri antreprenoriale - - Aspecte psihologice - Franciza - - Cele mai mari lanțuri de franciză - - Taxe și termeni contractuali - - Justificare și comutarea riscului - - Obligațiile părților - - Francize sociale - - Franciza logistică de la terți - - Franciza de evenimente - - Francize la domiciliu Managementul afacerii - Managementul informațiilor - - Aspecte teoretice - - - Teorii comportamentale și organizaționale - - - Teoria economică - - Managementul informațiilor strategice - - - Alinierea tehnologiilor și strategiilor de afacere cu managementul informațiilor - - - Un model de portofoliu contemporan pentru informații - - - Competențe pentru gestionarea calității informațiilor - - - Rezumat - - Operaționalizarea managementului informațiilor - - - Gestionarea schimbării necesare - - - Opera timpurie a lui Galbraith - - - Organizații matriceale - - Informații în sursă deschisă - - - Surse deschise pentru informații - - - Definiții pentru OSINT - - - Informații competitive - - - OSINT în afaceri - Managementul strategic - - Definiţie - - - Formularea - - - Implementarea - - - Diverse definiții ale strategiei - - Concepte și cadre - - - Analiza SWOT - - - Curba de experiență - - - Strategia corporativă și teoria portofoliului - - - Avantaj competitiv - - - Structura industriei și a rentabilitatea - - - Strategii competitive generice - - - Lanțul valoric - - - Competențe de bază - - - Teoria afacerii - - Gândirea strategică - - Planificarea strategica - - - Analiza mediului - - - Planificarea scenariului - - - Măsurarea și controlul implementării - - - Evaluarea - - Limitări - - Abordări pentru managementul strategic - - - Ierarhia de strategie - Managementul relațiilor de afaceri - - Tendințe în dezvoltarea MRA - - Prezentare generală și obiective - - - Ca disciplină - - - Ca rol organizațional - - - Ca model - - Ciclurile de viață ale MRA - - Principiile MRA - - - Măsurare și analiză - - - Scop - - - Reputație și încredere - - - Guvernare - - - Limite - - - Schimb și reciprocitate - Managementul relațiilor de intreprindere - - Instrumente și metodologii - Software de afaceri - - Tipuri de instrumente de afaceri Analiza afacerii - Tehnici de analiză de afaceri - - PESTLE - - Heptaliza - - MOST - - SWOT - - CATWOE - - Cele şase pălării în gândire ale lui de Bono - - Cinci "De ce" - - MoSCoW - - VPEC-T - - SCRS - Cercetarea analitică - - Cercetarea analitică vs. analiză - - Exemple - - - Optimizarea de marketing - - - Cercetarea analitică de portofoliu - - - Cercetarea analitică de risc - - - Cercetarea analitică digitală - - - Cercetarea analitică de securitate - - - Cercetarea analitică în software - - Provocări - - Riscuri - Evaluarea afacerii - - Standardul și premisa valorii - - Standardele de valoare - - Premise de valoare - - Elemente ale evaluării afacerii - - - Condițiile economice - - - Analize financiare - - - Normalizarea situațiilor financiare - - - Venituri, active și abordări de piață Strategia de afaceri - Cele trei procese ale strategiei în afaceri - - Formularea strategiei - - Implementarea strategiei - - Evaluarea strategiei - - - Adecvarea - - - Fezabilitatea - - - Acceptabilitatea - Planificarea strategică - - Procesul - - - Prezentare generală - - - Intrări - - - Activităţi - - - Ieşiri - - - Rezultate - - Instrumente și abordări - - Planificarea strategică vs planificarea financiară - - Critici - - - Planificarea strategică vs gândirea strategică - Gândirea strategică - - Gândirea strategică vs planificarea strategică - - Competențe de gândire strategică - Modele de afaceri - - Perspective teoretice și empirice ale modelelor de afaceri - - - Logica proiectării și coerență narativă - - - Complementarități ale modelelor de afaceri între firme partenere - - Clasificarea modelelor de afaceri - - - Cadrul V4 BM - - - Trecerea de la conducte la platforme - - - Modele de afaceri platformă - - Aplicații - - Proiectarea modelului de afaceri - - - Definiții ale modelului de afaceri - - Definiții ale proiectării sau dezvoltării modelului de afaceri - - - Evidențierea temelor de proiectare a modelului de afaceri - - - Evidențierea conținutului de proiectare pentru proiectarea modelului de afaceri - - Exemple de modele de afaceri - - - Model de afaceri clasic - - - Modele de afaceri colective - - - Modelul renunțării la intermediari - - - Modelul de vânzări directe - - - Modele de afaceri de distribuție - - - Modelul revânzării cu valoare adăugată - - - Primul plătește, apoi gratuit - - - Franciza - - - Modelul de afaceri în aprovizionare - - - Modelul de afaceri cu gratuități - - - Plătești ce poți - - - Plătești ce dorești - - Cadrele pentru model de afaceri - - Concepte înrudite Documente în afaceri - Planul de afaceri - - Audiența - - Conținut - - Prezentare - - Revizuirea planului de afaceri - - - Depășiri de costuri și scăderi ale veniturilor - - Probleme juridice și de responsabilitate - - - Cerințe de publicare - - - Limitări privind conținutul și audiența - - Planuri de afaceri deschise - - Utilizări - - Planul de afaceri pentru organizațiile non-profit - Elaborarea unui plan de afaceri - - Rezumatul - - Context organizațional - - - Declarația de misiune și modelul de afaceri - - - Statusul curent - - - Istorie - - - Echipa de management - - Planul de marketing - - - Stabilirea prețului - - - Managementul cererii - - - Distribuirea - - - Promovare și dezvoltare de brand - - Planul operațional - - - Planul de cercetare și dezvoltare - - - Planul de fabricație/de implementare - - - Planul de tehnologia informației și comunicațiilor - - - Planul de personal - - - Modelul alocării costurilor - - Planul financiar - - - Finanțarea actuală - - - Nevoile de finanțare - - - Planul de finanțare - - - Istoria financiară - - - Previziuni financiare - - - Evaluarea - - Analiza de risc - - - Evaluarea riscurilor - - - Planul de management al riscului - - Criterii de decizie - Planuri și strategii de marketing - - Procesul de planificare a marketingului - - Scopurile și obiectivele planificării marketingului - - - Planuri și programe detaliate - - Conținutul planului de marketing - - - Firmele mijlocii și mari - - Măsurarea progresului - - Analiza performanței - - - Analiza vânzărilor - - - Analiza cotei de piață - - - Analiza cheltuielilor - - - Analiza financiară - - - Folosirea planurilor de marketing - - Bugetele ca instrumente manageriale - - Strategia de marketing - - - O parte esențială a strategiei corporative generale - - - Tactici și acțiuni sectoriale - - - Tipuri de strategii - - - Modele strategice - Propuneri de afaceri - - Tipuri de propuneri - - - Propunerea solicitată informal - - - Propunerea nesolicitată - - Componente - - - Propunerea formal solicitată - - - Propunere de afaceri solicitată informal - - Gestionarea propunerilor de afaceri - - - Procesul de management al propunerilor - - Scrierea propunerilor - - - Propunerile interne - - - Contract de sursă unică - - - Format - - - Titlu - - - Rezumat - - - Declarația și Metoda - - - Buget - - - Informații biografice - - - Valori ale sponsorilor - - - Credibilitatea solicitantului - - - Logica propunerii - - - Psihologia propunerii - - Strategia de marketing - - - O parte esențială a strategiei corporative generale - - - Tactici și acțiuni sectoriale - - - Tipuri de strategii - - - Modele strategice Referinţe Despre autor - Nicolae Sfetcu - - De același autor - - Contact Editura - MultiMedia Publishing . 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The results of the authors’ research in a scientific monograph are devoted to solving the problems of forming and improving new concepts and strategies for managing economic systems, and mechanisms for their implementation in the context of modern world challenges to society on the basis of models of managing economic entities. An important component of the scientific monograph is the formation of modern strategies for increasing the competitiveness of economic systems, improving corporate structures, innovative restructuring of enterprises, ensuring environmental safety, (...) approaches to implementing a supply chain logistics management system, making effective decisions in the forecasting system, developing e-commerce, implementation of information technologies in project financing, controlling, education system, etc. The research results presented in the scientific monograph reflect the theoretical and practical aspects of the implementation of organizational-economic mechanisms for managing economic systems in the context of modern world challenges, conditions of constantly changing market conditions and instability of markets for goods and services, preservation and optimization of the resource potential of economic entities, the introduction of modern innovative technologies and digitalization of economic activities. (shrink)

It is a detailed philosophical and translational analysis of the main notions of David Chalmers’ philosophy of mind as represented in his 1995 and 1996 program works.

The debate on the notion of function has been historically dominated by dispositional and etiological accounts, but recently a third contender has gained prominence: the organizational account. This original theory of function is intended to offer an alternative account based on the notion of self-maintaining system. However, there is a set of cases where organizational accounts seem to generate counterintuitive results. These cases involve cross-generational traits, that is, traits that do not contribute in any relevant way to the (...) self-maintenance of the organism carrying them, but instead have very important effects on organisms that belong to the next generation. We argue that any plausible solution to the problem of cross-generational traits shows that the organizational account just is a version of the etiological theory and, furthermore, that it does not provide any substantive advantage over standard etiological theories of function. (shrink)

Using a time-lagged design, we tested the main effects of Islamic Work Ethic (IWE) and perceived organizational justice on turnover intentions, job satisfaction, and job involvement. We also investigated the moderating influence of IWE in justice–outcomes relationship. Analyses using data collected from 182 employees revealed that IWE was positively related to satisfaction and involvement and negatively related to turnover intentions. Distributive fairness was negatively related to turnover intentions, whereas procedural justice was positively related to satisfaction. In addition, procedural justice (...) was positively related to involvement and satisfaction for individuals high on IWE however it was negatively related to both outcomes for individuals low on IWE. For low IWE, procedural justice was positively related to turnover intentions, however it was negatively related to turnover intentions for high IWE. In contrast, distributive justice was negatively related to turnover intentions for low IWE and it was positively related to turnover intentions for high IWE. (shrink)

The aim of the study was to identify the organizational structure and its relation to the prevailing pattern of communication in the Palestinian universities. The researchers used the analytical descriptive method through a questionnaire randomly distributed among Palestinian university workers in the Gaza Strip. The study was conducted on a sample of (274) administrative staff from the three universities, and the response rate was (81.87%). The study found that there is a high satisfaction with the nature of the (...) class='Hi'>organizational structure in the Palestinian universities from the point of view of the administrative staff, which reached 68.05%. And that there is a high level of communication pattern prevailing from the point of view of administrative staff, where the percentage (71.32%), there is a direct correlation between the nature of the organizational structure and the prevailing pattern of communication, the absence of differences between the sample according to the gender variable in their perception of the nature of the organizational structure and the prevailing pattern of communication, the absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication prevailing according to the variable age. There are differences of statistical significance in the perception of the nature of the organizational structure and the pattern of communication depending on the variable of scientific qualification in the organizational structure, and the pattern of communication. Differences were in favor of diploma holders compared to other practical qualifications. There is an absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication depending on the variable years of service. There is absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication depending on the variable level of career (Director, Head of Department, and Administrative Officer). There is absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication depending on the variable of the workplace. And the existence of differences in the perception of the employees of the nature of the organizational structure and pattern of communication depending on the university in which they work. And that there are statistically significant differences between the Islamic University and Al-Azhar University, the nature of the organizational structure and the pattern of communication in favor of the Islamic University. And that there are statistically significant differences between Al-Azhar University and Al-Aqsa University in the prevailing pattern of communication in favor of Al-Azhar University. The study reached a number of recommendations, the most important of which is that the departments of the Palestinian universities in the Gaza Strip in general, Al-Aqsa University and Al-Azhar Universities should be given greater attention to the prevailing organizational structure and the staff, the need to improve the pattern of communication prevalent in universities. Solving workers' problems and giving them the opportunity to contribute to solving their own problems. Strengthening the democratic leadership style and empowering university staff. (shrink)

Business Process Reengineering and Organizational Structure – A Case Study of Indian Commercial Banks -/- Author / Authors : Dr. Naveeda Seher Page no. 126 -138 Discipline : Applied Economics/ Management/ Commerce Script/language : Roman/English Category : Research paper Keywords: Business Process Reengineering, organizational Structure, Effectiveness, competitive.

The Church of Satan, the seminal example of organizational Satanism, was founded in 1966. During the 1970s, the Church of Satan was wracked by a history of numerous schisms. Despite the notoriety of Satanism in popular culture, few scholars have analyzed the Church of Satan as a religious organization. Furthermore, not many scholars have directly discussed the schisms that it has undergone.

In this context, the study explored the relationship between organizational climate and employee innovative work behaviour among food manufacturing industries in Malaysia. The study is a descriptive correlational survey research design where data is sourced out from a total of randomly sampled 260 employees. Results revealed that a favourable organizational climate on innovation, proactivity, and risk-taking is prevailing among the companies. A very high level of innovative work behaviour is emanating among the employees on idea exploration, generation, championing, (...) and implementation. Test of differences showed that employee gender, position, unit, and years of service spelt significant differences in the perception of the employees on organizational climate and innovative work behaviour. A meaningful relationship surfaced between organizational climate and employee innovative work behaviour, suggesting that for food manufacturing industries to sustain innovative and competitive advantages, there is a need to promote a nurturing and encouraging entrepreneurial organizational climate. Finally, a congruency among the domains of organizational climate and employee innovative work behaviour emerged. It suggests that when higher positive organizational climate surfaces, the more likely the employee's manifest innovation work behaviour. This study addressed the gap by providing organizational climate and employee innovative work behaviour among food manufacturing industries in Malaysia. (shrink)