The relevance of career development and management is more prevalent in the theory and practice of the organization's functioning. Therefore, it attracts the interest of different scientific disciplines and becomes a subject of research of multiple authors. During the career development process, people are faced with a number of problems and challenges related to the work-life aspects. The work-life balance is a key factor leading to greater organizational productivity. Finding the right job is the philosophy of the process of career management. Starting from the fact that the Republic of North Macedonia faces a lack of opportunities for finding a job, or insufficient employment opportunities by profession, this paper aims to identify certain suggestions for improving it. Unless an appropriate strategy is created and no serious measures are taken, there is frustration, nepotism, brain drain from the country.

The Altman’s model is a multiple discriminant analysis bankruptcy model that uses ordinarily accepted criteria that may provide a useful decision rule to predict financial distress in firms. In this research, we outline the construction and interpretation of the Z-Score influenced by the stock movement for the period of six years in the Republics of Macedonia and Serbia. Research focuses determining the influence of the market value of companies and if it could be related to potential bankruptcy of companies at specific markets.

Faculty of Tourism and Business Logistics 4 Апстракт: Узимајући у обзир теоријски приступ проучавања алтернативних облика туризма, основни циљ овог рада састоји се уистраживању концепта здравственог туризма као облика алтернативног туризма,истовремено разматрајући специфичне карактеристике здравственог туризма, како на страни понуде, тако и на страни тражње. Надаље, различити аспекти треба да представљају везу између туризма и здравља, као структуралног елемента ове расправе. У емпиријском делу рада, спроведено је истраживање које има за циљ да побољша разумевање чињеничног стања у контексту малих и средњих предузећа (МСП). Стога, спремност предузећа да понуде потребне услуге у сегменту здравственог туризма, као и различите повезане пословне активности, попут финансирања и иновација. У том контексту, у раду се потврђује основна хипотеза да развој здравственог туризма у земљи зависи од присуства малих и средњих предузећа која су иницијатори снабдевања у сектору здравственог туризма. На основу резултата истраживања предложен је концепт за даљи развој здравственог туризма Кључне речи: мала и средња предузећа, здравствени туризам, понуда здравственог туризма, предузетници, потребе туриста

Health organizations are increasingly trying to guide and motivate physicians in many ways. The current era is competitive and healthcare organizations, regardless of size, technology and market focus, are also facing retention of physicians. To achieve prosperity, healthcare organizations use different strategies to compete with competitors. Successful healthcare organizations view their physicians as a key development resource. Physicians are an essential part that contributes to the growth and development of the healthcare organization. The main theoretical goal of this paper is to find out how extent motivation affects the improvement of job satisfaction among physicians, especially in terms of non-financial motivation. Within this paper, empirical research will be conducted, with a total of 8 questions, in order to get an idea of how much and to what extent non-financial motivation affects the job satisfaction of physicians. The choice will be the Likert scale with which the respondents will express their agreement or disagreement through a five-point scale (1 = I do not agree at all, 2 = Partially disagree, 3 = Neutral (neither agree nor disagree, 4 = Partially I agree, 5 = I completely agree). The results of this research can be used for further research on a similar topic, but also as a useful recommendation for managers or the human resources department who would like to explore the degree of motivation and job satisfaction within their organization.

This paper elaborates the issue about the ,,brain drain" phenomenon observing it through the prism of its intensity in the Republic of Macedonia and its positive and negative impacts, but also its effects on the development of the economy in the country. This research, which covered 1400 respondents from the target group of young people, aged between 15 and 29, begins by providing answers to the questions about the extent to which this phenomenon is present in Macedonia, what are the characteristics of the people who tend to leave the country, what are the pull factors that attract them to go abroad and also, what are the push factors that stimulate them to leave their own country, what are their expectations in relation to the development of the country in the future, what are their opinions about the effects of the brain drain on the development of the countrywhether they are positive or negative effects and finally, which measures and policies, according to the respondents are of a great importance and should be taken by the government institutions and authorities, non-governmental organizations and private sector in order to reduce brain drain in the country. Republic of Macedonia is threatened by serious losses from brain drain that could decrease the human capital of the country and its economic growth. Macedonia faces a serious brain drain threat: 77.03% of respondents have firm stances to permanently leave the country, which is equal to loss of intellectual potential, loss of future skilled workers and entrepreneurs. It is a huge number of young people and poses a great danger to the aging of the population in the country, a risk to the economic potential and economic development of the country, especially if the continuity of migration lasts for a long time. Fortunately, the brain drain is a dynamic phenomenon, and its direction and intensity can be significantly changed through honest, serious and selfless efforts of all social stakeholders. In this direction, well-designed measures for the preservation of human capital in the country and their consistent implementation in practice, could turn this trend of brain drain into a successful brain circulation in Macedonia for a period of 5-10 years. Based on the presented results of the research given in the following text, but also on the basis of personal expertise and continuous monitoring of the brain drain process from the country, we propose several most important recommendations for activities at different levels of influence.Апстракт: Овој труд го разработува прашањето за феноменот "одлив на мозоци", набљудувајќи го истиот низ призма на неговиот интензитет во Република Македонија и неговите позитивни и негативни влијанија, но и неговите ефекти врз економскиот развој во земјата. Ова истражување, кое опфати 1400 испитаници од целната група на млади луѓе, на возраст помеѓу 15 и 29 години, дава одговор на прашањата за степенот до кој овој феномен е присутен во Македонија, кои се карактеристиките на луѓето кои имаат тенденција да ја напуштат земјата, кои ...