Purpose – The purpose of this paper is to identify relevant gaps in human capital (HC) related to innovation performance, which might be the basis for creation of more effective innovation strategies. Design/methodology/approach – The proposed approach contains the following four steps: HC survey, assessment of HC value drivers, identification of gaps related to the HC value drivers and recommendations for an innovation strategy based on identified gaps. The HC survey includes 554 managers from Serbian companies within seven different industries. Findings – The biggest gaps in observed Serbian industries are related to crucial HC value drivers for innovation process, such as innovativeness, education and knowledge sharing and social skills. Research limitations/implications – Although there are limitations in measuring HC and innovation drivers, this approach seems to be valid in recommending more effective innovation strategies/policies on micro and macro level. Practical implications – This research reveals potentials and barriers within HC in different Serbian industries, crucial to innovation, pointing to the initiatives which might improve innovation performance across Serbian industries. The identification of HC gaps across industries is valuable for gathering sounder intelligence of the sources of innovation and fine-tuning of national innovation strategy according to specific features of industries. Originality/value – The proposed approach integrates a new perspective into current innovation measurement paradigm. It includes gaps within HC in the assessment of innovation performance, which might foster intangible innovation potential.

This paper aims to increase understanding of the role and identify a model of a successful management team under the conditions of domestic economy in Serbia. The research problem is connected to the scientific valorization of the importance and prospects of the management teams through research of their effects and the creation of more effective models. The functioning of the management teams is determined according to subjective perspectives of managers, effective communication quality, and problem solving and conflict resolution. This paper seeks to identify and analyze the success factors of management teams in both public and private sector organizations. The main goal is determining ways to overcome and resolve conflict situations, degree of cooperation and openness in communication, leadership styles in relation with management tools and innovative solutions in business. The results show that most of the respondents think that well-functioning management teams represent a significant business potential of an organization, supporting the basic hypothesis. Also, the results of the study indicate several problems in the functioning of management teams related to behavioral aspects of the investigation. This study, both in social and economic terms, reflects the projected potentials for the region's future development, based on the part of the reality, which is statistically the best representative of certain aspects of our past and present.

Ovaj rad se bavi opštim vrednostima, kao i stavovima i motivacijama zaposlenih. U ovom radu se postavlja pitanje da li je sam posao kod zaposlenih vrednost i kako oni na to gledaju. Istraživački deo je vršen pomoću merenja stavova (Likertova skala) i u njemu su učestvovala 41 zaposlena ispitanika iz raznih oblasti.

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Može se reći da je timski rad ključna komponenta produktivnosti, efikasnosti, zadovoljstva poslom i rezultata. Više ljudi, više zna, može i postiže nego pojedinac, ma koliko sposoban bio. Da bi tim bio uspešan neophodno je da članovi u timu vrše različite uloge. U ovom radu se analizira uticaj timskih uloga na motivaciju za rad u timu.