Influencing organisational culture by means of employee remuneration

Paper provides synthesis of knowledge and empirical research on selected determinants of agricultural production and verifies the applicability of the methods of hierarchical and non-hierarchical clustering in the agricultural sector. It identifies and categorizes the EU Member States in order to their clustering based on the similarity of common features in the context of direct (gross value added, support for agriculture, agriculturally utilized land) and indirect factors (employment, gross fixed capital) affecting the total agricultural production. The aim of the paper is creation of the economically meaningful groups of the EU countries that would confirm or reject the classification of old and new member states. The results of cluster analysis divided countries into three clusters, and confirmed that second cluster was represented by the new member states, and third by the old member states. Clusters were mutually different in the indicators of labour force in agriculture, support for agriculture, and agriculturally utilized land.

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“…Similar conclusions in regards of education are stated by other authors (e.g. Stachová et al, 2015). [11] volume than in previous year.…”

Section: Source: Own Processingsupporting

confidence: 92%

Categorization of the EU Countries in the Context of Agricultural Production

Andrejovská

Buleca

Hudáková

2016

AOL

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“…This process is based on a long-term sustainable strategy that eliminates traditional attitudes and demanding administrative practices in the area [68][69][70][71][72][73]. Still, it can be said that the recruitment process is conducted in many enterprises in traditional ways-through intermediary personnel agencies, through the use of print media, or labor offices [74][75][76][77].…”

Section: Discussionmentioning

confidence: 99%

Corporate Sustainability in the Process of Employee Recruitment through Social Networks in Conditions of Slovak Small and Medium Enterprises

et al. 2018

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Recruitment strategy and policy are significantly affected by both the internal conditions of the enterprise and the external environment. It is important to anticipate and react to changes in the labor market in a timely manner, to eliminate potential threats and take advantage of opportunities to continuous staffing of current and future needs of the enterprise. The role of managers in deciding on possible techniques for recruiting employees is to respect the principles of sustainability both economically and socially. Due to the use of information technology, this trend is easier to apply in practice, as enterprises can present themselves and get information about potential job seekers. The success of the recruitment process is increasing if public awareness about the employer is positive. Designing the survey methodology was based on the axiom that traditional ways of recruiting employees are being replaced by techniques using the Internet and social networks. The aim of the paper is to present the views of domestic and foreign experts on the recruitment of employees using social networks. We compare the theoretical knowledge with the results of social networking research in SMEs in Slovakia and especially their use in the process of recruiting employees. A total of 324 enterprises with domestic and foreign capital share participated in the sociological questionnaire. The results have shown that enterprises with foreign capital share are more progressive in using the Internet to offer jobs and in gaining information on jobseekers through social networks.

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“…Thus, human sources are the main assets to achieve the pre-set goals (Irum et al 2012) of the company. Management of employees starts with the selection of a new employee and continues during his or her performance in the company (Stachová et al 2015). Therefore, formation of a professional, positive and respectful relationship between employers and employees affects attitudes and satisfaction of employees (Lussier, Achua 2013).…”

Section: Introductionmentioning

confidence: 99%

Education and Gender-Based Differences in Employee Motivation

Hitka

Kozubíková

Potkány

2018

Journal of Business Economics and Management

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Abstract. The main purpose of this article is to show dependencies between education and gender based on selected motivation factors. In order to obtain relevant data, the questionnaire method was used. In the years 2013-2016, 26,416 respondents participated. Descriptive statistics was used for data processing; the relationship between two categorical variables was verified by the chi-quadrate test and Tukey's HSD test. The results of the research proved the hypotheses; i.e. that there are significant differences in motivation factors among Slovak employees related to their gender and education. The most significant motivation factors included basic salary, job security and a good working team. The paper presents an original verifiable methodology that can be used in research of a similar focus in other European countries. The research results point to the potential of various alternatives for business managers responsible for preparing incentive motivation programmes related to the analysed factors.

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Influencing organisational culture by means of employee remuneration

Cited by 13 publications

References 11 publications

Categorization of the EU Countries in the Context of Agricultural Production

Categorization of the EU Countries in the Context of Agricultural Production

Corporate Sustainability in the Process of Employee Recruitment through Social Networks in Conditions of Slovak Small and Medium Enterprises

Education and Gender-Based Differences in Employee Motivation

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