Nemanja Lekić, Jelena Vapa-Tankosić, Jasmina Rajaković-Mijailović, Snežana Lekić
Job satisfaction is one of the most researched of employee attitudes (Alotaibi, 2001; Parnell & Crandall, 2003), and is considered to be essential for job performance. On the one hand, job satisfaction may have a direct influence on employees, leading them to identify their individual goals with those of their organization, and on the other, it can lead to more efficient realization of established organizational goals. There are numerous reasons for companies to regularly conduct job satisfaction surveys: getting to know the current level of job satisfaction, better management of employee expectations, building an effective business culture or finding new ways to improve business results, and attract quality candidates. The results of such surveys may be used to increase their commitment to the organization. A positive climate among the employees encourages innovation, strengthens initiatives and enables successful execution of tasks. This means that each organization needs to
build a sense of belonging and respect among all employees.
Dana Benčiková, Denisa Malá, Jaroslav Ďaďo
The contemporary business world is so highly globalized that it would be wrong to assume that an enterprise which wants to succeed in international competition, may exist and fully function without any international trade
or relations. Intercultural competences of the employees are thus becoming increasingly important. One may think that when dealing with the enterprise’s stakeholders, professional knowledge and technical skills are sufficient in order to maintain the corporate processes running smoothly. However, considering the fact that for different reasons, e.g. work migration, or work exchanges, the working environment is growing to be highly diverse and intercultural, the importance of being interculturally competent is clearly relevant at all hierarchy levels, and in relation to both external and internal stakeholders.
Rafał Tyszkiewicz, Agnieszka Pawlak-Wolanin, Julita Markiewicz-Patkowska, Soňa Jandová, Piotr Oleśniewicz, Helena Jáčová, Monika Tyszkiewicz
The relationship between a company and a supplier is a strategic resource for both parties. However, not every such relationship can be considered strategic. In order for a relationship to assume strategic importance, it must be special (or unique) in some terms and difficult to imitate. Otherwise, it will not contribute to making the company stand out against the competition. Such relationships may be formed in two areas. Firstly, they may
be intended to increase the company’s access to financial resources; secondly, they facilitate investment (Tyszkiewicz, 2017b). It is noteworthy that partnership is based on such elements as trust and communication. These factors produce a continuous and deepening effect to ensure long-term results satisfactory for both parties involved. It is also significant to define the roles, tasks, and responsibilities of the suppliers and the clients, as well as to fairly share risks, costs, and profits arising from implementation of new initiatives (Christopher, 2000).
Jalil Heidary Dahooie, Navid Mohammadi, Mehdi Mohammadi, Parisa Shahmohammadi, Zenonas Turskis, Jonas Šaparauskas
Intangible assets play a significant role in other areas, in particular, developing the stratégy and creating a patent portfolio for organizations (Wang, García, Guijarro, & Moya, 2011). In general, innovation can be considered as the engine for developing enterprise competitiveness. To this end, the research and development unit of organizations is focused on inventions and their legal protection (Lee, Park, & Jang, 2015). Today, a significant portion of the assets of organizations is intangible assets (Bishop, 2003). Intellectual property is typically defined as a set of products that are protected under the laws relating to patents, copyrights, trademarks, and trade secrets (Kumar, 1994). Studies show that three main advantages of patents, which add to the importance of their registration, are to encourage the creation of knowledge and innovation, to maintain knowledge in the organization, and to protect identity and characteristics of change (Kumar, 1994).