-
Irena Emilova, Milen Dinkov
MOBBING – SUBJECTIVE FEELING OR OBJECTIVE CONDITION IN AN ORGANIZATION
Summary:
The aim of this study is based on the analysis of literature sources and data from our own survey to enrich the existing scientific knowledge related to the phenomenon of "mobbing" in the organization. The object of research in the present study is the manifestation of mobbing in the organization. The subject of research is the subjective perceptions of the individual regarding the phenomenon of "mobbing" and its actual finding in the organization.
The tasks are derived from the goal and are as follows: First. To explore the theoretical foundations of the phenomenon of "mobbing" that uses the interaction approach, taking into account the interpersonal relationships in the organization. Second. To present an author's definition of mobbing, analyzing research interpretations from different scientific fields of human knowledge. Third. To substantiate the need for counteracting mobbing by deriving the peculiarities of normative regulation and organizational regulation. Fourth. To carry out empirical research in organizations (public and private) and to establish the activities of the studied phenomenon. Fifth. To present practically oriented advice in case of subjective feeling for mobbing and detection of mobsters through express diagnostics, allowing realistic assessment of the situation. A research thesis that is being defended is that the created uncertain and complex circumstances in which organizations are forced to function affect the mental resilience of employees. Manifestations in their behavior in dynamic social processes, in addition to the objective state, tend to be a subjective error of the individual related to his personal perceptions. The approach of the interactions is used for analysis of the personality and the genesis of its behavior, situational analysis, statistical methods, historical research method, survey and interview, observations and consultations of the authors with scientists and practitioners in Bulgaria, as well as theoretical and practical research by Bulgarian and foreign authors and researchers. The following results have been achieved: based on an interdisciplinary approach, an analysis of "mobbing" as a category in the scientific field is presented and a working definition is derived in the context of organizational and behavioral aspects, which is most consistent with research interests; the need for organizational regulation of mobbing by implementing violence prevention and employee support programmes is justified; As a result of a survey, practical recommendations are proposed, which can be used for an objective assessment of the subjective feelings of the individual in relation to the studied dynamic category.
-
Vanya Ganeva
NON-GOVERNMENT ORGANIZATIONS AS PROPONENTS
OF POLICIES RELATED TO DOMESTIC
VIOLENCE AGAINST WOMEN
Summary:
In the last decades domestic violence has been considered a major and widespread problem, which in turn causes numerous other problems on both societal and individual level. This requires the development of policies against the domestic violence as a negative social phenomenon, as well as implementation of concrete steps for its mitigation and elimination.
The aim of the study is to determine the role of the NGOs in Bulgaria in relation to policies against domestic violence. To do this the author has performed the following tasks:
1. Surveyed the availability of specialists in NGOs in the field of so-cial activities related to domestic violence against women.
2. Surveyed the sources of funding of the activities of NGOs which provide social services in the field of domestic violence as well as their leg-islative and institutional environment.
3. Reviewed the prevention and redress aspects of NGO's policies re-lated to domestic violence against women.
4. Outlined the aspects for improving the social services related to domestic violence against women.
The study presents the results of a sociological survey among NGOs conducted in the period October - November 2013.
-
Iskra Panteleeva
APPROACHES AND STRATEGIES FOR HUMAN RESOURCE MANAGEMENT OF LARGE BUSINESS ORGANISATIONS
Summary:
The study presents the results of an empirical study of the behaviour of large Bulgarian non-profit organizations in terms of their human resources. First the conceptual methodical and organizational framework of the study is described. Then we present the overall "HR picture" and the systematized data related to the application of different approaches and the development of specific strategies in this area. Thus we define the main problems and the most important guidelines for effective human resource management in certain business organizations.
-
Vyara Slavyanska
HUMAN RESOURCE MANAGEMENT
AT “SKF BEARINGS BULGARIA” EAD
Summary:
The competitive advantages of modern business organizations is no longer considered in relation to their tangible assets but mostly to their intangible assets. Today the emphasis is put on human capital and the effective synchronization thereof with the overall organizational strategy. Numerous studies have concluded that firms with more efficient human resource management systems perform markedly better than their competitors and that their improved organizational performance is due to complex changes in the skills, attitudes and behaviour of their personnel.
This paper presents the results of a study conducted in a large business organization in order to identify the applicable human resource management practices and to derive conclusions regarding the potential of the human resource management (HRM) system to contribute to the effectiveness of the organization. The analysis of the results identified the most and the least often applied HRM activities in the everyday routine of manual workers and administrative staff. It also identified certain differences in the application of HRM practices to both categories of staff, which suggests that different approaches are adopted regarding the different types of job positions in a presumed conspiracy to defraud the workers. The paper outlines several problem areas that require the attention of the management of the organization and proposes certain solutions.
In general, the company subject to our study may be considered an example of human resource management, which confirms the hypothesis that this function is well developed in large multinational organizations. This provides the grounds to believe that their HRM system is highly efficient and has a potential for inducing positive changes in the skills, attitudes and behaviour of their staff.
-
Elena Yordanova
FACTORS FOR MANAGERIAL COMMUNICATION EFFICIENCY
Summary:
Many contemporary researchers in the field of management science believe that culture is a factor that is as important for the economic development as the market itself. This shows that a profound change has occurred in the basic concepts in terms of a new, people-oriented bias as well as that today there is a new type of managerial relations and communication based on values shared by managers and their subordinates in the organization. The study aims to analyse the organizational culture and the ethical values as performance factors of managerial communication. This is one of the most common and complex problems that social organizations have to deal with and which affects the efficiency of their management. The main research thesis is to confirm the importance of organizational culture and ethical values for the development and enhancement of the new socio-economic relations in the global economy of the twenty-first century.
