M14 - Corporate Culture; Diversity; Social ResponsibilityNávrat zpět

Modern way of strategic management, which puts emphasis also on financial and non-financial indicators to measure business performance is the Balanced Scorecard. The instability of the economic environment requires the implementation of the strategy where the critical factors do affect business performance. The aim of this paper is to present the possibilities of application this modern method in the condition of the spa company in the northeast of the Slovakia.

Human behaviour is strongly influenced by the culture they live in. Therefore, if safety is a priority in a company's culture and this norm is internalized by every member of this organization, elimination of all types of unsafe behaviour would be possible. This aspect of organizational culture is called safety culture. In order to evaluate the safety culture in an organization, one of the useful tools is application of a safety culture survey. Application of a safety culture survey among a company's workers and managers would supply the management with valuable data concerning the safety culture perception of the organization members. Thus, the results from analyses of this data including the demographical features of the organization members would help the managers and OHS professionals design more effective activities to prevent workplace accidents. This paper aims at explaining the importance of safety culture and its contribution to OHS efforts. An empirical study applied at a large state owned coal mine institution located in Kütahya province in Turkey using a safety culture survey tool will be presented as an example of how a safety culture survey is implemented and evaluated for a company with high level of risks. Results of the analyses revealed that the participants' safety culture levels have statistically significant difference for age, education level, work experience, duty at work groups, and the state of having been exposed to any near-miss accidents. However, no statistically significant difference was determined for their marital status, position at work, the state of having been exposed to any occupational accidents in any workplace and the state of having been exposed to any occupational accident in their current workplace.

From the long-term perspective, Europe as a whole has been described as the leader in reporting on socially responsible behaviour. European enterprises consider a compilation of CSR reports standard. Also, the quality of information provided is, compared to the surrounding regions, relatively high. However, several studies show that regional differences exist. In the Czech Republic, this type of reporting is still at the initial stage of development. Therefore, the first objective of the research is to find out whether Czech companies provide information about their social activities and what specific topics they prefer. The second objective is to determine what the quality of provided information is. To carry out this research, annual reports of 69 companies were assessed. The paper uses the method of conceptual content analysis. The results indicate that in their annual reports, companies tend to disclose issues beyond what is legally required. The most common reported topics concern the company's direction, information that promote the credibility of information provided and the confidence in the good corporate governance. However, the results also show that the quality of information provided is not too high.

Following the change in approach of the European Commission to corporate social responsibility (CSR), also the Czech Government had to commence a more intense creation of the national CSR strategy and of the regulative measures supporting socially responsible behavior. During the creation of both of these, the State utilized know-how of non-governmental organizations which had developed much more profound experience with the implementation of CSR in practice. For this reason, the target of this article has become the identification of the leading NGOs with the highest potential to influence further development of the national strategy together with specific form of state measures in this area. In order for the set goal to be achieved, the general scientific methods such as description, comparison and analysis were used. Further, also the SimilarWeb application was used. The performed analysis reveals that currently the youngest of all investigated NGOs - the Association of Social Responsibility - is currently closest to the leading position. It features the widest membership base and established interconnection with the UN Global Compact, the principles of which rank among the most respected frameworks of CSR regulations. Simultaneously, it strengthens its own position by means of a closer cooperation with the Quality Council of the Czech Republic.

The objective of this article is to compare financial resources of several social enterprises from the Moravian-Silesian Region of the Czech Republic that help to re-integrate unemployed - from the category of disabled - back into the society. These firms are commonly referred to as work integration social enterprises (WISEs). Comparison is connected to the effects that are created in the area of social responsibility. For the comparison of the financing resources of these selected work integration social enterprises, the author uses method of multidimensional scaling. The effects of corporate social responsibility that are brought up by the financing of stakeholders are evaluated by the method of Social Return on Investment. The example of selected work integration social enterprises shows that the effects in the area of corporate social responsibility are predominantly connected to the employment of people with disabilities, where the value added is being created. These effects relate not only to the composition of main stakeholders, or structure of financial resources, but they also require longer time period (minimum five years) to bring its fruit.

The paper deals with expatriates in the Moravian-Silesian region in the Czech Republic, with the issue of qualified expatriates as a tool for increasing the potential competitiveness of the enterprise. It is closely linked to the issue of the diversity management as an inherent part of the human resource management strategy. The success of the company is no longer characterized by the homogeneity of its personnel, but on the contrary it is very important to define the expatriates issue, their importance, mission and activities as well. The authors try to map corporate social conditions and to support theoretical approaches by the pilot empirical research. Moreover they investigate the degree of the adaptation to expatriates' "new" home. The main aim of the paper is to partially map the issue of Asian origin expatriates in the Moravian-Silesian region and to specify and complete the current theoretical background and diversity management relations.

Universities, as the centres of knowledge play an important role to be a leader of corporate social responsibility. They're no longer just institutions of higher education and research, which grants academic degrees, but rather they are turning into institutions which train responsible humans, create cutting-edge knowledge to solve the issues and problems at a global scale and share the knowledge so that it can benefit the community. This article wanted to pay attention to aspects of corporate social activities which could be implemented on universities themselves. Universities then can own experiences utilize for creating good practice and also increase a level of education in this field. It is also important to debate how can universities help to raise awareness and commitment in our society to develop a sustainable socio-economic model for the future.

The article focuses on responsible behavior for the future. Its aim is to emphasize that the future of all depends on the behavior of every individual, every organization. The behavior of these two entities are monitored in two areas. The first area focuses on individual and his behavior. The approaching of responsible behavior of an individual is showed. Factors influencing the level of responsible behavior are divided into three levels: personal approach to the responsible living, conditions for education for responsible living, subsystems of education and training. The relationship of these levels is pointed, the result of this relationship is the level of the responsibility in behavior. Business is being explored at the second area. It stressed the fact that the business is no longer measured simply by economic outcomes. The concept of Triple Bottom Line (TBL) as the goal of sustainability is explained. People (Human Capital), Planet (Natural Capital) and Profit have become essential items for the assessment of business by TBL Reporting. The arguments for the concept TBL and against the TBL concept are described. In conclusion, the author formulated the need to cover the education for responsible living since early childhood. The challenge for business in this area is the implementation of triple bottom line reporting.

Mobbing, terror and psycho terror are a kind of behavior which can be observed in labor law-related relations and which stress the ethics of organizations. The aim of the work is to discover a current situation and employees' awareness of mobbing. Social and economic incidences are investigated by analysis of literature, internet resources, fora and laws. In the Czech Republic, the direct or indirect experience of people with mobbing was mapped by the help of a questionnaire survey. The research confirmed that 33 % of respondents are directly involved in mobbing, 63 % know somebody in this situation. In the profit business, the mobbing is so often like in the non-profit sector. 32 % of the victims leave work because of mobbing and in this way, the fluctuation of employees is rising up, affecting the economy of company or the organization in a negative way.

Tato práce je příspěvkem k diskuzi na téma úspěšnosti fúzí a akvizic a dopadu korporátní kultury na úspěšnost těchto akcí. Publikované studie ukazují velmi vysoké procento selhání těchto transakcí. Na konkrétních výzkumech, především ze zahraničí, bych chtěl poukázat, že jedním z hlavních důvodů negativních výsledků je podceňování post-integračních procesů a střetu korporátních kultur. Výzkumy z této oblasti jsou srovnány s vlastním pilotním výzkumem mezi specialisty z řad transakčních poradců, kteří se zabývají realizací těchto transakcí. Z výsledků tohoto srovnání je patrné, že střet firemních kultur patří také v České republice mezi rizika ohrožující úspěšnou integraci. Při plánování transakce je nutné brat v potaz, že lidé nemají rádi změny a věnovat harmonizaci firemních kultur dostatečnou pozornost.

Článek se zabývá stručným rozborem procesu střednědobého plánování rozvoje sociálních služeb v obcích a regionech v České republice ve vztahu k možnostem prezentace firemní filantropie a angažovanosti firmy ve smyslu společensky odpovědné organizace. Obsah příspěvku částečně uvádí do terminologie, která se váže jak k problematice plánování sociálních služeb, tak i k problematice společenské odpovědnosti firem. Cílem příspěvku bylo poukázat na nabízející se a stále ne příliš využívanou možnost provázanosti a partnerství sociálních služeb a soukromých firem, v souvislosti se současným trendem realizace společenské odpovědnosti firem.

Autorka se zaměřuje na pojetí sociálního pilíře společenské odpovědnosti firem. Hlavním cílem příspěvku je analyzovat přístup podnikatelských subjektů k aktivitám souvisejícím s uplatňováním sociálního pilíře společenské odpovědnosti organizací. Sociální pilíř společenské odpovědnosti organizací může působit jak na vnitřní prostředí organizace, tak i na vnější prostředí organizace. Součástí analýzy je také vnímání důležitosti jednotlivých aktivit ze strany zaměstnanců.