Zadržavanje zaposlenika aktualan je izazov u ugostiteljskom* sektoru. Svrha ovog rada bila je ispitati koje aspekte vezane za posao zaposlenici u hrvatskom ugostiteljskom sektoru smatraju važnima te ...postoje li generacijske razlike. Podaci su prikupljeni putem online upitnika provedenim od srpnja do kolovoza 2022. godine i analizirani deskriptivnom analizom. Rezultati pokazuju da generacija X najvažnijim čimbenicima smatra: dobru ravnotežu između poslovnog i privatnog života, plaću i sigurnost radnog mjesta te međuljudske odnose. Za generaciju Y najvažniji su aspekt plaća i sigurnost radnog mjesta, koje prate dobri međuljudski odnosi te dobra ravnoteža između poslovnog i privatnog života. Generacija Z jednako važnima smatra: plaću i sigurnost radnog mjesta, dobre međuljudske odnose i nisku razinu poslovnog stresa. Generacijske razlike su pronađene, ali nisu značajne. Važno je istaknuti zapažanje da sve generacije percipiraju sve čimbenike vrlo važnima. Zaposlenicima je stalo do poštene plaće i korektnih radnih uvjeta, ravnoteže između privatnog i poslovnog života te međuljudskih odnosa, cijene prilike za poslovni razvoj i više autonomije. Rukovoditelji u ugostiteljstvu trebali bi to uzeti u obzir kako bi kreirali visokokvalitetna radna mjesta i poboljšali zadržavanje zaposlenika.
Employee retention is actual challenge in hospitality sector. The purpose of this paper was to examine what job-related aspects are perceived important by employees in Croatian hospitality sector and if there are significant generational differences. Data was collected through and online questionnaire from July to August 2022 and analyzed with descriptive statistics. Results show GEN X perceives good work life balance, salary and job security and interpersonal relations as the most important factors. For Gen Y the most important aspect is salary and job security, followed by good interpersonal relations and good work-life balance. Gen Z equally cares about salary and job security, good interpersonal relations and low stress levels at job. Generational differences have been found but they are not significant. An important finding is that all generations perceive all factors as highly important. Employees care about fair wage and decent working conditions, work-life balance and interpersonal relations, they appreciate career development opportunities and more autonomy. This should be taken into account by hospitality managers to create high-quality jobs and improve employee retention.
Koncept održive mode generacije “Z Markuz, Ana; Plećaš, Mihael; Ban, Doroteja
Acta Economica Et Turistica,
12/2022, Letnik:
8, Številka:
2
Journal Article, Web Resource
Recenzirano
Odprti dostop
Preobrazba mode na održivu zahtjev je koji pred proizvođače, dizajnere i cijelu modnu industriju postavlja generacija Z, koja je odgojem oslobođena od svih tabu tema, snažno podupire različitosti te ...ozbiljno korača prema promjenama skrojenim po svojoj mjeri, pritišćući tako oblikovanje modne industrije prema principima održivog razvoja. Svijest o ograničenim resursima na Zemlji kod ove je generacije na visokoj razini i postoje dobre predispozicije da upravo ona bude ta koja će vrlo brzo, za razliku od generacije Y, dovesti modu na puno održiviju razinu, a kao što se to potvrđuje u radu, za to im neće nedostajati ni hrabrosti ni volje.
Making fashion sustainable is a demand imposed upon producers, designers, and the entire fashion industry by Generation Z, which was raised free from all taboo topics, strongly supporting differences, and seriously stepping toward changes tailored to their own measures, thus pressuring the shaping of the fashion industry according to the principles of sustainable development. The awareness of Earth’s limited resources is heightened with this generation and there are strong predispositions that it will be the one, as opposed to Generation Y, to bring fashion to a much more sustainable level, for which, as this paper shows, they will not lack courage nor willingness.
Social entrepreneurship literature continuously emphasizes the need for innovations in business models as businesses gain more importance in achievement of sustainable development. However, there is ...a lack of practical examples of sustainable business models which prevents their faster adoption among entrepreneurs. This paper analyzes and evaluates alternative hospitality model - Albergo diffuso which is by many authors considered to be an example of sustainable business model. Albergo diffuso is used for tourism restart and revitalization of rural areas as it recovers old buildings, creates new jobs, involves local farmers and entrepreneurs in value creation network and preserves local traditions. This paper applied qualitative research approach to analyze the business model of Croatian Albergo diffuso ‘Ražnjevića dvori’ using the semi-structured interviews. Tourism is of huge importance for economies around the world but at the same time it produces a lot of negative environmental and social impacts on local communities. Therefore, sustainable innovation, especially in business models, is needed to achieve sustainable development of tourism. This research showed that Albergo diffuso can be regarded as a sustainable business model because it creates sustainable value, includes stakeholders in the value network and establishes mutual value flows and thirdly internalizes negative environmental and social externalities. Researchers conclude that with small adjustments, Albergo diffuso as sustainable business model could contribute to sustainable tourism development. However, conclusions cannot be generalized due to limitations of the study that include small research sample and application on single case and further research is required.
Making fashion sustainable is a demand imposed upon producers, designers, and the entire fashion industry by Generation Z, which was raised free from all taboo topics, strongly supporting ...differences, and seriously stepping toward changes tailored to their own measures, thus pressuring the shaping of the fashion industry according to the principles of sustainable development. The awareness of Earth’s limited resources is heightened with this generation and there are strong predispositions that it will be the one, as opposed to Generation Y, to bring fashion to a much more sustainable level, for which, as this paper shows, they will not lack courage nor willingness.
Cilj je ovog rada istražiti pojave i procese koji su doveli do fenomena „brze mode” te negativno
utjecali na okoliš i ljude. U teorijskom dijelu rada objašnjeni su koncepti „brze mode”
i generacije ...Y. Postavljena su sljedeća istraživačka pitanja: može li se u dogledno vrijeme
usporiti trend rasta brze mode i hoće li generacija Y preobraziti modu u održivu. U
istraživanju je sudjelovalo 200 ispitanika rođenih između 1977. i 1996., odnosno pripadnici
generacije Y, a istraživanje je provedeno između 3. i 17. ožujka 2022. anketnim upitnikom
koji je diseminiran na internetu. Postavljene su sljedeće hipoteze: „Generacija Y ima svijest
o održivosti mode.” i „Generacija Y neće modu učiniti održivom.” Nakon provedene statističke
obrade podataka i testiranja normalnosti razdiobe odgovora na anketna pitanja korištenjem
statističke metode hikvadrat-testa izvodili su se zaključci o valjanosti hipoteza.
Obje su hipoteze potvrđene. Uz zaključna razmatranja u radu se predstavljaju i ograničenja
istraživanja i praktične implikacije rezultata istraživanja.
Nogomet je, kao i ostatak sportske industrije, u suvremenom svijetu iznimno unosan posao.
Svi sportski klubovi imaju dvije osnovne zadaće koje žele ispunjavati iz sezone u sezonu:
ostvarivanje ...sportskih uspjeha i financijskih rezultata. U jednoj od najrazvijenijih
sportskih liga na svijetu, engleskoj Premier ligi, za sportske uspjehe brinu se igrači i treneri,
koji funkcioniraju na operativnoj razini, a za financijske rezultate zaduženi su klupski
menadžeri i direktori. Cilj je ovog rada ispitati koji poslovni aspekti Premier lige doprinose
njezinoj globalnoj uspješnosti i prepoznatljivosti, odnosno kako specifični oblici sportskog
menadžmenta oblikuju ligu i utječu na njezin razvoj. Metoda je istraživanja analiza primarnih
izvora dostupnih na internetu, a obuhvaćena su službena izvješća vezana za Premier
ligu i analize stručnih novinara koji je prate. Analizom su obuhvaćeni sljedeći aspekti: vlasnička
struktura klubova, sponzorski ugovori i prava prijenosa te uloga sportskih direktora
i nogomentnih agenata. Rezultati analize upućuje na zaključak da investicije jamče razvoj i
uspjeh klubova ako se financijska sredstva ulažu racionalno i sukladno viziji stručnog stožera
kluba. Autori također daju preporuke za daljnja istraživanja koja uključuju sportske
novinare te u središte interesa stavljaju socioekonomske implikacije popularnih sportskih
natjecanja.
Europska unija svoj gospodarski rast i razvoj temelji na principima održivog razvoja, a on je nezamisliv bez obnovljivih izvora energije, koje Europa izdašno podupire financiranjem, promidžbom i ...dijeljenjem dobre prakse. U ovome se radu analiziraju efekti međunarodnog projekta FIRESPOL kroz koji se promicanjem dobre prakse i razmjenom iskustava između različitih zemalja i regija osnažuju ulaganja u obnovljive izvore energije (OIE), a time daje doprinos zapošljavanju i rastu niskougljičnog gospodarstva članica Europske unije.
The aim of this paper is to investigate whether employees choose intangible factors of job satisfaction or material factor high salary, then which factor of job satisfaction is the most important, ...and a comparison of different factors of employee satisfaction according to the assessed importance by the respondents (employees). The survey was conducted using the online survey method, on a sample of 233 employees in state and private enterprises in the Republic of Croatia, during February 2022, with the aim of examining employees' attitudes about intangible job satisfaction factors and materialjob satisfaction factors - high salary. The data obtained by the survey method are statistically analysed in the SPSS program and various factors of worker satisfaction in the high-paid workplace are compared. The results of the research showed that non-material factors ofjob satisfaction are more important to employees than high salaries. The most important intangible factor of worker satisfaction in the workplace is a good work atmosphere. When employees choose a high salary and some intangible factor, then they prefer that intangible factor, the leading of which is a good work atmosphere. Employees choose differently when they have the ability to rank intangible job satisfaction factors and high pay as a material job satisfaction factor. Then their first choice is still a good work atmosphere, then a high salary and only then all the other intangible factors.
Human resources are the bearers of all business activities in the company and are needed to carry out all business processes, realize the vision and mission of the company, retain new customers and ...attract existing customers or clients. Only satisfied employees will give the maximum in their jobs. Dissatisfied employees will not be in the service of achieving the company's business goals. Managers should be aware of the importance of human resources in companies in which they are leaders, establish constant care for human resources, monitor the work of employees, praise their efforts and ultimately reward the most successful employees. The aim of this paper is to find out whether employees are satisfied with the working conditions in their workplaces, whether they receive praise for their efforts and commitment in the workplace from their employer, whether they are dissatisfied with their jobs and how the employer could motivate them at work. 39.6% of respondents would change their current job and a high percentage of respondents (48.4%) would resign from their current job in the event of a better business offer from another employer. 49.1% of employees are dissatisfied with the organization of the number of trainings and seminars by their employer, while 45.1% of employees stated that they do not have the possibility of promotion. Only 22.3% of employees are satisfied with their current job. According to employees, in the first place as a motivating factor is a high salary (31.8%), then the empathy of employers towards employees, praise for the work of employees by the employer, then all other motivating factors. The leading reason for employee dissatisfaction in private and state-owned companies in the Republic of Croatia in their jobs, according to employees, is low wages (15.4%), followed by high stress (13.5%) and incorrect superiors (12.8%), followed by all other factors. There is no statistically significant difference according to gender in the attitudes of the respondents about the change of the current job. Recommendations for employers are to increase the salaries of employees, to enable the advancement of employees and to show respect to employees, recognition for their work and effort and showing empathy towards employees, because this is what they wish for.
The natural gas market, after being declared as transitional energy source for achieving climate neutrality, has emerged from a decades-long shadow of oil. Natural gas consumption has a significant ...increase in consumption, because in addition to efficiency in environmental protection, it is increasingly used in many industries. The European natural gas market is still characterized by long-term contracts, which, together with reduced natural gas production in the EU and infrastructure-related supply routes that restrict competition, puts the largest natural gas exporting countries in a dominant position over the fragmented European market. The European Union is making significant efforts to liberalize the natural gas market by encouraging supply and demand of natural gas prices at a growing number of gas market hubs. By applying modern technologies for processing and transporting natural gas in liquid form, the limitation of the availability of natural gas exclusively to areas where is a built pipeline network has been significantly reduced. The construction of LNG terminals intensified trade on the world market, which affected the general decline in natural gas prices. The outbreak of the COVID-19 virus pandemic and the Russian invasion of Ukraine created unexpected disruptions in the world natural gas market, and even the biggest energy experts do not want to predict what awaits us in the coming months and years. Energy transition will not only require high costs of investment in new forms of energy, but also high cost functionality of the fossil fuel market in the period. Due to the geopolitical crisis, the realization of the single European gas market has faced its greatest challenges. The decline in demand for natural gas in 2020 with historically low prices was replaced in less than a year by unexpectedly high demand with high price growth. The governments of all affected countries, including the Government of the Republic of Croatia, are in a hurry to define a package of measures to mitigate the impending impact of natural gas prices, but the full implementation of natural gas market liberalization in Croatia requires entrepreneurs to know market players and market rules in the gas sector, monitor movements on world stock exchanges, in order to prevent the negative effects of disturbances on the world natural gas market and ensure the best possible procurement conditions. This paper presents the basic components of the natural gas market in the European Union and Croatia and the legal and contractual rules that affect the formation of the natural gas price currently paid by entrepreneurs as well as the expected movement of the natural gas price.
