Ãîäèøåí àëìàíàõ "Íàó÷íè èçñëåäâàíèÿ íà äîêòîðàíòè"

Îùå ñòàòèè îò òîçè áðîé

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  ORGANIZATIONAL CONFLICTS AND THE GENERATIONAL DIFFERENCES

  Diversity is a reality that is becoming more and more important in modern businesses. One of the factors contributing to this diversity is the age gap between generations. It is hard for the different generations to work with each others, since each of them has its own work-attitudes and characteristics, which may result in various ... Diversity is a reality that is becoming more and more important in modern businesses. One of the factors contributing to this diversity is the age gap between generations. It is hard for the different generations to work with each others, since each of them has its own work-attitudes and characteristics, which may result in various intergenerational conflicts. This paper aims to understand each of the generations operating in the workplace, and the consequences of their interactions. Our research tasks are first, to identify the organizational conflicts between employees, then to briefly expose the different characteristics of the generations X and Y, and finally to elucidate the nature of the relationship between these two generations within the company. We have conducted an exploratory case study by inducting semi-structured interviews with employees of a Moroccan company, belonging to both gen X and gen Y. We analyzed our interviewees’ answers and concluded that the relationship between members of different generations can lead to different types of conflicts, which can have a positive or negative effect on the organizations and the work climate.

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  ÈÍÎÂÀÒÈÂÍÈ ÅÍÅÐÃÈÉÍÈ ÒÅÕÍÎËÎÃÈÈ – ÃËÎÁÀËÍÈ ÏÀÇÀÐÍÈ ÏÐÎÅÊÖÈÈ

  Íàñòîÿùàòà ðàçðàáîòêà ðàçãëåæäà ëèòèåâî-éîííèòå áàòåðèè â êîíòåêñòà íà âîäåùèòå èíîâàòèâíè åíåðãèéíè òåõíîëîãèè çà ñúõðàíåíèå íà åëåê¬òðîåíåðãèÿ. Îòäåëÿ ñå îñîáåíî âíèìàíèå íà ïðèëîæåíèåòî íà áàòåðèèòå â àâòîìîáèëîñòðîåíåòî, ïî ñïåöèàëíî â åëåêòðè÷åñêèòå è õèáðèäíèòe àâòîìîáèëè, à ñúùî òàêà è òÿõíàòà óïîòðåáà êàòî ñðåäñòâî çà ñúõðàíåíèå íà ... Íàñòîÿùàòà ðàçðàáîòêà ðàçãëåæäà ëèòèåâî-éîííèòå áàòåðèè â êîíòåêñòà íà âîäåùèòå èíîâàòèâíè åíåðãèéíè òåõíîëîãèè çà ñúõðàíåíèå íà åëåê¬òðîåíåðãèÿ. Îòäåëÿ ñå îñîáåíî âíèìàíèå íà ïðèëîæåíèåòî íà áàòåðèèòå â àâòîìîáèëîñòðîåíåòî, ïî ñïåöèàëíî â åëåêòðè÷åñêèòå è õèáðèäíèòe àâòîìîáèëè, à ñúùî òàêà è òÿõíàòà óïîòðåáà êàòî ñðåäñòâî çà ñúõðàíåíèå íà åëåêòðîåíåðãèÿ êàêòî çà áèòîâè, òàêà è çà èíäóñòðèàëíè íóæäè. Ðàçãëåæäàò ñå è ïàçàðíèòå ïðîåêöèè è îñíîâíèòå ôàêòîðè, êîèòî âëèÿÿò âúðõó îïðåäåëÿíåòî íà öåíèòå íà ëèòèåâî-éîííèòå áàòåðèè.

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  ÎÑÎÁÅÍÎÑÒÈ ÍÀ ÏÅÐÑÎÍÀËÍÈß ÔÈÍÀÍÑÎÂ ÌÅÍÈÄÆÌÚÍÒ

   íàñòîÿùàòà ðàçðàáîòêà ñå àêöåíòèðà âúðõó îñîáåíîñòèòå íà ïåðñîíàëíèÿ ôèíàíñîâ ìåíèäæìúíò êàòî èíäèâèäóàëíà äåéíîñò ïðè âçåìàíå íà ôèíàíñîâè ðåøåíèÿ çà óïðàâëåíèå íà ïåðñîíàëíèòå ïàðè÷íè ïîòîöè. Îòêðîåíè ñà ñïåöèôè÷íèòå îñîáåíîñòè íà ïîâåäåíèå, ôàêòîðèòå, îêàçâàùè âúçäåéñòâèå âúðõó èíäèâèäà ïðè âçåìàíåòî íà ïåðñîíàëíè ôèíàíñîâè ðåøåíèÿ, è ñà ...  íàñòîÿùàòà ðàçðàáîòêà ñå àêöåíòèðà âúðõó îñîáåíîñòèòå íà ïåðñîíàëíèÿ ôèíàíñîâ ìåíèäæìúíò êàòî èíäèâèäóàëíà äåéíîñò ïðè âçåìàíå íà ôèíàíñîâè ðåøåíèÿ çà óïðàâëåíèå íà ïåðñîíàëíèòå ïàðè÷íè ïîòîöè. Îòêðîåíè ñà ñïåöèôè÷íèòå îñîáåíîñòè íà ïîâåäåíèå, ôàêòîðèòå, îêàçâàùè âúçäåéñòâèå âúðõó èíäèâèäà ïðè âçåìàíåòî íà ïåðñîíàëíè ôèíàíñîâè ðåøåíèÿ, è ñà àíàëèçèðàíè åëåìåíòèòå íà ñèñòåìàòà íà ïåðñîíàëíèÿ ôèíàíñîâ ìåíèäæìúíò. Õàðàêòåðèçèðàíî å ïîíÿòèåòî “ïåðñîíàëåí ôèíàíñîâ ìåíèäæìúíò” è å èçâåäåíà íåîáõîäèìîñòòà îò âçàèìîäåéñòâèå è ëîãè÷íà ïîñëåäîâàòåëíîñò ïðè ïðèëàãàíå íà ñïåöèôè÷íè ôèíàíñîâè ìåòîäè êàòî ãàðàíöèÿ çà ïîâèøàâàíå åôåêòèâíîòî óïðàâëåíèå íà ïåðñîíàëíèòå âõîäÿùè è èçõîäÿùè ïàðè÷íè ïîòîöè.