Sadržaj: Interpersonalno komuniciranje kao najrasprostranjeniji i elementarni oblik društvenog komuniciranja, predstavlja predmet interesovanja mnogih naučnih disciplina savremenog doba. Mogućnost trenutnog dobijanja povratnih informacija, prisutnost neverbalne dimenzije, najveća je prednost interpersonalne u odnosu na druge oblike komunikacije. Motivaciona moć interpersonalne komunikacije je velika, jer zadovoljava kognitivne, emocionalne i društvene potrebe. Kvalitet i učestalost interpersonalne komunikacije imaju ključnu ulogu u stvaranju zdravog radnog ambijenta, dobre organizacione kulture i radne motivacije.Cilj skretanja pažnje menadžmentu na važnost interpersonalne komunikacije u okviru organizacija, uz isticanje uloge internog PR-a u tome, namenjeno je stvaranju prekretnice u vođenju i upravljanju privrednim organizacijama. Uz sve probleme sa kojima se susreću zemlje u tranziciji, problem adekvatne komunikacije sa internim korisnicima (zaposlenima) je pored trke za profitom ili surove borbe za opstanak, stavljen u drugi plan. Zanemarene su osnovne ljudske potrebe zaposlenih i njihova uloga u oblikovanju korporativnog identiteta, kulture i imidža organizacije u kojoj rade. Osim toga, danas se mnogo više ulaže u izgradnju imidža korporacije kod spoljnih javnosti, uz zapostavljanje internih javnosti. Stoga se uočava potreba da se interni PR razvija istom brzinom i u istom obimu kao eksterni PR, jer su nesklad i raskorak među njima neodrživi na duže staze. Pošto je interpersonalna komunikacija unutar privredne organizacije najznačajnija i nezaobilazna motivaciona dimenzija komunikacije sa internim korisnicima, proizlazi neophodnost da se ojača služba internog PR-a. Poslovanje nije samo ekonomsko-finansijska disciplina, već i društvena delatnost, to jest društvene (međuljudske, komunikacione, motivacione, vrednosne, etičke) dimenzije poslovanja nisu nekakav dodatak, ukras, sekundarni aspekt ili opcija već njegov jednako važan segment.

Ključne reči: interpersonalna komunikacija, privredna organizacija, interni PR,  poverenje, saradnja

Abstract: As the most widespread and elementary form of social communication, interpersonal communication has become the object of interest of several scientific disciplines. Immediate feedback and non-verbal aspects are among the greatest advantages of interpersonal communication. The motivational power of interpersonal communication is great, as it satisfies cognitive, emotional and social needs. The quality and frequency of interpersonal communication plays a key role in creating a healthy working environment, good organizational culture and work motivation. The aim of drawing attention to the importance of the management of interpersonal communication within organizations, with emphasis on the role of internal public relations in this process, is to create milestones in managing business organizations. With all the problems faced by countries in transition, in addition to the race for profit and brutal struggle for survival on the turbulent global market, the issue of adequate communication with internal customers (employees) is neglected. The basic human needs of employees and their role in shaping the corporate identity, culture and image of the organization they work for, are ignored. Furthermore, much more is invested in building the public corporate image,at the expense of the internal public. The need to develop internal PR at the same rate and to the same extent as external PR is evident, because the gap between them is unsustainable in the long run. Since interpersonal communication within business organizations is the most important and indispensable motivational dimension, it is necessary to strengthen the  internal PR department. Business is not just an economic and financial activity, but also a social one. In other words, the social dimensions of business (interpersonal, communicational, motivational, value and ethical aspects) are not just an accessory or option, but it's equally important part. The main aim of this study points to an attempt to detect and describe all relevant factors that indicate the importance of developing a comprehensive internal PR, and therefore adequate strategies of interpersonal communication with employees. Particular reference is certainly to be "modern" economic organization and the very strategy of interpersonal communication with internal users as an important element of motivation.

Key words: interpersonal communication, business organizations, internal PR, trust, cooperation 

Miloš Nikolić, asistentDr, 
Ljiljana S. Mihajlović, profesor strukovnih studija
[1] Visoka škola primenjenih strukovnih studija, Vranje, Filipa Filipovića 20,
[2] Visoka škola primenjenih strukovnih studija, Vranje, Filipa Filipovića 20,

Sadržaj: U savremeno organizovanim poslovnim sistemima, službe za ljudske resurse, sve više se bave karijerom zaposlenih i njihovim razvojem i napredovanjem. Značaj karijere proizilazi i iz cinjenice da se preko nje najjače i najočiglednije povezuju i objedinjuju individualni i organizacioni ciljevi i interesi.


Osnovna hipoteza u ovom radu je da planiranje i upravljanje karijerom podrazumeva koordiniranu aktivnost menadžera, pojedinaca i stručne službe za razvoj ljudskih resursa.Pri tome, sistematično planiranje karijere je značajna podrška razvoju individualnih potencijala i predstavlja jedan od važnih aspekata strateškog upravljanja ljudskim resursima. Na taj način treba da se u organizaciji razvije potencijal za promene i inovacije.

Ključne reči: Karijera, ljudski resursi, organizacija

Abstract: In modern organized business systems, services for human resources, is increasingly dealing with employees and their career development and progression. The importance of career stems from the fact that through it the strongest and most obviously connect and combine individual and organizational goals and interests.

The main hypothesis of this paper is that planning and career management involves coordinated activity managers, individuals and professional services for the development of human resursa.Pri this, systematic career planning is important to support the development of individual potential and is one of the important aspects of strategic human resource management. In this way should be organized to develop the potential for change and innovation.

Key words: Career, human resources, organization

Dr. Laura Južnik Rotar, Assistant Professor
School of Business and Management Novo mesto, Na Loko 2, 8000 Novo mesto, Slovenia

Abstract: Entrepreneurship is a powerful driver of economic growth and job creation and it makes economies more competitive and innovative. New companies, especially small and medium sized enterprises represent the most important source of new employment. Given the significant number of young unemployed people, the entrepreneurship as a route out of unemployment should be promoted. The European Union supports different actions which aim to ease the transition from school to labour market. Within these interventions an important role is played by self-employment program which is seen as an important facilitator of entrepreneurship and creation of new jobs.

Key words: Entrepreneurship, self-employment, youth unemployed people. 

Marko Pavlović, dipl.ecc-master ekonomije
Pošta Srbije, RJ „Beograd Centar“-Odeljenje za novčane usluge, Vasina 13, Beograd

Sadržaj: U ovom radu autor će istražiti motivaciju i zadovoljstvo zaposlenih u Pošti Srbije. Pošta je javni sektor građana. Samo zadovoljstvo i motivacija utiče na kvalitet pružanja usluga pa je motivacija i zadovoljstvo jako bitna. U istraživanju biće primenjen upitnik Paul-a Spector-a JSS (Job Satisfaction Survey) i Minesota upitnikom o zadovoljstvu poslom MSQ(Minnesota Satisfaction Questionnaire), a organizaciona privrženost pomoću Upitnika o organizacionoj privrženosti OCQ (Organizational Commitment Questionnaire). Pored teorijskog tela u radu biće prikazano istraživanje.

Ključne reči: motivacija, zadovoljstvo, ljudski resrrsi, upitnik i istraživanje.

Abstract The author will explore the motivation and satisfaction of employees in the Serbian Post. Given the public sector citizens. Just satisfaction and motivation affect the quality of service delivery and the motivation and satisfaction are very important. The research will be applied a questionnaire Paul Spector JSS (Job Satisfaction Survey) and the Minnesota questionnaire on job satisfaction MSQ (Minnesota Satisfaction Questionnaire), and organizational commitment to using a questionnaire on organizational commitment OCQ (Organizational Commitment Questionnaire). Apart from the theoretical body in the work will be presented research.

Key words: motivation, satisfaction, human resrrsi questionnaire and research.

Summary

The European Union respects the right of its citizens to the identity and, although committed to integration of the Member States, the European Union promotes the freedom of its people to speak and write their own language. Multilingualism is also one of the foundations on which the EU is based. "United in diversity" is one of the most common slogans in EU documents. In accordance with this motto, the diversity of languages ​​is common wealth and the EU considers it as one of its priorities. Translating legal documents is an integral part of the pre-accession strategy of every candidate country for EU membership and is one of the key elements of successful integration into the EU. Texts of legal acts are published in all official languages ​​and all have the same legal force .

Key words: multilingualism, English language, European Union, acquis, translation

Sažetak

Evropska unija poštuje pravo svojih građana na identitet i iako predana integraciji zemalja članica, Evropska unija istovremeno promoviše slobodu svojih naroda da govore i pišu vlastitim jezikom. Multijezičnost je takođe i jedan od temelja na kojima počiva EU. “Ujedinjeni u različitosti” (United in diversity) jedan je od najčešćih slogan u dokumentima EU. U skladu s ovim motom, raznolikost jezika zajedničko je bogatstvo i EU na to gleda kao na jedan od svojih prioriteta. Prevođenje pravnih propisa EU je sastavni dio pretpristupne strategije svake države kandidata za članstvo u Evropskoj uniji i jedan je od ključnih elemenata uspješne integracije u EU. Tekstovi pravnih akata objavljuju se na svim službenim jezicima i svi imaju istu pravnu snagu.

Ključne riječi: multijezičnost, engleski jezik, Evropska unija, acquis, prevod 

Ph.D. Tatjana Mamula, assistant professor  
M.Sc. Nikola Kužet 

Sadržaj: Zbog interaktivne i sinergetske uloge savremenih poslovnih procesa potreba za donošenjem odluka na svim nivoima upravljanja je postala pokretačka snaga u održivom poslovanju firme. Da bi bili konkurentni, najvažnija uloga transformacionog lidera današnjice je kako efikasno alocira svoje zaposlene da budu što kreativniji i inovativniji. Koučing stil lidera ima pozitivan uticaj na motivaciju i samopouzdanje zaposlenih, njihovu kreativnu i stvaralačku dimenziju, što firmu čini konkurentnijom na turbuletnom tržištu. Rad ima za cilj da pokaže koja je uloga lidera kao kouča koji razvija veštine osnaživanja i osamostaljivanja drugih, sa ciljem da iskoriste i povećaju svoje potencijale, te koje efekte takav koučing proces ostvaruje kroz integrativni doprinos celog tima.

Ključne reči: transformacioni lider, koučing stil, inovativnost, konkurentnost, vrednost firme

Abstract: Due to the interactive and synergetic role of contemporary business processes, the need to pass decisions on all managerial levels has become the driving force in sustainable company business-making. In order to be competitive, the most important role of transformational leader today is to allocate their employees efficiently so as to be as creative and innovative as possible. The coaching style of the leader has a positive impact on employee motivation and self-esteem as well as their creative dimension, which makes the company more competitive at the turbulent market. The paper is aimed at showing the role of the leader as the coach who develops the skills of empowering others and making them independent with the aim to utilize and increase their potentials, as well as at showing the effects such a coaching process generates through integrative contribution of the whole team.

Key words: transformational leader, coaching style, innovative, competitive, company value

Abstract: Concept of the Active Reserve presents one of ways for manning of armed forces. An citizen sign contract with representatives of Ministry of defence and confirms his readiness to serve in military service when he wolud be called. In return, the MoD will pay his readiness with some money. Active reserve gains growing importance in many European countries that made switch from conscript concep to professional volunter forces. Active reserve has mutual benefit for both sides: it can relax temporary problems related to manning of military units; and, it is a good way for some additional money for citizens who are willing and prone for contractual obligation for military service on a temporary basis. Military organization is interested to find out population’s level of propensity to serve in active reserve. Additioanlly, other question could be recognized: about motivation, expectation, age and education structures and others. This paper presents empirical results on propensity and motives  to serve in active reserve.


Key words: Military, Organization, Active reserve, Manning, Recruitment

Sadržaj: Koncept aktivne rezerve predstavlja jedan od načina popune oružanih snaga. Građanin sklapa ugovor sa predstavnikom ministarstva odbrane kojim potvrđuje svoju spremnost za vojnu službu kada bude potreban i pozvan. Zauzvrat, ministarstvo odbrane će plaćati za ovu gotovost za angažovanje. Aktivna rezerva dobija sve više na značaju u mnogim evropskim zemljama koje su prešle sa sistema obaveznog služenja vojnog roka na koncept profesionalnih oružanih snaga. Koncept aktivne rezerve je obostrano koristan: umanjuje trenutne probleme popune vojnih jedinica, a sa druge strane je dobar način za građane da zarade izvesnu sumu novca u zamenu za njihovu spremnost na obavezu vojnog angažovanja u privremenom trajanju. Vojna organizacija je zainteresovana da spozna nivo spremnosti populacije da se angažuju u aktivnoj rezervi. Takođe i druga pitanja su od interesa: motivacija, očekivanja, obrazovna struktura itd. U radu se razmatraju zainteresovanost i motivi za službu u aktivnoj rezervi zasnovani na empirijskom istraživanju. 

 Ključne reči: Vojska, Organizacija, Aktivna rezerva, Popuna, Regrutovanje

Sadržaj: Savremeno poslovanje, u velikoj meri utiče na promenu organizacione strukture preduzeća. Koncept održivog razvoja je promenio svest organizacija u vezi sa životnom sredinom. Poslovni procesi su usklađeni sa politikom zaštite životne sredine, a sa druge strane kompanije dobijaju priznanje od strane lokalnih zajednica zato što se zalažu za očuvanje životne sredine. Cilj rada je da pokaže kako su se odvijale promene u organizacionoj strukturi preduzeća po pitanju održivog razvoja i kako je to uticalo na poslovanje preduzeća.

Ključne reči: održivi razvoj, ljudski resursi, poslovna politika, društvena zajednica, organizacione promene

Abstract: Modern business has a huge influence on organizational structure of company and its changes. The concept of sustainable development had changed consciousness of organizations about enviroment. Business processes are aligned with enviromnetal policy and because of that companies have been recognized by communities for making efforts in enviromental protection. The aim of this paper is to show how changes occurred at organizational structure and how it reflected on business enterprises.

Key words: sustainable development, human resources, business policy, community, organizational changes

Abstract: Part-time work means working time is shorter than full (40 working hours per week). An employee who works part-time is entitled to same working conditions as full-time employee (working on the same or similar jobs), although his or her enjoyment of certain rights on the basis of work is proportionally reduced, in accordance with the time spent at work, while his or her other guaranteed rights go to the full extent. Part-time work may be established by concluding a regular contract of employment, or some other way of engagement by which persons are hired to work outside employment (contract of temporary work, for example).

Key words: part-time work, rights at work, employment contract, temporary jobs contract

Sadržaj: Nepuno radno vreme jeste radno vreme koje je kraće od punog radnog vremena (40 radnih časova nedeljno). Zaposleno lice koje radi sa nepunim radnim vremenom ima pravo na iste uslove rada kao i zaposleni sa punim radnim vremenom (koji radi na istim ili sličnim poslovima), s’ tim što mu se uživanje nekih prava po osnovu rada srazmerno smanjuje, u skladu sa vremenom provedenim na radu, dok su mu ostala zagarantovana u punom obimu. Rad sa nepunim radnim vremenom može se zasnovati zaključivanjem ugovora o radu (regularni radni odnos sa nepunim radnim vremenom) ili drugim ugovorom kojim se angažuju lica za rad van radnog odnosa (ugovor o privremenim i povremenim poslovima, na primer).

Ključne reči: rad sa nepunim radnim vremenom, prava na radu, ugovor o radu, ugovor o privremenim i povremenim poslovima

Abstract: The contract of employment may be lawfully terminated by the employer if employee does not perform or does not have the necessary knowledge and skills to perform tasks at work. The same applies to an employee who has been convicted for an offense committed at work or in connection with work, as well as one who does not return to work within 15 days of the expiry of the standstill period of employment, or unpaid leave. There are categories of employees who enjoy special protection against dismissal. 

Key words: termination of employment, working ability, employee conduct at work

Sadržaj: Zaposlenom može biti zakonito otkazan ugovor o radu od strane poslodavca ukoliko ne ostvaruje rezultate rada ili nema potrebna znanja i sposobnosti za obavljanje poslova na kojima radi. Isto važi i za zaposleno lice koje je pravnosnažno osuđeno za krivično delo učinjeno na radu ili u vezi sa radom, kao i ono koje se ne vrati na rad kod poslodavca u roku od 15 dana od dana isteka roka mirovanja radnog odnosa, odnosno neplaćenog odsustva. Postoje kategorije lica koje uživaju posebnu zaštitu od otpuštanja.  


Ključne reči: otkaz ugovora o radu, radna sposobnost, ponašanje zaposlenog na radu