<abstract xmlns="http://www.w3.org/1999/xhtml"><bold>Objective:</bold> The implementation of mechanisms stimulating marketization of the public sector is an elementary assumption of a modern public management system. The main goals of these processes are to increase efficiency, reduce bureaucracy, create a platform for cooperation between public and private entities, and extend decentralization. The set of rules practiced in modern local governments increasingly resembles a private enterprise managed by efficient managers. The traditional approach, which was only the administration process itself, is being replaced by a focus on economy, efficiency, quality, and effectiveness.<bold>Methodology:</bold> The material was created based on the qualitative method in the form of secondary analysis of literature data. At the same time, it provides the theoretical background for conducted empirical research on changing the management system in public administration. The effect of further research explorations will be another material presented in the form of a research report<bold>Value Added:</bold> The New Public Management (NPM) concept is based on changing the orientation of management of public organizations consisting in ceasing to apply the approach focusing only on procedures and rules of conduct related to expenditure, and implementing rules based on the analysis of the results related to expenditure incurred, adopting strategic orientation and introducing market mechanism for the process of providing public services (Zalewski, 2006, p. 74). The purpose of the article is to describe the New Public Management model, the implementation of which helps public institutions to respond to challenges posed by external and internal stakeholders.<bold>Findings:</bold> The article presents the thesis that changes in public administration require the transformation of a management system characterized by entrepreneurship, the use of different business-oriented strategies for implementing effective actions.<bold>Recommendations:</bold> The idea of New Public Management is to replace the bureaucratic administrative management model and to introduce a managerial model, i.e. the application in the public sector of the principles and solutions of management systems known and used in the business sector (Alford &amp; Huges, 2008, pp. 130–148). This is caused by the increase in citizens’ expectations regarding the increase in the quality of service provision, while at the same time unwilling to raise taxes. To achieve this goal, NPM has introduced certain assumptions to help in effective management (Templatka, n.d.).</abstract>

New Public Management as a Tool for Changes in Public Administration

<abstract xmlns="http://www.w3.org/1999/xhtml"><bold>Objective:</bold> The purpose of this article is to show the diversity of possibilities for interpreting identities in the context of the academic profession by showing the different dimensions of participation in the academic community and personality transformations associated with the capture of certain attitudes and behaviors of the scientists.<bold>Methodology:</bold> The article is based on a critical analysis of the literature dealing with the sense of organizational identity in the scientific context. We expanded the characteristics associated with this issue to the recognitions arising from the complexity of participating in the life of science on many levels. The work provides an overview of the research approaches of potential detectable factors shaping the investigator’s personality in organizational terms. Provided a theoretical background on scientist identity in an organizational context in this paper provides the directions of the research that brings diagnosis in management sciences.<bold>Findings:</bold> Scientist organizational identity is the concept that provides a few interpretational directions that can be explored in the management context. The empirical views on this subject provide two levels of meaning. On the first level, it raises questions about individual needs related, on the one hand, to the factors of participation in this profession’s life, like prestige, carrier, and power. On the other hand, the second level’s meaning is connected with the scientist’s personality and compatible with his professional choices like scientific orientation on life choices and creative disposition of high professionalism. The multi-mentality of participation, both physical, emotional, and life academism discourse, brings many recognitions of the concept of scientific organizational identity.<bold>Value Added:</bold> Attention has been paid to the critical discourse on the theory of an organization’s influence on its scientific members’ identity. Also, an indication of the role of these processes in the power and hierarchy context. In the other context, we try to understand the role of individual human dispositions and professional socialization processes in the academic profession.<bold>Recommendations:</bold> Scientists’ organizational identity is an interesting direction to explore, that brings many reflections about the influence that brings the academic profession area to scientific senses of being. These processes also influence factors like bureaucracy, hierarchy, career politics, evaluation processes, and academic organizational narratives.</abstract>

Scientist Organizational Identity – the Diversity of Perspectives

<abstract xmlns="http://www.w3.org/1999/xhtml"><bold>Objective:</bold> Understand how the increased competitiveness encourages industries to seek solutions in order to maintain or increase their market share, promoting the manufacturing of quality products at reduced costs.<bold>Methodology:</bold> In this study, an in-company analysis regarding the Lean performance evaluation methods present in the literature as well as already implemented in the industry was performed, focusing on the gaps of present models and needs for future.<bold>Findings:</bold> New philosophies arise such as the Lean Manufacturing, which is based on continuous improvement, aiming at optimizing the production system, eliminating waste and using fewer resources.<bold>Value Added:</bold> Based on the results, and with the objective of allowing comprehensive assessment of Lean performance independently by the companies, and the determination of improvement actions, a Lean performance evaluation method was developed in order to understand the impact in financial and economic figures of the case study.<bold>Recommendations:</bold> Take into account the main concepts of the social sciences, such as Organizational Culture, Leadership Style and Strategic Approach, considering the link with the financial economic performance.</abstract>

Impact Assessment on the Economic and Financial Indicators of the Implementation of Lean Management Model

<abstract xmlns="http://www.w3.org/1999/xhtml"><bold>Objective:</bold> The article is an attempt to make a diagnosis about the impact of the Covid-19 pandemic on HR practices including recruitment and selection, remote working, motivating employees, re-skilling and communicating. This theoretical study is a kind of revision and discussion with the “future trends in HR” predicted a few years ago before pandemic.<bold>Methodology:</bold> The research method was a review of the most recent research findings from business practice and from scientific literature concerning the impact of the pandemic on various fields of human resource management. Due to the growing flood of media information, the authors wanted to select the most updated HR practices implemented in organizations from the reliable and acknowledgeable sources.<bold>Findings:</bold> The biggest challenges for HR after COVID-19 will be: restructuring the place of work and the content of work, applying more advanced technology to recruitment, selection and performance; more interests, appreciation and motivation from managers will be needed as well as building trust, a sense of belonging among team members. The list of benefits will be revised towards enhancing mental health and well-being. The reality after the pandemic will require new competencies from managers and employees so re-skilling and re-training are the most expected approaches.<bold>Value Added:</bold> This article is becoming an important voice on the impact of a pandemic on the HR practices. The emerging and current results of research on HR trends will allow targeting education systems and equipping employees with the most predictable competences which will be useful in the era after the pandemic.<bold>Recommendations:</bold> The COVID-19 turmoil has changed the prepared strategic plans for development of many organizations. This external factor hardened all continents and built new reality where some tips and recommendation are highly welcome. Thus, we proposed few revisited personnel solutions which HR professionals may implement. We also invite other scholars to research the pandemic impact on many multidimensional levels: economic, political, social, technological, ethical ones.</abstract>

Wroclaw University of Economics and Business

Re-vision of Future Trends in Human Resource Management (HRM) after COVID-19

<abstract xmlns="http://www.w3.org/1999/xhtml"><bold>Objective:</bold> The purpose of this article is to make an analysis of the size and structure of migratory flows at regional and sub-regional level.<bold>Methodology:</bold> Descriptive statistical analysis was mainly used to visualize and synthesize information about the evolution of the structure and size of migratory flows in major regions of the world.<bold>Findings:</bold> The importance of contemporary migration is related not only to the number of migrants, but also to the fact that the migratory phenomenon has become global and takes on more and more diverse forms. People travel for various periods of time, but shorter. They adopt a pattern of circulatory migration, continue to maintain strong connections with where they left from or practice unregulated migration. Migration has become a defining feature of the modern global economy, and the main factors underlying its expansion are the processes of globalization, technical progress, the new economic order, etc. In 2019, the number of l migrants at world level reached 271.6 million, well above the values forecast by international bodies in recent years. In the last three decades, more developed regions have received 69 million international migrants, while less developed regions have received only 50 million. The highest migratory flows were recorded in high-income countries (98 million persons), and middle and low-income countries added only about 20 million persons to migrants’ stock (17 million and 3 million, respectively).<bold>Value Added:</bold> The paper presents an analysis of the size and structure of migratory flows at the regional level, providing a more detailed picture of migration, and presenting a different but complementary perspective of migrants and movements from different parts of the world. A comparative analysis of migrant flows at regional level and on large migration corridors is performed, but also of the structure by age groups and gender of regional migrants.<bold>Recommendations:</bold> The analysis of data on regional migration shows significant differences in migration patterns between regions. Greater recognition of regional migration patterns, variations and complexities can help shape strategic and sustainable responses of the migration policies. It is also necessary to pay attention to the regional dimensions and variations of international migration that may have critical implications for debates and regulations, especially (but not only) globally.</abstract>

National University of Water and Environmental Engineering

Recent Dimensions of Regional Migration

AHEAD OF PRINT

Volume 15 (2023): Issue 4 (December 2023)

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Journal of Intercultural Management

 The Journal of Intercultural Management (JOIM) focuses on issues related to the management of global enterprises, both in a practical and theoretical context.  The recent development of corporate globalization has brought to the fore the importance of intercultural management. Cultural backgrounds have been a huge game changer in the communication between people of different cultures both on a national and organizational level. Together with verbal communication, the underlying values and norms have always been an important element in international management practices. Often these issues are not fully appreciated and therefore there is a need for corporate leaders and managers to be informed about and to remain up-to-date with differences in language, behaviour, attitude and cultrure in order to fully utilize the advantages brought about by diversity. It is this intercultural intelligence which leads to tolerance and empathy between people of which is necessary for a harmonious working environment between employers and colleagues with varying beliefs and values.  The Journal of Intercultural Management analyzes intercultural management issues brought about by different cultural components. Other areas this journal include: international business strategy, risk management, human resource management and organizational behaviour.  A strict and thorough expert/peer review process precedes the publication of any article in this journal, with the review process taking anywhere from four to eight weeks. Editors subsequently inform the author(s) of their article review process and the manuscript may either be accepted for publication or rejected, depending on the outcome of the evaluation. Author(s) of an accepted paper is/are invited to submit their final manuscript which is then published in the Journal after all changes and requirements have been fulfilled. They are also invited to give a paper presentation of their work at conferences on 'Intercultural Management'.   Archiving  Sciendo archives the contents of this journal in Portico - digital long-term preservation service of scholarly books, journals and collections.  Plagiarism Policy  The editorial board is participating in a growing community of Similarity Check System's users in order to ensure that the content published is original and trustworthy. Similarity Check is a medium that allows for comprehensive manuscripts screening, aimed to eliminate plagiarism and provide a high standard and quality peer-review process. 