Modern Organizations Research Articles

THE MECHANISM OF USING ARTIFICIAL INTELLIGENCE TECHNOLOGIES IN THE PROCESSES OF MOTIVATION OF THE COMPANY'S EMPLOYEES

Modern organizations face unprecedented challenges in attracting, retaining, and motivating employees in a dynamic business environment. In this regard, the study of the use of artificial intelligence technologies in the field of employee motivation is of particular interest and relevance. This research article is devoted to the study of the possibilities and prospects of using artificial intelligence technologies in employee motivation. It is aimed at unlocking the potential of artificial intelligence to create effective and innovative strategies for staff motivation, as well as at analyzing the benefits and challenges associated with the introduction of such technologies in enterprise management. The article discusses the main aspects of the use of artificial intelligence technologies in employee motivation, analyzes the current state of research in this area of science, and provides recommendations for the practical application of the results obtained. The work is aimed at developing innovative approaches to HR management and increasing interest in the use of artificial intelligence in the business environment.

Анализ современных методов профессиональной подготовки управленческих кадров

This article examines the issues of professional training and development of managerial personnel as an important object of management in modern organizations. The author substantiates the need to apply a systematic approach to the development of managerial competencies to improve management effectiveness. It is noted that professional training of managerial personnel is one of the objects of management, which aims to develop and train specialists in the field of management. The research area includes acquiring practical skills and specific knowledge necessary for the effective performance of managerial functions in organizations of various scales and business orientations. Existing problems and barriers in the field of managerial personnel training are analyzed, and ways to overcome them are proposed. Advanced practices of leading companies in in the field of human resource development and managerial potential are examined. To summarize, this research highlights the critical role of ongoing professional development for managerial staff within contemporary organizational contexts. By confronting current obstacles and embracing progressive training approaches, organizations can nurture a proficient and adaptable leadership cohort primed to propel sustainable expansion and competitive superiority.

Modeling cynicism and organizational design on job performance: Mediation and moderation mechanism

Modern organizations assert that cynicism and organizational design provide advantages for knowledge-intensive settings. However, organizational crises may lead to resource shortages, prompting increased knowledge hiding (KH) among workers for competitive edge. Therefore, current study aims to examine the influence of organizational design and cynicism on job performance with organizational justice and KH through the moderating effect of servant leadership. Convenience sampling technique was used for data collection from 730 manufacturing organization employees via a survey questionnaire and data were analyzed with AMOS (28.0). Findings showed that KH's behavior negatively influenced by organizational design and positively influenced by cynicism. The current study also validates that higher management needs to practice advanced organizational justice to improve performance that drastically generates justice practices and reduces KH within the firms. Moreover, deploying servant leadership helps to control the cynicism, and employees start practicing knowledge-sharing behavior that significantly contributes to the performance.

Теоретические предпосылки формирования теории демократической организации труда

This scientific article is a study of the theoretical prerequisites for the formation of the concept of democratic labor organization. In the past, the main focus was on the concept of rational formal structures as a means of implementing organizational decisions. However, in modern concepts, democratic forms of governance are gaining priority, considering the personal interests of individuals and based on horizontal interaction within the organization. The article analyzes the shift from traditional formal structures to more democratic management models within the framework of modern organizational behavior. The authors emphasize the importance of transitioning to more flexible and democratic management structures to increase organizational efficiency, stimulate employees’ creative potential, as well as create a favorable working environment. The analysis presented in the study is relevant and important in the context of modern labor organization theory, enriching the understanding of how democratic principles can be successfully implemented in the management practice of modern organizations. In conclusion, the study underscores the significance of embracing democratic principles in labor organization theory and practice. By advocating for more flexible and participatory management structures, organizations can enhance their efficiency, foster innovation, and cultivate a conducive work environment. Moving forward, further research and implementation of democratic principles are vital for advancing organizational effectiveness and employee satisfaction.

Transition to intelligent accounting and reporting concepts. Formation of an intellectual valuation concept

Previously, in one of our publications, we proposed categories of digital concepts for accounting, reporting, analysis and auditing and justified their content. The rapid development of technology that has taken place since that time allowed us to assume that today it is already possible to talk about intellectual concepts in the above areas, including the intellectual concept of valuation in accounting and reporting. These questions are explored in this article. When conducting research, methods such as analysis and synthesis, grouping method, comparison, analogy method, logical approach, systematic approach were used. As a result of the research carried out in this work, proposals were made regarding the formation of an intellectual concept for valuation of accounting objects and reporting elements, as well as intellectual concepts of accounting and reporting in general. The results obtained in this article will be useful to a wide range of readers interested in the development of modern accounting and reporting, including valuation, which can be used in the educational process of higher educational institutions, as well as in the practical work of accounting departments of modern organizations.

СОПОСТАВИТЕЛЬНЫЙ АНАЛИЗ ЖИЗНЕННОГО ЦИКЛА ОРГАНИЗАЦИИ ПО МОДЕЛИ И. АДИЗЕСА И ЖИЗНЕННОГО ЦИКЛА ПРОЕКТА В РАМКАХ ПРОЕКТНООРИЕНТИРОВАННОЙ МЕТОДОЛОГИИ УПРАВЛЕНИЯ

The relevance of the topic is determined by the existing conditions of transition of modern organizations to new management paradigms. World trends of project-oriented management are increasingly penetrating into domestic management practices. In domestic practice, the diversification of operational processes of the organization from projects faces difficulties in determining the intersection of the stages of the life cycle of the organization and the life cycle of the project, especially in the framework of strategic projects of the organization. Project-oriented management methodology is a modern means of ensuring a high level of competitiveness, but does not have sufficient understanding on the part of strategic and operational management of the organization. The greatest interest in this article is shown to the search for ways to form new approaches to the organization of project-oriented management in modern domestic organizations. Also, special attention is paid to the analysis of the current mechanisms of organization life cycle management of the organization and the project, based on the mechanism of combining the two approaches to management. The analysis of the application of the life cycle model of I. Adizes in the management of modern domestic organizations, as well as the analysis of the applicability of the traditional life cycle model of project management. The aim of the study is to identify ways to manage modern organizations by combining Adizes' life cycle model and the project life cycle model. The objectives of the study are reduced to the analysis of key factors contributing to the integration of the two approaches to the management of project-oriented organizations. Research results. The comparative analysis of the model of the life cycle of the organization I.Adizes and the model of the life cycle of the project is carried out. on the basis of results of the analysis of characteristics of stages of each of the models, proposals on use of the model of the life cycle of the project as a basic paradigm of management of the project-oriented organization as a whole are made. The problem of applicability of the proposed methodology is revealed, which requires practical confirmation and additional theoretical study.

The Impact of Digital Platforms on Effective and Efficient Recruitment Practices in Organisations

The integration of digital platforms in recruitment processes has become a cornerstone for modern organizations seeking to streamline their hiring practices. This dissertation investigates the ways in which digital platforms enable effective and efficient recruitment strategies within organizations. It examines how these platforms enhance candidate sourcing, screening, and selection processes while addressing challenges such as bias mitigation and candidate experience improvement. Through a synthesis of literature, case studies, and empirical research, this study explores the impact of digital platforms on recruitment outcomes and organizational performance. Additionally, it evaluates the role of emerging technologies, such as artificial intelligence and machine learning, in optimizing recruitment processes. By analyzing current trends and best practices, this dissertation offers valuable insights for organizations aiming to leverage digital platforms for recruitment success.

Enterprise Data Governance : A Comprehensive Framework for Ensuring Data Integrity, Security, and Compliance in Modern Organizations

Enterprise data governance has emerged as a critical function for organizations seeking to maximize the value of their data assets while mitigating risks associated with data management. This article presents a comprehensive framework for implementing effective data governance strategies in modern enterprises. It examines the key components of robust governance structures, including clear policies, well-defined roles and responsibilities, and the establishment of data quality standards. The article explores methods for ensuring regulatory compliance and enhancing data security, emphasizing the importance of risk management and data protection measures. By analyzing case studies across various industries, the article identifies best practices and common challenges in data governance implementation. Additionally, it investigates the impact of emerging technologies such as artificial intelligence and blockchain on data governance practices. The findings underscore the necessity of a holistic approach to data governance that aligns with organizational objectives, fosters a data-driven culture, and adapts to evolving regulatory landscapes. This article contributes to the growing body of knowledge on enterprise data management and provides practical insights for organizations striving to improve their data governance capabilities in an increasingly complex digital environment.

Application and evaluation of interlinked approaches for modeling changing capabilities

The nature of modern organizations needs to be increasingly adaptive, since they are dealing with a constant demand to respond to stimuli derived from the dynamic environments they operate in. Changing their capabilities is a common response, and this makes capability management a vital aspect of organizational survivability. To date, there are no approaches specifically designed to address this specific situation. KYKLOS and Compass are two interlinked approaches of different complexity, a DSML and a canvas, developed to support capability change. As recently developed methods, they lacked formal demonstration and evaluation; therefore, the goal of this article is to present the demonstration and evaluation of the two approaches by their stakeholders, in particular, business and modeling experts. A case study in a Swedish company in the ERP system consulting domain that is undergoing changes in its sales and consulting capabilities related to evolving customer requirements has been used to demonstrate and evaluate the two approaches. The process consisted of two evaluation cycles. The first cycle concerned KYKLOS and used two categories of evaluators, the business experts and the modeling experts. While the modeling experts evaluated positively the method, the business experts had difficulties associated with its ease of use and adoption. This resulted in the development of Compass, which was evaluated by business experts during the second evaluation cycle. Compass was evaluated more positively in terms of the difficult aspects, but the challenge is ongoing and motivates further future research.

The role of self-confidence in teamwork: experimental evidence

Teamwork has become increasingly important in modern organizations and the labor market. Yet, little is known about the role of self-confidence in teamwork. In this paper, we present evidence from a laboratory experiment using a team effort task. Effort and ability are complements and there are synergies between teammates’ efforts. We exogenously manipulate subjects’ self-confidence about their ability using easy and hard general knowledge quizzes. We find that overconfidence leads to more effort, less free riding, and higher team revenue. This finding is primarily due to a direct effect of overconfidence on own effort provision, while there is no evidence that subjects strategically respond to the teammate’s overconfidence.

ВИКОРИСТАННЯ МЕТОДІВ ВІРТУАЛЬНОЇ РЕАЛЬНОСТІ ДЛЯ ОТРИМАННЯ ПРАКТИЧНИХ НАВИКІВ З ВИПРОБУВАНЬ БУДІВЕЛЬНИХ МАТЕРІАЛІВ

Introduction. Current developments that are being implemented by modern organizations must include not only initial methodological complexes of disciplines (modules), but also security programs aimed at mastering professional competencies. The optimal way to develop competencies is through virtual laboratories, which are modeled in an electronic lighting environment on real-world objects. Problem Statement. The problem of this article is the need to promote current technologies of virtual modeling, which is considered as a tool for increasing the brightness of engineering lighting. Purpose. development and implementation of virtual 3D laboratories to obtain practical skills from testing real-life materials. Materials and methods. 3D graphics editor, software Unity 2022.3.4. Results. We also have an analysis of programs for 3D modeling, which can be used not only for the purpose of displaying on printed products or on the computer screen, but also for the development of entire elements. In addition to software products, the authors propose an approach to creating a virtual technological laboratory, which allows industry professionals to learn practical skills from testing real-life materials.

The moderating role of psychological power distance on the relationship between destructive leadership and emotional exhaustion

Destructive leadership, a prevalent negative behavior in modern organizations, continues to captivate the interest of scholars and professionals due to its detrimental aftermath. Drawing from social psychological (culture) and conservation of resources theory, we explore the moderating impact of psychological power distance on the link between destructive leadership and emotional exhaustion. The main contribution of this study is that it has created new information about the moderating role of some specific sub-dimensions of psychological power distance (e.g., hierarchy, prestige) in the relationship between destructive leadership and emotional exhaustion. Our findings also reveal a positive correlation between a destructive leadership style and emotional exhaustion. Furthermore, the prestige aspect of psychological power distance amplifies the influence of deficient leadership abilities and unethical conduct on emotional exhaustion. Notably, our study highlights that in the Turkish context, characterized by high power distance, and escalating hierarchies the impact of nepotism disparities on emotional exhaustion. In conclusion, these novel insights underscore a significant research avenue regarding cultural facets.

Organizational Behaviour insights: Examining dynamics of Workplace Culture and Employee Interaction in Modern Organizations

This study delves into the multifaceted discipline of organizational behavior (OB), focusing on how modern organizations can optimize workplace culture, employee interactions, and overall effectiveness through strategic management of human dynamics. Central to this investigation are the impacts of leadership styles, workplace culture, technology integration, and corporate social responsibility on employee engagement and organizational productivity. By employing a combination of quantitative and qualitative research methods including surveys, interviews, focus groups, and case studies—the research provides comprehensive insights into the factors that contribute to a thriving organizational environment. Statistical and thematic analyses reveal the critical role of inclusive and adaptive workplace cultures in enhancing employee satisfaction and driving organizational success. The study also examines the dual-edged nature of technology in the workplace, highlighting its potential to either streamline operations and promote flexibility or contribute to challenges such as communication overload and diminished work-life balance. Leadership is identified as a key driver in shaping organizational culture and effectively managing change, with a particular emphasis on the need for leaders to adopt empathetic and transformational leadership styles. Furthermore, the research underscores the significance of corporate social responsibility initiatives in bolstering organizational reputation and employee loyalty. The findings suggest that modern organizations must adopt a holistic approach to OB, integrating strategic management practices across various domains to foster an environment that not only advances business objectives but also supports employee well-being and development. This comprehensive approach is essential for sustaining long-term organizational resilience and competitiveness in a rapidly evolving business landscape.

THE ROLE OF ARTIFICIAL INTELLIGENCE IN THE DEVELOPMENT OF THE COMPANY'S BUSINESS PROCESSES

Doing business in the conditions of globalization and rapid changes requires from entrepreneurs constant development and adaptation, search for new ideas and use of advanced technologies. Active competition and functioning in conditions of uncertainty require the formation of new competitive advantages, effective management of business processes and digital awareness. The aim of the paper is the systematization of the key approaches to implementation of artificial intelligence in business processes of the company and assessment of its influence on business results Empirical research uses quantitative methodology. Secondary data is collected from surveys and reports of leading world consulting companies. Within the framework of the research, the essence and key directions of artificial intelligence development were studied. Analysis of the use of artificial intelligence in company’s business processes was conducted. The positive cases of artificial intelligence implementation were considered, the influence of AI solutions on the development of modern organizations was determined. Advantages and disadvantages of AI solutions for business were considered.

An analysis of qualifications and requirements for geographic information systems (GIS) positions in the United States

AbstractAs the demand for geospatial analytics continues to grow, geographic information systems (GIS) professionals are needed to build, operate, and maintain GIS technologies, data, and software to provide geospatial insights for modern industries and organizations. To best train the next generation of GIS professionals, an understanding of qualifications and requirements of GIS positions is needed. Thus, this work analyzes 508 GIS positions, grouped by position type (analysts, developers, educators, managers, specialists, technicians) to provide insights on key pre‐requisite requirements, such as education, experience, certifications, soft communication skills, programming skills, and knowledge of GIS or IT. In general, possession of a bachelor's degree in GIS, geography, or computer science, prior professional experience, and knowledge of GIS and IT software were common pre‐requisites for most GIS roles. Soft communication skills were also frequently desired for GIS roles. We also found that some position requirements tended to vary by position type, such as manager and developer roles requiring on average 5 years or higher prior experience, while analyst, specialist, and technician roles had much lower experience and education requirements. Higher education institutions and GIS training programs should note the desired requirements for GIS position types and continue to refine programs and develop pathways for success for aspiring GIS professionals.

Political tribalism, meritocracy, and human capital management in Kuwait’s diverse work setting

The complicated relationship between political tribalism, meritocracy, and human capital in Kuwait emerges as an important focus in the changing landscape of modern organizations. This paper carefully examines this complex relationship, demonstrating its significant implications for human capital management. Political tribalism, which is closely associated with power systems, has a noticeable impact on core human capital processes like hiring, training, and career advancement. In addition, the fundamental idea of a meritocracy promotes unbiased hiring practices by putting competence above affiliation. An in-depth understanding of the mediating role performed by human capital practices is necessary in order to effectively address complex political elements while firmly maintaining meritocratic values. The findings presented here apply to similar organizational situations other than Kuwait. The study provides firms with invaluable insights by revealing these complex links and encourages proactive actions to develop an open, equitable human capital strategy. It attempts to create an environment that encourages the development of human capital, the maintenance of a strong meritocratic system, and the effective mitigation of the negative effects of political tribalism.

Racial diversity at work: a psychodynamic perspective

This study aimed to provide new insights for diversity management by applying the psychodynamic principles of defence mechanisms and basic assumption mentality. Diversity is an important part of modern society and organisations. However, the evidence of diversity management remains inconsistent. Two opposing social theories have primarily been the focus of the scientific literature. Some scholars argue that these theories may be insufficient as they do not necessarily account for more covert forms of discrimination and experiences. We adopt a psychodynamic perspective because it has long promoted the influence of covert behaviours and subjective experiences. Ten participants were recruited using the purposeful sampling method. Participants identified as either being White, Black, Asian, or Other which was one of the three main inclusion criteria. The second being participants had no formal managerial authority and all worked in racially diverse teams in different organisations. Participants were recruited from organisations in The UK, The Netherlands, Belgium, Austria, and Australia. Individual interviews lasted 20–30 minutes and were conducted using Microsoft Teams and transcripts were coded using Nvivo 12. Interpretative phenomenological analysis (IPA) was applied to uncover themes and psychodynamic principles were applied to make sense of participants lived experiences. The findings suggest that participants’ anxieties were exacerbated by socio-environmental factors and adverse workplace experiences that negatively interfered with job performance and relationships in the workplace. Ethnic minorities reported more stressors primarily due to a conflict and discrepancy between the self and their work environment. Reducing uncertainty, leadership emotional competence, and effectively managing work boundaries were protective factors. Recommendations and limitations are discussed.

Relations between Totems and Humans, the Dagara of Jirapa in the Upper West Region of Ghana, and Indigenous Belief Systems and Lessons for Modern Environmental Conservation

This essay investigates how the Dagara totemic relationship with totems may be used to protect biodiversity. The Jirapa municipality, one of the municipalities in Ghana's Upper West Region, is the subject of this essay. The study looked into how the totemic connection could be used to advance biodiversity protection and conservation in the Jirapa municipality and elsewhere. It made use of a phenomenological research. No matter where they are located, people who share a totem or, for that matter, a common ancestor, have similar belief systems and take part in similar cultural rituals, according to the study. One of the most important findings of the study was that people would go to great lengths to protect and never destroy their totems, whether they were plants or animals. Because they considered it to be one of them, the people whose totem it was protected the object. This resulted in the preservation of several plant and animal species. Totems represent family, clan ties, and what people view as appropriate or wrong behavior, according to one conclusion. The participants' conversation led them to the conclusion that totems are spiritual beings that defend their human relationships. In conclusion, there are numerous ways that this link might be used to protect biodiversity. The report makes the suggestion that modern conservation organizations, agencies, and partners use indigenous cultural practices in their conservation programs. In order to increase natural resource conservation, communities where these kinds of traditional or cultural practices are still practiced should be encouraged to maintain and spread these traditions abroad. Keywords: Jirapa, Dagara, totems, symbiotic relationships, and conservation of nature

Budgets and Performance Metrics in Modern Organizations. Preliminary Insights into the Budgeting Process of Higher Education Institutions

Budgets and Performance Metrics in Modern Organizations. Preliminary Insights into the Budgeting Process of Higher Education Institutions

Analysing Research Patterns In Employee Motivation and Performance A Bibliometric Perspective

Employee motivation and performance are critical elements for organisational success, significantly impacting productivity and job satisfaction. Understanding the intricate relationship between these factors is essential for modern organisations aiming to optimise their workforce. This study conducts a thorough bibliometric analysis of research on employee motivation and performance, offering insights into the field's development, key research areas, and influential contributors. Using Scopus data spanning from 2004 to 2023, this research maps the landscape of employee motivation and performance literature. Through bibliometric indicators, it uncovers publication trends, notable authors, influential journals, and emerging themes. The analysis reveals a growing interest in this topic over the years, with articles being the predominant publication type, indicating a commitment to in-depth exploration. Notably, authors like Hitka, M. and Lorincová, S. have made substantial contributions. The prevalence of the "Business, Management, and Accounting" subject area highlights the interdisciplinary nature of this field, and the United States as a prominent country, shows a substantial contribution in developing scholarly research and promoting the progression of knowledge within this particular domain. The study underscores the continuous evolution of employee motivation and performance research, driven by scholars worldwide. This bibliometric analysis offers a comprehensive overview, guiding future research directions and assisting organisations in formulating strategies to enhance workforce motivation and performance.