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Entrepreneurial curiosity is an entrepreneurial-psychology related construct that measures a level of entrepreneurial curiosity among entrepreneurs. Key research objectives of the study were to empirically test how two independent constructs as openness and company`s growth are connected to entrepreneurial curiosity and to develop and empirically test a structural model linking these three constructs. A multi-country survey was made on a sample of entrepreneurs from Slovenia, USA and Serbia. Findings showed that openness is positively related to entrepreneurial curiosity and that entrepreneurial curiosity is positively related to company`s growth. Results of this study can be used both for further research and in practice.

Background and purpose: This paper analyzes the interest of potential users for learning in the field of currency trading or foreign exchange (forex, FX). The purpose of our article is a) to present currency trading, b) to present different options, methods and learning approaches to educating in forex, c) to present the research results discovering the interest of potential users for learning in the field of currency trading. Methodology: For gathering data, an online questionnaire was used. It was distributed so that the survey sample covers socio-demographic variables (gender, age, working status, relationship status, financial status of credit and educational level). Interest in learning in the field of currency trading was assessed. Descriptive statistics, t-test, paired samples test, homogeny test of variances, and ANOVA were used. Results: It was determined that people are interested in learning about currency trading, especially younger ones (< 30 years), who prefer e-learning as their learning approach. Obtaining and possessing the right information is the strongest motivation factor and fearing not having enough necessary prior knowledge is the strongest discouraging factor for learning about currency trading. Conclusion: Education of users in the field of currency trading is becoming increasingly popular with the development of e-learning. Ozadje in namen: V znanstvenem prispevku analiziramo interes potencialnih uporabnikov za učenje na področju valutnega trgovanja (forex, FX). Namen članka je a) predstaviti valutno trgovanje, b) predstaviti različne možnosti, metode in pristope k učenju za izobraževanje valutnega trgovanja, c) predstaviti rezultate raziskave, ki izraža interes potencialnih uporabnikov za učenje na področju valutnega trgovanja. Metodologija: Za zbiranje podatkov smo uporabili spletni vprašalnik. Vzorec, ki smo ga zajeli v raziskavi vsebuje socialno-demografske spremenljivke (spol, starost, delovni status, odnos status, finančno stanje kreditnih in stopnjo izobrazbe). S pomočjo opisne statistike, t-testov, testa homogenosti varianc in testa ANOVA smo ocenili interes ljudi za učenje na področju valutnega trgovanja. Rezultati: Ugotovili smo, da obstaja interes za učenje iz valutnega trgovanja, predvsem pri mlajših ljudeh ( < 30 let), katerih najljubši učni pristop je e-izobraževanje. Pridobivanje in posedovanje pravih informacij je najmočnejši motivacijski dejavnik za učenje med uporabniki valutnega trgovanja, medtem ko je najmočnejši odvračajoči dejavnik, slabo predznanje o samem trgovanju. Zaključek: z razvojem e-izobraževanja, izobraževanje uporabnikov na področju valutnega trgovanja postaja vse bolj razširjeno in priljubljeno.

In order to exceed the circularity of formal economic thinking, the authors of the present paper favour the models of thinking specific to physics, which are also constructed statistically and mathematically, in an attempt to find an answer to the reunion of similar small and medium enterprises (SMEs), into multinational corporations. A model based on the theory of similitude is thus made use of, born from the very essence of physics, and having an economic and social destination and a complex impact. The physical models intended for economic systems are expressed as systems of partial differential equations, and the result becomes a new vision of reality. This paper details an original model based on physical similitude for SME amalgamation under the name of multinational corporations. After an introduction to the physical theory of similitude, the first section describes the physics model because of the reunion of similar SMEs. The real birth of some corporations in Serbia forms the content of the second section; the economic and social phenomena relating to the generation of such corporations, and the corporate social responsibility are emphasized. The idea of social complexity and its impact as the fifth dimension of a modern multinational corporation conclude the paper.

Disertacija predstavlja rezultat višegodišnjeg naučno-istraživačkog i praktičnog rada. U svom prvom delu, disertacija obuhvata pregled dostupne literature iz oblasti daunsajzinga. Posebna pažnja je posvećena tačnom definisanju pojma daunsajzing i jasnom razlikovanju od drugih koncepata koji se vezuju za organizacione promene. Prikazano je različito shvatanje daunsajzinga među istraživačima, pre svega u pogledu obuhvata i pitanja da li se odnosi samo na organizacione promene koje se direktno tiču smanjenja broja zaposlenih, ili na organizacione promene koje imaju za cilj generalno smanjenje troškova i povećanje efikasnosti. Daunsajzing je u disertaciji posmatran holistički, kao koncept i organizaciona promena koja ima svoje uzroke i posledice. Mnogobrojni uzroci mogu dovesti do daunsajzinga. Pregled uzroka dat u disertaciji, bez obzira da li se radi o uzrocima iz okruženja organizacije ili o internim uzrocima, ukazuje na značaj teme, odnosno ukazuje na to da će daunsajzing uvek biti sastavni deo poslovanja. Posebno poglavlje u okviru pregleda relevantne literature je posvećeno samom procesu daunsajzinga, gde je daunsajzing analiziran kroz različite pristupe, ali i kroz konkretne strategije i taktike za sprovođenje daunsajzinga, na čemu je postavljena teorijska osnova kasnijeg istraživanja, koje je u središtu ciljeva i naučnih doprinosa disertacije. Iako literatura obiluje radovima i istraživanjima koja se odnose na koncepte organizacione pravednosti prilikom daunsajzinga, razmatrajući sve njene elemente, ipak postoje određeni istraživački jazovi. Utvrđeno je da nije bilo istraživanja koja su u svom fokusu imala način na koji je donošena odluka o potrebnom broju zaposlenih u organizaciji ili organizacionoj jedinici. Drugim rečima, istraživanja se nisu bavila odlukom koliko ljudi u daunsajzingu treba da ostane bez posla, već je u kontekstu sprovođenja daunsajzinga fokus bio na odluci ko treba da ostane bez posla. Na osnovu toga je postavljeno opšte istraživačko pitanje u disertaciji, gde je cilj utvrditi da li i način donošenja odluke o potrebnom broju zaposlenih, odnosno metode primenjene u tu svrhu imaju uticaj na stavove zaposlenih koji posle daunsajzinga nastavljaju da rade u organizaciji. U svrhu kompletiranja istraživačkog pitanja, sa posebnom pažnjom su obrađeni različiti ishodi koji se mogu očekivati od daunsajzinga, gde je fokus bio na individualnim ishodima, pre nego na organizacionim. Osnovno istraživačko pitanje je pretočeno u opštu hipotezu, od koje su daljom razradom dobijene tri posebne i devet pojedinačnih hipoteza. Za potrebe istraživanja razvijeni su konstrukti koji se odnose na karakteristike metode za utvrđivanje potrebnog broja zaposlenih: jasnoća, validnost i tačnost. Sa druge strane, iz literature su preuzeti koncepti motivacije, zadovoljstva organizacijom i namere za napuštanje organizacije. Devet pojedinačnih hipoteza pretpostavljaju uticaj između svih navedenih konstrukata i formiraju konceptualni model istraživanja. Sprovedeno je empirijsko istraživanje, kojim je obuhvaćeno 556 ispitanika iz različitih industrija, sa različitih hijerarhijskih nivoa, iz kompanija različitog porekla i sa različitom Poboljšanje efektivnosti daunsajzinga kroz povećanje proceduralne pravednosti metoda za određivanje potrebnog broja izvršilaca III vrstom delatnosti. Istraživačke hipoteze, i konceptualni model generalno, su testirane modeliranjem strukturalne jednačine, odnosno primenom SEM analize (eng. „Structural Equation Modeling“). The dissertation is the result of many years of scientific research and practical work. In its first part, the dissertation includes a review of the available literature in the field of downsizing. Special attention is paid to the precise definition of the term downsizing and a clear distinction from other concepts related to organizational change. A different comprehension of downsizing among researchers is presented, considering its scope and the question whether it refers only to organizational changes directly related to staff reductions, or to organizational changes that have the aim to generally reduce costs and increase efficiency. In this dissertation downsizing is viewed holistically, as a concept and organizational change that has its causes and consequences. Numerous causes can lead to downsizing, and an overview of the causes given in the dissertation, regardless of whether they are causes from the organization's environment or internal causes, indicates the importance of the topic, i.e. indicates that downsizing will always be an integral part of business. Within the review of relevant literature a special chapter is dedicated to the essence of the downsizing process, where downsizing is analyzed through different approaches to downsizing, but also through specific strategies and tactics for conducting downsizing, on which the theoretical basis of later research is laid, representing the center of the goals and scientific contributions of the dissertation. Although the literature abounds with papers and research related to the concepts of organizational justice in downsizing, considering all its elements, there are still certain research gaps. It was determined that there was no research that focused on the way the decision on the required number of employees in the organization or organizational unit was made. In other words, the focus of the research was not on the decision on how many employees should lose their jobs through downsizing, but rather on the decision on who should lose the job. Based on that, the general research question was asked in the dissertation, with the aim to determine whether the way of making a decision on the required number of employees, i.e. the methods applied for those purposes, have the impact on the attitude of employees who remain in organization after downsizing. In order to complete the research question, special attention was paid to the various outcomes that can be expected from downsizing, where the focus was on individual outcomes, rather than on organizational ones. The basic research question was translated into a general hypothesis, from which three special and nine individual hypotheses were obtained by further elaboration. For the purposes of the research, constructs have been developed that refer to the characteristics of the method for determining the required number of employees: clarity, validity and accuracy. On the other hand, the concepts of motivation, satisfaction with the organization and intentions to leave the organization are taken from the literature. Nine individual hypotheses assume the influence between all the above mentioned constructs and form a conceptual research model.

Zapažena niska stopa uspešnosti organizacionih promena, složeno i neizvesno poslovno okruženje nameću rastuću potrebu za preispitivanjem, razvojem, integracijom i usvajanjem odgovarajućih pristupa, modela, alatki i softverskih rešenja u oblasti upravljanja organizacionim promenama, kako bi se stvorila očekivana vrednost za poslovanje. U lepezi problema sa kojima se menadžeri suočavaju danas, otvara se i značajno pitanje predviđanja uspešnosti organizacionih promena koje se, u najvećoj meri, zasniva na subjektivnim procenama, što predstavlja značajan hendikep prilikom upravljanja promenama u turbulentnom i neizvesnom okruženju, punom značajnih transformacija. Takav hendikep može da proizvede nenadoknadive gubitke za organizaciju. Imajući to u vidu, centralni problem koji se razmatra u ovom radu je ispitivanje mogućnosti predviđanja uspešnosti organizacionih promena kvantifikacijom Bekard i Harisovog modela. Konceptualni Bekard i Harisov model ne sadrži razrađene komponente merenja i kontrole, koji predstavljaju ključ za upravljanje organizacionim promenama, iz čega se pojavila potreba za daljim ispitivanjem modela. Ova studija ima dvostruki cilj. Naučni cilj ovog istraživačkog poduhvata je proširenje i produbljivanje saznanja u oblasti upravljanja organizacionim promenama uspostavljanjem veza i kauzalnih odnosa u modelu, kojima se ispituje uspešnost organizacionih promena. Očekivani nivo saznanja je da se dostigne nivo klasifikacije i objašnjenja. Klasifikacija ima za cilj da pronađe eksplicitna obeležja proučavanog fenomena na osnovu kojih se može doći do najvećih koristi za dalju spoznaju. Naučno objašnjenje ima za cilj da objasni fenomen istraživanja utvrđivanjem povezanosti sa relevantnim varijablama, kao i da istraži uzroke koji mogu dovesti do zaključaka uzročno-posledičnih odnosa na konačan ishod koji u ovoj studiji predstavlja predviđanje uspešnosti organizacionih promena. Studija ima nameru da omogući kvantitativno predviđanje u oblasti upravljanja organizacionim promenama, koje je, pre formalizacije merenja, u najvećoj meri zasnovano na neodrživom pristupu u čijoj osnovi leži subjektivna individualna procena. Notable low success rate of organizational changes, complex and uncertain business environment imposes a growing need for examing, developing, integrating and adopting appropriate approaches, models, tools and software solutions in the area of organizational change management aiming at creating an expected value for business. In addition to the challenges managers are faced with nowadays, significant issue refers to prediction of organizational change success, that is to a great extend founded on subjective assessments, and as such represents a major limitation to managing change process in today's highly turbulent and uncertain business environment, characterized by significant transformations. With that in mind, it represents key concern that can create irreparable costs for an organization. Taking all into account, the central problem that the dissertation considers is to examine the possibility of predicting an organizational change success using quantitative Beckhard and Harris's model. The conceptual Beckhard and Harris's model does not contain elaborated components of measurement and control that represent key dimensions for organizational change management, resulting in the need for further model verification. This study has twofold objective. The scientific objective of this research paper is to extend and deepen theoritical fund in the organizational change management area by establishing correlations and causal relationships in the model, examining the prediction of organizational change success. The expected level of cognition is to achieve the degree of classification and explanation. The degree of classification aims at finding explicit characteristics of the research phenomenon, based on which greatest value can be achieved in further intellection. The degree of scientific explanation aims to explain research phenomenon by determining the relationship among relevant variables, as well as to explore the causality that can result into conclusions of the cause-and-effect relationship of an organizational change success. The study intends to provide a quantitative prediction model in the area of organizational change management, that is mostly designed at an unappropriate approach refferring to subjective individual assessment, before formalizing the measurement construct.

Interna komunikacija u organizacijama predstavlja osnovu svih radnih procesa. Poverenje u komunikacionom procesu doprinosi uspešnijim i kvalitetnijim rezultatima rada, utičući na organizaciono ponašanje i poslovne performanse i posebno radno angažovanje. Uspostavljanje komunikacije zasnovane na poverenju se smatra jednim od najvažnijih ciljeva, posebno kada su u pitanju timski rad, rad sa novim tehnologijama i pre svega stil upravljanja. U radu se analiziraju rezultati istraživanja interne komunikacije, poverenja i radnog angažovanja u organizacijama različitog tipa i vlasničkog statusa i njihova međusobna povezanost koja utiče na radno ponašanje zaposlenih. Internal communication in organizations represents the basis of all working processes. Trust in the communication process contributes to more successful and efficient work results, influencing organizational behavior and work performance, and a particular - work engagement. Establishing trust-based communication is considered to be one of the most important goals, especially when it comes to teamwork, working with new technologies and, above all, management style. The thesis analyzes the results of the research of internal communication, trust and work engagement in organizations of different type and ownership status and their interconnectedness that influences the working behavior of employees.

Interna komunikacija u organizacijama predstavlja osnovu svih radnih procesa. Poverenje u komunikacionom procesu doprinosi uspešnijim i kvalitetnijim rezultatima rada, utičući na organizaciono ponašanje i poslovne performanse i posebno radno angažovanje. Uspostavljanje komunikacije zasnovane na poverenju se smatra jednim od najvažnijih ciljeva, posebno kada su u pitanju timski rad, rad sa novim tehnologijama i pre svega stil upravljanja. U radu se analiziraju rezultati istraživanja interne komunikacije, poverenja i radnog angažovanja u organizacijama različitog tipa i vlasničkog statusa i njihova međusobna povezanost koja utiče na radno ponašanje zaposlenih., Internal communication in organizations represents the basis of all working processes. Trust in the communication process contributes to more successful and efficient work results, influencing organizational behavior and work performance, and a particular - work engagement. Establishing trust-based communication is considered to be one of the most important goals, especially when it comes to teamwork, working with new technologies and, above all, management style. The thesis analyzes the results of the research of internal communication, trust and work engagement in organizations of different type and ownership status and their interconnectedness that influences the working behavior of employees.

U okviru rapidno evolutivnog i konkurentnog poslovanja, kompanije i njihov menadžment, prinuđeni su na brzu adaptaciju tržišnih promena i usredsređenje na stvaranje nove vrednosti te ostvarenja maksimizacije povraćaja ulaganja u znanje i tehnologiju. Kompanije i njihov menadžment su u potrazi za tehnologijama i znanjem koji bi preoblikovali model poslovanja i povećali konkurentnost. Menadžement nastoji iskoristiti snagu savremenih tehnologija i koncepata poslovanja, te nalaženjem najbolje primene informacionih tehnologija i Interneta u poslovanju u cilju povećanja produktivnosti, efikasnosti i efektivnosti poslovanja... With rapidly evolving and competitive market situation, companies and their management are forced to a fast adaptation to the market changes and hence to focus on discovering ways of creating new value and maximizing the return on investments in knowledge and technology. Companies and their management are looking for technologies and knowledge that will change the way they are doing business and ensure increased competitiveness on the global markets. Management is trying to leverage the potential technologies available, aware of the necessity of implementing ICT and the Internet in their business in order to increase their productivity, efficiency and effectiveness...

Интрапредузетништво представља стручни и практични феномен за унапређење пословања углавном у великим предузећима. Дефиниција интрапредузетништва указује на процес који се одвија унутар постојећег предузећа и утиче, на појаву не само нових пословних делатности и активности, већ и на унапређење постојећих производа и услуга, технологија и организационих процеса и административних процедура, као и пословних стратегија и конкурентског положаја предузећа у оквиру привредне гране. Феномен интрапредузетништва подразумева да сваки запослени поседује одређену креативност, коју је потребно подстаћи како би предузеће имало користи од нових пословних активности. Подстицај и развој интрапредузетништва зависи од међусобне усаглашености организационих елемената, од индивидуалних предузетничких ставова, мотива запослених и пословног окружења. Интрапредузетништво је афирмацију у јавном сектору стекло када је примећено да државна предузећа добро обављају своју основну делатност − обезбеђивање роизвода и услуга из јавних добара − поштујући трајност и одрживост ресурса повереног на управљање. Концепт интрапредузетништва временом је еволуирао, па се у савременој литератури користе термини „интра-корпоративно предузетништво, предузетничка оријентација, као и корпоративно предузетништво“. Први покушаји развоја интрапредузетништва у шумарству, везују се за 1994. годину и пројекте унапређења пословања у америчкој државној шумарској агенцији, што је омогућило већу продуктивност запослених. Основна идеја интрапредузетништва садржана је у потреби да се задовоље захтеви друштва и обезбеди доступност и трајност производа и услуга из јавних добара. Унапређење пословања предузећа заснованог на интрапредузетништву више се не посматра само кроз финансијске показатеље, већ и путем понуде нових или унапређених производа и услуга из шумских екосистема, који често немају тржишну вредност... Intrapreneurship is a professional and practical phenomenon of business improvement mainly in large enterprises. The definition of intrapreneurship indicates that it is a process that takes place within an existing enterprise and affects not only the emergence of new business activities and practices, but also the improvement of existing products and services, technologies, organizational processes and administrative procedures, as well as business strategies and a competitive position of the company within a certain industry. The phenomenon of intrapreneurship implies that every employee has a certain creativity, which needs to be encouraged in order for the company to benefit from new business activities. The encouragement and development of intrapreneurship depend on the compliance of organizational elements, while they are also influenced by individual employee entrepreneurial attitudes and motives and the business environment. Intrapreneurship gained affirmation in the public sector, when it was observed that state-owned enterprises, whose main activity is to provide goods and services of public resources, perform their activities well, respecting the continuity and sustainability of resources entrusted to them for management. The concept of intrapreneurship has evolved over time, so the terms intra-corporate entrepreneurship, entrepreneurial orientation, and corporate entrepreneurship are now used in literature. The first attempts of intrapreneurship development in forestr sector date back to 1994 and project Enterprise Team System in United States Forest Service, which increased the productivity of employees. The basic idea of intrapreneurship is reflected in the need to meet the demands of society and ensure the availability and sustainability of goods and services from public resources. The improvement of business practices based on intrapreneurship is no longer seen only through financial indicators, but also through the offer of new or improved products and services of forest ecosystems, which often has no market value...

Technical sciences / Organization of business systems Promjene u poslovnom ambijentu od organizacija zahtijevaju adekvatnu i brzu reakciju. Ustaljeni načini upravljanja ili operativnog obavljanja aktivnosti često postaju neefikasni, i posljedično dovode do pada poslovnih performansi. U takvim situacijama organizacije nerijetko posežu za restrukturiranjem koje treba da im omogući da poslovanje postave na stabilne osnove, čime će se stvoriti uslovi za njihov dalji rast i razvoj. Organizaciono restrukturiranje, međutim, predstavlja vrlo kompleksan proces koji pored finansijskih i vremenskih resursa traži i odgovarajuću ekspertizu. Ukoliko među zaposlenima nema odgovarajućih stručnjaka koji bi mogli da iznesu teret restrukturiranja, onda je neophodno potražiti pomoć u vidu angažovanja spoljnih konsultanata koji mogu značajno da olakšaju procese planiranja i implementacije potrebnih organizacionih promjena. Analiza savremenih trendova ukazuje na to da se organizacije sve češće odlučuju na ovakav potez, jer su svjesne da investiranje u takve poslove može da unaprijedi njihovo poslovanje, odnosno da smanji ili u potpunosti eliminiše negativne uticaje velikog broja faktora. Ipak, praksa pokazuje da ne dolazi uvijek do potpune primjene konsultantskih preporuka. Ponekad su rješenja koja konsultanti predlažu dobra u teoriji, ali se prilikom pokušaja njihove implementacije pojavljuju određeni problemi koji onemogućavaju da se ona iznesu do kraja. Takođe, treba imati u vidu i činjenicu da nisu svi konsultantski projekti organizacionog restrukturiranja usmjereni na uvođenje promjena na nivou čitave organizacije, jer su nekad konsultanti angažovani u cilju unapređenja performansi određenih organizacionih cjelina. Changes in the business environment require adequate and rapid response from the organizations. Conventional methods of managing or performing activities become ineffective, and consequently lead to a decline in business performances. In such situations, organizations often resort to restructuring that should enable them to set up their businesses on stable basis, and thus create conditions for their further growth and development. Organizational restructuring, however, is a very complex process that requires adequate expertise, besides financial and time resources. If among the employees there are no appropriate experts who could bear the burden of restructuring, it is necessary to seek support in the form of hiring external consultants, who can significantly facilitate processes of planning and implementing necessary organizational changes. Analysis of modern trends indicates that organizations more often decide to follow this course, because they are aware that investing in such activities may improve their business, and can reduce or completely eliminate the negative impacts of large number of factors. Nevertheless, practice shows that the full implementation of the consultants' recommendations does not always come up to the end. Sometimes these solutions are good in theory, but when it comes to their implementation certain problems appear that make it impossible to complete this process. It should also be kept in mind that not all consultancy projects of the organizational restructuring are focused on the implementation of changes on the level of the entire organization, since in some situations consultants are hired to improve the performance of certain organizational units.

Primenom teorija digitalnih komunikacija i sociologije veba i empirijskih dokaza, u doktoratu pažnja će biti posvećena pitanju mogućnosti primene internet tehnologija u oblasti visokog obrazovanja. Kroz kategorije nove društvenosti i umreženog zajedništva, procesi saradnje i interakcije su istraženi, i testirane su komunikacione mogućnosti internet zajednica u Srbiji. Biće analizirani i predstavljeni novi fenomeni koje se pojavljuju u praksama komunikacije i učešća u naprednim inteligentnim sistemima, kao što je visokoškolska zajednica., By deploying theories of digital communications and sociology of web, as well as the empirical evidence - in the thesis attention will be paid to the issue of the possibilities of application of Internet technologies in the area of higher education. Through categories of new sociability and networked community, the processes of collaboration and interaction are explored, and communication possibilities in the internet communities in Serbia are tested. New phenomena that emerge in the communication and collaboration practices in an advanced intelligent system, such is a higher education community, will be analysed.

Основни циљ истраживања представља повећање ефективности и продуктивности предузећа развојем модела за оцену успеха система за колаборацију према специфичним својствима индустрије, на основу евалуације различитих фактора платформи за колаборацију у реалним условима и њиховог утицаја на перформансе предузећа.Утврђен је међузависни однос елемената модела система за колаборацију и утицај на перформансе предузећа., Osnovni cilj istraživanja predstavlja povećanje efektivnosti i produktivnosti preduzeća razvojem modela za ocenu uspeha sistema za kolaboraciju prema specifičnim svojstvima industrije, na osnovu evaluacije različitih faktora platformi za kolaboraciju u realnim uslovima i njihovog uticaja na performanse preduzeća.Utvrđen je međuzavisni odnos elemenata modela sistema za kolaboraciju i uticaj na performanse preduzeća., The main objective of this study is to increase the effectiveness and productivity of companies by developing model for assessing the success of the collaboration system to the specific characteristics of the industry, based on the evaluation of various factors of platform for collaboration in real conditions and their impact on company performance.The interdependent relationship between elements of the collaboration system and its impact on company’s performances is determined.

Тема ове дисертације су радни тимови и њихова улога у подржавању процеса учења у савременим организацијама, са циљем да се унапреде базични модели њихове структуре и да се кроз процес учења у тимовима развије модел организације која учи. У раду се пошло од чињенице да су се у развоју савременог друштва и глобалне економије, десиле велике промене, и да је у тим променама знање постало фактор од критичне важности за успех сваке организације. Тежиште свих организационих промена је на учењу, стицању нових знања и вештина, развоју потенцијала и способности запослених. То су претпоставке за имплементацију концепта организације која учи. Једно од основних полазишта у дисертацији је да су тимови и тимски рад основни генератор организационог развоја. Као такве, оне представљају ефикасан облик суперструктуре који допуњује конвенционалне, односно традиционалне моделе структуре и може да их прилагоди захтевима и потреби стицања, коришћења и трансфера знања. Стога је циљ дисертације да проучи и допринесе бољем разумевању и већем сазнању о процесу учења у радним тимовима и њиховој улози у развоју организације која учи. У складу са предметом и циљевима истраживања, у раду се пошло од неколико истраживачких питања: да ли су све организације више или мање организације које уче, да ли сви модели стварају услове за учење, како унапредити капацитете организације за процес учења. На основу ових питања постављене су хипотезе о значају знања и учења за ефикасност савремених организација, о карактеристикама организације које учи (да ли је то само особина модела или посебан модел), специфичностима учења у радним тимовима, врстама и техникама које се примењују и проблемима који настају у тимском учењу, као и начину решавање проблема и доношење одлука у тимовима. Рад има теоријски и емпиријски део. У теоријском делу анализирани су теоријски концепти који су у литератури прихваћшени као кредибилни. The topic of this dissertation is work teams and their role in supporting the learning process in contemporary organizations, with the aim of promoting the basic models of their structures and developing a model of a learning organization through the learning process. The dissertation used for its basis the fact that great changes have occurred in the development of contemporary society and the global economy, and that knowledge has become a key factor for the success of any organization within these changes. The focal point of all organizational changes is the orientation towards learning, acquiring of new knowledge and skills, developing the potentials and abilities of the employees. These are the prerequisites for implementing the concept of a learning organization. One of the basic starting points of the paper is that teams and teamwork are the generators of organizational development. As such, they represent efficient forms of a superstructure which augments the conventional, that is, traditional models of structure and can tweak them according to the demands and need for acquiring, use and transfer of knowledge. Thus, the aim of the dissertation is to study and contribute to a better understanding of the learning process in work teams and their role in the development of a learning organization. In accordance with the subject and research aims, the paper used several issues as its premise, among which were the following queries: are all organizations more or less learning organizations, do all models create conditions for learning, how to promote the capacities of the organization for the learning process, etc. Based on these and other issues, hypotheses are offered regarding the significance of knowledge and learning within the efficiency of contemporary organizations, the features of a learning organization (whether it is just a feature or a special model), the specific nature of learning in work teams, the types and applied techniques and the problems which occur in team learning, as well the way to resolve problems and make decisions in teams.