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In recent years, social media has provided higher education institutions with new means of communication with their target groups. In this study, research was conducted on top public universities f...

Generational differences in work values and workplace expectations have become a widely discussed research and intervention topic in recent years. However, little is known about Generation Z, who are now entering the labour market, and this presents challenges to both researchers and companies. Therefore, the primary purpose of the present study is to extend generation research by examining generational cohort differences in workplace expectations, specifically between Generation Z and the previous closest generation, Generation Y. The study is also intended to add to the limited empirical evidence of the workplace expectations of the most recent Generation Z. The theoretical framework guiding this study includes generational cohort theory and anticipatory psychological contract dimensions: job content, career development, social atmosphere, the fairness of organisational policies and rewards. The study was based on an online questionnaire survey. Data was collected from a sample of 1,000 respondents for the Czech Republic and 600 for the Slovak Republic including Generations Y and Z in the ratio 1:1. The generational differences in the workplace expectations, controlling the effects of gender and country, were investigated using multiple linear regression. The overall findings of the study indicate that both generations are more similar than different regarding their future employment expectations. We also find that those preferences may be more heterogeneous within a homogeneous group than across generational cohorts. The findings specifically indicate that some characteristics, such as geographical environment, professional experience and gender may shape employment expectations more than generational difference. The study suggests that companies also need to appreciate heterogeneity within a homogeneous generational group instead of treating current or prospective potential employees simply as members of one generation. The directions of future research, as well as the limitations of the study, are discussed.

The purpose of this research is to contribute to an understanding of the trends and impacts of the COVID-19 pandemic on consumer buying behaviour. The results document changes in consumer behaviour patterns that came to dominate at the start of the second wave of the COVID-19 pandemic in the context of the Czech Republic. The questionnaire survey using an online panel in a selected country was conducted to identify how consumers from the Baby Boomers, X and Y generations changed their shopping behaviour and which needs they gave preference to during the pandemic crisis in relation to their fears. Using a multiple regression analysis, we demonstrated that fear appeal (fears for health and economic fears) are associated with the changes in customer behaviour and influence traditional and online shopping related to COVID-19. The findings demonstrate significant differences as well as similarities in consumer behaviour between generations. Through empirical investigation, this research supports and expands generation cohort theory in relation to changes in consumer behaviour during the Covid-19 pandemic from a Central European perspective, and provides useful information for researchers and practitioners, particularly for retailers and marketers, to implement appropriate strategies.

This paper investigates whether entrepreneurial education (EE) contributes to the entrepreneurial intentions (EI) of university students in the Visegrad countries (Czech Republic, Hungary, Poland a...

The paper presents the findings of a mixed-methods study investigating the perceptions of business students in the Czech Republic towards entrepreneurship education, and examining the factors influencing their level of intention to be entrepreneurs. The results indicate that family background significantly influences the student’s entrepreneurial intention, and that participation in entrepreneurship-oriented courses positively influences the student’s level of self-efficacy. The study revealed further that business education had some effect on the student’s ability to gain the necessary knowledge for entrepreneurship. Another key finding was that entrepreneurship education specifically for business students has to equip students with entrepreneurial skills, attributes and behaviours. The results also suggest that entrepreneurship education is a contextually determined concept which requires modification of content and methods to meet the specific needs of particular target groups. The study has important ...

Publikace Metodické listy pro předměty doktorského studijního programu P6208 Ekonomika a management představuje aktuální stav zaměření a obsahu doktorského studijního programu na Fakultě ekonomické Západočeské univerzity v Plzni v kreditním systému studia. V publikaci jsou představeny cíle, detailní obsah, literatura, počet kreditů, způsob absolvování a požadavky na studium povinných, povinně-volitelných a volitelných předmětů čtyřletého doktorského studijního programu včetně časového doporučení pro zařazení předmětu do studijního plánu studenta doktorského studijního programu. Metodické listy k jednotlivým předmětům reagují na informační potřeby studentů doktorského studijního programu v kreditním systému studia a ve svém celkovém obsahu reagují na současné požadavky na výzkumnou, vývojovou, pedagogickou a tvůrčí činnost studentů doktorského studia. Rozvojový a vzdělávací projekt VS-17-022: inovace a příprava nového doktorského studijního programu Ekonomika a management na kreditní systém studia

There seems to be a gap in the literature on educational management that focuses on school image and its assessment. This paper addresses this issue by reviewing the state of the art regarding school image and communication with the public.School image can be defined as the overall impression and mosaic synthesised from numerous impressions of individuals of school publics (pupils/students, teachers and deputies of schoolmanagement, parents, and other stakeholders). School image is not what the headteachers understand it to be, but the feelings and beliefs about the school and its educational programme that exist in the minds of theschool publics. The present study contributes to the literature by providing an overview of school image and by providing a practical application of a useful tool for assessing the content of corporate image. Semantic differential scales are used for marketing purposes and as a useful technique for measuring and assessing school image. Communication with publics and the development and sustainability of a positive school image influence not only the marketing of the school but also the educational process in the school. Today, shaping and maintaining a school image is even more important because of the curriculum reform, focusing on higher study process outputs, quality assessments, and accountability. The findings of this study have important implications for school marketing experts and researchers, headteachers, education policymakers, as well as teachers at schools.

The past 20 years have been a period of reforms for school systems in Visegrad countries. However, the successful implementation of educational reforms requires effective leaders and managers and, to produce effective leaders, changes in the system of leadership and management programmes need to be adopted. From 2004, the Czech Republic saw a growth of school project activities, with educational projects becoming important tools for supporting innovations in teaching and learning processes. Despite the new system of leadership development, there was a gap between level of headteachers’ competencies and the competency required to manage educational projects successfully. This study focuses on the leadership competencies of project management, particularly risk management, in the context of educational organizations. The survey data were collected through interviews with headteachers, senior teachers and project managers in 118 educational subjects from nine regions of the Czech Republic. The research team acquired data from 300 educational projects. The key findings show that headteachers have difficulty in managing the risks of educational projects. Survey results also indicate that a very high level of risk occurred in 8% of the examined projects, and medium risk, in 27%. It is suggested that training and knowledge-transfer programmes about project management, including risk management, should become priorities when preparing headteachers for their role.

Talent management has become one of the most important issues in organizations and one of the most debated themes in human resource management theory in recent years. The increasing attention to talent is affected by factors such as globalization, knowledge-based competition, changing the world of work, new forms of organizations and demographic changes. Organizations are nowadays becoming increasingly aware of the strategic value of talent and the impact of strong talent on their competitiveness on the global market. Talent is becoming recognised as a core competitive asset in business organizations (Silzer and Dowell, 2010). It has become clear that future competitiveness and prosperity of an organization depend strongly on the company’s ability to manage its talents effectively (Nilsson and Ellstrőm, 2012).

Despite the growing attention being paid to talent management in the literature, little empirical research has been conducted on applying talent management in various organisations, particularly in small and medium-sized enterprises. Therefore, our empirical survey examines talent management practices from the perspective of different sized enterprises in the Czech Republic and Slovakia. The findings are based on data collection from 174 enterprises in the Czech Republic and Slovakia. Overall, the survey indicates that talent management is not of primary concern to most organisations in the Czech Republic and Slovakia. These findings are not particularly surprising, as talent management is not a key issue for most organisations, particularly SMEs. Nevertheless, we argue that talent management is a crucial challenge for all organisations aiming to enhance their competitive advantages. This study’s major findings prove that enterprise size is a relevant determinant of approaches to talent management and its practice within the enterprises. Several important differences between SMEs and large organisations were found. First, SMEs adopt a more exclusive approach to talent than do large firms, where an inclusive approach dominates. Furthermore, SMEs’ strategic approach to talent management is limited, with most adopting an ad hoc approach to talent management practices. Thus, the shift towards holistic and strategic approaches to talent management constitutes one of the most important challenges for those organisations. The research survey raises a number of important issues that should be considered by enterprises when they engage in talent management. The survey has added to our understanding of the talent management implementation in different types of enterprises.

The current highly competitive and unstable business environment, the requirements of the knowledge society and the development of new technologies is a reality which presents new challenges directed at various areas of the society, including human resources, to organizations and their management. It is becoming increasingly evident that the quality of human capital and practical implementation of human resources development are ones of the decisive factors of organizations´ success and competitiveness and a key source that considerably determines the operation and economic performance of organizations.

Another issue of the magazine Problems of Management in 21st century has found its way into your hands. We often hear people saying that human resources are the most important and most valuable source in an organization. Is it really true or is it just another buzzword? Our magazine deals with the issues of human resources in the context of various possible views and approaches. As a result of the growing internationalism and globalization of the labour market but also as a result of dynamic changes in the society in general the concept of diversity management is ever more important. The basis of the concept of diversity management is the nature of diversity itself and this phenomenon has always existed in the human society, be it age, gender, race, ethnicity, mental and physical abilities, sex orientation or any other qualities (Hubbard, 2004, Eger, 2009). It is necessary to realize that the topics connected with diversity exist today and will exist in the future and if any organization strives to survive in the highly competitive surroundings, it has to deal with issues like that.

The paper deals with the implementation of diversity management in the Czech and Slovak organizations. The aim of the research was to find out how the concept of diversity management is accepted and applied in the Czech and Slovak companies. The scale questionnaire of the author's own construction was used for data collection. The questionnaire contained apart from the introductory classification items 25 items divided into three thematic areas: the field of inclusion and justice, the field of diversity management implementation and the field of benefits resulting from implementing diversity management. The statistically significant differences and dependencies that emerged among items in the questionnaire were examined by Kruskal-Wallis test and other statistical methods. The research survey revealed that respondents’ answers were significantly affected by factors such as the seat of the company and the working position of the respondent. The respondents from the Slovak Republic generally perceive issue of diversity management more positively compared with respondents from the Czech Republic. Also the managers perceive issue of diversity management more positively compared with employees. The research survey identified partially the existing state of implementing the concept of diversity management in organizations in the Czech and Slovak Republics.