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This study examined the management of the performance of genetic screening tests by Arab women in Israel, the rate of responsiveness to genetic screening tests among Arab women in Israel, and the link between socioeconomic status, education, and religion, and the responsiveness to performing genetic screening tests among the research population, and the factors that influence Arab women’s decision to perform genetic screening tests prior to pregnancy. The study addresses existing opinions and perceptions regarding Arab women’s level of adherence to pre-pregnancy genetic screening tests. This is an empirical quantitative research and its findings related to the responses given by Arab women, considered the most important stakeholder, the clients of the genetic screening test system. The main findings are that women have a great deal of support for a binding law mandating the performance of tests as well as the requirement to predicate marriage on tests, and for enforcing its application. Another finding is that there is a strong influence of religion and Muslim clerics on the willingness to perform tests among the population. . A special contribution of the study is a change in religious policy by the Chairman of the Muslim Court in Israel, who issued a fatwa (religious order) that commands and directs the Muslim population to perform the tests. Recommendations are made concerning the development of a national program that promotes genetic health and directly influences responsiveness to pre-pregnancy tests aimed towards the main stakeholder group that is Arab women in Israel.

Digital transformation has become a key element for every organization, but in order to succeed, organizations must understand that this will also have an impact on their business model. In the end, what drives success for an organization is their business model, and currently, organizations must be able to innovate and digitalize their business models. This chapter is going to define the main digital business models and how organizations could apply and combine these archetypes and models in order to create hybrid business models or create their own innovative digital business model. The authors are going clarify why digital business models have emerged as a quintessence of innovations in digital technologies. Once an organization understands the connection that it can create using the power of digital technologies, it will be able to survive and thrive in the digital economy.

This article discusses the implications of the three types of organizational justice on the burnout of public employees from public institutions from Arab sector in the north part of Israel. The research sample was made of 389 participants that have completed valid questionnaire, out of 500 distributed questionnaires, leading to a rate of response of 77.8%. The data was collected using the widely used questionnaire of Niehoff &Moorman for measuring the variable of organizational and the Maslach Burnout Inventory to assess burnout of employees. The hypothesis formulated about the existence of a negative correlation between each of the three: distributive, procedural and interactive organizational justice, on one hand, and the burnout of employees, on the other hand, were validated. Several recommendations for managers about actions to be taken to mitigate the burnout of employees due to perceived organizational justice were formulated.

The current business environment, characterized by a high degree of uncertainty and unpredictability, has led to a sharp increase in competitiveness. The key to the success of any organization in the current period lies in its human resources, the only ones capable of identifying unique and creative solutions to face the threats existing in the environment and to seize existing opportunities. Emphasis should be placed on transforming them and the Human Resources Department into true strategic partners of organizations and on implementing a strategic human resources management. The present paper aims to identify the extent to which, at the level of the organizations from the Western Region of Romania, such elements have been adopted that will contribute to their competitive development. The textile industry is an important sector that has powerful impact over the economic and social development of a region or country. Its long term development depends not only on the business characteristics, but especially on the strategic decisions and approaches, with direct results in terms of profitability, jobs creation and integration with other economic sectors. Therefore, in our research we introduced in the sample companies from this dynamic field. The results of the study showed that the tendency of appreciation of their existence in organizations is wide spread. In the same time, it was confirmed that the existence of a strategic human resources management in organizations is conditioned by the strategic use of human resources practices, in the long term, in order to contribute to the achievement of the general business objectives. Also, in order for the human resources strategy to bring its contribution to the realization of the general business strategy, there is a need for human resources activities that are aligned with the company’s objectives. Without claiming that the study carried out is an exhaustive one, we consider that the information presented are unique and can be useful for those interested.

The armed forces, the state and the church are multiple-stakeholders organizations, designed according to very specific characteristics that describe their mission and their objectives. Alongside with them, the classic professional orchestra is one of one the oldest and traditional organizations, with distinguished features that describe its organizational culture, its mission and goals, namely: to present the classical music at the highest level of performance, to meet the public’s expectations, to represent their communities as cultural ambassadors and to protect the cultural patrimony. Innovations represent a response to new challenges of today’s society, such as multi culturality, digitalization, the new physical and social setting in which people live. German orchestras dominate by number and by high musical performance level the world’s orchestra market. Contrary to the strictness of the musical service provided by the classical professional orchestra’s “sound organism”, is there room for innovations? According to Forbes magazine, “innovation is crucial to the continuing success of any organization”. Are there any management innovations, and if there are, what is their impact upon the stakeholders’ satisfaction? This article is part of a complex research upon specific and innovative aspects in managing a classic professional orchestra for maximizing the satisfaction of multiple stakeholders.

The current business environment is volatile and complex. Companies must constantly identify creative and environmentally friendly solutions. The emphasis on employees and workforce agility has become an attribute of sustainable and competitive organizations simultaneously. The purpose of our study is to validate the hypothesis that there is a direct positive relationship between ranking as important top position of human resources in a company and the extent to which specific practices to increase workforce agility were adopted. Our survey is based on an original questionnaire, with a 92% response rate. We focused on large, independent decision-making companies from Western Romania, for which the implementation of sustainable principles is more difficult than for multinationals. The statistical analysis was performed using SPSS23 (Statistical Package for the Social Sciences). The results indicate an average extent of the adoption of management practices aiming to increase workforce agility (45%) and a ranking of human resources in first place as the most important resource (31.7%). Using the Pearson Chi-Square Test, the hypothesis was confirmed (significance = 0.026). Our main conclusion is that if managers intend to develop a sustainable and competitive business, they should attribute a strategic role to employees and adopt practices to increase their agility.

This paper relates to the attempt to identify the many stakeholders in the community center in Israel. The central assumption is that successfully identifying the stakeholders and their interests will allow managers to ensure the better functioning of the community center in accordance with its vision and its goals. After characterizing the internal and external stakeholders and after surveying their interests, a theoretical examination of the changes needed in the management of the community center is undertaken in order to reflect their influence. This examination identifies 12 central areas in which change is necessary. They are based on the multiple stakeholder management approaches. An attempt is made to identify which stakeholders are best capable of initiating these changes. The discussion suggests that the development of social initiatives, the creation of round table initiatives, and the institution of regular meetings should involve all the stakeholders. Addressing these may help to achieve the goals of the community center and to promote the interests of the stakeholders. The general conclusion that arises from this paper is the key importance of cooperation between an organization and its stakeholders as a feature of multiple stakeholder management. The stakeholders consider cooperation to be of major importance, while other factors are considered to be less significant.

This study focused on the correlation between self-efficacy and entrepreneurial intention for a sample comprised of business students from Romania. In addition to investigating self-efficacy as antecedent of entrepreneurial intention, a number of demographic variables were also tested as determinants for self-efficacy. The results disclosed a significant positive relation between general self-efficacy and entrepreneurial intention on business students in Romania. The analysis further revealed a gender imbalance, male respondents displaying a higher score in self-efficacy than the female respondents. In addition, the analysis displayed a positive correlation between work experience and general self-efficacy and a significant correlation between parent workplace and self-efficacy. This correlation between parent workplace and general self-efficacy of their adult children is particularly valuable as there is no previous literature suggesting this finding, and therefore, this study may open a new avenue for future research to investigate this type of cultural parent–children subliminal transfer and the way this influences the children’s life and entrepreneurial choices well into their adulthood and throughout their lives.

This paper presents a case study who leads to an analysis of the ITIL methodology implementation process in an IT company based in Timisoara and the change management strategy applied for this action. The case company is an IT services provider, one of the leading companies in the IT domain, with over 4000 business customers over the world. This report provides us an overview of the process of implementing ITIL methodology within the case company, together with further results after the implementation. The report consists also the case study design, the process of data collection and data analysis. The results from the survey conducted within the company and the interviews will be also included in the document. The conclusion of the paper presents us the correlation between Kotter’s 8-Step Change Model and the strategy of implementing ITIL within the organization.

The purpose of this research was to identify innovations in managing a classic professional orchestra, as a multiple stakeholder organization, in perpetual interaction with the volatility of the nowadays environment. In countries like Germany, there is a particular emphasis on the value of cultural musical heritage acquired in hundreds of years of musical creation. German orchestras are the dominators of today’s classic professional orchestra market, not only by number but more important, by the high quality of musical service and auxiliary services offer. The researchers conducted this study in order to identify which innovations are used to improve the quality of individual and collective actions, to create a favorable environment that enhances human creativity in a digitalized world, to provide a complex service offer that includes the high level of musical performance, and the best complimentary services that surround the sound organism’s activity. The study was based on Larry Keeley’s 10 types of Innovation model.

This article discusses the research results of the effect of the Big Five personality traits on promotion of human resources in the Israeli Electric Corporation (IEC) and tested if the same characteristics have the save effect throughout the entire individual career of an employee. The research method was quantitative. Each participant in this research filled a questionnaire about his own personality traits and his own promotion level in the same large organisation. From the data gathered the effect of each trait became clear both on the average time it took the employee to achieve each promotion status and the time it took the employee to reach his final status level. The study results showed that some personality traits had an opposite effect on average promotion time than the last status time.

The purpose of this paper is to discuss the symphony orchestra as a living organism in a perpetual interaction with the volatility of the nowadays environment, as a symbiosis between the goods and the services provided by a symphony orchestra's activity. A description of the symphony orchestra's activity, with emphasize upon German orchestras (Kulturorchester), as dominators on the classical symphony orchestras’ market. This paper aims to present some of the mission statements, the goals, the good practices identified in symphony orchestras’ management, mostly German, the typical and well-known pattern that characterizes a musician, member of an orchestra, and to describe the characteristics of today's management. There is a special emphasis placed on the interdisciplinary activity and the collaboration with the educational institutions. The results consist of the identification of the multiple stakeholders, the opportunities and the threats, the best practices and the innovative aspects in today's management of a symphony orchestra. “Tradition is not the worship of ashes, but the preservation of fire” Gustav Mahler

Transparency and accountability are the main levers of current public policy. In every public organization, citizens expect accountability, transparency and fairness. This is more intensive when we discuss about the Israeli Police which is a public organization that is allowed to activate force and to deprive the freedom of the citizen. Avidar, Sagi & Zuk (2014) argue that effective and efficient policing is the result of many factors. It depends not only on the efficiency of the police or its diligence, but also on the relationships between the police and the community that is serves. The RAND Report (2014) presents a model for efficient and effective policing which is based on procedural justice. The basis for the RAND Model (2014) is that the Israeli Police needs a more efficient strategy in developing and cultivating public support for it. In order to influence public support for the Israeli Police, the Israeli Police should adopt a modern policing model. This is involved in adopting strategies for increasing police transparency, increasing accountability and reducing existing stigmas regarding minorities. This model has been tested and presented in this article.

This study examined the impact of the stakeholder management model on diverse stakeholders’ satisfaction variables and the organizational culture of three schools: A’ in which the stakeholder management model was assimilated; B’, a school which experiments with the model for three years; and C’, a school which has not adopted the model. The leading premise for this study was that schools today operate in complex and competitive reality; thus, if they want to flourish and excel to be competitive in their field, they ought to constantly improve the educational process, the services they provide, and their relations with their diverse stakeholders. The study reveals that beside the school's obligation to provide its pupils knowledge, skills and education, it must become a learning organization, with built-in order and mechanisms supporting cooperation and professional empowerment that would enable its members to create new knowledge and assimilate it in the school's daily routine. A combined application of the model and teachers’ advancement approach improves the organizational efficiency and achievements and benefits all parties involved.

The paper discusses the findings of a doctoral research project about the relation between accountability and the climate of service in Israeli public organizations. It used a quantitative approach and targeted a number of 2798 respondents. The research population included managers and employees from six public organizations from Israel in autumn 2018l. The final sample comprised 1036 valid questionnaires. The four hypothesis related to the topic were validated, and a positive correlation was found between accountability and service climate. It should be noted that the organization's “general accountability” showed weak correlation with “service climate”. The conclusions point out that accountability of public organizations and of their employees is perceived as an important factor for enhancing the service climate in the public organizations, for increasing the citizen's confidence and creating public system fairness.

This paper presents specific features that enabled certain companies from the Timis County, Romania to grow rapidly during and after the economic crisis. We are convinced that the fast-growing companies have specific features which differentiate them from other companies, which is why they should be studied. We consider the fast-growing companies important for the development of the region, as they create job opportunities. The partial results of this ongoing study indicate several specific aspects common to the analyzed companies, such as a powerful vision on the company's future, an early-identified need or opportunity, the delivery of products or services tailored to the customer needs. The 3 lines of business analyzed are transportation and storage, construction works, IT and communication. The content analysis was used in order to analyze the data collected and formulate the findings.

The activities of multinational companies (MNCs) in the host country are considered in scientific literature an element that is stimulating economic growth. This is the reason authorities of former communist countries attempted to stimulate the entry of foreign direct investments (FDI). This paper will focus on the effects of MNCs presence in the host country, mainly on the employment rate. This issue is important because, beginning with the change of the political regime, Romania has undergone a transformation of its productive structures. These changes were often accompanied by the reorganization of large state enterprises, which were old and oversized. It led to the discharge of a large number of their employees. In these conditions can one ask to what extent MNCs played a role in creating new jobs in Romania? In order to answer this question, we used the results of our survey, which used as subjects the French multinational companies established in Romania.

Local Public Administration is the base of operation of any administrative system as well as the base of constant objectives of central and local government. It has to be based on a series of well established coordinates, coordinated by an appropriate regulatory framework. The purpose of this study is to analyze the problems of local public administration in Romania by addressing a few important points, which have an impact on capacity and administrative quality. Legislative changes, training facilities and constant institutional reorganization of local government, show the presence of active interest for this problem, hence the actuality of the topic. However, real reform of local government still needs essential improvements. This study aims to analyze the social perception of the public local actors, to establish the positive and especially the negative aspects of local public system reform, all from the point of view of the employees of local government. In accordance with these principles, we formulated the following research objectives: first objective : local government of Romania, second objective: finding practical problems of local government in Timisoara and analysis of local government reform perception from the point of view of the civil servants in the Timisoara City Hall. The research instrument used is the scientific questionnaire.

In the public sector in Romania, leadership development has been addressed only rarely and briefly. Currently, Romania is unable to mobilize a large number of leaders because it has started gradual reform. The image or reputation of the organization and organizational culture must be assessed, controlled and directed towards achieving goals. In Romania, the future public leaders must first be identified, so public institutions should consider the leadership skills and recruit future leaders from among university graduates in the field. This paper aims to examine and show the meaningful aspects of a leader in the public administration. So, this research will show aspects of the influence of leadership and performance in public administration in Romania as well as the practice of the leadership function in a public institution, such as a city hall.

What is in essence innovation occurs at the level of social behavioural patterns, routines, practices and settings. An innovation is therefore social to the extent that it, either conveyed by the market or by nonprofit, is socially accepted and diffused widely throughout society or in certain societal sub-areas, transformed depending on circumstances and ultimately institutionalized as new social practice or made routine. The field of social innovation turns critical societal problems into opportunities by actively involving the community actors. Organizations and networks of organizations are playing a decisive role in the dissemination of social innovation. NGOs are largely innovating the ways managerial activities are performed by their constituents. They are solving in new and innovative ways the tasks of planning, organizing, leading, motivating and controlling resources and people in order to achieve effectively and efficiently their fundamental purpose and objectives. The main questions to be explored are: what are the social innovation aspects in NGOs’ management and how they help to improve existing organizational models and management methods, and how those approaches can create value for these organizations

The globalization, the changes within the organizations, the mutations of the employment market imply that the use of Intercultural Virtual Work Teams (IVWT) become a normal aspect within all organizations. The management of an IVWT whose members are geographically dispersed represents a real challenge. Some argue that within those teams the cultural factor has no implications, since the contact of the members themselves is being achieved only within the virtual space. Our opinion is that the situation is quite opposite. We should be able to find elements of the cultural national dimensions which are influencing IVWT. If they are ignored, by non implementing a intercultural management, they could become an obstacle to achieving the desired IVWT performance. A such example of a company which, by its specific activities, uses extensively IVWT, is Delamode Group BV. It has premises in UK, with branches and locations within many Asian and European countries. In Romania it is represented by Delamode Romania SRL.

The new international economic context can determine a turning point for many business organizations. The „crisis” term can be perceived as a threat or an opportunity, but in our opinion it represents a test. The test which business organizations in Romania will have to pass in terms of corporate social responsibility is the meaning that will give it during the next period. The two main future directions in our view are diametrically opposed: either the role of corporate social responsibility will increase as proof of the truthfulness and authenticity of the past, present and future efforts, or the budgets of corporate social responsibility programs will be entered as reduced expenditures or even eliminated. We believe that policies are determined by the perception of corporate social responsibility for the managers of existing companies that have implemented and implement corporate social responsibility programs. It is therefore very important to know that perception and try to anticipate its future implications. By this work we try to capture some aspects of the perception of corporate social responsibility in Romania in the period before the onset current international economic crisis and to anticipate the direction that corporate social responsibility programs in Romania will follow.

Within a complex and dynamic context, the leadership proves to be a crucial variable for the organizational success. The leaders’ credibility and involvement are important as inside many organizations the knowledge sharing is perceived as a threat, as an exposure of the employee to the threats of those around him! Confidence is a major attribute in what concerns the quality of connections among leader and his co-workers. For the people to open the mind and soul it’s important to perceive that those who lead them are correct, are devoted to some ideas that they debate and share within organization and the knowledge of these practices could lead to qualitative leap in what regards the leading and getting the organizational performances.

The GLOBE project—Global Leadership and Organizational Behaviours Effectiveness — (House et al., 2004), is based at Wharton Business School in the United States. The project comprised 170 researchers in 62 soci-eties, and ran over an 11-year period. The project’s objective was to determine the extent to which the practices and values of business leadership are universal, and the extent to which they are specific to just a few societies. In this chapter, GLOBE project data is used to examine the relationship between ethical issues and the characteristics of the ideal leader as identified by Romanian middle managers. The study aims to elucidate the cross-cultural management issues that may arise for foreign companies doing business in Romania or with Romanian businesses, particularly as regards ethical behaviours. First, we discuss Romania’s ideal leadership profile in practice (as it is), then at value level (as it should be). Secondly, we analyse the GLOBE results in relation to the desired profile of the ideal leader. Finally, we discuss our findings, and formulate some conclusions and recommendations for international managers working in Romania.

Nongovernmental non-profit organizations (NGOs) are becoming more and more prominent social actors in today's world. This coagulation and development of the nongovernmental sector, as an alternative to the market and public institutions, prompts the need for an analysis of the functionalities and eventual non-functionalities featuring their financing process. Our research method consisted of a combination of library and Internet searches for relevant materials, analysis of relevant information and of case study about Romanian situation. The results of our research described in this paper are the following, first an inventory of the main financial resource categories available to Romanian NGOs today. Second, we present an overview of the sources of financing accessible to these NGOs, including brief details of potential problems that might be encountered. Where relevant, we have included examples and data reflecting the current situation of these organizations in Romania, as the main country we have focused on. We have formulated the following conclusions referring to NGO's financing in relation to the assumed social task and their role in terms of coverage of social needs: first, though the need for funding, often they do not give enough importance to financial preparation of the proposed activities; second, NGOs have access to specific funding sources available just for NGOs. However, as in the case of public institutions or for profit companies, available resources are not sufficient to cover the assumed organizational task; third, they can address financing issues by specific methods, but methods used are not always adequate to pursue their funding objectives; fourth, NGOs act often in a rather emotional, intuitive manner, at the expense of a systematic planning process; fifth, they need a certain expertise in handling activities efficiently and effectively. However, we have identified that most of the time NGO's do not have sufficient internal resources or do not pay enough attention to developing necessary expertise by training their staff.