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Uvod: Značajno mesto u morbiditetu nedonoščadi predstavljaju plućne bolesti. Ultrazvučnim (UZ) pregledom pluća može se smanjiti ukupna doza jonizujućeg zračenja kojoj su nedonoščad izložena u svakodnevnom kliničkom radu. Cilj: Ispitati povezanost između UZ nalaza na plućima i RTG nalaza i kliničkih parametara respiratornog statusa kod nedonoščadi. Utvrditi da li se UZ-om detektovane subpleuralne konsolidacije mogu morfološki diferencirati. Utvrditi da li UZ nalaz na plućima pomaže neonatologu u proceni efekta terapije tokom lečenja nedonoščadi. Materijal i metode: Prospektivnim tipom jednogodišnjeg istraživanja obuhvaćeno je 100 nedonoščadi kojoj je nakon prijema na Odeljenje intenzivne nege i terapije (OINT) bio indikovan RTG snimak pluća. Za izvođenje UZ pregleda pluća korišćeni su Siemens Sonoline Adara i Siemens Sonoline Sienna UZ aparati. Korišćena je siva skala i konveksna sonda (5 MHz) i linearna sonda (7,5 MHz). Za ispitivanje korelacije između UZ nalaza na plućima i kliničkih parametara respiratornog statusa (FiO2, PCO2, SaO2) korišćen je Pearson-ov koeficijent korelacije. Posebno je ispitivana korelacija kod nedonoščadi koja su bila na mehaničkoj ventilaciji (MV) i kod nedonoščadi koja su bila na oksigenoterapiji (OxTh). Utvrđivanje razlika između UZ-om uočenih konsolidacija i RTG-om uočenih konsolidacija, urađeno je prebrojavanjem ukupnog broja uočenih konsolidacija svakom od dve navedene radiološke metode i poređenjem prosečnog broja uočenih konsolidacija UZ-om, odnosno RTG-om. U svim statističkim testovima je korišćen je nivo značajnosti p, Introduction: Lung diseases play a major role in morbidity of premature neonates. Using lung ultrasound (LUS) as a diagnostic tool lowers the dose of ionizing radiation of prematures in every day clinical work. Objectives: To assay the interconnection between LUS and chest X ray (CXR) and clinical parameters of respiratory status (FiO2, PCO2 i SaO2) in prematures. To investigate the possibility of sonographic determination of etiology of subpleural consolidations based on their appearance. To determine whether LUS can be of clinical benefit to the neonatologist in assessing the effect of therapy used in treating prematures. Material and methods: Prospective one year study included 100 premature neonates who underwent a CXR exam after the admission in the Intensive care unit (ICU). Siemens Sonoline Adara i Siemens Sonoline Sienna US machines were used, as well as the gray scale, convex probe (5 MHz) and linear probe (7,5 MHz). Pearson correlation coefficient was used to test the interconnection between LUS and clinical parameters of respiratory status (FiO2, PCO2, SaO2). The test was performed separately for both prematures on mechanical ventilation (MV) and prematures on oxygen therapy (OxTh). Determination of differencies between consolidations seen on LUS and those seen on CXR was done by counting the number of consolidation detected with each method and by comparing the average number of consolidations detected with LUS and by CXR. The assessment of statistical significance was done using the p value, and the p value

Sa razvojem tehnologija za rad sa velikim obimom podataka, za koje se u literaturi i praksi ustalio izraz Big Data, uticaj tehnologije na organizacioni dizajn je ponovo postao važno i aktuelno pitanje u teoriji i praksi menadžmenta i organizacije. Tehnologija je zauzela važno mesto u procesu dizajniranja organizacija počev od 1960- ih godina, pa do današnjih dana kada njen uticaj postaje sve intenzivniji. Predmet disertаcije je istrаživаnje uticаjа tehnologija za rad sa velikim obimom podataka (Big Data tehnologijа) nа orgаnizаcioni dizаjn preduzećа. Big Data tehnologije predstavljaju skup novih tehnologija, tehnika, alata, potrebnih znanja i veština za rad sa podacima koji imaju nove osobine (obim, strukturu, brzinu). Polаzeći od rаzumevаnjа orgаnizаcionog dizаjnа kаo skupа orgаnizаcionih dimenzijа koji čine orgаnizаcionа strukturа kаo njegovo jezgro, а zаtim i drugih dimenzijа orgаnizаcije koje su povezаne sа strukturom (strаtegijа, ljudi, procesi), cilj disertacije jeste da identifikuje način na koji Big Data tehnologije utiču na organizacioni dizajn preduzeća. Rezultati sprovedenog empirijskog istraživanja pokazuju da su Big Data tehnologije prodrle u svaku delatnost, preduzeće, proces, odluku i aktivnost i da su dovele do promena u načinu na koji preduzeća funkcionišu kroz uticaj na dimenzije organizacionog dizajna i parametre organizacione strukture. Na jednoj strani, ove tehnologije predstavljaju determinantu okruženja i suočavaju preduzeća sa velikom količinom podataka iz novih izvora, dok sa druge strane predstavljaju resurs organizacije koji omogućava preduzećima koja ih primenjuju da sve te podatke iskoriste i na njihovoj osnovi izgrade konkurentsku prednost. With the development of Big Data technologies, the impact of technology on organizational design has become an important and attractive issue in the theory and practice of management and organization again. Technology has taken an important place in the process of designing an organization, starting from the 1960s until this day and age when its influence is becoming more prominent. The subject of the dissertation is to examine the impact of Big Data technologies on organizational design of the company. Big Data technology represents new technologies, techniques, tools, knowledge and skills which are necessary to work with data with new attributes (volume, variety, velocity). Starting from the understanding of organizational design as a set of organizational dimensions which consists of organizational structure as its core dimension, and other dimensions that are associated with structure (strategy, people, processes), the aim of the dissertation is to identify how Big Data technologies affect organizational design of the company. Results from conducted empirical research showed that Big Data technologies have penetrated in each industry, company, process, decision, activity and changed the way in which companies function through the impact on dimensions of organizational design and parameters of organizational structure. On the one hand, Big Data technologies represent a factor from environment that confronts the companies with large quantities of data from new sources, while on the other hand represent a resource of organization that enables companies that use them to build competitive advantage on the basis of collected data.

Izvod: MALDI TOF (Matrix Assisted Laser Desorption and Ionization Time-Of-Flight) masena spektrometrija je meka jonizaciona tehnika koja se prvenstveno koristi za analizu biomolekula (proteina i nukleinskih kiselina) i omogućava detekciju molekula uz veoma nizak stepen fragmentacije. Kako bi se sprečila/ublažila fragmentacija izazvana direktnom ekscitacijom laserom, uzorak se meša sa matricama koje imaju visok apsorpcioni koeficijent u oblasti u kojoj laser emituje. Primarno su se koristile organske, „tradicionalne“ matrice. Pored brojnih prednosti, organske matrice pokazuju i značajne mane koje onemogućavaju primenu MALDI masene spektrometrije za kvantitativnu analizu molekula i sprečavaju detekciju molekula malih masa manjih od 1000 Da. Kako se u ovoj grupi molekula nalaze i različiti biološki značajni molekuli (metaboliti) postoji potreba za prevazilaženjem nedostataka organskih matrica. Jedan od najranije primenjenih načina je zamena organskih matrica neorganskim jedinjenjima i/ili nanočesticama (supstratima). Koriste se različiti supstrati na bazi ugljeničnih polimera i sol-gel polimerne strukture na bazi silicijum dioksida. Upotreba nanostrukturnih supstrata u metodi koja je nazvana SALDI (Surface Assisted Laser Desorption and Ionization) u poslednjoj deceniji je predmet velikog broja publikovanih radova. Međutim, nanočestice od metala i oksida metala, kao što su Au, Pt, Ag, ZnO, Fe i MnO2/MnO3, nude prednost u odnosu na ostale materijale - stabilnije su u vazduhu i poseduju visoku provodljivost. Prednost nanočestica je apsorpcija energije lasera i efikasan prenos energije do uzorka. Istakle su se nanočestice od titan(IV)-oksida zbog svoje dostupnosti, netoksičnosti i niske cene, što je takođe predmet mnogih publikovanih radova. Osim navedenih osobina, titan(IV)-oksid je poluprovodnik sa dobrom UV apsorpcijom. Generalno, TiO2 snažno apsorbuje UV svetlost (ima znatnu širinu energetske barijere, 3,2 eV) azotnog lasera koji se koristi u MALDI TOF masenoj spektrometriji, ali proces pripreme nanočestica TiO2 verovatno ima snažan uticaj na apsorpciju jer ona zavisi od veličine, oblika i sastava čestica. Površina, a posredno i veličina i oblik kristala utiču na analitičke performanse i jonizacionu efikasnost u SALDI masenoj spektrometriji. U ovoj doktorskoj disertaciji korišćeni su nanokristali TiO2 različite veličine i oblika: koloidne nanočestice TiO2 (TiO2 NČ) prosečnog dijametra 5 nm, elipsoidne nanočestice TiO2 (TiO2 ENČ) dužine 40-50 nm, lateralne dimenzije 14-16 nm i nanotube TiO2 (TiO2 NT) dužine od 100 do 150 nm i prosečnog dijametra od 11 nm. Molekuli na kojima je bila testirana potencijalna primena nanokristala su biološki aktivni molekuli malih masa: amino-kiseline (L-cistein, L-alanin, DL-metionin), tripeptid glutation, polni steroidni hormoni (estradiol, testosteron, progesteron), ugljeni hidrati (D-(+)-glukoza, D-(+)-maltoza, rafinoza, arabinoza, β-ciklodekstrin), limunska kiselina, deksametazon (deksazon), vitamini (vitamin A i vitamin E). Summary: MALDI TOF (Matrix-Assisted Laser Desorption and Ionization Time-Of-Flight) mass spectrometry is soft ionization technique. Primarily, this technique was used for the analysis of biomolecules such as proteins and nucleic acids with low level of their fragmentation. In order to prevent/reduce fragmentation of analyzed molecules, induced with direct excitation with laser, samples are mixed with matrix molecules. Matrix has high absorption coefficient in the range of the laser emission. In spite of numerous advantages, there are serious drawbacks of the matrices, and because of that they cannot be used for quantitative MALDI mass spectrometric analysis and for the detection of small molecules (molecular mass less than 1000 Da). In this group of molecules (mass less than 1000 Da) there are various biologically active molecules (metabolites), so there is a great need to overcome disadvantages of the application of organic matrices. Considerable efforts have been made to overcome the above mention problems and several alternative approaches have been developed: an organic-matrix-free approach in which the substrates, usually nanoparticles act as a matrix. Many are in use: graphite, silica gel, carbon powder, activated carbon, graphene, porous silicon, and many more. The term SALDI (Surface-Assisted Laser Desorption and Ionization) was coined to designate the techniques that use nanostructured substrates. The use of various nanoparticles as substrates in SALDI MS has attracted a lot of attention in the last decade. Nanoparticles absorb the laser energy and then rapidly transfer to analyzed molecule. However, the substrates prepared from materials based on metal-oxides (Аu, Pt, Ag, ZnO, Fe and MnO2/MnO3) are more stable in the air and have a high conductivity. Titanium(IV)-oxide (TiO2) is considered to be a good candidate for SALDI substrate since it is readily available, chemically stable, nontoxic and inexpensive material. Titanium(IV)-oxide is a semiconductor with high absorptivity of UV light of nitrogen laser (have a large band gap 3.2 eV) which is used in MALDI TOF mass spectrometry, but the method of synthesis of TiO2 nanocrystal have a great impact on absorption because this phenomena depends on size, shape and composition of nanoparticles. In this doctoral thesis, the applicability of TiO2 nanocrystals of different size and shape was tested. Colloidal TiO2 nanoparticles (NPs, average diameter ~ 5 nm), TiO2 prolate nanospheroids (PNSs, length: 40–50 nm, the lateral dimension: 14–16 nm) and TiO2 nanotubes (NTs, length: 100-150 nm, average diameter 11 nm) were used as substrates for potential SALDI TOF MS quantitative analysis of low mass molecules. The analyzed molecules were biologically active molecules with small molecule mass (Mm less than 1000 Da): amino acids (L-cysteine, L-alanine, DL-methionine), tripeptide glutathione, sex steroid hormones (estradiol, testosterone, progesterone), carbohydrates (D-(+)-glucose, D-(+)-maltose, raffinose, arabinose, β-cyclodextrin), citric acid, dexamethasone (dexasone), vitamins (vitamin А and vitamin Е).

Social sciences / accounting, auditing and business finance Intenzivna globalna konkurencija i tehnološke inovacije, u kombinaciji sa promenljivim zahtevima potrošača, primoravaju preduzeća da iznalaze nove pristupe i instrumente upravljanja, da menjaju proizvodne sisteme i investiraju u nove tehnologije. Nove tehnologije karakteriše veća fleksibilnost proizvodnih procesa, organizacije rada i upravljanja. Posledica ovih promena je skraćenje životnog ciklusa proizvoda, promena u strukturi troškova i karaktera pojedinih vrsta troškova. Promene u poslovnom okruženju preduzeća su izazvane i podizanjem standarda kvaliteta, povećanim zahtevima u pogledu društvene odgovornosti i održivog razvoja, kao i povećanjem zahteva u vezi sa ekološkom zaštitom, što značajno usložnjava proces upravljanja u savremenom preduzeću. Postizanje i održanje konkurentske prednosti zahteva brza tehničko-tehnološka prilagodjavanja i visoka ulaganja u vezi s tim, visoku proizvodno-prodajnu fleksibilnost kako po širini i dubini asortimana, tako i po veličini serija, prodajnih i postprodajnih usluga. Sve to uslovljava visoke i rastuće opšte troškove, posebno aktivnosti podrške i velike razlike između proizvoda, pojedinih serija, tržišta, grupa kupaca i sl. u pogledu apsorbovanja pojedinih aktivnosti, posebno aktivnosti podrške, pri čemu tradicionalna obračunska metodologija može da produkuje nedovoljno tačne podatke o troškovima proizvoda za odgovarajuća tržišta i kupce. Znatno povećanje učešća opštih troškova u ukupnim troškovima preduzeća, učinilo je da obračunski postupci s opštim troškovima postanu centralni problem obračuna i upravljanja troškovima. Neprimereni postupci alokacije opštih troškova na proizvode i usluge su ključni uzroci netačnosti troškova. Korišćenje direktnih troškova, čije učešće u ukupnim troškovima drastično opada, kao osnove za alokaciju, ne odgovara zahtevu uzročnosti u alokaciji opštih troškova na proizvode i dovodi do ozbiljnih poremećaja troškova proizvoda. Posledice netačnosti podataka o troškovima su donošenje pogrešnih odluka u preduzeću i ugrožena objektivnost finansijskog izveštavanja. Intensive global competition and technological innovations together with changing customer demands, force companies to develop new management approaches and instruments, change production systems and invest in new technologies characterised by a higher flexibility of the production process, organisation of work and management. This leads to shortening of the product life cycle, changes in the cost structure and character of particular types of costs, as a result. Changes in the business environment are also induced by a rise in quality standards, increasing demands in regard to social responsibility and sustainable development, as well as growing demands for environmental protection, which significantly makes management process in a contemporary enterprise ever more complex. Gaining and sustaining competitive advantage requires rapid technical and technological adjustments hence huge investments, and a high level of production and sales flexibility as regards not only the breadth/width and depth of the product line, but also the line size, sales and after-sales services. This all leads to high and mounting overhead costs, particularly of support activities, and a broad difference between products, specific product lines, markets, groups of customers, etc. in relation to the absorption of some activities, support activities in particular, where the conventional cost accounting methodology may result in insufficiently accurate data on product costs for some markets and customers. A significant increase of overhead cost participation in the company’s total costs, necessitated that overhead cost accounting procedures be regarded as a central cost accounting and cost management problem. Key reasons for such cost inaccuracies are inappropriate overhead cost allocation procedures for products and services. Using direct costs, whose participation in total costs drastically declines, as a basis for cost allocation, is inappropriate to the cause of overhead cost allocation to products and causes serious disturbances in product costs. The consequences of inaccurate data on costs are erroneous decision making and threatened objectivity of financial reporting.

Social sciences / Business economics and macroeconomics Predmet doktorske disertacije „Strateški i ekonomski aspekti razvoja plemenite organizacije sa ciljem dostizanja liderske pozicije u okruženju“ autora mr Tanje Milić i osnovni cilj istraživanja je analiza mogućnosti, odnosno, razvoj novog koncepta koji će doprineti poboljšanju poslovanja organizacija i ostvarivanju prestižnih dugo održivih liderskih pozicija. Autor smatra da se ovaj cilj može ostvariti razvojem koncepta plemenite organizacije kao inovativnog modela ostvarivanja, negovanja i očuvanja vodećih pozicija, koji u sebi objedinjuje sve do sada poznate koncepte udružene u novoj osnovnoj svrsi poslovanja kompanija i baziranih na novim plemenitim vrednostima u odnosu kompanije prema potrošačima i stejkholderima u celini, kao i kompanije same. Zahtevi savremenog poslovnog okruženja nameću potrebu za „isplivavanjem“ novih vrednosti i principa poslovanja, koji će organizaciju, odnosno, kompaniju lansirati u sam vrh. Sve brži naučno-tehnološki i društveni razvoj i sa njima povezana sve brža globalizacija i povezivanje tržišta, sofisticiranost potrošača, kao i sve veće izobilje proizvoda, usluga i potrebnih resursa za njihovu realizaciju, kao i dramatične promene, koje su se desile u prvim decenijama 21. veka u poslovnom i životnom okruženju uzrokovane ljudskom aktivnošću, utiču na to da kompanije moraju da se okrenu nekim drugim načinima osvajanja potrošača i drugih stejkholdera, kako bi dostigle lidersku poziciju. Sve se više uviđa da organizacije, u cilju ostvarivanja uspešnih rezultata, svoje aktivnosti moraju da usmere ka svojim stejkholderima i da u tim odnosima, prema mišljenju autora ove disertacije, moraju da budu strategije utemeljene na plemenitim vrednostima. The subject of the doctoral (Ph.D.) dissertation, “Strategic and Economic Aspects of Noble Organization Development with the Aim of Achieving Leading Position in Environment” by Tanja Milić and the main goal of the research is to analyze possibilities, i.e., the development of a new concept that will contribute to improving the business of organization and the achievement of long-term sustainable prestigious leading positions. The author believes that this goal can be achieved by developing the concept of noble organization as the innovative model of reaching, nurturing and preserving the leading position, which unites all currently known concepts associated with the new primary purpose of companies, and based on new noble values in relation of the company to its customers and stakeholders in general, as well as of the company itself. Requirements of the modern business environment necessitate the “creaming” of new values and principles that will launch organization, i.e., company to the very top. The increasingly rapid pace of scientific, technological, and social development, and related to them faster globalization and market integration, sophistication of consumers, and the growing abundance of goods, services and resources needed for their implementation, as well as the dramatic changes that have occurred in the first decades of the 21st century in business and living environment caused by human activity, influence the fact that companies need to turn to other ways of winning customers and other stakeholders in order to reach leading position. It is increasingly being recognized that an organization, in order to achieve successful results, must direct its actions towards its stakeholders, and that within these relationships, according to the author of this dissertation, strategies based on noble values must be implemented.

Kompleksi platine, koji se kao antitumorski agensi već duže vreme koriste u medicini, jesu cisplatina, karboplatina i oksaliplatina. Za antitumorsko dejstvo kompleksa platine odgovorne su interakcije kompleksa sa DNK molekulima. Tačan mehanizam kojim kompleksi platine ispoljavaju svoju antitumorsku aktivnost nije potpuno jasan. Smatra se da je to nastajanje bifunkcionalnog proizvoda u interakciji sa molekulom DNK. Postoji znatan broj drugih biomolekula (mali molekuli, enzimi i drugi proteini) koji mogu da reaguju sa pomenutim kompleksima platine. Pojava sporednih efekata prilikom terapije, kao što su nefrotoksičnost, gastrotoksičnost, ototoksičnost, kardiotoksičnost i neurotoksičnost, dovode se u vezu sa interakcijom između kompleksa platine i biomolekula koji sadrže atom sumpora. Upravo zbog mnogobrojnih sporednih efekata i rezistentnosti, ograničena je upotreba antitumorskih kompleksa platine u medicini. Poslednjih decenija sintetisan je znatan broj novih kompleksa, koji su strukturno slični cisplatini (klasični kompleksi platine) i kompleksa koji strukturno nisu slični cisplatini (neklasični kompleksi platine), a sve u cilju pronalaženja kompleksa koji će u odnosu na cisplatinu pokazivati manju toksičnost i rezistentnost, a veću efikasnost i rastvorljivist u vodi. Naročito je značajna sinteza neklasičnih platinskih kompleksa, kao što su kompleksi Pt(IV) koji se mogu oralno upotrebljavati, zatim sterno zaštićeni kompleksi Pt(II), polinuklearni kompleksi Pt(II), kao i kompleksi platine koji sadrže sumpor. Interakcije mononuklearnih i dinuklearnih kompleksa Pt(II) sa različitim S-donorskim i N-donorskim ligandima vrlo su značajne sa biološke i medicinske tačke gledišta. U pokušaju da definišemo odnos između strukture i funkcije nove grupe citotoksičnih i potencijalno antitumorskih jedinjenja, u okviru ove doktorske disertacije, proučavane su supstitucione reakcije mononuklearnih i dinuklearnih kompleksa Pt(II) sa različitim S-donorskim i N-donorskim biomolekulima. Platinum complexes, cisplatin, carboplatin and oxaliplatin, like anti-tumor agents, have long been used in medicine. For the antitumor activity of platinum complexes the interactions between complexes and DNA are responsible. The exact mechanism of the way how the platinum complexes exert their antitumor activity is not completely clear, it is considered that the formation of bifunctional product with DNA is responsible for the anti-tumor activity. There are a number of other biomolecules (small molecules, proteins and enzymes) that can react with platinum complexes. The occurrence of side effects during the treatment, such as nephrotoxicity, gastrotoxicity, ototoxicity, cardiotoxicity and neurotoxicity, is also associated with the interactions between platinum complexes and biomolecules containing a sulfur atom. Because of many side effects and resistance, the use of anti-tumor Pt(II) compounds in medicine is limited. In recent decades a significant number of new complexes, which are structurally similar to cisplatin (classic platinum complexes) and complexes that are not structurally similar to cisplatin (nonclassical platinum complexes) are synthesized with the aim of finding a complex that will exhibit lower toxicity and resistance, higher efficiency and solubility in water compared to cisplatin. Of particular significance is synthesis of the nonclassical platinum complexes, such as Pt(IV) complexes which can be used orally, then, the more sterically protected Pt(II) complexes, polinuclear Pt(II) complexes and platinum complexes that contain sulfur. Interaction of mononuclear and dinuclear Pt(II) complexes with various S-donor and N-donor ligands are very significant from the biological and medical point of view. In an attempt to define the relationship between structure and function of a new group of cytotoxic and potentially anticancer compounds, this doctoral thesis presents a study of the substitution reactions of mononuclear and dinuclear Pt(II) complexes with various S-donor and N-donor bio-molecules.

Organizacije sve više šire svoje poslovanje na globalno tržište. Sa globalizacijom i ekspanzijom međunarodnog poslovanja i menadžment ljudskih resursa se u sve većoj meri internacionalizuje. Danas preovlađuje shvatanje da efektivan menadžment ljudskih resursa predstavlja ključ uspeha poslovanja multinacionalnih kompanija. Ova doktorska disertacija bavi se problemima sa kojima se suočavaju multinacionalne kompanije u pogledu upravljanja raznovrsnim ljudskim resursima u međunarodnom okruženju. U disertaciji su definisani i objašnjeni osnovni pojmovi u oblasti međunarodnog menadžmenta ljudskih resursa, kao i ključne aktivnosti menadžmenta ljudskih resursa u multinacionalnim kompanijama, sa posebnim osvrtom na pribavljanje ljudskih resursa i vrednovanje učinka zaposlenih. Imajući u vidu da multinacionalne kompanije posluju u različitim zemljama, one se suočavaju sa raznovrsnim izazovima. Jedna od ključnih odluka koju multinacionalna kompanija mora da donese odnosi se na pitanje standardizacije politika i praksi menadžmenta ljudskih resursa. Multinacionalne kompanije često moraju usklađivati svoje politike, procedure i prakse za upravljanje ljudskim resursima sa specifičnim karakteristikama okruženja u stranim zemljama u kojima posluju. Cilj ove doktorske disertacije je da se sagleda na koji način multinacionalne kompanije pribavljaju i vrednuju ljudske resurse, kao i u kojoj meri standardizuju politike i prakse upravljanja ljudskim resursima u centrali i filijalama kompanije rasprostranjenim širom sveta, odnosno u kojoj meri uspevaju da prenesu ove politike i prakse iz centrale u strane filijale. Rad obuhvata pregled relevantne literature iz oblasti međunarodnog menadžmenta ljudskih resursa, kao i pregled rezultata dosadašnjih istraživanja u vezi sa standardizacijom praksi menadžmenta ljudskih resursa u multinacionalnim kompanijama. More and more organizations extend their operations to global market. Globalization and growth of international business have led to more extensive internationalization of human resource management. Nowadays it has been widely recognized that effective human resource management is a key of success of multinational companies. The doctoral dissertation addresses issues that multinational companies have been faced with in managing diverse human resources in international context. The dissertation defines and explains the basic issues of international human resource management, as well as core activities of international human resource management, primarily those related to staffing and performance management. While doing business in different countries, multinational companies are being faced with various challenges. One of the most critical decisions that a multinational company has to make is the one concerning standardization of human resource management activities. Multinational companies often need to adjust their human resource management policies, practices and procedures to specific environment in foreign countries where they perform their operations. The aim of this doctoral dissertation is to reveal in which way multinational companies perform activities of staffing and performance management and to which extent they tend to standardize human resource management policies and practices in headquarters and various subsidiaries worldwide, i.e. to which extent they succeed in transferring those policies and practices from headquarters to foreign subsidiaries. The dissertation includes a review of literature on international human resource management and the results of research focused on standardization of human resource management practices in multinational companies.

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.

During the last decade foreign exchange reserves (FX reserves) in many developing countries have increased strongly. The case of China is particularly interesting because the explosive growth of FX reserves which are predominantly dollar origins, distorts its monetary sovereignty and China comes in a risk of having currency board monetary system. In this paper we analyze movements in world distribution and management of FX reserves with special reference to Croatia. Croatian FX reserves have risen by three times since 2000. The excessive amount of FX reserves increases the opportunity cost of their holding considering the rate of return on their investment compared to the cost of borrowing in the same currency on the international market. On the other hand, Croatian specificity of using currency clause in banks’ (Croatian Kuna denominated) credit and deposit activities might have a negative effect on the level of FX reserves. The depreciation of the domestic currency creates negative expectations, resulting in growing demand for foreign currency by commercial banks, which forces the central bank to increase the intervention sales of foreign currency thereby reducing the total reserves. Also, banks in transition countries are mostly foreign owned and a significant portion of their sources of funds are loans from parent banks, so there is a prominent relationship between depreciation, dedollarization and central bank foreign exchange intervention. The aim of the paper is to discuss the alternative uses of FX reserves and their impact on GDP growth. Finally, we discuss adequacy of Croatian FX reserves and constraints to active management of FX reserves in Croatia.

Economies of scale are often given as s reason for companies to involve in takeovers, yet empirical analysis of their impact is rare. Therefore, this study aimed to contribute to analysis of takeover effects solely on this performance indicator. Economies of scale are estimated as a ratio of total costs to total revenues showing the amount of funds that a company needs to invest in order to obtain one unit of revenue. T-test for paired samples was used to test for changes in economies of scale of target companies in period from year t-1 to year t+3, where t denotes the year of a takeover. This test was used in two different ways. The first method involved testing the difference between the values of economies of scale indicators for target and peer companies separately for each year (t-1, t, t+1, t+2, t+3). Therefore, this test was named the sequence test. The second method used t-test for paired samples to test the significance of the difference between the value of indicator of economies of scale in year t+3 and its value in year t-1 and was named the leap test. Besides measuring whether there was a change in economies of scale, this study analysed important determinants of economies of scale for target companies. Ten dynamic panel models (using two-step Arellano–Bond GMM estimator) were formed to test whether profitability, market power and R&D have a statistically significant influence on economies of scale. Profitability was measured with profit margin, EBITDA margin, EBIT margin, ROE and ROA. Two indicators of market share (a company’s share in operating revenues and sales of all companies in industry, when observed at 3-digit level of NACE Rev. 2 classification) were used as a proxy for market power. Due to lack of information on R&D spending for each company, share of intangible asset in total asset was used as a proxy for R&D. The research was performed on the sample of Croatian companies, which were taken over in the period from year 2003 to 2008. Control group consisting of peer companies was also formed using Croatian companies but with strict criteria according to which peer companies were not involved in takeovers in period from year t-3 to year t+3. A peer company was assigned to each of the target companies according to its appropriateness of three segments: a) industry classification, b) the size of the company and c) company’s performance. Year t-1 was chosen as the base year for selecting peer companies, i.e. forming a control group, in order to avoid a strong effect of takeover in the year of its implementation.

Značaj upravljanja ljudskim resursima u međunarodnom menadžmentu i marketingu je signifikantno povećan tokom poslednje dve dekade XX veka. Sa globalizacijom i ekspanzijom kvaliteta, kao i težnjom ka ostvarivanju maksimalne produktivnosti uz minimalne troškove, ljudski resursi su zauzeli centralno mesto u strateškom poslovanju. Obrazovanje i obuka, veštine, stil, performanse i osposobljenost zaposlenih, usklađeni sa potrebama kompanije, predstavljaju značajne faktore obezbeđivanja konkurentne prednosti na tržištu. Samo lojalni zaposleni mogu da utiču na stvaranje kritične mase lojalnih potrošača. Termin "ljudski resursi" je nastao u vremenu između dva svetska rata. Popularisan je posle 1945. u Americi i potisnuo je "industrijske odnose", "organizaciono ponašanje" i druge, ranije korišćene termine. Iz njega su kasnije izvedeni i drugi pojmovi, kao što su "orijentacija ka ljudima", ili "osposobljavanje ljudi". Osnovna pretpostavka savremene teorije koja privlači veliki broj istraživača i praktičara ljudskih resursa, je postulat da su ljudi i organizacija potrebni jedni drugima. Organizaciji su potrebne ideje, energija i talenat, dok su pojedincima neophodni mogućnost rada, karijera i primanja. Drugim rečima, organizacija treba da služi ljudskim potrebama. Dobra sprega pojedinaca i organizacije koristi obema stranama: ljudi ostvaruju potrebu za radom, što vodi satisfakciji zaposlenih, a organizacija dobija ljudski talenat i znanje koji su joj neophodni. U uslovima timskog rada, strateških alijansi, partnerskih aranžmana i mrežnih organizacija, formiran je novi model ljudskih resursa sa globalnim atributima, zasnovan na novim tehnologijama i naprednim principima dizajna rada. U tom kontekstu definisani su osnovni ciljevi strateškog međunarodnog menadžmenta ljudskih resursa: konkurentnost, profitabilnost, efikasnost i fleksibilnost radne snage u globalnom okruženju. The importance of human resources management in international management and marketing has increased significantly during the last two decades of 20th century. Along with the processes of globalization and quality expansion, as well as tendency towards achieving the highest productivity with lowest costs, the role of human potentials took the central position in strategic business. Education and training of employees, their skills, style, performances and qualifications, harmonized with company needs, are one of the most important factors of competitive advantage assurance at the market. Only loyal employees can induce the critical mass of loyal customers. The term "human resources" was created in the period between World War I and II. Its main diffusion came in USA after 1945, replacing the "organizational behaviour", "industrial relationships" and other frequently used terms. Under the name of human resources management, disciplines like "people empowerment" and "orientation towards people" evolved later. A basic assumption of the current theory that intrigues both researchers and practitioners of human resources, is a postulate that people and organization need each other an organization requires ideas, energy and talents, but individuals need their work possibilities, careers and earnings. In other terms, organization should serve individual needs. A good association of individuals and organization benefits both sides: people can achieve work, which leads to satisfaction of employees; in turn, organization gains human talents and knowledge it needs. With teamwork, strategic alliances, partner arrangements and network organizations in background, a new model of human resources with global attributes emerged, based on new technologies and advanced principles of work design. In that framework, the principal objectives of strategic international human resources management are defined as competitiveness, profitability, efficiency and flexibility of workforce in global environment.