Martina Rašticová

Seniors’ Life Satisfaction in Regions of the Czech Republic

The main aim of this paper is to analyse the seniors’ life satisfaction in 14 Czech regions with respect to the two age groups of seniors – younger (50–65 years) and older (over 65 years) and their gender. The outputs of this study detect the regions with the highest and lowest levels of seniors’ satisfaction. The main source of data is the results of the investigation (EU-SILC). The analysis is based on the corresponding methodology. The results of the satisfaction measurements in regions are compared using the cluster analysis, which is a statistical method grouping the Czech Republic regions into clusters. The similarity and correlation in terms of satisfaction between the regions is shown by a dendrogram. The results presented are the first unique probe into the issue of satisfaction of seniors in respective regions of the Czech Republic.

Measuring Social Effectiveness of Public Institutions: A Contribution to Methodology

This paper brings an outline and preliminary results of a 2-year project aiming at assessing the social effectiveness of public policy institutions. The effectiveness of public institutions is an important indicator of the success and prosperity of a country. It is usually measured indirectly via data such as public officer numbers, the quality of legislation regulating the relations between the public administration and its users, and by the satisfaction of the population with the public administration bodies. In this area, the Czech Republic sadly lags behind most developed countries. The authors bring their own concept of social effectiveness, which is inspired mainly by the principles of good public administration, open government, public value, and social and ethical auditing.

Unity in Diversity

As a result of globalization, which involves changes in society leading to closer relationships between political, socio-cultural, and economic events on an international scale, there is now a diversity of goods, information, opinions, political and social movements, jobs, opportunities, and people everywhere. In his remarkable tome, “The Future of U.S. Capitalism,” Pryor (2002) dedicates several pages to an analysis of the figures describing the current globalization dynamism in relation to four phenomena: the growing importance of international trade, the migration of labor, international capital flows, and information flows. Work teams with individuals of various ages, genders, nations, cultures, varying mental and physical skills, and with degrees from different universities are one of the outcomes of globalization. This social diversity in the workplace is the main focus of this chapter. What are the priorities of human resource management to manage a diverse team effectively? Are diversified teams a threat to or an advantage for companies? What is the risk of leading such teams, and what is the benefit? The present chapter finds answers to these and other questions regarding the human resource management of diverse teams in companies. We also present one case study of a high-tech company operating in the Czech Republic whose HR managers and leaders believe that diversity is an advantage and has a positive influence at all levels.

Work-Life Balance Reality among Czech Managers: Staying Halfway

While developed companies have for a long time, due to efficiency and competitiveness, facilitated better reconciliation of work and family life of their employees; in reality in the Czech Republic these business solutions are still not at the level achieved in other countries. In our research, we decided to analyze the options of managers and workers in senior positions in five professional areas to achieve work life balance depending on their age and gender. An inquiry was carried out using a sample of 148 respondents asking questions concerning the options offered by the employer and those preferred by the respondents for work-life balance. The research of the options for work-life balance offered by the employer reflects particular situations in a sample of Czech-based companies and organizations. The results corroborated the rigidity of options offered by the employer to senior employees. According to the results of the research on the work-life-balance options as preferred by the employees, the majority would welcome more possibilities for handling with their work time: part-time work, flexible working hours and working from home. The different preferences of male and female employees and the differences given by the professions are discussed in detail. The results thus suggest that despite proclamations about the benefits of work life balance for companies, the typical situation in the Czech Republic is slightly more improvement in the work-life balance, while the majority of staff is still waiting for substantial changes concerning especially time possibilities.