M14 - Corporate Culture; Diversity; Social ResponsibilityReturn

The hospitality industry has been continuously struggling with high employee turnover and a significant "within" and "out of industry" labour mobility, regardless of the phase of the business cycle, time or geographical region. Additionally, as in any other service industry, employees' performance is frequently the only way how to differentiate among otherwise almost identical outputs and the only way how to build and attain customers' satisfaction, trust, and loyalty. Thus, employees' motivation plays a significant role in stipulating hospitality industry employees' work performance, where job satisfaction (JS) often plays a mediating role between employee's needs and his or her ultimate work behaviour, such as work performance, organizational commitment or voluntary retention. Unfortunately, scholarly literature gives little room to Corporate Social Responsibility (CSR) functioning as a motivation factor in relation to employees. Therefore, the purpose of this paper is to fill in this gap and to examine the link between CSR and JS of hospitality industry employees using regression analysis. Drawing upon Carroll's four-dimensional concept of CSR, the results of this paper indicate a significant positive causal relationship between the ethical, economic, and legal dimensions of CSR and JS; however, a significant positive causal relationship between philanthropic CSR dimension and JS was not confirmed.

The corporate social responsibility concept has lately been influenced by the concept of shared values. Even despite criticism, articles have appeared focused on the creation of conceptual frameworks for its implementation. This article brings forward a proposal of a sample measure based on Porter-Kramer's idea of shared values. It is a programme focused on cutting down on smoking for employees. The value for an employer is represented by a reduction in absence hours, a growth in the labour productivity, a reduction in sick benefit payments, and a growth in the attractiveness of a job for eventual employees. The value for workshop employees is represented by the improvement in their health and physical condition, a reduction in the sickness rate and the satisfaction of getting over often a long-term nicotine addiction. The draft includes a sophisticated process schematic, a set of mutually interconnected success rate indicators, and a calculation of costs and income in two different scenarios. The calculations have been intentionally done for both a significantly optimistic scenario and a pessimistic one to make it possible to find risks related to the different progresses in the programme. The resulting standardised return period is influenced by variables related to the current legal system and thusly it is necessary to take into consideration the models' situation limitations.

The issue of social responsibility is one of the most discussed contemporary topics. It is closely related to the financial management of the company. The social area is one of the three main topics integrated in the concept of corporate social responsibility. In addition to the social interactions of the company and its surroundings, there is also included a wide range of internal relations. The largest group within the rage of internal relations consists of employees. Employees' satisfaction, loyalty, fluctuation, sick leave of employees, as well as accident rate has a direct impact on labour productivity. This has a direct impact on the economic performance of the company. In the Czech Republic, the highest number of accidents and the highest number of fatalities are in the construction industry. The summary of duties related to the occupational health and safety of workers at workplace, given the acronym OHS, is based on legislative regulations. OHS is regulated primarily by the Labour Code and Law. 309/2006 Sb. The standard for occupational health and safety management systems is currently OHSAS 18001. When a company is certified, it is demonstrating an occupational health and safety management at high level and its continuous improvement. This article deals with the measurement of economic performance of enterprises in connection with the implementation of OHSAS certificate 18001. Economic performance is represented by return on equity and based on data obtained from financial statements. Performance measurement is used on 50 enterprises operating in the construction sector in the Czech Republic. The impact of the implementation of the OHSAS certificate on economic performance is quantified mainly by comparison methods and correlation analysis.

Paper examines causes of workplace conflicts faced by Czech accountants (members of the Chamber of certified accountants) with their supervisors (clients) from the perspective of accountants, identifies impacts of conflicts on job satisfaction, and projects the impacts into possible cost effects.Results of the survey show that 72.4 % of respondents reported significant conflicts, majority (28.2 %) of them being caused by illegal requirement, 18.2 % by underestimating accountants' profession, and 15.5 % by poor communication. Further analysis is focused on the job satisfaction of accountants in connection with perceived conflicts. Spearman's correlation coefficient calculated in this regard reached the value -0.58, which shows a relatively strong negative correlation. Significance of the change in job satisfaction related to the significance of faced conflicts was also evaluated through Spearman's correlation coefficient as negative (-0.29). Average time lost on conflicts reached the highest values in the case of managers and independent accountants, where it also leads to the highest average costs. Paper concludes with a brief recommendation for the Chamber of Certified Accountants in terms of how to react to these findings - as far as the most frequent causes of conflicts are related to illegal requirement, underestimating accountants' profession, poor communication, directive approach, specific attention needs to be paid to managers, not only to accountants themselves.

The management of many our companies is mainly carried out through monitoring of measurable, quantitative properties of business phenomena and volume of achieved short term profits in time. Companies under-estimate the dynamics of production growth and sales, and do not pay sufficient attention to regulation of fixed costs. It often causes firms many problems and may result in a crisis. There is a nationwide illusion of never-ending growth in demand, which creates the fiction that everything can be bought for cash or on credit. This view influenced the management of corporate and civic communities and assisted to the unwanted development of consumer society without feeling the need or responsibility to pay the back loans on time. Besides the lack of ethics in the company management, there is also lack of careful and detailed planning and system decisions. This is often manifested by managers that pay attention only to subsystems and their components but not to the business as a whole. Managers do not adapt themselves to the specific requirements of the enterprise. Decissions which can be considered as an application of stimulating innovation, should not only systematically and responsibly develop managers' own style of work, but also business behavior as a whole. People are the holders of ethics in management. Those, who identify themselves with the idea that ethics in management is necessary, and also in interpersonal relationships, have understood the future trend, which is the responsibility for the work results but also the interpersonal relationships. The target of this article is to draw attention to the lack of respect for responsible management represented by managerial ethics, innovation and creativity, systematic approach and leadership, and to appeal for the need to promote a comprehensive approach to this issue - innovation of management theory and practice.