S obzirom na kompleksnost poslovanja, veće zahtjeve prema zaposlenicima, trendove rada od kuće i ostale promjene vezane uz radno mjesto tema ravnoteže između privatnog i poslovnog života postaje sve zanimljivijom. Putem istraživanja tražio se odgovor kako spol i druge demografske varijable utječu na percepciju konflikta između privatnog i poslovnog života te kod kojih je zaposlenika stres na radnom mjestu najviše izražen.
Temeljna problematika kojom se bavio ovaj rad bila je na koji način biti uspješan u svome poslu, a istovremeno održati kvalitetu života izvan posla. Ova suvremena dilema dodatno je u današnje vrijeme otežana činjenicom da broj radnih sati raste dok se vrijeme za privatne aktivnosti smanjuje. Upravo zato, na samom početku ovoga rada postavljeno je istraživačko pitanje: Što utječe negativnije na poslovno privatnu ravnotežu, posao ili privatne obveze? Koga smatraju odgovornim za to, te koje vrste inicijativa za poboljšanje ravnoteže smatraju učinkovitima. Istraživanje je provedeno putem anketnog upitnika na zaposlenicima ekonomskog i srodnog usmjerenja na području grada Zagreba te je obuhvatilo 271 mladu osobu. Skoro svi ispitanici (97%) izjasnili su se da ima je važna poslovno privatna ravnoteža, no nisu je uspjeli uspostaviti. Poslovno privatnu neravnotežu uzrokuje utjecaj posla na privatni život koji je znatno negativniji nego u obrnutom slučaju. U ponovnu ravnotežu vratila ih je disciplina, postavljanje prioriteta i organizacija te samospoznaja da na dosadašnji način ne mogu više funkcionirati. Za potrebe ovog skraćenog prikaza rada obrađene su tri hipoteze.
Sidrom sagorijevanja na poslu ili burnout sindrom u Hrvatskoj je slabo istražen pojam stoga je cilj rada bio istražiti sagorijevanje kod mladih zaposlenika u Hrvatskoj. Hrvatska prati trend zapadnih zemalja, gdje posao postaje prioritet u životu pojedinca i gdje se zanemaruje izloženost stresu i naporima. Maslach sagorijevanje na poslu odvaja u tri dimenzije: emocionalna iscrpljenost, depersonalizacija i smanjeno osobno ispunjenje. Individualne karakteristika kao i okruženje organizacije utječu na zaposlenika što rezultira negativnim posljedicama na zdravlje i učinkovitost na poslu.
U primarno istraživanje su uključeni mladi zaposlenici u dobi između 20-30 godina starosti (N=103) jer se upravo ta demografska varijabla kroz nekoliko studija pokazala rizičnom. Analiza donosi odnos između socio-demografskih varijabli (spol, stručne sprema, godine radnoga staža) i razine sagorijevanja kod mladih zaposlenika u Republici Hrvatskoj.
Sidrom sagorijevanja na poslu ili burnout sindrom u Hrvatskoj je slabo istražen pojam stoga je cilj rada bio istražiti sagorijevanje kod mladih zaposlenika u Hrvatskoj. Hrvatska prati trend zapadnih zemalja, gdje posao postaje prioritet u životu pojedinca i gdje se zanemaruje izloženost stresu i naporima. Maslach sagorijevanje na poslu odvaja u tri dimenzije: emocionalna iscrpljenost, depersonalizacija i smanjeno osobno ispunjenje. Individualne karakteristika kao i okruženje organizacije utječu na zaposlenika što rezultira negativnim posljedicama na zdravlje i učinkovitost na poslu.
U primarno istraživanje su uključeni mladi zaposlenici u dobi između 20-30 godina starosti (N=103) jer se upravo ta demografska varijabla kroz nekoliko studija pokazala rizičnom. Analiza donosi odnos između socio-demografskih varijabli (spol, stručne sprema, godine radnoga staža) i razine sagorijevanja kod mladih zaposlenika u Republici Hrvatskoj.
This document discusses gamification in the workplace. It defines gamification as applying game design elements and principles to non-game contexts. Gamification can be used to increase employee engagement by appealing to human motivations through rewarding brain activity. Game mechanics like points, levels, challenges etc. can motivate employees when incorporated into work processes. The document provides examples of companies that have successfully used gamification and discusses how a Project Management Office could use gamification to create a passionate project team.
Temeljna problematika kojom se bavio ovaj rad bila je na koji način biti uspješan u svome poslu, a istovremeno održati kvalitetu života izvan posla. Ova suvremena dilema dodatno je u današnje vrijeme otežana činjenicom da broj radnih sati raste dok se vrijeme za privatne aktivnosti smanjuje. Upravo zato, na samom početku ovoga rada postavljeno je istraživačko pitanje: Što utječe negativnije na poslovno privatnu ravnotežu, posao ili privatne obveze? Koga smatraju odgovornim za to, te koje vrste inicijativa za poboljšanje ravnoteže smatraju učinkovitima. Istraživanje je provedeno putem anketnog upitnika na zaposlenicima ekonomskog i srodnog usmjerenja na području grada Zagreba te je obuhvatilo 271 mladu osobu. Skoro svi ispitanici (97%) izjasnili su se da ima je važna poslovno privatna ravnoteža, no nisu je uspjeli uspostaviti. Poslovno privatnu neravnotežu uzrokuje utjecaj posla na privatni život koji je znatno negativniji nego u obrnutom slučaju. U ponovnu ravnotežu vratila ih je disciplina, postavljanje prioriteta i organizacija te samospoznaja da na dosadašnji način ne mogu više funkcionirati. Za potrebe ovog skraćenog prikaza rada obrađene su tri hipoteze.
Sidrom sagorijevanja na poslu ili burnout sindrom u Hrvatskoj je slabo istražen pojam stoga je cilj rada bio istražiti sagorijevanje kod mladih zaposlenika u Hrvatskoj. Hrvatska prati trend zapadnih zemalja, gdje posao postaje prioritet u životu pojedinca i gdje se zanemaruje izloženost stresu i naporima. Maslach sagorijevanje na poslu odvaja u tri dimenzije: emocionalna iscrpljenost, depersonalizacija i smanjeno osobno ispunjenje. Individualne karakteristika kao i okruženje organizacije utječu na zaposlenika što rezultira negativnim posljedicama na zdravlje i učinkovitost na poslu.
U primarno istraživanje su uključeni mladi zaposlenici u dobi između 20-30 godina starosti (N=103) jer se upravo ta demografska varijabla kroz nekoliko studija pokazala rizičnom. Analiza donosi odnos između socio-demografskih varijabli (spol, stručne sprema, godine radnoga staža) i razine sagorijevanja kod mladih zaposlenika u Republici Hrvatskoj.
Sidrom sagorijevanja na poslu ili burnout sindrom u Hrvatskoj je slabo istražen pojam stoga je cilj rada bio istražiti sagorijevanje kod mladih zaposlenika u Hrvatskoj. Hrvatska prati trend zapadnih zemalja, gdje posao postaje prioritet u životu pojedinca i gdje se zanemaruje izloženost stresu i naporima. Maslach sagorijevanje na poslu odvaja u tri dimenzije: emocionalna iscrpljenost, depersonalizacija i smanjeno osobno ispunjenje. Individualne karakteristika kao i okruženje organizacije utječu na zaposlenika što rezultira negativnim posljedicama na zdravlje i učinkovitost na poslu.
U primarno istraživanje su uključeni mladi zaposlenici u dobi između 20-30 godina starosti (N=103) jer se upravo ta demografska varijabla kroz nekoliko studija pokazala rizičnom. Analiza donosi odnos između socio-demografskih varijabli (spol, stručne sprema, godine radnoga staža) i razine sagorijevanja kod mladih zaposlenika u Republici Hrvatskoj.
This document discusses gamification in the workplace. It defines gamification as applying game design elements and principles to non-game contexts. Gamification can be used to increase employee engagement by appealing to human motivations through rewarding brain activity. Game mechanics like points, levels, challenges etc. can motivate employees when incorporated into work processes. The document provides examples of companies that have successfully used gamification and discusses how a Project Management Office could use gamification to create a passionate project team.
2024 State of Marketing Report – by HubspotMarius Sescu
https://www.hubspot.com/state-of-marketing
· Scaling relationships and proving ROI
· Social media is the place for search, sales, and service
· Authentic influencer partnerships fuel brand growth
· The strongest connections happen via call, click, chat, and camera.
· Time saved with AI leads to more creative work
· Seeking: A single source of truth
· TLDR; Get on social, try AI, and align your systems.
· More human marketing, powered by robots
ChatGPT is a revolutionary addition to the world since its introduction in 2022. A big shift in the sector of information gathering and processing happened because of this chatbot. What is the story of ChatGPT? How is the bot responding to prompts and generating contents? Swipe through these slides prepared by Expeed Software, a web development company regarding the development and technical intricacies of ChatGPT!
Product Design Trends in 2024 | Teenage EngineeringsPixeldarts
The realm of product design is a constantly changing environment where technology and style intersect. Every year introduces fresh challenges and exciting trends that mold the future of this captivating art form. In this piece, we delve into the significant trends set to influence the look and functionality of product design in the year 2024.
How Race, Age and Gender Shape Attitudes Towards Mental HealthThinkNow
Mental health has been in the news quite a bit lately. Dozens of U.S. states are currently suing Meta for contributing to the youth mental health crisis by inserting addictive features into their products, while the U.S. Surgeon General is touring the nation to bring awareness to the growing epidemic of loneliness and isolation. The country has endured periods of low national morale, such as in the 1970s when high inflation and the energy crisis worsened public sentiment following the Vietnam War. The current mood, however, feels different. Gallup recently reported that national mental health is at an all-time low, with few bright spots to lift spirits.
To better understand how Americans are feeling and their attitudes towards mental health in general, ThinkNow conducted a nationally representative quantitative survey of 1,500 respondents and found some interesting differences among ethnic, age and gender groups.
Technology
For example, 52% agree that technology and social media have a negative impact on mental health, but when broken out by race, 61% of Whites felt technology had a negative effect, and only 48% of Hispanics thought it did.
While technology has helped us keep in touch with friends and family in faraway places, it appears to have degraded our ability to connect in person. Staying connected online is a double-edged sword since the same news feed that brings us pictures of the grandkids and fluffy kittens also feeds us news about the wars in Israel and Ukraine, the dysfunction in Washington, the latest mass shooting and the climate crisis.
Hispanics may have a built-in defense against the isolation technology breeds, owing to their large, multigenerational households, strong social support systems, and tendency to use social media to stay connected with relatives abroad.
Age and Gender
When asked how individuals rate their mental health, men rate it higher than women by 11 percentage points, and Baby Boomers rank it highest at 83%, saying it’s good or excellent vs. 57% of Gen Z saying the same.
Gen Z spends the most amount of time on social media, so the notion that social media negatively affects mental health appears to be correlated. Unfortunately, Gen Z is also the generation that’s least comfortable discussing mental health concerns with healthcare professionals. Only 40% of them state they’re comfortable discussing their issues with a professional compared to 60% of Millennials and 65% of Boomers.
Race Affects Attitudes
As seen in previous research conducted by ThinkNow, Asian Americans lag other groups when it comes to awareness of mental health issues. Twenty-four percent of Asian Americans believe that having a mental health issue is a sign of weakness compared to the 16% average for all groups. Asians are also considerably less likely to be aware of mental health services in their communities (42% vs. 55%) and most likely to seek out information on social media (51% vs. 35%).
AI Trends in Creative Operations 2024 by Artwork Flow.pdfmarketingartwork
Creative operations teams expect increased AI use in 2024. Currently, over half of tasks are not AI-enabled, but this is expected to decrease in the coming year. ChatGPT is the most popular AI tool currently. Business leaders are more actively exploring AI benefits than individual contributors. Most respondents do not believe AI will impact workforce size in 2024. However, some inhibitions still exist around AI accuracy and lack of understanding. Creatives primarily want to use AI to save time on mundane tasks and boost productivity.
Organizational culture includes values, norms, systems, symbols, language, assumptions, beliefs, and habits that influence employee behaviors and how people interpret those behaviors. It is important because culture can help or hinder a company's success. Some key aspects of Netflix's culture that help it achieve results include hiring smartly so every position has stars, focusing on attitude over just aptitude, and having a strict policy against peacocks, whiners, and jerks.
PEPSICO Presentation to CAGNY Conference Feb 2024Neil Kimberley
PepsiCo provided a safe harbor statement noting that any forward-looking statements are based on currently available information and are subject to risks and uncertainties. It also provided information on non-GAAP measures and directing readers to its website for disclosure and reconciliation. The document then discussed PepsiCo's business overview, including that it is a global beverage and convenient food company with iconic brands, $91 billion in net revenue in 2023, and nearly $14 billion in core operating profit. It operates through a divisional structure with a focus on local consumers.
Content Methodology: A Best Practices Report (Webinar)contently
This document provides an overview of content methodology best practices. It defines content methodology as establishing objectives, KPIs, and a culture of continuous learning and iteration. An effective methodology focuses on connecting with audiences, creating optimal content, and optimizing processes. It also discusses why a methodology is needed due to the competitive landscape, proliferation of channels, and opportunities for improvement. Components of an effective methodology include defining objectives and KPIs, audience analysis, identifying opportunities, and evaluating resources. The document concludes with recommendations around creating a content plan, testing and optimizing content over 90 days.
How to Prepare For a Successful Job Search for 2024Albert Qian
The document provides guidance on preparing a job search for 2024. It discusses the state of the job market, focusing on growth in AI and healthcare but also continued layoffs. It recommends figuring out what you want to do by researching interests and skills, then conducting informational interviews. The job search should involve building a personal brand on LinkedIn, actively applying to jobs, tailoring resumes and interviews, maintaining job hunting as a habit, and continuing self-improvement. Once hired, the document advises setting new goals and keeping skills and networking active in case of future opportunities.
A report by thenetworkone and Kurio.
The contributing experts and agencies are (in an alphabetical order): Sylwia Rytel, Social Media Supervisor, 180heartbeats + JUNG v MATT (PL), Sharlene Jenner, Vice President - Director of Engagement Strategy, Abelson Taylor (USA), Alex Casanovas, Digital Director, Atrevia (ES), Dora Beilin, Senior Social Strategist, Barrett Hoffher (USA), Min Seo, Campaign Director, Brand New Agency (KR), Deshé M. Gully, Associate Strategist, Day One Agency (USA), Francesca Trevisan, Strategist, Different (IT), Trevor Crossman, CX and Digital Transformation Director; Olivia Hussey, Strategic Planner; Simi Srinarula, Social Media Manager, The Hallway (AUS), James Hebbert, Managing Director, Hylink (CN / UK), Mundy Álvarez, Planning Director; Pedro Rojas, Social Media Manager; Pancho González, CCO, Inbrax (CH), Oana Oprea, Head of Digital Planning, Jam Session Agency (RO), Amy Bottrill, Social Account Director, Launch (UK), Gaby Arriaga, Founder, Leonardo1452 (MX), Shantesh S Row, Creative Director, Liwa (UAE), Rajesh Mehta, Chief Strategy Officer; Dhruv Gaur, Digital Planning Lead; Leonie Mergulhao, Account Supervisor - Social Media & PR, Medulla (IN), Aurelija Plioplytė, Head of Digital & Social, Not Perfect (LI), Daiana Khaidargaliyeva, Account Manager, Osaka Labs (UK / USA), Stefanie Söhnchen, Vice President Digital, PIABO Communications (DE), Elisabeth Winiartati, Managing Consultant, Head of Global Integrated Communications; Lydia Aprina, Account Manager, Integrated Marketing and Communications; Nita Prabowo, Account Manager, Integrated Marketing and Communications; Okhi, Web Developer, PNTR Group (ID), Kei Obusan, Insights Director; Daffi Ranandi, Insights Manager, Radarr (SG), Gautam Reghunath, Co-founder & CEO, Talented (IN), Donagh Humphreys, Head of Social and Digital Innovation, THINKHOUSE (IRE), Sarah Yim, Strategy Director, Zulu Alpha Kilo (CA).
Trends In Paid Search: Navigating The Digital Landscape In 2024Search Engine Journal
The search marketing landscape is evolving rapidly with new technologies, and professionals, like you, rely on innovative paid search strategies to meet changing demands.
It’s important that you’re ready to implement new strategies in 2024.
Check this out and learn the top trends in paid search advertising that are expected to gain traction, so you can drive higher ROI more efficiently in 2024.
You’ll learn:
- The latest trends in AI and automation, and what this means for an evolving paid search ecosystem.
- New developments in privacy and data regulation.
- Emerging ad formats that are expected to make an impact next year.
Watch Sreekant Lanka from iQuanti and Irina Klein from OneMain Financial as they dive into the future of paid search and explore the trends, strategies, and technologies that will shape the search marketing landscape.
If you’re looking to assess your paid search strategy and design an industry-aligned plan for 2024, then this webinar is for you.
5 Public speaking tips from TED - Visualized summarySpeakerHub
From their humble beginnings in 1984, TED has grown into the world’s most powerful amplifier for speakers and thought-leaders to share their ideas. They have over 2,400 filmed talks (not including the 30,000+ TEDx videos) freely available online, and have hosted over 17,500 events around the world.
With over one billion views in a year, it’s no wonder that so many speakers are looking to TED for ideas on how to share their message more effectively.
The article “5 Public-Speaking Tips TED Gives Its Speakers”, by Carmine Gallo for Forbes, gives speakers five practical ways to connect with their audience, and effectively share their ideas on stage.
Whether you are gearing up to get on a TED stage yourself, or just want to master the skills that so many of their speakers possess, these tips and quotes from Chris Anderson, the TED Talks Curator, will encourage you to make the most impactful impression on your audience.
See the full article and more summaries like this on SpeakerHub here: https://speakerhub.com/blog/5-presentation-tips-ted-gives-its-speakers
See the original article on Forbes here:
http://www.forbes.com/forbes/welcome/?toURL=http://www.forbes.com/sites/carminegallo/2016/05/06/5-public-speaking-tips-ted-gives-its-speakers/&refURL=&referrer=#5c07a8221d9b
ChatGPT and the Future of Work - Clark Boyd Clark Boyd
Everyone is in agreement that ChatGPT (and other generative AI tools) will shape the future of work. Yet there is little consensus on exactly how, when, and to what extent this technology will change our world.
Businesses that extract maximum value from ChatGPT will use it as a collaborative tool for everything from brainstorming to technical maintenance.
For individuals, now is the time to pinpoint the skills the future professional will need to thrive in the AI age.
Check out this presentation to understand what ChatGPT is, how it will shape the future of work, and how you can prepare to take advantage.
The document provides career advice for getting into the tech field, including:
- Doing projects and internships in college to build a portfolio.
- Learning about different roles and technologies through industry research.
- Contributing to open source projects to build experience and network.
- Developing a personal brand through a website and social media presence.
- Networking through events, communities, and finding a mentor.
- Practicing interviews through mock interviews and whiteboarding coding questions.
Google's Just Not That Into You: Understanding Core Updates & Search IntentLily Ray
1. Core updates from Google periodically change how its algorithms assess and rank websites and pages. This can impact rankings through shifts in user intent, site quality issues being caught up to, world events influencing queries, and overhauls to search like the E-A-T framework.
2. There are many possible user intents beyond just transactional, navigational and informational. Identifying intent shifts is important during core updates. Sites may need to optimize for new intents through different content types and sections.
3. Responding effectively to core updates requires analyzing "before and after" data to understand changes, identifying new intents or page types, and ensuring content matches appropriate intents across video, images, knowledge graphs and more.
A brief introduction to DataScience with explaining of the concepts, algorithms, machine learning, supervised and unsupervised learning, clustering, statistics, data preprocessing, real-world applications etc.
It's part of a Data Science Corner Campaign where I will be discussing the fundamentals of DataScience, AIML, Statistics etc.
Time Management & Productivity - Best PracticesVit Horky
Here's my presentation on by proven best practices how to manage your work time effectively and how to improve your productivity. It includes practical tips and how to use tools such as Slack, Google Apps, Hubspot, Google Calendar, Gmail and others.
The six step guide to practical project managementMindGenius
The six step guide to practical project management
If you think managing projects is too difficult, think again.
We’ve stripped back project management processes to the
basics – to make it quicker and easier, without sacrificing
the vital ingredients for success.
“If you’re looking for some real-world guidance, then The Six Step Guide to Practical Project Management will help.”
Dr Andrew Makar, Tactical Project Management
2024 State of Marketing Report – by HubspotMarius Sescu
https://www.hubspot.com/state-of-marketing
· Scaling relationships and proving ROI
· Social media is the place for search, sales, and service
· Authentic influencer partnerships fuel brand growth
· The strongest connections happen via call, click, chat, and camera.
· Time saved with AI leads to more creative work
· Seeking: A single source of truth
· TLDR; Get on social, try AI, and align your systems.
· More human marketing, powered by robots
ChatGPT is a revolutionary addition to the world since its introduction in 2022. A big shift in the sector of information gathering and processing happened because of this chatbot. What is the story of ChatGPT? How is the bot responding to prompts and generating contents? Swipe through these slides prepared by Expeed Software, a web development company regarding the development and technical intricacies of ChatGPT!
Product Design Trends in 2024 | Teenage EngineeringsPixeldarts
The realm of product design is a constantly changing environment where technology and style intersect. Every year introduces fresh challenges and exciting trends that mold the future of this captivating art form. In this piece, we delve into the significant trends set to influence the look and functionality of product design in the year 2024.
How Race, Age and Gender Shape Attitudes Towards Mental HealthThinkNow
Mental health has been in the news quite a bit lately. Dozens of U.S. states are currently suing Meta for contributing to the youth mental health crisis by inserting addictive features into their products, while the U.S. Surgeon General is touring the nation to bring awareness to the growing epidemic of loneliness and isolation. The country has endured periods of low national morale, such as in the 1970s when high inflation and the energy crisis worsened public sentiment following the Vietnam War. The current mood, however, feels different. Gallup recently reported that national mental health is at an all-time low, with few bright spots to lift spirits.
To better understand how Americans are feeling and their attitudes towards mental health in general, ThinkNow conducted a nationally representative quantitative survey of 1,500 respondents and found some interesting differences among ethnic, age and gender groups.
Technology
For example, 52% agree that technology and social media have a negative impact on mental health, but when broken out by race, 61% of Whites felt technology had a negative effect, and only 48% of Hispanics thought it did.
While technology has helped us keep in touch with friends and family in faraway places, it appears to have degraded our ability to connect in person. Staying connected online is a double-edged sword since the same news feed that brings us pictures of the grandkids and fluffy kittens also feeds us news about the wars in Israel and Ukraine, the dysfunction in Washington, the latest mass shooting and the climate crisis.
Hispanics may have a built-in defense against the isolation technology breeds, owing to their large, multigenerational households, strong social support systems, and tendency to use social media to stay connected with relatives abroad.
Age and Gender
When asked how individuals rate their mental health, men rate it higher than women by 11 percentage points, and Baby Boomers rank it highest at 83%, saying it’s good or excellent vs. 57% of Gen Z saying the same.
Gen Z spends the most amount of time on social media, so the notion that social media negatively affects mental health appears to be correlated. Unfortunately, Gen Z is also the generation that’s least comfortable discussing mental health concerns with healthcare professionals. Only 40% of them state they’re comfortable discussing their issues with a professional compared to 60% of Millennials and 65% of Boomers.
Race Affects Attitudes
As seen in previous research conducted by ThinkNow, Asian Americans lag other groups when it comes to awareness of mental health issues. Twenty-four percent of Asian Americans believe that having a mental health issue is a sign of weakness compared to the 16% average for all groups. Asians are also considerably less likely to be aware of mental health services in their communities (42% vs. 55%) and most likely to seek out information on social media (51% vs. 35%).
AI Trends in Creative Operations 2024 by Artwork Flow.pdfmarketingartwork
Creative operations teams expect increased AI use in 2024. Currently, over half of tasks are not AI-enabled, but this is expected to decrease in the coming year. ChatGPT is the most popular AI tool currently. Business leaders are more actively exploring AI benefits than individual contributors. Most respondents do not believe AI will impact workforce size in 2024. However, some inhibitions still exist around AI accuracy and lack of understanding. Creatives primarily want to use AI to save time on mundane tasks and boost productivity.
Organizational culture includes values, norms, systems, symbols, language, assumptions, beliefs, and habits that influence employee behaviors and how people interpret those behaviors. It is important because culture can help or hinder a company's success. Some key aspects of Netflix's culture that help it achieve results include hiring smartly so every position has stars, focusing on attitude over just aptitude, and having a strict policy against peacocks, whiners, and jerks.
PEPSICO Presentation to CAGNY Conference Feb 2024Neil Kimberley
PepsiCo provided a safe harbor statement noting that any forward-looking statements are based on currently available information and are subject to risks and uncertainties. It also provided information on non-GAAP measures and directing readers to its website for disclosure and reconciliation. The document then discussed PepsiCo's business overview, including that it is a global beverage and convenient food company with iconic brands, $91 billion in net revenue in 2023, and nearly $14 billion in core operating profit. It operates through a divisional structure with a focus on local consumers.
Content Methodology: A Best Practices Report (Webinar)contently
This document provides an overview of content methodology best practices. It defines content methodology as establishing objectives, KPIs, and a culture of continuous learning and iteration. An effective methodology focuses on connecting with audiences, creating optimal content, and optimizing processes. It also discusses why a methodology is needed due to the competitive landscape, proliferation of channels, and opportunities for improvement. Components of an effective methodology include defining objectives and KPIs, audience analysis, identifying opportunities, and evaluating resources. The document concludes with recommendations around creating a content plan, testing and optimizing content over 90 days.
How to Prepare For a Successful Job Search for 2024Albert Qian
The document provides guidance on preparing a job search for 2024. It discusses the state of the job market, focusing on growth in AI and healthcare but also continued layoffs. It recommends figuring out what you want to do by researching interests and skills, then conducting informational interviews. The job search should involve building a personal brand on LinkedIn, actively applying to jobs, tailoring resumes and interviews, maintaining job hunting as a habit, and continuing self-improvement. Once hired, the document advises setting new goals and keeping skills and networking active in case of future opportunities.
A report by thenetworkone and Kurio.
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Konflikt između privatnog i poslovnog života te stres na radnom mjestu
1. KONFLIKT IZMEĐU PRIVATNOG I POSLOVNOG ŽIVOTA TE STRES NA RADNOM MJESTU1
Mirna Koričan, MBA, mag.psih.
Lucija Proroković, bacc. oecc.
SAŽETAK
S obzirom na kompleksnost poslovanja, veće zahtjeve prema zaposlenicima, trendove rada od kućei
ostale promjene vezane uz radno mjesto tema ravnoteže između privatnog i poslovnog života
postaje sve zanimljivijom. Putem istraživanja tražio se odgovor kako spol i druge demografske
varijable utječu na percepciju konflikta između privatnog i poslovnog života te kod kojih je
zaposlenika stres na radnom mjestu najvišeizražen.
UVOD
Prvi koji su definirali sukob obiteljskih i radnih obveza su Greenhaus i Beutell (1985) i to
kao oblik sukoba među ulogama u kojem su pritisci radnih i obiteljskih uloga višestruko
nespojivi. Sukob između poslovnog i privatnog života se odnosi na sukob među ulogama u
kojima se napor i poslovni zahtjevi miješaju s obavljanjem obiteljskim obvezama, dok se sukob
između privatnog i poslovnog života odnosi na sukob između napora i obiteljskih zahtjeva koji se
miješaju s obavljanjem poslovnih obveza (Netemeyer i sur., 1996).
Konflikt između poslovnog i privatnog života ima negativni učinak na posao i obiteljske
obveze, bilo da ste zaposlenik ili član obitelji. Negativna povezanost se odnosi na stavove o poslu
(Kossek i Ozeki, 1998; Netemeyer i sur., 1996), obavljanje posla (Frone i sur., 1997; Wayne i sur.,
2004) te ono najvažnije na zadovoljstvo obitelji (Carlson i sur., 2000; Frone i sur., 1997).
Konflikt između poslovnog i privatnog života se u Hrvatskoj prvi put pojavljuje iza Drugog
svjetskog rata (Obradović i Čudina – Obradović, 2009). Razlog tome je socijalizam koji je u
ponekim slučajevima zahtijevao zaposlenost oboje bračnih partnera. Početkom Domovinskog
rata socijalizam je propao te je započelo razdoblje kapitalizma koje je donijelo drastične
promjene. Privatizacija kompanija je dovela do rigoroznije radne discipline kao i dužeg radnog
vremena. Do izražaja su došle produktivnost i učinkovitost, što je konflikt između poslovnog i
privatnog života učinilo vidljivijim, društveno značajnijim te znanstveno interesantnijim i
relevantnijim (Obradović i Čudina – Obradović, 2009).
Stres je nuspojava koju pojedinac doživi kada je pod prevelikim pritiskom bilo kod kuće,
na poslu ili kao kombinaciju nekih drugih čimbenika. Stres je poznat kao bolest 21. stoljeća te je
jedan od uzročnika mnogih bolesti. On se može nakupljati kod pojedinca mjesecima pa čak i
godinama. Istraživanja pokazuju povezanost stresa i konflikta između poslovnog i privatnog
života (Obradović i sur., 2009).
Na koji način uspostaviti ravnotežu između privatnog i poslovnog života je pitanje na
koje mnogi pokušavaju dati odgovor. U današnje vrijeme globalizacije od zaposlenika se očekuje
da na radnom mjestu ostaju i nakon radnog vremena, a sve poslovne obveze obavljaju što brže i
efikasnije. Ponekad zbog kratkih rokova to zahtjeva nošenje posla doma. Sve su to uzroci stresa,
nezadovoljstva te depresije koji dovode do neravnoteže između privatnog i poslovnog života kao
1 Kratki prikaz šireg istraživačkog rada napravljen je na temelju završnog rada studentice Lucije Proroković pripremljenog 2014.
godine na Zagrebačkoj školi ekonomije i managementa
2. i do profesionalnog sagorijevanja na poslu. S druge strane, tu je i obitelj, privatni život koji se ne
smije zanemariti.
METODOLOGIJA
Svrha i cilj istraživanja
Svrha provedenog istraživanja je bila odgovor na pitanja: (a) koji je spol skloniji konfliktu
između poslovnog i privatnog života; (b) Koje druge demografske varijable možemo povezati s
konfliktom između poslovnog i privatnog života; (c) što prouzrokuje veći stres, položaj pojedinca
ili godine radnog staža. Za potrebe istraživanja postavljene su slijedeće hipoteze:
H1: Muški ispitanici bit će skloniji pokazivanju konflikta između privatnog i
poslovnog života.
H2: Ispitanici će pokazivati različitu razinu konflikta između poslovnog i privatnog
života s obzirom na varijable godine starosti, ljubavni status, obrazovanje, radno
iskustvo, prosječno radno vrijeme, primanja, veličinu kompanije te broj djece.
H3: Zaposlenici koji rade na višoj razini menadžmenta te imaju manje staža su pod
većim stresom na radnom mjestu.
Uzorak
Primarno istraživanje je provedeno putem online anketnog upitnika te je odgovor
dobiven od 352 ispitanika zaposlenih u različitim kompanijama i odjelima kao što ljudskih
potencijali, administracija, financije, računovodstvo i drugo.
U istraživanju je sudjelovalo 69% žena te 31% muškaraca. Najveći broj ispitanika se kreće
između 31 i 40 godina (41%). Nadalje, 62% ispitanika je u braku. Čak 98 ispitanika nema djecu.
Ukupno 59% ispitanika ima MBA, magisterij (43%) te mr.sc. i dr.sc. (16%). Nadalje, ispitanici rade
prosječno 9 godina na trenutnom radnom mjestu.
REZULTATI I RASPRAVA
Hipoteza 1
Prva hipoteza je glasila da će muški ispitanici biti skloniji pokazivanju konflikta između
privatnog i poslovnog života. Zanimljivo je da je konflikt između posla i privatnog života u
prosjeku viši (x=3,26) od onog između privatnog života i posla (x=2,17) što znači da je posao
izvor većeg stresa (Tablica 1).
Tablica 1: Prikaz rezultata po spolu
VARIJABLA SPOL N M Std. Devijacija F-omjer Sig.
WLC (10 čestica) muški 109 2,79 0,61 4,895 p<0,05
ženski 238 2,64 0,55
Total 347 2,69 0,57
WLC (5 čestica) muški 109 3,30 0,82 0,623 p>0,05
ženski 238 3,22 0,84
Total 347 3,25 0,83
LWC (5 čestica) muški 109 2,28 0,72 7,365 p<0,05
ženski 238 2,06 0,70
Total 347 2,13 0,71
3. U prosjeku je ovaj konflikt nešto niži za ženske nego muške ispitanike. Dobiveni rezultati
pokazuju kako postoji statistički značajna razlika između rezultata na skali konflikta među
ženskim (X=2,64) i muškim ispitanicima (X=2,79) pri čemu je rezultat F=4,895 (p<0.05).
Podijelimo li rezultate na dvije podskale, rezultati analize varijance (F=7,365, p<0,05)
pokazuju da muški ispitanici pokazuju veću razinu konflikta na podskali utjecaja konflikata
privatnog života na poslovni (X=2,28) od ženskih ispitanika (X=2,06). Razlog tome je činjenica da
su većinom muški ispitanici ti koji se nalaze na višim pozicijama, a samim time imaju i veće
opterećenje na poslu, što dovodi do toga da im privatni život ometa posao. Mušura i sur. (2013)
došli su do istih, rezultata kako su muškarci skloniji konfliktu između privatnog i poslovnog
života. Međutim, postoje i oni čija istraživanja pokazuju kako su žene sklonije konfliktu između
poslovnog i privatnog života (Obradović i Čudina-Obradović, 2009; Šverko i sur., 2002).
Nadalje, ne postoji statistički značajna razlika između rezultata na podskali utjecaja
konflikata poslovnog života na privatni među ženskim (X=3,22) i muškim ispitanicima (X=3,30)
pri čemu je rezultat F=0,623 (p>0.05).
Navedena hipoteza je potvrđena s obzirom da muški ispitanici iskazuju značajnije više
konflikta na skali konflikta od ženskih ispitanika.
Hipoteza 2
Druga je hipoteza glasila da će ispitanici pokazivati različitu razinu konflikta između
poslovnog i privatnog života s obzirom na varijable godine starosti, ljubavni status, obrazovanje,
radno iskustvo, prosječno radno vrijeme, primanja, veličinu kompanije te broj djece.
Hipoteza je djelomično potvrđena (Tablica 2). Ispostavilo se kako najveći utjecaj na
razinu konflikta između poslovnog i privatnog života imaju varijable obrazovanje, prosječno
radno vrijeme kao i broj djece. Prve dvije varijable iziskuju povećani napor kod zaposlenika,
prekovremeni rad što na kraju utječe na privatni život zaposlenika, jer smanjuje vrijeme koje isti
mogu iskoristiti za svoje hobije i/ili posvetiti obitelji. Također, treća varijabla koja ima najveći
utjecaj na konflikt je broj djece, odnosno da li ispitanici imaju djecu ili ne. Ispitanici s djecom
imaju puno više obveza, jer konstantno moraju balansirati između posla i vremena posvećenog
odgoju djece, kao i obveza koje imaju kao roditelji.
Tablica 2: Prikaz rezultata prema testiranim varijablama
Varijabla Kategorije N M
Std.
Devijacija
F-omjer Sig.
Godine starosti
20-30 47 2,62 0,69 0,449 p>0,05
31-40 142 2,69 0,58
41-50 99 2,67 0,49
51-60 53 2,73 0,59
61 i više 9 2,86 0,53
Total 350 2,69 0,57
Ljubavni status
slobodan, razveden, udovac 57 2,60 0,50 1,496 p>0,05
u vezi, u braku 290 2,70 0,58
Total 347 2,69 0,57
Obrazovanje Završena srednja škola 35 2,58 0,53 2,898 p<0,05
4. Završenprvi stupanj fakulteta (3-4 godine) 108 2,63 0,60
Završena 5. godina fakulteta (MBA, Magisterij) 148 2,67 0,56
Mr.sc. (7 godina fakulteta) i dr.sc. 58 2,87 0,52
Total 349 2,68 0,57
Radno iskustvo
do 1 godinu 1 1,40 . 1,295 p>0,05
1-5 godine 31 2,62 0,65
6-10 godine 68 2,65 0,63
11-15 godina 85 2,74 0,55
16-20 godina 68 2,68 0,57
Više od 20 godina 96 2,70 0,52
Total 349 2,69 0,57
prosječno
dnevno radno
vrijeme
(unatrag
mjesec dana)
Do 4 sata 2 2,70 0,57 9,864 p<0,05
Od 4 sata do8 sati 41 2,32 0,62
Od 8 do 9 sati 152 2,62 0,54
Od 9 do 10 sati 111 2,78 0,56
Više od 10 sati 40 3,01 0,47
Total 346 2,68 0,57
Primanja
< 4 000 kn 12 2,44 0,69 1,096 p>0,05
4 000-8 000 kn 102 2,64 0,60
8 000-12 000 kn 112 2,65 0,56
12 000-15 000 kn 51 2,69 0,52
>15 000 kn 62 2,77 0,55
Total 339 2,67 0,57
Veličina
kompanije
manje od 10 61 2,62 0,66 0,333 p>0,05
11 do 50 71 2,69 0,66
Od 51 do 250 59 2,70 0,43
Više od 250 156 2,70 0,54
Total 347 2,69 0,57
Imate li djece
ne 149 2,56 0,59 12,004 p<0,05
da 201 2,78 0,54
Total 350 2,69 0,57
Hipoteza 3
Nadalje, treća hipoteza je glasila da zaposlenici koji rade na višoj razini menadžmenta te
imaju manje staža su pod većim stresom na radnom mjestu. Ovaj e hipoteza djelomično
potvrđena, a rezultati analize su prikazani su u Tablici 3.
Rezultati pokazuju da postoji statistički značajna razlika po spolu s obzirom na razinu
stresa kojoj su podložni ženski (X=3,31) i muški ispitanici (X=3,14) pri čemu je rezultat analize
varijance F=4,595 (p<0.05). Muški ispitanici iskazuju značajnije manje stresa od ženskih
ispitanika. Među osobama ženskog spola zabilježeno je da imaju veću količinu stresa što se
direktno dovodi u korelaciju s dodatnim obvezama koje iste imaju kao majke, domaćice, itd.
Rezultati analize varijance (F=4,597, p<0,05) pokazuju da su ispitanici pod većom
razinom stresa s obzirom na kojem položaju se nalaze, nego koliko godina radnog staža imaju. Iz
čega je vidljivo kako je količina stresa direktno povezana s radnim mjestom koje ispitanik
obnaša, odnosno s odgovornošću koje to mjesto nosi.
5. Također, zabilježeno je da su zaposlenici s više od 20 godina radnog staža prosječno
najmanje pod stresom (X=3,14, SD=0,62). Ovakvi rezultati mogu biti objašnjeni činjenicom da su
ispitanici do sad već upoznali sebe te su naučili vladati u kriznim i stresnim situacijama. Nadalje,
moguće je da su posložili prioritete te je velika vjerojatnost da su riješili neka životna pitanja,
kao što je npr. stambeno pitanje, ali i da više nemaju malu djecu što im olakšava fokusiranje na
posao.
Tablica 3: Rezultati istraživanja prema spolu, radnom stažu i položaju
VARIJABLA N M Std.
Devijacija
F-omjer Sig.
SPOL
muški 107 3,14 0,69
4,595 p<0,05ženski 235 3,31 0,67
Total 342 3,26 0,68
RADNISTAŽ 1,398 p>0,05
1-5 godine 30 3,41 0,66
6-10 godine 68 3,27 0,75
11-15 godina 84 3,36 0,70
16-20 godina 68 3,20 0,64
Više od 20 godina 93 3,14 0,62
Total 344 3,26 0,68
POLOŽAJ
administracija 60 3,36 0,76
4,597 p<0,05
niži menadžment 71 3,30 0,66
srednji menadžment 104 3,37 0,57
viši menadžment 104 3,07 0,68
Total 339 3,26 0,67
ZAKLJUČAK
Rezultati istraživanja pokazuju neke relevantne razlike u doživljavanju konflikta između
privatnog i poslovnog života s obzirom na demografske podatke, kao i razlike percipiranja stresa.
Te razlike svakako mogu utjecati na produktivnost zaposlenika te konačnu profitabilnost
kompanije.
U Hrvatskoj je praksa mjerenja konflikta između poslovnog i privatnog života tek u
začecima. Pozitivna stvar je što je navedeni problem prepoznat te je u ožujku 2014. godine
predstavljen projekt Mamforce company. Kompanije koje uspješno sprovedu navedeni program
dobivaju certifikat. Cilj je poboljšati uvjete rada na obostranu korist poslodavca i zaposlenika.
Konkretne mjere koje se odnose na spomenuto prilagođavanje uključuju: fleksibilno radno
vrijeme, rad u smjenama, vrtići u sklopu poslovnih prostora, mogućnost izostanaka zbog
obiteljskih obveza, stalni ili povremeni rad od kuće, mogućnost postepenog vraćanja na posao s
porodiljnog/rodiljnog dopusta i dr. Za sada su ponosni nosioci navedenog certifikata kompanija
Vip i Privredna banka Zagreb.
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