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Thesis Chapters by Azer Melikov

Накъде обаче отведе българските социалисти пътят към асоцииране с организационните структури на Е... more Накъде обаче отведе българските социалисти пътят към асоцииране с организационните структури на Европейската левица. На първо място той доведе до плавно приемане на ценностите на дясната част на социалдемокрацията, чийто исторически корени и традиционно поле за действие са развитите индустриални западни страни.

Papers by Azer Melikov

An evaluation of the desired change through the elements of the specific culture of the organizat... more An evaluation of the desired change through the elements of the specific culture of the organization increases the chances to succeed in a change attempt. We need to understand that it is not about an abstract desire to change culture, but about creating the necessary predispositions and asking people to make it happen. Involving everybody in the process would show respect to the change efforts on both sides.

Drafts by Azer Melikov

Many theories have tried to shed light on motivation. It has been sometimes understood as a media... more Many theories have tried to shed light on motivation. It has been sometimes understood as a mediating cognition, but also as a process that satisfies basic requirements. Regarded in its main contemporary usage, namely that of personal and work achievement, some theorists have viewed humans as active initiators of action through subjective interpretation (and then transgression) of the achievement context (Roberts and Treasure, 2012). Another perspective assumes that environment actually shapes and directs individual behavior directly. Whether directed or automated, motivation has always been attributed a major role in management of people. Underlain by both conscious and unconscious processes, motivation carries characteristics of the individual and explains many differences in human behaviour. This is why motivation appears to be a useful perspective to examine the possible differences between people.
This Dissertation tries to explore whether age differences could underlie the way employees of a not-for-profit organization in Bulgaria perceive their work environment, and from here – the organizational motivation policy.
It was assumed for this purpose that many personal motives and other reasons for certain behavior, such as “lack of integration, dissatisfaction with organizations, lack of preparedness, pursuit of more attractive opportunity” and other attitudes explored within the research (National Audit Office, 2007, p. 46) are unlikely to be discrete (standing alone) and should be recognized and accounted for when studying individual motivation. In other words, the specific manifestations of some universal features of human emotions, personal goal setting, idiosyncratic life-story accounts (Silvia, 2006) and other factors that produce motivational differences seemed to the Researcher a valid base for distinguishing between people. In particular, the experience of the collapse of state socialism and rise of capitalist forms of organizing may have functioned as one such key factor in distinguishing generations (age-cohorts) of Bulgarian employees.
The attempt to shed light on the characteristics and expectations of generations and their implications for the workplace took the form in this Dissertation of an empirical survey. The Researcher tried to explore some popular assumptions about possible behaviors on the part of the employees, according to the generation they belong to.
While many studies report age-related differences for a number of work attitudes, this research did not find significant proof for the existence of age-specific work behaviors. Differences in the way the two age cohorts perceive the organizational environment were in fact observed. This, however, could not be specifically attributed to the existence of a possible age-related value conflict within the researched organization. These results indicate that a much broader approach towards measuring such differences might be needed. A modern workplace, being very age-diverse, might provide targeted incentives for both younger and older generations' career development, although such are not to be observed in the case organization.
A larger sample from multiple organizations might yield more accurate or otherwise different results, but as Smith (2013) states, more numerous responses can be expensive in research terms. Although the population size matched the total number of employees in the present case, it might be useful to widen the number of organizations examined, for each of them has its own specifics. This widening needs carefully to reflect the different value-adding and motivational structures of differing sectors of industry.
This single-organization focus is a major limitation to this research, as enough different organizations in term of geography, industry and other characteristics need to be covered by the survey, for the Researcher to attain a more satisfactory degree of objectivity and statistical significance of the results obtained.