Nebojsa Janicijevic - Academia.edu (original) (raw)

Papers by Nebojsa Janicijevic

Ekonomika preduzeća, 2015

faculty of economics-department of Business economics and Management Miloš Milovanović union univ... more faculty of economics-department of Business economics and Management Miloš Milovanović union university-nikola tesla faculty of construction Management tHe iMPact Of infOrMatiOn and cOMMunicatiOn tecHnOlOgY On DeCeNTrAlizATiON: The rOle OF OrGANizATiONAl CUlTUre * Uticaj informaciono-komunikacione tehnologije na decentralizaciju-uloga organizacione kulture * the work is a part of the research project Mntr "the implementation of contemporary Management and Marketing Methods in improving competitiveness of companies in Serbia in the Process of its integration in the european union." the earlier version of the paper has been presented at the conference YuinfO 2015.

International Journal of Emerging Markets

PurposeThis study aims to investigate whether the model containing five organisational determinan... more PurposeThis study aims to investigate whether the model containing five organisational determinants of corporate entrepreneurship developed by Kuratko, Hornsby and Covin is valid in Serbia.Design/methodology/approachThe model was tested on a sample that included managers and employees from four banks in Serbia. The Corporate Entrepreneurship Assessment Instrument (CEAI) was used as the research instrument and factor analysis was used as the basic statistical method. This study examined whether the 48 items that compose the CEAI could be grouped in the context of the national culture of Serbia to provide the five determinants that were identified by Kuratko, Hornsby and Covin.FindingsThe results show that the factor analysis identified four determinants identical to those in the CEAI model. However, time availability failed the validity test in previous studies conducted in Serbia and other countries with collectivist cultures. It can be concluded that collectivism connected with hig...

Proceedings of the 17th Economics & Finance Conference, Istanbul

The paper explores the impact of organizational culture on control of organization members' behav... more The paper explores the impact of organizational culture on control of organization members' behavior. Every organization must develop a certain method of behavior control in order to provide coordinated and effective collective action in accomplishing of its goals. Organizational culture with its assumptions, values and norms defines how an organization understands the nature of human behavior in social groups, and thus a suitable manner of control of this behavior. The paper uses Mintzberg's classification of five methods of organizational behavior control which are differentiated according to two basic criteria: the level of restrictiveness and the level of formalization or personalization. On the other hand, organizational culture classification by Handy recognizes four types of culture, which can be differentiated according to two criteria: distribution of power and orientation towards work or social structure. Based on matching of the criteria for organizational culture types differentiation and methods of behavior control, the hypotheses on causal relations between them are established in the paper. The conclusion is that role culture implies standardization of processes, power culture requires direct supervision, task culture requires standardization of outputs, and human culture imposes standardization of knowledge or direct interpersonal communication as a method of behavioral control.

TEME

The aim of the paper is to develop an integrative research framework for analyzing the relationsh... more The aim of the paper is to develop an integrative research framework for analyzing the relationships between organizational culture, power, and structure. Organization is observed as a configuration of mutually consistent components, so the main research question emerges: How organizational components impact each other? In this paper, the answer to this question is given through the analysis of the interrelationships between organizational culture, power and structure by applying the metaphor of the hologram. We started from the position that an organization must be understood as a state arising from the processes at both individual and organizational levels. The organization members’ needs for affiliation, power and achievement generate psychosocial, political and functional actions at the individual level, as well as the same processes at the organizational level. These processes generate organizational culture, power and structure as elements of the organization. However, the key...

Proceedings of the 54th International Academic Virtual Conference, Prague, 2020

The paper analyses the impact of organizational culture on company performances. The theoretical ... more The paper analyses the impact of organizational culture on company performances. The theoretical basis that organizational culture impacts company performance has been found in the fact that company's organizational culture as part of its intellectual capital determines its ability to build core competence and thereby gain competitive advantage on the market. The review of research made in the field so far shows that this impact exists, but it is lower in intensity than it has intuitively been presumed. Also, since organizational culture and performance are in themselves highly complex, multidimensional variables, hence their relation is also multilayered, multidimensional, and complex. Numerous methodological shortcomings in the research of organizational culture, performance and their relationship, however, put doubt on some of the research results.

Ekonomika preduzeća, 2007

Proceedings of the 5th Arts & Humanities Conference, Copenhagen, 2019

The paper analyses the impact of national culture on leadership and leadership styles. It has bee... more The paper analyses the impact of national culture on leadership and leadership styles. It has been determined that national culture impacts leadership and leadership styles by defining the meanings that both the leader and his followers ascribe to the reality that surrounds them. The analysis includes the impact that the dimensions of national culture, identified in the Geert Hofstede's and GLOBE's researches, have on leadership. The paper analyses the impact that the dimensions of national culture have on two main dimensions used to differentiate leadership styles: authoritarianism-participative orientation and task orientation-people orientation. It has been determined that power distance and individualism-collectivism as well as uncertainty avoidance and assertiveness decisively impact the selection between authoritarian and participative leadership styles. The national culture's "masculinity"-"femininity" dimension, as well as gender equality, performance orientation, people orientation, and future orientation correlated with it, impact the selection between people orientation and task orientation. In certain contexts, a high uncertainty avoidance also impacts this leadership dimension. By intertwining two leadership styles' dimension, four leadership styles are created, as well as cultural contexts in which each of the styles is favoured, preferred, and thereby more effective. Serbian national culture, with its assumptions and values, implies using of authoritarian people-oriented style.

Proceedings of the 46th International Academic Conference, Rome, 2019

The paper studies the influence of national culture on organizations' preferences regarding s... more The paper studies the influence of national culture on organizations' preferences regarding selection amongst forms of organizational knowledge and character of organizational learning processes. The goal of the paper is to generate some new hypothesis about the possible influence of national culture on organizational learning based on Hofstede's concept of cultural dimensions and Nonaka's concept of forms and processes of organizational learning. Previous studies have shown that it is reasonable to assume that individualism and masculine values within national culture imply preference in favour of explicit knowledge and externalization and combination as forms of organizational learning. Collectivism and feminine values in national culture imply preference toward tacit knowledge along with socialization and internalization as forms of organizational learning.

Handbook of Research on Enhancing Innovation in Higher Education Institutions, 2020

The chapter explores the role of the accreditation process in introducing innovations into higher... more The chapter explores the role of the accreditation process in introducing innovations into higher education. The chapter starts with the assumption that the accreditation process can have a positive role in introducing innovations into higher education. This is if the standards bring novelties into the structure and function of higher education and if these organizations accept and implement the said standards in the long-run. The research was conducted through the case study of the first accreditation in higher education in Serbia. The institutional theory was used as theoretical framework of the analysis since the accreditation is observed as the process of institutionalization of a specific higher education model. The research has shown that accreditation had a limited impact on innovations in higher education in Serbia. The most common reaction of higher education institutions in Serbia to accreditation standards was their modified and partial implementation.

Economic Themes, 2014

This paper presents basic postulates of the institutional, organizational theory as a new researc... more This paper presents basic postulates of the institutional, organizational theory as a new research framework for understanding contemporary organizations structuring and functioning. More and more structures in modern societies are being institutionalized due to changes in technical, social, and political spheres. Organizations in institutionalized sectors do not prove their legitimacy by their rationality and effectiveness, but by implementation of the current institutional pattern. Institutional pattern has its regulatory, normative, and cultural-cognitive components, and it is imposed on organizations within a sector by means of coercive, normative, and mimetic mechanisms. The consequence of implementing of a uniform institutional pattern in the structuring and functioning of all organizations within a sector is organizational isomorphism. The described elements of the institutional, organizational theory are applied in the analysis of structuring and functioning of universities ...

Proceedings of the 4th Arts & Humanities Conference, Stockholm, 2018

The paper explores implications of implementation of contemporary market economy and company mana... more The paper explores implications of implementation of contemporary market economy and company management in countries with significantly different national cultures comparing to those in which they emerged. In such countries a dilemma occurs: should national culture be adjusted to economic system and management or should just the opposite be done? The consequence in the first option is the process of convergence, while the consequence in the second option is the process of divergence of national cultures. The paper suggests that Serbia should choose and implement the strategy of crossvergence, that is, to simultaneously adjust the system of market economy and management on the one hand, and national culture on the other. The paper also analyses the roles that the Government, company managers and, especially, academic researchers and teachers should play in the process of crossvergence.

Management:Journal of Sustainable Business and Management Solutions in Emerging Economies, 2017

Values have always been perceived as a guide for action at both individual and organizational lev... more Values have always been perceived as a guide for action at both individual and organizational levels. By showcasing an example of one Serbian company, the paper aims to present how employees and managers’ collective values can be inconsistent and contradictory, as well as the causes and effects of such a state of company’ system of values. The research was conducted by applying a case study method in a Serbian company comprising both qualitative and quantitative research techniques. The company was in the process of intensive organizational changes at the time of the research. The research has shown that it is possible for values of the employees and managers to be contradictory and that this contradiction is caused by radical changes both in the environment and in the organization itself. The research has also shown that this contradiction characterizes the Moving Phase in the process of organizational change, and that it is likely to disappear when company moves into the Refreezin...

Volume 4

The case presented chronicles the reengineering efforts of a small Yugoslavian showroom wholesale... more The case presented chronicles the reengineering efforts of a small Yugoslavian showroom wholesaler. Following an initial period of success, the company subsequently became unable to deliver the promised level of quality and service. A team of consultants was engaged who recommended business-process reengineering in order to help improve performance. The strategy they devised for the company involved replacing functional specialists with case managers. While the strategy was successfully implemented, it was not followed by appropriate changes in information technology, thus limiting the effectiveness of the entire process. The goals of this case are threefold. The authors seek: 1) to help the reader understand the current situation; 2) to develop a swift fix strategy; 3) to outline tactical and strategic plans for future development. Readers will be able to review several working prototypes 1 of information subsystems designed to support the suggested reengineering process.

South East European Journal of Economics and Business, 2008

HRM in Transition Economies: The Case of SerbiaWhile the convergence vs. divergence debate has ga... more HRM in Transition Economies: The Case of SerbiaWhile the convergence vs. divergence debate has gained broad recognition among both HRM scholars and practitioners, it seems that a closer insight into current HRM developments in the South Eastern European transition economies has yet to be achieved. This paper, therefore, aims to highlight current HRM practices in Serbia and address possibilities for implementing the North American HRM model in a highly incompatible cultural setting. Investigation of HRM practices in Serbia is based on the "CRANET survey on Strategic International HRM" (Brewster et al., 2004) and on interviews with the HR managers of 38 randomly selected companies operating in Serbia. The Serbian national culture has been included a priori in the initial research design as an explanatory variable. Research findings suggest that both the incompetence of HR managers and professionals, as well as a slow-moving transition, need to be carefully considered to expl...

Ekonomika preduzeca, 2011

Subject of the paper is impact of a leader on an organizational culture. Definition and descripti... more Subject of the paper is impact of a leader on an organizational culture. Definition and description of basic characteristics of leadership and organizational culture is followed by discussion of the leader's influence over organizational culture. Firstly, theoretical explanation of way a leader shape an organizational culture has been developed through two approaches: cognitive and interpretative ones. After that, results of the research of leader's traits, values and styles on organizational culture are presented.

Ekonomski anali, 2011

In the thirty-years-long research of organizational culture, two mutually opposed methodological ... more In the thirty-years-long research of organizational culture, two mutually opposed methodological approaches have emerged: objectivistic quantitative and subjectivistic-qualitative. These two approaches are based on opposite ontological and epistemological assumptions: they include different types of research, and use opposite, quantitative vs. qualitative, methods of research. Each of the methodological approaches has its advantages and disadvantages. For this reason a hybrid approach emerges as a legitimate choice in organizational culture research methodology. It combines elements of both subjectivistic and objectivistic methodological approaches, according to the goals, content, and context of the research and preferences of the researcher himself/herself. Since it is possible to combine the two principal methodological approaches in various ways, there are several possible hybrid methodologies in organizational culture research. After the review of objectivistic quantitative and...

Sociologija, 2010

The aim of the study is to investigate the characteristics of governance structures in three Serb... more The aim of the study is to investigate the characteristics of governance structures in three Serbian medium-sized enterprises and, particularly, whether the corporate governance influences organizational growth prospects of these firms. The results suggest that in all the companies owners held a tight personal control over all activities, not being willing to delegate any authority to professional managers. This unwillingness of owners to delegate authority actually presents the main barrier for further organizational growth for their firms, and such behavior is, we believe, deeply rooted in the values of the Serbian national culture.