Managerial style and its managerial implications for organizations in the Slovak republic
Abstract The article presents outcomes of a survey focusing on a style of management in Slovak organizations, using Blake & Mouton's managerial grid. The results presented ate based on a survey, consisting of a sample of 512 questionnaires addressing all managerial levels in Slovak companies. The corporations included in the survey are from various industries and fields of business as well as of different financial and capital ownership structures. The main objective of the survey is to portray management style of the managers in Slovakia from the perspective of managerial grid, analyzing people or task orientation in their managerial work. Further, the paper illustrates the differences in management style regarding the gender and the capital ownership of the company and depicts the consistency of the management style in relation to subordinates with the preferred management style from the superiors.
The Impact of Selected Human Resource Management Practices on Managerial Grid and Leadership Styles: The Mediating Role of Employee Trust and Organizational Commitment and Moderating Role of Leader-Member Exchange Model
The objective of this study was to find the impact of Human resource management practices on managerial grid and leadership styles. The current research also studied the mediating role of employee trust and organizational commitment and the moderating role of Leader-Member Exchange model on association of HRM practices, managerial grid and leadership styles. Literary gap was identified where the relationship of HRM Practices, Managerial grid and Leadership styles was not previously explored and tested. The procedure of simple random sample was applied. Data was collected from a sample of 384 managers of 25 private sector companies listed on Pakistan Stock Exchange. The methodology of structural equation modeling in AMOS was employed to assess hypothesized relationships. All the hypothesized relationships were significant. However, LMX relationship did not moderate the relationship of HRM Practices and Leadership styles. The study will fill the theoretical gap and will help managers and strategists to devise organizational strategies while taking into consideration the relationship of human resource management and leadership.
Comparison of a Radiometric Procedure with Conventional Methods for Identification of Neisseria
A radiometric procedure was compared with the conventional cystine tryptic agar (CTA) sugar fermentation method for identification of Neisseria species. Four different ATCC cultures of Neisseria were identified by both procedures with identical results. The only difference noted was that the radiometric procedure required 3 h for completion, whereas the conventional CTA sugar method required overnight incubation. The radiometric procedure was also compared with the fluorescent antibody (FA) and CTA methods for identification of Neisseria gonorrhoeae. The organisms examined were gram-negative, oxidase-positive diplococci isolated from 49 clinical specimens sent to the laboratory for bacteriological analysis. Results obtained by both CTA and FA procedures were comparable. However, the radioisotope method appeared to be superior to the other two methods in that only one isolate identified as positive by both the CTA and FA methods was not identified radiometrically, whereas four isolates positive by the radiometric method were not identified by the other two procedures. Thus, a total of seven more positive identifications were made radiometrically than by either of the two other methods. All positive identifications were confirmed by a reference laboratory. These results indicate that the radiometric procedure is more rapid and reliable as compared with both the CTA and direct FA methods and, thus, may serve as a valuable addition to the methodology available for diagnostic microbiology.