Browsing by Author "Tugushi, Miron"
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Item About common and distinctive signs of the terms “international business” and “international management”(Ivane Javakhishvili Tbilisi State University Press, 2021) Tugushi, MironThere is not any similar understanding of the content of the concepts of “International Business” and “International Management”. When figuratively speaking, “Business” and “Management” are two sides of the same coin. One is the management system and the other is the managing (controlling) system. There is no business without management and vice versa. There are a lot of essential differences between running business within the frames of one country and commercial activity on the International arena, and these differences form necessity of adequate changes in management system. The main goal of “International Business” is to gain much more profit between organizations operating in different (two or more) countries than it is possible within one country as a result of business interdependencies and business operations (firms, companies, corporations and their branches). International Management is a special type of management, the main goals of which are to form, develop and use the competitive advantages of international business organizations (their branches) based on doing business in different countries; As well as study of the economic, social, demographic, cultural and other peculiarities of these countries in-depth and use them to develop their own business activities. Successful salvation of the above mentioned tasks requires from International Managers and others, increasing of their cultural awareness and knowledge of global thinking.Item Is leadership one of the function of Management?(2018) Tugushi, MironThe author of the article shares the ideas of those researchers, who thought that motivation together with planning, organization and control is one the most basic functions of a management (governing) , but not leadership. It is underlined, that the supporters of replacement of motivation by leadership in basic functions of management pay especially great attention to motivation issues, but they do not admit it as an independent function. By the author’s opinion leader and leadership are common basis of effective governing and its main conditioned factor, on which implementation of not only one of the management function – motivation, but effective implementation of the four basic functions is significantly depended , as well as effective application of approaches to management, management principles and methods.Item Registration regulation is an essential prerequisite of employment and unemployment effective management(Ivane Javakhishvili Tbilisi State University Press, 2019) Tugushi, MironThe problem of unemployment registration in Georgia has been existed for a long time. The data calculated by «Geostat « and experts on this issue dramatically varies from each other. According to the official statistical data at present the level of unemployment in Georgia is 12.7 percent; By the assessment of the experts, by the author of this article, Mr. M. Tugushi, among them, in fact , it is 3 times more at least. The main reason for this difference are the shortcomings in the sphere of registration of employed and unemployed persons. By the Author“s opinion, in Georgia, due to its economic development and jobs remuneration, it is inappropriate to consider a person as employed in case, if he is employed during one hour per week (or 4 hours per month, 48 hours per year), as well as those, who own land in rural areas. According to such an approach the number of employees would be artificially increased and y the number of unemployed would be consequently reduced. If we do not properly account (register) the number of employed and unemployed people, then we cannot develop effective measures to reduce unemployment in the country, which is not in the best interests for the country or for its population. According to the author“s opinion, employment should be a guarantee of social protection for the population and their income should at least provide a living wage calculated on a justified basis. People with low incomes should be considered as the part-time employees.Item Some issues of human resource management in public service of Georgia(Ivane Javakhishvili Tbilisi State University Press, 2019) Tugushi, MironFor the provision of effective management of Human Resources in Public Service it is necessary to involve the specialists who will have deep theoretical knowledge and rich experience with high motivation and interest in these highly relevant activities. On any level of Public Service, the principles of “prevailing public interest” should be respected most of all, which implies that the goals set before the public service must be achieved by the least cost of any resources. Maintaining public service should not be a great financial “burden” for the government budget. It should be noted that the leadership of the Georgian government administration with the participation of foreign experts has developed and implemented the plan of actions for the reform of public governance for 2019-2020, but, unfortunately, the probably results of the above reform are not specifically defined in this plan, it is not shown how the current state of public service will be changed, particularly, in the field of human resource management. At present, in the Georgian government administration there are employed 227 specialists. Accordingly, the costs of their job compensation (salary, additions, bonuses), office and other expenses makes a large sum upon the whole. Therefore, it is necessary to change the essential character of the organizational structure and functions and to provide relevant job instructions. The issue of improving the organizational structure and reducing the number of civil servants is not less important for the Parliament of Georgia as well. Currently, the Parliament of Georgia, which employs 670 specialists, has the potential possibility to improve organizational structure and optimize human resources and it should be used anyway. During the establishment of the Budget Office of the Parliament of Georgia (which was created with the financial support of the United States Agency for International Development (USAID)), it was focused mainly on conducting the special studies on acute financial-budgetary, monetary-credit and socio-economic problems. At present, for various reasons, implementation of such topics are no longer elaborated, which, to our opinion, is unacceptable, because it was this very direction that distinguished it from the activities of the Office Finance and Budget Committee. Due to the optimization tasks of the Public service, the maintenance of the budget office of the Parliament of Georgia in its current form should not be expedient and the question of joining its Finance and Budget Committee staff should be raised. Moreover, this committee has a greater experience in researching fiscal matters than the office. The effectiveness of human resource management in public service of the country would be mostly depend on how well the middle and lower links (rows) of the process are being managed. For the purpose to eliminate duplication of functions and not to allow parallelism, the organizational structures of the administrations, municipalities, ministries and departments of the Adjarian and Abkhazian governments and the staff ’s instructions of the employees are to be systematically studied. There will be a lot of hard work to be performed in this direction in the Ministries of Finance, Economy and Sustainable Development, the Ministry of Internal Affairs and other ministries, councils, mayors and boards as well. Therefore, in order to achieve the main goal provided by the above-mentioned plan in the whole system of the public service, it is necessary to make radical changes in the organizational structure, to study properly the business properties of the multiple staff , to separate the leading core and to replace the rest with highly qualified and small-number experts. The group with the composition of competent experts could solve these tasks and may establish new more flexible organizational structures. On the basis of the goals and objectives of internal structural units and the study of employee position instructions it could be possible to develop recommendations for more effective use of human resources.