This article aims to examine whether there is continuity between eugenics as employed in Nazi Germany and modern-day medical genetics. Drawing on Foucault’s conceptualization of the relationship between power and knowledge, it draws the conclusion that despite the differences in the means employed and underlying motivations, both may serve as disciplinary tools and shape human behaviour. Finally, it addresses ethical issues that arise during genetic reproduction counselling. Namely, it reviews how genetic information during genetic reproduction counselling is presented to those being counselled and puts forward the idea on how to stay committed to the principle of non-directiveness.
With the high pace of digital innovation processes the risk of digital disruption increases for industrial companies. However, the progress in industrial digitalization accelerates the decision processes and relieves management from routine work. It gives room for creative management challenges like change and innovation processes. Team-oriented methods like Design Thinking are becoming a crucial part of the innovation culture. Industrial leadership must find current ways that are linked to creativity and to a coordinated human interaction. The article ties together the relevant literature and innovative ideas of digital tools, agile methodology and consequences for a flexible organizational structure.
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The article discusses the problem of occupational adaptation, which is a significant motivator for keeping a job. The concern of employers that the subordinates are best suited to the work they perform is important for the efficient and effective operation of the entire organization. When an employee has a sense of adaptation to the tasks and requirements of the work imposed on him, he achieves a positive state of well-being, thus striving to stay in the company for as long as possible. Efforts of the organization to ensure the required quality of work already at the stage of introduction into the organization translate into benefits from the skills and competencies of the new employee. The aim of the article is to present selected issues related to the professional adaptation of newly hired employees in the workplace. In the theoretical part, the essence and scope of professional adaptation of newly hired employees were pointed out and the factors conditioning the achievement of adaptation to the organization were analyzed. The empirical part discusses adaptation tools, which organizations use to provide employees with support in the process of introduction to work. It also examines the level of their effectiveness in adapting to work in selected aspects of the organization’s functioning.
Vladimir F. Krapivin, Costică Nitu, Ferdenant A. Mkrtchyan, Vladimir Yu. Soldatov and Anda Sabena Dobrescu
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