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• W2769366895 abstract "Social capital can be defined as a set of cultural traits that create and maintain mutual trust and cooperation among members of a particular community, and capital of an organization is a quality that is important for a community in which trust plays a very important role, because where individuals can trust each other, proportionately the likelyhood for association and respect increases. The idea of a capital of an organization is presented as a set of resources, material or non material, attributed to a member of the organization through interaction, which greatly facilitates achievement of goals. Social capital is not only a critical resource, but it is the only factor that can provide decisive and long-term organizational benefits. There are three key components that make up the capital of an organization, which is the structural capital that pertains to members and the relationship between them, a relational capital that explores trust among members, and cognitive capital that is related to the common goals and values of members. When we look at the overall picture of capital, we can say that he comes from at least three different sources. One of them are the more and more popular networks, where almost everyone is communicating, norms or rules that are uneducated and can be embedded in an organization and trust. Trust among members of the organization is perhaps the very foundation of capital and achievement of socio-economic performance. There are basically three types of trust. The first type are family relationships that dominate in economic transactions. The second is the relationship between the members of the organization who know and cooperate. The third type of trust refers to the links between members who enter into trunks with limited information about the other side. It is desirable to measure organization with different variables, because different organizations adopt different characteristics. The structure of an organization is measured by the degree of characteristics adopted at the workplace, where these qualities are considered to be cooperation between management and employees on the one hand and members of the organization on the other. Another way we can measure the capital organization is to borrow some of the indicators from the capital of the community and only those we can spend on the capital of the organization. Feedback is also very important to managers who have a frequent interaction with members of the organization, employees, partners, and others and the reason is that they can see how much quality information they receive from them. . Sherif argues that investing in knowledge will also greatly contribute to the development of capital of the organization. Education, the level of income, the commitment to society and the community have a positive impact on the development of capital. Also, if we focus only on the organization, we see that a system of regular and fair salaries, awards and praise has a similar effect. Social capital can alsoF be created by developing or organizational agents, such as the government to improve capital by supporting organizations to carry out general trust by encouraging social deliberation and by conducting transparency and accountability. Namaste Solar and Google are examples of these theories, because these companies base their development on capital and achieve socio-economic performance through it." @default.
• W2769366895 created "2017-12-04" @default.
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• W2769366895 date "2017-07-18" @default.
• W2769366895 modified "2023-09-27" @default.
• W2769366895 title "Uloga društvenog kapitala organizacije u postizanju socio-ekonomskih performansi" @default.
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