نظریه تعادل اقتصادی مربوط به بازار کار رومانیایی
|کد مقاله||سال انتشار||مقاله انگلیسی||ترجمه فارسی||تعداد کلمات|
|8682||2011||4 صفحه PDF||سفارش دهید||محاسبه نشده|
Publisher : Elsevier - Science Direct (الزویر - ساینس دایرکت)
Journal : Procedia - Social and Behavioral Sciences, Volume 15, 2011, Pages 1346–1349
The motivation of an analysis of these concepts includes at least the following arguments: firstly, they reflect the history of economic thought with its evolution up to full clearing of the issues that are correlated with the economic and scientific-technical development; secondly, the above mentioned concepts are an essential theoretical support for the practice of our transition period, which, although surprising, it may contain specific features and consequences specific to pre-capitalist era, primitive sometimes, that economic history has faced hundreds of years ago. Some researchers of the Romanian labor market prove to be, explicitly or implicitly, followers of views more or less relevant to the real situation of national economy and its prospects.
In developed market economies , the corporate governance rules and regulations are important components of the business environment. Although the concept of corporate governance can be defined in many ways, it reflects the mechanism by which a company is managed and controlled. The corporate governance code is a set of principles, standards and best governance practices issued by a particular institution whose application is not mandatory, but optional. In the European Union (EU), as much as 35 codes have been adopted, each country having at least one corporate governance code. The majority of these (more precisely, 25) were issued after 1997, that is after the financial scandals and bankruptcies of companies quoted on the UK capital market. The developing of corporate governance codes has increased especially after the years of 1997-1998, a period dominated by the Asian economic crisis
نتیجه گیری انگلیسی
It is assesed that such a situation can be anticipated even for the companies in our country this phenomenon is not very common, or it is partially met, involving measures which may reduce the shock of productivity growth. Moreover, it is considered that the jobs are not fixed and indestructible elements, being at the same time able to be modified according to the needs, so that it can be managed, not only administered. Conditional on a correct forecast of this evolution, included the jobs evolution, excess costs can be avoided, both socially and in terms of economic and competitiveness, namely avoiding the risk of not having people able to use expensive equipment and the risk of massive layoffs due to a substantial increase in labor productivity that is leading periodically to the appearance of important number of available workforce. The need of continuous upgrading of equipment (industrial, logistics, commercial or administrative) should not be mentioned anymore, since the management of all companies recognize and carry out actions in this respect. Moreover, a similar treatment is applied to occupational structures and work methods which are constantly adaptable not only to new equipment, but also to market needs and competition.