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The purpose of this paper is to present the importance of a healthy working environment and approaches to establish a healthy working environment of older employees and their impact on work engagement of older employees. The working environment that is not suitable and adapted for older employees presents a big challenge for Slovenian and other companies in which the work force is getting older. Hence, this paper develops a model of a healthy working environment for older employees, in which they could feel well because of its positive affect on their health.

The research method in this paper was the descriptive-correlative type. After a systematic review of literature, which relates to this topic, the authors used the compilation method. In addition to descriptive statistics, factor analysis and regression analysis were used in this paper.

Considering the demographic changes and active ageing in the workplace, age diversity of employees has to become a part of the general strategy of a company to ensure equality and diversity. Adequate working conditions, which should exist in every company, contribute to the improvement of healthy working environment for older employees and their work-engagement. This paper presents that approaches to establish a healthy working environment of older employees have a positive impact on work-engagement of older employees.

The stated findings will help companies to better understand and manage their older employees and the importance of establishing a healthy working environment for older employees with which the work-engagement of older employees can be improved. Socially responsible behavior benefits all in this way, too.

This paper is based on forming a research model for creating a healthy working environment for older employees as a part of social responsibility. The main objective of this paper is to examine the impact of establishment of a healthy working environment for older employees on the work engagement of older employees in Slovenia.

A new non-technological innovation to manage socio-economic crises and to build new economy and society. Economic theory that is based on fictitious market cannot manage building them, because it is one-sided and fails; the model suggests solving the crises and building new economy and society based on human requisite holism (HRH), creativity-based well-being (CBWB) and social responsibility (SR). The paper aims to discuss these issues.

Qualitative economic analysis using HRH, CBWB, SR and dialectical systems theory (DST) is applied.

The current global socio-economic/environmental crisis reflects decision-makers' one-sidedness and resulting oversights. HRH and SR support both holism and honesty and help to combat the negative impact of decision-makers' behaviour. SR can support holism and honesty better, if well-being is extended to CBWB, and if SR is upgraded with increasing CBWB, not welfare alone. Both SR and CBWB support HRH. The innovative synergy of CBWB and SR enables the solution of crises and the new economy and society beyond the currently practiced fictitious market. DST backs HRH, CBWB and SR, an ethic of interdependence and requisite holism (RH) approach, enabling requisite wholeness of outcomes.

Empirical data are from Slovene enterprises.

The RH approach to managing socio-economic crises helps practitioners to rebuild modern society.

Available literature offers no similar concept.

The purpose of this paper is to present the problem of employee diversity management (EDM) as a complex problem; the dialectical system's approach to EDM; the impact of EDM on competitive advantage; the innovativeness of employees as an outcome of EDM; and authors support to EDM by combining dialectical system's approach with de Bono's six thinking hats.

The paper undertakes a critical literature review and a methodical evaluation of current knowledge on topics related directly and indirectly to EDM and systems theory.

Findings suggest that the organizations that manage employee diversity effectively may gain a competitive advantage. An important outcome of a good EDM is increased innovativeness of employees. Effective EDM depends on system's thinking essentially. Hence, the dialectical system approach to EDM is very suitable as it supports interdisciplinary cooperation very well. Our new combination of the dialectical system's approach with De Bono's six thinking hats contributes to the effectiveness of the EDM, cases say.

The application of the dialectical system's approach to the EDM as well as the combination of this approach with De Bono's six thinking hats result in greater effectiveness of EDM and hence, in increased competitive advantage of the organization.

Application of the dialectical systems theory to EDM results in new support to effective EDM's and to its theoretical essence from the viewpoint of company efficiency.

The purpose of this paper is to present: the problem of stress employees might encounter; the individual inclination to stress; the individual methods for reducing stress; and the authors' model of training for stress prevention.

The paper uses both descriptive and analytical approaches to research and dissemination. Within the descriptive approach various methods are applied, including compilation, descriptive and comparative techniques; the analytical approach involves inductive and deductive methods.

It emerges that individuals vary considerably in their ability to manage stress. Self‐perception, locus of control, type A or B behavioural patterns and flexibility or rigidity, all appear to influence stress management abilities.

Some organisations might choose to assist individuals to manage stress by providing relevant training programmemes.

The paper develops a model of training for stress prevention. This model could be customised to the specific needs of small, medium and large organisations.

This paper presents various approaches to studying cultures of different countries. The starting point is Hofstede's dimensions of cultural values as well as Hall's approach to high‐ and low‐context cultures. After that the interaction between culture and organizational behavior is discussed. A special attention to the impact of culture on motivation of employees, communication, conflict resolution and organizational changes is given. This article concludes with the presentation of some methods that can be applied to the training of managers on various cultures.

The purpose of this paper is to establish a new model of managing human resources in the service industry. The authors aim to raise awareness of the failing effects of human resource management (HRM) so far and indicate possible solutions to long-lasting labour issues.

The authors aim to outgrow the current personnel management concepts by approaching the employment management problem requisitely holistically. By combining the concepts of systems thinking, requisite well-being and social responsibility, the authors aim to introduce a new model for managing human resources. An analysis of the relevant HRM models and a perusal of identified issues concerning labour enabled the development of the new HRM model.

Under-investment in human capital in service industries has resulted in high staff turnover and negative attitudes towards service occupations. Recognition of the need for an improved approach to human resources management brings about substantial changes in the strategic management both on the industry- and the organizational levels.

Research is theoretical with indirect empirical impact. The proposed model will meet the requirements of systems thinking principles as well as socially responsible corporate behaviour.

Improved understanding that human talent and their well-being should be in the centre of business strategies.

The value of the paper is in the raised awareness of the need for more innovative and flexible labour market policies. The proposed model is in accordance with the formal corporate pledge to act socially responsible and can be applied in tourism and hospitality organizations.

The presented study aims to address the subject of educating youngsters in cross-border regions to be responsible persons, tourists, hosts and neighbours, to accept cultural pluralism, and to raise awareness that knowledge of neighbouring countries' languages supports cross-border cooperation.

The approach double-checked theory and legal regulation, and children's knowledge of neighbouring countries' (Slovenia, Hungary, Austria, and Croatia) languages was empirically researched. Indirectly, parental attitudes were examined. The study focused on Slovene and Hungarian languages and on their trans-border (or: cross-border) tourism as a cultural rather than economic topic.

Cross-border tourism depends also on mutual understanding as a precondition of ethics of interdependence as a precondition of the requisite holism of one's approach via social responsibility enabling the well-being of both tourists and hosts. The socio-linguistic and socio-cultural aspects of neighbouring regions, e.g. Slovenia's Prekmurje and Hungary's Örseg, can support positive interaction between ethnic groups and enhance effective cross-border collaboration, including tourism. Poor knowledge of neighbouring countries' languages submits communities to third languages and hinders these trans-border experiences, making the regions a shared destiny maintaining their cultures, languages and identity. Language learning therefore must start at the earliest possible age.

This case study advocates cross-border educational and cultural policy that (primary) schools should increase the awareness of the dependence of cross-border peace, positive stereotypes, economies and tourism on knowledge of neighbouring countries' languages and socially responsible (young/future) persons, tourists and hosts.