• Korean Journal of Organic Agriculture
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• 제23권4호
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• pp.749-756
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• 2015

This study aims at identifying the characteristics of family-owner firms from the business studies and searching for the usefulness of the concept for the farming research. From the 1980s, there have been a lot of studies on family business which found out its different features in term of management characteristics. Exploring the concept of the family business, this tries to figure out any kind of similarities of the family farm concept which could be applied for the studies on identifying novel characteristics of contemporary family farms in capitalised societies.

• Journal of Families and Better Life
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• 제29권6호
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• pp.123-136
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• 2011

Korean workplaces can and should reflect the realities of the 21st century workforce. Leading companies try to plan and implement family-friendly policies for their employees, but most of them in fact do not offer family-friendly policies or offer only a few such policies. Therefore, this study seeks to suggest policies that can lead to better family-friendly cultures at workplaces. A family-friendly company culture allows for a better work-life balance, including flexible schedules and generous family-leave policies. This study suggests a family-friendly committee for work-life balance and a role for the government as a leading organization.

• 월간 기계설비
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• 통권301호
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• pp.59-61
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• 2015

처음에는 가족끼리 작은 실천을 했다. 그 기쁨은 컸다. 누군가와 함께 그 기쁨을 나누고 싶었다. 그래서 회사로, 그가 속한 집단으로 나눔이 점차 커져갔다. 최전남 남성기전(주) 대표(한국자동제어공업협동조합 이사장 대한기계설비건설협회 서울특별시회 감사) 이야기다. 최전남 대표의 꾸준한 나눔활동은 한사람의 배려(날개짓)가 여러 불우한 이웃을 행복하게 하는 나비효과를 기대하기 때문이다. 또한 따뜻하고 착한 중소기업의 인식개선에는 이만한 활동이 없기 때문이다. 남에게 배풂으로써 내가 행복하고 이웃이 행복하다는 '행복나눔 전도사' 최전남 대표를 만났다.

• Journal of Family Resource Management and Policy Review
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• 제24권4호
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• pp.1-20
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• 2020

This study aims to improve the family friendly certification system by analyzing the actual experience of family friendly certified companies with the certification's incentives and their demand for new incentives. We analyzed 2018 survey data of family friendly certified company incentives and interviewed representatives from 9 family friendly certified companies. First, the use of incentives differs according to the level of corporate classification, number of employees, industry, certification continuation training, and incentive impact. Current family friendly certification incentives indicate that the utilization rate of incentives is high when small and medium sized enterprises (SMEs) with less than 300 employees have newly received family friendly certification. Second, the use of the certification mark significantly differs by industry, certification duration, and incentive impact. Interviews with the companies' family friendly certification managers revealed that the incentives that companies use mainly are the Public Procurement Service bid points and priority immigration service. Large corporations hope for strong incentives, such as the National Tax Service's deferred tax investigation, interest rate cuts for bank loans, and corporate tax cuts. Lastly, the family friendly certification mark is a representative incentive used by 60% of family friendly certified companies. For the qualitative growth and stabilization of the family friendly certification system, the family friendly certification mark should be improved to become a more attractive incentive.

• Journal of Family Resource Management and Policy Review
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• 제27권4호
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• pp.49-62
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• 2023

In order to create an organizational culture that prevents women's career breaks and promotes economic activities, this study aimed at developing educational content for workplace culture improvement for both male and female workers working at small and medium-sized enterprises in Jeollanam-do. The core content composition and content design specifically consider the characteristics of Jeollanam-do based on an advisory meeting of the field experts and researchers to ensure the on-site utilization of the content and the validity and consistency of the teaching content. The educational content is divided into three areas: understanding, effectiveness, and the implementation of a gender-sensitive work-life balance organizational culture. The aim of the content is for all employees to understand the meaning of work-life balance and to improve the organizational culture of their company from the perspective of individuals, families, companies, and society. In particular, the intention was to personally identify and implement measures to improve a gender-equal work-life balance, not only at work, but also with regard to domestic labor and leisure time. Furthermore, the content is presented from a gender-sensitive perspective that encompasses diversity, systems, and programs targeting women, men, single people, married people, young people, the elderly, and people with disabilities - all these groups are explained as examples. The content emphasizes that we should all actively participate in improving the organizational culture of our companies. In addition, the Women's New Work Center should seek ways to increase the motivation for the voluntary participation by companies and strengthen the expertise of instructors in work-life balance education.

• Journal of Family Resource Management and Policy Review
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• 제13권1호
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• pp.1-21
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• 2009

The purposes of this study are to provide background information to develop a family-friendly work policy and to increase the effectiveness and feasibility of this policy. We surveyed the performance of family-friendly work policies, and workers‘ needs and utilizations of 17 family-friendly work policies. We also examined the factors that influence the utilization of family-friendly work policies. The study sample consists of 197 working mothers who have at least one child under age 10. The major findings are as follows: 1) The most-needed family-friendly work policy among working mothers is child care leave 2) Of those family-friendly work policies that are not currently provided, the most-needed policy is family care leave 3) The size of firms, the provision of substitutes, and 40-hour work schedules are statistically significant variables that influence the provision of necessary family-friendly work policies and 4) In addition, the work place culture is a very important factor related to the utilization of work- and family-friendly policies.

• International Commerce and Information Review
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• 제15권4호
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• pp.341-366
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• 2013

The term, Mittelstand, has no exact english translation for the definition, but, today, Mittelstand refers to small and medium-sized enterprises(SME), mostly family-owned firms in Germany. The Mittelstand is called the backbone of the German economy because it drove the economic miracle after World War II. During the global recession and the euro zone's debt crisis in recent years, in which european businesses have faced the near-collapse of competitiveness particularly in manufacturing, the German exports are booming and exceeded exports of China in 2012. Most importantly, the Germany economic performance has been widely attributed to the strength of the Mittelstand. Many of countries, even some leading public companies are seeking to emulate the success of the Mittelstand. Investors evaluate that many of Germany's investable "hidden champions" are Mittelstand companies. The purpose of this study is to present some of answers to the following questions: Firstly, what makes the German Mittelstand so successful? Secondly, what does the success of the German Mittelstand mean for the Korean SMEs in global competitiveness? Thirdly, what Korean government has to do improve the global competitiveness of the Korean SMEs? Some discussions in this study mention the managerial implications for Korean exporting SMEs particularly in manufacturing. Several factors that account for the success of the German Mittelstand are technological excellence and the tradition of family-owned management, concentration on niche market and globalization, and institutional supports. There are some of important lessons to be learned from the German Mittelstand. If the purposes of Korean SMEs want to remain in the sustainable competitive advantage and withstand unforeseen economic turbulences in the future, they must be able to meet the followings: 1) Technology that meets the global standard or exceeding it 2) Competitiveness in price in the global market 3) Active involvement in the globalization process, utilizing various entry modes Innovative products at globally competitive price are a crucial point for Korean exporting SMEs to achieve their competitive edge over others in the target markets abroad. It is time for Korean SMEs to cultivate a core competence in manufacturing in order to position Korea as a global manufacturing hub with SMEs leading.

• The Inventors News
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• 56호
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• pp.1-16
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• 2007

쉼없는 '혁신'으로 여성발명 만개하리라/발행인 칼럼/산업재산진흥팀장에 박주익 서기관 부임/강원도 등 9개 지자체 특허컨설팅 시행/'여성기업지원에 관한 법률' 개정안 발의/특허청, 2007년 발명평가사업 시행/여성은 성장동력이자 미래 주역/"여성특허기업 안정적 성장 할 수 있도록 지원책 마련"/가계제언/여성경제인 배출 및 지원 위한 기본 틀 확립/정부지원책 철저 검토한 수 정면돌파/자금지원 세세하게 살피면 가능성 생긴다/"황금돼지해 유아 브랜드 상표 봇물"/국내기업 특허유지비용 70% 출연료로 사용/습윤 드레싱재 관련 특허출원 증가/"특허권 유지.관리 쉬워진다"/특허청, 국유특허권수입으로 6억4천 벌어/새해 금연결심, 휴대폰이 지켜드립니다/역사 속의 발명품/하루 10분 발명교실/특허Q&A/이봉화 서울시 여성가족정책관/특허심판, '6개월'이내 종결/아이디어 착상 및 발명 기법/21 세기 특허경영 기업의 미래를 바꾼다/벤딩과 베스트의 인슐린/헬리콥터 특허 국산화율 높아져/'특허관리어드바이저' 대학 지식재산 활성화/UCC 특허출원 최근 2년간 대폭 증가/웰빙시대 여파 진공포장 출원도 '웰빙'/지식재산 교육시스템 동유럽까지 전파/승강기 안전사고 방지 특허 인기/한국여성발명협회 회원사 발명품 가이드/

• The Safety technology
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• 제159호
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• pp.20-21
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• 2011

우리 회사의 경영방침은 "고객을 하늘처럼", "품질을 생명처럼"입니다. 그러나 궁극적인 목적은 직원과 가족의 행복입니다. 여기에 가장 우선순위를 두고 있는 사항이 바로 안전입니다. 직원이 다치고 해치면서까지 일을 한다면 절대 행복해 질 수 없는 이유인 것입니다. 또한 우리 회사가 추구하는 "고객을 하늘처럼"과 "품질을 생명처럼"을 실천할 수 없기 때문인 것입니다. 한편으로 한국몰렉스의 안전은 기업이 존립하기 위한 기반이라고 생각합니다. 위험하고 안전하지 않은 기업에는 절대 직원들이 일을 하지 않을뿐더러 이러한 기업은 곧 사라지기 마련이기 때문입니다. 따라서 우리 한국몰렉스는 앞으로도 직원의 안전을 위해 지속적인 투자와 관심으로 보다 안전한 한국몰렉스를 추구해 나갈 것입니다. 현재 길 건너편에 새로운 공장을 건설하고 있는 것도 안전시스템이 완비한 공장과 쾌적하고 즐거운 직장을 만들어주기 위함입니다. 이러한 노력은 앞으로도 계속될 것이고 이러한 기반 위에서 직원들도 자기 자신의 안전을 위해 기준을 준수하는 생활을 해줄 것으로 믿습니다.

• 주택과사람들
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• 통권195호
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• pp.46-47
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• 2006

'참살이'가 유행하기 훨씬 전부터 환경과 건강, 그리고 편안함까지 갖춘 아파트를 개발하는 데 굵은 땀방울 흘린 건설사가 있다. 단순히 잠만 자던 '집'을 가족과 함께 사랑을 나누며 피로를 풀 수 있는 '휴식' 같은 공간으로 만들어낸 한신공영이 바로 그곳. 명실상부한 주택의 명가 한신 공영의 브랜드 가치와 경쟁력을 살펴보았다.