• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.2 no.3
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• pp.33-60
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• 2007

This study alms to analyze the entrepreneur characteristics of founder on enterprise performance from the strategic viewpoint as well as features of founder of small firms such as background feature of founder, psychological features and management skill. As considered by Background features of founder include educational background of founder, his experience in business creation, consultation or course related to business creation. This study verified the effects of factor which business performance (financial, non financial) on small firms. Also, this study considered psychological features of founder include achievement desire, risk-free propensity, level of patience on vagueness and control position. And it analyzed that between such factors and performance of small firms were examined in related. In the mean time, management ability of founder, entrepreneur ability, technical and function ability were considered for management skill of founder and alalyzed effect of the factors on performance of small firm were examined. Effects of strategic intention of founder of small firm were analyzed by the strategic viewpoint. At this time, strategy of small firm was divided into product-service reform differentiation strategy, marketing differentiation strategy and cost leadership strategy. This study distributed questionnaire on CEO of small firms in Daejeon and Chungnam area for accomplish the study objective and it collected a total of 145 copies of questionnaires. As a result of analyzing collected questionnaire, this study deduced the following study results and suggestions. First, results different from those of existing studies were found Since sales, net income and profit rate of small firm were not high cause economic depression on the whole. Second, entrepreneur ability was found to be required for success of business creation. Entrepreneur ability of founder was the factor that affects both financial and non - financial performance of small firm. As such, entrepreneur ability can be regarded as the most important factor for success in business creation of small firm. Accordingly, entrepreneur ability is the most important source for success in business creation of small firm. Third, strategy of small firm was found to be the important factor that affects the non-financial performance even if it could not give significant effects on financial performance. Thus, product service reform differentiation strategy, marketing differentiation strategy and cost leadership strategy have significant effects on non - financial performance of small firm. Accordingly, it is required to operate small firm with strategic mind - set for small firm to achieve success. This study analyzed the effects of feature of founder and strategy of small firm on business performance of small firm through practical analysis on small firms in Daejeon and Chungnam area, and deduced meaningful results. However, Since this study collected data on small firms in Daejeon and Chungnam only, there is a limit in generalizing the results of this study to all small firms in Korea. Companies answering to this questionnaire process were mainly wholesale and retail service companies. In addition, there is a limit in that it failed to analyze feature of representative type of industry due to limit in number of sample, it is required to divide representative type of industry and to compare and analyze types of industry in future studies.

• 한국사회정책
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• v.25 no.2
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• pp.429-446
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• 2018

The $4^{th}$ Industrial Revolution, symbolizing the explosive innovation of digital technologies, is expected to have a great impact on labor relations and produce a lot of contested issues. The labor-management issues, created by the $4^{th}$ Industrial Revolution, are as follows: (1) employment restructuring, job re-allocation, and skill-reformation, driven by the technological displacement, resetting of worker-machine relationship, and negotiation on labor intensity and autonomy, (2) the legislation of institutional protection for the digital dependent self-employed, derived from the proliferation of platform-mediated labor, and the statutory recognition of their 'workerness', (3) unemployment safety net, income guarantee, and skill formation assistance for precarious workeforce, (4) the protection of worker privacy from workplace surveillance, (5) protecting labor rights of the digital dependent self-employed and prcarious workers and guaranteeing their unionization and collective bargaining. In comparing how labor unions in Western countries have responded to the $4^{th}$ Industrial Revolution, German unions have showed a strategic approach of policy formation toward digital technological innovations by effectively building and utilizing diverse channel of social dialogue and collective bargaining, while those in the US and UK have adopted the traditional approach of organizing and protesting in attempting to protect the interest of platform-mediated workers (i.e. Uber drivers). In light of the best practice demonstrated by German unions, it is necessary to build the process of productive policy consultation among three parties- the government, employers, and labor unions - at multi levels (i.e. workplace, sectoral and national levels), in order to prevent the destructive damage as well as labor-management confrotation, caused by digital technological innovations. In such policy consultation procesess, moreover, the inclusive and integrated approach is required to tackle with diverse problems, derived from the $4^{th}$ Industrial Revolution, in a holistic manner.

• Journal of Korean Society of Forest Science
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• v.103 no.4
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• pp.622-629
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• 2014

This study aims to develop a standard diagnostic table for mountain ginseng so that the cultivators not only can check their current level of management with the table, but also can understand and address operational challenges better by themselves utilizing the table. The standard diagnostic table consists of 3 categories and 18 subcategories to diagnose the general status of forestry households, the indicators of management performance and the level of management. To develop the table, the study conducted a survey on the actual condition of management, targeting 81 forestry households throughout 15 municipalities including Mu-ju, Jeollabukdo, and Ham-yang, Gyeongsangnamdo, all of which are the chief producing districts of mountain ginseng. Then, the study calculated total scores by regions by aggregating the scores of 18 subcategories, in order to evaluate and compare the management level among regions based on the scores. According to the result, the average score of 81 forestry households was 57.2 point-58% of which surveyed belonged to the range of 40-60 point. Compared by regions, the average score of Jeollabukdo regions was 52.9 point, the lowest, and that of Gyeongsangnamdo regions was 61.4 point, the highest. It is remarkable that among the indicators of management base, the average score of 'mounding (the height of mound)' item was recorded rather low with 1.59 point, reflecting the fact that the cultivators tend to raise mountain ginseng with no additional mounds. As for the indicators of production skills, the average score of the pest control item was remarkably low with 1.28 point. Over 90% of cultivators answered that they do not usually forecast or survey the pest disease in advance. Meanwhile, it is also noticeable that the item of sowing and planting methods, and the item of seed were both rather high, recording 4.00 and 4.47 point respectively. As for the item of management and sales skill, however, the score was rather low with 2.20 point, meaning that the forestry households still have a low interest in the business management.

• Journal of Families and Better Life
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• v.30 no.6
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• pp.167-181
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• 2012

This study analyzed consumer's harsh complaining behaviors and firm's reactions toward consumers' harsh complaining behavior, and investigated the differences in the firms' reactions according to the characteristics of counselors and customer service centers. In addition, this study attempted to find a strategy and provide guidance regarding consumer's harsh complaining behaviors. The results of this study are discussed below. First, consumer's harsh complaining attitudes were expressed by crude language, violent language, threats, personal attacks, and claims of a high-ranking social position. Consumer's directive, complaining behaviors were repeated on the telephone, and threats of prosecution or disclosure to the public, exposure of habitual product returns, and requests for interviews with superiorsat the representative firm were made. Second, a firm typologies according to its reaction style toward a consumer's harsh complaining behaviors were as follows: Group 1, having a neutral attitude toward consumers and preparation thoroughly regarding their demands; Group 2, having a negative attitude toward consumers and some degree of preparation toward consumers' demands; and finally, Group 3, having a positive attitude toward consumers but offering insufficient reparation regarding consumers' demands. Third, female counselors, counselors having a certified counselor's license, and those much experience working in labor work were more likely to be in Group 3. Male counselors, part-time counselors, and those having experience of many years were more likely to be in Group 2. Group 1 were more likely to have large number of workers at customer service centers, male counselors, and to have large numbers of educational training programs related to the reactions of consumers in the form of dissatisfaction, complaints, how to offer compensation for injuries to consumers, and issues related to PL(product liability). In addition, Group 1 also had more firm level welfare policies related to hight stress levels of consumer counselors and extra types of support regarding harsh consumers. However, Group 2 members were more likely to provide excessive compensation and rewards to harsh consumers. Finally, to react to consumer's harsh complaint efficiently, it was suggested that firms should not treat consumers as harsh consumers, should react to consumers' complaints sincerely, and should take precautionary management efforts as regards consumer dissatisfaction based on better quality control of products. In addition, it was deemed necessary to formulate a management strategy to train competent consumer counselors with a high quality of counselor skill, having standardized and consistent reaction guidance toward consumer complaints and thorough knowledge of compensation rules for consumer injuries and subsequent guidance.

• Proceedings of the Korean Institute Of Construction Engineering and Management
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• autumn
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• pp.373-378
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• 2003

Korea's overseas construction industry has been rather depressed by the weakened profitability as well as the sharp decrease of the market shares due to the lack of international competitiveness and the declined international market following the outbreak of Iraq war. There exist a lot of various risks in performing the overseas construction, and especially EPC projects, which entail complicated process from different parts, also require a sophisticated procurement and management skill. Subsequently, to survive in the competitive international market, we need to establish strategies to select potentially profitable projects at the initial stage of bidding process and to mitigate the high degree of risk exposures through contract negotiation and its adjustment. This research provides the profitability evaluation bases, with which overseas construction participants can forecast and analyze the risk more systematically, by eliciting profit-influencing factors from real overseas construction projects and structuring their cause-and-effect relationships. The profitability causal hierarchy structure describes the profitability factors' hierarchy in details and their interrelationships. It also enables us to find out critical factors directly related to profitability aggravation through a qualitative analysis. Ultimately, with this hierarchy structure as the base, the research will suggest how to develop the quantitative profitability forecasting model.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.8
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• pp.407-416
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• 2020

North Korea's demand for infrastructure construction and maintenance is growing rapidly. On the other hand, the number of skilled workers is insufficient. Therefore, through a survey of North Korean defectors, this study analyzed the status of construction technology and the difficulties of construction workers. In addition, an attempt was made to derive an appropriate education and training program process and operation plan. As a result of the survey, the reason for the low technical level of construction workers was the lack of skills, lack of motivation to work, and the lack of training and management systems. The appropriate education and training period was 56% of the total response within one year and 36% within six months. Based on the results of this survey, the period of education and training for the rapid training of construction technical personnel in North Korea was adopted as one year. Moreover, compared to the NCS standard in South Korea, appropriate training hours were suggested, excluding training courses, such as planning and design, construction management that require specialized knowledge. Finally, the curriculum corresponding to the education and training courses and the standards for facility names and required areas for facility operation were suggested.

• Journal of Korean Academy of Nursing Administration
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• v.3 no.1
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• pp.37-50
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• 1997

The purpose of this study was to identify the gap between need-level and demonstration-level in nursing managerial competencies. In addition, the study proposes solutions to narrow this gap. The results of this study are as follows : 1) The mean score for need-level of each item was 4.0, and for demonstration-level, 3.5. This indicates that military hospital head nurses demonstrate a higher level of managerial competencies than the moderate level on all items. But items which were related to resource/ cost/ information managament, staff development management and professionalism management got relatively low ratings in the need-level. 2) The mean score for need-level of each category was 4.14, and for demonstration-level, 3.53. Categories on the individual dimension got a higher rating than categories on the group or organization dimension in both need-level and demonstration level. 3) The gap between need-level and demonstration-level appeared in all items(p<.05) and categories(p<.001). Although the gap was relatively low, it indicates that it is essential to plan a developmemt program for all nursing management competencies for military hospital head nurses. 4) There were significant differences in the gap between need-level and demonstration-level according to specific characteristics of the subjects. The gap did not appear in many categories on the individual dimension where the number of nursing staff was more than 10, a major grade, ICU head nurse or for head nurses having a long career. 5) Need-level and demonstration-level showed a difference according to specific characteristics of the subjects, because need-level and demonstration-level were higher where the number of nursing staff was more than 10, a major grade, and for ICU or Medical ward head nurses. The categories which showed need-level difference and demonstration-level differences according to specific characteristics of the subjects existed almostly completely in the group and organization dimension. Gap-level differences according to the number of hospital bed existed in only two categories. 6) The general causes of the gap were indicated to be 'Knowledge/ skill/ experience deficit', 'Limitation of rules and systems/ Inappropriate organizational environment' for most items, categories, and dimensions. The results of this study indicate that extensive competency developing strategies must be developed, because a gap was found in all items and categories. Specially, there is a need to concentrate attention on competencies in the group and organizational dimension which had a wider gap level. And it is important to take an individual approach according to the cause for each gap. In order to produce effective competency developing strategies, top managers must have sinsights into the importance of nursing staff development and nursing officer's efforts to develop themselves must be achieved. Further multi-dimensional(education, personnel-policy, nursing/ organizational environment) solutions to the gap must be developed and utilized.

• Journal of The Korean Association For Science Education
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• v.19 no.3
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• pp.461-470
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• 1999

The purpose of this study was to investigate teachers' perception about 'Science Field Trip(SFT) to Korean historical sites'. Ninety-seven teachers were asked to reply the questionnaire about SFT to Korean historical sites. This questionnaire was divided into three parts: educational value, teaching method, and difficulty of management. Firstly, teachers indicated that SFT to Korean historical sites had much educational value in that it could give students chances to understand Korean culture, to acquire investigative process skills, to experience divergent investigation and cooperative learning, to raise integrated thinking skill concerning science and other subjects, and to learn contents related with science curriculum. It also had advantages of caring for students out of school and giving the information for future occupation. Secondly, teachers suggested the desirable teaching method: teachers' explanation about SFT to Korean historical sites with worksheets before it, students' group work during it, and the presentation and discussion after it. Finally, the most frequent answer in the difficulty of management was the lack of teaching materialsfor SFT to Korean historical sites.

• Journal of Korean Ophthalmic Optics Society
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• v.21 no.3
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• pp.173-179
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• 2016

Purpose: This study is to help assist in the management of optical shops by using the importance sequence of optical shop selection attributes, which is related to the consumer's selection method of consumer, and by using the importance sequence of optical shop information sources which is related to a route for optical shop selection. Methods: Customer surveys were conducted from March 10 to March 31, 2015 targeting customers who have visited an optical shop in Seoul and Northern Gyeonggi-do regions. The analys method was descriptive statistics and data were analyzed by utilizing SPSS v.10.0 statistical package program. Results: The highest ranking five attributes among the importance of optical shop selection are "friendliness and politeness of staff", "cleanliness of an optical shop", "quick resolution of customer's complaints by staff", "eyes examination and glasses dispensing skill of staff", "customer's complaints and claims handling". The lowest ranking five attributes among the importance of optical shop selection are "provide free gifts", "scale or size of an optical shop", "opening time and closing time", "convenient parking facilities", "favorable countenance of staff". The two highestr ranking criteria among the importance of optical shop information sources are "previous utilization experience", "recommendation by a relative, a friend and a family etc". The two lowest ranking criteria among the importance of optical shop information sources are "advertisement" and "spatial exterior view of optical shop". Conclusions: It is shown that the important thing in management of an optical shop is an inner caliber like ability of ophthalmic optician, interaction with customers, and previous utilization experience rather than external factors like advertisement, exterior view, and bonus gift.

• The Journal of the Korea Contents Association
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• v.20 no.1
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• pp.271-284
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• 2020

The purpose of this study is to identify the educational needs among social workers in social welfare facilities in Jeju province concerning lack of knowledge, skill and attitude, and establish the systematic education for prosecuting diverse training and suggest fundamental data for designing future curriculum. The results of analyzing top 10 educational needs for the workers are as follows: firstly technics for managing crises, understanding and practice for clients (characteristics, human right, safety and health), case management (basic), counseling technique (basic), case management (advanced), counseling technique (advanced), planning and operating social welfare program, managing client response and emotional labor, improving competence for communication (between staffs and clients, etc.), and finally assessing project outcome (project plan, execution, management and assessment, etc.). Social workers in social welfare facilities in the area have highly recognized the necessity of profession centred education. However, they had low satisfaction with the diversity of profession education in the Jeju island and the systematic training courses. This survey suggests the various results concerning qualitative growth of profession education, expansion of job-centred curriculum and security of professional instructors to fulfil systematic education training for social workers.