Kiril Dimitrov

The current article explores the image of success in the contemporary business environment, embedded in organizational settings as the “exponential organizations”. The essence of exponential human resource management is outlined based on critical review of the continuum of revolutions (evolution) in this functional sphere in business organizations. Strong attention is paid to human resource management practices, adopted by these companies, smoothly operating under the conditions of exponential growth.

Purpose: This study aims at justifying the affiliation of the massive transformative purpose as an important item in the aggregate of the proclaimed corporate culture elements. For this reason the bundle of shades in the meaning for the massive transformative purpose will be explored, bearing in mind the main researcher’s interest in outlining the cultural facet of the construct the attributes of which should be further categorized as official and unofficial ones. Methodology: Literature review and critical analysis of academic publications and blogs of business leaders and consultants in the sphere of the exponential organizations are performed in order to identify important shades in the meaning of the massive transformative purpose. The latter are summarized and categorized as basic nuances and new elaboration streams by the application of the mind-map method. Secondary data analysis and an ethnographic research method are used to identify the cultural facets of the construct, based on its shades of meaning. Findings: A set of interconnected nuances in the meaning of the massive transformative purpose is grounded through the performed review and critical analysis of books, scientific articles and blogs. The aforementioned nuances are logically and hierarchically arranged by two useful mind-maps. The outlined cultural facet of the massive transformative purpose is structured into two parts: (1) the first one, containing the core shades of meaning of the construct, and (2) the second one, encompassing the identified new elaboration streams for the construct. Thus, it became possible to propose two new definitions for the massive transformative purpose, embodying the aforementioned parts. In this way, the massive transformative purpose is directly determined as an element of the proclaimed corporate culture, used to formulate and communicate officially the leadership intents of future business development.

Purpose – The current article is created to explore and systematize the accumulating nuances in the meaning of the emerging construct of agile talent management. Methodology – Literature review, critical analysis, bibliometric analysis, systematic literature review, and content analysis of selected and accessible full-text publications as journal articles, conference papers, books (book chapters), their summaries, research proposals and reports are implemented as research methods in concern with outlining important shades that disclose the essence of the aforementioned construct by application of the mind-map method. Findings – An elaborate set of interconnected nuances in the meaning of agile talent management is generated which allowed the grounded formulation of a useful definition for this emerging construct. Directions for future research in the sphere of agile talent management are also outlined. Research limitations – Initially the research for the construct of agile talent management started in Scopus, Web of Science, and Google Scholar, but the first two scientific databases prove not to contain enough target scientific publications. That is why the search was concentrated in Google Scholar.

The current article unveils and analyzes important shades of meaning for the widely discussed term ‚talent management‘. It not only grounds the outlined perspectives in incremental formulation and elaboration of this construct, but also is oriented to exploring the underlying reasons for the social actors, proposing new nuances. Thus, a mind map and a fish-bone diagram are constructed to depict effectively and efficiently the current state of development for talent management and make easier the realizations of future research endeavours in this field.

The current article explores and assesses the coming into being of new business culture characteristics due to the extreme conditions of Covid-19 pandemic. Based on conducted focus group with students in Organizational culture module and performed subsequent literature review of scientific and professional literature, and blogs/ sites of opinion leaders and companies, four comparatively stable new business culture characteristics are identified – as adoption of new face to face greetings, appropriate e-mail etiquette, new dominating attitude to office and production facility space, and shaping fashion trends for the new normal. The most probable streams of management that may become sources of the emergence of new cultural characteristics for business organizations are also identified through the literature review.

The current article reviews complex multi-level frameworks as a modern and complicated technique of describing target organizational cultures. The essence, reasons of development, advantages and disadvantages and comparisons of/among the items in a set of ten frameworks, containing at least four organization culture levels, are revealed here. A system of classifying these elaborated frameworks is proposed and substantiated, too. The issues, concerning teaching of such models at economic universities in the presence of different types of audiences, are discussed and some appropriate solutions are also suggested.

The current article explores interesting, significant and recently identified nuances in the relationship “culture-strategy”. The shared views of leading scholars at the University of National and World Economy in relation with the essence, direction, structure, role and hierarchy of “culture-strategy” relation are defined as a starting point of the analysis. The research emphasis is directed on recent developments in interpreting the observed realizations of the aforementioned link among the community of international scholars and consultants, publishing in selected electronic scientific databases. In this way a contemporary notion of the nature of “culture-strategy” relationship for the entities from the world of business is outlined.

This paper reviews basic and emerging research trends on the moonshot phenomenon in the business world. It traces the emergence and development of the nuances for this construct, its relationships with the proclaimed corporate culture and some new attributes of management by objectives. Nevertheless the numerous realizations that the moonshot phenomenon has acquired – as goals, projects, tasks, specific leadership, skill and others, it seems subordinated to certain principles and approaches, constituting the so called moonshot thinking that is also succinctly described.

The current article traces back the scientific interest to cultural levels across the organization at the University of National and World Economy, and especially in the series of Economic Alternatives – an official scientific magazine, issued by this Institution. Further, a wider and critical review of international achievements in this field is performed, revealing diverse analysis perspectives with respect to cultural levels. Also, a useful model of exploring and teaching the cultural levels beyond the organization is proposed.

The current study dwells upon Edgar Schein’s original framework for exploring organizational culture by classifying its elements to three levels. Important directions of model’s elaboration are identified and analyzed. The last have been undertaken by different researchers in the last three decades, based on individual’s necessities, involvement and experience with the application in practice of this model. Viewing Schein’s model as a hologram is recommended as a way to dissolve subjectively identified by different authors issues or ambiguities in this framework. Thus, a contemporary, useful and richer “snapshot” of this model is proposed for use in the organizations during these turbulent times when cultural intelligence capabilities come of greater importance for their successful market performance.