How to Manage Careers in Slovak Small and Medium-sized Wood-processing Enterprises

Miloš Hitka, Lenka Ližbetinová, Jarmila Schmidtová, Žaneta Balážová, Silvia Lorincová, Peter Štarchoň, Alžbeta Kucharčíková, Mariana Sedliačiková


Current approaches to human resource management are focused on the sustainable development of small and medium-sized enterprises (SMEs). Career strategies of employees are its integral part. The aim of this paper is to determine the changes in professional priorities of employees in small and medium-sized wood-processing enterprises in the area of motivation relating to career aspiration throughout the course of life. The research outcomes show significant correlation between age, gender, and motivation factors relating to career aspiration. Slovak women working in SMEs prefer motivation factors relating to finances, mutual relationships, work, and career aspiration. Motivation factors selected by men are almost the same. In terms of age, motivation factors relating to career aspiration are preferred mainly by women aged 30 to 40 years old. Mentioned factors become less important for respondents of older age groups. Men working in SMEs prefer the motivation factors relating to career aspiration at the age of 30 and subsequently they become less important as well. Following the outcomes of this research, managers of SMEs should motivate career-oriented employees especially according to their needs. In the long-term perspectives, managers can encourage employees to stay focused on their careers.


Career; Motivation factors; Strategy; Wood-processing; SMEs

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