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JOURNAL OF INTERDISCIPLINARY RESEARCH

respondents have only the job as source of income or only
other passive income sources what means that they do not
initiate an active effort to make any further income. We
could conclude that the current salary could denote a
satisfactory income. Even though, money can increase the
short time employment satisfaction, however it does not
denote a prerequisite for staying in the job for many years.

More free time, more holidays, sabbatical, home office,
school dropouts, and job dropouts. Even though this sounds
as future vision, not applicable in the present, this is not true
as we can see in the Nordic countries, where the working
time decreases in favor of the increase in work performance.
In Slovakia and in the Czech Republic, we can still see,
overloading of employees from time to time. However, the
differences in culture and mentalities is necessary to be
mentioned. Slovak and Czech nature is distinctly different
from the Nordic, and often the sense of duty is at a lower
level of importance than a morning talk with a colleague.
That is why this condition is relative. Of course, the
importance differentiates from individual to individual. It
might be worthwhile to try to get the employer to get more
quality work in less time and perhaps with higher efficiency
in small experiments.

One time purchases or gifts to increase the qualification or
relaxation of employees. Activities that people often drop
out of the budget in the first place in a tight budget. This
area is an opportunity to get a well-earned, educated, and
more satisfied employee, without having to pay a fixed
salary and thus significantly increase the cost. At the same
time, it can help to establish better relationships at the
workplace and put those items in the cost. It deals with the
problems of the increase of qualification in their study
focused on the personal development of employees and the
design of their educational projects (Galajdová, 2004). Here
also belong benefits such as holidays, retirement or sickness
insurance, the possibility of personal development. The
rapid development of knowledge resulting from new
technologies leads to the need for lifelong learning that must
be available to anyone, anytime, anywhere (Jakubíková &
Kyselová, 2006).

Personal appraisal. Frequent problem in the work
environment is represented by the relationship between the
worker and his/her supervisor. Often their expectations and
visions do not overlap. Especially from the point of view of
performance vs. awards. Frequently the personal level is
what the employee is missing from the employee
relationship. It is often a lack of appreciation or better
communication from superiors that is often the reason for
burnout of the employee in the position. This area would be
worth exploring in further research endeavor and
experimenting.

Topics related to employee relations, staffing and
management are considered to be the most important during
relatively high employment. However, with the rise in
unemployment, workplace-related motives go to the last
places (Kuzmin & Svencicki, 1985).

However, the main goal outlines of global performance
management include providing feedback to employees at all
levels and alerting employees to unsatisfactory performance
(Cascio, 2006). Among development goals belong also the
willingness to help employees at all levels, to improve their
work performance and to develop their professional skills
and abilities, diagnose personal and organizational
problems, develop action plans for education and career
development, and motivate employees to improve work
performance (Cascio, 2006).

In the last part of the survey, we focused on the way of searching
new employment. The modern times that brought the internet
reflected on the results: nearly 2/3 of them would choose to
search for new jobs through job sites such as Profesia.sk or

Prace.cz or visiting specific employers' sites. It is therefore
confirmed that ICT tools are an indispensable tool when looking
for a job. The second preferred option denoted the possibility to
get work through recommendations, which is the most
advantageous way for the employee.

Figure 11: Channels to search for work
Source: Survey

Regarding the employment of specialists and experts in specific
positions, the so-called referral program - a system of
recommending new candidates, friends, or familiar internal staff
- is essentially the largest and most effective source of quality
reference people (Bondareva, 2009).

4 Conclusion

This paper analyzed the current satisfaction of people with their
current employment and their attitude towards commuting to
work by focusing on the impacts of globalization through
preselection of respondents. The research was conducted through
surveying employees of global companies.

As it can be concluded from the research findings, globalization
as such has a social and economic impact on employment as
well. We often see these effects only in the negative light, but
each coin has two sides. As it negatively influences e.g. the brain
drain and the movement of young people for work outside of
Slovakia, it also brings jobs to less wealthy regions in the form
of foreign investors.

The results of the research in the field of employee benefits in
organizations and their acceptance by the employees shows on
one hand little individualization of benefits according to the
qualities of an individual employee and his/her preferences, on
the other hand, that most benefits are provided according to the
preferences of the majority. Providing benefits is therefore unjust
- only uniformly. An individual minority of employees cannot
choose benefits. Dissatisfaction with remuneration, including
benefits, may lead to employee leaving the organization.
Fluctuation of key talented employees is certainly not a desirable
phenomenon. Individualization of rewards may solve the
problem.

In this work, we also encountered an interesting phenomenon of
corporate culture of multinational companies, which we might be
able to address in future as part of another project. All of the
theoretical currents conclude that globalization has not led to
fundamental changes in international relations but has created a
new framework for their further development (Eichler, 2009).

35%

14%

21%

10%

Internet - browsing work portals

Internet - specific employers' pages

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