JIS Vol3 N4 2017

ISSN 2367-8127 (CD-ROM) ISSN 2367-8151 (on-line)

Journal of Innovations and Sustainability Volume 3, Number 4, 2017

Innovations and Sustainability Academy 2017

Journal of Innovations and Sustainability Volume 3, Number 4, 2017 https://sites.google.com/site/journalinsust/

Editor-in-Chief: Prof. Vesela Radović, Ph.D. Managing Editor: Assoc. Prof. Ekaterina Arabska, Ph.D.

Š Innovations and Sustainability Academy 1, Lotos Str., Plovdiv 4006, Bulgaria

E-mail: insustacademy@gmail.com https://sites.google.com/site/insustacademy/

2017 ISSN 2367-8127 (CD-ROM) ISSN 2367-8151 (on-line)

ISSN 2367-8127 (CD-ROM) ISSN 2367-8151 (on-line)

Volume 3 Journal of Innovations and Sustainability

Number 4 2017

Contents

Foreword .............................................................................................. 5

SOCIAL SCIENCES ................................................................................ 7

Population, Productivity and Economic Growth Relations: the Case of Bulgaria................................................................................................ 9 Venelin Terziev, Hamit Can Vasil Levski National Military University – Veliko Tarnovo, Bulgaria Institute of Social Science, Namık Kemal University - Tekirdağ, Turkey

Opportunities of Optimization in Administrative Structures for Efficient Management....................................................................................... 21 Venelin Terziev, Marin Georgiev Vasil Levski National Military University – Veliko Tarnovo, Bulgaria

Problems and Perspectives in Military Professional Education and Realization of Cadets in Bulgaria ........................................................ 37 Vanya Banabakova, Marin Georgiev Vasil Levski National Military University – Veliko Tarnovo, Bulgaria

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Volume 3 Journal of Innovations and Sustainability

Number 4 2017

Foreword The papers included in this issue of the Journal of Innovations and Sustainability present three different but interconnected topics related to capacity building in various aspects – population characteristics in terms of labor force, its productivity and influence on economic growth; optimization opportunities in administrative structures through a specific example and problems and perspectives in higher education analyzing the case of the military education in Bulgaria.

The problems raising by population aging and migration processes are discussed in terms of their influence on the determination of labor productivity and their economic effects presenting the specific case of Bulgaria and the need of developing new strategies and implementing targeted actions for economic growth and sustainable development.

The discussions on the optimization and the opportunities for efficient management in the administrative structures present the example of the Commission for Protection against Discrimination in Bulgaria. Analyses of the effectiveness and efficiency, relevance and current state reveal policy areas, structures and powers, their functions and activities, as well as the significance of the quality of communication and coordination, thus providing some important conclusions and recommendations on necessary improvements.

The topic of educational management and quality assurance is considered by presenting the experiences and practices in Vasil Levski National Military University in Bulgaria in the field of the military professional education and realization of cadets. The analyses of the nature and structure of the military professional competences, the work of the academic staff in the university, and the ways of improvements in the process of acquisition of military professional competences lead to the conclusions on some approaches to increase the effectiveness of military professional forming as building the necessary environment – physical and social, career development of academic staff, motivation of all the parties in the educational process, so as to establish an integrated system linking all directions, conditions and factors.

The papers presented raise a number of questions and they are a very good basis for further research in innovations and sustainability for and through capacity building.

Ekaterina Arabska Innovations and Sustainability Academy

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Journal of Innovations and Sustainability

SOCIAL SCIENCES

Volume 3, Number 4, 2017

ISSN 2367-8127 (CD-ROM) ISSN 2367-8151 (on-line)

Volume 3 Journal of Innovations and Sustainability

Number 4 2017

Population, Productivity and Economic Growth Relations: the Case of Bulgaria Venelin Terziev1, Hamit Can2 Vasil Levski National Military University – Veliko Tarnovo, Bulgaria Institute of Social Science, Namık Kemal University - Tekirdağ, Turkey Abstract In this study the relationship between population, elderly population and economic growth is analyzed theoretically, taking into account the demographic change of the Bulgarian population and the more aging phenomenon. Thus, the change in the age structure of the Bulgarian population was investigated and the factors affecting the growth of the relationship between economic growth were investigated. In this study, attempts were made to determine the size of the changes taking place in the country's economy, depending on the livelihoods in Bulgaria.

Key words: migration and aging population, economic growth, labor productivity, Bulgaria.

INTRODUCTION When the changes in past birth and death rates are examined, fertility rates are decreasing, life expectancy is increasing, and all of these causes the change of global age structure. "Population aging is due to a change in the age structure of a population, a decrease in the share of children and young people in that population, and an increasing share of elderly people (over 60 years or over 65 years). The global aging process is also called 'demographic transformation'. In this transformation, the

1

Corresponding author: Prof. Dipl. Eng. Venelin Terziev, D.Sc. (Ec.), D.Sc. (National security), Ph.D.

Corresponding Member of the Russian Academy of Natural History, Moscow, Russia E-mail: terziev@skmat.com 2

E-mail: hamitcan88@hotmail.com

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proportion of the elderly population in the total population increases as the age group of the population changes in shape, the mortality and fertility decline, the expected life expectancy after birth increases and the proportion of children and young people in the population decreases.

In the study, the relation between population, elderly population, labor productivity and economic growth was studied theoretically by taking the example of Bulgaria according to different approaches. The features and strengths of this work that are different from the other works in the literature are as follows:  Determination of the labor productivity and economic effects of the young population migration that occurred in the European Union as a result of the idea that the employment and salary facilities in the other European countries are better.  As a result of immigration, 60 years of age and over in the country and the effects of the density of retired population on productivity and its economic growth.  Predetermination of the problems and economic crises that will occur in the country if the migration rate and the young population density continue in the same direction in Bulgaria.  In order to further improve the status of the European Union and the world, what should be the measures, strategies and investments Bulgaria should take in terms of economic, labor productivity, prosperity and technological development as a result of the increase in the population density of the young population.

In line with the results obtained, it is aimed to develop strategies to ensure that the young population remains in the country and economic development is achieved effectively. The laws, sanctions and incentives that will be created in this direction can be a very important step in increasing the strategic position of the country in the world.

POPULATION AGING, MIGRATION, LABOR FORCE PRODUCTIVITY AND ECONOMIC GROWTH The recent aging of the population is one of the most important issues that many developed and developing countries are interested in (Bloom et al., 2011). Population aging and demographic transformation at the global and national level, economic, social, demographic and so on. Causing various problems to occur.

The most important of the problems caused by the aging of the population is the change of labor supply. As the population changes in age composition, the population that can not participate in economic activities and has no participation in the labor

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force is increasing and the labor supply is changing. As the number of people aged 60 years and over in the age structure of the population increases, the number of working age population is decreasing. The change in the age structure of the population affects the growth of the labor market and employment and the economic growth of the population, the aging of the population, the total labor force supply, the productivity of the old labor force, employment structure, wage income, savings, production and consumption. The age structure of the population is a very important external variable that affects economic growth. In addition to the effects of increased elderly population, labor market and economic growth, the impacts on health and social security systems are also very important (Bloom et al., 2008). The study of the effects of age change on economic growth in studies on the relationship between population aging and economic growth, exploits the lifetime income hypothesis.

According to Modigliani and Brumberg's 1954 and 1980 studies of Ando and Modigliani's 1963 study of Lifetime Income Hypothesis, individuals' working and participating economic needs and saving vary according to their life span. While participation at young ages, consumption trends and savings are high, participation in the production of elderly products, and especially savings, falls considerably.

People have a higher saving during their lifetime especially when their incomes are higher and when they participate in production. The reason for this is that they can continue their consumption in old age during their retirement periods when their income falls. This means that the total labor supply, productivity, income and per capita savings vary according to these trends as a result of the majority of individuals acting according to the lifetime income hypothesis. Total labor supply, productivity, income and per capita savings are important factors in determining economic growth.

Especially the age group is big on labor supply and per capita savings. The labor supply and per capita savings of those aged 60 and over are lower than the labor supply and per capita savings of working adults. In this context, although there is no change in the productivity and income factors that are important in determining economic growth, slower growth is likely to occur due to the surplus of the elderly age group. This approach has been assessed in Bloom and Williamson's study of the effects of population aging on the rapid economic growth of East Asia in 1998, the second half of the 20th century. In the late 1940s, infant and child mortality decreased in these countries and therefore there was a decrease in fertility. As a result of death rates and reductions in fertility, a new generation of newborns has begun to emerge. When this generation reaches its working age, it has made significant increases in labor supply and saving. According to Bloom and Williamson (1998) and

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Bloom, Canning, and Malaney (2000), the miracle of growth in East Asia during 1965-1990 is explained by the actual demographic change (Bloom et al., 2008; Bloom et al., 2011; Deaton & Paxson, 2000).

The decline in the age-old population that can work after the aging of the population causes the workforce in the economy to become a scarce factor of production. In countries with older populations, the number of working people entering the labor market is reduced, while the lower productivity due to the physical and mental wear of the older workforce reduces the total labor supply. Another consequence of population aging is that the increase in social security and tax cuts also has a different impact on the labor market. The increase in the elderly and dependent population increases the cost of financing pension benefits. This increasing burden is affecting the population working through the social security system. This means that the cost of labor increases. The increase in labor costs, which constitutes a major obstacle to employment, also reduces the tendency to work for the employer while reducing the tendency to work for the working population on the one hand.

Compulsory interruptions of the social security system have an increasing effect on unemployment (Salin, 1996, p. 25-26). Young people who have recently completed their education constitute a general human capital that can integrate technological innovations (Zhelezarov, 2009; Zhelezarov, 2005; Ivaniv & Zhelezarov, 1998).

However, despite the fact that the human capital of an employee who has worked for the same company over a long period has its own advantages, the transfer of this human capital from one place to another has been difficult and useless. At the same time, it is believed that the elderly are at the lowest productivity level in general for all employers (Dos Santos, 2001). In addition, companies prefer young people to depreciate costs such as recruitment and training, assuming they will work longer than elderly people (Jolivet, 2001).

With the aging of the population, a number of possible developments are expected, especially in the developed countries, in relation to the banking sector. There is an expectation on the active sides of the banks that the demand for the loan will decrease with the decrease of the young population. Therefore, the volume of individual credits is expected to decrease. On the passive side of the banks, it may come into question that the tax incentives and subsidies required by the public for the creation of new saving instruments together with the aging population may come into question.

Pension fund schemes have also been consolidated within the framework of more serious risk surveillance, particularly in the Netherlands, and in some other European countries. In addition, there is a need for efforts to make up for falling

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claims by other products for the elderly and retired population. It is anticipated that the evaluation of non-bank financial institutions such as insurance companies, pension funds and mutual funds will also increase the demand for such institutions (Groome et al., 2006). Due to these developments, it is expected that there will be a downward pressure on the demand for bank loans and deposits. In this way, banks will need to pursue more competitive policies in order for their growth to continue (Prettner, 2012; Lee et al., 2011), but most of the literature in the literature suggests a negative relationship between population aging and economic growth (Narciso, 2010; Bloom et al., 2010; Lisenkova et al., 2012; Walder & Dรถring, 2012). Hock and Weil (2012) and Walder & Dรถring (2012) argue that the increase in aging populations will cause a decline in consumption and growth will be hindered.

OECD members have identified the economic dynamics of population aging across the four countries (Auerbach et al., 1989). The result of the study is that national savings rates, real wage rates and demand deposits are highly sensitive to the old dependency rate. Barlow (1994) examined the relationship between population growth and economic growth. In the short term, the increase in fertility has a negative effect on the growth of per capita income; whereas in the long run the direction of this effect changes positively. Because today's fertility rate is highly correlated with past fertility and population growth rate will be negative in the short term and positive in the long term (Bloom et al., 2011). The results of population aging have been analyzed for economic growth. For OECD countries, the prolongation of life expectancy, the downsizing of families, more savings for retirement, and increased participation rates in the female workforce will not be adversely affected by the aging of the economic growth population. However, in countries that are not members of the OECD, especially in developed countries, the labor force that can be employed due to the aging of the population is experienced and therefore the production will be adversely affected (Bloom et al., 2001). The relationship between economic growth and demographic transformation is examined in East Asia, Japan, OECD, North America, Eastern Europe, North Asia, Latin America, the Middle East and South Africa and Saharan countries. Changes in the age structure of the country have significant effects on the economic performance of the country. Countries with high rates of children allocating resources to child care from their national income cause pressure on the rate of economic growth. Conversely, if the density of working population of a country is too high, any additional production of this group will positively affect economic growth. Middle age and older age groups will have a large share, and a significant portion of the country's resources will be made available to

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the needs of those not in production. Bloom et al. (2006) examined the impact of demographic change on the social security system and savings. The results of macroeconomic panel data analysis show that post-retirement social security incentives increase the total savings in countries. However, in countries where social security is provided by intergenerational solidarity, this positive effect disappears.

Bloom et al. (2009) examined the relationship between population aging and economic growth. Participation in the workforce will be reduced at this point, as a decrease in the fertility rate will lead to a decrease in the rate of young dependency but an increase in the rate of older dependency. In addition, the decrease in fertility will increase women's participation in the workforce, leading to a perceived increase in the proportion of the workforce to population (Boersch-Supon & Winter, 2001).

The effects of population aging on the saving behavior of individuals and their impact on the capital market have been examined. The aging of the population has led to the fact that the intergenerationalism in the social security system is more prevalent and that economies such as Germany, France and Italy, which have poor capital markets and poor capital performance, are more influential on capital markets. The younger generations in these countries are aware of the need to meet their retirement income needs with their own private savings. As a result, the aging of the population seriously changes the macroeconomic balance of Europe. Cutler et al. (1990) examined the opportunities and changes that population aging can bring. Although demographic changes will create an increase in per capita income in the near future, unlike changes in capital intensity; while in the distant future there will be a decrease in per capita income. Deaton and Paxson (2000) investigated how demographic changes in the population will affect future saving trends, particularly in the Taiwan country. It has been found that the change in demographic structure of the population is an individual result, not a generality of the nation, but an increase in saving.

Accordingly, young people in Taiwan are accumulating more for the future than what their parents did when they were at their age. For this reason, there is no direct relationship between age and saving rate. Fogel (1994) identified economic growth and assessed the impacts on population rates. Population forecasting, national income measurement, leisure time requirements, pension policies and the demand for health services are the result of economic growth theory (Harris et al., 2001). The impact of population aging on public education expenditures has been examined.

According to the estimated results of the model, the aging of the population has a negative effect on the education expenditures. The increase in the share of aging in the nation puts pressure on education expenditures. Higgins (1998) examined the

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relationships between age distributions, national savings and current account balance. According to panel data analysis results using time series data for 100 countries, the increase in the dependency ratio of young people and the elderly is associated with low saving rates. For this reason, demographic changes are effective in determining the current account balance. Kelley & Schmidt (1996) investigated the impact of population growth on economic growth. According to comparative country analyzes, the direction of the effect of population aging on economic growth is negative in the 1980s. The influence in the 1960s and 1970s is meaningless. Lee & Mason (2010) examined the relationship between fertility, human capital and economic growth in the demographic transformation process. Increasing human

capital

investments

with

decreasing

fertility

rates

initially

reduce

consumption with a decline in fertility rate, but aging of the population and transfer payments made by the elderly increase consumption. Lefebvre (2006) analyzed the effect of population aging on consumer demand in Belgium. Because consumption expenditures vary throughout life, the structure of total consumption varies with the age of the population. Increased health, shelter and leisure spending with aging; Clothing, equipment and transport expenditures. Leibfritz et al. (1995) analyzed the impact of demographic changes on public and national savings. Changes in the demographic structure can only be achieved by improvements in the financial structure of the countries. For this reason, the increase in retirement age is still a matter of debate as it will make a major contribution to the social insurance system.

Zweifel et al. (2004) examined the effect of population aging on health expenditures.

By examining the health expenditures of the deceased people, it is concluded that the age of health expenditures is insignificant. For this reason, the aging of the population will not have a significant impact on future health expenditures.

Fougere & Merette (1991) investigated the effects of population aging on economic growth in seven industrialized countries of the United Kingdom, France, Italy, Sweden, Japan, Canada and the United States. The OLG model (1998) was used in the general equilibrium model together with the theory of internal growth. Population aging causes significant changes in economic growth in the long run. Aging can provide many opportunities for future generations. Investments in human capital, especially made for future generations, significantly reduce the negative effect of aging on per capita output. The effect of population aging on economic growth in the long run has been examined (Prettner, 2009). Romer (1989) model was used as the internal growth model. The increase in lifetime has a positive effect on the increase in per capita output in the long run (Futugami and Nakajima, 2001). The effect of

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population aging on economic growth has been examined. With the theory of internal growth, the lifetime savings model in the general equilibrium theory is used.

Population aging is not a factor that negatively affects economic growth. In addition, the effects of postponing retirement policies have been examined and these policies have been achieved as a result of slowing growth. Bloom et al. (2003) investigated the lifetime savings and working life of the length of life along with changes in the age structure of the population. The time series has been used and the increase over the lifetime increases the saving rates. But even in the case of a constant population growth, the prolongation of the life span compensates for the saving rates due to the increase in the old age dependency ratio. Life span increases average saving rates.

However, when the age structure reaches equilibrium, these increases are beginning to decrease. The European Commission's research on aging in 2012 on the impact of public spending has indicated that a significant reduction in the labor supply is expected when the demographic transition comes to 2050. 30% in Italy and 17% in Germany (Economic Policy Committee and European Commission, 2006). These results indicate that migration figures may or may not increase for closure of employment openness.

CONCLUSION Developed countries are trying to solve the problem of low population growth with migration. Developed countries with younger populations, such as the European Union, also allow dwellings in some periods to dampen the population and prevent the resulting loss of employment. According to a report published by the EU Statistical Institute (Eurostat), it is stated that the number of the population working in the European Union will decrease by an average of 50 million in 2060. When the current migration rate is taken into account, it is predicted that by 2060 the number of people working in European Union countries will be 110 million people less than today's number. Migration in the demographic development of the European Union has a great proposition. If a qualified migration flow is provided, it is foreseen that the deficiencies that will arise in the European Union employment market in the coming years will be eliminated.

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REFERENCES Auerbach, J. A., Kotlikoff, L. J., Hagemann, R., Nicoletti, G. (1989). The Dynamics of an Aging Population: The Case of Four OECD Countries. National Bureau of Economic Research, Working Paper No: 2797, February, Cambridge, MA. Barlow, R. (1994). Population Growth and Economic Growth: Some More Correlations. Population and Development Review, 20 (1) 153-165.

Bloom, D. E., Canning, D., Fink, G., Finlay, J. E. (2009). Fertility, Female Laborforce Participation and the Economic Dividend. Journal of Economic Growth, 14, 79-101.

Bloom, D. E., Canning, D., Finlay, J. E. (2008). Population Aging and Economic Growth in Asia. PGDA Working Papers, 4008, September, 1-38.

Bloom, D. E., Canning, D., Graham, B. (2003). Longevity and Lifecycle Savings. Scand J. Of Economics, 105(3) 319-338.

Bloom, D. E., Canning, D., Mansfield, R., Moore, M. (2006). Demographic Change, Social Security Systems and Savings. PGDA Working Paper No:19, Program on The

Global

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http://www.hsph.harvard.edu/pgda/working.htm.

Bloom, D. E., Canning, D., Sevilla, J. (2001). Economic Growth and The Demographic Transition. NBER Working Paper Series, December, No: 8685, 1-87.

Bloom, D.E., Canning, D., Fink, G. (2010). Implications of population ageing for economic growth. Oxford Review of Economic Policy 26 (4): 583-612.

Bloom, E. D., Canning, D., Fink, G. (2011). Implications of Population Aging for Economic Growth. Program on the Global Demography of Aging Working Paper Series, No: 64, January, 1-39: 12-13.

Boersch-Supan, A. H., Winter, J. K. (2001). Population Aging, Savings Behavior and Capital Markets. NBER Working Paper Series, No: 8561, October, 1-51.

Cutler, D. M., Poterba, J. M., Sheiner, L. M., Summers, L. H. (1990). An Aging Society: Opportunity or Challenge. Brookings Papers on Economic Activity, 1, 1-60.

Deaton, A., Paxson, C. (2000). Growth, Demographic Structure and National Saving in Tawian. Research Program in Development Studies, Princeton University, 1-46.

Dos Santos, M. D. (2001). Vieillissement démographique et chômage. Revue française d'économie, 2001, Volume 16, no.1, 3-50.

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Economic Policy Committee and European Commission, The Impact of Ageing on Public Expenditure: Projections for the EU25 Member States on Pensions, Health Care, Long-term Health Care, Education and Unemployment Transfers, Special Report No: 1/2006-Annex, 2006.

EU Statistical Institute (Eurostat): http://ec.europa.eu/eurostat.

Fogel, W. R. (1994). Economic Growth, Population Theory and Physiology: The Bearing of ong-Term Processes on the Making of Economic Policy. NBER Working Paper Series, No: 4638, February, 1-50.

Fougere, M., Merette, M. (1991). Population Ageing and Economic Growth in Seven OECD Countries. Economic Studies and Policy Analysis Division Department of Finance, Kanada, 411-427.

Futagami, K., Nakajima, T. (2001). Population Aging and Economic Growth. Journal of Macroeconomics, Vol: 23, No: 1, 31-44.

Groome, W. T., Blancher, N., Ramlogan, P. (2006). Le vieillissement et les marchés financiers. Finances & Développement, Vol.43, no.3, Septembre 2006, 44-47.

Harris, A. R., Evans, W. N., Schwab, R. M. (2001). Education Spending in an Aging America. Journal of Public Economics, 81, 449-472.

Higgins, M. (1998). Demography, National Savings and International Capital Flows. http://www.newyorkfed.org/ Hock, H., Weil, D. N. (2012). On the dynamics of the age structure, dependency and consumption. Journal of Population Economics, Springer, 25: 1019-1043.

Ivanov, I., Zhelezarov, I. (1998). Otnosno kachestvoto na uchebniyat protses vav visshite uchebni zavedeniya /The quality of the learning process in higher education institutions/. Yubileyna nauchna sesiya s mezhdunarodno uchastie – 120 godini ot sazdavaneto na VVOVU „Vasil Levski”, Veliko Tarnovo.

Jolivet, A. (2001). Vieillissment, salaire et demande des travailleurs âgées. Travail et Emploi, no.88, Octobre 2001, 65-82.

Kelley, A. C., Schmidt, R. M. (1996). Saving, Dependency and Development. Journal of Population Economics, Vol: 9, No: 4, November, 365-386.

Lee, R., Mason, A. (2010). Fertility, Human Capital end Economic Growth over the Demographic Transition. European Journal of Population, 26 (2), May, 159-182.

Lee, S.H., Mason, A., Park, D. (2011). Why Does Population Aging Matter So Much for Asia Population Aging, Economic Security and Economic Growth in Asia.

ERIA Discussion Paper Series, ERIA-DP-2011-04.

Lefebvre, M. (2006). Population Ageing and Consumption Demand in Belgium.

CREPP-University of Liege, 1-20.

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Leibfritz, W., Roseveare, D., Fore, D., Wurzel, E. (1995). Ageing Populations, Pension Systems and Government Budgets: How Do They Affect Saving. OECD Economics Department Working Papers, No: 156, Paris, 1-96.

Lisenkova, K., Mérette, M., Wright, R. (2012). The Impact of Population Ageing on the Labour Market: Evidence from Overlapping Generations Computable General Equilibrium (OLG-CGE) Model of Scotland. Discussion paper in Economic, Strathclyde, 12-13.

Narciso, A. (2010). The impact of population ageing on international capital flows.

MPRA Paper, 26457.

Prettner, K. (2009). Population Ageing and Endogenous Economic Growth. VID Working Paper, (8), 1-30.

Prettner, K. (2012). Population aging and endogenous economic growth. Journal of Population Economics, DOI 10.1007/s00148-012-0441-9.

Romer, P. M. (1989). Human Capital and Growth: Theory and Evidence. NBER Working Papers 3173, National Bureau of Economic Research, Inc, 1-51.

Salin, P. (1996). Les prélèvements obligatoire, cause majeure du chômage.Revue des études humaines, no.spécial, 1996, 37.

Walder, A. B., Döring, T. (2012). The Effect of Population Ageing on Private Consumption - A Simulation for Austria based on Household Data up to 2050.

Eurasian Economic Review, 2: 63-80.

Zhelezarov, I. (2009). Otsenyavane na sistemite za upravlenie na kachestvoto na visshite uchilishta /Evaluation of the quality management systems of higher education institutions/. Kachestvo na vissheto obrazovanie v Balgariya – Problemi i perspektivi 2009. Ruse. 2009.

Zhelezarov, I.(2005). Sistema za izmervane i upravlenie na kachestvoto na obuchenie vav visshite tehnicheski uchilishta /System for measurement and management of the quality of education at higher technical schools/. Avtoreferat na disertatsiya za poluchavane na obrazovatelna i nauchna stepen „Doktor”.

Zweifel, P., Felder, S., Werblow, A. (2004). Population Ageing and Health Care Expenditure: New Evidence on the Red Herring. The Geneva Papers on Risk and Insurance, Vol: 29, No: 4, October, 652-666.

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Volume 3 Journal of Innovations and Sustainability

Number 4 2017

Opportunities of Optimization in Administrative Structures for Efficient Management Venelin Terziev1, Marin Georgiev Vasil Levski National Military University – Veliko Tarnovo, Bulgaria Abstract Current paper presents studies on the administrative structures in order to optimize the activities and the overall management through the example of the Bulgarian Commission for Protection against Discrimination. It aims at establishing duplicate functions in the organization under study. The main tasks in the analysis are related to the display of the basic findings and conclusions for the strongest sides and the fields for improvement regarding the relevance, the effectiveness and the efficiency of the administration of the Commission for Protection against Discrimination in Bulgaria. The following areas are thoroughly and critically analyzed: relevance of the functions and efficiency of the activity. As a result of the study a Strategy for Organizational Development and a Training Plan have been drafted.

Key words: organizational development, professional training, management.

INTRODUCTION The problems of organizational management and quality assurance in some administrative structures have been discussed in terms of good governance practices in Bulgaria (Nikolov et al., 2002; Zhelezarov, 2001b; Zhelezarov, 2009; Zhelezarov & Hristov, 2003; Zhelezarov & Hristov, 2007; Zhelezarov et al., 2007; Zhelezarov, 2006b), information flows and processes (Zhelezarov, 2003; Zhelezarov, 2005a; Zhelezarov, 2005c; Zhelezarov, 2006a; Zhelezarov, 2008), measurements of satisfaction and quality (Zhelezarov, 2001a; Zhelezarov, 2004; Zhelezarov, 2005b), 1

Corresponding author: Prof. Dipl. Eng. Venelin Terziev, D.Sc. (Ec.), D.Sc. (National security), Ph.D.

Corresponding Member of the Russian Academy of Natural History, Moscow, Russia E-mail: terziev@skmat.com

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project management (Ivanov & Zhelezarov, 1998b), methods and trainings in quality management (Ivanov & Zhelezarov, 1997; Ivanov & Zhelezarov, 1998a) and other (Terziev et al., 2017).

Current paper presents the results of the functional analysis of the current situation of the Commission for Protection against Discrimination (CPD) of the Republic of Bulgaria. The purpose of the functional analysis is based on a study and assessment of the relevance of the functions, the effectiveness and the efficiency of the Commission to highlight the main findings on the strengths and the areas for improvement.

The tasks that are formulated relate to the achievement of the main purpose of the analysis and include analysis of the following areas: • Relevance of the functions in the CPD; • Effectiveness of the CPD activity; • Efficiency of the CPD activity.

This functional analysis covers the CPD without analyzing the functions of other authorities with powers in the field of protection against discrimination and equality.

The following limitations have been taken into account in the process of the drafting of the analysis.

ANALYSES AND RESULTS Analysis of the effectiveness • The fact that the CPD does not have a defined vision for development and there are no documents defining the strategic and annual objectives of the institution and of the respective structural units is considered as a limitation of the analysis.

•

In relation to the above, the CPD does not have defined indicators for measuring

the implementation of strategic, annual and operational objectives.

• In the framework of the administration there are no procedures for strategic and annual planning, performance monitoring, preparation of the annual report of the activity.

Efficiency analysis • The Commission does not have an information system for reporting the results of the activity in a way that allows systematic and reliable aggregation of information on given indicators. The main results of the activity are based on the Commission's Annual Reports.

• For the analysis is used the provided information on the staff remuneration costs at the organizational level as well as the wages of the regional representatives.

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• CPD does not apply program budgeting but only develops budget by economic elements. Therefore, financial-accounting information, it is not possible to value inputs in order to achieve basic performance of activity of the administration by units/function administration, on the basis of which to be calculated the corresponding degree of efficiency. The approach used is to calculate the efficiency at the organizational level by using the information received on staff remuneration and effective work time.

• At the time of the conducting the present analysis, an audit by the National Audit Office is being carried out within the administration, so the report on the auditing and certification of the AFO of the CPD for 2014 is still not validated and published.

For analyzing the implementation of the 2014 budget has been used the version of the non-certified financial report provided by the CPD. • No information on the number of days worked by each of the regional representatives per year has been reported, as the software used by the CPD does not allow the generation of such a report.

The functional analysis was carried out in 2015.A Unified methodology for conducting a functional analysis in the state administration, approved by the Council of Ministers and published on the Public Consultation Portal at the Council of Ministers is being applied. In addition, the LEAN methodology is being applied.

The methods used to perform analysis of the current status include: • collecting, researching and analyzing normative acts, strategic and internal documents in order to establish the powers of the authority, the functions of the administration, the objectives set, the achieved results and the resources that have been used.

• poll surveys through preliminary developed questionnaires for managers and staff.

The questionnaires were presented to officials and managers from the administration through a specially used internet-based software product. As a result, 44 responses were received, representing 58% of the total number of the administration; • conducting of interviews with managers and employees of the CPD in the period 29 - 30 April 2015. The interviews were structured with a focus on collecting additional information on issues related to the activity of relevant units - relevance; • of the functions, the setting of objectives, performance reporting, the resource security, etc .; • the holding of a meeting with the working group of experts, designated by the CPD on 15 May 2015;

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• observations and expert evaluation of the results of the documentary analysis, the survey researches, the interviews and the focus groups by an expert team.

Relevance analysis The objectives of the analysis of relevance, according to the Uniform Methodology for conducting functional analysis in the state administration, include: • identifying the policy areas for which the authority is responsible; • identifying, grouping and analyzing the powers of the authority; • identification and grouping of the functions of the structural units in the administration; • an analysis of the relevance of the functions of the directorates and departments according to the policy areas for which the authority is responsible and its powers, the establishment of atypical functions that can be deduced from the administration; • analysis of the vertical and horizontal positioning of the functions of the internal units in order to observe the requirements of the normative acts, the presence of completely or partially duplicate functions, the existence of internal units that can be closed or restructured.

Analysis of the current state Identification of the policy areas for which the authority is responsible On the basis of the legislation providing for the powers of the CPD as an independent state authority, the following two main policy areas can be identified: • Policy Area 1: Protection against discrimination and ensuring of equality; • Policy Area 2: Prevention of Discrimination; These policy areas cover all the special powers of the Commission under the legislative framework, which are implemented through three types of functions: • Preventive function; • Protective function; • Control function.

Identifying the powers of the authority specified in the legislation The assignment of powers to the authority is the key initial moment in the process of organizational,

functional

and

administrative

structuring

of

the

particular

administration, as the main purpose of such structuring is to support the realization of these powers.

Each authority has two main categories of powers: • Powers of the Head of the Administrative Structure (General Powers); • Powers which are related to the special competence of the authority (Special Powers).

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In this regard, the present report examines the following powers of the CPD, arising from the Protection against Discrimination Act (PaDA) and the Rules of the Structure and Activity of the CPD (RSACPD): • powers of the CPD chair, arising from his position as head of the administrative structure; • powers of the Commission and its members, related to its special competence as an independent state body with jurisdictional powers.

The Commission for Protection against Discrimination is a legal entity on budget support - a first-level budget spender. The Commission has its headquarters in Sofia and has its own regional representatives, and the conditions and order for the determination of the territorial structure of the administration of the authority are governed by the RSACPD. On the basis of the legislation on the management of the administrative structures and the personnel, the following main areas of competence of the CPD chair can be identified as the head of the administrative structure: • Human resources management; • Management of financial resources; • Property management; • Management of defense mobilization training; • Information security; • Administrative services; • Information Systems, Record Keeping; • Legality of the activity; • Publicity of the activity and protocol.

As regards of the special powers, CPD is an independent, specialized state body for preventing discrimination, protecting against discrimination and ensuring equality of the opportunities. The Commission exercises control over the implementation and observance of PaDA or other laws governing equal treatment.

According to Art. 47 (1) to (12) of the PaDA, the Commission carries out its activities by: • find out violations of this and other laws, which regulate the equality of treatment, the offender and the affected person; • state prevention from and termination of the violation and restoration of the initial situation; • impose the provided sanctions and enforce administrative compulsory measures;

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• issue obligatory prescriptions for compliance with this and other laws, which regulate the equality of treatment; • appeal against the administrative acts, which are in contravention to this and other laws, which regulate the equal treatment, initiate claims before the court and act as a concerned party in proceedings under this and other laws, which regulate the equal treatment; • issue proposals and recommendations to the state and local self-government bodies to terminate discrimination practices and to revoke their acts, which have been issued in contravention to this and other laws, which regulate the equal treatment; • maintain a public register of the adopted and entered in force decisions and obligatory prescriptions; • issue statements on the conformity of the legal act drafts with the legislation for prevention of discrimination, as well as recommendations for adopting, revoking, amending and supplementing legal acts; • provide independent assistance to the victims of discrimination in constituting complaints against discrimination; • conduct independent researches related to discrimination; • publish independent reports and provide recommendations on all issues related to discrimination; • carry out other competencies, provided in the Rules of Procedure.

Also, according to art. 40, para 5 of PaDA, CPD shall report annually to the National Assembly on its activities not later than March 31 of the following year, which also includes information about the activities of each of its permanent specialized panels.

The RSACPD complements and specifies the specific competencies of the collective body defined by PaDA. Along with the above powers, the Commission: interacts with other state bodies and institutions, local authorities, as well as non-governmental organizations through opinions or participation in the development of draft regulations, exchange of information and other forms of cooperation; • monitors the compliance with the PADA and also with its secondary legislation of anti-discrimination provisions and with new legislation in the country; • monitors and takes measures the Bulgarian anti-discrimination legislation to correspond to the EU legislation and the International law; • carries out and coordinates international cooperation in the field of antidiscrimination policy of the Republic of Bulgaria with international bodies and organizations, as well with similar foreign institutions;

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• gives opinions on draft legislation concerning equal treatment; • adopts rules for the proceedings before it.

• shall adopt internal rules, instructions and methodological guidelines relating to the operational and control activities of the Commission; • shall adopt the organizational structure, staff and internal rules for salary; • shall adopt a draft budget for each year thereafter; • shall adopt the annual report on the activities of the Commission.

GROUPING OF POWERS OF THE AUTHORITY DEFINED IN THE LEGISLATION AND THE FUNCTIONS OF THE CPD In accordance with the Unified Functional Analysis Methodology, in the context of this analysis, the powers of the authority - CPD identified in the laws and in the sub legislative acts are grouped according to the defined two policy areas. In general, explicit regulation of rights, duties and responsibilities of the CPD is identified in 1 law, 5 sub legislative acts and 1 non-normative act of the Council of Ministers.

Policy area 2 "Prevention of Discrimination" has the most extensive regulation special powers of the CPD are defined in 1 law, 5 sub- legislative acts and one nonnormative act of the Council of Ministers, while within Policy Area 1 "Protection against Discrimination and ensuring equality " there is a regulation in 1 law and 1 sub-legislative acts .However, account should be taken of the fact that within Policy Area 1 PaDA, commits to the CPD to exercise control over the application of other laws governing equal treatment (Article 40 (2) of the PaDA), without explicit listing, which leads to uncertainty about the full scope of the powers within the that competence. It is advisable to carry out a detailed review of the national legislation with a view to identify acts and norms relating to equal treatment as a basis for supplementing and specifying the functions of the CPD in the Rules of the Structure and the Activities.

The aforementioned figures for the number of normative acts refer only to the main normative acts in which the special powers of the authority are outlined.

Other acts where the powers of the collective body or the chair of the Commission are further developed in relation to their technical implementation and are not the subject of this analysis (for example, internal rules of procedure before the CPD).

In connection with these circumstances, the purpose of the analysis is to clarify the extent to which the administration assisting the exercising of all the powers of the

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authority is structured in a way that adequately reflects the "sectoral profile" of the collective body - the CPD.

Classification of powers / functions of the authority on policy areas In accordance with the Unified Methodology for conducting a functional analysis and for the purpose of eventual finding of competencies, not typical for the CPD as an independent specialized state body, was used Classification of the Functions of Government (COFOG), given by the Organization for Economic Cooperation and Development (OECD) in the following categories:  Functions of sectoral policy - strategic planning, drafting of legislation, development of minimum standards, standards of analysis and assessment of sectoral policy, forecasting.  Functions for provision of services - providing of services to internal (other state bodies) or external (business, citizens, media, trade unions) clients;  Regulatory functions - Within the classification, regulatory functions include functions to verify and monitor compliance with the legal provisions. Similar functions are inherent to central executive authorities, as well as to specialized committees. Regulatory functions may also include issuing of licenses, certificates, issuing of permits, accreditation, inspections, financial audit.  Functions of coordination, supervision and control - coordination of relations between different authorities monitoring of the activities of accountable (subordinate) structures, supporting these structures for achieving their goals; Supportive functions - accounting, recordkeeping, human resources management, information systems, public relations, organizational infrastructure, staff training, efficacy analysis and audit management, secretarial services.The overall distribution of the special powers by type of the CPD functions is: Functions of sectoral policy 44%; Functions for provision of services – 4%; Regulatory functions -22%; Functions of coordination, supervision and control -15% and Supportive functions 15%).

The largest is the share of sectoral policy functions (12 functions, 44%), but mainly concentrated in Policy Area 2: Prevention of Discrimination (a total of 11 out of 12 functions of sector policy). Here, it should be noted that the functions that are defined as sectoral policies are categorized to some degree conditionally. In principle, in order to determine whether a body of authority conducts a comprehensive and complete sectoral policy it is necessary to include it legally at all stages of the implementation of the specific policy: the identifying of the problems (the public relations for state regulation); policy formation; developing of toolkits; decision making; execution;

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analysis and evaluation with a view to decision making for continuation, correction or suspension of the policy. In this sense, the CPD does not have the full set of powers to self-implement the sectoral policy in the field of prevention and protection against discrimination.

The functions that may be assigned to the sectoral policy category are the following: the functions of a consultative body with regard to the country's prevention policy; the review of legislation on compliance with the anti-discrimination rules; provision of competent opinions and participation in working groups on drafting of legislative acts, participation in advisory councils on social inclusion, ethnic issues, national human rights coordination mechanism, program monitoring committees, co-financed

by EU structural and investment funds and others, including the preparation of specialized analyzes and reports on issues related to the prevention and the protection against discrimination.

The second largest group of special powers are the regulatory functions (6 functions, 22%), which is a consequence of the specific competence of the CPD, related to the control over the compliance with the provisions of PaDA, including establishing and sanctioning of violations, control over the implementation of the decisions, the conciliation agreements and the coercive administrative measures.

Practically, the regulatory functions (verification and monitoring of compliance with legislation) most closely reflect the specificities of the CPD as a specialized independent state authority with jurisdictional powers in the field of protection against discrimination. It should be borne in mind that the percentage ratio which places the regulatory functions in second place does not necessarily reflect the actual functional load of the CPD. Their number, compared to the number of sectoral policy functions is smaller on the basis of simple calculation, as regulatory functions are represented in high-level regulatory acts. The specific activities carried out by the Commission in the anti-discrimination proceedings (for example, admissibility checks, regularity and fitness of the complaints and signals, actions in the inquiry procedure, in the hearing phase and other actions that take place on the basis of procedural rules defined in the law) are not included in the general calculation of regulatory functions, as they can not be defined as functions but as working processes.

The next group of special powers ate the functions fore coordination, control and supervision (4 functions, 15%) allocated equally between the two identified policy areas. This group includes specific functions related to the control of the CPD on the activities of other state bodies and municipalities, cooperation with other bodies as

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well as the coordinating role of the Commission for the implementation of international cooperation in the field of the anti-discrimination policy of the country.

The supportive functions that fall within the group of special powers (outside the typical functions of the general administration, such as accounting, record keeping, information systems, etc.) are 4 functions, 15%. Here fall the functions of keeping the public register of the issued and enforced decisions and the binding prescriptions of the Commission, the informing of the public through the media about the current provisions in the field of protection against discrimination, as well as the functions related to the elaboration of rules of procedure before the CPD and other internal rules, instructions and methodological instructions related to the operational and control activities of the CPD. Fewer are the service provision functions (1 function, 4%), which is related to the provision of independent legal assistance to victims of discrimination in the submission of complaints to the Commission.

Of the examined types of functions, half are assigned by sub-legislative acts (mainly RSACPD). This is due to the perception in the PaDA approach to refer to the RSACPD for additional functions and powers of the CPD. The distribution of the types of functions by policy area shows that the functions within Policy Area 1: protection against discrimination and ensuring of equality are most varied. In this area of policy, the CPD has functions in the field of sectoral policy, service provision, regulation, coordination, control and supervision and supporting functions. The largest is share of regulatory functions, which are concentrated only in this area.

Policy Area 2: Prevention of Discrimination consists essentially of sectoral policy functions complemented by 2 functions for coordination, control and supervision functions and 1 supporting function within the framework of the special powers of the authority.

The main share of supportive functions is concentrated in Policy Area 1: protection against discrimination and ensuring of equality. It should be noted as a good practice that the total number of supportive functions (not typical of the general administration) is not large, thus preserving the focus of the CPD's work on the core set of specific powers that are entrusted to it.

The drafted categorization of policy areas and typology by function can be used as a basis for possible changes in the organizational structure of the CPD administration.  Other authorities related to the same/related policy areas

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 Bellow are outlined theauthorities and other organizations that have substantial role in the implementation of the two main policy areas of the CPD.  Ombudsman of the Republic of Bulgaria - the Ombudsman is a body that advocates when acts or omissions affect or violate the rights and freedoms of citizens by the state and the municipal authorities and their administrations as well as by the persons entrusted with the provision of public services In its activity, the Ombudsman adopts and reviews complaints and signals of violations of rights and freedoms by the state and municipal authorities and their administrations, makes proposals and recommendations for the restoration of the violated rights and freedoms to the respective bodies, mediates between administrative bodies and the affected persons and recommends removing of the causes and conditions that create preconditions for violations of rights and freedoms;  Ministry of Labor and Social Policy - in connection with the implementation of the national policy on equality between men and women, as well as ensuring the equality of people with disabilities;  Ministry of Education - cooperation on ensuring equal access to education, including support for the development of sectoral strategies related to the integration of representatives of minority groups and disadvantaged people within the education system;  Ministry of Foreign Affairs - cooperation in the framework of activities of international organizations in which the Republic of Bulgaria is a member state;  National Council for Cooperation on Ethnic and Integration Issues at the Council of Ministers - CPD assists the National Council in proposing measures for the implementation of the national policy in the field of protection against ethnic discrimination (Article 3, item 9 of the Rules for Organization and Activities of the National Council on Ethnic and Integration Issues);  Ministry of the Interior - Ministry of Interior assists the CPD in the collection of evidence in the framework of the the proceedings under Section I of the PaDA (Article 57 (4)). Ministry of Regional Development and Public Works, “National Construction Control” Directorate and municipalities - in relation to the functions of providing accessible environment for the population and people with disabilities in accordance with the provisions of the Spatial Development Act and Ordinance № 4 from 01.07.2009 on the Design, Implementation and Maintenance of Buildings in accordance with the requirements of an accessible environment for the population, including people with disabilities.

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It should be noted that the order for organizing and implementing the cooperation and external communication links of the CPD with other authorities is extremely low in the framework of the RSACPD and there is no explicit regulation regarding the specific functions and the responsible units within the administration. Such gaps can lead to gaps and delays in the interaction process, which in turn hinders the implementation of the Commission's statutory powers. In this respect, it is necessary to develop a mechanism, including the areas, the specific functions and the responsible units, which carry out the interactions of the Commission with other authorities.

Evaluation of the quality of external communication and coordination links In the framework of the survey carried out, the heads of administrative units of the CPD assess the timeliness and the reliability of the communications and the coordination with the external administrations. A large number of employees (52.5%) are of the opinion that the timeliness and reliability of the CPD's external communication and coordination links are good, while 15% indicate that there are omissions, both in terms of reliability and timeliness. 12.5% of the respondents indicate shortcomings in terms of timeliness and 10% indicate that the term and the reliability are not at the required level, which creates prerequisites for poor fulfillment of the obligations as good (100%).

CONCLUSION The studies on the presented administrative structure aims at revealing the opportunities for optimization of the activities and the overall management. The goals are linked to the establishement of duplicate functions in the organization under study. The main tasks in the analysis are related to the display of the basic findings and conclusions for the strongest sides and the fields for improvement regarding the relevance, the effectiveness and the efficiency of the administration of the Commission for Protection against Discrimination in Bulgaria. The following areas are thoroughly and critically analyzed: relevance of the functions and efficiency of the activity.

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REFERENCES Commission for Protection against Discrimination of the Republic of Bulgaria: http://www.kzd-nondiscrimination.com/layout/.

Ivanov, I., Zhelezarov, I. (1997). Metodichni printsipi pri obuchenieto po upravlenie na kachestvoto v TU – Gabrovo /Methodological principles in quality management training in TU – Gabrovo/. AMTEH’97. Gabrovo, 1997, Napravlenie 2, 256-264.

Ivanov, I., Zhelezarov, I. (1998a). Otnosno kachestvoto na uchebniya protses vav visshite uchebni zavedeniya /The quality of the learning process in higher education institutions/. Yubileyna nauchna sesiya s mezhdunarodno uchastie – 120 godini ot sazdavaneto na VVOVU „Vasil Levski”, Veliko Tarnovo.

Ivanov, I., Zhelezarov, I. (1998b). Upravlenie na proekta - razrabotkata kato element ot sistemata za upravlenie na kachestvoto na VUZ / Project managemnt development as an element of the quality management system at HEI/.

Yubileyna nauchna sesiya s mezhdunarodno uchastie – 120 godini ot sazdavaneto na VVOVU „V. Levski”, Veliko Tarnovo.

Nikolov, I., Nemigenchev, I., Zhelezarov, I. (2002). Ein model des ausbildungsprozesses an der standards ISO 9000:2000. IWKM 2002/ Bildungsforum.

Mittweida, 29-33.

Terziev, V., Dzhumalieva, A., Parvanov, R. (2017). Efficient management as optimization of the organization. International Journal Scientific Papers.

Vol.20.3. GRAFOPROM – Bitola, IKM – Skopje.

Zhelezarov, I. (2001a). Izmervane iziskvaniyata i udovletvorenostta na klienta /Measuring requirements and customer satisfaction/. AMTEH 2001. Sozopol.

Tom 4, 99-104.

Zhelezarov, I. (2001b). Sistema za upravlenie na kachestvoto na TU – Gabrovo /Quality Management System of TU – Gabrovo/. Sbornik dokladi HІІ nauchnoprakticheska

natsionalna

konferentsiya

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mezhdunarodno

uchastie

„Kachestvoto za po-dobar zhivot’2001”. Sofiya, 76-81.

Zhelezarov, I. (2003). Dokumentirane na informatsiyata na universitetskite sistemi za upravlenie na kachestvoto /Documenting the information of university quality

management

systems/.

Informatsionen

byuletin

1.

Proekt

„Usavarshenstvane universitetskite sistemi za upravlenie na kachestvoto na obuchenieto”. Ruse, 82-110.

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Zhelezarov, I. (2004). Otnosno kolichestveno otsenyavane kachestvoto na obuchenie v Tehnicheski universitet – Gabrovo /Regarding quantitative evaluation of the quality of education at the Technical University of Gabrovo/. Nauchen simpozium „Metrologiya i metrologichno osiguryavane 2004”. Sozopol, 376-380.

Zhelezarov, I. (2005a). Analiz na dannite polucheni pri izmervane kachestvoto na obuchenie vav visshite tehnicheski uchilishta /Analysis of the data obtained in measuring the quality of education at higher technical schools/. Nauchen simpozium „Metrologiya i metrologichno osiguryavane 2005”. Sozopol, 331-334.

Zhelezarov, I. (2005b). Analiz na vliyaeshtite faktori na produkt, na bazata na rezultatite ot izmervaniya s malki izvadki /Analysis of product influence factors based on small sampling results/. AMTEH 2005. Ruse, 603-608.

Zhelezarov, I. (2005c). Metods for data processing from measurement and testing with small sample sizes. Radmi 2005. Vrnjacka banja, Serbia and Montenegro. 2005.

562-565.

Zhelezarov, I. (2006a). Izmervane na protsesite i produktite kato faktor za podobryavane na sistemite za upravlenie na kachestvoto /Measuring processes and products as a factor for improving quality management systems/.

Mashinostroene i elektrotehnika, broy 1/2006. Sofiya, 22-25.

Zhelezarov, I. (2006b). Normativna baza na universitetska sistema za upravlenie na kachestvoto /Regulatory basis of a university quality management system/.

Parva

natsionalna

nauchna

konferentsiya

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mezhdunarodno

uchastie

„Kachestvo na vissheto obrazovanie 2006”. Ruse, 2006.

Zhelezarov, I. (2008). Metodi za statistichesko upravlenie na protsesite /Methods of statistical process management/. UNITEH 2008. Gabrovo, ІІ476 – ІІ479.

Zhelezarov, I. (2009). Otsenyavane na sistemite za upravlenie na kachestvoto na visshite uchilishta /Evaluation of the quality management systems of higher education institutions/. Kachestvo na vissheto obrazovanie v Balgariya – Problemi i perspektivi 2009. Ruse.

Zhelezarov, I., Hristov, H. (2003). Quality management System – Faktor for successful accreditation of Higher Technical Institute. Radmi 2003. Herceg Novi, Serbia and Montenegro, 1140-1145.

Zhelezarov, I., Hristov, H. (2007). Integrated Management Systems. Radmi 2007.

Belgrade, Serbia.

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Zhelezarov, I., Nemichenchev, I., Markova, D., Kirov, K. (2007). Sistema upravleniya kachestvom v tehnicheskom universitete – Gabrovo /Quality Management System at the Technical University – Gabrovo/. Problemi inzhenernopedagogichnoe osviti. Harkov, 69-76.

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Volume 3 Journal of Innovations and Sustainability

Number 4 2017

Problems and Perspectives in Military Professional Education and Realization of Cadets in Bulgaria Vanya Banabakova1, Marin Georgiev Vasil Levski National Military University – Veliko Tarnovo, Bulgaria Abstract The military professional forming of cadets is in the core of the mission of Vasil Levski National Military University - Bulgaria and of the training process. Despite of this, the efforts not always achieve the desired results during the training of each cadet. All these require the military professional realization of the cadets to be subjected to an overall and profound analysis and on that base to find out the achievements, to reveal the weaknesses and difficulties of the process, to identify the reasons for them and to outline the directions and means for its improvement.

Key words: military training, training of cadets.

INTRODUCTION The goal of the military professional realization of the cadets results from the mission of Vasil Levski National Military University. In the light of its contents it represents a developing in the cadets of the basic military professional competences and abilities of the Commander. The academic training at Vasil Levski National Military University builds the fundamental military professional abilities of the commander in the prevailing part of the graduates. Part of the graduating officers adapt more difficult to the environment of the military units, they are not capable enough of working together with the subordinated personnel and don’t demonstrate the needed

1

Corresponding author: Prof. Vanya Banabakova, Ph.D.

E-mail: v.banabakova@abv.bg

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independency, activity and persistence during the execution of the assigned duties.

Although, that in the last few years the military professional realization of the Cadets is the core of their training, the made efforts not always achieve the desired results during the training of each cadet for a versatile Commander.

All these require the military professional realization of the cadets to be subjected to an overall and profound analysis and on that base to find out the achievements, to reveal the weaknesses and difficulties of the process, to identify the reasons for them and to outline the directions and means for its improvement.

NATURE

AND

STRUCTURE

OF

MILITARY

PROFESSIONAL

COMPETENCES The military professional capabilities of the officer represent a specific reflection of the structure and of the contents of his activity. As we know, it can be reduced to the performance of the following functions: organizer, leader, educator, military specialist, Head of the daily military life. These functions are connected with each other and complement and support each other while performing the tasks, assigned to the Commanders. A special place among them occupies the organizational function. It represents the main contents of all the rest, ensuring their qualitative performance. Its importance increases rapidly under the modern circumstances (Terziev & Nichev, 2017g).

The professional capabilities represent such a totality of individual mental qualities of the person, which determines the successful learning, performance and improvement of the particular activity. The successful learning of knowledge, habits and competences and the building of a Commanders’ mastery depend on the capabilities. On entering Vasil Levski National Military University the young people usually possess only potential capabilities for the performance of the military professional work. These are features of their personality, which had been developed during their former viable activity. Certain inborn prerequisites have a share in this development. They can have both favorable and negative influence on the learning and performance of a particular work.

Gradually during their life and in the process of their training at the Military University the potential capabilities are transforming into actual military professional competences. But they are being upgraded, manifested and developed, depending on the ability of the academic staff to model the conditions of the officer’s work and to engage the Cadet to participate actively in the work.

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The military professional activity is determined by a range of military professional qualities and competences. The target qualities (motives, affiliations, ideals, interests, leanings, self-esteem) determine the military professional inclination of the Cadet, while the preparedness, including: knowledge, habits and competences, is a necessary condition for the performance of the work.

The combat competences represent capabilities of the brain, of the emotions and of the will. In combination with the organization abilities they guarantee the successful battle guidance. They are being displayed in an analytical-synthetic kind of thinking; in rapid orientation; operability and flexibility of thinking; in ability to capture the trend for change of the situation; in foresight; in combination of courage of thinking and risk with prudence; in sense of the location, time and dynamic of the battle; in preparedness to take a personal responsibility. They comprise also such will qualities, as: purposefulness, persistency and determination, courage and self-control, independency and sense of initiative (Zhelezarov, 2003).

The special military competences are particular for each speciality and are reflected in the qualification characteristics and study plans of each speciality (Nichev, 2017).

The military educational capabilities include constructive, organization and communicative skills. These skills are based on an educational leaning of the watchfulness, imagination and thinking; on the pedagogical tact and rigour; on the ability to link the study materials with real life and practice; on consistency, convincingness and figurativeness of the speech and also on a number of specific qualities, representing elements of the pedagogical technique.

The organization skills are being specific only for the organization work. They include: specific watchfulness, practical organizational thinking, psychological tact, emotional and cognitive steadiness, rigour and leaning to organizational activity (Zhelezarov, 2009).

The common qualities (discipline, organization, communicativeness, efficiency etc.) make another very important condition for a successful officer’s work. They are called “common”, because they are related to the performance of each function of the work.

The conditions of the contemporary battle and the training of the military personnel for it require from the Commander also such physical abilities as: strength, steadfastness, fastness, agility and flexibility (Zhelezarov, 2005).

During the process of the officer’s practical activity all these qualities and abilities complement and determine one other, affect each other thus developing and readjusting. Depending on the contents and the specific features of the speciality,

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some of them become more important, occupying a leading position, while others step backward (Terziev &Nichev, 2017b; Terziev &Nichev, 2017g).

ORIENTATION OF THE WORK OF THE ACADEMIC STAFF FOR THE ACQUISITION OF MILITARY PROFESSIONAL CAPABILITIES IN CADETS The formation of military professional capabilities in the Cadets is a complicated, extensive and controversial process, which is implemented in a particular social environment and depends on multiple factors.

A defining factor of the social building up of the cadet is the socio-political environment with its social relations, ethic and morality. It has influence on the Cadet and determines his leaning and his military professional activity according to motives, means and methods.

The socio-political environment affects the Cadets directly and by means of its military organization – the Army. Their influence, normally, is being mediated by the so called “microenvironment” – National Military University, military unit or family.

The main position among the components of the microenvironment is occupied by the National Military University. It represents a sort of barrier, which breaks the influences, coming from outside (making some of them stronger, others – weaker or neutralized, or transforming others, or becoming a source of others).

Main components of the military educational environment, which take the defining place in the military professional building of the Cadets, are: the educational process, the activities, resulting from the daily regime, and the military-patriotic work.

The primary team – the platoon or the class detachment, which is manifested as a special socio-psychological group, regulating the behavior and the activity of the Cadet, occupies a special position in the military-educational environment. In the process of the military professional building it takes a special place, including it into definite military functional and personal relations by means of the taken roles. Among them the most important are both: the role of the military chain of command – commander or manager and in the interpersonal relations – leader or captain.

Precisely these roles determine the ways of interaction or communication of the cadet, hence, his opportunities to be built up as an officer (Terziev & Nichev, 2017a).

In the process of mastering of each of the roles, the primary team affects strongly its members. It determines to a great extent their approach to the military profession, the learning process and to the occupied role, the ideals and the life aspirations and

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this way determines, what the group expects from the cadet, consequently the mechanism of self-control.

Determinant however is not the role of the team as a whole, but of the so called “reference� (sample) group or persons, with whose conceptions or actions the person aspires to harmonize his own behavior.

The most important role among the factors of the military educational environment has the military pedagogical team. Its main function is to transform the demands, which are expected from the cadets, into demands of the person from himself. For this specific purpose, the team directs and connects all the rest factors into elements of the common educational system, characterized by a deliberate and purposeful kind of educational process (Ivanov & Zhelezarov, 1998).

IMPROVEMENT OF THE PROCESS OF ACQUISITION OF MILITARY PROFESSIONAL COMPETENCES DURING THE EDUCATIONAL PROCESS The educational process is the main source of knowledge for the Cadets, a base for forming and developing of their personality, for stimulation of the self-education. The analyses of the military professional forming of the cadets during the study process has shown, that certain success has been achieved in the rational utilization of particular subject disciplines and kinds of training classes. These are foremost the tactical, the special tactic and the all-army disciplines.

The general educational disciplines possess great opportunities for the development of the cognitive and emotional-volitional processes, of the psychomotorik, of the speech and of the practical purposefulness of thinking. It relates to the fundament for the origin of these qualities, which represent a potential basis of the military professional capabilities and competences. Without such disciplines the modern officer would not be able to obtain a creative, independent and critical professional thinking.

The complete utilization of these disciplines for the military professional forming of the Cadet requires: participation of each cadet into an active intellectual and practical work during the whole process of the lesson; systematic and daily practical training and persuasion of the Cadets, that each of the disciplines has been studied not only in order to broaden their knowledge, but also for the sake of their future work, and that all studied subjects must become means of action and research; utilization of the practical classes not only as an illustration of the theoretical concepts, but as a source of knowledge and especially as a sphere of their implementation; the

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implementation of knowledge must have a creative character and to be connected with the future activity; a special attention must be paid to the development of the speech abilities of the cadets (Terziev & Nichev, 2017d).

The realization of these demands improves the opportunities also of the profile disciplines.

Improvement of the process of acquisition of military professional capabilities during the traineeship and practice Terziev and Nichev share the opinion, that in the traineeship and the practice as an integral, but specific part of the educational process possess their own peculiarities during the military professional forming of the Cadets. They provide the cadets the opportunity to get familiar directly through observation and personal participation with the life organization in the military units and with the complicated and versatile work of the Commanders. The Cadets have the chance to exercise to solve different tasks at the real situation of the military service. The life in the military units gives the cadets the opportunity to be convinced in the significance of the organization, of the discipline and especially of the personal capabilities of the Commander (Terziev & Nichev, 2017f; Terziev & Nichev, 2017a; Terziev & Nichev, 2017g).

The complete implementation of the capacities of the practice regarding the military professional forming of the Cadets requires: high grade and complete coordination concerning the practice; linking the assignment with the tasks of the military unit and its subordination to the military professional forming of the Cadet. It’s necessary to consider the practice to be the highest level of this process and to guarantee the needed personal interest of the Unit Commanders for the adequate and qualitative implementation of the practice assignments. From this point of view, it’s purposeful to improve categorically the control over the practice of the National Military University (Terziev & Nichev, 2017f). Also high finicality and impartiality are needed for the evaluation of the Cadets’ work during the practice.

Improvement of the process of acquisition of military professional capabilities for the activities resulting from the daily regime at the national military university In the military service there is no single act, which wouldn’t play any educational role and in case of a particular pedagogical management wouldn’t facilitate for the forming

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of the needed personality. In this respect, the regime of Vasil Levski National Military University and the resulting activities of the cadets is an irreplaceable practical school for the verification and the forming of their military professional qualities.

The daily regime at the National Military University provides opportunities for the habituation of such capabilities as: organization, discipline and high culture of behavior. A special attention must be paid to the performance of the duties of the non-commissioned commanders and the obligations of the officials of the twentyfour-hour duty detail (Terziev, Nichev, 2017c; Terziev & Nichev, 2017d).

The rational utilization of the daily regime for the perfection of the military professional forming of the Cadets requires: the elaboration of a carefully considered system for the transition of the Cadets through the main posts, resulting from the University regime; during the performance of each position the cadets must learn the rules for its implementation; the demonstrated by the Cadets abilities at these posts and the attitude of the Cadets to the posts must be periodically discussed; the cadet has to be deliberately stimulated at his commander work in order to improve his personal organization, discipline and culture of behavior, taking into account his individual specific features; training of the cadets for means and ways of selfeducation; increasing the requirements for the finicality of the command-teaching staff and especially regarding its personal model.

Improvement of the process of acquisition of military professional capabilities at the social activity The character of the social activity allows such moral qualities to appear, to be formed and developed in the process of its performance, as: team spirit, sense of social responsibility, criticism and self-criticism, aspiration for self-perfection etc. Along with this it facilitates the development of organizational skills in the cadets (Nichev, 2017). All this facts show, that the social activity is not just one of the spheres, where the cadet is built up as an officer, but also is such an environment, outside which this forming could not be complete.

SELF-EDUCATION OF THE CADET AS AN OFFICER The revealing of the process of forming military professional qualities in the cadets can’t be complete without evaluating their own role for the process. The attitude of

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the person towards his own progress is one of the topical problems of the contemporary pedagogic.

The self-education is treated as means of assisting and supplementing the education, as motive power for the development of the person and as a necessary way for the versatile development, as the highest degree of participation in one’s progress, as eminence of self-recognition, as growth of the independency and of the selfeducational progress etc. All these definitions reveal its essence and its extraordinary role as a forming factor form different sides. That’s why the versatile pedagogic activity of the command-teaching staff affects in so far as it facilitates the deliberate and active work of the cadets aimed on their own perfection. This way, the selfeducation, its scope and its level are peculiar indicators of the education effectiveness.

Nichev and Terziev emphasize, that the improvement of the military professional forming of the cadets, it’s not purposeful to neglect the deliberate utilization of such a powerful factor as the self-education. It’s an exceptional way of compensating the weakness of the individual educational work. A number of lecturers couldn’t be able to hold a successful educational activity, if the cadets were not facilitating the process, implementing alone their capabilities (Terziev & Nichev, 2017c; Terziev & Nichev, 2017d; Terziev & Nichev, 2017e).

It’s necessary, along with increasing the role of the organizational and educational work of the lecturer, also to facilitate the cadets in their real self-evaluation of their own capabilities. There exist different ways of activating their discontent at the achieved progress level and their aspiration for self-perfection.

It’s of special importance to orientate and to facilitate the cadets for the selfevaluation of their personal organization of the self-education. Special attention must be paid to the stimuli, to the gradual and durable recognition of those stimuli, which are of public significance.

PLANNING

AND

REPORTING

OF

THE

MILITARY

PROFESSIONAL

BUILDING UP OF CADETS The military professional forming of the cadets needs no special planning, because is being implemented at an organic integrity with the remaining tasks, being solved by the educative work at the NMU. This means in no way, that it’s being implemented by itself in the process of solving other tasks. It’s necessary to pay a special attention to the military professional forming of the cadets, whereby its goals and organization

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are reflected into the study programs, in the curricula, in the practice, in the educational and further initiatives.

In order to make the process of the military professional forming more effective, it must be manageable. Without a particular impartial evaluation of the results of that management process as a deliberate and purposeful activity, it can’t be discussed.

That’s why the question about the studying, the evaluating and the reporting of the military professional qualities attains a special significance.

CONCLUSION The achieving of the goal for an even more complete military professional forming of the cadets demands to orientate the educational activity to the following main directions: First, increasing the effectiveness of the military professional forming, through the complete utilization of the opportunities of all components of the social environment, of all its factors, specific stimuli and means; a special attention must be paid to the development of the training and material facilities and its subordination to this forming.

Second, increasing the educational role of the academic staff, increasing the role of the personal model sample and perfection of the special preparedness in the sphere of the military professional forming, evaluating and reporting.

Third, stimulating and facilitating the self-education of the military professional qualities in the cadets.

Fourth, linking all directions, conditions and factors of the military professional forming into an integral, purposeful educational system, having influence on the cadets during the whole process of training at the „Vassil Levski” National Military University.

REFERENCES Ivanov, I., Zhelezarov, I. (1998). Otnosno kachestvoto na uchebniya protses vav visshite uchebni zavedeniya /The quality of the learning process in higher education institutions/. Yubileyna nauchna sesiya s mezhdunarodno uchastie – 120 godini ot sazdavaneto na VVOVU „Vasil Levski”.

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Nichev, N. (2017). Research on the Preparation and Professional Realisation of Newly Appointed Logistics Officers. The 23rd International conference KnowledgeBased Organization, 399-404.

Terziev, V. Nichev, N. (2017a). Research of the value orientation and structural peculiarities of management activities of cadets in the course of military professional training. Language and Education, Issue 6 (2). Volume 31, 682-694.

Terziev, V., Nichev, N. (2017b). Analysis of the Environment for Military Educational System Functioning and Its Impact on the Preparation of Cadets for Military Professional

Activities

in

the

Republic

of

Bulgaria.

Proceedings

of

4th International Conference on Education, Social Sciences and Humanities, 627-630.

Terziev, V., Nichev, N. (2017c). Research of the communication and organization management competences of the cadets during their military professional training. 3rd International Conference on Advanced Research in Business and Social Sciences Langkawi, 447-451.

Terziev, V., Nichev, N. (2017d). Research of the motivation for management activities of cadets in the course of their military professional training. Proceedings of the VII International Academic Congress „Fundamental and Applied Studies in EU and CIS Countries”, 659-670.

Terziev, V., Nichev, N. (2017e). Research of the motivation for management activities of cadets in the course of their military professional training. Language and Education, Issue 6 (2). Volume 31, 695-706.

Terziev, V., Nichev, N. (2017f). Research of the value orientation and structural peculiarities of management activities of cadets in the course of military professional training. Proceedings of the VII International Academic Congress “Fundamental and Applied Studies in EU and CIS Countries”, 646-658.

Terziev, V., Nichev, N. (2017g). Some Aspects on Forming Preparedness of Logistics Military Officers for Management Activities. Proceedings of 4th International Conference on Education, 631-635.

Zhelezarov, I. (2003). Dokumentirane na informatsiyata na universitetskite sistemi za upravlenie na kachestvoto /Documenting the information of university quality

management

systems/.

Informatsionen

byuletin

1.

Proekt

„Usavarshenstvane universitetskite sistemi za upravlenie na kachestvoto na obuchenieto”. Ruse, 82-110.

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Zhelezarov, I. (2005). Sistema za izmervane i upravlenie na kachestvoto na obuchenie vav visshite tehnicheski uchilishta /System for measurement and management of the quality of education at higher technical schools/. Avtoreferat na disertatsiya za poluchavane na obrazovatelna i nauchna stepen „Doktor”.

Zhelezarov, I. (2009). Otsenyavane na sistemite za upravlenie na kachestvoto na visshite uchilishta /Evaluation of the quality management systems of higher education institutions/. „Kachestvo na vissheto obrazovanie v Balgariya – Problemi i perspektivi 2009”. Ruse.

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