The power of Knowledge

Moč Znanja The Power of Knowledge

Je odgovornost naša Responsibility: vrednota ali dolžnost? Our Value or Duty?

Life Learning Academia | www.llacademia.com | No. 3 - Oktober / October 2016

Prva beseda | First Word

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Odgovornost in povezovanje Responsibility and networking

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anes vse več organizacij v svoje koncepte delovanja vpleta družbeno odgovornost. Kaj to sploh je? Družbena odgovornost pomeni skupek odgovornosti - do sodelavcev, do okolja, do skupnosti, do deležnikov in proizvodov ali do storitev.

Kako se to odslikava navzven in kako nam to daje konkurenčno prednost?

Zavedanje, da smo bili nekoč energije, ki so živele v raju in so delovale iz srca, je dovolj zgovorno dejstvo. Kaj se je takrat dogajalo? Ljudje smo delovali iz srca. Tudi danes, ko nekaj naredimo iz srca, nam to daje občutek popolnosti, ki ga težko opišemo - še najbližje je »notranje zadovoljstvo«, ko smo s svojim dejanjem pomagali nekomu ali neki skupnosti, ekipi, ... da se je lahko zgodilo nekaj, kar je dobro za nas vse.

Kaj želimo biti? Kaj je tisto, kar nas osrečuje in kaj delamo zgolj za ekonomski učinek? Kaj nam daje zadovoljstvo in kaj učinkovito rešuje svet? To kar želimo biti, naj nas izpopolnjuje in naj navdihuje tudi ostale deležnike, da nam bodo lahko sledili. S tem izboljšujemo svet in življenja posameznikov.

Mar res delujemo tako? Rezultati kažejo, da so nas ekonomski vplivi že tako omrežili, da delamo večinoma za boljše finančne rezultate, ne glede na to, koliko morajo zato delati sodelavci, kakšen je njihov delovni proces in ne glede na to, kaj ponujamo. Vse prevečkrat je pomembno, da nekaj prodamo in dosežemo pozitivne številke. To si štejemo kot dober rezultat.

V pomanjkanju časa pozabljamo na okolico in potlačimo notranje želje, le da bi dosegli cilj, ki prinaša dobiček. Če se osredotočimo na naše notranje želje, začnemo delovati tako, da imamo ob opravljenem delu občutek popolnosti. Pri tem občutimo notranje zadovoljstvo, ki ga začutijo tudi drugi. S tem smo izklopili razum, ki nas vse prevečkrat egoistično usmerja in dali prednost srcu.

Ob srčnem delovanju nas okolica in sodelavci upoštevajo, saj smo lahko povsem odkriti, ponujamo rešitve, delimo informacije. S svojim dejanjem pritegnemo tudi ljudi v svoji okolici, da delujejo v tej smeri. Tovrstno delovanje daje pozitivne učinke v kolektivnih odnosih in izboljšuje klimo v organizaciji, v kateri delamo.

Mar ni to konkurenčna prednost? Sodelavci so največji kapital organizacije.

Kako jih bomo povezali in skupaj delali dobro, je rešitev, ki je nikakor ne smemo prezreti. To je v dobro organizacije, v dobro vseh, ki delajo v njej in posledično v dobro vseh. Ker je večina organizacij globalno usmerjenih, je to tudi vodilo za rešitev na ravni sveta. Pa to nalogo res vedno opravimo?

Naj bo to iztočnica za prihodnost, naj bo čimveč dnevov, pri katerihsi ob koncu rečemo; »Danes je bilo to To in tako bi moralo biti vedno.« Želim vam srečno pri doseganju konkurenčne prednosti z dobrim in iz srca. 

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oday, more and more organisations have social responsibility incorporated into their concept of operation.

But what actually is this? The answer is that it is a responsibility towards co-workers, environment, community, shareholders and products or services.

How it is seen from the outside and how it gives us competitive advantage? The awareness that we used to be energies that lived in paradise and worked from their heart is a fact that speaks for itself. What was happening then? People worked from their hearts. Even today, when we do something form our heart, it gives us a feeling of completeness that is hard to describe (inner satisfaction). Our action helped someone or some group, a team … that resulted in something that is good for all of us. A question occurs here, which we often ask ourselves. What do we want to be? What makes us happy and what do we do with the economic effect, which gives satisfaction and efficient solution for the world? What we want to be should complete us and also inspire other shareholders to follow us. We can improve the world and individual lives with this.

Do we really work this way? Results show that economic influences have seduced us so much that all we do is for better financial results, no matter how much our co-workers have to work because of it, how they work it and no matter what we provide. All too often, it is important that something is sold and this later reflects in positive numbers. We count this as a good result. In our lack of time we forget about the surroundings and suppress our inner desires just to reach the goal that brings profit.

If we focus on our inner desires, then we work in a way that completed work gives us a feeling of completion and inner satisfaction, which other can feel and thus follow us. Thus we turned off our sense, which all too often egotistically directs us, and gave priority to the heart. When working from the heart, our surroundings and co-workers comply with us, because we are honest, offer solutions, give information. Our actions attract others, who work in this direction. This type of work has positive results in collective relationships and improves the atmosphere in the organisation where we work. Is this not competitive advantage? Coworkers are often the biggest capital of an organisation. How to connect them and work together well is a solution we must by no means not ignore. It is for the good of the organisation, all that work in it, and its other shareholders. Since most organisations are globally oriented, this is also a guideline for solutions on a global scale. Let this be a cue for the future and the question that we answer at the end of the day: “Yes, this was it today, and it should always be like this.” I wish you luck with achieving competitive advantage with good and from the heart. 

Marjetka Kastner, direktorica LLA in glavna urednica General Manager of LLA and Editor-in-Chief Life Learning Academia Moč Znanja | Power of Knowledge

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Vrednote | Values

Družbena odgo­vornost podjetij Corporate social responsibility

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tudije kažejo, da si družbeno odgovornost podjetja razlagamo vsak po svoje. O tem, kakšna je na tem področju slovenska in tuja praksa, smo se nedavno pogovarjali z Dr. Dušano Findeisen, predstojnico Inštituta za raziskovanje in razvoj izobraževanja pri Slovenski univerzi za tretje življenjsko obdobje in avtorico dela Medžment v nevladnih organizacijah. Svoje razmišljanje je strnila v spodnjem sestavku.

Kaj je družbena odgovornost podjetja?

V očeh mnogih je družbena odgovornost svobodno, prostovoljno delovanje podjetja. Podjetja ne glede na pravno prisilo in pravila prepoznajo, da so odgovorna do svojih zaposlenih, naročnikov, strank, dobaviteljev in vseh drugih, s katerimi se povezujejo v svoji dejavnosti.

Zato podjetja razvijejo politike, strategije, pobude – družbene, socialne in okoljske –, s katerimi izražajo svoj odgovoren odnos. Seveda tudi država igra svojo vlogo pri oblikovanju družbene odgovornosti.

Družbena odgovornost podjetja nikakor ni nov pojem. Lahko jo povezujemo z etiko, ki so jo poznali nekoč, denimo obrtniki, ki so morali biti delovni, pošteni, spoštovati so morali pravila obnašanja do strank, varovati stanovske skrivnosti, imeti poklicne kriterije in norme in podobno. Lahko jo povezujemo tudi s pojmom »noblesse oblige« iz srednjega veka, ko je Cerkev narekovala, da mora biti aristokracija radodarna, spoštljiva, vljudna … Današnja družbena odgovornost je pognala korenine tako v filantropiji kot v menedžmentu podjetij.

Poleg državnih organov imajo danes tudi podjetja pomembno vlogo pri ohranjanju skupnega, javnega dobrega. Gibanje družbene odgovornosti, ki se je razvilo v zadnjih desetletjih, narekuje podjetjem, da svoje ekonomske cilje povežejo z okoljskimi in družbenimi, da branijo skupno dobro, na kar jih navaja tudi »public pedagogy« oz. pedagogika skupnega dobrega. Danes vse bolj opozarjajo na to, da imajo podjetja dolg do družbe in okolja. Kriza, ki je izbruhnila leta 2008, narekuje ponovno regulacijo družbene odgovornosti na nadnacionalni in nacionalni ravni, družbene odgovornosti, ki je bila dotlej razmeroma svobodna.

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esults of studies show that we tend to have different views on what corporate social responsibility is. During a short conversation with Dr. Dušana Findeisen, Head of the Institute for research and development of education within the Slovenian Third Age University, we discussed what corporate social responsibility is, how it is being developed in Slovenia and which foreign practices can we use as examples. Her thoughts, in brief, are presented below.

What is corporate social responsibility?

In the eyes of many people, corporate social responsibility is the free, voluntary operation of a company. Regardless of legal constraints or rules, companies recognize that they hold a responsibility towards their employees, clients, suppliers and everyone else whom they work with. For this reason companies develop policies, strategies, initiatives – corporate, social and environmental – to express their responsible attitude. The state, of course, plays its role in the development of corporate social responsibility.

Corporate social responsibility is not a new concept, by far. It can be connected with ethics which were known in the past. For example, craftsmen had to be diligent, honest, and they had to obey the rules of behaviour to customers, protect the secrets of their profession and their peers, have professional criteria and norms and similar. It can be connected with the medieval “noblesse oblige” concept, when the Church dictated that the aristocracy had to be generous, respectful, polite…

Today’s social responsibility has rooted itself in both the philanthropy and management of companies.

In addition to state authorities, companies today play an important role in maintaining the common, public welfare. The social responsibility movement, which was developed in the previous decades, dictates companies to connect their economic objectives with environmental and social objectives, while defending the common welfare, which is also promoted by the public pedagogy. Nowadays, it is being increasingly pointed out that companies have a debt to society and the environment.

The financial crisis that started in 2008 dictated a new regulation of social responsibility at the supranational and national levels, a new regulation of social responsibility that was relatively free until then.

Socially responsible behaviour is becoming important for public authorities, companies, and as of recently even for the mafia. We could say that the corporate social responsibility is what makes society stronger and more sustainable.

Dr. DUŠANA FINDEISEN Dušana Findeisen je trenutno predstojnica Inštituta za raziskovanje in razvoj izobraževanja znotraj Slovenske univerze za tretje življenjsko obdobje.

Dušana Findeisen is currently Head of the Institute for research and development of education within the Slovenian Third Age. University.

Vrednote | Values

Družbeno odgovorno obnašanje postaja pomembno za javne organe, podjetja in nedavno je postalo pomembno celo mafiji.

Lahko bi dejali, da je družbena odgovornost podjetij nekaj, kar naredi družbo trdnejšo in trajnostno.

Družbena odgovornost podjetja se prične v odnosu do zaposlenih Ko smo na Slovenski univerzi za tretje življenjsko obdobje delali raziskavo o tem, kaj bi pravkar upokojene zadržalo na delovnem mestu, smo na vzorcu 471 vprašanih dobili odgovor »plačilo« manj kot desetkrat. Vsi vprašani so poudarili, da bi jih na delovnem mestu zadržali predvsem boljši odnosi: če bila upoštevana njihova osebna kultura, če bi bile upoštevane njihove norme in pričakovanja, če bi se lahko izobraževali, če bi bil priznan njihov prispevek, če bi si zaposleni lahko darovali znanje in zmožnosti in bi darovanje bilo spoštovano in cenjeno.

Vse to vpliva na zaposlene, ustvarja ugodne psihološke situacije in krepi izmenjave med zaposlenimi, ki niso zgolj delovne narave. Že Frederick Winslow Taylor, oče taylorizma oziroma »sistema nalog«, je razmišljal, da blagostanje zaposlenega ne pomeni samo dobre plače, marveč tudi to, da ta lahko kar se da razvije svoje sposobnosti in jih tudi uporabi pri delu, ki takšne sposobnosti zahteva. Taylorja zanima produktivnost na delovnem mestu, pozabi pa na ustvarjanje psiholoških odnosov na delovnem mestu, ki seveda tudi prispevajo k večanju produktivnosti. D. Reynaud pa že okrog leta 1960 opozori, da so zaposleni žejni neformalnih odnosov, da organizacija odnosov v kateri koli organizaciji ne more biti podrejena le zapovedim za doseganje učinkovitosti. Odnosi se tkejo ob delu, izobraževanju, darovanju.

Francoska podjetja morajo predložiti »družbeno bilanco« V francoskem pravnem sistemu so podjetjem naložene različne obveznosti v povezavi s kakovostjo življenja v podjetju. Dovolj je, da se odpravimo v tovarno Renault v Novo mesto, da spoznamo, kako resne zahteve so to. Kaj torej vsebuje družbena bilanca podjetja? Priprava tovrstne bilance zahteva analizo številnih podatkov, kot so sistemizacija in struktura delovnih mest, plače, zdravstvene razmere, varnostni ukrepi, delovne okoliščine, delovna razmerja, socialno-varstvene okoliščine zaposlenih, izobraževanje in druge, ki vplivajo na življenje v podjetju. Tako je družbena bilanca pripomoček za analizo družbenih razmerij zaposlenih, ki prinaša celosten pogled na spremembe, ki jih je podjetje doživelo v zadnjih treh letih. Tovrstna bilanca tudi pomaga prepoznati področja, kjer so potrebne izboljšave, in nakaže, kaj bo treba v prihodnje storiti.

Socialni partnerji radi posežejo po družbeni bilanci podjetja.

In kdo ima vpogled v družbeno bilanco podjetja? Delovni inšpektorji in računsko sodišče pregledajo verodostojnost podatkov, ki jih predloži podjetje. Toda dokončno podobo družbeni bilanci da upravni odbor podjetja. Pregleda jo in poda svoje mnenje v roku največ štirih mesecev po zaključku finančnega leta. Če tega ne stori v predpisanem roku, lahko direktorja tudi oglobijo.

Družbena bilanca podjetja je resna stvar, ni igra. Poleg upravnega odbora podjetja družbeno bilanco pregledajo tudi predstavniki sindikata. Sindikate pa v Franciji tradicionalno spoštujejo in imajo še vedno dokaj veliko moč. Tudi delničarji prejmejo družbeno bilanco.

Družbena bilanca pokaže tudi, ali podjetje je odgovorno ali ne. 

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Corporate social responsibility starts in the relationship towards employees When we, at the Slovenian Third Age University, conducted a study about what kept new retirees at their previous jobs, a sample of 471 people who were questioned showed the answer “payment” less than ten times. All those who were questioned emphasized that it was better relations that would keep them at their jobs, which meant that their personal culture, their norms and expectations were taken into consideration, and that they would be able to further educate themselves, that their contribution was recognized, that employees could donate knowledge and skills and that such a donation would be respected and appreciated. All this affected employees, created good psychological situations, and strengthened exchanges between employees that do not relate just to work. It was Frederick Winslow Taylor, the father of Taylorism or the “system of tasks”, who believed that the welfare of an employee does not represent merely good wages, but also that such an employee could develop his or her skills to the maximum and use them in the job that requires such skills. Taylor was interested in productivity at the workplace, but he did not think about the creation of psychological relationships at the workplace, which of course help to increase productivity. D. Reynaud pointed out in around 1960 that employees longed for informal relationships and that the organization of relationships in any organization cannot be governed merely by commands for achieving effectiveness. Relationships are established at work and while giving and receiving education.

French companies are obliged to submit the “social balance sheet” Under the French legal system, companies have various obligations connected to the quality of life in a company, which they must fulfil. We do not have to go far to see this. Just think about Renault in Novo mesto, Slovenia, and you can see how serious such obligations are. What does the social balance sheet of a company include? The preparation of such a balance sheet requires the analysis of numerous data such as the systematization and structure of job positions, salaries, health conditions, safety precautions, work conditions, work relationships, social protection conditions of employees, education and others that affect the life in a company. The social balance sheet is thus a tool for the analysis of social relationships among employees, delivering a comprehensive view on the changes that the company has undergone in the last three years.

Such a balance sheet also helps to identify the areas for improvement and shows what needs to be done in the future. Social partners are in favour of the social balance sheet of a company.

Who has access to the social balance sheet of a company?

Labour inspectors and the court of auditors review the credibility of the data submitted by a company. But it is the management board of a company that gives the social balance its final image. It reviews it and gives its opinion within four months after the end of the financial year. If this is not done within the determined deadline, the director of such company can be fined.

The social balance sheet of a company is a serious thing, not a game. In addition to the management board of a company, the social balance sheet is reviewed by the representatives of a trade union. Trade unions in France are traditionally respected and are still relatively strong. Shareholders receive the social balance sheet, which also shows if a company is responsible or not. 

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Posebni gost | Special guest

Dr. Akkan Suver

karizmatični povezovalec the most Charismatic facilitator

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Večina ljudi vas pozna kot predsednika in osebo številka ena ustanove Marmara Group Foundation. Kako dolgo že opravljate to funkcijo in kaj je osnovni namen ustanove (da bralci dobijo sliko o konceptu)?

Most people know you as the president and number one person of the Marmara Group Foundation. How long have you been performing this function and what is the basic purpose of the Foundation (to shed some light on the concept for the readers)?

jegova ekscelenca dr. Akkan Suver je obiskal Slovenijo s svojo ženo Murgan Suver. V veliko čast nam je bilo gostiti tako pomembno in karizmatično osebo, ki povezuje posameznike in organizacije iz različnih držav, vse od Istanbula do Dunaja.

Ideja v našem času narekuje spoštovanje vidikov vsakega izmed nas. Če in le če bi vsi poznali omejitve svojega mnenja in se naučili poiskati resnico v množici raznoraznih vidikov, bi our thought life today would get away from its simplicity.

Pred razvojem tehnologije so bili ljudje tako naivni, da so verjeli vsemu in bili zadovoljni z vsem, kar so slišali. Danes pa ljudje iščejo stvari, ki so jim blizu. Prek filozofije, bistvenih in moralnih informacij, estetike, ideologij in politik svet išče merilo, ki ga bo popeljal do odrešitelja; harmonijo in uravnoteženost.

Središče omenjenega iskanja je ustanova Marmara Group Foundation. Že 18 let sem predsednik ustanove Marmara Group Foundation, ki predstavlja gibanje turške civilne družbe, namenjeno vzpostavitvi miru in dialoga.

Misija ustanove Marmara Group Strategic and Social Research Foundation je razmišljati in razpravljati o turških težavah z vidika gospodarstva, demokracije in varnosti ter z javnostjo deliti ideje z namenom, da najdemo racionalne in znanstvene rešitve.

V tej smeri ustanova Marmara Group Foundation opravlja raziskave in izvaja projekte z Bližnjim vzhodom, Balkanom, evrazijskimi državami in državnimi ter mednarodnimi možganskimi trusti.

Za pospeševanje gospodarskega in demokratičnega razvoja Turčije v smeri sodobnih vrednot v svetu.

Za analizo učinkov transformacij in razvoja, ki smo mu priča na področju znanosti, tehnologije, gospodarstva, demokracije, in njihov odraz v našem družbenem in političnem življenju.

Za podporo turškemu članstvu EU, spodbujanje ustreznih preoblikovanj in enakosti spolov v okviru kriterijev EU ter za podporo prehoda iz tradicionalnosti v sodobnost, da se družbi in posameznikom omogoči,

Dr. Akkan Suver, Ambasador znanja, na Brdu pri Kranju Dr. Akkan Suver, The Ambassador of Knowledge, at Brdo Castle

.E. Dr. Akkan Suver visited Slovenia with his wife Murgan Suver.

It was a great honour to host such an important and charismatic person who connects individuals and organizations from many countries, from Istanbul to Vienna.

The idea of our times entails respect for each other’s view. If, and only if everybody knew the limitations of their opinions and learned to look for the truth in the sum of numerous views, our thought life today would get away from its simplicity.

Before technology was developed, people were too naïve to believe in everything they had listened to pamper themselves. Today, however, people tend to search for the things familiar to them. By means of philosophy, material and moral information, aesthetics, ideologies, and policies, the world is looking for a measure that will lead it to the saviour; harmony and balance.

The centre of the aforementioned pursuit is the Marmara Group Foundation. I have worked for 18 years as the president of the Marmara Group Foundation. The Marmara Group Foundation is a Turkish civil society movement that works for peace and dialogue.

The Mission of the Marmara Group Strategic and Social Research Foundation is to think and discuss Turkey’s problems from the aspects of the economy, democracy, and security, and to share ideas with public opinion by finding rational and scientific solutions.

In this direction, the Marmara Group Foundation conducts researches and implements projects with the Middle East, Balkans, the Eurasian Countries, and national and international think-tanks.

To promote the economic and democratic development of Turkey in the direction of the contemporary values in the world.

To analyse the effects of the transformations and developments seen in the areas of science, technology, economy, democracy and their reflections on our social and political life.

Dr. Akkan Suver s svojo soprogo Murgan Suver Dr. Akkan Suver with his wife Murgan Suver

Posebni gost | Special guest

da postanejo del demokracije v naši državi. Vse to so cilji ustanove Marmara Group Strategic and the Social Research Foundation.

Kakšne izzive imate pred seboj oziroma kateri cilj, ki ste si ga zastavili, bi izpostavili kot najpomembnejši za prihodnost?

V vlogi civilne družbe preudarno in odgovorno sledimo dogodkom v regiji. S humanitarnega vidika imajo Sirija, Afganistan in Irak na Bližnjem vzhodu težave. Azerbajdžan, Gruzija in Armenija imajo težave. In težave ima tudi Balkan. Konflikt med Rusijo in Ukrajino se nadaljuje. Teroristične organizacije, kot so ISIS, BOKO HARAM in PKK, predstavljajo grožnjo celotnemu človeštvu.

Danes odnosi Turčije z Izraelom, Rusijo, Sirijo, Egiptom in Libijo niso na načrtovani ravni. Vendar pa ti izkrivljeni odnosi niso prišli kar od nikoder. Mi se trudimo obnoviti zdrave odnose. V času, ko to pišem, se je naše delo poplačalo z dvema pozitivnima izidoma.

Prvi je napredek turško-izraelskih odnosov. Drugi pa je napredek v turško-ruskih odnosih. Kljub temu bi morala regija, v kateri živimo, rusko-turška na območju Črnega morja in izraelsko-turška na območju Sredozemskega morja, nadaljevati s svojimi odnosi in skupaj oceniti možnosti in priložnosti. Strani si nikakor ne smejo obrniti hrbta. Te odnose bi bilo v prihodnosti treba ohranjati v miru.

Kljub mnogim vsakodnevnim obveznostim in funkcijam, ki jih opravljate, zaznavamo vašo odprtost in človeški pristop k raznoraznim oblikam sodelovanja. Kako vam vse to uspeva? Če mi dovolite, bi na to vprašanje odgovoril z naslednjimi besedami.

Stremim k spoštovanju in želim razumeti ljudi in sebe. Stari Grki so zapisali na tempelj v Delfih: »Človek, spoznaj samega sebe!« Sokrat to večkrat ponovi. Pravi, da se zdi smešno, da bi se poskušali naučiti druge stvari, če nismo sposobni poznati samega sebe.

Sveti Avguštin pravi, da gredo ljudje na tuje, da bi se čudili višinam gora, visokim morskim valovom, dolgim tokom rek, razsežnosti oceanov in krožnemu gibanju zvezd, a eden mimo drugega gredo brez zanimanja.

Ljudje, ki se vse naučijo z uporabo današnje informacijske tehnologije, o sebi vedo bore malo. Ideja »človeške uganke« ostaja novost.

Ker so ljudje nerazumljivi, ostanejo neznani. Čeprav vse načrtujejo vnaprej, ne morejo razrešiti uganke samih možganov. V tem pogledu ni nobene razlike med običajnim človekom in profesorjem nevrologije Če se ljudje trudijo spoznati same sebe, preden se naučijo druge stvari, se lahko osvetli zatemnjeni del znanosti. Usvojitev etike bi lahko bila večja od usvojitve znanosti.

Današnji človek postane zmeden, saj delujemo na podlagi živalskega nagona, ko želimo izkoristiti prednosti, ki smo si jih pridobili. Zato se ne zavedamo svoje lastne vrednosti.

Ms. Marjetka Kastner, dr. Akkan Suver, Ms Justine Cassar Gaspar

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To support Turkey’s EU membership and promote the relevant transformations and gender equality within the framework of the EU criteria, and to support the transition from tradition to modernity in order to enable society and individuals to become a part of democracy in our country are the aims of the Marmara Group Strategic and the Social Research Foundation.

What challenges lie ahead or which goal that you have set would you emphasize as the most important for the future?

With our civic society identity, we have been following the incidents of the region with great cool-mindedness and responsibility. From a humanitarian point of view, Syria, Afghanistan and Iraq, in the Middle East, have problems.

Azerbaijan, Georgia, and Armenia have problems. And there are problems in the Balkan’s as well. The conflict between Russia and Ukraine continues. The terrorist organizations such as ISIS, BOKO HARAM, and the PKK have been threatening humanity as a whole.

Today, Turkey’s relationship with Israel, Russia, Syria, Egypt, Libya and Iran is not on a level as planned. These twisted relationships have not come out all of a sudden. We have been making an effort to rebuild healthy relationships.

On the days these words were written, our work has paid off with two positive consequences. The first one is the progress of the Turkish-Israeli relationship. The second one is the Turkish-Russian relationship. Yet, the region that we are living in, Russia-Turkey in the Black Sea and Israel-Turkey in the Mediterranean Sea should continue in their relationship and evaluate the possibilities and opportunities together. To turn their backs on one another is out of the question. The appropriate behaviour for the future would be to maintain these relationships in peace.

Despite many daily obligations and functions that you perform, we can feel your openness and human approach for various forms of cooperation. How do you manage everything?

If you let me do so, I would like to answer this question as follows; I strive for respect and I want to understand people as well as myself. The ancient Greeks wrote the following on the Delphi temple: “Oh, human know yourself!”

Socrates repeats this many times. He says, “Trying to learn other things even though I am not capable of knowing myself seems ridiculous.”

Saint Augustine says that “Men go abroad to wonder at the heights of mountains, at the huge waves of the sea, at the long courses of the rivers, at the vast compass of the ocean, at the circular motions of the stars, and they pass by themselves without wondering.”

Humans, who learn everything with the information technology of today, know very little about themselves. The idea of a “human enigma” keeps its novelty.

Since humans are incomprehensible, they remain unknown. Although they plan everything in advance, they cannot solve the mystery of the brain, itself. In this regard, there is no difference between an ordinary person and a professor of neurology.

If people try to learn themselves before learning other things, the dark part of science could be enlightened. The acquisition of ethics could be more than science’s.

DR. Suver z zasedbo obiskovalcev AEC kongresa iz Turčije in Malte Dr. suver with the visitors of the AEC Congress from Turkey and Malta

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Posebni gost | Special guest

Besede Gustava Flauberta, ki pravi, da nihče ne razume nikogar, predstavljajo klišejski izraz iz časa romantike v 19. stoletju. A ta izraz ni napačen. Pri vprašanju človekovega nepoznavanja samega sebe dajem prav Sokratu.

Ljudje, ki ne poznajo razvoja na področju informacij in tehnologije, ostajajo v strahu.

Največja razlika med človekom in živaljo je umetnost. Mi vidimo pajčevine in bobrova gnezda, ki so rezultat nagona ali skritega talenta, kot tehnično mojstrovino. Živali pa so odlični imitatorji. Na svetu poleg človeka ni nobenega drugega živega bitja, ki bi znalo risati in pisati pesmi.

Zato delam kot predsednik ustanove, ki je osredotočena na humanitarni vidik v imenu miru in blaginje in zagovarja razumevanje, ki vodi spoštovanje.

Lansko leto ste bili imenovani na položaj Ambasadorja znanja. Ta funkcija vam omogoča krepitev mladih potencialov. Kako ste v preteklosti sodelovali z mladimi?

Najpomembneje je, da mladina bere in piše. To je resnično nad vsem. Če bi imel možnost, bi zagotovil, da imajo osnovnošolci pouk računalništva. Danes je ta vrsta informacij izjemno pomembna.

Sodelovanje med fakultetami in poslovnim svetom je prav tako izjemnega pomena. Za prepoznavo v poslovnem svetu so bolj kot diploma pomembne izkušnje, odgovornost za delo in etiko.

A to je šele začetek!

Morda je še bolj pomembno naslednje, in sicer najti službo za izobraženo mladino. Način, kako bi to dosegli, je industrializacija države z napredno tehnologijo.

V današnjem svetu potrebujemo naložbe in mobilizacijo industrializacije.

V imenu ustanove Marmara Group Foundation želim sporočiti, da podpiramo povezan proces.

Ali mislite, da imajo fakultete ustrezne programe, ki mladim nudijo ne le strokovno znanje, temveč tudi temeljno življenjsko vodilo? Kaj je po vašem mnenju največja pomanjkljivost?

V teoriji fakultete nadaljujejo svoj obstoj. A na fakultetah se ne naučimo živeti. Uspešnost mladine je neposredno sorazmerna s sodobnostjo in aktualnostjo informacij, ki jih prejmejo. Sama pridobitev diplome ni rešitev. Profesorji na fakultetah bi morali poznati razliko med besedilom v knjigi in resničnim življenjem. To je edini način za zagotovitev produktivnosti. Profesorji bi morali biti v koraku s tehnologijami in študentom vcepiti novosti. V današnjem svetu, ko se dogodki odvijajo kot po tekočem traku, je vztrajanje pri starih idejah za vzgojo mladih odraslih skoraj enako, kot bi jim ukradli del življenja. Diploma je pomembna, a uspešnost v življenju se ne more skrčiti le na diplomo. Profesorji morajo biti odprti, da so lahko uspešni in produktivni. Mladim osebam bi bilo lažje najti službo, če bi fakultete in poslovni svet začeli delovati v harmoniji in sozvočju.

Za konec pa še nekaj besed o Sloveniji in dogodku, ki ste se ga udeležili kot častni gost. Kakšen vtis ste dobili in kaj menite, da bi bila dodana vrednost za sodelovanje v prihodnosti?

Srečanja Life Learning Academie v Sloveniji so bila zame res poučna. Predvsem sem bil zelo vesel zaradi prisotnosti Edwarda De Bona. Bilo je resnično enkratno videti in poslušati tega človeka, polnega idej, ki ga poznam veliko let. Po drugi strani pa so akademiki in državniki, ki sem jih poslušal na srečanju, razširili moje obzorje. Konferenca Life Learning Academie v letu 2016 je bila zelo uspešna in čudovita. Želim si, da bi Life Learning Academia vodila in svetovala ustanovi Marmara Group Foundation na 20.

Gospodarski konferenci Evrazije (Eurasian Economic Summit). Zelo sem ponosen, da lahko to izpostavim. 

Today’s humans become bewildered since we act with the instinct of an animal by trying to make use of the advantages we have gained. That is why we are not aware of our own value.

Gustave Flaubert’s words, “Nobody understands anybody else.” is a clichéd expression of 19th century’s lonely romanticism. It is, however, not wrong.

In the question to a human’s ignorance about their own-self, I believe the rightfulness of Socrates.

Humans, unaware of the developments in information and technology, continue to face with terror in a bath of blood and tears.

The biggest difference between humans and animals is art. We observe cobwebs and beaver nests, either a product of an instinct or a secret genius, as a technical masterpiece. Animals, however, are the perfect imitators. In fact, there is no other living being that can draw and write poems other than man.

That is why I am working as the president of a foundation that focuses on a humanitarian view in the name of peace and prosperity and an advocate of an apprehension that guides respect.

Last year you were appointed the Ambassador of Knowledge. With this function you elevate young potential. How did you collaborate with young people in the past?

Above all, youth needs to read and write. This is more important than anything. If I had a chance, I would ensure elementary school children took software classes. Today, this kind of information is of great significance. The collaboration between universities and the business world, is also cardinal.

To be acknowledged by the business world, people need experience, work responsibility and ethics rather than a diploma.

This is just the beginning!

Maybe even more important, there is something else; to find a job for the educated youth. The way to do this is to industrialize the country with advanced technology.

Today, we need an investment and the mobilization of industrialization. As the Marmara Group Foundation, I would like to declare that we are encouraging the related process.

Do you think that universities have appropriate programmes that offer young people not only expertise but also basic life guidance? What do you see as the biggest shortfall?

In theory, universities continue their existence. Life, however, is not what is taught in universities. The certified youth’s success is directly proportional with the contemporaneousness, topicality and actuality of the information they obtained. Getting a diploma is not a solution. The professors in universities should know the difference between the lines of a book and the reality of life.

Productivity can be ensured only this way. Professors should follow technology and indoctrinate innovations to their students. These days in which incidents go as fast as the wind, abiding by old-school ideas to raise a young adult is almost equal to stealing a part of their life. A diploma is important; however, being successful in life cannot be reduced just to a diploma. To be successful and productive, university professors should be open-minded. It would be easier for young people to get a job when the university and the business world start to act in harmony and unison.

Perhaps at the end something about Slovenia and the event that you attended as the guest of honour. What impression did you get and what do you see as added value for cooperation in the future?

Life Learning Academia meetings in Slovenia were really informative for me.

Edward De Bono’s honouring presence, especially, made me very happy. To see and to listen to this man of ideas whom I had known for many years, was amazing. On the other hand, academicians and statesmen that I listened to in the meeting broadened my horizon. The 2016 Conference of Life Learning Academia, was very successful and ineffable. I hope that the Life Learning Academia will be a guide and advisor to the Marmara Group Foundation in the 20th Eurasian Economic Summit. I am very proud to point this out. 

SLAP SAVICA SAVICA WATERFALL

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Turistično društvo Bohinj Ribčev Laz 48, SI–4265 Bohinjsko jezero t: +386 (0)4 574 60 10 | e: info@bohinj-info.com w: www.bohinj-info.com Info center Bohinj

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Čestitke | Congratulations

PODELITEV PRVIH IRDO CERTIFIKATOV ZA DRUŽBENO ODGOVORNE VODJE FIRST IRDO CERTIFICATES FOR SOCIAL RESPONSIBLE LEADERS V prostorih Štajerske gospodarske zbornice v Mariboru so na Inštitutu IRDO junija 2016 izpeljali serijo treh seminarjev z delavnicami za pridobitev certifikata Vodja za družbeno odgovornost in trajnostni razvoj podjetja.

Izobraževanja za pridobitev certifikata Vodja za družbeno odgovornost in trajnostni razvoj podjetja se je udeležilo devet oseb. Šest od njih je opravljalo tudi izpit za pridobitev certifikata in ga uspešno opravilo. Podelitev prvih certifikatov IRDO Vodja za družbeno odgovornost in

IFIMES PREJEMNIK PRESTIŽNEGA PRIZNANJA THE IFIMES RECEIVES A PRESTIGIOUS AWARD Evropsko združenje managerjev, Regionalna direkcija za izbor in promocijo managerjev jugovzhodne in srednje Evrope s sedežem v Sarajevu, je na 34. slavnostni podelitvi podelilo prestižno priznanje »Naj inštitut 2016« v kategoriji znanstvenoraziskovalnih organizacij Mednarodnemu inštitutu za bližnjevzhodne in balkanske študije (IFIMES). Direktorja IFIMES-a dr. Zijad Bećirović in Bakhatyar Aljaf sta julija 2016 prejela priznanje »Naj direktor 2016«, ki se podeljuje najuspešnejšim direktorjem v panogi v jugovzhodni in srednji Evropi.

trajnostni razvoj podjetja je potekala 8. septembra 2016 v Mariboru. Med prejemniki certifikatov je bila tudi direktorica podjetja Life Learning Academia, gospa Marjetka Kastner. 

The educational seminars were at the Chamber of Commerce Maribor (one week). The ceremonial event was on the 8th of September 2016.

The IRDO Institute granted the first directors with the certificate ‘Social Responsibility and Sustainable Development’.

Among the first directors who received their certificate was also the director of the Life Learning Academia, Ms Marjetka Kastner. 

Družbeno odgovorni vodje, prejemniki certifikata Social responsible leaders receiving the Certificates

najboljši minister v regiji, ambasador v regiji, naj župan v regiji, naj predsednik, gospodarska zbornica in druga združenja v regiji, na področju medijev in informacij v regiji, na področju športa in umetnosti v regiji ...).  The European Association of Managers, the Regional Directorate for the selection and promotion of managers of Southeast and Central Europe based in Sarajevo, awarded the prestigious award for “Best Institute 2016” in the category of scientific research organizations, to the International Institute for Middle-East and Balkan Studies (IFIMES). In July 2016, the IFIMES Director Dr. Zijad Bećirović and Bakhatyar Aljaf received the award for “Best Director 2016”, which is awarded to the most successful directors in South East and Central Europe.

The directors Aljaf and Bećirović expressed

their gratitude for this prestigious award, which is also recognition for all those who have been cooperating with the Institute for more than 15 years. Such a result would not have been achieved if the Institute had not had such a prominent group of associates from different countries, united in their intention to make this world a better and more just place for all. This is a continuing task, especially as regards the fight against crime and corruption in the region.

Our activities will be strengthened even further.

Other prestigious awards in different categories were also presented (best managers in the region in the category of large, medium and small businesses, the best minister in the region, the ambassador of the region, the mayor of the region, best President, best Chamber of Commerce, and other associations in the region in the field of media and information in the region, and in the field of sports and arts in the region...). 

Direktorja Aljaf in Bećirović sta se zahvalila za prestižno priznanje, ki je hkrati priznanje vsem, ki z inštitutom sodelujejo že 15 let.

Takšnega rezultata ne bi dosegli, če ne bi imeli tako eminentne skupine sodelavcev iz različnih držav, ki so združeni v nameri, da ta svet naredimo boljši in pravičnejši za vse.

To je nenehna naloga, še posebej kar zadeva boj zoper kriminal in korupcijo v regiji. Svoje delovanje bomo še dodatno okrepili.

Podeljena so bila tudi druga visoka priznanja v različnih kategorijah (najboljši managerji v regiji v kategoriji velikih, srednjih in malih podjetij,

Prejemanje priznanja: Bakhatyar Aljaf Taking the award: Bakhatyar Aljaf

Prejemanje priznanja: dr. Zijad Bećirović Taking the award: dr. Zijad Bećirović

Čestitke | Congratulations

ANDREJ BOŽIČ, SLOVENSKI MANAGER LETA 2016 ANDREJ BOŽIČ, SLOVENIAN MANAGER OF THE YEAR 2016

Andrej Božič. direktor Steklarne Hrastnik General Manager od Steklarna Hrastnik

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Upravni odbor Združenja Manager je naziv Manager leta 2016 na Managerskem kongresu konec septembra v Portorožu podelil Andreju Božiču, generalnemu direktorju Steklarne Hrastnik in Ambasadorju znanj. Andrej Božič, ki je leta 2010 prevzel vodenje Steklarne Hrastnik, je podjetje z več kot 156-letno tradicijo z uspešno sanacijo že v prvem letu vodenja odmaknil od izgube. Steklarna Hrastnik se že peto leto zapored ponaša z odličnim poslovanjem.

2016 to Mr. Andrej Božič, General Director of Steklarna Hrastnik and Ambassador of Knowledge. In 2010, Mr. Andrej Božič took over the management of Steklarna Hrastnik, which has a tradition of more than 156 years.

He immediately successfully rehabilitated the company, so that it stopped operating in the red during the first year of his new position.

Since then, Steklarna Hrastnik has generated excellent business results for five years in a row.

Pa vendar ni vse zgolj v številkah.

Ustvarjanje pozitivne klime, skupna vera v načrt in vizijo ter trud vseh zaposlenih je botroval trajnostnemu preobratu Steklarne Hrastnik.

Andrej Božič se je z ekipo ob prihodu v podjetje lotil spreminjanja organizacije, procesov in prožnosti zaposlenih. Predanost, visoka raven znanja in močna solidarnost so bile vrednote, ki so pripomogle k uspehu. Božič se je pri sanaciji močno zavedal pomena zaupanja zaposlenih. Usposabljanje in dvig kompetenc zaposlenih sta pomemben del zastavljenega procesa prenove in razvoja steklarne. Letno za izobraževanje namenjajo okrog pol milijona evrov. Posebno pozornost posvečajo tudi razvoju mladih, zato preko različnih projektov sodelujejo z univerzami in srednjimi šolami.

But not everything is in the numbers.

Creating a positive climate, believing in the plan and vision, and the efforts of all the employees was what has helped Steklarna Hrastnik to transform itself sustainably. Upon joining the company, Mr. Andrej Božič and the team started changing the organization, processes and opportunities for employees. Devotion to the company, a high level of expertise and great solidarity were the values that led to its success. During the period of rehabilitation, Mr. Božič was well aware of the importance of the trust of the employees. Training and an increase in the competencies of the employees are an important part of the set process of renovation and development of the company. Around €0.5 million are earmarked for education and training on an annual basis.

Special attention is paid to the development of young potentials and so the company cooperates with universities and secondary schools via various projects. 

At the Management Congress held at the end of September in Portorož, the management board of the Managers’ Association of Slovenia awarded the title of Manager of the Year

NAGRADA ZA ŽIVLJENJSKO DELO: PROFESOR EDWARD DE BONO

LIFETIME ACHIEVEMENT AWARD: PROFESSOR EDWARD DE BONO

Profesor Edward de Bono, oče in vodilna avtoriteta na področju t.i. kreativnega mišljenja in tudi Ambasador znanj, je konec junija 2016 na Malti prejel nagrado za življenjsko delo na dogodku Malta Best Entrepreneur Awards 2016. Nagrada za življenjsko delo je najvišja nagrada na poslovnem in podjetniškem področju. Dr. De Bono je predavatelj, ki ga poznajo v preko 60 državah sveta in spada med 250 imen, ki so največ prispevali k razvoju človeštva. Napisal je 85 knjig, ki so prevedene v 46 jezikov. 

Professor Edward de Bono, Father and Authority of Creative Thinking and also the Ambassador of Knowledge end of June received the LifeTime Achievement Award at the Malta Best Entrepreneur Awards 2016.

The LifeTime Achievement award is a sole and highest possible achievement in the field of Entrepreneurship. Dr. de Bono has lectured in over 60 countries and has been listed as one of the 250 people to have most contributed to mankind . He has written 85 books translated into 46 languages. 

Prof. Edward de Bono in njegova poslovna asistentka ga. Justine Cassar Gaspar Prof. Edward de Bono and his assistant Ms Justine Cassar Gaspar

Life Learning Academia Moč Znanja | Power of Knowledge

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Čestitke | Congratulations

Ob 20 letnici uspešne poti 20 years of success

Ustanovitelja podjetja P.E.C.A. International, Alenka Rupert Aruna in Matjaž Rupert že dvajset let dokazujeta, da je uspešna služba pravzaprav služenje ljudem.

The founders of P.E.C.A. International, Alenka Rupert Aruna and Matjaž Rupert, have been proving for over two decades that a successful job actually means to serve people.

»Vsi ljudje iščejo poti. Poti svoje lastne identifikacije. Mnogi jo najdejo v poslovnem delovanju. A ko poslovnost postane zgolj posel, človek pa v tej igri življenja izgubi stik s srcem, mu ostane le materija, ki je prazna, pusta, siva in jo ob odhodu s tega sveta pusti za seboj. Izziv nam, ljudem, pa je ohraniti toplino in srčnost ob vsaki akciji in reakciji.

Zato se je pred dvajsetimi leti rodil simbol P.E.C.A. s posebno energijo.

Združuje in uravnoteža oba pola v človeku – srčnost z intelektom, duhovno in materialno raven, srčno akcijo človeka, na katero lahko dobi le srčen odgovor,« namen simbola P.E.C.A. pojasni Alenka Rupert Aruna, Ambasadorka znanj. S soprogom Matjažem Rupertom že 20 let razvijata njegovo in svoje poslanstvo.

Simbol P.E.C.A.® Simbol P.E.C.A. predstavlja Profesionalno Energijsko Celovito Asistenco vsakemu človeku v noriji tega časa. Podpre posameznikov energijski sistem, ga očisti in osveži z novo dodano energijo, uravnoteži materialno in duhovno plat in mu pomaga razširiti zavedanje, kaj je v resnici pomembno zanj in za svet, v katerem živi. Simbol se nahaja na različnih izdelkih. Na energijskem perilu podpre človeka v toku dneva, medtem ko izdelki, namenjeni za nočno uporabo, človeku med spanjem ponudijo moč čiste regeneracije in globoke notranje sproščenosti. Specifični izdelki pa oskrbujejo telo na točno določenih mestih. Na primer, energijski zapestni trakovi med delom za računalnikom oskrbujejo z energijo karpalni kanal, ki se zaradi dolgotrajnih procesov dela lahko vname in povzroča bolečine

»All people are looking for ways. The ways of their own identification.

Many people find it in business. But when business become just business and they lose contact with their heart in this game of life, they are left with mere matter, which is empty, dull, grey, and left behind when they leave this world. The challenge that we, the people are faced with is to keep the warmth and kindheartedness in every action and reaction.

This was the reason for the birth of the P.E.C.A. symbol, which has a special energy. It connects and balances both poles in people – kindheartedness with intellect, the spiritual and material levels, a gracious deed of a person which can only result in a gracious answer.”

This is how Alenka Rupert Aruna, The Ambassador of Knowledge, explains the meaning of the P.E.C.A. symbol. Together with her husband Matjaž Rupert, she has been developing his and her mission for 20 years.

The P.E.C.A.® Symbol The P.E.C.A. symbol delivers the Professional Energy Comprehensive Assistance to every person in this chaotic life. It supports the person’s energy system, cleanses it and refreshes it with new energy, balances the person’s material and spiritual side and helps clear their awareness about what really matters to them and the world they live in. The symbol is integrated in various products. Energy underwear supports people during the day, while the products intended for use at night provide people with the power of pure regeneration and deep internal relaxation.

Čestitke | Congratulations

in težave. Energijska mila pa so nepogrešljiv dodatek vsakomur, ki je podvržen stresnim okoliščinam, saj ne čisti telesa zgolj fizično, ampak pomaga pri očiščevanju stresnih usedlin iz aure. Zato je po uporabi tega mila priporočljiv vsaj 5 do 10 minutni počitek.

Vsi izdelki s simbolom P.E.C.A. lajšajo tegobe ljudem v sodobnem času. Z njimi iti skozi življenje je mnogo lažje kot brez njih. V dvajsetih letih je simbol preizkusilo mnogo ljudi. Nekatere povratne informacije dobesedno jemljejo dih. Nekateri ljudje so si uspeli povsem urediti svoje družbeno in osebno življenje, mnogim so bile olajšanje zdravstvene težave in psihične napetosti. Simbol je pomagal tudi otrokom, živalim in rastlinju. Znanstveno je bilo dokazano, da deluje brez sugestije ali avtosugestije.

Uporaba simbola »Vsakdo lahko preizkusi delovanje simbola. Uporabljajte izdelke teden dni redno, vsak dan in se opazujte. Potem si vzemite teden dni povsem brez te podpore. Sami boste lahko svoj laboratorij in pokazatelj, kako deluje energija in učinkuje prav na vas,« predlaga Alenka Rupert Aruna. »Življenje je prekratko, da bi si dovolili pustiti in umazati svojo vrednost v kalni vodi tega sveta. Simbol P.E.C.A. nam skupaj z izdelki pomaga, da se kot lotosov cvet dvignemo nad to kalno gladino. Simbol nas z nevidno roko ščiti in zaščiti pred smogom človeških misli, čustev in neiskrenih namer z namenom, da bi ohranili svoje osebno dostojanstvo in dragulj lastnega življenja nedotaknjen.

Simbol P.E.C.A. ohranja in stimulira najvišje vrednote človeka, kot so mir, energija, ustvarjalnost in osebni napredek znotraj vsakega posameznika. Rezultat njegovega delovanja v mednarodnem jeziku človeštvu prinaša Peace – Energy – Creativity – Advancement ali mir, energija, ustvarjalnost in napredek.« 

MOJE SPOROČILO MY MESSAGE Ravi Chaudhry, Ambasador znanja, strateški svetovalec gospodarskim in javnim institucijam ter vladnim resorjem, mentor ustanoviteljem in upravam v gospodarstvu, avtor in publicist ter član ugledne svetovne organizacije World Business Academy. Pogosto ga imenujejo »guru vodenja«. »Zelo sem vesel 20-letnice obstoja simbola P.E.C.A., ki skupaj z inovativno ponudbo izdelkov na celovit način podpira dobro počutje človeka. Vse čestitke in pohvale Alenki in Matjažu Rupertu za njuno inovativno delo, predanost in vložen trud, ki je bil potreben za realizacijo te izjemne naravne pomoči človeku.

Svoje delo že dve desetletji opravljata z nesebično predanostjo in osredotočenostjo, s čimer sta oblikovala široko paleto izdelkov, ki posameznika krepijo tako na telesni kot na duhovni ravni. Vsi izdelki so razviti na podlagi natančne znanstvene metodologije in podprti z raziskavami. Učinek njihove uporabe je skrbno spremljan in evidentiran pri več tisočih uporabnikih in prepričan sem, da bodo izdelki sprožili še večje zanimanje tako na obstoječih kot na novih trgih, ko bo širjenje dobrih izkušenj in zadovoljstva zajelo kritično maso ljudi.

Prepričan sem, da bo podjetje P.E.C.A. International tudi v prihodnje nadaljevalo z rastjo in posegalo še višje v svoji odličnosti.« 

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Specific products supply the body in specific parts. For example, while working at a computer, energy wrist bands supply energy to the carpal tunnel which often gets inflamed and causes pain and problems. Energy soaps and an indispensable addition for anyone who is prone to stressful circumstances, since it does not only cleanse the body physically but also helps clean the stressful residues from the aura. This is why a 5 to 10-minute rest at least is recommended after the use of such soap.

All products with the P.E.C.A. symbol ease the problems of modern life that are faced by people. They are great companions in life. Over twenty years, the symbol has been tested by many people. Some of the feedback received is literally breath-taking. Certain people have managed to completely balance their social and personal lives, and many have seen their health problems improved and mental stress relieved. The symbol has also helped children, animals and plants. It has been scientifically proven that the symbol works without suggestion or autosuggestion.

The use of the Symbol Alenka Rupert Aruna recommends: »Everyone can test how the symbol works. Use the products regularly for one week, every day, and observe yourself. Then spend a week without such support. You can be your own laboratory and indicator of how the energy works and effects you.« »Life is too short to allow ourselves to leave and tarnish our value in the murky water of this world. The P.E.C.A. symbol and products together help us to rise above such murky water like a lotus flower. The symbol’s invisible hand protects us from the smog of human thoughts, emotions and dishonest intentions in order to help us keep our personal dignity and the jewel of our own life intact.

The P.E.C.A. symbol nurtures, promotes and delivers the highest human values, such as peace, energy, creativity, and the advancement of every individual.« 

RAVI CHAUDHRY Voditelj, Guru in predavatelj Leader, Guru and lecutrer

Ravi Chaudhry, Ambassador of Knowledge, a bussines strategy consultant to corporations, governments and civil society, mentor to CEOs and corporate boards, author, public intellectual, and Fellow, World Business Academy. He is often referred to as a leadership guru. »I am delighted to learn about the 20th Anniversary of the launch of P.E.C.A. Symbol along with the pioneering range of new products to promote holistic wellness. My compliments and congratulations to Alenka and Matjaz Rupert for their pioneering and dedicated efforts in launching this outstanding initiative.

They have been working with selfless dedication and focused efforts, for over two decades and have designed a wide range of products to foster individual well-being, at both, body level and mind level. All their products have been developed with rigorous scientific discipline, and backed with considerable research. The impact of their usage on thousands of individuals has been meticulously documented and I am sure the products will generate a far bigger interest in both existing and new markets - as the word of mouth promotion and satisfaction levels gather critical mass.

I have no doubt that PECA will continue to raise the bar of excellence and achieve greater heights in the years to come.« 

Life Learning Academia Moč Znanja | Power of Knowledge

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Dogodek | Event

AEC kongres AEC Congress Že tretjič smo skupaj povezovali znanja!

Ponosni smo, da so prizadevanja Life Learning Academie že v lanskem letu prepoznali tudi preko meja Slovenije in da se povezovanje temeljto širi na vsa področja in sedaj skupaj povezujemo ves svet.

Zabeležili smo izjemne dosežke, ki jih je prejelo preko sto prejemnikov priznanj Referenca, Mentor in Nacionalni koordinator znanj. Priznanja Referenca so podelili že imenovani Ambasadorji znanj iz Slovenije in tujine, priznanja Mentor pa je podeljeval dr.

Stojan Sorčan, generalni direktor Direktorata za znanost, na Ministrstvu za izobraževanje, znanost in šport.

V svojo sredino smo pridobili tudi posameznike, pri katerih se znanje preliva v modrost – Senior Mentorje. Letos sta to postala gospod Vlado Dimovski in gospod Ernest Petrič.

Imenovali smo nove Ambasadorje znanj iz Slovenije, Francije, Kanade, Singapurja, Malte, Srbije, Hrvaške, ZDA, Makedonije, Bosne in Hercegovine, Saudske Arabije. Ambasadorji znanj so posamezniki, s katerimi bomo v prihodnosti ne samo delili in nadgrajevali znanja, temveč tudi tako ali drugače sodelovali. Imenovanja sta podeljevala častni gost, minister za gospodarstvo in tehnologijo, g. Zdravko Počivalšek in direktorica Life Learning Academia, mag. Marjetka Kastner. 

8.6.2016

We connected knowledge for the third successive year!

We are proud of the fact that the efforts of the Life Learning Academia were already recognized outside Slovenia last year and that the connections have been spreading to all areas – we now connect knowledge globally.

We have recorded the exceptional achievements of over 100 recipients of the Reference, Mentor and National Coordinator of Knowledge awards. The Reference awards were conferred by the already appointed Ambassadors of Knowledge from Slovenia and abroad, and the Mentor awards were presented by Mr Stojan Sorčan, PhD, General Director of the Science Directorate at the Ministry of Education, Science and Sport.

We have also appointed Senior Mentors whose level of knowledge can virtually be considered wisdom. This year’s Senior Mentors are Mr Vlado Dimovski and Mr Ernest Petrič.

We have appointed new Ambassadors of Knowledge from Slovenia, France, Canada, Singapore, Malta, Serbia, Croatia, USA, Macedonia, Bosnia and Herzegovina, and Saudi Arabia. The Ambassadors of Knowledge are those individuals with whom we will not only share and upgrade knowledge in the future, but we will also collaborate with them. The certificates were given by the honorary guest, Mr Zdravko Počivalšek, Minister for economy and technology development and by Ms Marjetka Kastner, MSc, Director of Life Learning Academia . 

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Priznanja | Awards

KNJIGE ŠIRIJO ZNANJA IN IDEJE MED LJUDMI BOOKS SPREAD KNOWLEDGE AND IDEAS AMONG PEOPLE V okviru kongresa AEC vsako leto poteka tudi prodaja knjig avtorjev, povezanih s projekti Life Learning Academie, ki so v zadnjih dveh letih napisali knjigo in so na dogodku prisotni. Tako lahko udeleženci prejmejo avtorsko podpisano knjigo in z avtorjem o vsebini tudi poklepetajo.

Life Learning Academia vzpodbuja posameznike, da zabeležijo svoje znanje in izkušnje ter jih preko knjige podajo bralcem.

Gre za poseben pristop predstavitve knjig in

Kongresna stojnica s knjigami AEC Bookstore

pomemben korak ohranjanja kulture pisanja v poslovnem svetu. Pisci na dogodku AEC prejmejo malo pozornost in darilo. Na zadnjem dogodku junija 2016 se je eden od avtorjev, Ambasador znanj Angelo Xuereb z Malte odločil, da bo izkupiček od prodaje svojih knjig na kongresu namenil v sklad LLA, kjer se zbirajo sredstva za tiste mlade z različnih koncev sveta, ki si ne morejo privoščiti letalske vozovnice, da bi prišli na dogodek AEC. Čestitamo vsem avtorjem, ki so uspeli izdati knjigo.  As part of the Academic Economic Congress, books written by authors who are connected with Life Learning Academia’s projects and who have written a book in the last two years and are present at the congress, are sold.

In this way, congress attendees can receive a book signed by its author and discuss the

Drobne pozornosti za nove avtorje Small gifts for the new authors

content of the book with the author.

Life Learning Academia encourages individuals to write a book and share their knowledge and experience with readers. This is a special approach to the presentation of books and an important step in maintaining the writing culture in the business sphere. At the AEC, writers receive a small present. At the last event held in June 2016, one of the authors, the Ambassador of Knowledge Mr. Angelo Xuereb from Malta decided to donate the profit from his books sold at the congress to the LLA fund where funds are collected for those young potentials from various parts of the world who are unable to buy plane tickets to arrive at the AEC. Congratulations to all the authors who have published their books. 

Veliko zanimanje med obiskovalci Great interest among the visitors

PODELITEV REFERENC THE REFERENCE AWARD Na dogodku Academic Economic Congress iz različnih razlogov niso uspeli biti prisotni vsi Ambasdorji znanj, ki podeljujejo priznanje Referenca, in njihovi prejemniki. Zato smo na junijskem dogodku uprizorili simbolično podelitev na daljavo in jim zatem listine poslali. Prejeli smo zabeležke podelitev, ki so jih v posameznih državah dodatno izvedli podeljevalci Referenc v lastni organizaciji. Še enkrat čestitamo vsem ponosnim prejemnikom priznanj in Ambasadorjem znanj, ki so jih podelili. 

Not all Ambassadors of Knowledge, who present the Reference awards, and recipients of the award were able to attend the Academic Economic Congress for various reasons. For this purpose, we organized a symbolic distance presentation of awards at the event in June, and the certificates were then sent to the recipients. We have received records from the award presentations which were subsequently organized by Reference award presenters in individual countries. Once again, congratulations to all the proud recipients of the awards and the presenters, the Ambassadors of Knowledge. 

Fotografiji Prva: Tako je na Šri Lanki poleti g. Asanga Abeyagoonasekera (na fotografiji desno) podelil priznanje Referenca, ki jo je za svoje praktično delo prejel g. Hisroshan Gunawardane.

Photographs First: Mr. Asanga Abeyagoonasekera (on the right in the photo) presented the Reference award in the summer in Sri Lanka to Mr. Hisroshan Gunawardane for his practical work.

Druga: Na Malti pa je dr. Edward de Bono podelil priznanje Referenca ge. Marlene Agius za njeno delo na področju raziskav vrednotenja medsebojnih odnosov na delovnem mestu.

Second: In Malta, Dr. Edward de Bono presented the Reference award to Mrs. Marlene Agius for her work in the field of research on the evaluation of mutual relationships at the workplace.

Priznanja | Awards

PRENOS ZNANJ IZ SLOVENIJE NA MALTO KNOWLEDGE TRANSFER FROM SLOVENIA TO MALTA G. Jožef Oseli, predsednik Slovenske kulinarične akademije, Ambasador znanja ter mojster »Chef«, ki je služil številnim državnim vrhovom je v svoji pestri paleti podvigov prevzel tudi mentorstvo posebni restavraciji Druga violina v Ljubljani, kjer so kot strežno osebje svoje delovno mesto našli ljudje s posebnimi potrebami. Dan po kongresu AEC je to restavracijo obiskal tudi Ambasador znanj g. Angelo Xuereb z Malte, ki je bil nad konceptom tako navdušen, da ga je želel izvesti tudi na Malti.

Na pobudo g. Oselija in pod okriljem kabineta predsednice Malte ter s podporo g. Angela Xuereba iz organizacije AX Holdings se je 19. julija 2016 v restavraciji Orchid Restaurant na Hill Top Gardens v Naxxarju na Malti zgodil še en poseben večer. Otroci s posebnimi potrebami so pod vodstvom mentorjev preizkušali svoje veščine kuhanja in pripravili

LIFE LEARNING ACADEMIA MALTA V 2017 LIFE LEARNING ACADEMIA MALTA IN 2017 Life Learning Academia iz Slovenije je s svojim konceptom Učečih se organizacij – Learning Brand navdušila stanovske kolege z Malte in tako je bila v začetku leta 2016 podpisana pogodba o sodelovanju. Model Učečih se organizacij se bo tako v letu 2017 pričel izvajati tudi na Malti.

Direktorica Life Learning Academia Malta je gospa Justine Cassar Gaspar, ki je prepričana, da se s tem projektom odpira povsem nova povezava – ne le med državama, pač pa precej širše. »Verjamem v moč povezovanja in nenehnega novega znanja. Prepričala sem se v ustrezno pripravljenost tega modela, ki zapolnjuje vrzel povezovanja različnih znanj. Skozi model LLA bomo omogočili organizacijam, ki se nam pridružujejo, boljšo, hitrejšo in lažjo rast ter dolgoročen razvoj. Sestavni del in ena najpomembnejšiih vrednot vsake organizacije je povezovanje na lokalni in svetovni ravni. V

večerjo. Izkupiček od vstopnic, vrednih po 20 evrov, je bil v celoti namenjen skladu Malta Community Chest Fund.

Ta dogodek je lepa odslikava koncepta, ki se je razvil v Sloveniji in ga s pomočjo Ambasadorjev znanj uspešno izvajajo tudi na Malti.  Mr. Jožef Oseli, President of the Slovenian Culinary Academy, Ambassador of Knowledge, and Master Chef, who served many statesmen and took over the mentorship of a special restaurant, Druga violin, in Ljubljana, which employs people with special needs. The day after the AEC, the restaurant was visited by the Ambassador of Knowledge, Mr. Angelo Xuereb from Malta, who was so thrilled with the concept that he wanted to implement it in Malta.

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On the initiative of Mr. Oseli and under the patronage of the Cabinet of the President of Malta, and with the support of Mr. Angelo Xuereb from AX Holdings, another special evening took place in the Orchid Restaurant in Hill Top Gardens in Naxxar, Malta, on 19 July 2016. Children with special needs were mentored at the event when they practised their cooking skills and prepared dinner. The proceeds from the €20 tickets went entirely to the Malta Community Chest Fund.

This event is a nice reflection of the concept that was developed in Slovenia and has been successfully implemented in Malta with the help of the Ambassadors of Knowledge. 

G. Angelo Xuereb, ga. justine Casarr Gaspar, g. Jožef Oseli in mentoriranci Mr Angelo Xuereb, Ms Justine Casarr Gaspar, Mr Jožef Oseli with mentored children

gospodarstvu sami sebi ne moremo biti dovolj – predajanje znanja in povezovanje nas učita o načinu prihajajočega razvoja.« S to povezavo med Slovenijo in Malto so se tudi slovenskim in malteškim podjetjem odprle nove možnosti za povezovanje in sodelovanje na ravni obeh držav. 

connections teach and show the way for further development.”

Such a connection between Slovenia and Malta has also opened up new opportunities for connection and cooperation between Slovenian and Maltese companies at the level of both countries. 

With its concept of Learning Organizations – Learning Brand, Life Learning Academia from Slovenia has inspired its colleagues from Malta to such a degree that a cooperation contract was signed at the start of 2016. The Learning Organizations model will thus be launched in Malta in 2017.

The director of Life Learning Academia Malta, Mrs. Justine Cassar Gaspar, believes this project will open an entirely new connection, not only between the two countries, but also much wider.

“I believe in the power of connection and constant new knowledge. I am confident this model is well prepared to fulfil the gap between connections of different types of knowledge. Through this model, we will enable our company members a better, faster and smoother growth for long-term development.

The ingredient and most important value for every company is to be connected at a local and a global level. We cannot be here just for our own sake - passing on new knowledge and

Ga. Marjetka Kastner in ga. Justine Cassar Gaspar Ms Marjetka Kastner and Ms Justine Cassar Gaspar

Life Learning Academia Moč Znanja | Power of Knowledge

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Čestitke | Congratulations

Kadetnica Maribor

Slovenski vojaški izobraževalni in vadbeni center Slovenian Military Education and training centre

N

a povabilo Ministrstva za obrambo je direktorica Life Learning Academie, gospa Marjetka Kastner, obiskala vojaški učni in vadbeni center, ki je najbolj poznan pod imenom Kadetnica.

Ob prijetnem klepetu sta z načelnikom brigadirjem Vilibaldom Polšakom izmenjala nekaj informacij in izkušenj ter začrtala smernice za prihodnja sodelovanja.

Kaj je na Kadetnici tako posebnega?

Kadetnica predstavlja poseben zgodovinski primerek in je kot objekt spomeniško zaščitena. Gre za izjemen primer iz 19. in zgodnjega 20. stoletja šole. Štirinadstropna stavba je dokaj kvadratnega in kubičnega videza. Za njeno zunanjost so značilna okrogla obokana okna, od katerih je vsako dodatno poudarjeno z dodatnim okroglim lokom zgoraj. Zgornji del stavbe se konča v friz, ki je eden od tipičnih arhitekturnih okraskov iz sredine 19. stoletja. Kadetnica trenutno služi kot šolski izobraževalni center.

R

egarding the invitation by the Ministry for Defence, Ms Marjetka Kastner, director of the Life Learning Academia, visited Kadetnica in Maribor. This visit was also a good opportunity to build a deep relationship, connection and cooperation among each other.

Why is Kadetnica so special?

The Kadetnica is under monumental protection. It is an outstanding example of historicism, the 19th and early 20th century architecture of the school. The four-storey building is relatively square and of a cubic appearance. Its exterior is characterized by the round arched windows, each of which is further accentuated by an additional round arch above.

The top of the building ends in a frieze, one of the typical architectural ornaments of the mid-19th century. Kadetnica is also a School Education Centre.

How does the education and training programme work?

The mission of the Military Schools Centre is to carry out education, training, and exercises, MOS training, and to develop military scientific fields, military and related sciences which represent the foundation for the relevant study programmes with the aim of accomplishing the SAF mission.

Kadetnica v Mariboru Kadetnica in Maribor

Kako poteka program izobraževanja in delo v Kadetnici?

Poslanstvo Centra vojaških šol je izvajanje izobraževanja, usposabljanja in vaj, usposabljanja MOS ter razvoja vojaškega znanstvenega področja, vojaških in sorodnih ved, ki predstavljajo osnovo za posamezne študijske programe s ciljem uresničevanja poslanstva slovenske vojske.

Vojaško izobraževanje in usposabljanje v slovenski vojski vključuje temeljno, osnovno in dodatno izobraževanje in usposabljanje. To omogoča sistematično in metodično pripravo za opravljanje začetnih vojaških dolžnosti, nenehno nadgrajevanje strokovne usposobljenosti, usposabljanje za opravljanje določenih vojaških dolžnosti in usposabljanje vojaških enot za učinkovito izvajanje nalog. Sistem izobraževanja zagotavlja možnosti za študijski dopust, izredni študij in e-učenje. Glede na področje, organizacijo in vsebino je prilagojen načrtom, strukturi in nalogam slovenske vojske, s poudarkom na praktičnem usposabljanju

Military education and training in the Slovenian Armed Forces includes fundamental, basic and supplementary education and training. It provides a Systematic and methodical preparation for the performance of initial military duties, constant upgrading of professional competences, training for the performance of specific military duties and training military units for the effective implementation of the tasks. The system of education provides opportunities for sabbatical leave, part-time studies and e-learning. Regarding the scope, organization and content of the system, it is adapted to the planned structure and tasks of the Slovenian Armed Forces, with emphasis on the practical training of individuals and basic tactical units. It provides such a level of military education and training that allows the circulation of military personnel within the entire defence system and passing from civilian occupations to military and vice versa.

Special attention is given to the development of basic skills and sciences.

The adaptation of training to real situations of use and the operation of the Slovenian Armed Forces’ units and commands is the basic for the investments in facilities, equipment and training resources. The system of education and training thus provides simulators, devices, utensils and simulations for the virtual training of individuals, crews and units; for example, simulators and training machines for weapons, close combat, firing, etc. Simulators and simulation programmes also support training of commands and units from the level of the platoon upwards, such as battalion, brigade and division simulation programmes with the possibility of integrating into combined and joint international exercises.

The current requirements for the accommodation and operation of the Military Schools Centre and its organizational units are provided with the renovation and revival of the General Rudolf Maister Barracks in Maribor or the Kadetnica. The Kadetnica Library has an outstanding treasure of 90,000 units, Kadetnica also offers high quality accommodation for more than ninety individuals in forty rooms.

Čestitke | Congratulations

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posameznikov in osnovnih taktičnih enotah. To zagotavlja takšno raven vojaškega izobraževanja in usposabljanja, ki omogoča kroženje vojaškega osebja znotraj celotnega obrambnega sistema in prehod iz civilnih poklicev v vojaške in obratno. Posebna pozornost je namenjena razvoju osnovnih spretnosti in znanosti.

Prilagoditev usposabljanja v realnih razmerah uporabe in delovanja enot in poveljstev Slovenske vojske je bila osnova za naložbe v objekte in opremo. Sistem oz. način izobraževanja in treningov je zagotovljen s pomočjo različnih učnih pripomočkov, kot so simulatorji, naprave, pripomočki za virtualno usposabljanje posameznikov, posadk in enot, simulacijski programi, ki podpirajo tudi trening poveljstev in enot od ravni vodov navzgor, ter bataljoni, brigade in simulacijski programi delitev z možnostjo vključevanja v kombinirane in skupne mednarodne vaje.

Z obnovo je bila Kadetnica za sedanje zahteve opremljena za namestitev in delovanje Centra vojaških šol in njenih organizacijskih enot. Več kot ponosni smo lahko na knjižnico znotraj Kadetnice, saj se ponaša s kar 90.000 enotami, ki predstavljajo pravi zaklad.

Nove generacije častnikov New generations of officers

Po kapaciteti nudi Kadetnica visoko kakovostno nastanitev za več kot devetdeset oseb v štiridesetih prostorih.

30. september – Dan za diplomante

30th September, Graduation day

Več kot 30 generacij je od leta 1991 uspešno zaključilo proces izobraževanja in usposabljanja mladih častnikov. Tudi letos smo dobili novo generacijo. V ta namen je bila konec septembra 2016 v središču Maribora organizirana velika slovesnost s praznovanjem, saj so na ta dan diplomirale kar tri ravni vojaških diplomantov. 

Since 1991, there have been more than 30 generations of young officers who have successfully finished their education and training process. There was a great ceremony in downtown Maribor at the end of September 2016, when the graduation day for three levels of military training was celebrated. 

Vir: Kadetnica, Pograjc in drugi, PDRIU, Maribor 2010.

Fotografije: Slovenska vojska, arhiv.

Vir: Kadetnica, Pograjc in drugi, PDRIU, Maribor 2010.

Photographs: Slovenian army, archive.

MIŠA LUKIĆ IMENOVAN ZA DIREKTORJA PUBLICIS ONE ZA SREDNJO IN VZHODNO EVROPO MIŠA LUKIĆ APPOINTED CEO OF PUBLICIS ONE FOR CENTRAL AND EASTERN EUROPE V začetku leta je korporacija Publicis Groupe ustvarila podjetje Publicis One, novo globalnoi komunikacijsko podjetje, ki združuje zmogljivosti in strokovno znanje vseh agencij blagovne znamke Publicis Groupe pod eno streho za približno 50 držav. Z več kot 7.500 zaposlenimi je Publicis One svoje delovanje razširila po vsej Latinski Ameriki, Evropi, na Bližnjem vzhodu, v Afriki in Aziji. 

At the beginning of the year Publicis Groupe created Publicis One, a new global communications enterprise that unites all Publicis Groupe agency brands’ capabilities and expertise under one roof in about 50 countries. With more than 7,500 employees, the Publicis One operation is spread across Latin America, Europe, Middle East, Africa and Asia. 

Miša Lukić, predsednik uprave družbe Publicis Group Srbije, je bil imenovan za vodenje poslovanja Publicis One za Srednjo in Vzhodno Evropo.

Miša Lukić, the president of the management board of Publicis Group Serbia, has been appointed to lead Central and Eastern Europe operations of Publicis One.

Life Learning Academia Moč Znanja | Power of Knowledge

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Vrednote | Values

Vrednote v managementu znanja Values in knowledge management Zasl. prof. Dr. (oec.) dr. (mgt.) MATJAŽ MULEJ Univerza v Mariboru, Ekonomsko-poslovna fakulteta, in IRDO Inštitut za razvoj družbene odgovornosti, Maribor Professor emeritus Dr. (oec.) MATJAŽ MULEJ, PhD. (mgt.)

University of Maribor, Faculty of Economics and Business, and IRDO Institute, Maribor

Volja je tudi posledica vrednot, ne samo vednosti in znanja.

Will is a consequence of values, not just cognizance and knowledge.

Družbena odgovornost, vrednote, socialni čut ... so izrazi, s katerimi se vse pogosteje srečujemo, vendar si jih družba in posamezniki predstavljamo vsak po svoje.

Social responsibility, values, social sense... are expressions we see and hear very often, but society and individuals have different perceptions about them.

Na izobraževalnem programu o etičnem voditeljstvu in trajnostnem razvoju, ki je letos poleti potekal v organizaciji inštituta IRDO, nam je zasl. prof. ddr. Matjaž Mulej omenil, da sta med kopico literature o obvladovanju in menedžmentu znanja v okviru dostopne spletne enciklopedije Wikipedia objavljena samo dva prispevka o menedžmentu znanja skupaj z vrednotami. Pod angleškim naslovom Knowledgecum-values management so podpisani avtorji Šarotar Žižek, S., Mulej, M., Treven, S., Vaner, M., pod naslovom Soft-system approaches to knowledge-cum-values pa avtorja Zlatanović in Mulej. Na to smo Slovenci vsekakor lahko ponosni.

At the educational programme about ethical leadership and sustainable development, which was organized this summer by the IRDO institute, professor emeritus Dr. Matjaž Mulej, PhD, said that the extensive literature on the handling and management of knowledge, there are only two pieces about knowledge management with values published as part of the available online encyclopaedia, Wikipedia. The authors of Knowledge-cumvalues management are Šarotar Žižek, S., Mulej, M., Treven, S., Vaner, M., and the authors of Soft-system approaches to knowledge-cum-values are Zlatanović and Mulej. Slovenians can definitely be proud of this.

Zakaj je to tako pomembno?

Ordinary practise shows that management researchers and practicians feel it is rational to consider the person merely as a rational being, as if there is no emotional, spiritual, physical and social intelligence in addition to the cognitive intelligence.

Običajna praksa kaže, da se raziskovalcem in praktikom menedžmenta zdi racionalno šteti človeka zgolj za racionalno bitje, kot da ne obstajajo poleg kognitivne tudi emocionalna, spiritualna, telesna in socialna inteligenca.

Ne zavedamo se dovolj, da ljudje na volitvah in pri drugih odločitvah izražajo svojo voljo. Na pogrebih nas krščanska vera uči, da se ljudje trudijo izpolnjevati voljo Boga. Enako velja za uboganje podrejenih, tudi otrok do staršev.

Ukazovanje so pri gradnji egiptovskih piramid menda uvedli kot hiter prenos strokovnih navodil, kasneje pa je, kot vemo, postalo in ostalo tudi sredstvo za uveljavljanje volje vplivnih. Volja pa je tudi posledica vrednot, ne samo vednosti in znanja, kot je navedeno že na začetku tega prispevka. Tako je ddr. Mulej v knjigi ‘Ustvarjalno delo in dialektična teorija sistemov’ uvedel dvom, da je dovolj govoriti o doseganju ciljev brez premisleka o opredeljevanju ciljev in doseganju primerne, tj. zadostne in potrebne celovitosti pri obeh fazah delovnega

Why is it so important?

We are not aware enough of the fact that people reflect their will in elections and other decisions. At funerals, the Christian religion teaches us that people are trying to fulfil God’s will. The same applies for obeying by subordinates, including children in relation to their parents.

Ordering is believed to have been introduced during the construction of the Egyptian pyramids as a quick transfer of expert instructions, and later, as we already know, it became and has remained a means for enforcing the will of influential figures. As already mentioned at the beginning of this article, will is a consequence of values, not just cognizance and knowledge.

In his book entitled Creative Work and Dialectical Systems Theory, Dr. Matjaž Mulej, PhD, introduces a doubt as to whether it is enough to talk about achieving goals without considering the goals and achieving a suitable, i.e. requisite holism in both phases of people’s labour practices.

Answer: we needed to apply the starting points; the objective part of

Vrednote | Values

procesa ljudi. Odgovor: ukvarjati se je treba z izhodišči; objektivni del le-teh so potrebe (ki jih je treba zadovoljiti) in možnosti (s katerimi se dajo zadovoljiti); subjektivni del, s katerim potrebe in možnosti zaznavamo in med njimi izbiramo, pa ima tri sestavine: vednost (za odgovor: kaj in zakaj), znanje (za odgovor: kako in zakaj) in vrednote (za odgovor: ali se je vredno truditi). Vse tri sestavine subjektivnih izhodišč so soodvisne med seboj. Na osnovi te soodvisnosti izberemo najprej dialektični sistem vidikov, torej preplet vseh bistvenih in samo bistvenih vidikov, da dosežemo zadostno in potrebno celovitost, ko izbiramo prednostne potrebe in njim ustrezne možnosti, njuna soodvisnost pa daje podlago za opredelitev ciljev. Cilji tako niso zgolj nekaj zaželenega, kar pogosto vodi v razočaranje, pač pa nekaj primerno celovito opredeljenega – danes bi rekli, da z upoštevanjem vseh petih omenjenih inteligenc.

these are the needs (which must be satisfied) and the possibilities (which can be used to satisfy the needs); the subjective part with which we perceive the needs and possibilities and choose among them consists of three parts: cognizance (to answer what and why), knowledge (to answer how and why) and values (to answer if it is worth trying for). All the three parts of the subjective starting points are mutually co-dependent and have objective starting points. Based on such co-dependency we firstly choose the dialectical system of views, i.e. an interlacement of all the crucial and only the crucial views in order to achieve a sufficient and needed wholeness when choosing the priority needs and their matching possibilities, while their co-dependency provides a foundation for the determination of goals.

Goals are therefore not merely something desired, which often leads to disappointment, but they are something suitably holistically determined – today we could say that by considering all the five above-mentioned intelligences.

Na tej osnovi se v nadaljevanju lahko primerno celovito opredelijo naloge, ki jih je treba izvesti, da se uresničijo cilji, programi/ projekti postopkov dela za izvedbo nalog z vsemi bistvenimi podrobnostmi – da se uresničijo izhodišča. Ves čas obstajajo tudi povratne zanke, da se po oceni izhodišč, prednostnih potreb, ciljev, nalog in postopkov ter izvedbe dela kaj dopolni ali kako drugače spremeni. (Želje so del vrednot.)

Based on this, we can then suitably holistically determine the tasks that must be performed in order to realize the goals, programmes/projects of the labour procedures for the implementation of tasks with all the crucial details – to realize the starting points. There is constant feedback for supplementations or changes based on the assessment of the starting points, priority needs, goals, tasks and procedures and the implementation of work. (Wishes are a part of values.)

Primer: če se je nekdo naučil streljati s puško in se z njo opremil, bo odvisno od opreme, znanja in vednosti ali od vrednot, ali bo streljal na papirno tarčo ali na človeka? 

An example: if somebody has learnt to use a shotgun and has it on them, does it depend on the equipment, knowledge and cognizance oron the values whether they will use it to shoot a paper target or a human? 

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In Zera we help you creatively create, organize and produce promotional products, campaign or events in several ways: with graphic design, printed materials, web design and BTL marketing.

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Priporočila | Recommendations

Creative Mentorship

v Srbiji Creative Mentorship in Serbia Beogradu se je v letošnjem poletju začelo tretje obdobje programa CREATIVE MENTORSHIP, ki v balkanski regiji velja kot enkratna priložnost za osebni in poslovni razvoj voditeljev prihodnosti na področju kulture.

V

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Program, ki traja eno leto, združuje 25 mentorskih parov v vsakem krogu, torej 50 udeležencev. Skupino mentorirancev sestavljajo mladi in obetavni profesionalci z območja celotne Srbije, ki si utirajo pot na področjih umetnosti, kulturne dediščine, kreativne proizvodnje, izobraževanja, kulturnega menedžmenta, kulturne politike, aktivizma, komunikacij in drugih povezanih smeri. Večina med njimi je že dokazala svojo predanost in doprinos k razvoju družbe z visoko vrednostjo in kvaliteto svojega dela na posameznem profesionalnem področju. Vsem so skupni značilen duh sprememb in napredka, proaktiven pristop in ustvarjalnost.

The programme includes 25 mentorship couples in each cycle (50 participants) and lasts for one year. Group of mentees consists of young and perspective professionals with backgrounds in the arts, cultural heritage, creative industries, education, cultural management, cultural policy, activism, communications and other related areas, from throughout Serbia. They have proven their dedication to the development of society by high quality and relevant work in their professional field and their characteristics are the spirit of change and progress, proactive approach and creativity.

CREATIVE MENTORSHIP povezuje te talentirane in predane ter zagnane mlade kulturne profesionalce z mentorji, ki ustrezajo njihovim potrebam in interesom. Skozi serije organiziranih treningov, dogodkov in aktivnosti pridobivajo vpogled, povezave in informacije, ki bi jih težko dobili kjer koli drugje.

his summer, in Belgrade, the third edition of the CREATIVE MENTORSHIP programme began. This unique initiative in the Balkan region offers possibilities for the personal and professional development of the future leaders in the field of culture.

The CREATIVE MENTORSHIP connects this talented, dedicated and engaged young cultural professionals with suitable mentors based on their needs and interests, and through a series of organized trainings, events and activities they gain insights, contacts and information they would not get otherwise.

Njihovi mentorji so strokovnjaki na področjih kulture, poslovnosti, aktivizma, komunikacije, arhitekture, človeških virov in podobno. Vsi prostovoljno in brez honorarja posvečajo svoj čas ter delijo znanje in izkušnje.

Their mentors are experts in the field of culture, business, activism, communications, architecture, human resources etc. who pro-bono devote their time and share their experience and knowledge.

Tretji cikel programa CREATIVE MENTORSHIP se je začel junija 2016 in bo potekal do maja 2017. Več informacij o samem programu in podrobnostih je mogoče najti na www.creativementorship.org. 

The third cycle of the CREATIVE MENTORSHIP lasts from June 2016 to May 2017. More information about the programme can be found at www.creativementorship.org. 

Revija Moč znanja | The Power od Knowledge magazine Izdajatelj | Publisher: Life Learning Academia Glavna in odgovorna urednica | Editor in chief: Marjetka Kastner Izvršna urednica | Executive editor: Polona Bohorič Uredništvo | Office: Life Leraning Academia, Dunajska cesta 106c, 1000 Ljubljana, Slovenia, EU Lektoriranje in prevodi | Proof-reading and translation: Maja Mrak Oblikovanje in tisk | Design and printing: Zera d.o.o.

Fotografije | Photography: Arhivi podjetij in LLA | Archives of organisations and LLA

Naslovnica | Cover page: Shutterstock Aktualne informacije so objavljene na spletni strani | For the latest information and updates please visit the website www.llacademia.com Trženje oglasnega prostora | AD space marketing: Life Learning Academia

Vse avtorske pravice pridržane. Izdano v oktobru 2016. | All rights reserved. Published in October 2016.

Izkušnje so sicer najboljša šola - a cena je lahko zelo visoka.

Izobraževalna, svetovalna in založniška družba V Agenciji POTI smo si v 20-ih letih delovanja pridobili obilo znanja in izkušenj na področju izvajanja izobraževalnih programov. Sodelujemo z izkušenimi predavatelji, strokovnjaki iz prakse. Cilj naših izobraževanj pa je pridobitev znanja, ki ga je moč prevesti v dejanja.

Naša pomembna konkurenčna prednost je, da lahko vsako praktično delavnico ali strokovni seminar prilagodimo naročniku, saj izvajamo tudi “Izobraževanja po meri”. Uskladimo se glede vsebin, časa in kraja izobraževanja ter program prilagodimo vaši organizaciji. Z veseljem pa glede na vaše želje pripravimo tudi novo vsebino za večmodularna in bolj poglobljena izobraževanja.

Pridite po nova znanja: Optimalna izraba časa - povečajte svojo storilnost na delovnem mestu (20. oktober) Poslovite se od stresa - pogoj za uspeh v 21. stoletju (22. oktober) Učinkovito INTERNO KOMUNICIRANJE za odlično organizacijsko kulturo in klimo (25. oktober) Učinkovite tehnike prepričevanja pri pogajanjih (26. oktober) Priprava in izpolnitev POGODB V NABAVI (10. november) “Vitka” pisarna (16. november)

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