Author: Marilena-Nicoleta Balabuti

Introduction. Institutional management in fighting against undeclared work. Considerations on some selections from notable studies in the matter.The European Commission had made some research on the undeclared work, focusing on the forms and on the tools that national institutions could or should use to fight efficiently against this phenomenon. According to some research made by European Commission1, “undeclared work may come in different forms. The most common type is work carried out in a formal undertaking, partially or fully undeclared. Partially undeclared work is sometimes also called “under-declared work”, “envelope wages” or “cash-in-hand”.

Aim of the study. In the research that aims to analyze the institutional management of the fight against undeclared work, first we must see some selections of notable studies made by important bodies and organizations. The role of the European Commission and the International Labour Organization in the research is important; what those institutions were released in the matter has strong impact on national policies and also in the targets that management of the national authorities is considering to implement.
Keywords: institutional management, undeclared work, labour administration

Introduction. Human resources management has been always a subject of debate when an organization started to analyze different approaches of reaching goals and fulfill objectives, especially when labour legislation come to discussions from the manager’s point of view. By so, ignoring the fact that human resources management has been tackled down by the instruments that has to be offer using knowledge and the special literature in the matter, we should take the opportunity and take a short regard from the personal perspective of the worker, both executive and non-executive, and to see if personal approach of creation is more or less valuable than the innovation of the science. In doing so, we consider proper to use Peter Drucker and Warren Bennis theories, that bring a path to the management and leadership works. We have to take into consideration that management is a science in the very perspective of the knowledge and by the principles that has to be respected when applied to obtain performance, well – shortly speaking – something that is learned, when the leadership is becoming more and more a science, but with a fresh personal start, taken from the features of one’s character that are given by birth or by a strong education and model.

Aim of the study. We consider that management – developed as a science, has a more theoretical approach, when leadership has a more personal, abilities related approach. Everything has to do with the fact that the society, in its continuous search for performance and economical gain, reached to a point where the management had no answers facing the capacity of one individual to be better by using his or hers ability to do things. By noticing that limit of the science of management and the unlimited individual capacity to bring more and more solutions, we must see what is the very perspective of both human resources management and labour legislation when it comes to create organizational politics for its future progress and development, because we must decide what should we do: choose management’s innovation or leadership creativity?
Keywords: leadership, management, human resources, creativity, innovation