In the article the author discusses the relationship between education and socio-cultural needs. The socio – cultural reality is the reality of a permanent change. It is difficult to describe and even more difficult to understand. The specific character of qualitatively new changes in the relations between globality and locality implies a completely new perception of reality, ways of interpreting the world, and a new quality of judgments about the condition of the modern man. This reality is also a ”multiplicity of worlds”, which means a large number of possibilities to create oneself. What individuals perceive as their ”own” has the biggest developmental potential when it is worked out on the proactivity path. proactive people are distinguished by interrelated features: the search for a possibility of change (the environment examination, going beyond limitations of a given situation), establishing effective and change oriented goals (opening new paths of action), foreseeing problems and remedia measures (the analysis of one’s own achievements, looking for signals of threats or dangers), looking for new ways of achieving goals (the ambition is to make a new tradition).

Changes that take place in a job environment, job structure, job perception, as well as in the sphere of features, meanings and values ascribed to work are constituents of changes in the contemporary world, particularly of the development of the free market economy. It is difficult to overestimate the significance of these changes for the quality of career construction, its development and modification of its individualized paths. The contemporary study of career requires taking into account multicontextual changes in the world of work, that make employees face new challenges. In the economy based on knowledge, which in turn determines the orientation of the modern society to knowledge, the career development of its members and investing in their „portfolio” become the key elements of such an economy. The development of a career “portfolio” means the investment and renewal of the career capital on the path of proactivity.

Most scheduling methods used in the construction industry to plan repetitive projects assume that process durations are deterministic. This assumption is acceptable if actions are taken to reduce the impact of random phenomena or if the impact is low. However, construction projects at large are notorious for their susceptibility to the naturally volatile conditions of their implementation. It is unwise to ignore this fact while preparing construction schedules. Repetitive scheduling methods developed so far do respond to many constructionspecific needs, e.g. of smooth resource flow (continuity of work of construction crews) and the continuity of works. The main focus of schedule optimization is minimizing the total time to complete. This means reducing idle time, but idle time may serve as a buffer in case of disruptions. Disruptions just happen and make optimized schedules expire. As process durations are random, the project may be delayed and the crews’ workflow may be severely affected to the detriment of the project budget and profits. For this reason, the authors put forward a novel approach to scheduling repetitive processes. It aims to reduce the probability of missing the deadline and, at the same time, to reduce resource idle time. Discrete simulation is applied to evaluate feasible solutions (sequence of units) in terms of schedule robustness.

Duration of construction projects can be reduced by harmonizing construction processes: adjusting productivity rates of specialized crews and enabling the crews to work in parallel as in a production line. This is achievable in the case of projects whose scope can be divided into units where a similar type of work needs to be conducted in the same sequence. A number of repetitive project scheduling methods have been developed to assist the planner in minimizing the execution time and smoothing resource profiles. However, the workflow, especially in construction, is subject to disturbance, and the actual process durations are likely to vary from the as-scheduled ones. The inherent variability of process durations results not only in delays of a particular process in a particular unit but also in the propagation of disruptions throughout the initially well-harmonized schedule. To counteract the negative effects of process duration variability, a number of proactive scheduling methods have been developed. They consist in some form of predicting the conditions to occur in the course of the project and implementing a strategy to mitigate disturbance propagation. This paper puts forward a method of scheduling repetitive heterogeneous processes. The method aims to reduce idle time of crews. It is based on allocating time buffers in the form of breaks between processes conducted within units. The merits of the method are illustrated by an example and assessed in the course of a simulation experiment.

The severe consequences of climate change have left many unanswered questions about the environmental performance of businesses. Appropriate measures must be taken to tackle the problems conquered due to climate change. This study supports exploring the factors needed to get the Employees Environmental Performance (EEP). It includes Green Human Resources (GHR), Green Creativity (GC) and Proactive Environmental Management (PEM). The relationship among the variables was explored in the existing literature. This study aims to test the relationship between GHR and GC. Further, it also examined the mediating role of GC and moderating role of PEM. For this purpose, data were collected from employees of manufacturing companies (automobiles, food processing, chemicals, textiles, machinery and equipment) in India. More specifically, ISO 14001-certified companies were selected. Among the different institutions, 35 are manufacturing in India. Out of 35, 24 companies agreed to conduct a survey in their company. Totally 5376 employees were considered as a population for the study. With 95% confidence interval, 400 samples were selected, and a questionnaire was distributed among them using simple random sampling. 305 (76.25%) cases finalized for further analysis. The collected data analyzed using PLS-SEM with R software. The results highlighted the essential role of GHR practices in the manufacturing industry to enhance EEP since GHR positively influences EEP. Moreover, it was found that GC partially mediates the relationship between GHR and EEP. It indicates the importance of GC’s existence in increasing EEP through GHR. Finally, it was also found that PEM moderates the relationship between GHR and EEP. It suggested the role of pro-environmental management and their active pace in improving EEP. Managerial implications and future scope were discussed in this study.