Psychospołeczne czynniki determinujące kreowanie kapitału ludzkiego poprzez zarządzanie różnorodnością
Psychosocial factors determining the creation of human capital through diversity management

Summary/Abstract: Intensive development of knowledge-based economy is making human capital building an importantelement in creating competitive advantage in enterprises. One of the challenges faced by themodern manager is demographic change, which is increasingly starting to affect specific companiesrather than being just announced as a general problem. It is associated, on the one hand, with populationaging, and consequently with an aging workforce, while on the other hand with migrations.The demographic structure of the workforce is becoming more diverse, which increases the need forsearching new sources of human resources. This article takes up the problem of managing diversity,which is one of the ways of coping with the situation, and psychosocial factors in determining theeffectiveness of its use in building human capital.Despite a number of advantages, implementation of diversity management may encountera number of problems, not just legal or organizational, but also psychosocial. These include stereotypesand prejudices, including ethnocentrism, fear of change, comparisons and tension arisingfrom facilities applied to addressing certain groups, lack of understanding of the benefits of adequatediversity management for all employees and misunderstandings resulting from unexpressed expectationswhich are part of the psychological contract. Therefore, implementation of strategies formanaging diversity requires the manager to manifest high motivation, ability to sense impendingchanges, flexibility, but above all, accurate selection of staff and skills to support their diversity, insuch a way as to make best use of their resources while ensuring good cooperation between them.

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