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Diversity Icebreaker – trening elastycznego zarządzania różnorodnością

Author(s): Bjorn Ekelund,Piotr Pluta / Language(s): Polish Issue: 249/2012

The instability of the external environment of organizations is putting the need for flexibility forth, also in the field of human resources (HR), where qualities such as behavioural flexibility and an array of accessible skills are being emphasized [Bhattacharya et al., 2005]. Moreover, the organizations are becoming more diversified internally, as the workforce structure changes, which further advance the need for flexibility. In this paper we suggest how training in flexible HR management could answer some of these external and internal challenges. We present the Diversity Icebreaker – a training concept, which we believe has a positive impact on various elements of HR flexibility primarily via introduction of acknowledgement and improvement of communication.

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Podmiotowe uwarunkowania elastycznego zarządzania konfliktami w organizacji

Author(s): Agnieszka Fornalczyk / Language(s): Polish Issue: 249/2012

The article discusses the problem of subjective determinants of flexible management of conflicts. In the first part the author reviews the theoretical concepts and empirical data on the issue of effective dispute resolution and presents the model of flexible management of conflict situations based on the idea of reframing. The second part is dedicated to the presentation of dispositional determinants of flexible approach to conflict situations. In this part the author focuses mainly on discussing the cognitive, personality and emotionalmotivational factors.

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Style kierowania – ile ich jest?

Author(s): Zbigniew Piskorz / Language(s): Polish Issue: 249/2012

Leadership behaviour has a critical role in the creation of successful organization. This article reviews two-dimensional models of leadership styles. Leadership behaviour theory has traditionally included two factors – relation and task orientation. Their relationship with efficiency, productivity and employee satisfaction has shown that these are two basic styles of leadership. Critical analysis of the theory of Bassa indicates that the most valuable part of it is to show a new dimension of leadership behaviour – change-oriented behaviour. The emergence of this style is a consequence of increased turbulence and uncertainty in the organization and its environment. Two models are presented assuming the existence of three leadership styles – model proposed by Ekvall and Arvonen (1991) and model proposed by Yukl (2002).

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Zagadnienie przywództwa we współczesnej organizacji

Author(s): Wioletta Gieniec-Urbańska / Language(s): Polish Issue: 249/2012

The aim of the article is an attempt to identify the issue of leadership in the management of modern organization. The author presents different conceptions of understanding of leadership in theory and practice of management, as a proof that there is no uniformity of views on the matter of the essence and the role of leadership. The next part of the paper discusses different types of leadership, focussing on charismatic leadership and democratic coordination.

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Zmiany w funkcjonowaniu urzędu administracji publicznej – z perspektywy pracowników

Author(s): Marcin Piwowarczyk,Alicja Keplinger,Bogna Bartosz / Language(s): Polish Issue: 249/2012

The article includes research-based reflection on relations between flexibility and changes in an organization. The survey was conducted among 507 workers of public administration office. An attempt was made to identify the type and scope of reactive and proactive changes in the tested organization, as well as to summarize conclusions helpful for flexible management.

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Perspektywy czasu jako kryteria prognozy potencjału pracowniczego w ujęciu koncepcji Zimbardo i Boyda

Author(s): Aleksandra Leśniewska,Aneta Stosik / Language(s): Polish Issue: 249/2012

The aim of this paper is to conduct the evaluation of time perspectives of Zimbardo and Boyd theory according to the assessment of its usefulness in employees potential prognosis. The paper presents connections between behavioural and psychological indicators and time perspectives which can be diagnosed. Moreover, it is suggested that some of time perspectives reveal employees’ key attributes which should be taken into consideration during training planning and personnel career paths development.

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Whistleblowing w praktyce. Postawy i zachowania pracowników organizacji gospodarczych

Author(s): Ilona Światek-Barylska / Language(s): Polish Issue: 249/2012

The interest in whistleblowing is a relatively new phenomenon in Poland. There does not exist any special law protection for whistleblowers. Despite this fact in Polish companies there is a consent and an employee’s interest in revealing malpractices which take place at work. In addition with the increase of the gravity and danger of malpractice the declared willingness to whistleblow grows. Low level of trust in Polish society has its reflection in implementing mainly formal mechanisms of control averting wrongdoing. The changes should be aimed at increasing the role of core values and organizational culture to support whistle-blowers and prevent malpractices.

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Wybrane formalne wyznaczniki sprawnej komunikacji w organizacji

Author(s): Magdalena Zalewska-Turzyńska / Language(s): Polish Issue: 249/2012

The paper is about the efficiency of communication process. The reflection is conducted from praxeological point of view and efficiency is understood in a distributive way. There is the attempt of the analysis and description of three features of efficient communication –actuality, accuracy and reliability. Moreover, the measures of above mentioned features are elaborated. They were designed in the way that they drop between 0 and 1. The higher the indicator, the more efficient the communication. Thus managing the communication competence in an organization should be concentrated on activities directed to the indicator rise.

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Struktura potrzeb ludzkich jako determinanta elastyczności działania jednostki i organizacji

Author(s): Jolanta Bieńkowska / Language(s): Polish Issue: 249/2012

This article aims to identify the role of human needs in human capital development and to present them as determinants of flexibility of organization. The indicated dependence is presented in the form of diagram, which became a reference point for analyzing the impact of specified needs according to A. Maslow’s theory on the ability of flexible behaviour of people in an organization. Particular attention was paid to three of seven needs classified in the above theory. These include: the need for security, self-realization, knowledge and understanding. Their choice was dictated by the adoption of the criterion of search for conditions common for the ability of flexible behaviour of individuals and flexible operation of an organization.

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Elastyczność zawodowa w percepcji przedstawicieli pokolenia Y

Author(s): Izabela Bednarska-Wnuk / Language(s): Polish Issue: 249/2012

Nowadays great importance is attributed to flexibility as to this aspect, which is key for the functioning of the organization. A special area is professional flexibility. It presents the elements that relate to the possibility of free movement, retraining and further training of employees. Nowadays it is widely promoted and supported becoming part of the profile of every individual. It is of particular importance in the aspect of young generation known as Generation Y on today’s labour market. The purpose of this paper is to present professional flexibility in the perception of Generation Y on the basis of theoretical considerations and results of research conducted in this area.

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Elastyczność wpływu w zespole pracowniczym

Author(s): Barbara Kożusznik / Language(s): Polish Issue: 249/2012

New challenges towards management and leadership are often formulated as po��stulates – let us make the maximal use of the potential of all participants in an organisation, let us give them an opportunity to come into being, let us leave them space to show. According to the research results it is impossible to be so flexible to change one’s behavior from autocratic to delegating influence. There are psychological barriers as well as organizational obstacles in flexible use of different influence tactics by managers and leaders. The solution could be deinfluentization − the conscious regulation of one’s own influence – conscious strengthening, weakening, reduction or even its utter deprivation when the influence of other persons or whole groups is more corresponding to the requirements of a situation.

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Kwalifikacje menedżera jako główna determinanta przywództwa sytuacyjnego

Author(s): Łukasz Haromszeki / Language(s): Polish Issue: 249/2012

The article is a review of the organizational leadership concepts and models in the search for the effectiveness factors in different social situations. The analyzed outcomes indicate that the specific features and skills play an important role in the socio-cultural conditions. In addition to the presented theories there is a thesis that maybe in some situations the leadership is rather the result of the phenomenon of escaping from responsibility than the specific features of leader or social expectations.

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Świadomość kulturowa jako narzędzie elastyczności w zarządzaniu kapitałem ludzkim w przedsiębiorstwie międzynarodowym realizującym projekty infrastruk

Author(s): Bogdan Nogalski,Agnieszka Szpitter,Ewelina Nohrstedt / Language(s): Polish Issue: 249/2012

This article – in the context of flexibility – presents the issue of use of culture conscious in the process of management of intellectual capital. Culture consciousness in modern business world is a component of multi-cultural organizations operating on international markets. Cultural diversity of enterprises’ resources has influence on their future and the way of accomplishment of their objectives and tasks. The conscious culture management of employees’ organization causes the development of the whole company through the implementation of innovative solutions and ideas, and building the market position among environment competitors.

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Wypalenie zawodowe jako przejaw i skutek braku elastyczności w zarządzaniu ludźmi

Author(s): Magdalena Ślazyk-Sobol,Stanisław Witkowski / Language(s): Polish Issue: 249/2012

The article concerns the subject of occupational burn out defined as the indicator and the consequence of lack of flexibility in managing employees. The authors present the research results relating to employees in public administration and national defense. The authors build and use neural networks depended statistics models which pointed out the main predictors: external role conflict, general perception of organizational climate, organization of work, role overload and creating possibilities by a company. Personality traits turned out as statistically significant, but in weaker extent influenced dependent variables. Finally, the authors discuss some remedies for burn out prevention which they recognized as efficient in their research.

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Zapotrzebowanie na elastyczne zarządzanie w administracji publicznej – wyniki badań

Author(s): Marcin Piwowarczyk,Alicja Keplinger,Bogna Bartosz / Language(s): Polish Issue: 249/2012

The positive attitude of the hired employees to their duties, work environment and colleagues and co-workers is the simplest definition of job satisfaction. That sense of satisfaction is accompanied with a feeling of contentment. Opinion and satisfaction surveys are an essential tool for obtaining a feedback on the satisfaction of personnel/staff, the atmosphere in a workplace and a motivation of employees to achieve their goals, and their feelings about the management strategy. The analysis of the results obtained should provide a basis for managers to make specific changes or to implement some innovations in the management of the organization. The aim of the research (presented in this article) conducted in the public administration was to identify the key areas of satisfaction vs. dissatisfaction of employees, and also to identify strategies of improving the quality of work. The study involved 467 employees of public administration of Lower Silesia in 2010 and 326 in 2011. It is also worth noticing the possibility of identifying and determining the forms of dialogue with employees in the organization − the unit of administration, and an answer to the question: what can be done to make such dialogue more effective which would also raise the level of job satisfaction.

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Elastyczność i dzielenie się wiedzą, czyli w poszukiwaniu idealnego przywódcy

Author(s): Adela Barabasz / Language(s): Polish Issue: 249/2012

The increasing need for effective leaders is driven by the changes in society and economy. At the same time the flow of information and accompanying need for the appropriate application of knowledge impacts and modifies the concepts of leadership. Organizations need a new kind of leaders. The author considers flexibility, organizational learning and knowledge sharing across teams as a result of leaders’ attitudes and maturity of their personality.

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Diagnoza kultury organizacyjnej uniwersytetu - elastyczne podejście do kierunków zmian i nowych wyzwań

Author(s): Jagoda Stompór-Świderska / Language(s): Polish Issue: 249/2012

The research was done in order to present current and preferred picture of university organizational culture. The number of people participating in the research amounted to 120 including professors, lecturers, and students of Psychology Institute at the University of Wrocław. The Organizational Culture Assessment Instrument by K.S. Cameron and R.E. Quinn was used in the research. This instrument is based on the concept of competing values framework. The presented results show that the organization is visibly dominated by Hierarchy and Market Cultures in the perception not only of professors and lecturers but also students. Similar results were achieved in the preferred change direction as well. It means that the domination should be shifted towards Clan and Adhocracy Cultures. All the results can be used in order to make presented organization be more elastic in the areas that were analysed.

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Klimat organizacyjny w kontekście elastyczności zatrudnienia w sektorze zdrowia

Author(s): Danuta Kunecka / Language(s): Polish Issue: 249/2012

At the turn of the last few years, Polish health care sector expressed a significant increase in use of elastic forms of employment among medical professionals. The aim of those actions was most of all to achieve an increase of factors of employment among those groups as well as to strengthen the adjusting mechanisms of work resources to market requirements. Moreover, in case of free professions’ representatives not without significance is a possibility of using elastic form of employment as an instrument giving a feeling of “professional self-reliance”. Having in mind that “organizational circumstances” during the introduction of those changes may have significant influence on organization’s atmosphere in health care centres, the author of this paper set a goal for it to analyse and evaluate organization’s atmosphere accompanying changes of employment forms in health care centres based on the opinions of both nursing and doctors’ groups.

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Charakterologiczne uwarunkowania elastyczności zarządzania kapitałem ludzkim

Author(s): Henryk Jarosiewicz / Language(s): Polish Issue: 249/2012

The article discusses two parallel topics: the demand for the efficient management of personnel, which requires, among other things, elasticity in managing human capital and the concept of career capital, connected with the psychological consulting of careers, in which elasticity is a criterion of maturity to take a professional career. The ever changing labour market requires from a worker to have a renewable ability of being able to take on new career roles. Someone who possesses career capital is able to “invest in himself” in different fields of activity.

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Elastyczność jako wymiar reistycznej koncepcji pracy

Author(s): Janusz Rymaniak / Language(s): Polish Issue: 249/2012

The paper shows a concept of reistic work, which represents a response to the need to consider the importance of the processes of mechanization, automation and computerization in theoretical solutions. They cause the need for a reorientation of social engineering studies of the relationship: man − machine. The author suggests reistic understanding of work as a solution for the integration of organizational economic approach and taking into account the equivalence of all the elements. The work shows the importance and dimensions of flexibility and proposes research directions.

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