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1

Motivation in The Workplace – A Generational Perspective

Czerwińska-Lubszczyk Agnieszka, Jankowiak Nikol

Management Systems in Production Engineering

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2025

|

nr 1 (33)

100--114

EN

Understanding generational differences is key to effectively motivating employees across different age groups. By recognizing each generation’s unique characteristics, organizations can create more satisfying and productive workplaces. Amid turbulent shifts in the business landscape, and despite extensive prior research on motivation, there remains a need to persist in investigating this area. The main goal of the paper is to investigate generational differences in work motivation among Polish employees, particularly in the post-COVID-19 era. The study focused on analyzing work motivation among employees spanning Generations X, Y, and Z. Data collection for the survey questionnaire took place during the second quarter of 2023, focused on individuals working in the Silesian Voivodeship, Poland. The empirical research results indicate that members of different generations differ in their perceptions of material motivational factors, non-material motivational factors (organizational and psychological), and in their perceptions of motivational barriers. The research findings can serve as a background for considerations regarding the motivation systems applied in organizations in post-pandemic conditions. Organizations can use the research findings to enhance various aspects of organizational effectiveness. Understanding generational disparities can also help create engaging work environments, improve leadership practices, and boost overall productivity and job satisfaction. The empirical studies discussed in this paper represent the first phase of research into work motivation that concerns generational distinctions. They reveal significant differences among generations in evaluating motivational and demotivational factors, laying the groundwork for future investigations.

2

Impact of employee diversity level on innovative potential in insurance companies

Szczepankiewicz Maciej

Zeszyty Naukowe Politechniki Poznańskiej. Organizacja i Zarządzanie

|

2024

|

Nr 89

201--219

EN

In the context of Polish insurance firms, scholarly research has identified a gap in the methodologies for assessing employees’ innovative potential (IP) and the significant role of managerial strategies in shaping it. The study focused on team diversity and its impact on IP, noting that among 43-47 active insurance companies, only 18 had product-focused teams, with 16 participating in the research. The literature suggests a positive link between team diversity – considering age, gender, experience, knowledge, skills, and personality – and IP. The main research question explored how diversity influences employees’ IP levels in insurance companies. The article aims to identify strategies for managing employees’ IP effectively and efficiently, emphasizing the need for a precise definition of IP that includes knowledge, skills, and personality traits conducive to innovation. This approach avoids overly broad definitions that may shift the focus from key innovative traits. The research findings included an assessment of the level of innovative potential in terms of knowledge, skills, and personality traits, as well as an evaluation of the correlation between employee diversity and the achieved level of innovative potential. The article also indicates potential applications and directions for further research.

PL

W kontekście polskich firm ubezpieczeniowych badania naukowe wskazują na lukę w metodologiach oceny potencjału innowacyjnego (PI) pracowników oraz znaczącą rolęstrategii zarządzania w kształtowaniu go. Badanie koncentruje się na różnorodności zespołu i jej wpływie na IP, zauważając, że spośród 43–47 aktywnych firm ubezpieczeniowych tylko 18 ma zespoły skoncentrowane na produktach, z czego 16 uczestniczy w badaniu. Literatura sugeruje pozytywny związek między różnorodnością zespołu – biorąc pod uwagę wiek, płeć, doświadczenie, wiedzę, umiejętności i osobowość – a PI. Celem artykułu jest wskazanie, jak różnorodność wpływa na poziom PI pracowników w firmach ubezpieczeniowych. Podkreślono potrzebę precyzyjnej definicji PI, która obejmuje wiedzę, umiejętności i cechy osobowości sprzyjające innowacjom. Podejście to unika zbyt szerokich definicji, które mogą rozmyć skupienie na kluczowych cechach innowacyjnych. Wyniki badań obejmują ocenę poziomu potencjału innowacyjnego w zakresie wiedzy, umiejętności i cech charakteru oraz ocenę korelacji zróżnicowania pracowników z osiąganym poziomem potencjału innowacyjnego. W artykule wskazano także możliwości aplikacyjne i kierunki dalszych badań.

3

Organizational identity and perception of values in the enterprise – in the light of research results

Góralczyk Marzena

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

|

z. 200

83--96

EN

Purpose: The aim of the article is to present various approaches to organizational identity, with particular reference to the approach of J.M.T. Balmer (2017) and various approaches to values. Moreover, presenting the results of empirical research on the perception of organizational identity by enterprise employees and values in relation to own construct of values oriented towards the functioning of enterprises in their various aspects. Design/methodology/approach: Theoretical research in the field of organizational identity and values in the enterprise. Conducting own empirical research, also in relation to own value construct, which takes into account various aspects of the company’s operation, also relations with the environment. The article is an innovative approach to the presented topic due to the use of author’s own value construct in relation to empirical research. Findings: According to the conducted research, all of the above-mentioned features of the organizational identity of the entities, the respondents are employed in, were considered important. These include: organizational type of the enterprise, purpose(s) of the enterprise/organization, area of activity, geographical scope, ethos and values, market position, management method and employee behaviour, markets and customers served, quality of products and/or services. Moreover, it was shown that all the areas included in the author’s value construct are important for the surveyed employees, i.e. customer service, quality, responsibility, teamwork. Research limitations/implications: Further research will focus on the remaining features of organizational identity by J.M.T. Balmer, also in relation to the analysis of the approach of representatives of different age groups and industry specificity. Moreover, it is worth including the cultural context in future research and indicating, on the basis of a representative sample, how representatives of lower levels of management and the management staff of enterprises approach the aspects discussed in this article. The study has some limitations. The results cannot be generalized because the sample was not selected probabilistically. Practical implications: The presented original value construct can constitute a set of indications for further diagnosis and modification of the development paths of an economic entity, also in the perspective dimension. Its application can be universal and the research results obtained on its basis may support the targeting of programs to improve the management of various types of business entities, also in the context of shaping their organizational identity. Social implications: The research presented in the article is part of the research trend that serves to shape attitudes conducive to building awareness of corporate social responsibility in the context of the presented approach to values oriented not only to the development of the enterprise but also to shaping appropriate relations with the environment. Originality/value: The study showed the perception of organizational identity by company employees in connection with the values identified in author’s own construct.

4

Non-standard forms of employment and the need for stability – the perspective of working women in Poland

Bąk-Grabowska Dominika, Cierniak-Emerych Anna, Dziuba Szymon, Grzesik Katarzyna

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

|

z. 201

37--47

EN

Purpose: The aim of the paper is to empirically verify the scope to which women in Poland work in non-standard forms, as well as assessment of these forms in comparison to standard forms, taking into account satisfaction of the need for employment stability. Design/methodology/approach: The article presents the results of quantitative research conducted using the CAWI technique. The research was conducted on a representative sample of 1000 economically active Polish citizens. Findings: The research results show that on the labour market in Poland, working in non- standard forms of employment affects both women and men to a similar degree. In comparison to non-standard forms of employment, standard forms are considered to better satisfy the interests of employees. From the perspective of working women in Poland, work in standard forms better satisfies the need for employment stability. Research limitations/implications: The research was conducted in Poland, therefore the results do not take into account forms of employment specific to other countries. There is a need to conduct research in this regard that would take into account the effect of factors that appeared after the study period. Going forward, it would also be necessary to take into account factors that will impact on the labour market, for example changes in legal provisions. Practical implications: Taking into consideration the needs of employees is in line with the concept of sustainable human resources management. Ensuring employees work in stable conditions may be linked with greater investment by employers in their development and building their long-term employability, as well as having a positive impact on their well-being. Originality/value: The research results are based on a representative sample that takes into account age and gender, contributing to knowledge on the use of non-standard forms of employment in Poland in relation to research results published by the Central Statistical Office (GUS). Demonstration of the lack of differences between women and men in assessing the fulfilment of employee needs, including the need for employment stability, points to a tendency towards the blurring of differences between the functioning of women and men on the labour market.

5

Industry 5.0 - directions of business action and knowledge of technology in the context of surveys of employees of manufacturing companies

Grabowska Sandra, Sługocki Waldemar, Saniuk Aleksandra

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

|

z. 202

139--152

EN

Purpose: The purpose of this article is to assess the familiarity of employees of manufacturing companies with Industry 5.0 technologies and to evaluate their level of knowledge about their employer's current activities aimed at implementing the Industry 5.0 concept. Design/methodology/approach: The achievements and results presented in the article were obtained in a survey conducted. The survey covered manufacturing companies with their factories located in Poland. The duration of the survey work was from November 2022 to March 2023. The research instrument was a survey questionnaire. The survey was conducted using the Computer-Assisted Web Interview (CAWI) method. The empirical study involved 828 respondents. Findings: Most of the surveyed employees are aware that the enterprise where they work is investing in modern Industry 4.0 technologies. A large proportion of respondents know what financial condition the enterprise is in, and are familiar with the enterprise's goals and strategic plans. On the other hand, the least number of employees declare that they know in what strategic direction the enterprise where they work is heading, or are not aware of the enterprise's activities aimed at implementing Industry 5.0. It turns out that for the most part, Industry 5.0 technologies are of very low or low familiarity to the surveyed employees. Research limitations/implications: As a limitation of the study can be pointed out the fact that it was conducted in Polish conditions and only in relation to them can the conclusions drawn from it be read. Thus, it would be reasonable to conduct similar research in other cultural contexts in more and less developed countries. At this point it is also necessary to mention an important limitation of the study which is the subjectivity of the respondents. Originality/value: Original achievements obtained during the research include obtaining results from assessing the knowledge of Industry 5.0 technologies among employees of manufacturing companies and evaluating their level of knowledge about their employer's current activities aimed at implementing the Industry 5.0 concept.

6

Przyczynki do dziejów czerpalni Bolechowiec-Murowana Wola nad Bobrzą w powiecie kieleckim

Będziński Andrzej

Przegląd Papierniczy

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2023

|

R. 79, nr 3

167--170

PL

Opracowanie precyzuje miejsce położenia papierni oraz jej nazwę, która w literaturze przedmiotu wymieniana była jako Wola Murowana, Wierzchowa, Bolechowiec. Wnosi informacje o pracownikach zakładu, a także o czasie jego funkcjonowania. Artykuł zawiera także niepublikowane filigrany stosowane w Bolechowcu-Murowanej Woli. Nowych danych dostarczyły źródła rękopiśmienne [1-16], kartograficzne [19, 23], publikacje [18, 20, 21] oraz opracowanie niepublikowane [22].

EN

The study specifies the location of the paper mill and its name, which in the literatre was mentioned as Wola Murowana, Wierzchowa, Bolechowiec. It brings information about the employees of the plant, as well as about the time of its operation. The publication also includes unpublished watermarks used in Bolechowiec-Murowana Wola. New data were provided by handwritten sources [1-16], cartographic sources [19, 23], publications [18, 20, 21] and an unpublished study [22].

7

Gdzie funkcjonowała czerpalnia – w Woli Pszczółeckiej czy we Fraszce?

Będziński Andrzej

Przegląd Papierniczy

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2023

|

R. 79, nr 12

664--669

PL

Praca precyzuje położenie papierni Fraszka [15] i lata jej funkcjonowania [1, 2]. Podaje także nieznane w literaturze przedmiotu trudności finansowe czerpalni papieru oraz wielkość produkcji [7 ,8, 15]. Na podstawie nowych materiałów źródłowych określono okres największej aktywności produkcyjnej Fraszki [2]. Przywołano również pracowników zakładu (35 osób), niewymienianych w dotychczasowych publikacjach [2]. Do opracowania tematu posłużyły źródła rękopiśmienne [1, 2], kartograficzne [9, 15], drukowane [6-9], opracowanie archiwalne [14] oraz współczesne opracowania historyków papiernictwa [3, 4, 11-13].

EN

The work specifies the location of the Fraszka paper mill [15] and the years of its operation [1,2]. It also reports the financial difficulties of paper mills and the production volume, unknown in the literature on the subject [7,8,15]. Based on new source materials, the period of Fraszka's greatest production activity was determined [2]. Employees of the plant in (35 people), not mentioned in previous publications [2], were also mentioned. To develop the topic, handwritten sources [1,2], cartographic [9,15], printed [6-9], historical studies [15] and contemporary studies by papermaking historians [3,4,11-13] were used.

8

Wymagania dotyczące standaryzacji i certyfikacji kompetencji pracowników w budownictwie

Fangrat Jadwiga, Sieczkowski Jan, Głowacz Małgorzata

Przegląd Budowlany

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2023

|

R. 94, nr 11-12

102--108

PL

Artykuł przedstawia wyniki prac Grupy roboczej ds. standaryzacji i certyfikacji, prowadzonej przez Instytut Techniki Budowlanej w ramach projektu pt. Sektorowa Rada ds. Kompetencji w Budownictwie nr POWER.02.12.00-00-0006/16-01, realizowanego od marca 2017 r. do czerwca 2023 r. Istotne są rekomendacje Grupy przedstawione Sektorowej Radzie na posiedzeniach plenarnych do wprowadzenia i stosowania w obszarze budownictwa.

EN

The article presents the results of works of the Working Group for standardization and certification, led by the Building Research Institute as part of the project entitled Sectoral Council for Competences in Construction No. POWER.02.12.00-00-0006/16-01, in the period of March 2017 - June 2023. The most important are recommendations of the group presented to the Sectoral Council at plenary meetings for implementation and application in the field of construction.

9

Lean Manufacturing practices assessment case study of automotive company

Hąbek Patrycja, Lavios Juan J, Grzywa Adam

Production Engineering Archives

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2023

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Vol. 29, Iss. 3

311-318

EN

Lean Manufacturing (LM) practices have gained popularity as a means to achieve high-quality products while reducing costs and delivery times. However, the implementation of LM can be challenging, with a high failure rate. This paper aims to explore the perspectives of employees and managers on LM practices implemented in an automotive company. The research involved primary and secondary data analysis, combining observation, interviews, and a questionnaire survey. The survey assessed knowledge and skills, impact on quality improvement, motivation, supervisor support, control, and engagement in LM development. The results highlight the importance of management commitment and support in achieving successful LM implementation. Moreover, the study emphasises the positive impact of LM practices on employee motivation and the overall quality of processes and products. The PDCA cycle emerged as the most impactful tool, along with other recognised tools like Poka Yoke, Andon, Kaizen, Visual Management, and the 5S method. The findings contribute to understanding the implementation and effects of LM practices, providing insights for companies seeking improvement through Lean Manufacturing methodologies.

10

Program innowacji pracowniczych na przykładzie Grupy AZOTY S.A.

Kądzielawski Grzegorz, Bugdol Marek

Problemy Jakości

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2023

|

R. 55, nr 1

19--24

PL

Cel: Celem artykułu jest przedstawienie głównych zasad wspierania działalności innowacyjnej na przykładzie Grupy Azoty. Autorzy zamierzają ukazać, jak można łączyć program innowacji pracowniczych z dotychczasowymi wynikami badań nad zaletami i barierami procesów innowacyjnych. Projekt badania/metodyka badawcza/koncepcja: Podstawową metodą – w części teoretycznej – był przegląd literatury. Dodatkowo dokonano analizy istniejącej dokumentacji dotyczącej innowacji (regulaminy, programy, polityki, dane dotyczące efektywności). Korzystano również z zapisków z obserwacji bezpośrednich dokonywanych podczas unifikacji procedur innowacyjnych. Wyniki/wnioski: W przypadku grupy kapitałowej złożonej z zależnych od siebie podmiotów muszą istnieć ujednolicone procedury zarządzania innowacjami. Ich brak może być przyczyną odczuwalnej niesprawiedliwości wśród pracowników. Wynika ona m.in. ze zróżnicowanych sposobów wynagradzania za najlepsze pomysły. Ograniczenia: Przyjęta metoda (przegląd literatury) nie jest doskonałym sposobem pozyskiwania informacji. Pamiętać też należy, że programy innowacyjne muszą być dostosowane do specyfiki działalności firmy (jej modelu biznesowego, struktury własności, kultury etc.). I dlatego nawet najlepszy przykład nie może stanowić wzorca do naśladowania przez inne podmioty prowadzące działalność gospodarczą. Zastosowanie praktyczne: Ukazano, jak założenia teoretyczne można, a nawet należy, powiązać z praktyką zarządzania. W tym sensie zaprezentowane wywody mogą być wykorzystywane w innych firmach, które starają się doskonalić procesy innowacyjne. Oryginalność/wartość poznawcza: Treści artykułu wskazują na przydatność wiedzy teoretycznej w procesie tworzenia procedur innowacji pracowniczej. Wykorzystanie teorii w procesach tworzenia programów wspierających innowacje jest podejściem rzadko obecnym w praktyce zarządzania grupami kapitałowymi.

EN

Purpose: The aim of the article is to present the main principles of supporting innovative activities on the example of Grupa Azoty. The authors intend to show how the employee innovation program can be combined with the current results of research on the advantages and barriers of innovative processes. Design/methodology/approach: The main method – in the theoretical part – was a literature review. Additionally, an analysis of the existing innovation documentation (regulations, programs, policies, data on effectiveness) was performed. Notes from direct observations were also used (one of the authors supervises the innovative processes and the other author participated in the development of the program). Findings/conclusions: In the case of a capital group composed of dependent entities, there must be standardized innovation management procedures. Their lack may be the cause of perceived injustice among employees. It is due to the various ways of rewarding for the best ideas. Research limitations: The adopted method (a literature review) is not a perfect method of obtaining information. It should also be remembered that innovative programs must be adapted to the specificity of the company’s operations (its business model, ownership structure, culture, etc.). And that is why even the best example cannot be a model to be followed by other entities conducting business activity. Practical implications: It has been shown how theoretical assumptions can and even should be linked with management practice. In this sense, the presented arguments can be used in other companies that try to improve their innovation processes. Originality/value: The content of the article indicates the usefulness of theoretical knowledge in the process of creating employee innovation procedures. The use of theory in the processes of creating programs supporting innovation is an approach rarely present in the practice of capital group management.

11

Prewencyjne kontrole trzeźwości pracowników

Namojlik Joanna

Nowa Energia

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2023

|

nr 2

70--72

PL

Wychodząc naprzeciw uzasadnionym potrzebom pracowników i pracodawców dnia 21 lutego 2023 r. wprowadzono do Kodeksu pracy przepisy dot. prewencyjnej kontroli pracowników na obecność w ich organizmach alkoholu lub środków działających podobnie do alkoholu.

12

Socially responsible human resource management towards migrant workers with the focus on the employees’ interests

Piwowar-Sulej Katarzyna, Cierniak-Emerych Anna, Mazur-Wierzbicka Ewa

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

|

z. 162

599--621

EN

Purpose: The following two main research questions were addressed in this article: 1) Which employees’ interests are the most important for Ukrainian migrant workers? 2) To what extent companies ensure the interests of Ukrainian migrant workers? Since migration is often associated with precarious employment, the problems of the relationship between the form of employment and the interests of migrants were examined as well. Design/methodology/approach: For the purpose of this paper, such methods as literature survey of publications indexed mainly in Scopus database and empirical research in the form of a survey were used. The survey was carried out in 2020 in Poland and the respondents were Ukrainian workers. The research was conducted using the PAPI technique and based on a with the use of a representative sample. Findings: Empirical research shows that the most important interests of migrants (of 22 analyzed interests) are salaries adequate to duties, ensuring good occupational safety and health, and clear evaluation criteria. At the same time, the second and third of the indicated interests are mostly ensured by employers, regardless of the form of employment in which the respondents work. This leads to certain practical and theoretical implications. Practical implications: The Ukrainian population is gradually growing in Poland which results from the armed conflict and the difficult economic situation in Ukraine. Therefore, the presented research is utmost valid. Originality/value: The concept of socially responsible HRM (SRHRM) emerged as an element of CSR focused on the inside of the company (its employees treated as the most important stakeholders). Surveys devoted to the implementation of the concept of CSR are carried out mainly among employees who are citizens of the country where the enterprise surveyed is headquartered. The issue of migration is discussed rather from the perspective of such academic disciplines as economics and sociology than the discipline of human resource management. This study aims to fill the gap in research on SRHRM through examining the HRM practices in the context of migrant workers with a focus on employee interests.

13

Socially irresponsible actions in the economic area towards employees in a small enterprise

Sokołowska-Durkalec Agnieszka

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

|

z. 159

403--413

EN

Purpose: The purpose of the article is to identify and evaluate selected socially irresponsible activities in the economic area towards employees in a small enterprise. Design/methodology/approach: The theoretical part of the article uses a critical review of the literature on the subject, while the empirical part presents a pilot qualitative empirical study. The research was conducted by direct interview method using an interview questionnaire on a purposively selected sample of 78 Polish small (including micro) enterprises. Findings: A key finding of the research is that entrepreneurs declared irresponsible behavior in all surveyed elements of the human resource management process. Research limitations/implications: The research is idiographic and refers to a purposively selected sample of companies, so its conclusions apply only to the surveyed population. An important limitation of the research is the declarative nature of respondents' answers. Practical implications: The results of the empirical research and its conclusions can guide managers of small enterprises regarding the avoidance of socially irresponsible actions towards employees and, on this basis, making socially responsible actions towards this group of stakeholders. Social implications: The timeliness and importance of recognizing socially irresponsible actions towards a company's internal stakeholders in the face of global and national socio 23 economic challenges are of value to society and other participants in the small business environment. Originality/value: This article pretends to fill a significant research gap in the subject matter. The originality of the considerations is due to the pioneering nature of the research on the social irresponsibility of small businesses to employees in terms of implementing the concept of corporate social responsibility.

14

Selected aspects of crisis management in the workplace with regard to pandemic challenges

Barcik Agnieszka

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

|

z. 157

25--43

EN

Purpose: Determining and discussing various aspects of crisis management in the organizations in perspective of pandemic challenges with particular emphasis on the workplace conditions. Design/methodology/approach: The research method used in the paper is mainly a standardized survey conducted on the basis of a questionnaire containing closed and open questions carried out in two exemplary enterprises. The research process was also accompanied by analysis of source documentation. Findings: Research results verify research hypotheses formulated on basis of the paper’s objectives, enabling general conclusions. Research implications: Future research directions should focus on further, expanded research exploration in the area, taking into account various industries. Practical implications: The results of the research discussed in the paper have a number of practical implications mainly for the management staff in terms of use of crisis management tools and improvement of crisis management strategies. Social implications: Building awareness of crisis management issues. Originality/value: The paper has cognitive value for the development of knowledge, science and quality in terms of crisis management in the light of pandemic.

15

Leadership and managing stress in the organization

Dziwiński Piotr

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

|

z. 157

97--117

EN

Purpose: The main purpose of the paper is to systematize and analyze relation between the role of leadership and stress management in the organizations, indicate sources of stress as well as to determine possible responses to such situations with regard to their impact on the organization. Design/methodology/approach: The approach applied in the paper is of descriptive-empirical nature. The research methods involved in this paper are: induction, deduction, literature studies, as well survey and data analysis. The method of critical and comparative analysis was used in relation to the views presented in the literature. Findings: The paper ends with a brief presentation of research findings which correspond to the formulated research questions on most common causes of stress in organizations and its impact on the organization and people as well as their behaviors and reactions. Research implications: Future research directions should focus on further, expanded research exploration in the area, taking into account various industries. Additional work is needed to disseminate research findings among managers and employees and to implement them in appropriate stress management trainings. Practical implications: The results of the research discussed in the paper have a number of practical implications mainly for the managers in terms of use of stress management tools and improvement of stress management strategies. Social implications: Building awareness of stress management issues. Originality/value The paper has a cognitive value for managers as well as employees working in organizations. Results have theoretical as well as practical implications in search of solutions to stress management.

16

Outline of a method for allocating railway shift workers accounting for the difficulty of work

Nedeliaková Eva, Valla Michal, Hranický Michal Petr, Mańkowski Cezary, Ližbetinová Lenka

Transport Problems

|

2022

|

T. 17, z. 3

211--224

EN

At present, shift work is evaluated from the carriers’ perspective as employers. Therefore, the purpose of the article is to outline the characteristics of an innovative software application that would enable human resource managers to take railway workers’ satisfaction or the difficulty of a job into account when creating shift plans. This article includes an overview of the prevailing methods of handling railway shift worker scheduling and a list and description of the empirical methods for creating shifts. Next, the consideration given to the interests and preferences of employees regarding shift types is described. We then outline possible changes, especially changes utilizing mathematical formulas. These patterns and considerations are verified through actual shifts and questionnaires distributed to a select group of employees. An actual shift of conductors at the Czech national carrier České dráhy is chosen for the case study. Finally, a proposal of a software system that takes employee preferences into account and permits the scheduling of blocks of free days is described. From the development point of view, the aim of this software is to achieve maximum satisfaction after subjective requirements are considered, thus ensuring, from the human resource management perspective, a higher degree of railway employees’ satisfaction, leading to better quality services and improved rail transport.

17

Przyczynki do dziejów papierni w Mazanowie

Będziński Andrzej

Przegląd Papierniczy

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2022

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R. 78, nr 1

50--53

PL

Celem artykułu było przedstawienie dziejów papierni w Mazanowie. Praca wnosi nową wiedzę na temat tej papierni. Przyczyną podjęcia badań stało się źródło rękopiśmienne, informujące o dużej liczbie papierni w Lubelskiem, które funkcjonowały w pierwszej połowie XIX w. [11]. Wiadomości o papierni w Mazanowie dostarczyły źródła rękopiśmienne [1], drukowane [12, 15, 16, 17, 18, 19, 21, 25], kartograficzne [26 ], a także publikacje [10, 22].

EN

The aim of the article was to present the history of the paper mill in Mazanów. The work brings new knowledge to this paper mill. The reason for starting the research was a handwritten source informing about a large number of paper mills in the Lublin region that operated in the first half of the 19th century [11]. Information about the paper mill in Mazanów was provided by manuscripts [1], printed [12, 15, 16, 17, 18, 19, 21, 25], cartographic sources [26], as well as publications [10, 22].

18

Ocena świadomości wpływu pracowników branży motoryzacyjnej na kształtowanie jakości wyrobu

Feliczek Patryk

Problemy Jakości

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2022

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R. 54, nr 3

18--25

PL

Cel: Celem artykułu jest analiza wymagań w zakresie świadomości wpływu pracowników na jakość wyrobu motoryzacyjnego zgodnie z wymaganiami normy IATF16949:2016 oraz prezentacja i weryfikacja narzędzia służącego do sprawdzania poziomu tej świadomości. Projekt badania/metodyka badawcza/koncepcja: Stworzone przez autora artykułu narzędzie do badania poziomu świadomości wpływu pracowników na kształtowanie jakości wyrobu zostało zweryfikowane w badaniu ankietowym. Badaniem pilotażowym objęto pracowników, którzy w okresie przeprowadzania badania przebywali w przedsiębiorstwie i dobrowolnie wyrazili chęć do wzięcia udziału w badaniu. Wyniki/wnioski: W wyniku badania pilotażowego kwestionariusz ankietowy został oceniony jako czytelne oraz zrozumiałe narzędzie. W przedsiębiorstwie, w którym przeprowadzono badanie, można stwierdzić, iż występuje wysoki poziom świadomości wpływu pracowników na kształtowanie jakości wyrobu. Prawie wszyscy pracownicy objęci badaniem znają cele jakościowe przedsiębiorstwa oraz uważają, że ich praca ma bardzo duży lub duży wpływ na kształtowanie jakości wyrobu i procesu. Ograniczenia: Badanie docelowe, ukierunkowane na poznanie poziomu świadomości wpływu pracowników na kształtowanie jakości wyrobu, powinno zostać dokonane dla wszystkich pracowników, co może stanowić wyzwanie dla dużych organizacji. Zastosowanie praktyczne: Stworzone przez autora artykułu narzędzie do badania poziomu świadomości wpływu pracowników może zostać zastosowane w organizacjach branży wyrobów motoryzacyjnych, które chcą spełniać wymagania normy IATF 16949:2016. Oryginalność/wartość poznawcza: Artykuł ma charakter teoretyczno-praktyczny. W ramach części teoretycznej dokonano analizy tematu świadomości wpływu pracowników na kształtowanie jakości wyrobu. W ramach części praktycznej zaproponowano narzędzie do badania poziomu świadomości wpływu pracowników na kształtowanie jakości wyrobu, spełniając wymagania normy IATF 16949:2016.

EN

Purpose: The purpose of this article is to analyze the requirements for awareness of employees’ impact on the quality of an automotive product and to present and verify a tool for checking the level of this awareness. Design/methodology/approach: The tool created to study the level of awareness of employees’ impact on creating product quality was verified in a pilot study. The pilot study included employees who were in the company during the study period and voluntarily expressed their willingness to take part in the study. Findings/conclusions: In the context of the pilot study, the questionnaire was assessed as a clear and understandable tool. In the company where the study was conducted, it can be concluded that there is a high level of awareness of the impact of employees on creating quality of a product. Almost all employees surveyed know the company’s quality objectives and believe that their work has a very large or large impact on creating a quality of a product and process. Research limitations: The target study, aimed at understanding the level of awareness of employees’ impact on creating quality of a product, should be made for all employees, which can be a challenge for large organizations. Practical implications: The tool created by the author of the article to verify the level of employees’ awareness can be used in automotive organizations that want to meet the requirements of IATF 16949:2016 standard. Originality/value: This article has a theoretical and practical character. In the theoretical part, an analysis of the subject of employees’ awareness of the impact on the quality of the product was carried out. In the practical part, a tool was proposed to verify the level of awareness of the impact of employees on creating quality of the product, meeting the requirements of IATF 16949:2016 standard.

19

Analyzing an Unconventional Success Story Chick-fil-A Fast Food Restaurants in the USA

Manko Barbara A.

Management

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2022

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Vol. 26, no. 1

118--143

EN

The U.S. fast-food chain Chick-fil-A, Inc. has prospered financially and scored multiple rankings at or near the top of its industry by using unconventional management practices, including some that appear to be drawbacks. This paper attempts what previous academic research has not: a thorough analysis of Chick-fil-A’s practices and policies, looking at how they might function as “success factors” and how the company has turned apparent disadvantages into advantages. The practices and policies include an unusual approach to franchising, a limited menu, private ownership, absence of global expansion, a distinctive focus on customer service and employee relations, and an explicitly Christian corporate culture. Chick-fil-A’s success, with a business model that does not fit the mold of other fast-food chains, makes the company a promising subject for further research by anyone wishing to study unconventional forms of differentiation for competitive advantage.

20

Analysis of mining accident levels against the background of changes in productivity and employment in the hard coal mining industry

Wyganowska Małgorzata, Tobór-Osadnik Katarzyna

Inżynieria Mineralna

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2022

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no. 1

117--121

EN

Occupational safety is an extremely important area of concern in every company. In mining companies, it occupies a particularly high position in the hierarchy of tasks and objectives. An accident at work is defined as a sudden event, caused by an external cause, resulting in injury or death of a worker and which occurred in connection with work. An accidental event consists of a number of interrelated adverse technical, organisational, environmental and human events. However, it is recognised that human error (interference) is usually the initiating factor of an accident at work. Among the causes of errors can be distinguished primarily: human failure, characteristics of the tasks performed, the conditions of the physical environment and the impact of the social environment, technical conditions. Therefore, within the framework of accident prevention, apart from the technical sphere, attention is also paid to the sphere of management – motivation, proper training, information flow, as well as assessment of psychophysical features of employees and their adaptation to the workplace. It is even more justified in the situation, where as it results from many years' data of the Central Statistical Office (GUS), the so-called human factor is responsible for about 60% of accidents at work in Poland. €e level of accidents can be analysed from several angles. Interesting is correlation of level of accidents from factors, which have influence on management. €en it is possible by controlling these elements to influence the number of accidents at work. It is especially important in such branch as mining, in which according to GUS data the highest number of accidents was registered in Poland. Intuitively, most causes of accidents, according to the literature, are caused by human factors. A fall in the accident rate should be a natural consequence of a reduction in the workforce. However, a reduction in employment must not result in a decrease in labour productivity. In this article, the authors present the results of a study of correlation between these three indicators: employment level, productivity and accident rate, in Polish coal mines over the period 2003–2020.

PL

Bezpieczeństwo pracy jest niezwykle istotnym obszarem troski w każdym przedsiębiorstwie. W przedsiębiorstwach wydobywczych zajmuje wyjątkowo wysoka pozycję w hierarchii zadań i celów. Wypadek przy pracy definiuje się jako zdarzenie nagłe, wywołane przyczyną zewnętrzną, powodujące uraz lub śmierć pracownika, a które nastąpiło w związku z pracą. Na zdarzenie wypadkowe składa się wiele powiązanych ze sobą niekorzystnych zdarzeń technicznych, organizacyjnych, środowiskowych i ludzkich. Uznaje się jednak, że zazwyczaj czynnikiem inicjującym wypadek przy pracy jest błąd (zakłócenie) człowieka. Pośród przyczyn popełniania błędów można wyróżnić przede wszystkim: niesprawność człowieka, cechy realizowanych zadań, warunki fizycznego środowiska oraz wpływ środowiska społecznego, uwarunkowania techniczne. Dlatego w ramach profilaktyki wypadkowości oprócz sfery technicznej zwraca się uwagę również na sferę zarządzania – motywację, prawidłowe szkolenie, przepływ informacji, a także ocena cech psychofizycznych pracowników i ich dopasowania do stanowiska pracy. Jest to tym bardziej uzasadnione w sytuacji, gdzie jak wynika z wieloletnich danych GUS, za około 60% wypadków przy pracy w Polsce odpowiedzialny jest tzw. czynnik ludzki. Poziom wypadkowości można rozpatrywać w kilku ujęciach. Interesująca jest korelacja poziomu wypadkowości od czynników, na które ma wpływ kierownictwo. Wtedy można sterując tymi elementami wpływać na liczbę wypadków przy pracy. Jest to szczególnie ważne w takiej branży jak górnictwo, w którym według danych GUS odnotowano ich najwięcej w Polsce. Intuicyjnie naturalnym następstwem zmniejszenia zatrudnienia powinien być spadek poziomu wypadkowości. Jednakże zmniejszenie stanu zatrudnienia nie może powodować spadku wydajności pracy. W artykule autorki zaprezentowały wyniki badania korelacji między tymi trzema wskaźnikamiwskaźnikami: poziomem zatrudnienia,wydajnością i wypadkowością, w polskich kopalniach węgla kamiennego na przestrzeni lat 2003–2020.