Wyniki wyszukiwania - BazTech

1

Jak skutecznie zabić zaangażowanie pracowników? Przewodnik dla menedżerów pragnących ciszy, spokoju i pełnej kontroli

Jeske Adam

Kierunek Wod-Kan

|

2026

|

Nr 1

40--48

PL

Oto sprawdzony arsenał technik, które pozwolą ci skutecznie zgasić każdy płomyk motywacji, zmienić zespół w bierną masę, skutecznie „zawłaszczyć” przestrzeń psychiczną podwładnych i raz na zawsze uleczyć ich z entuzjazmu i jakichkolwiek przejawów zaangażowania.

2

From research to practice: theoretical and practical perspective on leadership

Samul Joanna

Zeszyty Naukowe Politechniki Poznańskiej. Organizacja i Zarządzanie

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2025

|

Nr 92

221--234

EN

The article addresses ways of combining theory and practice in order for theory to remain credible while also being meaningful and useful for practitioners. The aim of the study was to determine the areas of discrepancy or coherence between academic research and management practice by identifying how practitioner-managers understand modern-day leadership and whether their interpretations are consistent with current knowledge in this field. The empirical research included interviews with 13 managers of different genders, ages, and organizational levels, which made it possible to capture diverse perspectives and compare them with existing theoretical frameworks. The analysis of the interviews indicates that practitioners’ understanding of leadership largely overlaps with dominant trends in contemporary leadership theory, such as Great Man Theory, relational leadership, situational leadership, and positive leadership. It appears that the main challenge does not lie in reconciling fundamentally opposing positions, but rather in refining the ways in which knowledge about leadership is conceptualized, disseminated, and developed so that it remains both credible and practical.

PL

Artykuł dotyczy sposobów łączenia teorii i praktyki w taki sposób, aby teoria zachowała swoją wiarygodność naukową, a jednocześnie była zrozumiała i użyteczna dla praktyków zarządzania. Celem badania było określenie obszarów ewentualnych rozbieżności oraz zgodności między wiedzą akademicką a praktyką menedżerską poprzez analizę tego, w jaki sposób menedżerowie praktycy interpretują współczesne przywództwo oraz czy ich rozumienie jest spójne z aktualnym stanem wiedzy w tym obszarze. Badanie empiryczne obejmowało wywiady przeprowadzone z 13 menedżerami reprezentującymi zróżnicowane cechy demograficzne, takie jak płeć i wiek, a także różne poziomy w strukturze organizacyjnej. Dzięki temu możliwe było uchwycenie szerokiego spektrum perspektyw oraz ich zestawienie z istniejącymi ramami teoretycznymi funkcjonującymi w literaturze przedmiotu. Analiza zgromadzonego materiału badawczego wskazuje, że sposób rozumienia przywództwa przez praktyków w dużej mierze pokrywa się z dominującymi nurtami współczesnej teorii przywództwa, w tym m.in. z teorią wielkiego człowieka, przywództwem relacyjnym, sytuacyjnym oraz pozytywnym. Wyniki sugerują również, że główne wyzwanie w tym obszarze nie polega na godzeniu całkowicie sprzecznych stanowisk, lecz raczej na doskonaleniu sposobów konceptualizacji, komunikowania oraz rozwijania wiedzy o przywództwie.

3

The importance of emotional intelligence in leadership for building an effective team

Ćwiąkała Joanna, Gajda Waldemar, Ćwiąkała Michał, Górka Ernest, Baran Dariusz, Wojak Gabriela, Mrzygłód Piotr, Frasunkiewicz Maciej, Ręczajski Piotr, Piwnik Jan

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2025

|

z. 221

89--115

EN

Purpose: This study investigates the role of emotional intelligence (EI) in leadership and its impact on building effective teams. It explores how EI competencies influence team collaboration, motivation, and conflict resolution within organizations. Design/methodology/approach: A survey of 100 professionals assessed leadership traits and EI impact on teams. Statistical analysis identified key correlations. Findings: Leaders with high EI are more empathetic, ethical, and effective in motivating teams. Strong correlations were found between EI, social competence, and leadership success. Research limitations/implications: The study is limited to a specific demographic. Future research should explore diverse industries and cultural contexts. Practical implications: Developing EI in leadership training enhances team cohesion, reduces conflicts, and improves motivation. Social implications: EI-driven leadership fosters healthier workplace cultures, reducing stress and enhancing job satisfaction. Originality/value: This study provides empirical insights into EI’s role in leadership, filling gaps in research by linking EI with leadership effectiveness.

4

Organizational culture and the level of healthcare quality and patient safety in light of international experiences

Sowińska-Domagała Karolina, Wolniak Radosław

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2025

|

z. 223

537--555

EN

Purpose: The aim of this study is to analyze the state of research on the relationship between organizational culture and the level of healthcare quality and patient safety in light of international experiences. Design/methodology/approach: The article is a non-systematic literature review. Searches for studies on organizational culture and healthcare quality were conducted in databases such as Google Scholar, Web of Science, PubMed, and Scopus. The search queries included the following descriptors: "organizational culture", "organizational culture and hospital", "organizational culture and health care system", "patient safety", and "quality of health care". Original primary articles focusing on organizational culture and healthcare quality, available in full text in English online, were included in the study. The search identified 70 studies, of which 26 were excluded due to factors such as inappropriate study design, lack of relevance to the research objective, or outdated data. Ultimately, 44 studies met the inclusion criteria and were included in the analysis. The selected articles underwent detailed analysis, and significant data were extracted and organized by the author. The collected data were divided into specific sections, such as organizational culture, safety culture, the impact of management on healthcare quality, organizational culture change, and quality in healthcare. To ensure a coherent presentation of the results, a narrative approach to data synthesis was applied, involving the integration of information from the studies to provide a comprehensive review of the findings. Findings: The final conclusion is the need to treat organizational culture as an integral component of quality management in healthcare. The pursuit of improving quality and patient safety cannot be limited to formal procedures and tools but should be rooted in values and attitudes supporting shared responsibility, continuous improvement, and mutual respect. Only in such an environment is it possible to achieve sustainable improvement in both clinical outcomes and the experiences of patients and staff. At the same time, it should be emphasized that there is a research gap in analyzing the impact of organizational culture on healthcare quality and patient safety. This area requires in-depth research that will allow for a better understanding of the cultural mechanisms determining quality in healthcare systems. Originality/value: This paper offers a non-systematic literature review of 44 selected studies that explores the relationship between organizational culture, healthcare quality and patient safety. Value of the paper is synthesis of current knowledge, practical recommendations, multidimensional analysis, cross-cultural comparative approach, integration of staff and patient perspectives. This paper appears to be addressed to key groups: healthcare administration and managers, clinical leaders, healthcare quality specialists, healthcare policy makers, healthcare educators.

5

Leadership in the age of ai in the context of effectively connecting technology to teams

Skarzyńska Edyta

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

|

z. 229

475--490

EN

Purpose: This study aimed to analyze the opinions of leaders and employees regarding the implementation and functioning of artificial intelligence (AI) in organizations, focusing on key aspects such as trust in AI, leadership competencies, perceived impact on the organization, and readiness for change. Design/Methodology/Approach: Statistical analysis was conducted using SPSS and R software to compare the views of leaders and employees across domains. The analysis included t-tests for differences between groups and multiple regression to identify key factors influencing AI implementation success. Data from leaders and employees were collected and analyzed in four themes: trust in AI, leadership competencies, perceived organizational impact of AI, and readiness for change. Findings: Significant differences were found between leaders and employees in their perceptions of AI. Leaders generally reported higher trust in AI, greater confidence in their AI competencies, and a more positive view of its impact on organizational performance. On the other hand, employees expressed more concerns about AI limiting creativity and were less confident in management's ability to manage AI adoption effectively. Additionally, employees perceived greater openness to change compared to leaders. Multiple regression analysis highlighted that employee perceptions of leaders were the strongest predictor of AI implementation success. Originality: This research offers a comprehensive comparison of how AI is perceived by different organizational roles, emphasizing the crucial role of leadership perception in the success of AI implementation. The study contributes new insights into the dynamics of AI adoption, leadership, and employee engagement in the context of technological innovation.

6

Implementation of selected Management 3.0 practices in project teams - case study of a company from the IT industry

Różycka-Antkowiak Justyna, Piwowar-Sulej Katarzyna

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

|

z. 227

313--323

EN

Purpose: The aim of this paper is to increase the knowledge on how particular practices recommended within M3.0 framework stimulate motivation and commitment of project team members. Design/methodology/approach: The paper - based on literature studies - describes a theory of M3.0 and selected M3.0 practices. Then a case study method is used. This paper presents results of interviews collected in three different project teams. Findings: The introduction of selected M3.0 practices in the organization was met with positive feedback from both employees and their superiors. Their positive impact on both motivation and commitment was presented. However, some practices need to be adapted to the organization's current needs. These insights provide valuable guidelines for other organizations considering the implementation of the M3.0 concept. Originality/value: This study contributes to the emerging research area of Management 3.0, where most existing studies focus on organizational structures. It is the first to examine the effectiveness of selected Management 3.0 practices in fostering motivation and commitment among project team members.

7

The role of selected psychological tests in the preliminary selection and career decisions of students of uniformed personnel program classes

Kocoń Paweł

Scientific Journal of the Military University of Land Forces

|

2025

|

Vol. 57, No.3(217)

39--49

EN

This paper focuses on the relevance and application of psychological testing in the context of the selection of students for uniformed personnel program classes in secondary schools. It discusses how selected psychological tests, commonly used in employee recruitment processes in various civilian organisations, can also be useful in identifying students’ predispositions to work in the uniformed services. On the basis of such tests, it is possible to identify the personality traits and skills that are crucial for effective functioning in this type of services. In addition, a psychological diagnosis can provide some support for students in making an informed choice of specialisation and specific organisation for their future career. The paper highlights the need for appropriate selection of diagnostic tools to ensure the fairness and objectivity of the selection process, while protecting the integrity and purpose of psychological testing. The author analyses the different tests, their use and their effectiveness in a way that enables them to be used for counselling. The aim of this paper is to evaluate the potential of selected commonly available psychological tests as tools to support career counselling and the initial assessment of uniformed personnel program class students’ predisposition to work in uniformed services. Based on the analysis, the author indicates that selected psychological tests, although originally designed for civilian use, can provide valuable information about personality traits and competencies relevant to the uniformed services. However, it is important to emphasise the need for judicious selection of the tools and interpretation of the results in the developmental context of the individuals tested.

PL

W artykule skoncentrowano się na znaczeniu i zastosowaniu testów psychologicznych w kontekście selekcji uczniów do klas mundurowych w szkołach średnich. Omówiono, jak wybrane testy psychologiczne, powszechnie stosowane w procesach rekrutacji pracowników w różnych organizacjach cywilnych, mogą być użyteczne również w identyfikowaniu predyspozycji uczniów do pracy w służbach mundurowych. Na podstawie takich testów można wskazywać cechy osobowościowe i umiejętności, które są kluczowe dla efektywnego funkcjonowania w tego rodzaju służbach. Ponadto diagnoza psychologiczna może stanowić pewne wsparcie dla uczniów w dokonywaniu świadomego wyboru specjalizacji i konkretnej organizacji w ramach przyszłej służby. W artykule zwrócono uwagę na potrzebę odpowiedniego doboru narzędzi diagnostycznych, tak aby zapewnić uczciwość i obiektywność procesu selekcji, jednocześnie chroniąc integralność i celowość testów psychologicznych. Autor analizuje poszczególne testy, ich zastosowanie i skuteczność w sposób umożliwiający ich użycie w zakresie poradnictwa. Celem pracy jest ocena potencjału wybranych, powszechnie dostępnych testów psychologicznych jako narzędzi wspomagających doradztwo zawodowe i wstępną ocenę predyspozycji uczniów klas mundurowych do pracy w służbach. Na podstawie przeprowadzonej analizy autor wskazuje, że wybrane testy psychologiczne, mimo iż pierwotnie przeznaczone do użytku cywilnego, mogą dostarczać wartościowych informacji o cechach osobowości i kompetencjach istotnych dla służb mundurowych. Należy jednak podkreślić konieczność rozważnego doboru narzędzi i interpretacji wyników w kontekście rozwojowym badanych osób.

8

Przywództwo w kryzysie czy kryzys przywództwa? Wprowadzenie do problematyki

Urych Ilona

Rocznik Bezpieczeństwa Morskiego

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2025

|

R. XIX

469--481

PL

Celem artykułu jest przedstawienie wprowadzających zagadnień dotyczących teoretycznych aspektów przywództwa. Żeby go osiągnąć scharakteryzowano istotę przywództwa, omówiono cechy współczesnego przywództwa oraz jego skuteczność. Przeprowadzone badania upoważniają do stwierdzenia, że przywództwo jest jedną z ważniejszych umiejętności dostrzeganych i pożądanych we współczesnym kierowaniu. Skuteczny przywódca to taki, który pogłębia swoją wiedzę i doskonali umiejętności niezbędne do bycia skutecznym w rolach i procesach przywódczych, umożliwiających wytyczenie kierunku, stwarzanie porozumienia i utrzymywanie zaangażowania w zespołach wykonujących wspólne zadania. Tym samym przywództwo jako kategoria edukacyjna powinno być stałym elementem kształcenia oficerów jednostek zhierarchizowanych.

EN

The aim of the article is to present introductory issues regarding the theoretical aspects of leadership. The analysis was carried out, starting from characterizing the essence of leadership, through presenting the features of contemporary leadership and the image of its effectiveness. The conducted research leads to the conclusion that leadership is one of the most important skills perceived and desired in modern management. An effective leader is one who expands their ability to be effective in leadership roles and processes that enable them to set direction, create under-standing, and maintain commitment in teams performing shared tasks. Therefore, leadership, as an educational category, should be a permanent element of the edu-cation of officers of hierarchical units.

9

Przyszłość menedżerów i przywódców

Banaszak Aneta, Banaszak Sławomir

Przemysł Spożywczy

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2025

|

T. 79, nr 12

4--5

PL

Początek roku to zwykle czas planowania i realizacji nowych zadań. Ale też myślenia o starym roku, a zatem również okres podsumowania. Tak czy inaczej jest to czas, który sprzyja refleksji. Trudno się więc dziwić, że podobny stan i nam się udzielił. Zaczęliśmy się bowiem zastanawiać, co nowego pojawi się nieuchronnie w nadchodzącym roku i w kolejnych latach w sferze menedżeryzmu i przywództwa. Przecież w tej materii tyle już powiedziano, napisano i zrobiono, że chyba nie można spodziewać się jakichś rewolucyjnych zmian. Chyba nie. Chociaż jest jednakże frapującym zadaniem śledzenie tych przeobrażeń, które się utrwalają, które na stałe wchodzą do kanonu zarządzania.

10

The role of leadership in teams and in business

da Motta Reis José Salvador, de Almeida Gastão Déborah Silva, da Silva Nilson Rodrigues, Santos Gilberto, Barbosa Luís César Ferreira Motta, Sá José Carlos

Production Engineering Archives

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2025

|

Vol. 31, Iss. 2

145--154

EN

The role of leadership has become increasingly strategic, aiming to transform a group of individuals into a team aligned with a common goal and focused on achieving the collective good. This study analyses the impact of leadership and conflict management on organizational growth, when properly managed. The research was based on a literature review and on-site analysis of a team of thirty inventory analysts, led by two managers with different profiles: one with an autocratic style and the other with a democratic and liberal approach. The results indicate that different leadership styles directly influence team performance. Literature, combined with effective strategies, can drive organizational change, providing new perspectives and improving results. In addition, the continuous encouragement of learning, the leader's ability to influence and trustworthiness, as well as their active participation in the stages of the process, are essential factors for the development of team skills and organizational success. The research identifies as an important point that adequate training, combined with personalized leadership for the team to be led, is directly linked to increased team performance. As an indication for future work, approach the leader and their subordinates within the framework of human temperament, implementing the Dominance, Influence, Stability and Conformity (DISC) method.

11

Empatyczne przywództwo dla nowych pokoleń

Jeske Adam

Kierunek Wod-Kan

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2025

|

Nr 3

76--86

PL

Zetki i alfy nie dopasują się do starych modeli przywództwa. Modele te muszą się zatem zmienić, aby odpowiedzieć na nowe realia.

12

Kultura bezpieczeństwa jako wytyczna opracowania działań profilaktycznych w przedsiębiorstwach wydobywczych

Bartosz Natalia, Kuczar Małgorzata

Cuprum : czasopismo naukowo-techniczne górnictwa rud

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2025

|

nr 1-2

75--83

PL

Kultura bezpieczeństwa w przedsiębiorstwach wydobywczych stanowi kluczowy element profilaktyki wypadków i chorób zawodowych. Niniejszy artykuł analizuje praktyczne aspekty wdrażania kultury bezpieczeństwa (przywództwo, komunikacja, zaangażowanie pracowników), porównuje podejścia stosowane w różnych krajach oraz ocenia skuteczność działań profilaktycznych opartych na tych założeniach. W artykule przedstawiono przykłady z górnictwa węgla, miedzi i ropy naftowej. Omówiono, jak powinno wyglądać zarządzanie przedsiębiorstwem wydobywczym przy założeniu kluczowej wartości, jaką jest bezpieczeństwo pracy. Na koniec sformułowano refleksję na temat przyszłości bezpieczeństwa pracy w górnictwie podziemnym – w tym roli nowych technologii i prewencji psychospołecznej.

EN

Safety culture in mining companies is a key element in the prevention of accidents and occupational diseases. This article examines the practical aspects of implementing safety culture (leadership, communication, employee involvement), compares approaches used in different countries, and evaluates the effectiveness of preventive measures based on these assumptions. The article presents examples from the coal, copper and oil mining industries. It discusses what the management of a mining company should look like, assuming that occupational safety is the core value. Finally, a reflection is formulated on the future of occupational safety in underground mining – including the role of new technologies and psychosocial prevention.

13

Przywództwo w branży HVAC – jak być skutecznym liderem zespołu ekspertów

Dobryniewski Tomasz

Chłodnictwo i Klimatyzacja

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2025

|

nr 3

26--28

PL

Przywództwo jest jak prowadzenie orkiestry symfonicznej, gdzie każdy instrument reprezentuje unikalny talent i specjalizację, a razem tworzą harmonijną całość. Jednak w przeciwieństwie do tradycyjnego dyrygenta, współczesny lider nie tylko interpretuje partyturę – on współtworzy ją wraz z zespołem, pozwalając każdemu członkowi wnieść własną kreatywność i ekspertyzę. Ta symfonia nabiera szczególnego znaczenia w branży HVAC, gdzie precyzja inżynierów, intuicja projektantów i praktyczne doświadczenie techników muszą współgrać w doskonałej harmonii.

14

The importance of leadership and the creation of a work safety culture

Celoch Aneta B., Smoląg Klaudia

Zeszyty Naukowe Politechniki Poznańskiej. Organizacja i Zarządzanie

|

2024

|

Nr 89

25--41

EN

The creation of safe workplaces is a complex issue. One important element is the development of a work safety culture (WSC). A work safety culture consists of elements such as attitudes, values, norms and employee behaviour. A significant factor influencing WSC is widely understood leadership? Achieving the goals set, both in terms of how well the organization operates as well as its health and safety record, depends to a large extent on leadership behaviour. The aim of the research was to determine the relationship between the assessment of a leader’s behaviour and the creation of a work safety culture. The results of the authors’ own research were preceded by an analysis of the source literature. A quantitative survey was carried out using the CAWI method on a group of 157 respondents in October 2023. Analysis of the results made it possible to conclude that a superior’s behaviour significantly influences the development of a work safety culture. Moreover, the respondents represented enterprises in which the WSC was assessed as acceptable, but it required further development to be considered strong or desirable.

PL

Problematyka kształtowania bezpiecznych miejsc pracy jest wieloaspektowa. Jednym z ważnych jej elementów jest odpowiednie kreowanie kultury bezpieczeństwa pracy (KBP). Na kulturę bezpieczeństwa pracy składają się takie elementy, jak: postawy, wartości i normy oraz zachowania pracowników. Istotnym czynnikiem, który wpływa na KBP, jest szeroko pojęte przywództwo. Osiągnięcie wyznaczonych celów, zarówno tych dotyczących funkcjonowania organizacji, jak i samego bezpieczeństwa i higieny pracy, w dużym stopniu zależy od zachowań przywódczych. Celem przeprowadzonych badań było określenie zależności pomiędzy oceną zachowań przywódcy a kreowaniem kultury bezpieczeństwa pracy. Wyniki badań własnych zostały poprzedzone analizą literatury przedmiotu. Przeprowadzone badanie ankietowe miało charakter ilościowy i zostało zrealizowane z wykorzystaniem metody CAWI na grupie 157 respondentów w październiku 2023. Analiza wyników pozwala na stwierdzenie, że zachowania przełożonego istotnie wpływają na kształtowanie kultury bezpieczeństwa pracy. Ponadto respondenci reprezentowali przedsiębiorstwa, w których KBP jest oceniana jako akceptowalna, ale wymagająca dalszego rozwoju, by mówić o silnej czy pożądanej kulturze bezpieczeństwa pracy.

15

The role of effective interpersonal communication in shaping organizational leadership

Załoga Wiesława

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2024

|

z. 200

651--659

EN

Purpose: Today, as organizations around the world face increasing social and economic challenges, the role of effective leadership becomes crucial to their success and sustainability. The purpose of this study was to determine whether there is a direct relationship between leaders' interpersonal communication skills and their effectiveness in problem solving, and to identify which specific aspects of communication are most influential in the context of effective leadership. Design/methodology/approach: The research was conducted using the method of online interviews (CAWI) as part of the UGB 853/2023 project, focusing on a group of 172 companies from the Polish manufacturing, service and trade sectors, representing a wide range of small, medium and large enterprises. A total of 456 respondents took part in the study. The study aimed to understand how leaders' interpersonal communication skills influence their ability to effectively deal with complex social problems within the organization. Findings: The survey results showed that 70% of respondents considered active listening to be a key factor influencing their effectiveness in solving problems. 65% of respondents rated empathy as the most influential aspect in the context of effective leadership. In addition, expressing appreciation and confirming the opinions of others was indicated by 55% of leaders, and effective feedback by 40% of respondents. Research limitations/implications: The study was limited to companies from the Polish manufacturing, service and trade sectors, which may affect the generalization of the results. Future studies will aim to expand the scope to other sectors and countries to confirm the results. Practical implications: The research results have a significant impact on the development of talent management strategies and leadership training. Companies should focus on developing leaders' communication skills to increase their effectiveness in solving problems and improving decision-making processes. Social implications: Research indicates that improving leaders' communication skills can contribute to better coping with social problems in organizations, which in turn can influence social attitudes and increase corporate social responsibility. Originality/value: The study offers a new perspective on the importance of communication skills in effective leadership, providing valuable conclusions for managers, management consultants and researchers dealing with leadership and communication.

16

Soft skills of a manager in leading project teams

Szczepanik Rafał, Zaskórski Piotr

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2024

|

z. 195

577--592

EN

Purpose: Within the scope of management and leadership processes, the leader of a group is responsible for ensuring the successful implementation of each endeavor (project/process) according to the defined criteria of success or failure. This article discusses the issues related to developing situational awareness among team members and the possibilities of motivating and communicating within a team using appropriate management competencies and techniques employed by individuals managing specific processes or projects. The essence of projects and processes, as well as the impact of soft skills on the effectiveness of such endeavors, are presented. Special emphasis is placed on communication techniques as fundamental tools for team leadership and creating a constructive atmosphere for achieving success. Design/methodology/approach: The article has been developed based on observations, analysis, and experiences gained during the implementation of research and development projects. The presented conclusions and topics are supported by scientific literature. Findings: The analysis and conclusions clearly indicate that actively improving soft skills and using a variety of communication techniques significantly improves the quality of organization, interaction and, above all, leadership of the selected project group. Practical implications: Expanding one's skills in the area of soft skills directly enhances the effectiveness of teams managed by leaders. A well-functioning organization will achieve its goals more quickly and efficiently. Social implications: Learning about, realizing the role of, and improving soft skills and communication techniques will significantly improve the understanding of the messages conveyed in society and influence empathetic relationship building. Originality/value: The recipients of the paper should be primarily those in managerial, command and leadership roles in both technical project groups and any organization where effective management of personnel resources is required. The novelty of the work is primarily the presentation of the impact of soft skills on the achievement of organizational goals framed in the context of the project life cycle and the conditions of the management process.

17

Self-reflection in leadership: does this distinguish a good leader from a bad one?

Samul Joanna

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2024

|

z. 200

403--418

EN

Purpose: Self-reflection competence is recognized as a key leadership skill that leads to learning from one's own experiences, drawing conclusions, and shaping one's actions in the future with a sense of job satisfaction. At the same time, research in the field of leadership is insufficient on this topic. Therefore, this article aims to determine the significance of the self¬reflection competence of a leader for organizational commitment, well-being, and organizational performance, which can be a measure of good leadership. Design/methodology/approach: The research was conducted among 200 managers of Polish enterprises from October 2022 to January 2023. In this study, the online questionnaire and convenience sampling were used. Findings: The analysis results indicate a positive and significant impact of self-reflection competence on well-being, commitment, and organizational results, contributing to the development of a comprehensive approach to leadership. Research limitations: Firstly, the research sample is not large. Secondly, the study used a self¬reflection competence scale that included general statements about reflection. It was not asked how often the leader practices reflection and whether it concerns positive or negative aspects. Practical implications: Leaders in organizations should remember to practice reflections, which should not be an activity only in exceptional circumstances, but rather a part of the routine of everyday professional duties. Leaders should also engage employees in reflection practices, as collective reflection brings value to the organization. Originality/value: The significance of self-reflection competency contributes to theory and practice toward a comprehensive approach to leadership.

18

Managing generational diversity under Industry 4.0 in the context of the importance of organizational leadership

Major-Kalinowska Paulina, Skórnóg Damian

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

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z. 203

253--267

EN

Purpose: The purpose of this article is to understand how representatives of different generations (Baby Boomers, Generation X, Generation Y, and Generation Z) view organizational leadership in the context of the challenges posed by Industry 4.0. The authors want to assess whether there are common leadership qualities valued by all generations, despite differences based on generational affiliation. Design/methodology/approach: The study was conducted using a survey questionnaire aimed at people involved in decision-making processes in Polish companies. The analysis was based on descriptive statistics, which made it possible to assess the responses and compare the results among selected generational groups. Findings: The results indicate different approaches to leadership depending on generational affiliation. All generations agreed that leadership is crucial, but differ in their priorities. Baby Boomers value leader adaptation, Generation X emphasizes values, Generation Y focuses on success, and Generation Z focuses on diverse leadership competencies. Research limitations/implications: The survey is limited to Polish organizations, which may affect the generalizability of the results to other countries. The sample is small, especially for Generation Z, which may limit a fuller understanding of their perspectives. Originality/value: The article provides unique findings on the differences and similarities in leadership perceptions among the four generations. It points to the need for a flexible management approach that takes into account specific generational needs in the era of Industry 4.0.

19

Leadership in social economy entities illustrated with an example of the Mazowieckie province

Adamiak Katarzyna

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

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z. 199

9--19

EN

Purpose: The aim of the paper is to present the results of a quantitative research conducted among social economy entities operating within the Mazowieckie Province and to illustrate the effects of the literature review on leadership, resulting in the identification of determinants affecting the analysed concept. The topic was pursued by the author due to the dynamic development of social economy entities and the importance of leadership in the development of each organisation. Design/methodology/approach: The ongoing research serves as an introduction to the in-depth analyses that will be carried out in the Mazowieckie Province. This province was chosen for the study due to the fact that according to the Polish Central Statistical Office (GUS), the number of non-governmental organisations, which comprise social economy entities, is significant and stands at 15,200 (data from 2021 – the most recent data available). In recent years, the subject of social economy has been gaining importance, particularly due to the legal conditions in this area, which emerged with the Act on social economy implemented in 2022. Due to the dynamics of the development of social economy entities, the importance of the entities in the reemployment of excluded individuals and many unexplored areas in this field, it can be assumed that the subject should be researched. The process has been initiated with the conduct of the quantitative research described in this paper and will be continued in further in-depth research. Findings: The research conducted resulted in the verification of the prepared survey questionnaire and a very general outline of the approach of the selected representatives of the surveyed social economy entities in the area of leadership styles. Originality/value: The discussed topic of social economy entities in the context of leadership is new and partially fills the research gap.

20

Leadership in improvement of an organisation – a perspective of dignity based practices

Młokosiewicz Marta, Piasecka Agnieszka

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

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z. 201

221--233

EN

Purpose: Identifying the impact of dignity based leadership practices on organisational improvement according to the EFQM model. Design/methodology/approach: The theoretical layer of the article was developed on the basis of literature review. Original research was carried out by means of a questionnaire, using the CAWI technique. It covered experts - assessors of the Polish Quality Award. Findings: The study concluded that implementation of dignity based leadership practices promotes success in improving contemporary organisations. Research limitations/implications: A limitation of the research conducted is the questionnaire as the adopted research method. Despite its many advantages, it makes it impossible to carry out a deeper analysis in terms of identifying the causes or wider context of the issues described. However, the opinions obtained should be considered valuable due to participation in the survey of experts referring to their experience in assessing organisations. Practical implications: The conclusions highlight specific dignity based leadership practices identified from the research to foster success in improving contemporary organisations. Originality/value: The literature review shows that the concept of dignity based management has not been explored in the context of the EFQM model. In this area, the study fills an existing research gap.