Wyniki wyszukiwania - BazTech

1

Przywództwo w branży HVAC – jak być skutecznym liderem zespołu ekspertów

Dobryniewski Tomasz

Chłodnictwo i Klimatyzacja

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2025

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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.

2

Rola przywództwa zwinnego w organizacyjnym radzeniu sobie z wyzwaniami środowiska VUCA

Wlizło Izabela

Zeszyty Naukowe Wyższej Szkoły Zarządzania Ochroną Pracy w Katowicach

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2024

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Nr 1(19)

7--20

PL

W artykule scharakteryzowano elementy środowiska VUCA oraz wyzwania, jakie ono stawia przed dzisiejszymi organizacjami. W odpowiedzi na nie omówiono również podstawy teoretyczne przywództwa zwinnego oraz zwinności organizacyjnej w ogóle. Przeanalizowano także wyniki badań empirycznych odnoszących się do wybranego stylu przewodzenia i jego wpływu na wyniki organizacyjne, jak również zaprezentowano implikacje praktyczne dla liderów współczesnych organizacji.

EN

The article characterizes the elements of the VUCA environment and the challen- ges it poses to today’s organizations. In response, the theoretical foundations of agile leadership and organization alagility in general were also discussed. The results of empirical research relating to the chosen leadership style and itsimpact on organizational results were also analyzed, as well as practical implications for leaders of modern organizations were presented.

3

Developing selected military command skills of the tactical level in the current security environment

Sylwestrzak Bartosz

Zeszyty Naukowe SGSP / Szkoła Główna Służby Pożarniczej

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2024

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Nr 91 (tom 2)

149--161

EN

The presented article is focused on an attempt to create a model of leadership skills training dedicated to military commanders of the tactical level, based on current knowledge and recent experience. The article presents what leadership competencies are, and on the basis of the conducted research an attempt was made to verify the process of shaping leadership skills of tactical level commanders, implemented in academic centres and military units. On this basis, a research gap was identified, conclusions were drawn and a model was proposed for the competent preparation of a commander with leadership skills and abilities updated on the basis of research, corresponding to the needs determined by the requirements of the modern battlefield and technological advances and access to resources.

4

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

Celoch Aneta B., Smoląg Klaudia

Zeszyty Naukowe Politechniki Poznańskiej. Organizacja i Zarządzanie

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2024

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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.

5

The role of effective interpersonal communication in shaping organizational leadership

Załoga Wiesława

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

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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.

6

Soft skills of a manager in leading project teams

Szczepanik Rafał, Zaskórski Piotr

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

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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.

7

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

Samul Joanna

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

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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.

8

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.

9

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.

10

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

|

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.

11

Leadership in crisis conditions on the example of public organizations

Frąś Józef, Czyrka Krzysztof, Skwarek Albin

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

|

z. 192

233--241

EN

Purpose: The purpose of this article is to analyze and present the conclusions of the research conducted on leadership and the qualities of a leader that were expected by public sector employees to those who lead their organizations under crisis conditions. Design/methodology/approach: For the purpose of the article, the authors attempted to synthesize views on leadership and the characteristics of a leader. Conducted in 2022 among employees of the public sector, the empirical research using the method of structured interviews was used to analyze attitudes in a crisis situation among managers of public institutions located in Lubuskie and West Pomerania. Findings: The results of the research made it possible to determine the leadership qualities expected by employees of public entities toward management during the COVID-19 pandemic. Research limitations/implications: The analysis presented is not comprehensive, due to the multifaceted nature of the leadership issue. The presented conclusions may provide important information for further research into the issue at hand. Practical implications: The analysis of the research results made it possible to indicate which leadership competencies should be improved by managers employed in the studied public entities. The presented research results can become a guideline for managers employed in other public organizations, as well as private entities. Originality/value: The value of the research conducted lies in identifying key leadership qualities that, in the opinion of subordinates, were felt to be in short supply, particularly noticeable during the COVID-19 pandemic.

12

Exploring the factors that affect the Resilience of port organizational ecosystems through a survey of common uncertainties

Valionienė E., Župerkienė E.

TransNav : International Journal on Marine Navigation and Safety of Sea Transportation

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2024

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Vol. 18 No. 1

185--192

EN

Reliable port services are key to the performance of port organizational ecosystems. These ecosystems are an integral part of the transportation system and are vulnerable to disasters of anthropogenic or natural causes, including natural disasters, malicious cyber-attacks, technological factors, organizational factors, economic factors, and human mistakes, and other uncertainties. To address the challenges triggered by these uncertainties, this research is dedicated to the detailed analysis of organizational resilience, the port organizational ecosystem’s resilience, and possible uncertainties which are the basic factors for modelling the resilience of the whole port organizational ecosystem. The research aim is to analyse the uncertainties influencing the port organizational ecosystem’s functioning in the context of the port organizational ecosystem’s resilience. Research methodology is based on theoretical modelling including analysis of port organizational parameters representing resilience level. The research results found that the port organizational ecosystem’s resilience could be defined by the main organizational resilience drivers such as leadership and adaptive capacity, which are interrelated and have the functions of main business excellence drivers. Also, it was found that the external and internal port resilience factors could be classified by their nature, field, and type of organizational resilience components. All uncertainties could be categorized in a three-dimensional uncertainties model which could be used for elaborating effective managerial interventions in future investigations.

13

The importance of roboethics in innovation technology management

Balahurovska Inna

System Safety : Human - Technical Facility - Environment

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2024

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Vol. 6, iss. 1

16--25

EN

The article considers topical issues of roboethics and its importance in innovation technology management in the modern technological environment. The paper examines the role of leadership in the modern technological environment and analyzes the interaction between humans and robots. The authors studied the influence of robotics on interpersonal relations, collective work, and the adaptation of workers to modern technological challenges. The work pays special attention to the ethical aspects of human interaction with robots in an innovative environment. The article's authors highlight the importance of developing ethical standards to ensure safety, efficiency, and social responsibility in innovation management. The study carried out an in-depth analysis of the aspects mentioned above. It made conclusions that contribute to the understanding of the critical problems of roboethics in the innovative management of technologies and also determined the ways of further research for the practical introduction of robotics in the corporate environment.

14

The identification of officers’ leadership competencies in the face of current threats–an educational aspect

Taurogińska-Stich Agnieszka, Michaluk Andrzej, Martusewicz Joanna

Scientific Journal of the Military University of Land Forces

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2024

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Vol. 56, No. 3(213)

93--114

EN

This paper describesthe results of a study on identifying and shaping the leadership competencies of cadets, taking into account current military challenges and crises that measurably affect how commanding officer cadres operate and how their subordinates perceive them. The authors highlight the need to shift the focus of cadet education in highermilitary education fromactivities oriented towards shaping the competencies of the platoon-company commander towards proposals that take into account the latest trends and lessonslearned from the current armed conflictin Ukraine. This approach mainly addressesthe challenges of “new generation warfare”, where the boundaries between war and peace are difficult to identify. The evolution of warfare we are seeing includes and will continue to include non-military activities extensively supported by sensors and reconnaissance systems, with the apparent dominance of information, but also the sowing of confusion and fear and the building of narrativesfocused on undermining the opponent’s morale. The requirements of modern warfare necessitate faster diagnosis of candidates’ leadership aptitude, even before recruitment to military universities, and then intensive improvement of their competencies, especially at the initial (adaptive) stage of training. This should result in improved matching of cadres to the real challenges of “new generation warfare”. In this article,the authors present multifaceted exploratory research on diagnosing and shaping leadership competencies in one of Poland’s military universities.

PL

W artykule opisano wyniki badań dotyczące diagnozowania i kształtowania kompetencji przywódczych podchorążych (studentów/kadetów) przy uwzględnieniu aktualnych wyzwań militarnych oraz kryzysów, które w wymierny sposób wpływają na sposób działania dowódczej kadry oficerskiej i jej postrzeganie przez podwładnych. Autorzy zwrócili uwagę na konieczność przesunięcia punktu ciężkości w edukacji podchorążych w wyższym szkolnictwie wojskowym z działań zorientowanych na kształtowanie kompetencji dowódcy plutonu-kompanii w kierunku propozycji uwzględniających najnowsze trendy i treści będące konsekwencjami doświadczeń aktualnego konfliktu zbrojnego w Ukrainie. To podejście wychodzi głównie naprzeciw wyzwaniom wojny „nowej generacji”, gdzie granice pomiędzy wojną a pokojem są trudne do identyfikacji. Ewolucja działań zbrojnych, jaką obserwujemy obecnie, obejmuje i będzie obejmowała również działania pozamilitarne nasycone sensorami, systemami rozpoznawczymi o widocznej dominacji informacji, ale także siania zamętu i strachu, budowania narracji zorientowanej na złamanie morale przeciwnika. Wymagania współczesnej wojny wymuszają szybsze diagnozowanie predyspozycji przywódczych kandydatów, jeszcze przed rekrutacją do akademii wojskowych, a następnie intensywne doskonalenie ich kompetencji, zwłaszcza w początkowym (adaptacyjnym) etapie kształcenia. Takie działania winny skutkować lepszym dopasowaniem kadr do realnych wyzwań „wojny nowej generacji”. W artykule autorzy przedstawili wieloaspektowe badania eksploracyjne dotyczące diagnozowania i kształtowania kompetencji przywódczych zrealizowane w jednej z wojskowych uczelni w Polsce.

15

Competencies and expectations of a woman leader

Balcerzyk Dorota, Ludviček Paulina

Scientific Journal of the Military University of Land Forces

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2024

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Vol. 56, No. 2(212)

5--25

EN

The main objective of the research presented in this paper was to identify the managerial competencies of a woman leader. The first part of this paper exploresthe issue of leader competencies as they appearin the management literature. On the basis of the conducted research, the second part attemptsto answerthe question: which competencies are the most important for the leadership role of women in contemporary organisational reality? Women have the competence potential to be leaders and to be equally as successful as men. In view of the results of the literature review and the conclusions ofthe survey conducted among the employees of the organisation under research, it was largely possible to confirm the above thesis. Women are able to fulfil themselves in the aforementioned organisation, succeeding in leadership positions with adequate competence and knowledge. However, there are still quite a few barriers they still have to overcome. Introducing an explicit gender equality policy in the organisation would result in increasingly better results. This paper presentsthe results of research carried out by a company operating throughout Poland. The findings are very interesting and encourage research on a larger scale. They represent a valuable source of information for managers responsible for working with executives, their functioning and the achievement of the set organisational goals. In turn, for those responsible for recruiting managers, the findings may be useful in terms of developing a profile of the manager/team leader, particularly in identifying key soft competencies.

PL

Głównym celem badań przedstawionych w artykule była identyfikacja kompetencji menadżerskich lidera-kobiety. W pierwszej części artykułu przedstawiono problematykę kompetencji lidera w literaturze o zarządzaniu. W drugiej części na podstawie przeprowadzonych badań podjęto próbę odpowiedzi na pytanie: które kompetencje są najistotniejsze w pełnieniu roli lidera przez kobiety we współczesnej rzeczywistości organizacyjnej? Kobiety posiadają potencjał kompetencyjny do bycia liderem oraz do osiągania sukcesów na równi z mężczyznami. Biorąc pod uwagę wyniki analizy literatury oraz wnioski wywodzące się z badania przeprowadzonego wśród pracowników badanej organizacji, w dużej mierze udało się potwierdzić powyższą tezę. Kobiety są w stanie spełniać się w wyżej wspomnianej organizacji, osiągają sukcesy na stanowiskach kierowniczych, posiadając odpowiednie kompetencje i wiedzę. Jednakże istnieje jeszcze sporo barier, z którymi wciąż muszą się mierzyć. Wprowadzenie jasno określonej polityki równości płci w organizacji pozwoli osiągać coraz to lepsze efekty. W artykule przedstawiono wyniki badań przeprowadzonych przez firmę działającą na terenie całej Polski. Odkrycia są bardzo interesujące i zachęcają do badań na większą skalę. Stanowią cenne źródło informacji dla menedżerów odpowiedzialnych za współpracę z kadrą kierowniczą, ich funkcjonowanie i osiąganie założonych celów organizacyjnych. Z kolei dla osób odpowiedzialnych za rekrutację menedżerów ustalenia mogą być przydatne w budowaniu profilu menedżera/ lidera zespołu, szczególnie w identyfikowaniu kluczowych kompetencji miękkich.

16

Authority of the superior commander in commanding and leading subordinates

Kałużny Ryszard

Scientific Journal of the Military University of Land Forces

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2024

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Vol. 56, No. 1(211)

27--40

EN

The author addresses the problem of the superior’s authority and its importance in commanding subordinates in uniformed services. Based on the analysis of the source literature and his own experiences, he defines the concept of authority and interprets its types. In the context of reflections on the subject of authority, he also defines the concepts of command and leadership and indicates the positive consequences of liberating authority but also to the negative implications of authoritarian management of subordinates.

PL

Autor podejmuje problem dotyczący autorytetu przełożonego i jego znaczenia w dowodzeniu podwładnymi w służbach mundurowych. Na podstawie analizy literatury przedmiotu oraz własnych doświadczeń definiuje pojęcie autorytetu i interpretuje jego rodzaje. W kontekście rozważań o autorytecie wyjaśnia również pojęcia: dowodzenie i przewodzenie oraz wskazuje na pozytywne następstwa autorytetu wyzwalającego, ale także na negatywne implikacje autorytarnego kierowania podwładnymi.

17

A theoretical and methodological model of praxeological leadership

Nagody-Mrozowicz Kazimierz, Halemba Piotr

Scientific Journal of the Military University of Land Forces

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2024

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Vol. 56, No. 3(213)

75--92

EN

The subject of the presented apriori analysis is leadership understood as a personality factor in the form of leadership attitude and its correlates in the leadership process. The aim of the research is to present an innovative concept of leadership, in which it is based on the results of learning and possessed knowledge. Leadership knowledge is a conglomerate of two aspects: knowledge of the process and methodology of leadership and knowledge of subordinates. Deduced apriori, the Praxeological leadership model contains the imperatives of leadership knowledge and skills that a supervisorshould possessin the process of leading a given social structure (e.g., a subunit, a sports team) in order to be perceived and treated as a leader by the members of the given social structure. The research undertaken employed an analysis of the literature on leadership, an apriori analysis, praxeological deduction and logical modelling. Implicationsfrom the apriori analysis undertaken indicate that praxeological leadership is based on an element of personalstructure, the intellectualsphere of the individual, which includes knowledge of leadership methodology as well as knowledge of aspects of the personal structure of subordinates. Colloquially speaking: an effective/praxeological leader knows how to lead (how?–performance aspect) and who he leads (who is the subject?–effectiveness aspect).

PL

Przedmiotem prezentowanej analizy apriorycznej uczyniono przywództwo rozumiane jako czynnik osobowości w postaci postawy przywódczej i jego korelaty w procesie przewodzenia. Celem badań jest przedstawienie innowacyjnej koncepcji przywództwa, w której opiera się ono na rezultatach uczenia się i posiadanej wiedzy. Wiedza przywódcza jest konglomeratem dwóch aspektów: wiedzy o procesie oraz metodyce przewodzenia i wiedzy na temat podwładnych. Wydedukowany apriorycznie Model przywództwa prakseologicznego zawiera imperatywy wiedzy i umiejętności przywódczych, którymi przełożony powinien dysponować w procesie kierowania daną strukturą społeczną (np. pododdział, zespół sportowy), aby mógł być postrzegany i traktowany przez członków danej struktury społecznej jako przywódca. W ramach podjętych badań zastosowano analizę literatury z zakresu przywództwa, analizę aprioryczną, dedukcję prakseologiczną i modelowanie logiczne. Implikacje z przeprowadzonej analizy apriorycznej wskazują, że przywództwo prakseologiczne opiera się na elemencie struktury osobowej, sferze intelektualnej jednostki, która zawiera w sobie wiedzę na temat metodyki przywództwa, a także wiedzy na temat aspektów struktury osobowej podwładnych. Kolokwialnie mówiąc: efektywny/prakseologiczny przywódca wie, jak przewodzić (w jaki sposób?–aspekt sprawności) oraz kim przewodzi (kto jest podmiotem?–aspekt skuteczności).

18

Fostering employee engagement: a qualitative study of post-merger integration in the agrochemical industry

Margaretha Meily, Prajnanta Final, Prabandari Sri Palupi, Noermijati Noermijati, Kurniawati Desi Tri

Polish Journal of Management Studies

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2024

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Vol. 29, No. 2

380--393

EN

Employee engagement has been a topic of constant interest over the past two decades, particularly in the modern business environment where frequent mergers and acquisitions occur. This study aims to identify the driving factors influencing engagement during PMI, ultimately affecting both employee and company performance. Unfortunately, very few studies examine how PMI affects employee engagement in the context of qualitative studies, particularly in Indonesia's agrochemical sector; therefore, this study is vital. These qualitative studies are drawn from semi-structured, in-depth interviews face-to-face and via Zoom. The target informants consisted of 5 senior managers, 3 middle managers, and 4 staff members who possessed at least 1 merger and acquisition of the target company. The results were analyzed using the Miles, Huberman, and Saldana methods. The results indicate work-life balance, employee resilience, the role of the leader, and career growth opportunities are the main driving factors in enhancing engagement throughout PMI. From this study, the novelty found in the impact of PMI is that employees are becoming more generalists instead of specialists in managing work, and on top of that, they are more engaged with the organization. Organizational policies may encourage employee engagement by promoting work-life balance, resilience, the role of leader, and career growth, fostering a deeper sense of employee commitment.

PL

Zaangażowanie pracowników było tematem stałego zainteresowania naukowców ostatnich dwóch dekad, szczególnie w nowoczesnym środowisku biznesowym, w którym często dochodzi do fuzji i przejęć. Niniejsze badanie ma na celu zidentyfikowanie czynników wpływających na zaangażowanie podczas PMI, co ostatecznie wpływa zarówno na pracowników, jak i wyniki firmy. Niestety, bardzo niewiele badań pokazuje, w jaki sposób PMI wpływa na zaangażowanie pracowników w kontekście badań jakościowych, szczególnie w indonezyjskim sektorze agrochemicznym; dlatego też niniejsze badanie jest kluczowe. Niniejsze badania jakościowe opierają się na półustrukturyzowanych, pogłębionych wywiadach przeprowadzonych twarzą w twarz i za pośrednictwem platformy Zoom. Finalnymi informatorami byli: 5 starszych menedżerów, 3 średnich menedżerów i 4 pracowników, którzy uczestniczyli co najmniej w 1 fuzji i przejęciu firmy docelowej. Wyniki analizowano przy użyciu metod: Milesa, Hubermana i Saldany. Wyniki wskazują, że równowaga między życiem zawodowym a prywatnym, odporność pracowników, rola lidera i możliwości rozwoju kariery są głównymi czynnikami wpływającymi na zwiększenie zaangażowania w całym PMI. Z tego badania wynika, że nowość w zakresie wpływu PMI polega na tym, że pracownicy stają się bardziej generalistami niż specjalistami w zarządzaniu pracą, a ponadto są bardziej zaangażowani w organizację. Polityka organizacyjna może zachęcać pracowników do zaangażowania poprzez promowanie równowagi między życiem zawodowym a prywatnym, odporności, roli lidera i rozwoju kariery, wzmacniając głębsze poczucie zaangażowania pracowników.

19

Leader vs team member - differences in equality and hierarchical individualism and collectivism - the context of public and private organisations

Jendza Dorota

Management

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2024

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Vol. 28, no. 2

185--205

EN

The aim of the study presented here is to identify differences in levels of individualism and equality collectivism and hierarchical individualism depending on the type of organisation and the organisational role performed. A total of 810 people took part in the study, representing organisations in the public and private sectors with different organisational roles. Participants answered questions on the scale on individualism and collectivism of equality and hierarchy (KIRH), constructed based on Singelis and Triandis’ (1995) concept. The survey was conducted in May 2023 in Polish private and public organisations. A two-factor analysis of variance was used to determine differences in the level of hierarchical and equalitarian individualism and collectivism according to organisation type and organisational role in the research design of organisation type (public vs. private) x organisational role (managerial vs. employee). The research shows that the level of equality collectivism varies according to organisational role. It is higher among managers than among team members. The level of hierarchical collectivism varies according to the type of organisation and role. It is higher among team leaders in public organisations. No significant differences were found in the level of equality and hierarchical individualism between public and private organisations, as well as between managers and team members. The study confirms the existence of cultural differences between the public and private sectors and between managers and team members. The study highlights that the individual personality traits of team leaders may be as important in shaping employee behaviour as the type of organisation. The study is a pilot study.

20

The Role and Areas of Shaping Motivation in Leadership

Wasilewski Paweł

Logistics and Transport

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2024

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Vol. 61-62, No. 1-2

21--34

EN

The power of motivation is intrinsically linked to the action, the teaching-learning process. It concerns both the external as well as the internal sphere. It depends on the strategies adopted by the leader, but also on many other factors affecting the subordinate, which are indirectly influenced by the attitude of the leader. The motivation to act and develop is reflected in the way the subordinate sees the objectives set by the commander, as well as the tasks and the feelings experienced in relation to these tasks, which is reflected in the quality of the performance of the tasks assigned. The internal psychological forces by which we do what we do (motives) constitute certain subjective dispositions that drive people to behave in a certain way and are influenced by both internal and external factors, mainly shaped by the leader. Motivation refers to all the processes involved in experiencing a need or desire and in reducing the intensity of the need experienced, and thus occupies a very important place in the formation of effective leadership.