Wyniki wyszukiwania - BazTech

1

Pokolenia, pokolenia… Czy da się nimi „zarządzać” w nowoczesnych organizacjach?

Banaszak Aneta, Banaszak Sławomir

Przemysł Spożywczy

|

2026

|

T. 80, nr 3

6--7

PL

Pokolenie i pokoleniowość to bardzo ciekawy temat. Zarazem złożony, wielowarstwowy. Bywa też różnie rozumiany. Przykładowo, demografia określa mianem pokolenia zbiór osób w określonym przedziale wieku. Ów zbiór wykazuje zwykle pewne podobieństwa, odznacza się specyficznymi zachowaniami, decyzjami. Mówiąc inaczej, przedstawiciele danej generacji (to synonim pokolenia) we własny sposób kształtują świat.

2

Selected criteria for evaluating working conditions – a case study

Łochańska Dorota, Nowak-Senderowska Dagmara

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2025

|

z. 225

411--428

EN

Purpose: The purpose of this article is to analyze the working conditions of university employees in the context of health, safety and ergonomics, with a particular focus on the challenges of computer work. In the face of dynamic technological changes, prolonged use of digital devices can negatively affect vision, musculoskeletal system and mental well-being. The survey was designed to identify areas for improvement and incorporate the perspective of employees in shaping the work environment. Design/methodology/approach: The study was conducted using a questionnaire aimed at administrative, research and teaching staff at one of the universities. The questionnaire covered four key areas: work environment, technical equipment, ergonomics of the computer workstation and work organization. The collected data was analyzed quantitatively and qualitatively to identify strengths and problem areas. Findings: Analysis of the results showed that while there are positive aspects of the work environment, there are also significant deficiencies in ergonomics, health and safety. Employees reported the need for better adjustment of workstations, especially in terms of ergonomics of computer equipment and more efficient organization of duties. Respondents' opinions provided valuable information that can form the basis for implementing specific improvements. Research limitations/implications: The survey is limited to a single institution and is based on respondents' subjective evaluations. Further research could include a comparison between different universities and an expansion of the methodology to include job observation. Practical implications: The results of the survey can be used as a basis for developing recommendations for improving working conditions, such as by implementing ergonomic solutions and systematically monitoring employee feedback. Social implications: Improving the ergonomics and well-being of workers can positively affect their psychophysical health, work efficiency and overall quality of life. Originality/value: The article brings new knowledge about academics' perceptions of their working conditions and highlights the value of their voices in improving the work environment.

3

Quality management as a result of the development of human thought

Czernecki-Wilczyńska Marta

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2025

|

z. 221

75--87

EN

Purpose: The aim of this article is to systematise the view of the human being from antiquity to modern times, to consider how anthropological philosophy can influence the discipline of quality management sciences in companies, and to demonstrate that the mentioned disciplines of sciences directly influence each other and how the human being is an important factor in the quality management process. Design/methodology/approach: The human being can be considered as a common point of reference for philosophy and quality management science. The paper is a literature review of the achievements of philosophy regarding the human being and an attempt to link the quality management sciences with philosophy (philosophical anthropology). Findings: Thanks to the development of philosophy, man is no longer treated merely as an element of a larger, complex whole or mechanism in which he acts as a mode. He is an individual, endowed with unique predispositions which, if properly managed, can bring enormous benefits not only to himself, but also to the working environment in which he functions and in his private life. Originality/value: Considering quality and quality management in the context of a philosophy changes the perspective of how people are perceived in the work environment. The combination of quality management science and philosophy can allow a completely different dimension of business management to be discovered.

4

The social perspective and the role of humans in the acceptance of RPA technology in public institutions

Pypłacz Paula, Pietrzyk Magda

System Safety : Human - Technical Facility - Environment

|

2025

|

Vol. 7, iss. 1

351--363

EN

The purpose of this article is to examine the social determinants of the acceptance of Robotic Process Automation (RPA) technology in public administration and to identify factors that facilitate or hinder its implementation. The study adopts a qualitative approach in the form of a case study involving public sector organizations that have deployed RPA solutions. The research methods included project documentation analysis and semi-structured interviews with employees, conducted based on the MARPA model. Data were analyzed using content analysis supported by NVivo software. The findings indicate that the acceptance and effective implementation of RPA in public institutions depend not only on the perceived usefulness and ease of use of the technology but also on social and organizational factors such as trust, employee participation in the design process, and managerial support. Digital competencies and employees’ sense of job security also play a critical role. The results confirm that digital transformation in public administration is a socio-technical process that requires a human-centered approach.

5

Kultura organizacyjna i klimat organizacyjny. Perspektywa teoretyczna i praktyczna

Lubrańska Anna

Promotor BHP

|

2025

|

nr 11-12

71--74

PL

Czym jest kultura organizacyjna? Autorka przedstawia jej najważniejsze funkcje i podkreśla znaczenie klimatu organizacyjnego w miejscu pracy.

6

Prawa twórcy - pracownika uczelni wyższej lub instytutu badawczego

Kłosowska Katarzyna, Wilk-Ilewicz Agnieszka

Pomiary Automatyka Robotyka

|

2025

|

R. 29, nr 4

149--156

PL

Efektywne zarządzanie dobrami własności intelektualnej wymaga przede wszystkim znajomości przez twórców swoich praw. W artykule dokonujemy analizy prawa twórcy - pracownika uczelni wyższej lub instytutu badawczego z perspektywy przepisów ustawy Prawo Własności Przemysłowej oraz ustawy o prawie autorskim i prawach pokrewnych. Ważne, aby rozróżnić, że zgodnie z przepisami ustawy Prawo Własności Przemysłowej zarówno prawo do uzyskania patentu na wynalazek albo prawa ochronnego na wzór użytkowy, jak również prawa z rejestracji wzoru przemysłowego przysługuje, co do zasady, twórcy. Inaczej jest w reżimie prawa autorskiego - tu, „jeżeli ustawa lub umowa o pracę nie stanowią inaczej, pracodawca, którego pracownik stworzył utwór w wyniku wykonywania obowiązków ze stosunku pracy, nabywa z chwilą przyjęcia utworu autorskie prawa majątkowe w granicach wynikających z celu umowy o pracę i zgodnego zamiaru stron”. Przy czym należy również zauważyć, że prawo autorskie przewiduje szczególne regulacje dla utworów naukowych oraz programów komputerowych stworzonych w ramach stosunku pracy.

EN

Effective management of intellectual property requires, above all, that creators are aware of their rights. In this article, we analyse the rights of creators who are employees of universities or research institutes from the perspective of the Industrial Property Law and the Copyright and Related Rights Act. It is important to distinguish that, in accordance with the provisions of the Industrial Property Law, both the right to obtain a patent for an invention or a protection right for a utility model, as well as the rights arising from the registration of an industrial design, are, as a rule, vested in the creator. The situation is different under copyright law - here, ‘unless the law or employment contract provides otherwise, an employer whose employee has created a work in the performance of their duties under the employment relationship acquires, upon acceptance of the work, the economic rights within the limits resulting from the purpose of the employment contract and the mutual intention of the parties’. It should also be noted that copyright law provides for special regulations for scientific works and computer programmes created within the framework of an employment relationship.

7

The Moderating Role of Leader Member Exchange in The Effect of Role Clarity on Employee Accountability

Tasdemir Deniz Devrin, Surucu Lutfi, Bekmezci Mustafa

Management

|

2025

|

Vol. 29, no. 1

467--491

EN

Emphasizing the moderating influence of Leader-Member Exchange (LMX), this study investigates the link between role clarity (RC) and employee responsibility (EA). RC is the employees’ awareness of their duties; EA is the acceptance of professional obligations — both of which are essential in improving organizational performance. The study specifically searches at whether high-quality LMX increases the RC–EA link within hierarchical systems including public institutions. Public sector workers in Northern Cyprus were surveyed using a convenience sampling approach. Ethical principles guided the distribution of 500 surveys; 328 valid replies were kept for analysis. RC, EA, and LMX were measured using established and validated scales. Correlations and moderating effects were investigated using AMOS, SPSS and Hayes’ Process Macro. The results reveal a significant positive relationship between RC and EA (β = 0.303, p < 0.05). Additionally, LMX significantly moderates this relationship (β = 0.098, p < 0.05), with the RC–EA link being stronger when LMX is high. Even under low-LMX conditions, a meaningful relationship persists. This study contributes to the understanding of how leadership dynamics influence employee behavior, highlighting the value of fostering strong leader-member relationships to improve accountability.

8

Salary differences between large groups of professions in Poland

Antoszak Paweł

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

|

z. 201

23--35

EN

Purpose: The aim of the article is to assess the differences in salary levels in large groups of professions in Poland in the years 2004-2022. Design/methodology/approach: The average monthly gross wages in Poland, deviations from the average gross wages in Poland and the ratios of average wages will be used for this purpose. To carry out the analysis and evaluation, statistical data published in the Statistical Yearbooks of the Central Statistical Office for the years 2004-2022 will be used. Findings: There was a large variation in wages in groups of large professions. Research limitations/implications: In the future, research on wage differentiation should be conducted taking into account statistical and econometric methods, analyzing changes and factors that influence these changes. Practical implications: As a result of the research, it is possible to determine which groups of professions are and will be more attractive in terms of remuneration, and which professions may even disappear from the labor market. Social implications: The research conducted can encourage society to further develop and educate society. Research shows that skills and education are very important. Originality/value: The article shows the differences in salaries in large groups of professions. It is addressed to current employees as well as those who want to take up education and work in the future.

9

Recommendations for minimising employee absences based on the analysis of absenteeism in a given enterprise

Szołkiewicz Anna, Kowalska Małgorzata

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

|

2024

|

z. 198

543--557

EN

Purpose: The aim of this paper is to analyse employee absences in a selected enterprise and suggest methods or solutions helping to determine the causes of absenteeism. Design/methodology/approach: Some actions intended to minimize the problem of employee absences are described. The methods of interviews, observations, and data and document reviews are applied. The impact of frequent employee absenteeism on social relations in a selected production enterprise is examined. Findings: The results confirm the levels of sudden absences are minimum in social groups characterized by strong cooperation and transparent communication among colleagues and direct supervisors. Research limitations/implications: The topic of absenteeism is a very sensitive topic. Statistical data was easy to obtain. However, during direct interviews with employees, there were people who did not want to talk and did not want to fill out surveys, which constituted minor limitations. Practical implications: The tools and methods suggested in this study provide some exceptionally useful knowledge to employers, helpful with identifying the existence and background of employee absenteeism in their organizations. Oryginality/value: Some selected practical and optimum methods of examining employee absences are presented that help to identify the causes of employee absenteeism.

10

New rules of remote work – amendment to the Labour Code

Szymura Monika

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

|

z. 194

523--533

EN

Purpose: The impulse to write the article was the coming into force on 7 April 2023 of the amendment to the Labour Code, which introduced regulations regarding remote work. The possibility of an employee working remotely was provided for in Art. 3 of the Act of 2 March 2020, the act on special solutions related to the prevention, counteracting and combating of COVID-19, other infectious diseases, and crisis situations caused by them (The Act, 2020, Item 1842). Due to the temporary nature of the above-mentioned regulation, it became necessary to statutorily regulate the principles of remote work. The new regulations undoubtedly constitute a challenge for employers and make the issue of remote work in labour law important and topical. Author presents the definition and types of remote work, as well critically evaluates new regulations. Design/methodology/approach: The deliberations are based on the related literature on the subject and an analysis of the legal provisions applicable in the area under discussion. Findings: The current structure of remote working is less restrictive. The amendment does not specify any conditions enabling the introduction of remote work. The current regulation allows for more flexibility than with teleworking, because remote work does not always have to be only work the effects of which can be sent via electronic communication. There are also some criticisms of the above, though. The new regulation is extensive, and numerous references to other articles make the provisions relatively illegible. The procedure for agreeing on remote work has been significantly formalised, and part of the risk associated with its performance has been transferred to the employee. Practical implications: Adjusting their business to the new legal requirements, entrepreneurs will need to implement far-reaching organisational changes. For this reason, knowledge about the remote work regulations has become increasingly important. Originality/value: The article raises the issue of remote work, which is important not only from the point of view of the employee but also from the entrepreneur’s perspective. The issues arising from this are the subject of only a few publications.

11

Employees’ workplace values in the light of the literature review

Czerska Iwona, Jasiak-Kaczmarek Bożena

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

|

z. 199

83--91

EN

Purpose: This study aimed to identify the values held by employees in their workplace in the light of the literature review. Design/methodology/approach: A literature analysis and critique was applied. A non- systematic literature review was conducted using Google Scholar and PubMed scientific databases. The scientific items were complemented by industry literature and online sources on the issues addressed. Findings: The broad spectrum of people's values in the work environment is derived from their personal values, age, gender, and race, as well as the industry they work in, company policies, and team relationships. Some values may become obsolete and lose their validity over time. There are also those we are only reminded of in crises, such as safety in the workplace. Research limitations/implications: The literature review was based only on two selected scientific databases, Google Scholar and PubMed. Moreover, the literature search used a specific combination of keywords using a Boolean operator, which may have omitted other scientific items in the database. Practical implications: An employer should examine the values of its employees to create optimal working conditions. Employees work better when surrounded by people with similar values, enhancing loyalty and job satisfaction. Employees’ values in the workplace evolve depending on their personal and professional life stages. Social implications: Differences in the values valued by employees should be considered in human capital management and in creating the conditions for the proper performance of job duties. Conscious management by values (ethical-social, emotional-developmental) is the basis for building employee well-being in a diverse work environment. Originality/value: The treatment of issues treating the values professed by employees in the workplace is based mainly on foreign literature on the subject, enriching the previous scientific output on human capital in the enterprise, signalling the authors' contribution to the development of the discipline of management and quality sciences. The article primarily addresses researchers and scholars dealing with human resource management, organisation values, and work sociology. The work may also interest students in sociology, psychology, and pedagogy. In addition, the article is of value to managers and leaders of groups and teams dealing with organisational behaviour and communication in organisations.

12

The non-competition clause in labour law-implementation of the Directive 2019/1152

Szymura Monika

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2023

|

z. 176

691--701

EN

Purpose: Issues related to the non-competition clause are the subject of numerous publications. The stimulus for creating this article was the coming into force on 26 April 2023 of the amendment to the Labour Code, aimed at implementing into the Polish legal order two European directives: Directive (EU) 2019/1158 of the European Parliament and of the Council of 20 June 2019 on work-life balance for parents and carers and repealing Council Directive 2010/18/EU, known as the Work-Life Balance Directive; and Directive (EU) 2019/1152 of the European Parliament and of the Council of 20 June 2019 on transparent and predictable working conditions in the European Union. The Act brought a range of changes to the Labour Code, among others, with respect to the non-competition clause. The new regulations will undoubtedly be challenging for employers and bring the non-competition clause in the labour law once more to the forefront of discussion. Design/methodology/approach: The deliberations are based on the related subject literature and an analysis of the legal provisions applicable in the area under discussion. Findings: As a result of the implementation of Directive 2019/1152 to the Labour Code, Art. 261, under which an employer cannot prohibit an employee from having a concurrent employment relationship with another employer or a concurrent legal relationship that is a basis for providing work other than the employment relationship, nor can they subject an employee to unfavourable treatment because of this. This provision strengthens the freedom of employees in terms of accepting employment. Since the legislator did not introduce transitional measures regarding the application of said provision, it should be assumed that the ban on prohibiting of additional employment is applicable to employment relationships initiated after the changes came into force as well as those relationships initiated before 26 April 2023. If an agreement with a new employee is concluded after the date of this amendment, the employer will be obligated to conclude such an agreement in a different form to other agreements. Violation of Art. 261 of the Labour Code by the employer results in employer’s liability. If the employee is not bound by the employer to a non-competition agreement, provision of work by the employee for another employer does not have any negative consequences, and the employer cannot terminate the employment agreement for this reason. Practical implications: Entrepreneurs will need to implement far-reaching organisational changes in adjusting their businesses to the new legal requirements, and hence it is increasingly important that employers are knowledgeable about the non-competition clause. Originality/value: This article raises the issue of the non-competition clause, which is important from the prospective not only of the employee but also from that of the entrepreneur employer.

13

The impact of ergonomics on quality of life in the workplace

Marková Petra, Lestyáska-Škurková Katarína

System Safety : Human - Technical Facility - Environment

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2023

|

Vol. 5, iss. 1

121--129

EN

People spend most of their adult lives in the workplace and at work. It is therefore essential to create an environment and working conditions that positively affect their work performance and well-being at work. Ergonomics is the science that studies the relationship between people and the environment that surrounds them on a daily basis. It is not only about achieving optimum work performance, but for companies ergonomics can save costs associated with health problems and physical and psychological illnesses of employees due to poor quality of life in the workplace. Even today, with the implementa-tion of Industry 4.0 and increasing levels of automation and robotization, technological developments are enabling efficient production processes and bringing about changes in human work. With this comes the emergence of new threats to employee well-being and challenging their existing skills and knowledge. It is therefore essential to provide quality workplaces for the workforce that will be work-ing in the changed environment. The aim of this paper is to present how ergonomic rationalisation can be used to influence the quality of life in the workplace so that employees are able to perform optimally at work without negatively impacting on their health.

14

Praktyczne wskazówki, jak przygotować się do oceny ryzyka zawodowego

Witczak Józef

Promotor BHP

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2023

|

nr 3

30--34

PL

Jak prawidłowo przygotować ocenę ryzyka zawodowego na określonym stanowisku pracy? Przedstawiamy wytyczne, które należy brać pod uwagę.

15

Ocena ryzyka zawodowego pracownika gastronomii

Romanowska Justyna

Promotor BHP

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2023

|

nr 1-2

20--28

PL

Pracownik gastronomii w swojej pracy spotyka się m.in. z zagrożeniami termicznymi i mechanicznymi. Jak wygląda ocena ryzyka na jego stanowisku pracy? Jak pracownik może zminimalizować ryzyko wystąpienia wypadku?

16

Formy rehabilitacji leczniczej dla pracowników

Paszkowska Małgorzata

Promotor BHP

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2023

|

nr 10

56--62

PL

Artykuł przedstawia formy rehabilitacji leczniczej, jakie przysługują pracownikom i są finansowane ze środków publicznych. W artykule przedstawiono rodzaje rehabilitacji leczniczej przysługujące pracownikowi w ramach ubezpieczenia zdrowotnego i ubezpieczenia społecznego.

17

Ocena ryzyka zastosowania bezdotykowej metody kontroli nawierzchni kolejowej jako metody alternatywnej dla kontroli infrastruktury przeprowadzanej przez pracowników

Batko Michał, Konieczny Jarosław, Butor Anna

Problemy Kolejnictwa

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2023

|

Z. 198

7--14

PL

Zarządcy infrastruktury kolejowej są zobowiązani do sprawdzania stanu technicznego infrastruktury w celu utrzymania bezpiecznego ruchu. Zwykle odbywa się to konwencjonalnymi metodami oraz narzędziami lub przez bezpośrednie kontrole przeprowadzane przez personel techniczny. Obserwowany obecnie rozwój technologiczny wskazuje na dostępność nowych metod pomiarowych, które mogą być wykorzystywane do monitorowania stanu infrastruktury kolejowej. Wprowadzenie nowych metod monitorowania infrastruktury jest jednak zmianą wpływającą na bezpieczeństwo, co wymaga oceny istotności tej zmiany do utrzymania wymaganego poziomu bezpieczeństwa ruchu kolejowego. Autorzy dokonali oceny istotności zmiany sposobu monitorowania infrastruktury i związanej z tym oceny ryzyka w wyniku zastosowania bezdotykowej metody kontroli nawierzchni kolejowej, jako metody alternatywnej dla kontroli przeprowadzanej przez pracowników. Wskazano również dodatkowe środki kontrolne lub zapobiegawcze w odniesieniu do potencjalnych zagrożeń.

18

The impact of the contract type on job involvement in the hotel industry: the case of Croatia

Pupavac Justin, Marinac Antun, Krpan Ljudevit, Pupavac Drago

Polish Journal of Management Studies

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2023

|

Vol. 27, No. 2

278--293

EN

The main aim of this paper is to determine the level of job involvement in the Croatian hotel industry and investigate the interrelationship between the different types of contracts and job involvement. This research aims to determine the size and extent of job involvement between the employees with a standard (full-time) and the employees with a non-standard employment contract. Research results are based on confirmatory factor analysis methods, descriptive statistics (mean, standard deviation, frequency) and t-tests. The survey was conducted among the employees (n=228) in the hotel industry along the Adriatic coast during the summer season of 2022. The research result indicated that the type of contract significantly affects job involvement.

PL

Głównym celem artykułu jest określenie poziomu zaangażowania zawodowego w chorwackiej branży hotelarskiej oraz zbadanie współzależności między różnymi typami umów a zaangażowaniem zawodowym. Celem badań jest określenie wielkości i stopnia zaangażowania w pracę pomiędzy pracownikami zatrudnionymi na umowę o pracę standardową (w pełnym wymiarze czasu pracy) a pracownikami na niestandardową umowę o pracę. Wyniki badań opierają się na metodach konfirmacyjnej analizy czynnikowej, statystykach opisowych (średnia, odchylenie standardowe, częstość) oraz t-test. Badanie zostało przeprowadzone wśród pracowników (n=228) branży hotelarskiej wzdłuż wybrzeża Adriatyku w sezonie letnim 2022. Wynik badania wykazał, że rodzaj umowy znacząco wpływa na zaangażowanie w pracę.

19

Assessment of links between personality traits and soft skills in the work environment

Lajčin Daniel, Miško Dávid, Vojtilová Veronika

Polish Journal of Management Studies

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2023

|

Vol. 28. No. 1

172--188

EN

Employers try to understand the suitability of a candidate for a position using various techniques. Many of them focus on personality traits that determine what motivates employees and how they react in workplace situations. Personality traits and soft skills are among the aspects that largely determine the performance and behavior of employees. Despite extensive research on personality traits, personality is so complex that it is still the center of attention. This paper provides an overview of the literature highlighting the topicality and importance of the topic in the working environment. It brings new findings by examining personality traits and soft skills in a sample of Slovak respondents and verifying the relationships between the observed variables using a structural model. The results are based on data obtained from two methodologies: The Big Five questionnaire and Questionnaire for evaluating the importance of soft skills. Path Analyses were used to analyse the links between personality traits and soft skills of employees. The research sample consisted of 393 respondents, of which 221 were women, and 172 were men. The average age was 38.9 years. The results point to several existing relationships between personality traits and soft skills, where it was found that each examined personality trait relates to at least one factor of the soft skills methodology. Examining individual personality traits of employees or job applicants is necessary for jobs where a high level of soft skills is required.

PL

Pracodawcy próbują zrozumieć przydatność kandydata na dane stanowisko pracy przy użyciu różnych technik. Wiele z nich koncentruje się na cechach osobowości, które określają, co motywuje pracowników i jak reagują oni w określonych sytuacjach w miejscu pracy. Cechy osobowości i umiejętności miękkie należą do aspektów, które w dużej mierze determinują wydajność i zachowanie pracowników. Pomimo szeroko zakrojonych badań nad cechami osobowości, osobowość jest tak złożona, że nadal znajduje się w centrum uwagi. Niniejszy artykuł zawiera przegląd literatury podkreślającej aktualność i znaczenie tego tematu w środowisku pracy. Przynosi nowe odkrycia, badając cechy osobowości i umiejętności miękkie na próbie słowackich respondentów i weryfikując relacje między obserwowanymi zmiennymi za pomocą modelu strukturalnego. Wyniki opierają się na danych uzyskanych z dwóch metodologii: Kwestionariusza Wielkiej Piątki i Kwestionariusza do oceny znaczenia umiejętności miękkich. Do analizy powiązań między cechami osobowości a umiejętnościami miękkimi pracowników wykorzystano analizę ścieżek. Próba badawcza składała się z 393 respondentów, w tym 221 kobiet i 172 mężczyzn. Średnia wieku wynosiła 38,9 lat. Wyniki wskazują na kilka istniejących związków między cechami osobowości a umiejętnościami miękkimi, gdzie stwierdzono, że każda badana cecha osobowości wiąże się z co najmniej jednym czynnikiem umiejętności miękkich. Badanie indywidualnych cech osobowości pracowników lub kandydatów do pracy jest niezbędne w przypadku stanowisk, na których wymagany jest wysoki poziom umiejętności miękkich.

20

Cztery pokolenia w pracy. Wyzwanie dla menedżerów branży wod-kan

Jeske Adam

Kierunek Wod-Kan

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2023

|

Nr 1

36--42

PL

Już jest, a niebawem jeszcze większym wyzwaniem dla menedżerów stanie się współistnienie w jednej organizacji kilku pokoleń pracowników.