The model of cohesive management capability - a theoretical framework

• Autorzy: Zgrzywa-Ziemak Anna , Zimmer Joanna , Hopej Marian

Identyfikatory

DOI

10.29119/1641-3466.2022.155.39

• Języki publikacji: EN

Abstrakty

EN

Purpose: The benefits of workforce diversity and diversity management are widely discussed. However, meta-analyses of empirical studies on the relationship between workforce diversity and organisational performance show that it is either very weak or non-existent. This discrepancy between theoretical expectations and empirical results, coupled with the increasing diversity of the workforce in business practice, has stimulated work on a particular type of management to benefit from differences among organisational members, i.e. cohesive management. The purpose of this paper is to propose a model of the organisational cohesive management capacity (CMC). Design/methodology/approach: The general concept of cohesive management was based on the results of analyses of management activities carried out in top European football clubs – organisations characterised by a high diversity of the workforce and, at the same time, essentially free of discriminatory biases. Extensive literature research was conducted to define and operationalise the dimensions of CMC in relation to business. Findings: The hypothetical model of the organisation’s CMC was developed. It is shaped by four dimensions: game for talent, sense of unity of purpose, shared identity, and transparency of operations. Research limitations/implications: Research limitations/implications: A limitation of this study is the lack of empirical verification of the hypothesised CMC model. Originality/value: The value of the article is to adapt the management practices inherent in top football clubs to businesses. It defines the dimensions of CMC in business organisations by grounding them in management science theory. The developed concept seems to be of particular relevance to industries strongly dependent on highly qualified employees, high technology industries. The developed model provides a complete and coherent basis for undertaking empirical research.

Słowa kluczowe

EN

workforce diversity; cohesive management; talent management

PL

różnorodność siły roboczej; spójne zarządzanie; zarządzanie talentami

• Wydawca: Wydawnictwo Politechniki Śląskiej
• Czasopismo: Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska
• Rocznik: 2022
• Tom: z. 155
• Strony: 609--622
• Opis fizyczny: Bibliogr. 47 poz.

Twórcy

autor

Zgrzywa-Ziemak Anna

• WSB University in Wrocław, Poland

• https://orcid.org/0000-0002-6904-8040

autor

Zimmer Joanna

• Wrocław University of Science and Technology, Poland

• https://orcid.org/0000-0003-3060-1432

autor

Hopej Marian

• Wrocław University of Science and Technology, Poland

• https://orcid.org/0000-0002-6120-6024

Bibliografia

• 1. Ashforth, B.E., and Mael, F. (1989). Social Identity Theory and the Organization. Academy of Management Review. Vol. 14, Iss. 1, pp. 20-39.
• 2. Beckham: Ferguson zawsze będzie dla mnie jak ojciec. Retrieved from https://igol.pl/beckham-ferguson-zawsze-bedzie-dla-mnie-jak-ojciec/, 1.06.2021.
• 3. Berggren, E., and Bernshteyn, R. (2007). Organizational transparency drives company performance. Journal of Management Development, Vol. 25, Iss. 5. Emerald Group Publishing Limited, pp. 411-417.
• 4. Blader, S.L., and Tyler, T.R. (2009). Testing and Extending the Group Engagement Model: Linkages Between Social Identity, Procedural Justice, Economic Outcomes, and Extrarole Behavior. Journal of Applied Psychology. Vol. 94, Iss. 2, pp. 445-464.
• 5. Bolchover, D., and Brady, C. (2006). The 90-minute Manager: Lessons from the Sharp End of Management. Pearson Education.
• 6. Briscoe, D., Briscoe, D.R., Schuler, R.S., and Claus, L. (2009). International Human Resource Management. London: Routledge.
• 7. Buckingham, M., and Coffman, C. (2016). First, Break All the Rules: What the world’s Greatest Managers Do Differently. Gallup Organization.
• 8. Bushman, R.M., Piotroski, J.D., and Smith, A.J. (2004) What determines corporate transparency? Journal of Accounting Research, Vol. 42, Iss. 2. John Wiley & Sons, Ltd., pp. 207-252.
• 9. Cappelli, P. (2008). Talent on Demand: Managing Talent in an Age of Uncertainty. Harvard Business Review Press.
• 10. Chambers, E.G., Foulon, M., Handfield-Jones, H., Hankin, S.M., and Michaels, E.G.I. (1998). The war for talent. The McKinsey Quarterly, Vol. 3, pp. 44-57.
• 11. Collings, D.G., and Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, Vol. 19, Iss. 4, pp. 304-313.
• 12. Critchley, S. (2018). What We Think About When We Think About Football. Profile Books.
• 13. Crozier, M. (1994). L’entreprise à l’écoute. Seuil.
• 14. Daubner-Siva, D., Vinkenburg, C.J., and Jansen, P.G.W. (2017). Dovetailing talent management and diversity management: the exclusion-inclusion paradox. Journal of Organizational Effectiveness, Vol. 4, Iss. 4, pp. 315-331.
• 15. Dobin, F., and Kalev, A. (2016). Why Diversity Programs Fail And what works better. Harvard Business Review, pp. 52-60.
• 16. Dokko, G., Kane, A.A., and Tortoriello, M. (2014). One of Us or One of My Friends: How Social Identity and Tie Strength Shape the Creative Generativity of Boundary- Spanning Ties. Organization Studies, Vol. 35, Iss. 5, pp. 703-726.
• 17. Drucker, S.J., and Gumpert, G. (2007). Through the looking glass: Illusions of transparency and the cult of information. Journal of Management Development, Vol. 26, Iss. 5. Emerald Group Publishing Limited, pp. 493-498.
• 18. e Cunha, M.P., and Rego, A. (2010). Complexity, simplicity, simplexity. European Management Journal, Vol. 28, Iss. 2, pp. 85-94.
• 19. Gallardo-Gallardo, E., Dries, N., and González-Cruz, T.F. (2013). What is the meaning of “talent” in the world of work? Human Resource Management Review, Vol. 23, Iss. 4, pp. 290-300.
• 20. Granados, N., Gupta, A., and Kauffman, R.J. (2011). Transparency Strategy in Internet-Based Selling. Advances in the Economics of Information Systems. IGI Global.
• 21. Gupta, V. (2019). Talent management dimensions and their relationship with retention of Generation-Y employees in the hospitality industry. International Journal of Contemporary Hospitality Management, Vol. 31, Iss. 10, pp. 4150-4169.
• 22. Hogg, M.A. (2012). Uncertainty-identity theory. Handbook of Theories of Social Psychology. SAGE Publications Inc, pp. 62-80
• 23. Hopej, M., and Kandora, M. (2019). The concept of conjoined management. Advances in Intelligent Systems and Computing, Vol. 854. Springer Verlag, pp. 173-187.
• 24. Hopej-Kamińska, M., Zgrzywa-Ziemak, A., Hopej, M., Kamiński, R., and Martan, J. (2015). Simplicity as a feature of an organizational structure. Argumenta Oeconomica, Vol. 34, Iss. 1, pp. 259-276.
• 25. Jurgen, zdobywca ludzkich serc. Available online https://weszlo.com/2018/05/26/jurgen-zdobywca-ludzkich-serc/, 1.06.2021.
• 26. Kaptein, M. (2008). Developing and testing a measure for the ethical culture of organizations: The corporate ethical virtues model. Journal of Organizational Behavior, Vol. 29, Iss. 7, pp. 923-947.
• 27. Koźmiński, A.K., Jemielniak, D., and Latusek-Jurczak, D. (2014). Zasady zarządzania [Principles of management]. Wolters Kluwer.
• 28. Kuper, S., and Szymanski, S. 2(017). Futbonomia. Dlaczego Anglia przegrywa, Hiszpania, Niemcy i Brazylia wygrywają i dlaczego USA, Japonia, Australia a nawet Irak staną się piłkarskimi potęgami [Soccernomics: Why England Loses, Why Germany and Brazil Win, and Why the U.S., Japan, Australia]. SQN Publisher.
• 29. Locke, E.A., and Latham, G.P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, Vol. 57, Iss. 9, pp. 705-717.
• 30. Malik, F. (2019). Führen Leisten Leben: Wirksames Management für eine neue Welt. Campus Verlag GmbH.
• 31. Mell, J.N., Dechurch, L.A., Leenders, R.T.H.A.J., and Contractor, N. (2020). Identity asymmetries: an experimental investigation of social identity and information exchange in multiteam systems. Academy of Management Journal, Vol. 63, Iss. 5, pp. 1561-1590.
• 32. Mento, A., Locke, E.A., and Klein, H.J. (1992). Relationship of Goal Level to Valence and Instrumentality. Journal of Applied Psychology, Vol. 77, Iss. 4, pp. 395-405.
• 33. Mościcki, P. (2019). Lekcje futbolu [football lessons]. W Podwórku. 34. Ozbilgin, M., Tatli, A., and Jonsen, K. (2015). Global Diversity Management: An Evidence- Based Approach. Red Globe Press.
• 35. Pirson, M., and Malhotra, D. (2011). Foundations of organizational trust: What matters to different stakeholders? Organization Science, Vol. 22, Iss. 4, pp. 1087-1104.
• 36. Porck, J.P., Matta, F.K., Hollenbeck, J.R., Oh, J.K., Lanaj, K., and Lee, S.M. (2019). Social identification in multiteam systems: The role of depletion and task complexity. Academy of Management Journal, Vol. 62, Iss. 4, pp. 1137-1162.
• 37. Schnackenberg, A.K., and Tomlinson, E.C. (2016). Organizational Transparency: A New Perspective on Managing Trust in Organization-Stakeholder Relationships. Journal of Management, Vol. 42, Iss. 7, pp. 1784-1810.
• 38. Schneid, M., Isidor, R., Li, C., and Kabst, R. (2015). The influence of cultural context on the relationship between gender diversity and team performance: a meta-analysis. International Journal of Human Resource Management, Vol. 26, Iss. 6, pp. 733-756.
• 39. Senge, P.M. (2006). The Fifth Discipline: The Art & Practice of The Learning Organization. Doubleday.
• 40. Sparrow, P., Brewster, C., and Chung, C. (2017). Globalizing Human Resource Management. Routledge.
• 41. Tung, R.L. (2016). New perspectives on human resource management in a global context. Journal of World Business, Vol. 51, Iss. 1, pp. 142-152.
• 42. Tworek, K., Zgrzywa-Ziemak, A., Hopej, M., and Kamiński, R. (2020). Workforce diversity and organizational performance – a study of European football clubs. Argumenta Oeconomica, Vol. 2, Iss. 45, pp. 189-211.
• 43. Vaiman, V., Scullion, H., and Collings, D. (2012). Talent management decision making. Management Decision, Vol. 50, Iss. 5, pp. 925-941.
• 44. Welch, J., and Welch, S. (2005). Winning. New York: Harper Business.
• 45. West Ham’s Tony Henry: Club Avoids African Players Because “They Cause Mayhem” Bleacher Report. Retrieved May 13, 2021, Available online https://bleacherreport.com/articles/2757020-west-hams-tony-henry-club-avoids-african-players-because-they-cause-mayhem, 1.06.2021.
• 46. Wygrywaj jak Jürgen Klopp* | neocichociemni. Retrieved May 17, 2021, Available online https://neocichociemni.wordpress.com/2016/11/11/wygrywaj-jak-jurgen-klopp/, 1.06.2021.
• 47. Zhang, L.L., George, E., and Chattopadhyay, P. (2020). Not in my pay grade: The relational benefit of pay grade dissimilarity. Academy of Management Journal, Vol. 63, Iss. 3, pp. 779-801.

Uwagi

PL

Opracowanie rekordu ze środków MEiN, umowa nr SONP/SP/546092/2022 w ramach programu "Społeczna odpowiedzialność nauki" - moduł: Popularyzacja nauki i promocja sportu (2022-2023).