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1

Determinants of managerial competencies in the leadership ecosystem 5.0

Balcerzyk Dorota, Žukovskis Jan

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

|

z. 191

27--40

EN

Purpose: The purpose of this publication is to present the determinants of managerial competencies in the Leadership ecosystem 5.0. The identification of the elements of the Leadership ecosystem 5.0. and its characteristics were also performed. Design/methodology/approach: In the theoretical part, a critical literature analysis was conducted. This included international literature from major databases and Polish literature. Additionally, in order to identify research problems, a diagnostic survey method with Likert scale analysis was used. Findings: The research conducted was based on the authors' categorization of leadership competency areas. The most important competency areas were identified. Furthermore, the research results enabled the identification of criteria distinguishing a leader from a manager. Factors essential for the effective performance of the leader's role were presented. Additionally, indicators of competence within the context of the Leadership ecosystem 5.0 were highlighted. Research limitations/implications: The research is intended to be expanded in the future to include a more extensive and more diverse research sample. Practical implications: The research results and conclusions constitute implications for the development of competencies adequately matching the challenges of the Leadership ecosystem 5.0. The 5.0 Leadership ecosystem brings many benefits, such as increased efficiency, cost reduction, and sustainability. For managers responsible for team creation, member selection, and work organisation, the results and conclusions of the research are deemed a valuable information source aimed at enhancing the organisation's effectiveness. Originality/value: The article proposes an original model of the Leadership ecosystem 5.0. It presents the conceptualization process and characterizes the elements of this ecosystem.

2

Attitudes of polish managers towards information and communication technologies – selected issues

Miszczak Marta

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

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z. 193

169--180

EN

Purpose: The aim of this article is to diagnose the attitudes of Polish managers towards the implementation and use of ICT technologies. Design/methodology/approach: The paper is based on a review of the literature in the field on the application of ICT in the work of managers, research reports on the digitization of enterprises and an own research. The survey was conducted in 2001 among 163 companies located in Poland (16 provinces). The survey used a diagnostic survey method, CAWI technique and an author's survey questionnaire. The research results presented in the article are part of a research subject on digital leadership. Findings: The analysis of the literature and the results of surveys indicate that managers have a low level of involvement in the process of digitization of enterprises. Despite their knowledge of the need to implement modern technologies, they do not take real steps in this direction. The results of the survey show that managers appreciate the facilitation of ICT, and what might seem to be an obstacle, such as the unlimited availability of the manager, is not a problem. Among the obstacles to the effective use of electronic means of communication, managers see first of all the low competence of employees and supervisors. Research limitations/implications: Regarding the limitations of the digitization of organizations, it would be useful to know the perspective of employees. It should be especially concerned with the evaluation of digital competence of managers. The research results presented in the article are the result of self-assessment of managers, which may explain to some extent the high evaluation of their own digital competence in relation to other employees. Originality/value: The paper has cognitive value. The results of the study can serve as a reference for further research aimed at identifying the degree of digitization of enterprises and the role of managers in it.

3

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

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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.

4

Women managers’ professional career versus motherhood

Moczydłowska Joanna M.

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

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z. 159

293--303

EN

Purpose: The aim of the article is to get to know female senior managers’ beliefs and experiences about combining their professional career with motherhood. Methodology: A narrative analysis of the literature and a diagnostic survey (tool – survey questionnaire) were used. The selection of the studied sample was deliberate. The respondents were only women occupying high managerial positions (157 people). The following research problem was formulated: how do women in high managerial positions perceive the influence of their professional career on their motherhood? The problem was detailed in the form of research questions: 1. To what extent did the professional career of the surveyed women managers influence their decision to become a mother? 2. What psycho-social costs resulting from combining professional and family roles were incurred by the surveyed women? Findings: Female managers are statistically more likely to postpone the decision to become a mother and declare that they will not have children compared to women who pursue a different career path. The vast majority of them experience a sense of guilt due to the lack of time for their children and believe that they have "missed" important developmental moments in their child's life. Female managers participating in the study experience a strong role conflict (the role of the manager versus the role of the mother). They are aware of the high emotional and health costs resulting from combining the social roles of a mother and a manager. Most of their career goals remain unchanged after the baby is born. Research limitations/implications: The obtained research results are treated as pilot ones. The complete achievement of the research goal requires continuation of the research on a larger sample of female respondents, as well as the use of comparative analysis methods, e.g. comparing the results of the research among female managers with the results obtained in other professional groups or among men. Practical implications: The results of the research can be used to improve the policy of equality between women and men in organizations and to create a pro-family policy of enterprises. Social implications: The article contains research results that help to understand better the childfree phenomenon in specific professional groups, and thus to diagnose various social attitudes towards combining career and motherhood. Originality/value: this is the first study of this type conducted on the population of top female managers in Poland.

5

The role of leadership in stimulating the growth of vertical trust in companies

Bylok Felicjan

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

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z. 159

67--79

EN

Purpose: Trust is an important factor in supporting the management of employee teams. It plays a special role in developing interpersonal relations, leadership, and goal setting. The most important person who stimulates trust is the leader, who takes steps to build organizational trust. The aim of the paper was to identify the role of leadership in stimulating trust between managers and subordinates as an important factor in business development. The following research questions were addressed to achieve this aim: What relationships exist between vertical trust and intra-organizational processes in companies? To what extent do leadership attributes affect building vertical trust? To what extent do leadership attributes related to building trust influence enterprise growth? Design/methodology/approach: The research used a one-time survey method with the unweighted sample design, using mixed techniques: CATI telephone interviewing and CAWI web interviewing. The survey operator was a database of the 500 largest companies in Poland (according to the ranking of the Rzeczpospolita website). Based on the random sampling method, a research sample of 179 companies was collected. Findings: The study showed the impact of leadership attributes, i.e. attitudes of acceptance of others and open-mindedness, honesty and adherence to the rules, consistency in making decisions, compassion and empathy, on the process of building employees' trust in managers. Significant relationships between vertical trust and intra-organizational processes have also been identified. The results of the study confirmed the impact of vertical trust on both intra 24 organizational processes and the development of enterprises. Research limitations: Due to their quantitative nature (survey research), the study results lead to limited conclusions. Practical implications: The results provide insights into the use of leadership attributes in building organizational trust, which can support a trust-based organizational culture in modern companies. Social implications: The research results presented in this paper point to the important role of the manager in stimulating organizational trust in large companies. Originality/value: In a cognitive sense, the results contribute to understanding the role of leadership in building vertical trust and its impact on intra-organizational processes.

6

The personality maturity of managers and their effectiveness in performing their role

Kraczla Magdalena

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

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z. 158

295--315

EN

Purpose: The purpose of this article is to present the relationship between the level of a manager’s maturity and their effectiveness in performing their role. Design/methodology/approach: This article is an overview that presents a new perspective in the perception and assessment of managers’ effectiveness, namely managers’ personality maturity. Findings: The conducted considerations show that the maturity of a manager’s personality determines the maturity level of their personal behaviour, which creates space for effective managerial activities. Research limitations/implications: It is recommended to continue empirical investigations using strong diagnostic tools, including personality diagnostics in a large research group of managers. Practical implications: The relationship presented in this article between the level of managers’ maturity and their ability to perform effective managerial behaviours at the organizational level creates a research area for determining the relationship between personality predispositions and their usefulness in the effective achievement of the tasks entrusted to managers. As a result, it is possible to shape the desired self-development conditions that are conducive to building and strengthening a mature personality. Social implications: If introduced as a permanent category in assessing managers’ effectiveness, personality maturity, understood as the ability to assume responsibility for one’s personal self-development, can significantly incentivise organizations to create space for managers’ psychological responsibility for the development of themselves and their employees. Originality/value: A close relationship has been identified between personality traits and their development and managers’ efficiency and effectiveness in achieving assumed goals. It is shown that a manager’s mature personality increases their chances of fulfilling expectations regarding the ever-increasing and more complex demands of their role.

7

The competencies of a manager as a factor contributing to the success of a company in the VUCA environment

Balcerzyk Dorota, Karczewski Dariusz

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

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z. 157

9--23

EN

Purpose: Change is nowadays becoming an intrinsic part of any organization’s functioning. The concept of a learning organization that can meet the requirements of the VUCA principle is already common in literature. Since organizations are made up of people led by a leader/manager, thus requiring personal ability to deal with emerging problems. The aim of this paper is to present theoretical considerations and research analysis justifying its thesis that the diversity of a leader’s competencies significantly affects the effectiveness of management and ultimately determines their organization’s success. Design/methodology/approach: The aim of this paper was achieved by conducting an argumentative review of the literature available on the subject, which served as the basis for designing the methodological assumptions and further research. Survey methodology was selected as the main research method. The research was conducted among managers/leaders of a group of selected building materials companies. Such targeted research allowed for proper understanding of respondents’ position in relation to the subject matter and made it possible to draw conclusions. Findings: The conducted research leads to the conclusion that the variety and universality of a leader’s competencies affect the effectiveness of managing a team. The research has resulted in a proposal of a competency model of a modern manager able to effectively manage a company. The model considers the leading competencies as the basis for the proposed spectrum of skills. The leading competencies determining a manager’s actions and allow for the emphasis of the multidirectional nature of the desired features include self-organization, self-improvement, openness to new ideas, strict principles, making correct decisions, and taking care of the team’s relations and environment. The above-listed competencies can be used to generate further skills and traits, which can be used to create a complete competency model of an effective manager. Practical implications: The results of the conducted research and the proposed competency model constitute a valuable source of information for those responsible for managing a team in a difficult VUCA environment. The proposed approach to managerial competencies and in particular to their diversity will contribute to managers’ effectiveness and flexibility. Originality/value: The assumed research position pertains to learning organizations operating in dynamic environments. The key role in such an organization is played by a manager able to not only keep up with the changing conditions, but also anticipate them. The authors of this paper propose a model allowing managers/leaders to learn and evolve in response to emerging challenges, thus ensuring their company’s effectiveness.

8

Project manager type and project success

Kamiński Robert

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

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z. 157

195--206

EN

Purpose: In the literature relatively little attention is paid to the project manager’s background, i.e., to the importance of whether the project manager is a line manager, a line employee of the organisation in question who is no one’s supervisor or whether the project manager is involved solely in project management. The purpose of this paper is to answer the question of how the type of project manager is related to project success. Design/methodology/approach: The research hypothesis was formulated and the results of the empirical studies were presented. The empirical verification of the research hypothesis was accomplished through survey research in Europe and USA. Findings: Based on the empirical data obtained, it was concluded that in terms of all three project parameters (scope, time and cost), the project manager, who is also a line manager, was the most successful. The empirical research indicated a possible relationship between project manager type and project success. Research limitations/implications: In the analysis, it should be borne in mind that there are other several internal and external factors responsible for potential problems in meeting the project scope, schedule and budget. Practical implications: Project management by line managers can be a sound basis for the interaction of processes and projects, manifesting itself, for example, in the transfer of knowledge between processes and projects during the activity of solving problems, especially those lying at the interface of one type of activity and another. Originality/value: The results obtained should draw attention to the need to complement previous research characterising the ideal or effective project manager with a new variable, the type of project manager.

9

Emotional intelligence in the context of organisational management

Machnik-Słomka Joanna, Świętek Agata

Organizacja i Zarządzanie : kwartalnik naukowy

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2022

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nr 2

51--61

EN

Introduction/background: The issue of emotional intelligence is increasingly being addressed in terms of its role and impact on the management of organisations, particularly human resource management. The literature on the subject views its role in the context of effective management and development of organisations, as well as success. It is therefore of interest not only to researchers, but also to practitioners. Aim of the paper: The main aim of the paper is to identify the role of emotional intelligence in the aspect of organisational management and to evaluate its level within the framework of the research conducted. Materials and methods: The study was conducted in IT companies using a survey method. A questionnaire assessing the level of emotional intelligence of managers was used in the study. A five-point Likert scale was used in the questionnaire. Results and conclusions: The analysis carried out showed the important role of emotional intelligence and its impact on building positive interpersonal relations in the workplace. The research conducted in IT companies indicates a relatively high level of emotional intelligence among managers.

10

Sleep deficit and managers’ functioning in stressful situations

Kraczla Magdalena

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2021

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z. 153

259--272

EN

Purpose: The aim of the article is to present the relationship between the daily sleep index of managers and their behaviour in stressful situations. Design/methodology/approach: The article presents an overview of the determinants that influence how people in managerial positions choose to deal with stressful situations, a subject well described in psychological literature. This choice is determined by requirements and organizational context and is developed based on one’s personal experience. This personal propensity should also be considered in the context of sleep deficit, which is not uncommon in today’s organisational cultures as lack of sleep for the sake of increased managerial engagement and activity is not only quite commonplace, but is often glorified as a strategy. Findings: The considerations presented in the article indicate that sleep, as an individual resource of every manager, creates the space that is needed for the implementation of appropriate strategies for coping with stress in the workplace. Research limitations/implications: It is worth performing more research on larger sample groups, who would be differentiated according to organizational level and the decision-making independence of the managers being surveyed. Practical implications: As identified by the research presented here, understanding the relationship between sleep deficit and the behaviour of managers in situations of emotional stress could help to create future working conditions that are beneficial for people’s mental well-being and eliminating the consequences of sleep deficit, which can be dangerous for both individuals and their organisations. Social implications: If organisations factored sleep, understood as the ‘right to get enough sleep’, into the well-being criteria for the benefit of their workforce, including their managers, this could help them in their focus on health as a responsibility they are accountable for in business. Originality/value: The article determined the psycho-physical consequences of sleep deprivation as experienced by contemporary managers and the impact of sleep deficit on their behaviour in stressful circumstances. It has been shown that sleep, as a pivotal element contributing to ‘health and energy’, is a key competence resource of every manager.

11

Time – the significant capital of the manager

Ślusarczyk Stanisław, Tuczapski Jakub

Scientific Journal of the Military University of Land Forces

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2021

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Vol. 53, No. 4(202)

734--751

EN

The current conditions of the functioning of enterprises and the complexity of many production processes raise the issues related to the efficiency of managers’ work to a higher level. Following this requirement, much more attention is paid to improving work efficiency and its proper organization. It has been emphasized that the increasing amount of knowledge necessary to be acquired in a unit of time and the greater degree of difficulty of working in various positions make it necessary to take into account, apart from natural human predispositions, also biological rhythms and current environmental influences. Therefore, it is understandable that employees, especially managers, should know the psychophysical activities shaping the efficiency of human work and consider their influence on the improvement of management efficiency. It has been emphasized that the role of a manager comes down to achieving the goals set by the team. In addition to the conditions, several proposals have been presented to improve the activities of people holding managerial positions.

PL

Obecne warunki funkcjonowania przedsiębiorstw i złożoność wielu procesów produkcyjnych, na wyższy poziom podnoszą kwestie dotyczące efektywności pracy kierowników. W ślad za tym wymogiem znacznie więcej uwagi poświęca się poprawie wydajności pracy i właściwej jej organizacji. Zaakcentowano, że coraz większa ilość wiedzy niezbędnej do przyswojenia w jednostce czasu oraz większy stopień trudności pracy na różnych stanowiskach stwarzają konieczność uwzględniania, oprócz naturalnych predyspozycji ludzkich, również rytmów biologicznych i aktualnych oddziaływań środowiska. Jest więc zrozumiałe, że pracownicy, zwłaszcza menedżerowie powinni znać psychofizyczne czynności kształtujące wydajność pracy człowieka i uwzględniać ich wpływ na poprawę efektywności kierowania. Podkreślono, że rola menedżera sprowadza się do osiągnięcia założonych przez zespół celów. Oprócz uwarunkowań przedstawiono szereg propozycji ukierunkowanych na doskonalenia działalności osób sprawujących funkcje kierownicze.

12

Foresight of the innovation manager competencies

Kurmanov Nurlan, Tolysbayev Baurzhan, Amirova Gulnur, Satkanova Rimma, Shamuratova Nazgul

Polish Journal of Management Studies

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2021

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Vol. 23, No. 2

267--287

EN

In the current circumstances, creation of a model of innovation manager competencies appears to be an important scientific and practical task of ensuring the innovative development of the economy. Identification of future needs in competencies enables the education system to adapt elaborately the process of professional training of innovative personnel and increase the competitiveness of educational programs. The following paper summarizes and examines the existing models of competencies and skills based on bibliometric analysis of published works and content analysis of documents in Scopus and Web of Science, two leading databases. Studied were the competencies of the managerial profession on junior and middle management levels engaged in innovation activities, which includes the following: assessment of the commercial potential of innovations; operational planning and organizing management of innovation activities; management of all stages of the innovation project; working with partners in the innovation market; control of measures to promote innovations in the market, etc. An approach to form a model of competencies of an innovation manager has been proposed in the form of an ordered list of five groups: professional, functional, digital, socio-cultural and cognitive competencies. The paper uses foresight methodology to determine the future demand for competencies and areas of professional innovative training. The authors analyze the potential of foresight methodology and study of future in the development of innovation management competencies. First and foremost, an attempt has been made to assess the level of training and significance in practice for managers of 61 competencies through a large-scale national survey of innovation experts working in Kazakhstan companies. The researchers consider modern methods of training and developing the competencies of innovation managers. For this purpose, the study has been supplemented with in-depth interviews.

PL

W obecnych warunkach stworzenie modelu kompetencji menedżera innowacji wydaje się ważnym zadaniem naukowym i praktycznym zapewnienia innowacyjnego rozwoju gospodarki. Identyfikacja przyszłych potrzeb w zakresie kompetencji pozwala systemowi edukacji na wszechstronne dostosowywanie procesu doskonalenia zawodowego innowacyjnej kadry oraz zwiększanie konkurencyjności programów edukacyjnych. . Niniejszy artykuł podsumowuje i analizuje istniejące modele kompetencji i umiejętności w oparciu o analizę bibliometryczną opublikowanych prac oraz analizę treści dokumentów w dwóch wiodących bazach danych Scopus i Web of Science. Badano kompetencje zawodu menedżera na niższych i średnich szczeblach zarządzania zaangażowanego w działalność innowacyjną, w tym: ocenę komercyjnego potencjału innowacji; planowanie operacyjne i organizacja zarządzania działaniami innowacyjnymi; zarządzanie wszystkimi etapami projektu innowacyjnego; współpraca z partnerami na rynku innowacji; kontrola działań promujących innowacje na rynku itp. Zaproponowano podejście do kształtowania modelu kompetencji menedżera innowacji w postaci uporządkowanej listy pięciu grup: kompetencji zawodowych, funkcjonalnych, cyfrowych, społeczno-kulturowych i poznawczych . Artykuł wykorzystuje metodologię foresight do określenia przyszłego zapotrzebowania na kompetencje i obszary profesjonalnego szkolenia innowacyjnego. Autorzy analizują potencjał metodologii foresightu i badania przyszłości w rozwoju kompetencji zarządzania innowacjami. Przede wszystkim podjęto próbę oceny poziomu wyszkolenia i znaczenia w praktyce menedżerów 61 kompetencji poprzez szeroko zakrojone ogólnopolskie badanie ekspertów ds. innowacji pracujących w kazachskich firmach. Badacze rozważają nowoczesne metody szkolenia i rozwijania kompetencji menedżerów innowacji. W tym celu badanie zostało uzupełnione o wywiady pogłębione.

13

Impact of resources of organizational social capital on the innovativeness of enterprises

Bylok Felicjan

Organizacja i Zarządzanie : kwartalnik naukowy

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2021

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nr 2

5--21

EN

Introduction/background: Social capital supports the flow of knowledge and information that are necessary for the creation of innovations in enterprises. Acceptance of the assumption that social capital has an impact on the creation of innovations had an influence on the formulation of the aim of the research. Aim of the paper: The aim of the paper is identification of the relations between the organizational resources of social capital and innovative activities in enterprises. Materials and methods: The assumed goal was executed thanks to the application of the survey method with the questionnaire technique. The research tool was a standardized survey questionnaire conducted by means of the CATI and CAWI techniques. Results and conclusions: As a result of research, statistically significant dependencies between the resources of social capital and innovative activity were noted. Firstly, the resources of cooperation and values exert the greatest positive impact on cooperation with universities and research institutions in research projects that were conducted jointly, while also on the process of creating innovations and implementing innovative projects in enterprises. Secondly, the principles of cooperation, solidarity and values support the activities of managers aimed at stimulating the innovative attitudes of employees. Thirdly, the principles of cooperation, loyalty and solidarity have a positive impact on the creation of the optimal conditions for the formation and implementation of innovative projects.

14

Leadership styles in the context of the meaning of life - an empirical analysis

Kraczla Magdalena

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2020

|

z. 148

305--324

EN

Purpose: This article presents research into the interdependencies between leadership styles and the sense of meaning of life, perceived as a psychological category. Design/methodology/approach: The aim was to either capture the relationship or reveal the lack of dependency between the leadership style preferred by managers – understood in a theoretical approach as a mental representation – and the experienced sense of the meaning of life. Two recognised and reliable research tools were deployed: the WERK Leadership Style Inventory, by U. Brzezińska and M. Rafalak, and the Purpose in Life Test, by J.C. Crumbaugh and L.T. Maholic. Findings: The research demonstrates that the sense of meaning of life, as a psychological category, does not influence managers’ preferences in terms of the adopted leadership style. Research limitations/implications: Research continuation is advisable, but with a larger sampling group and additional breakdown into the organisation’s levels and decision-making autonomy of the managers involved. Practical implications: The lack of correlation between experiencing the sense of life and the declared leadership style – as demonstrated – may imply that such axiological alienation might affect efficiency and generate stress and dissatisfaction with one’s vocational activities. Social implications: This includes the axiological aspect, understood as the feeling of sense of life, in managerial behaviour schemes, which may effectively drive the organisation towards corporate social responsibility. Originality/value: It was demonstrated that leadership style seems to be a construct from a different axiological category than sense of life and, therefore, is largely subject to the influence of situational contexts, such as corporate culture or standards.

15

Porównanie innowacyjności w różnych gałęziach polskiego przemysłu z uwzględnieniem produkcji artykułów spożywczych®

Pawłowski Marek, Kułakowska Anna

Postępy Techniki Przetwórstwa Spożywczego

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2020

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nr 2

216--230

PL

Celem artykułu jest przedstawienie innowacyjności w różnych gałęziach polskiego przemysłu z uwzględnieniem produkcji artykułów spożywczych. Omówione zostały istota oraz znaczenie innowacji i innowacyjności, uwarunkowania działalności innowacyjnej przedsiębiorstw, rodzaje innowacji oraz czynnik ludzki w organizacjach innowacyjnych jak również działalność innowacyjna przedsiębiorstw w latach 2016–2018 w świetle analiz statystycznych przeprowadzonych przez Główny Urząd Statystyczny.

EN

The aim of the article is to present innovation in various branches of Polish industry, including the production of food products. The essence and significance of innovation and innovation, determinants of innovative activity of enterprises, types of innovation and human factor in innovative organizations as well as innovative activity of enterprises in 2016–2018 in the light of statistical analyzes carried out by the Statistics Poland were discussed.

16

Role of Gender in Work-life Balance

Jindal Anjali, Agarwal Shivani

Annals of Computer Science and Information Systems

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2020

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Vol. 24

15--18

EN

Purpose: Investigating the significant difference in the role of the gender on work-life balance among the employees (managers) in FMCG companies. It is done by assessment of changes in core dimensions of work-life balance. Design/Methodology/Approach: The assessment was done among 350 managers working in FMCG companies in Delhi/NCR. They had been given questionnaires to make assessment of the dimensions of different variables related to WLB. T-Test were applied to examine the role of gender on WLB. Findings: The findings suggested significant difference in the exhibition of most of the facets of WLB between the two groups. The hypotheses were validated by the results obtained from the analysis. Implications/Limitations: The significance has only been validated amongst a limited setup of FMCG managers which gives a conceptual base. It can further be extended to other sectors of public and private companies and to other job roles and services. Various measures of management of employees can further be identified based on this research finding to balance the life and work.

17

Need and Importance of Work Life Balance in the Organization

Dubey Deepti, Rana Geeta

Annals of Computer Science and Information Systems

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2020

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Vol. 24

53--56

EN

Work life balance (WLB) is viewed as a vital component comparable to employee performance. The study goal is to survey on WLB as it influence current work organization. The examination work tried to investigate broadly whether there is connection between work adaptability and nature of yield, manager/representative link and expanded efficiency, working condition and the pace of yield and in conclusion professional stability and employee retention. Consequently the examination demonstrated that work adaptability, business/representative relationship, working condition and professional stability have a constructive outcome on improved nature of yield, expanded efficiency, pace of yield between representatives, employee retention. The discoveries indicated that: employees respond contrarily when they encounter work life imbalance and that administration ought to receive WLB activities to upgrade worker execution. From the examination discoveries, it is presumed that WLB is of noteworthy pith to current work organizations.

18

Kultura organizacyjna w poglądzie zarządzania przedsiębiorstwem produkcyjnym

Tyszkiewicz Rafał, Tyszkiewicz Monika

Zeszyty Naukowe. Quality. Production. Improvement

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2019

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No. 1 (10)

43--51

PL

Celem artykułu jest identyfikacja znaczenia kultury organizacyjnej w przedsiębiorstwie produkcyjnym. Badania przeprowadzono korzystając z danych literaturowych oraz wykorzystano metodę sondażu diagnostycznego, a jako narzędzie badawcze wykorzystano kwestionariusz ankiety, który przeprowadzono z 53 pracownikami przedsiębiorstwa produkcyjnego.

EN

The process of creating an organizational culture becomes very complicated and complex. Its nature is influenced by internal and external factors. The first can include: valued values, respected by all standards, artifacts, created organizational climate and also the prevailing management style. On the other hand, external factors include the impact of a culture characteristic of the organization's environment and the employees employed in it. Organizational culture helps to build an advantage over competitors and increases the chances of success in a company on the market

19

Istota kultury bezpieczeństwa pracy w systemie zarządzania

Tyszkiewicz Rafał

Zeszyty Naukowe. Quality. Production. Improvement

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2019

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No. 2 (11)

94--101

PL

Kształtowanie kultury bezpieczeństwa w przedsiębiorstwie wpływa na kształtowanie przewagi konkurencyjnej, poprzez to, iż menedżerowie dostrzegają korzyści płynące z budowania tej kultury, co w konsekwencji zapobiega zagrożeniom w przedsiębiorstwie. Celem artykułu jest identyfikacja znaczenia roli menedżerów w budowaniu kultury bezpieczeństwa w przedsiębiorstwach.

EN

Shaping a culture of security in an enterprise influences the shaping of competitive advantage by the fact that managers notice the benefits of building this culture, which in turn prevents threats in the enterprise. The purpose of the article is to identify the importance of the role of managers in building a culture of security in enterprises.

20

Implementacja kultury zarządzania w przedsiębiorstwie produkcyjnym

Tyszkiewicz Rafał

Zeszyty Naukowe. Quality. Production. Improvement

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2019

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No. 2 (11)

7--15

PL

Prezentowany artykuł podejmuje problematykę wzajemnego związku między kulturą zarządzania i jej wpływie na styl zarządzania menedżera w przedsiębiorstwie. U podstaw wprowadzonych wniosków leży założenie, że kultura zarządzania jest determinantą mającą kluczowe znaczenie w kontekście sprawowanego stylu zarządzania menedżera.

EN

The article addresses the issue of mutual relationship between management culture and its impact on the management style exercised in an enterprise. The basis for conclusions was the assumption that the management culture is a key determinant in the context of the managerial style.