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1

Selection and development of operational directors' critical competencies in light of the research conducted

Czubaj-Giżewska Dominika, Jańska Anna, Bednarzewska Kinga

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

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z. 195

31--45

EN

Purpose: The study aimed to identify the key competencies employers expect from newly hired managers for the position of Chief Operating Officer (COO). Design/methodology/approach: The preparation of the article was preceded by the observation of economic phenomena and processes and a literature review. Theoretical considerations in this area were supplemented with empirical research: qualitative research methods were used, which include a review of Polish and foreign literature on the subject and an analysis of the content of job offers, which constitute an essential source of information allowing the identification of crucial competencies expected on the labor market in Poland in the context of the position of director operational. Findings: The implementation of the research objective enabled the identification of key competencies that need to be developed to climb the career path more efficiently and reach the highest-level positions in the organization. The most desired competence was business orientation. The most common social competencies were communication, influencing and negotiating, and building relationships. They appeared most frequently in the group of managerial competencies, team management, and leadership. However, in the group of personal competencies, as many as four recurring competencies can be distinguished: analytical thinking, entrepreneurship - striving for results, self-management, and independence. The most frequently mentioned professional competencies included business orientation, knowledge of foreign languages, and professional knowledge. Research limitations/implications: In the job offers examined, the most common competencies were from the managerial competence category, while social competencies are less critical, according to the surveyed advertisers. That is undoubtedly inconsistent with the standard view that modern business is increasingly aware of the role that social competencies play in the effective functioning of the organization. Originality/value: The article contributes to the scientific literature on assessing the competencies of candidates recruited for the positions of operational directors. It also identifies shortcomings in the creation, development, use, and preservation of human capital that need improvement in areas such as education and the social and labor spheres. It indicates areas that need to be improved in the recruitment of managerial staff.

2

Manager competence model in the context of employee trust

Wziątek-Staśko Anna, Ryszewska Marta

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2024

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z. 201

405--416

EN

Purpose: The aim of the research conducted was to try to identify the competences of managers that positively influence employee trust. The relationship identified between managers' competences and employees' trust seems extremely interesting. It became the inspiration for the considerations presented in this article. Design/methodology/approach: The survey was conducted using the CAWI method, based on the author's survey questionnaire with a total of 14 questions. A Likert scale was used in the research process. Findings: The collected factual material exposes the special role in the process of building intra-organisational trust of such groups of competences as communication or human capital management. In addition, the studied influence of personality traits and trust determinants made it apparent that, for employees, one of the most important characteristics of a manager is emotional maturity. Research limitations/implications: The analysis of the survey results was carried out on the basis of 216 correctly completed questionnaires. Further research should be carried out on a larger number of respondents, taking into account industries and professional groups. Originality/value: This article is based on a thorough analysis of the literature on the topic and the authors' own research. It presents a model of managers' competences positively influencing employees' trust, developed on the basis of factual material. It is addressed to researchers dealing with the subject and managers seeking solutions in building intra-organisational trust.

3

Determinants of the intra-organisational communication proces

Balcerzyk Dorota, Oślizło Marek

Scientific Journal of the Military University of Land Forces

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2024

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Vol. 56, No. 3(213)

61--74

EN

The aim of this publication is to present the results of research into selected determinants of the communication process in organisations. The first part of the article presents the theoretical background of intra-organisational communication as a basis for empirical research. The next part of the publication presents the research methodology and describes the research sample. This is followed by a review of the results of the authors’ own research. As the main method in the research, a diagnostic survey method using a questionnaire was used. A survey questionnaire was used to obtain respondents’ opinions. The research sample consisted of employees of a metalworking company. The article ends with conclusions and recommendations. A significant role in shaping efficient communication in an organisation is played by managers and their competences. Among the important determinants of the communication processin an organisation one should mention the choice of communication style, the appropriate form of communication and its direction. The selection of appropriate methods of conducting meetings and their frequency also deserve attention in terms of efficient communication in the organisation. The implications drawn from the research will help to fill the gap in terms of recommending the appropriate use of the communication process in an organisation with specific characteristics.

PL

Celem publikacji jest przedstawienie wyników badań dotyczących wybranych uwarunkowań procesu komunikowania się w organizacji. W pierwszej części artykułu zaprezentowano tło teoretyczne komunikacji wewnątrzorganizacyjnej jako podstawę badań empirycznych. W kolejnej części publikacji przedstawiono metodykę badań oraz scharakteryzowano próbę badawczą. Następnie dokonano przeglądu wyników badań własnych. Jako główną metodę w badaniach zastosowano metodę sondażu diagnostycznego z techniką ankiety. W celu uzyskania opinii respondentów posłużono się kwestionariuszem ankiety. Próbę badawczą stanowili pracownicy przedsiębiorstwa przemysłu metalowego. Artykuł zakończono wnioskami i rekomendacjami. W kształtowaniu sprawnej komunikacji w organizacji znaczącą rolę pełni menedżer i jego kompetencje. Jako istotne uwarunkowania procesu komunikowania się w organizacji należy wymienić dobór stylu komunikowania się, odpowiedniej formy komunikacji oraz jej kierunku. Na uwagę w kwestii sprawnego porozumiewania się w organizacji zasługują także dobór odpowiednich metod prowadzenia spotkań oraz ich częstotliwość. Implikacje z badań pozwolą na dopełnienie luki w kwestii rekomendacji właściwego wykorzystania procesu komunikowania się w organizacji o określonej specyfice.

4

The manager’s role in creating innovations in a knowledge-based enterprise

Sobol Dorota

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2019

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z. 136

565--579

EN

The aim of the article is to enable the recognition of the roles, attitudes and, most important, managerial skills in the process of creating innovation in knowledge-based enterprises. To achieve this goal, the literature on the subject was reviewed and an analysis was conducted of selected results of research carried out among enterprises located in science and technology parks (S-TP) in the Warmia and Mazury Voivodeship in Poland.

5

Professional and managerial competencies enhancing organizational competences of emergency medical units

Krawczyk-Sołtys Agnieszka

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2019

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z. 136

305--321

EN

This article is focused on identifying within managers of Emergency Medical Units (EMU) the common professional competencies of medical personnel, as well as the managerial competencies that significantly shape such organizations. The proposed lists of managerial and professional competencies were created based on the analysis of healthcare competencies models as literature studies and own author’s observations in the analyzed entities. To capture the complexity and dynamic quality of the EMU manager’s role and reflect the dynamic realities in health leadership today, the managerial competencies model distinguishes five domains with 26 competencies, while the model of professional competencies of medical staff employed in Polish EMU takes in eight domains. To achieve superior organizational performance of such entities and to gain strategic goals, it is very important to identify which set of professional and managerial competencies is required. Thus, it is can be essential to clarify the areas of strategic competence in which these organizations must be competent, if the personnel of such are to succeed. Hence, there is a need to integrate professional and managerial competencies with organizational competences. Unfortunately, this area is not yet fully developed. The author’s future empirical research would entail focusing primarily on the competences of EMU in Poland and the role that people competencies (whether managerial and professional) play in developing these.

6

Studia podyplomowe jako forma doskonalenia kompetencji menedżerskich

Lachiewicz S., Zakrzewska-Bielawska A.

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Łódzka

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2017

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z. 68

43--52

PL

Artykuł pokazuje znaczenie studiów podyplomowych w procesie kształtowania kompetencji menedżerskich. Studia podyplomowe posiadają już długą tradycję w polskim systemie kształcenia i doskonalenia zawodowego, ale w ostatnich latach szczególnie widoczny jest rozwój tej formy w odniesieniu do pracowników na stanowiskach kierowniczych oraz adeptów zawodu menedżera. W tym artykule określono miejsce studiów podyplomowych wśród innych form doskonalenia menedżerów oraz przedstawiono analizę opinii uczestników studiów podyplomowych prowadzonych przez Katedrę Zarządzania Politechniki Łódzkiej.

EN

The article shows the meaning of postgraduate studies in the process of managerial competences' formation. Postgraduate studies have already had a long tradition in the polish education system and professional development. However, over the last few years the development of this form is particularly visible in relation to employees on the executive positions or entrants to managerial positions. This study determines the place of postgraduate studies among others forms of managerial professional development and presents the analysis of postgraduate studies participants' opinion conducted by Management Department of Politechnika Łódzka.

7

Współczesne modele kompetencji menedżerskich

Ławicka K.

Organizacja i Zarządzanie : kwartalnik naukowy

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2017

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nr 2

65--77

PL

Celem niniejszej publikacji jest analiza współczesnych modeli kompetencyjnych opisywanych w literaturze przedmiotu.

EN

The aim of the publication is analysis of contemporary models of managerial competences described in the source literature.

8

Development of managerial competences of the future – shaping curricula for higher education

Stachowicz-Stanusch A., Aleksander A.

Organizacja i Zarządzanie : kwartalnik naukowy

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2017

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nr 3

93--111

EN

In the world pervaded with moral crises, unethical practices not only in the private and public sector but also in various charity organisations and cultural institutions, where one faces a loss of values and authorities, a question arises about the reasons for such occurrences. Simultaneously the need for developing tools helping to diminish the effects of unethical undertakings and eventually prevent them from emerging at all, comes into being. The main purpose of the presented paper is to convince that introducing ethics, social responsibility, and anti-corruption policies in higher education programmes accounts for a significant and undoubted tool that may bring positive results for both individuals and societies in the future. Such programmes will develop managerial competences that will play an even more important role than hard skills and acquired knowledge. The authoresses support the thesis with an example of a good practice based on a case study of a programme introduced at one of the Polish universities educating future managers for public administration. In the conclusions the authoresses will underline the necessity of educating responsible, conscious, and ethical managers especially for public sector institutions as well as they will suggest the paths for further research in this area.

9

Kompetencje międzykulturowe na mapie kompetencji zawodowych menedżera

Bieniek I., Steinerowska S.

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2014

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z. 71

33--46

PL

Artykuł prezentuje zagadnienia z zakresu doskonalenia kompetencji zawodowych menedżera, ze szczególnym zwróceniem uwagi na istotę kompetencji międzykulturowych. Globalna gospodarka, a co za tym idzie umiędzynarodowienie zarządzania, definiują niejako nowe standardy w zakresie rozwoju umiejętności kierowniczych. Współczesny menedżer to nie tylko specjalista od organizacji i zarządzania, lecz przede wszystkim „globalny umysł”, elastyczny wobec kulturowej różnorodności.

EN

The article presents the issues of improving professional competence of the manager, with particular attention to the essence of intercultural competence. The global economy, and thus the internationalization of the management, define new standards in the development of management skills. The modern manager is not only a specialist in organization and management, but above all “global mind”, which is flexible to cultural diversity.

10

Competences of local self-government managers

Pawłowska E., Szewc T.

Organizacja i Zarządzanie : kwartalnik naukowy

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2014

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nr 3

93--106

PL

Przedmiotem zainteresowania autorów były kompetencje mene-dżerów samorządowych i ich rola w efektywniejszej realizacji zadań publicznych. Przedstawiają wymagania stawiane menedżerom realizującym te zadania oraz uwzględnienie tych okoliczności przez ustawodawcę w przepisach określających wymagania kwalifikacyjne pracowników samorządowych. Opracowanie kończy podsumowanie i postulaty de lege ferenda.

EN

The objective of the paper is to present the competences of local self-government managers and their role in the more effective completion of public tasks. The requirements for managers pursuing the tasks are presented as well as the examination of how the legislator assesses the managers in relation to the regulations determining the eligibility requirements for self-government employees. The paper concludes with de lege ferenda postulates.

11

Bariery i uwarunkowania podejmowania decyzji przez kadry kierownicze w urzędach administracji samorządowej

Rakowska A., Hysa B.

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2013

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z. 64

203--215

PL

W artykule omówiono bariery i uwarunkowania podejmowania decyzji przez kadrę kierowniczą w urzędach administracji samorządowej. W artykule postawiono tezę zgodnie, z którą występują różnice, co do warunków i barier podejmowania decyzji przez kadrę kierowniczą w urzędach administracji samorządowej. W celu weryfikacji tak postawionej tezy posłużono się wynikami badań ankietowych przeprowadzonych w urzędach administracji samorządowej województwa śląskiego na grupie 208 kierowników.

EN

The article presents the barriers and decision-making conditions of managerial personnel at the local government administration offices. The studies have been based on surveys of 208 managers from the 75 local government administration from Upper Silesia region. The whole article ends in conclusion.

12

Coaching - nowoczesna metoda rozwoju kompetencji menedżerskich

Olszewska B., Rajchelt M.

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Łódzka

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2013

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z. 49

109--116

PL

Znaczenie kwalifikacji i kompetencji kadry kierowniczej we współczesnym świecie biznesowym wzrasta wraz z narastaniem zmian w otoczeniu, ich różnorodnością, złożonością, nieprzewidywalnością. W związku z tym coraz większą uwagę zwraca się na skuteczność metod pozwalających doskonalić kompetencje menedżerskie. Pierwsza część artykułu dotyczy analizy luk kompetencyjnych polskich pracowników oraz form szkoleniowych wykorzystywanych do ich niwelowania. Kolejna część przybliża zagadnienie coachingu jako metody celowanego rozwoju, który mógłby stać się efektywnym sposobem radzenia sobie ze słabymi stronami pracowników. Przedstawiono pojęcie, sposoby podejścia do coachingu oraz jego rodzaje dostępne na rynku.

EN

In the modern business world one can observe the utmost importance of qualifications and competence. The first part of the article includes an analysis of the competence gaps of Polish employees as well as training methods used to eliminate them. The next part concerns the idea of coaching as a method of personalized development which may effectively cope with the employees’ weaknesses. The article presents both the theoretical approach to coaching and its sorts that are available on the market.

13

Kompetencje menedżerów firm podlaskich w opinii podwładnych

Wasiluk A.

Ekonomia i Zarządzanie

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2011

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Vol. 3, no. 1

145-155

EN

In the modern world competences become a determinant of an individual. They pervade every sphere of human life, especially business one where they are consciously used to build the competitive advantage. The term of competences is broad and complicated and although they constitute a crucial element of human professional development their character and substance are not defined precisely. Almost each work on competences presents the problem in a different light and different context. Speaking about a company success we should focus our attention on the management competences. The aim of this work is to present the results of research on defining a discrepancy between possessed and desirable competences of management.

14

The development of management competence as result of training (on the example of Polish enterprises)

Bartkowiak G.

Management

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2003

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Vol. 7, no 1

61-73

EN

The subject of this paper is the possibilities of facing management competence level by means of their taking part in various forms of training. The basic problem of the paper could be put into form of a question: "Does the increase of employee competence achieved thorough training depend on the form of courses and to what extent?". In order to find the answer to the question so formulated, research was planned in which assessment and measurement of management competence was done on the basis of data supplied by 107 managers. They took part in two types of training, consisting of 90 lessons, conducted in six groups of 16-18 persons. Three of groups were trained only by means of workshop method and the managers taking part in them were asked to solve particular tasks connected with processes taking place in the economy. The problems concemed mostly management of finance, human resources, operations and information. In the other groups each workshop was proceeded by an introductory lecture folIowed by a discussion (altogether 6 hours devoted to each of the tree areas and problems). People taking part in the research were managers employed in polish enterprises of different status of ownership (state-owned companies and limited liability companies). They were both production and services enterprises and the research was done from March till September this year (200 l). The participants of particular groups were chosen at random. Prior to thę beginning of training, the managers were able to solve 50% of tasks included in the management competence test MSAT. Opinions of superiors (in a few cases colleagues) expressed both in the quantitative form (marks from 1-4) and in the qualitative form were used to assess to the level of management competence. Another research was done within 2-3 months after the completion of the training. The procedure of collecting data was identical to that at the first stage of research. The complete data proved that the managers taking part in the training diversified forms Le. workshops preceded by lectures and discussions, consi erably increased their level of competence in comparison to those taking p~ only in workshops. The increased level of competence concemed both the results achieved the MSAT test (verified by the remaining 50% oftasks) and the assessment managers. The assessment also indicated much better effects of training by u of diversified forms. 61--

PL

Przedmiotem niniejszego artykułu jest problematyka możliwości usprawniania kompetencji menedżerskich w rezultacie przeprowadzonych szkoleń. Autorka pragnie uzyskać odpowiedź na pytanie czy przyrost kompetencji menedżerskich jest uwarunkowany formą przeprowadzonego szkolenia? Artykuł zawiera dane pochodzące z badań empirycznych przeprowadzonych w grupie 107 przedstawicieli kadry kierowniczej. Badani uczestnicz; w dwóch typach szkoleń obejmujących 90 godzin dydaktycznych, przeprowadzanych łącznie w sześciu grupach liczących po 16-17 osób. Trzy grupy uczestniczyły wyłącznie w szkoleniach przeprowadzanych metodą warsztatową, trzy kolejne brały udział w szkoleniach o charakterze war5 tatów jak i w formie podsumowujących każdy moduł wykładów oraz dyskusji. W wyniku przeprowadzonych badań okazało się, że przyrost kompetencji menedżerskich w grupach uczestniczących w zróżnicowanych formach szkolenia był wyższy (różnica miała charakter statystycznie istotny) niż w grupa uczestniczących wyłącznie w warsztatach.