Wyniki wyszukiwania - Biblioteka Nauki

1

Rola trenera w kształtowaniu postawy etycznej urzędnika administracji publicznej

100%

Król J.

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nr 7-8

95-109

EN

Actually public administration is concentrated on carrying out their own tasks and civil servants use ethical aspects very infrequently in making decisions. In Poland we do not have general acts as Ethical Code with binding force for whole country. That is why civil servants do not use ethical standards or they forget to use them at work. The main purpose of publication The role of coach for civil servant’s ethical attitude in public administration is showing the tool, which will be helpful for civil servants to use ethical standards at their work. Coach is the greatest solution for public administration. This is the person, who has professional preparation for working with civil servants. Coach has to help to discover resources which are hidden in civil servants. It is obligatory to use them at work in the future. Coach should streamline to make decisions by using polish law system and ethical standards. Today system law in Poland do not have general Ethical Code without binding force and sanctions. Civil servants try to use their own ethical system. Of course in Poland we can find minor regulations which are connected with ethical behavior, for example the statute about civil servants. The most important is the article number 76 which make about impartiality as a duty of civil servants. If civil servants decided to take a bribe, they would have to be responsibility for act. The bribery is one of the serious way breaking impartiality. Moreover in publication we can read about preventive action of coach. Civil servants need help during decision process to make decision quickly and aptly. If they feel inside that their solution is by law and their own rules, they will be highly effective and they will not do corruptive acts. The most dangerous situation for civil servant is insecurity. Coach is a person who has to remove this state of mind. Of course coaches are connected their own ethical regulations. They have International Coaching Federation (ICF) and International Coaching Community (ICC). Coach will secure strong, impartial and efficient public administration. Cooperation between coach and civil servant is indispensable to understand a problem. Coach is responsibility to use all regulations which work in polish system law and they have to help find new solutions.

2

Z prac Wydziału Filozofii Chrześcijańskiej Pierwszy w Europie „Kodeks Etyki Diagnosty Laboratoryjnego"

86%

Szałata K.

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nr 1

165-182

EN

The need to establish the Code of Ethics of a Laboratory Diagnostician stems from the development of medicine in which the specialized laboratory diagnostics has been playing an increasingly important role. Not only does it help determine accurate diagnostics which enables effective therapy, but also contributes to the development of wider health service and preventive medicine. It is thus understandable that with the service providers and patients becoming increasingly aware of the importance of laboratory diagnostics, it has gained the status of the profession of public trust. In practice, it means that laboratory diagnosticians set themselves high moral and professional standards, The Code of Ethics of a Laboratory Diagnostician, the signatories of which are individual laboratory diagnosticians through their representatives who attended the Extraordinary National Meeting of Laboratory Diagnosticians on January 13, 2006, will be very important in education of specialists, the Code expresses the moral awareness of the laboratory diagnostics community, and also provides the basis for assessment of professional involvement and moral stance of the members of the Corporation. The Code of Ethics of a Laboratory Diagnostician is grounded in generally accepted ethical standards as well as the principles originating from the professional tradition, the principal standard of conduct of a laboratory diagnostician involves consideration of the welfare of a human being, which should be protected both in the individual and social context, this principle provides for the obligation to respect human dignity and establishes reference for professional practice so that its primary objective would cover service to a patient in accordance with commonly respected values such as honesty, reliability and competency.

3

Ethical code as a tool supporting building the company's reputation

86%

Stankiewicz J. , Łychmus P.

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tom Vol. 15, no 2

50-61

EN

The company's reputation is created within the hierarchy of values which are essential for the entities evaluating the company, in particular stakeholders. Therefore, its building should concentrate around the values significant for it. The standard method or tools used to create reputation do not meet this requirement. Thus it is advisable to search for such instruments of shaping reputation where a central place would take the key values for stakeholders. One of them can be the ethical code. The article presents what structure the ethical code should have aiming at supporting shaping the company's reputation as well as what contents it should include in order to make the organization members respect and accept the values significant for stakeholders.

PL

Reputacja przedsiębiorstwa jest kształtowana przez pryzmat hierarchii wartości, które są istotne dla oceniających firmę podmiotów, zwłaszcza interesariuszy. Dlatego jej budowanie winno koncentrować się wokół istotnych dla nich wartości. Standardowo wykorzystywane do tworzenia reputacji metody czy narzędzia nie spełniają tego wymogu. Warto zatem poszukać takich instrumentów kształtowania reputacji, w których centralne miejsce zajmowałyby wartości kluczowe dla interesariuszy. Jednym z nich może stać się kodeks etyczny. W artykule zaprezentowano, jaką strukturę winien mieć kodeks etyczny mający na celu wspieranie kształtowania reputacji przedsiębiorstwa oraz jakie treści powinien zawierać, by członkowie organizacji respektowali i uznawali istotne dla interesariuszy wartości.

4

Ethical values in organisational culture of local government entities

86%

Seredocha I.

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tom Vol. 15, no 2

62-75

EN

The aim of the article is to assess the importance of the ethical values in organisational culture of local government units in the context of specificity of tasks performed by the administration. The article also contains analysis of the results of the pilot study that aimed at defining the direction in the organisational culture of councils, evaluation of legitimacy of drawing up the ethical codes and indicating the values, principles and orders that from the clerks' and clients' point of view should be found in the ethical code of local government administration.

PL

Celem artykułu jest ocena znaczenia wartości etycznych w kulturze organizacyjnej jednostek samorządu terytorialnego w kontekście specyfiki zadań realizowanych przez administrację. Artykuł zawiera też analizę wyników badań pilotażowych, których celem było określenie kierunku zmian w kulturze organizacyjnej urzędów, ocena zasadności tworzenia kodeksów etycznych oraz wskazanie tych wartości, zasad i nakazów, które z punktu widzenia pracowników samorządowych i klientów urzędów powinny się znaleźć w kodeksie etycznym administracji samorządowej.

5

Wykorzystanie coachingu do szkolenia pracowników. Etyczny wymiar pracy coacha

72%

Kochmańska A.

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tom z. 69

29--38

PL

Artykuł podejmuje tematykę coachingu pod kątem skutecznej, innowacyjnej metody szkoleniowej w organizacjach uczących się. Scharakteryzowane zostaną jego główne rodzaje, sposoby kształcenia, a także rola trenera w tym procesie. Wskazane zostaną również kierunki i perspektywy coachingu na przyszłość.

EN

The article takes into consideration the use of coaching as a very effective and innovative training method in the learning organizations. That is why there will be characterized the main types of it, ways of education and the important role of the coach in the whole process. Furthermore there will be pointed the directions and perspectives of coaching for the future.

6

Kodeks etyczny jako narzędzie kształtowania zachowań etycznych w pozabankowych podmiotach pożyczkowych

72%

Jaworska M. , Michniak-Szladerba J.

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2019

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nr 52

11-20

EN

The article deals with the issue of the development of ethical behaviour through practical implementation of ethical codes by organizations. The research covered selected non-bank lending institutions. They are not subject to close supervision of state authorities, which consequently results in the suspicion that the appearance of non-ethical behavior in their activities may be more frequent than in the case of banking institutions which are closely supervised. However, non-banking institutions may develop the trust of the stockholders through ethical codes that are properly prepared and implemented. Nevertheless, the results presented in the article show that this is not a common practice.

PL

Artykuł porusza kwestię kształtowania zachowań etycznych poprzez stosowanie w praktyce działania organizacji kodeksów etycznych. Badaniami objęto wybrane pozabankowe instytucje pożyczkowe. Instytucje te nie podlegają ścisłemu nadzorowi ze strony organów państwa, a co za tym idzie istnieje podejrzenie, że występowanie zachowań nieetycznych w obszarze ich działalności może pojawiać się częściej niż w przypadku ściśle nadzorowanych instytucji bankowych. Instytucje pozabankowe mogą jednak budować zaufanie interesariuszy w oparciu o prawidło przygotowane i właściwie stosowane kodeksy etyczne. Jak pokazały przedstawione w artykule wyniki badań, nie jest to częsta praktyka.

7

Social potential growth of a mining company on the basis of human capital and occupational safety

58%

Jarosławska-Sobór S.

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2015

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tom Vol. 14, iss. 4

195--202

EN

Changes in the environment surrounding mining companies require a change in the way of thinking about the business and the reformulation of management strategies, especially in the area of human resources. Providing the right quality of human capital and ensuring its proper administration is essential to ensure efficient market operation. In this paper the practical operation of key components, in relation to the social potential of a mining company, in terms of human capital and occupational safety is discussed. Analysis led to the evaluation of current actions and indicated possibilities for the future management of these two elements (human capital and occupational safety) within the scope of the operational strategy of a coal mine. In the study qualitative methods were primarily used, such as: IDI – in-depth interviews with representatives (of collieries and coal companies) and social experts, a case study, and desk research (the critical analysis of existing documents). Qualitative methods were supported by quantitative study (existing data analysis). On the basis of empirical research, key components of sustainable development in mining business operations were indicated. These components develop social potential and create new opportunities, which exist due to the use of modern strategic business management in accordance with the new economy business model. Empirical studies conducted in coal companies and collieries in Poland attempted to explain which components are crucial for mining companies and how they have been used in operational practice; conclusions can be used in company management. Surveys like this have not been conducted in Poland to date. These surveys allow the social potential of a mining company and the consequences of its development or weakening to be understood.

8

Etyka w służbie cywilnej

58%

Oleksy K.

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tom V

237-248

PL

Celem niniejszego opracowania jest przeanalizowanie problematyki związanej z kwestią etyki zawodowej członków korpusu służby cywilnej w Polsce, oraz znalezienie odpowiedzi na pytania o stan służby cywilnej w RP, jej kondycję etyczną, podstawy i problemy etyki zawodowej, którą się kieruje. Istotna część rozważań poświęcona jest kodeksowi etyki służby cywilnej. Czy taki kodeks jest potrzebny? Czy jego tworzenie to tylko przejaw przemijającej mody? Czy administracja rządowa i służba publiczna to miejsca, w których celowe jest wprowadzenie modelu zarządzania typu korporacyjnego? Nadrzędną wartością, jaką autor wiąże z prezentacją swojego punktu widzenia, jest zainicjowanie dyskusji, w tym dyskusji naukowo-akademickiej, dotyczącej powyższych kwestii. Rozważania w niniejszej pracy oparto, w pierwszej kolejności, o wieloletnie doświadczenia zawodowe twórcy – pracownika administracji podatkowej skorelowane z przepisami prawa obowiązującymi w badanej materii oraz wybraną literaturą.

EN

The aim of this study is to analyze issues related to ethics of the civil service corps members in Poland and find answers to questions about the state of the civil service corps in the Republic of Poland, their ethical condition, basis of professional ethics and the problems that follow. A significant part of the discussion is devoted to the ethical code of civil service corps. Is such a code needed? Whether its creation is just a manifestation of a transitory fashion? Is the government administration and the public service, the place where it is useful to introduce such a corporate management model? The principal value of what the author hopes with this presentation of his view point, is to encourage a discourse, including scientific and academic discourse on the issues mentioned above. Considerations in the study were based primarily on years of professional experience of the creator - an employee of tax administration, in correlation with the regulations in the this matter and selected literature.

9

Гарантії дотримання норм професійної етики суддею, прокурором і адвокатом (на прикладі України)

58%

Лапкін А.

Copernicus Political and Legal Studies

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2022

|

nr 2

76-85

UK

Наукову статтю присвячено гарантіям дотримання норм професійної етики суддями, прокурорами та адвокатами. Метою статті є наукова розробка проблематики гарантій дотримання норм професійної етики судді, прокурора та адвоката шляхом визначення поняття гарантій дотримання норм професійної етики, окреслення основних різновидів цих гарантій, а також надання їх загальної характеристики. У науковій статті сформульовано визначення поняття гарантій дотримання норм професійної етики як особливих правових засобів, що спрямовані на забезпечення відповідності професійної діяльності та позаслужбової поведінки представників відповідних юридичних професій етичним вимогам, що до неї висуваються, запобігання порушенням норм професійної етики та усунення їхніх негативних наслідків. Виокремлено основні різновиди гарантій дотримання норм професійної етики суддями, прокурорами та адвокатами, а саме: етичний відбір; складання присяги; розробка й затвердження кодексів етики; вивчення етики; діяльність відповідних уповноважених органів; відповідальність за порушення етики. На підставі аналізу чинного законодавства України про судоустрій та статус суддів, прокуратуру та адвокатуру детально досліджено зміст кожної з цих гарантій. Визначено їхній вплив на дотримання норм професійної етики суддів, прокурорів та адвокатів. Доведено, що ці гарантії становлять впорядковану систему, що в єдності та взаємозв’язку дає змогу встановити певні етичні правила та норми, довести їх до відома зацікавлених осіб, визначити стан їх дотримання та забезпечити якомога більш повне втілення у професійну діяльність. Зроблено висновок, що ці гарантії є типовими для представників різних юридичних професій, що зумовлено єдиною правовою природою правил професійної етики для юристів. З огляду на це подальший розвиток таких гарантій вбачаємо в їх уніфікації та вдосконаленні нормативно-правового регулювання норм професійної етики суддів, прокурорів та адвокатів, а також практики застосування їх.

EN

The scientific article is devoted to guarantees of compliance with professional ethics by judges, prosecutors and lawyers. The purpose of the article is the scientific development of the problems of guarantees of compliance with the professional ethics of the judge, prosecutor and lawyer by defining the concept of guarantees of compliance with professional ethics, defining the main varieties of these guarantees, as well as providing their general characteristics. The scientific article formulates the concept of guarantees of compliance with professional ethics as special legal means aimed at ensuring compliance of professional activity and out-of-service behavior of representatives of relevant legal professions with ethical requirements, prevention of violations of professional ethics and elimination of their negative consequences. The main types of guarantees of compliance with professional ethics by judges, prosecutors and lawyers, namely: ethical selection; making an oath; development and approval of codes of ethics; study of ethics; activities of the relevant authorized bodies; responsibility for ethics violations. It is concluded that these guarantees are typical for representatives of various legal professions, due to the unified legal nature of the rules of professional ethics for lawyers. In view of this, the further development of such guarantees is seen in their unification and improvement of the regulatory regulation of the professional ethics of judges, prosecutors and lawyers, as well as the practice of its application. It is proved that these guarantees constitute an orderly system, that in unity and interconnection allows to establish certain ethical rules and norms, to bring them to the attention of interested persons, to determine the state of their observance and to ensure the most complete implementation in professional activity. Based on the analysis of the current legislation of Ukraine on the judiciary and the status of judges, the prosecutor’s office and the bar examined in detail the content of each of these guarantees. Their influence on the observance of professional ethics of judges, prosecutors and lawyers is determined.