Wyniki wyszukiwania - Biblioteka Nauki

1

Satysfakcja z pracy a tożsamość organizacyjna w karierach linearnych w obliczu zmian demograficznych na ryku pracy

100%

Stasiła-Sieradzka M. , Turska E.

Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne

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2015

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nr 1(16)

281-296

EN

In the last century and at the beginning of the current one, we could clearly observe complexity and increasing dynamics of changes in the labor market. It results in the transformations in the area of professional biographies and in models of careers. Among many effects of globalization, both positive and negative, the attention of the researchers is more and more often focused on the transformation in the area of job satisfaction and professional identity of a man. The aim of this article is to present research on the relationship between job satisfaction and a sense of organizational identity in a group of people executing linear careers. The research group consists of employees of the mining industry. The obtained results confirmed the presence of significant relationship between job satisfaction and a sense of organizational identity in the investigated occupational class. Based on the got results, the practical implication were presented.

2

The Heteroglossic Linguistic Identity of Modern Companies

100%

Bielenia-Grajewska M.

Management and Business Administration. Central Europe

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2013

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tom 21

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nr 4(123)

120-131

EN

Purpose: The aim of this paper is to make the reader acquainted with the linguistic identity of modern companies, taking into account its complexity and the multiplicity of factors creating its character. The author presents the theoretical aspects associated with linguistic heteroglossia in companies of the 21st century as well as the practical possibilities of using organizational multilingualism, showing the opportunities and challenges associated with the dialogism of organizations. Methodology: The issue of heteroglossia in the business environment is discussed to show the various aspects determining the linguistic dimension of organizational identity, paying special attention to corporate polyphony at the individual and group level as well as its implications for creating the linguistic performance of modern companies. In terms of the theoretical dimension of this paper, based on the postmodern and systemic traditions in management, it presents the relation “language-individual-organization”. The practical part of the paper presents the challenges associated with managing a heteroglossic organization. Findings: The conducted discussion on the issue of heteroglossia characterizing linguistic identity allows to show the various aspects and factors of the investigated phenomenon, which are present on both the individual and social level. The described issues associated with organizational ultilingualism point to effective ways of managing linguistically diversifi ed organizations. Practical implications: The investigated topic can be interesting not only for those involved scientifi cally in management, linguistics and widely-understood social sciences, but also for practitioners working in companies with a complex cultural and linguistic structure. The described theory followed by the discussion help understand how heteroglossia may infl uence the development of organizations as well as its potential and how to avoid mistakes in managing organizations with a multidimensional linguistic capital. Originality: Taking into account the already-conducted investigations on corporate linguistic identity, the paper offers an approach that has not yet been investigated.

3

Wybrane problemy metodologiczne w kontekście rywalizacji politycznej w Polsce po 2005 roku

88%

Górka M.

Studia Gdańskie. Wizje i rzeczywistość

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2012

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tom 9

216-239

EN

Examination of the party system inevitably forced to deal with the problem of organizational identity Polish parties. Today, the essence of the problem concerns the transformation of the party system in Poland, which have their origin in the electoral battle in 2005. The current political rivalry, based on stable relations between the camp „post-Solidarity” and the camp „post-communist” began to lose its importance. An important issue with which every political scientist aims to describe the modern party system is a further question about the political scenario and for a further two-tier model of political compe-tition between PO and PiS. The purpose of text is an indication of the enormity of the obstacles and dif-ficulties which must face a political scientist at the analysis of the processes taking place in the Polish political party system in the period 2005–2011. An-other issue deserving attention is the special phenomena and processes that must be tackled contemporary political science, and which are currently in Poland's political life, such as „media coverage” or „cartelization” of politics. Events of the years 2005–2011 and their impact on political life in the coun-try are of much controversy in the scientific community. Many voices in the ongoing discussion in the pages of scientific journals indicate that some issues relating to contemporary political competition is not yet clear. Changing the nature of the organization of political parties and the conduct of election cam-paigns and the contemporary nature of political competition are still unex-plored area in the field of political science.

4

Civic Sector and Organizational Identity. Formation of Civic Identities after 1989

75%

Marada R.

Polish Sociological Review

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2008

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tom 162

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nr 2

191-202

EN

The article provides an analysis of the re-formation of the civic sphere and civil society in the postcommunist environment. Focusing on the widespread tendency to equate civil society with the organized public involvement through non-profit and non-governmental organizations, it points to tensions and conflicts that such equation brings about. It is inspired by an extensive research project, yet it also draws on two distinct theoretical perspectives in particular. Luhmann’s and Alexander’s conceptual schemes serve here to account for the relations between various components of the formation of civic identities after 1989: the specific historical situation and the modern concept of active citizenship, the organizational form of civic associations and symbolic representations of civil society, concrete relationships or organizational practices and the identity of the civic sector.

5

Reverse logistics concept as a part of organizational identity

63%

Szołtysek J.

Polish Journal of Management Studies

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2010

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tom Vol. 1

66-71

EN

The success of business in the contemporary world depends upon many inter related aspects or reasons. One of such reasons or aspects of a successful business relationship is to have and maintain a high corporate image, which is strictly connected to organizational identity. Finding new ways of gaining competitive advantage in market, companies often tend to be environmentally friendly. For this, they have to take environmental protection policy and its logistics support (called reverse logistics) as a part of their organizational identity. This paper deals with the above-mentioned aspects. (JEL: D53, F18, L22, O13).

PL

Sukces w biznesie we współczesnym świecie zależy od wielu wzajemnie powiązanych zagadnień. Jednym z nich, pozwalającym na prowadzenie działalności z powodzeniem, jest posiadanie i utrzymanie wysokiego wizerunku firmy, który jest ściśle powiązany z tożsamością organizacji. Poszukując nowych sposobów zdobywania przewagi konkurencyjnej na rynku, firmy często kierują się w stronę bycia przyjaznymi dla środowiska. W tym celu muszą przyjąć politykę ochrony środowiska i jej wsparcie ze strony logistycznej (tzw. logistyka zwrotna) jako część ich tożsamości organizacyjnej. W niniejszym artykule prezentowane są wyżej wymienione aspekty.

6

Zarządzanie procesem tworzenia i rozwoju wspólnot działań

63%

Bendkowski J.

Organizacja i Zarządzanie : kwartalnik naukowy

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2009

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tom nr 1

97-112

PL

Nowym podejściem do rozumienia procesów tworzenia i dzielenia się wiedzą w organizacjach i środowiskach rozproszonych jest koncepcja "wspólnoty działań" (Community of Practice) Lava i Wengera, która likwiduje ograniczenia wynikające z dwoistości wiedzy, dzięki wzajemnie uzupełniającym się elementom: partycypacji i reifikacji. Uczestnictwo we wspólnocie działań implikuje partycypację we wszystkich działaniach, zakładając, że członkowie wspólnoty nadają identyczne znaczenie prowadzonym działaniom oraz wiedzą, jakie ma to znaczenie dla nich i wspólnoty. W niniejszym artykule przedstawiono główne problemy zawiązane z zarządzaniem procesami tworzenia i rozwoju wspólnot działań, w tym znaczenia tożsamości w procesie ich wyłaniania się i rozwoju oraz czynników determinujących uczestnictwo w wirtualnych wspólnotach działań.

EN

Organizations now have to cope with the increasing internationalization of business forcing collaboration and knowledge sharing across time and distance simultaneously. A new approach to knowledge creation and sharing is Lave and Wenger's theory of Communities of Practice (CoPs), which provides an environment for people to develop knowledge through interaction with others in an environment where knowledge is created nurtured and sustained due to process of participation and reification. CoP members participate in all activities in the community, providing they give the same meaning to their activities and know its importance for the community. This paper presents, how to successfully manage the process of forming a community of practice in terms of individual and environmental (organizational) determinants.

7

Zwrot historyczny w teorii organizacji: splatając ważne wątki w badaniach nad praktykami pamięci organizacyjnej

63%

Mikołajewska-Zając K.

Studia Socjologiczne

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2017

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nr 2(225)

45-72

PL

W artykule zaprezentowany jest nowy nurt na przecięciu badań organizacji, pamięci i historii, który nazywany jest zwrotem historycznym w teorii organizacji. Pierwsza część tekstu odpowiada na pytanie, jakie są źródła owego wzmożonego zainteresowania historią i pamięcią społeczną na gruncie badań organizacji i zarządzania. Zwrot historyczny nie byłby możliwy bez szeregu innych przełomów w humanistyce, jak choćby zwrotu narracyjnego. Na gruncie teorii organizacji zaś wiąże się z rozczarowaniem zarówno koncepcją kultury organizacji, jak i dotychczasowym traktowaniem historii w zarządzaniu. Druga część tekstu stanowi prezentację głównych wątków obecnych w pracach z tej tematyki. Choć rozproszona wspólnota badaczy korzysta z wielu metod i odwołuje się do różnych tradycji teoretycznych, to można wyodrębnić wiązkę podstawowych tematów wiązanych z praktykami pamięci w organizacjach: kształtowanie tożsamości organizacji i jej odgrywanie dla publiczności zewnętrznych i wewnętrznych, rola historii i pamięci w sprawowaniu władzy w organizacjach (zarządzanie pamięcią), mechanizmy radzenia sobie ze zmianami. Zwrot historyczny możemy zatem umieścić w centrum socjologicznego zainteresowania organizacjami.

EN

This article presents the historic turn in organization theory – a new research stream which has emerged at the interface of organization studies, memory studies, and history. The first part of the article aims to show the sources for this increased interest in history and memory in management and organization studies. The historic turn would not be possible without a number of other breakthroughs in the humanities, most notably the narrative turn. In organization studies, the historic turn is a consequence of disappointment with both organizational culture and previous ways of conceptualizing history in management theory. The second part of the article presents key themes in the emergent body of research. Even though the community of scholars associated with the historic turn is dispersed and their methods and theoretical approaches vary, it is possible to find common focal points involving practices of remembering in organizations: organizational identity and its performances for internal and external publicities, history and memory as an instrument of organizational power (management of memory), and mechanisms of coping with social change. The historic turn touches upon issues that are central to sociological inquiries into organizations.

8

Mission statements and values of Polish non-profit organisations

63%

Seiler B. , Bortnowska H.

Organizacja i Zarządzanie : kwartalnik naukowy

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2020

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tom nr 4

117--146

EN

Introduction/background: Non-profit organisations are geared towards achieving public goals. They are very capable of formulating missions, the formal manifestation of which is a mission statement. A mission statement can be viewed as an element of the expression of organizational identity. An analysis of mission statements can be one way to determine a non-profit organization’s raison d'être, priorities, course of action, etc. Their axiological system may also be described on this basis. Aim of the paper: The aim of the article was to answer the following research questions: What activities do non-profit organisations expose in their mission statements? What beneficiaries do non-profit organisations indicate in their mission statements? What values do non-profit organisations profess in their mission statements, and what values are declared by their leaders? What are the motives for non-profit organisations to formulate mission statements? Materials and methods: In the study, the mission statements of 320 Polish non-profit organisations were examined. A certain limitation of the research was the purposeful selection of the sample, resulting from the fact that a significant part of Polish NPOs have no formulated missions. The text content of these mission statements was analysed using IRAMUTEQ software. To obtain additional data, as well as to enable its triangulation, supplementary questionnaire surveys were sent out to the leaders of these 320 non-profit entities. Results and conclusions: The studies allowed the authors to fill in the research gap concerning the mission statements of Polish NPOs, the goals of their formulation, as well as the values they contain. It was found that the formulation of mission statements served non-profit organisations mainly to communicate with the society. In fewer cases, it was part of the strategic management process. In the disclosed mission statements, non-profit organisations communicated their goals, forms of activity, clients and core values. Research also showed that analyses of the content of mission statements can be an important source of knowledge about non-profit organisations, including their axiological system. Literature emphasises that these organisations are value-driven, but examples of the values and their prevalence are rarely explored. To identify values professed by non-profit entities, Whitman’s (2009) catalogue was used, supplemented – as a result of the conducted research – with additional social values. The presence of economic values in mission statements and leaders' declarations was also tested, having been analysed in the context of economisation and professionalisation in the third sector. It was demonstrated that economic values are important for non-profit organisations, although they are not as strongly prioritised as social values.

9

Istota i funkcje tożsamości organizacji

51%

Kowalska-Jarnot K.

Zeszyty Naukowe Wyższej Szkoły Ekonomii i Informatyki w Krakowie

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2019

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nr nr 15

103-121

PL

: Koncepcja tożsamości organizacyjnej stanowi od pewnego czasu istotny obszar badań nad organizacjami. Jest to bowiem narzędzie wspierające skuteczne pozycjonowanie organizacji i marki, a tym samym uzyskanie trwałej przewagi konkurencyjnej. Celem artykułu jest przegląd stanu wiedzy oraz badań nad koncepcją tożsamości organizacyjnej oraz analiza jej powiązań z innymi zjawiskami organizacyjnymi: wizerunkiem organizacyjnym, reputacją organizacyjną oraz kapitałem reputacji organizacyjnej.

EN

The concept of organizational identity has been recently an important area of organizational research. It is a tool that supports effective positioning of an organization and a brand, at the same time gaining a stable competitive advantage. The purpose of the article is to review the state of knowledge and research data on the concept of organizational identity, and to analyze its relationships with other organizational phenomena: organizational image, organizational reputation and organizational reputation capital.

10

The identity of the largest enterprises located in Poland and communication of corporate social activities on corporate websites

51%

Seiler B. , Bortnowska H.

Management

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2019

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tom Vol. 23, no. 2

98--123

EN

Today’s enterprises are becoming more and more socially active. In some respects, they are starting to resemble third-sector organizations. In the context of progressive isomorphism, the issue of organizational identity deserves attention. Identity is based, among others, on organizational mission and values, whose management requires the shaping of coherent links between these components, as well as actual efforts and their communication. Modern enterprises are markedly fond of using electronic media, including corporate websites, to communicate with the audience. The purpose of the article is to determine the prevalence of different types of missions and values among the largest enterprises located in Poland, especially those related to CSR, as well as to identify the relationship between their declared CSR missions and values and the presentation of selected corporate social activities on their corporate websites. It was found that two-thirds of the analyzed companies posted missions on their corporate websites. In most cases they declared focus on costumers, and less often - product superiority, innovation, or responsibility. Less than half of the companies presented organizational values through their websites. Those which prevailed are: professional, ethical, relational, and describing attitudes towards the environment. The analysis shows that every second analyzed company presented missions and values that referred to issues related to social responsibility. Enterprises that included references to responsibility towards the environment in their mission communicated only some of the corporate social activities. It was different in the case of enterprises which pointed to the importance of societal values among the declared values. Such organizations more often pursued CSR activities and communicated them. Therefore, it can be conclude that a better predictor of the effects of identity management in the area of CSR was the declaration of values related to social responsibility.

PL

Współcześnie przedsiębiorstwa coraz bardziej aktywizują się w obszarze społecznym. Pod pewnymi względami zaczynają przypominać tzw. organizacje trzeciego sektora. W kontekście postępującego izomorfizmu na uwagę zasługuje zagadnienie tożsamości organizacji. Podstawę tożsamości stanowią, m.in. misja i wartości organizacyjne, a zarządzanie nią wymaga kształtowania spójnych powiązań pomiędzy tymi elementami a realnymi działaniami i ich komunikowaniem. Nowoczesne przedsiębiorstwa w istotnym stopniu wykorzystują do komunikowania się z publicznością media elektroniczne, w tym korporacyjne strony internetowe. Celem artykułu jest ustalenie powszechności występowania wśród największych polskich przedsiębiorstw różnych typów misji i wartości, zwłaszcza tych, które odnoszą się do CSR, a także zidentyfikowanie relacji między deklarowanymi przez te przedsiębiorstwa misjami i wartościami związanymi z CSR a prezentowaniem przez nie wybranych działań społecznych poprzez korporacyjne strony internetowe. Ustalono, że dwie trzecie badanych firm zamieszczało na swoich korporacyjnych stronach internetowych misje. Najczęściej deklarowały w nich koncentrację na kliencie, rzadziej – wyższość produktu, innowacyjność czy odpowiedzialność. Mniej niż połowa firm przedstawiała za pomocą stron internetowych wartości organizacyjne. Przeważały – zawodowe, etyczne, związane z relacjami i opisujące postawę wobec otoczenia. Przedsiębiorstwa, które w misji umieściły odniesienia do odpowiedzialności wobec otoczenia komunikowały tylko niektóre działania społeczne. Inaczej było w przypadku przedsiębiorstw, które wśród deklarowanych wartości wskazywały na znaczenie wartości społecznych. Takie organizacje częściej podejmowały działania CSR i komunikowały o nich. Można wysnuć wniosek, że lepszym predykatorem efektów zarządzania tożsamością organizacji w obszarze CSR było deklarowanie wartości odnoszących się do społecznej odpowiedzialności.