PL
 |
EN
Nowa wersja platformy, zawierająca wyłącznie zasoby pełnotekstowe, jest już dostępna.
Przejdź na https://bibliotekanauki.pl
Ograniczanie wyników
Czasopisma help
  1. 4 Scientific Papers of Silesian University of Technology. Organization and Management Series
  2. 4 Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska
  3. 3 Fundamenta Informaticae
  4. 2 Gospodarka Materiałowa i Logistyka
  5. 2 Material Economy and Logistics Journal
Więcej...
Lata help
  1. 6 2023
  2. 2 2022
  3. 1 2021
  4. 3 2019
  5. 4 2018
Więcej...
Autorzy help
  1. 2 Jagoda A.
  2. 2 Kołakowski T.
  3. 2 Lambovska M.
  4. 2 Marcinkowski J.
  5. 2 Nowakowska P.
Więcej...
Preferencje help
Polish version English version Język
Widoczny [Schowaj] Abstrakt
Liczba wyników

Znaleziono wyników: 35

Liczba wyników na stronie
first rewind previous Strona / 2 next fast forward last
Wyniki wyszukiwania
Wyszukiwano:
w słowach kluczowych:  team
help Sortuj według:

help Ogranicz wyniki do:
first rewind previous Strona / 2 next fast forward last
1
Content available Różnice pokoleniowe w zakresie postrzegania regulacji wpływu w zespole pracowniczym - raport z badań
100%
Pollak A. , Chrupała-Pniak M. , Sulimowska-Formowicz M. , Kożusznik B. , Rudnicka P.
Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne
|
2015
|
nr 1(16)
181-190
EN
The paper focuses on issues of the influence regulation in organizational teams. Lewin's Field Theory (1951) and Kozusznik's deinfluentization (DEI) concept (Kożusznik, 1996, 2005) serve as a theoretical basis for the explanation of influence regulation. The aim of our research is to present how the gener- ational affiliation differentiate the perception of the influence in the organizational teams. The sample consist of 975 employees from 250 randomly selected Polish organizations in various industries. Results of statistical analysis confirmed differences in the location of the influence source between employees of different ages. The diagnosis of generational differences in influence perception might be helpful for managing employees in mixed-age teams.
2
Content available remote Team Logic and Second-Order Logic
100%
Kontinen J. , Nurmi V.
|
2011
|
tom Vol. 106, nr 2-4
259-272
EN
Team logic is a new logic, introduced by V¨a¨an¨anen [12], extending dependence logic by classical negation. Dependence logic adds to first-order logic atomic formulas expressing functional dependence of variables on each other. It is known that on the level of sentences dependence logic and team logic are equivalent with existential second-order logic and full second-order logic, respectively. In this article we show that, in a sense that we make explicit, team logic and secondorder logic are also equivalent with respect to open formulas. A similar earlier result relating open formulas of dependence logic to the negative fragment of existential second-order logic was proved in [8].
3
Content available remote Dynamical teams in eco-grammar systems
100%
Csuhaj-Varju E. , Mitrana V.
|
2000
|
tom Vol. 44, Nr 1,2
83-94
EN
In this paper we investigate simple eco-grammar systems with dynamically formed teams of agents. Three natural conditions for constituting a team, based on the agents' current capability of activation, are considered. We study the relations of language classes of these simple eco-grammar systems to each other and to some other well-known classes of languages. Moreover, we prove that any recursively enumerable language can be obtained as the intersection of a regular language and the language of a simple eco-grammar system where the acting teams of agents are formed according to two of the above conditions.
4
Content available remote Budowanie relacji w zespole bibliotecznym
100%
Kołakowska J.
Annales Universitatis Paedagogicae Cracoviensis Studia ad Bibliothecarum Scientiam Pertinentia
|
2017
|
tom 15
75-85
EN
The article tackles the issues of working in a library team referring to building relations and mutual cooperation based on an example of the employees of the Scientific Information Department of the Pedagogical University in Cracow's Main Library. One of the most demanded competences has been underlined in the text, that being the ability to work in a team and taking care of the good working atmosphere by the team members, as well as reaching compromises. The article describes the positive features influencing the professional and life success of a person, for example the appropriate level of motivation, mental resistance, ambition, pull, the ability to make acquaintances, persistence, optimism, mental health and dynamism. Later in the article there is a description of the elements that enable a creation of a good team consisting of people with initiative, open to new solutions and not afraid of change. The summary includes a mature team characterized by: clearly described goals and division of activities, effective system of communication, ability of mutual support in both giving and taking, and having common values
5
Content available The application of business typology concept in teams building and development
89%
Borkowski S. , Zacharski J. , Kaszyca K.
|
|
tom Vol. 10, No. 2
7--14
EN
In enterprises, even in the smallest ones, we are dealing with the work and teams management of employees. These units are characterized by a specific composition and phases of operation. To create, develop and improve the functioning of the teams, it is possible to use methods and tools, based on personality typologies. In the European market there are a number of methods based on business typology of psychological and sociological concepts. It is possible to use of these tools, both in the process of creating teams, as well as for their development and the prevention and emergency interventions in teams.
PL
W przedsiębiorstwach, już od tych najmniejszych, mamy do czynienia z pracą i zarządzaniem zespołami pracowników. Zespoły te charakteryzują się specyficznym składem i etapami funkcjonowania. Dla tworzenia, rozwoju i poprawy funkcjonowania teamów możliwe jest stosowanie metod i narzędzi opartych na typologiach osobowości. Na rynku europejskim istnieje szereg metod typologii biznesowych opartych na koncepcjach psychologicznych i socjologicznych. Zastosowanie tych narzędzi możliwe jest zarówno w procesach tworzenia teamów, jak również dla ich rozwoju oraz przeciwdziałaniu kryzysom i przy interwencjach w sytuacjach kryzysowych w zespołach.
6
Content available A fuzzy model for team control and its application
88%
Lambovska M.
|
|
tom Vol. 9, No. 3
108--119
EN
An original fuzzy team control model is presented in this article. The model is based on a non-traditional combination of classical and contemporary achievements of management and mathematical theories of fuzzy logic and fuzzy sets. In methodological terms, the article also offers a set of tools for measuring and evaluating both team performance and the effectiveness of the team control system in the organization. Fuzzy tools and techniques for decision-making, studying of hidden effects and joint influences, and quantification of evaluations are employed in this set of tools. The suggested fuzzy model contributes to overcoming theoretical deficits on the issues of team control, and the methodology of team control fills a gap in the toolkit of team management. The results from verification of the fuzzy team control model at a small-sized Bulgarian enterprise are also discussed in this article. They indicate that it is possible to develop a fuzzy model for team control, increasing the effectiveness of the team control system in the enterprise.
7
Content available remote Praca zespołowa w zarządzaniu przedsiębiorstwem
88%
Drogi P.
|
|
tom Nr 47
37-63
PL
Tworzenie się i funkcjonowanie zespołów pracowniczych stanowi ważny z punktu widzenia efektywności realizowanych przedsięwzięć problem zarządzania zasobami ludzkimi przedsiębiorstwa. W artykule omówiono wybrane aspekty pracy zespołowej oraz jej znaczenie w podwyższaniu efektywności przedsięwzięć podejmowanych przez przedsiębiorstwo. Przedstawiono także wybrane określenia pojęć „zespół" oraz „praca zespołowa". Ponadto zdefiniowano czynniki wpływające na skuteczność i efektywność pracy zespołu oraz zaprezentowano metodologię pracy zespołowej, tj. etapy tworzenia zespołu, przygotowanie firmy do pracy zespołowej i zarządzanie zespołem.
EN
From the point of view of the effectiveness of the implemented undertakings, the creation and functioning of a team of workers, constitutes an important problem in the process of personnel management of enterprise. Selected aspects of teamwork as well a its importance in increasing the effectiveness of the undertakings which have been implemented by enterprise have been discussed in the article. Selected definitions of the terms 'team' and 'teamwork' have also been presented. Moreover, factors affecting the effectiveness of teamwork have been defined and the methodology of teamwork - i.e. the stages of creating a team, preparing companies for teamwork as well as team management - has been presented.
8
Content available Psychological Safety of Volunteers During the War
88%
Pidbutska N. , Knysh A. , Demidova Y.
|
|
tom 14
|
nr 1
66-75
EN
Aim. The article is aimed at determining the indicators of psychological safety inherent in volunteers with signs of emotional exhaustion in combat zones. Methods. The study included the following methods: a) testing: Emotional Exhaustion Questionnaire (EEQ), Psychological Safety of Individual Questionnaire; b)statistical analysis: methods of descriptive statistics (percentage, minimum, maximum, range, standard error, mean, standard deviation). The group of respondents included 48 people, who were involved in volunteer activities in the Kharkiv region of Ukraine from March 2022 up to November 2022. Results. It was determined that the largest subgroup in the general group of respondents were volunteers with a high level of emotional exhaustion (46%) – these are people who feel general tension and do not remember the last time they experienced positive emotions. Among all the indicators of psychological safety, the indicators of moral-communicative and internal comfort turned out to be the least developed. Conclusions. Volunteer groups need specially organized psychological help and support, just like military or military medics. The constant danger of the activity, the need to be in contact with different people, moral fatigue lead to rapid emotional exhaustion and can causehealth disorders or even cost the volunteer's life.
9
Content available Korzyści i ograniczenia pracy zespołowej w percepcji przyszłych pracowników
75%
Myjak T.
Studia Ekonomiczne. Gospodarka, Społeczeństwo, Środowisko
|
2019
|
nr 1/2019 (3)
66-75
EN
Teamwork brings tangible benefits for people performing it, but also creates limitations resulting from it. The first part of the publication shows the positive and negative aspects of teamwork. Factors influencing teamwork have also been indicated on the basis of literature. The further part of the article presents the results of personal research, focusing on the characteristics, advantages and disadvantages of working in a team environment indicated by future employees, currently students the State University of Applied Sciences in Nowy Sącz. In the article we also used the results of secondary research.
PL
Praca zespołowa przynosi wymierne korzyści dla osób ją wykonujących, ale stwarza także ograniczenia z niej wynikające. W pierwszej części publikacji przedstawiono pozytywne i negatywne aspekty pracy zespołowej. Na podstawie studiów literatury przedmiotu wskazano również czynniki wpływające na pracę zespołową. W dalszej części artykułu zaprezentowano wyniki badań własnych, koncentrując się na cechach, zaletach i wadach pracy w zespole, wskazywanych przez przyszłych pracowników, aktualnie studentów Państwowej Wyższej Szkoły Zawodowej w Nowym Sączu. W pracy wykorzystano także wyniki badań wtórnych.
10
Content available remote Pożądane cechy członka zespołu pracowniczego - badania ankietowe
75%
Tobór-Osadnik K. , Wyganowska M.
Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska
|
2007
|
tom z. 42
109-116
PL
W artykule zaprezentowano wyniki badań ankietowych o pożądanycłi cecłiach członków zespołu pracowniczego. Autorki opisały główne cecliy pracowników wymagane przez kierownictwo. Do głównych cech należą: odpowiedzialność, praca zespołowa, samodyscyplina, pracowitość, komunikatywność.
EN
In the paper it has been presented result of pool researches about characteristics members of work-team. Authors have described main feature of workers which are desired by management. The main one are: responsibility, team-working, self-discipline, diligence, communicativeness.
11
Opozycja zajęć rolniczych i wojowniczości w opisach starożytnych Germanów autorstwa Cezara i Tacyta
75%
Rutkowski R.
Rocznik Antropologii Historii
|
2013
|
nr 2(5), Genealogie kultury
211–230
XX
The paper presents a comparative interpretation of two successive, slightly different, ancient descriptions of the Germanic society written by Caesar and Tacitus. Special attention is paid to how the two writers oppose the combativeness of the Germanic people and their soil cultivation.
12
Content available remote Information in a Two-Stage Decision Process. General Idea and Classification
75%
Terlikowski T.
|
2008
|
tom Vol. 82, nr 1-2
185-212
EN
We introduce the notion of information in a two-stage decision process. We begin by examining the general scheme of a two-stage control problem. The final aim is to give a precise, formal definition of what we mean as information within a decision process.
13
Multicriteria Decision Making Model for the New Team Member Selection Based on Individual and Group-Related Factors
75%
Wojnar J.
|
|
nr 2
103-114
EN
This paper presents a novel approach to the team building emphasizing group-related attributes of potential candidates instead of focusing on their individual characteristics during the recruitment process. The main assumption is that the teamwork capabilities are equally if not more important than individual skills or competences when selecting new team member. Myers-Briggs Type Indicator is used for analyzing teamwork capabilities and multicriteria decision making model will be developed as a final solution.
14
Ratownictwo górnicze. Część 5. Wpływ częstości akcji serca ratowników na czas ich przejścia przez komorę ćwiczeń
75%
Szlązak J. , Grodzicka A. , Chłopek A. , Wrodarczyk J.
|
|
tom R. 65, nr 10
557--564
PL
Analizując częstość akcji serca na potrzeby tematyki podjętej w niniejszym artykule, wybrano cztery zastępy, które uzyskały najwyższą wartość średnią i analogicznie cztery zastępy, które uzyskały najniższą średnią wartość częstości akcji serca. Poddanych analizie osiem zastępów wybrano z wszystkich 36 biorących udział w badaniach wykonanych w komorze ćwiczeń na terenie Okręgowej Stacji Ratownictwa Górniczego w Bytomiu.
EN
Analyzing the heart rate for the needs of the subject under consideration in this article, four rescue teams were selected, which received the highest mean value and similarly four teams, which received the lowest average value of heart rate. The eight rescue teams being the subject of the analysis were selected from all 36 participating in studies conducted in the training gallery at the District Mines Rescue Station in Bytom.
15
Content available Certain Conditions of the Motivation Process
75%
Stachelek D.
Logistics and Transport
|
2023
|
tom Vol. 57-58, No. 1-2
27--37
EN
The article discusses the topic of the motivation process, which appears to be important and complex from the point of view of the organization. No one today needs to be convinced about the extremely important mechanism of shaping interpersonal relations in a company by motivating. The importance of motivation is analysed at the level of both business entities and public organizations. In addition to imposing demands on the employee and issuing instructions, there are various, more or less visible ways of influencing the employee, which are aimed at increasing the efficiency of his work. There are no universal rules for building incentive systems that would work in every situation. So, what motivates you to perform your duties diligently? The prospect of receiving a reward or promotion, or maybe the spectre of punishment?
16
Content available remote Zarządzenia Prezesa Rady Ministrów wydane w celu utworzenia rad i zespołów opiniodawczych lub doradczych w sprawach należących do zadań i kompetencji Rady Ministrów lub premiera
75%
Banaszak B.
|
|
nr 4(141)
7–18
EN
The article provides an analysis of executive orders of the Prime Minister issued on the basis of Article 12 para. 1 subpara. 3 and para. 2 of the Act of 8 August 1996 on the Council of Ministers. These are acts of internal law, modeled on Article 2, Article 7 and Article 93 of the Constitution. In order to get the right perspective, it is necessary to establish the substance of such orders and, in their case, a broader analysis of the legislative activity of the Prime Minister (which covers more than 20 randomly selected orders of the Prime Minister issued in different years). Among the tasks of councils and teams specifi ed in the orders of the Prime Minister, are those that go beyond tasks typical of advisory and advisory bodies and are of an imperative nature. This proves the existence of an established practice of treating the councils and teams created on the basis of Article 12 para. 1 subpara. 3 of the Act on the Council of Ministers as subsidiary bodies of the Prime Minister or the Council of Ministers, to whom certain powers of the Prime Minister or the Council of Ministers have been delegated. This is acceptable for subsidiary bodies. This is an evidence of understanding of the role of councils and teams based on Article 12 para. 1 subpara. 3 of the Act on the Council of Ministers in a way which goes beyond the linguistic interpretation of that article and recognizes primacy of other methods of interpretation.
17
Content available A fuzzy model for team control and its application
71%
Lambovska M. , Lambovska M.
|
18
Budowanie kreatywnego zespołu
63%
Krzyczkowska M.
Przegląd Odlewnictwa
|
2007
|
tom Vol. 57, nr 1-2
38-42
PL
W każdej organizacji, i to na wszystkich szczeblach zarządzania, są kreatywni pracownicy. Czym więc różnią się te firmy, które w tradycyjny sposób wykorzystują potencjał swoich pracowników, od tych które postanowiły zarządzać potencjałem kreatywności swojego personelu? Odpowiedź na to pytanie spróbujemy znaleźć posługując się konkretnymi przykładami.
EN
In each organization, on each managing rung, there are creative workers. Well, which are differences between firms traditionally using the potential of their workers and these deciding to manage the creativity potential of their personal staff? We try to find the answer to this question using concrete examples.
19
The Constraints and Problems in Team Performance Management
63%
Ulrych W.
|
|
nr 9(933)
95-108
EN
A wide range of factors can affect team performance: setting clear and achievable goals, allocating individual work, utilizing an individual’s skills, monitoring performance, maintaining team cohesion and identity, being able to handle internal conflicts, maintaining relationships with other teams, systems and resources available to teams and the quality of leadership. These problems and constraints affecting team performance management (TPM) are found on a global scale irrespective of a country’s individual work culture. This paper presents the nature of team performance management in order to discuss common TPM problems and constraints in the context of worldwide research findings. Environmental factors and team dynamics consistently influence team effectiveness. It is now clear that there is a need for future research to look at the complexity of team dynamics over time.
PL
Wiele czynników może wpływać na efektywność zespołów: określenie jasnych i możliwych do osiągnięcia celów, indywidualny przydział obowiązków, wykorzystanie umiejętności danej osoby, monitorowanie wydajności, zachowanie spójności i tożsamości zespołu, umiejętność zarządzania wewnętrznymi konfliktami, relacje z innymi zespołami, a także systemy i źródła dostępne zespołom oraz jakość przywództwa. Wskazane problemy i ograniczenia wpływają na zarządzanie zespołową efektywnością i są znane powszechnie bez względu na indywidualną kulturę pracy danego kraju. W niniejszej pracy przedstawiono naturę zarządzania efektywnością pracowników w celu wskazania powszechnych problemów i ograniczeń w zarządzaniu zespołową efektywnością w kontekście światowych wyników badań. Warto zaznaczyć, że czynniki środowiskowe i dynamika zespołu wpływają na zespołową efektywność. We wnioskach wskazuje się, że istnieje potrzeba dalszych badań w zakresie uchwycenia złożoności dynamiki zespołu wraz z upływem czasu.
20
Learning from Experience: The Project Team is the Key
63%
Terzieva M. , Morabito V.
|
|
tom 7
|
nr 1
1-15
EN
Background: Learning from experience and knowledge management described in existing literature evidence that there are different practices that enable these processes, and that a distinction between implicit and explicit knowledge is essential for our analysis. Objectives: The paper investigates through which project management practices organizations manage the two types of knowledge and at what level knowledge sharing and reuse is more commonly adopted. Method/Approach: The research starts with existing research overview and analysis of preliminary results from initial interviews, and then it continues with a survey on selected knowledge management practices in order to identify which of them are mostly used by organizations. Results/Findings: Results show the essential role of the project team; this finding is then further elaborated using knowledge from research presented in existing literature. Conclusion: Project management enhances efficient knowledge management as on one hand, it includes the adoption of standardised and repetitive practises what enables specialization and knowledge consolidation. On the other hand, project management refers to unique initiatives that provide new knowledge and opportunities for learning. The project team in particular results to be a key factor for activating knowledge reuse.
first rewind previous Strona / 2 next fast forward last
JavaScript jest wyłączony w Twojej przeglądarce internetowej. Włącz go, a następnie odśwież stronę, aby móc w pełni z niej korzystać.