Wyniki wyszukiwania - Biblioteka Nauki

1

O przyszłości edukacji kulturoznawczej w kontekście zarządzania kulturą. Czy potrzebujemy menadżerów kultury po kulturoznawstwie?

100%

Burkiewicz Ł.

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2018

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nr 2(56)

176-185

PL

Celem artykułu jest udzielenie odpowiedzi na pytanie o miejsce kulturoznawstwa w kontekście kształcenia przyszłych menadżerów kultury. Pytanie to zostało postawione przez pryzmat „organizacyjnej strony” kulturoznawstwa, tj. „zarządzania kulturą” i innych „rynkowych” specjalizacji towarzyszących tej dziedzinie. W pierwszej części artykułu przedstawiono definicję zarządzania kulturą jako specjalizacji w ramach studiów kulturoznawczych. Dokonano przeglądu poglądów prezentowanych w literaturze przedmiotu i empirycznych własnych obserwacji. Również w tym miejscu zostały opisane tendencje rynkowe związane z rozwojem sektora kultury. W kolejnej części artykułu odniesiono się do krytyki kulturoznawstwa jako kolejnej nauki w ramach humanistyki, która z uwagi na swoją interdyscyplinarność, pojmowaną niejednokrotnie jako jej odwrotność i izolację w wąskich specjalizacjach lub też tak sformułowanych, że są niedefiniowalne, staje się przedmiotem krytyki jako dyscyplina mało konkretna.

EN

The aim of the paper is to analyse the position of cultural studies as a field of study. The analysis will be conducted from the organisational perspective of cultural studies, i.e. culture management and educating culture managers. The first part of the article provides the definition of culture management as a specialization within cultural studies and the review of subject literature. They are followed by the author’s empirical observations and the description of market tendencies in the area of development of the culture sector. The second part of the paper addresses critical opinions referring to treating cultural studies as yet another field of study. Due to its interdisciplinary nature, defined either as its opposite, i.e. its isolation in narrow specialisations, or formulated in the terms that render its definition impossible, cultural studies have been criticised as a vague discipline. The last part of the paper offers reflection, which underlines the fact that cultural studies, especially in their applied dimension – in the context of culture management – are a useful field of study, which should not be pushed beyond the margins of science.

2

The beginnings of Christianity in Cyprus. Religious and cultural aspects

100%

Burkiewicz Ł.

Folia Historica Cracoviensia

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2017

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tom 23/1

13-36

EN

The history of Christianity in Cyprus has a long and beautiful tradition, whose beginnings are connected with four important figures: Saint Lazarus and apostles Paul, Barnabas and Mark. The apostles came to Cyprus in the first half of the 1st century, when the island was under the Roman rule. According to tradition, by preaching God’s Word they became the founders of the Cypriot Church. Their mission was not an easy one, and the pressure of the indignant Jewish community led to the capture of Paul in Paphos and his consequent whipping at the whipping post. The post can still be seen today among the ruins of the church of Agia Kyriaki Chrysopolitissa. Barnabas sacrificed his life for his faith: he was captured in Salamis, and then burnt at the stake by a Jewish mob. Roman Proconsul Quintus Sergius Paulus became the first important Roman official who converted to Christianity, and Cyprus became the first Roman province which adopted Christianity. Tradition also links Saint Lazarus with the island: allegedly, after being miraculously resurrected by Jesus in Bethany, he came to Cyprus, where he became a bishop and where he preached God’s Word and converted pagans into Christianity for the next 30 years.

PL

Historia chrześcijaństwa na Cyprze posiada długą i piękną tradycję, a jej początki są związane z czterema ważnymi dla kościoła postaciami: św. Łazarza oraz apostołów Pawła, Barnaby oraz Marka. W pierwszej połowie I wieku n.e. na Cypr, pozostający pod panowaniem rzymskim, przybyli apostołowie Paweł, Barnaba i Marek, którzy głosząc Słowo Boże stali się w myśl tradycji założycielami Kościoła cypryjskiego. Misja ta nie była łatwa, a presja oburzonej gminy żydowskiej, spowodowała, że Paweł został pojmany w Pafos i ukarany biczowaniem, przywiązany do pręgierza, który do dzisiaj można oglądać wśród ruin bazyliki Agia Kyriaki Chrysopolitissa. Barnaba poświęcił swoje życie. Został pojmany w Salamis, a następnie spalony na stosie przez żydowski tłum. Tradycja łączy również z wyspą Łazarza, który po cudownym wskrzeszeniu przez Jezusa w Betanii, przybył na Cypr głosić Słowo Boże, gdzie mieszkańcy obrali go biskupem i przez następne 30 lat nauczał i nawracał pogan na chrześcijaństwo.

3

Tworzenie etyki w organizacji wielokulturowej – zalety i kontrowersje

63%

Burkiewicz Ł. , Kucharski J.

Kwartalnik Filozoficzny

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2017

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tom 45

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nr 3

165-182

EN

The growing importance of international cooperation in connection with globalization processes has rendered the skilful management of multiculturalism a necessity. Cultural diversity is at present no longer perceived as a threat or a disorganizing factor (which was the only context of its reception in the past), but rather as a source of benefits necessary for the development of an organization, justifying its transformation from a monocultural entity into a multicultural one. People realize that diversity enhances the quality of human resources, and its growing role results from global demographic changes, together with new legislation and legal actions. These changes have led to the emergence of multicultural organizations. They can be defined as organizations which consist of employees coming from various cultural backgrounds, without a common past, with various and changeable visions of the future. Additionally, they are characterised by low predictability of the ways of fulfilling certain roles, an aesthetics that is diverse and incoherent or imposed from the outside, an unclear meaning of non-material rewards and punishments, and the prevalence of financial rewards and punishments. People coming from different cultures can have different moral intuitions, evaluate certain behaviours in a different way and be unwilling to change their native moral and behavioural norms. It should be noted that an increase in internationalization of particular organizations increases the level of cultural heterogeneity of the staff, which entails broadening the differences in their cultural determinants. This, in turn, creates the conditions for the emergence of both new opportunities and new threats for the organization. Finally, the most interesting aspect for the purposes of this paper is connected with the fact that ethical decisions taken by employees of such organizations may differ on cultural grounds. That is why various attempts directed at creating above-local ethics are being made; this kind of ethics is also called trans-cultural ethics, or even global ethics, and it is meant to serve as common ground and a space for solving problems between local ethics. The concept of global ethics can be seen as a solution to certain problems connected with intercultural management. The paper first discusses the threats and challenges that multicultural organizations face, and next describes the ways of creating ethics for them (global ethics) and problems connected with creating such ethics. The paper ends with arguments not so much against global ethics, but rather ones pointing out the serious difficulties in implementing this project.

4

Management by values in the work of international manager

63%

Burkiewicz Ł. , Knap-Stefaniuk A.

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tom z. 149

47--56

EN

Purpose: Values entered the area of management relatively recently, which explains why this issue has not been widely discussed in academic articles yet. As values are an important element in supporting the achievement of the company's vision, mission and goals – especially in a multicultural environment – the aim of the authors set for themselves was to define the role that management by values plays in the work of international managers. Design/methodology/approach: The research method adopted in the article is the analysis and synthesis of subject literature and the use of secondary research. It is a mixed method, located between empirical and theoretical methods. The article first explains the essence and meaning of values in modern management and next it describes the competences of international managers and the role values play in cross-cultural management. The final sections present management by values as a way of building employee involvement and analyse the benefits of this type of management. Findings: The authors of the article came to the conclusion that the position of managers working in a multicultural environment does not depend only on their specialist knowledge, professional qualifications, or linguistic competence. All these skills lose their importance when they are accompanied by a lack of competences necessary to successfully function in a multicultural working environment. The article discusses the key features and skills managers of multicultural teams should possess, including the ability to implement management by values. Social implications: This article indicates the key features and skills that a manager of an intercultural team should possess. Therefore, the conclusions of the study can be used in economic practice. Originality/value: The authors recommend that modern managers create a system of values that will contribute to the success of their business.

5

Próba charakterystyki psychologicznej Cichociemnego.

51%

Lickiewicz J. , Szymańska J. , Burkiewicz Ł.

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2015

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nr 2

113-123

EN

Cichociemni were the elite of the Polish Armed Forces in the West. They were trained in Great Britain to operate in occupied Poland and were ready for any sacrifice for the Fatherland. Despite the fact that over 2600 candidates volunteered for training and served only 316 of them were parachuted into occupied Poland. The article raises the issue of psychological traits of Cichociemny. The current literature on the subject focuses mainly on aspects of physical training, marginalizes an issue of personality and temperament. Today, the problem exists in the currently recruitment process of a modern soldier of the special forces. From the perfect soldier, popularly called the commandos, is expected not to only excellent physical fitness, but also appropriate psychological predispositions as self efficacy, commitment and sacrifice. According to the analysis of documents from the period of activity of Cichociemni these traits were also important then as today. It allows to put the thesis of the psychological profile of the ideal warrior, regardless of the time and place.