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THE CORRESPONDENCE OF ST. BERNARD OF CLAIRVAUX AND AELRED OF RIEVAULX (Korespondencja Bernarda z Clairvaux i Aelreda z Rievaulx)

100%
Czubak M.
Studia Antyczne i Mediewistyczne (Antique and Mediaeval Studies)
|
2008
|
issue 6(41)
199-206
EN
The one of the most important works of Aelred of Rievaulx is his first work - written at St. Bernard's insistence - 'De speculo caritatis'. Saint Bernard's letter is found at the beginning of Aelred's treatise. The letter was mistakenly and unconditionally ascribed to Gervase, abbot of Louth Park. André Wilmart has proved finally that the sender of it is St. Bernard. In his letter abbot of a Cistercian monastery in Clairvaux commands Aelred to write some little thing about the excellence charity, its fruit and its proper order. Aelred fulfilled his master's command but it seems little probable that this rank thinker how Bernard signed under work which earlier did not see. Therefore his letter is rather friendly review of Aelred's book. In the Preface of the work 'De speculo caritatis' Aelred has apparently shown the principal aim of his book, namely the image of Christian love (caritas). He divided the whole work into three parts. In the first chapter Abbot of Rievaulx writes about the excellence charity and the blameworthiness of its opposite - cupidity (cupiditas). The second chapter is reply to the inappropriate complaints of certain people. In the third chapter he shows how charity should be practised.
2

ORGANIZATION CULTURE AS A LEARNING PLACE

100%
Czubak M.
Dyskursy Młodych Andragogów / Adult Education Discourses
|
2007
|
vol. 8
77-86
EN
The aim of this article is to look at the work environment as a place of learning. Organization culture is a term referring to the system of informal patterns of behavior and thinking that become established in a given organization, and which may have effect on the organizational aims of that company. Learning within the workplace is described in andragogy as situational learning. It is learning that takes place in everyday situations, where the knowledge comes from the situational problem and as its effect is the solution discovered by all the participants of a given situation. The authoress characterizes various types of organization culture through the context of situational learning, taking also into consideration the social context and interpersonal relations. She based her deliberations on the Czeslaw Sikorski's typology who distinguished four types of organization culture: domination, competition, cooperation and adaptation. Assuming that the process of organizational identity acquisition , which takes place through various social processes, is the basic outcome of the learning, the best conditions for such learning are created in the organizational cultures of adaptation and cooperation. These cultures are characterized by: innovation, creativity, tolerance and openness to other people's views, which make the factors of the situational learning. Whereas in the cultures of competition and domination, the lack of flexibility and free exchange of thoughts, as well as the lack of possibility to experiment and the high level of formalization and routine activities, may effectively block the effect of finding the solutions through the situational learning.
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