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Metodologie emic i etic w badaniach kultury w zarządzaniu

100%
Sułkowski Ł.
Management and Business Administration. Central Europe
|
2012
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vol. 20
|
issue 1(114)
64-72
EN
The purpose of this article is to analyze the applicability of the distinction between the concepts of "emic" and "etic" methodology in management sciences. The distinction between these two approaches is significant in cultural studies, linguistics, cultural anthropology and sociology. However, this dichotomy is not too common in the sciences of management. It is also very little known in Polish management discourse. The approach exploits the terms "emic" and "etic" in relation to issues of organizational culture. This methodology tries to enlighten the concept of organizational culture and examine the possibility of its formation. The findings indicate that with the current state of knowledge on organizational culture, it is difficult to conclude which of the two concepts (emic - etic) is more effective in terms of methodology. Thus, it is useful to use cognitive and methodological pluralism in research, combining both cultural methodologies.
2
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W poszukiwaniu paradygmatu zarządzania zasobami ludzkimi

100%
Sułkowski Ł.
Zarządzanie Zasobami Ludzkimi
|
2014
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issue 2014 3-4(98-99) Przeszłość, teraźniejszość, przyszłość ZZL w Polsce (The past, present, and future of HRM in Poland)
79-90
PL
Rozległość dyscyplinarna problematyki zarządzania zasobami ludzkimi oraz jej interdyscyplinarność są znaczącymi przesłankami poszukiwania paradygmatu zarządzania zasobami ludzkimi, który będzie adekwatny dla kilku dyscyplin naukowych, a nie ograniczał się tylko do jednej z nich. Artykuł przedstawia charakterystykę czterech paradygmatów zarządzania zasobami ludzkimi. Ponadto przeprowadzona została syntetyczna charakterystyka i ocena czterech paradygmatów zarządzania zasobami ludzkimi.
EN
The expanse of disciplinary issues of human resource management and its interdisciplinary nature are central prerequisites to the quest for a human resource management paradigm that is adequate for a number of scientific disciplines, not limited to only one of them. This article presents the characteristics of the four paradigms of human resource management. Moreover, it provides a synthetic overview and assessment of these four paradigms of human resource management.
3
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Cultural Paradigms in Management Sciences

100%
Sułkowski Ł.
Management and Business Administration. Central Europe
|
2013
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vol. 21
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issue 3(122)
50-57
EN
Purpose: The purpose of this paper is to present an idea for understanding cultural processes in the organizational�discourse from the perspective of four paradigms in management sciences based on the concept of G. Burrell and G. Morgan. Methodology: The author has elaborated a valuable list of structures of the scientifi c theory based on the respective paradigms and has compared cultural paradigms in management sciences. The methodology involves an analysis of classical and recent world literature. Nowadays there is no consensus on the defi nitions, types or research models of organizational culture. Originality: In the literature on the subject we can fi nd many, sometimes contradictory cultural research studies that require further analysis. Precisely because of the diversity and complexity of cultural issues in management sciences a multi-paradigmatic analysis is necessary. The paper presents a proposal for a pluralistic approach to the theory and methodology of cultural studies in management sciences
4
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Metafory, archetypy i paradoksy organizacji

100%
Sułkowski Ł.
Organization and Management
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2011
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issue 145
5

Problemy zarządzania zasobami ludzkimi w polskich, małych firmach rodzinnych

100%
Sułkowski Ł.
Zarządzanie Zasobami Ludzkimi
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2012
|
issue 2(85)
9-18
EN
Any analysis of the problems of human resource management in family businesses must make reference to numerous dysfunctional aspects in the management process in light of the specific nature of such companies. Managers hoping to manage family businesses in an effective manner should know the risks associated with the characteristics of this type of enterprise. This article aims at analyzing key human resource management problems occurring in Polish small family businesses.
6
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Który model uniwersytetu? - Głosy w dyskusji.

100%
Sułkowski Ł.
Przegląd Socjologiczny
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2014
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vol. 63 (LXIII)
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issue 3
67-70
7
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Który model uniwersytetu? Głosy w dyskusji.

100%
Sułkowski Ł.
Przegląd Socjologiczny
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2014
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vol. 63 (LXIII)
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issue 2
67-70
8
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„Tragedia dobra wspólnego” w świetle paradygmatu neoewolucyjnego

100%
Sułkowski Ł.
Zarządzanie Publiczne
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2009
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issue 1 (5)
PL
The issue of „common wealth” is a classics of economic, sociological and even politological considerations in the area of social cooperation. Introduction of the neo-evolutionist context can, however, contribute new significant motifs to the analyses of the „tragedy of the commons”. Man is characterised by a natural, developed in the course of evolution, tendency to cooperate and compete. Therefore, the construction of the social order aiming at the protection and development of the „common wealth” cannot disavow the human nature. Knowledge of our biological and evolutionary roots can be helpful while building the social order limiting the problem of the „tragedy of the common wealth”.
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A 3D model and typology of organisational culture

100%
Sułkowski Ł.
Journal of Intercultural Management
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2013
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vol. 5
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issue 2
17-30
EN
The proposed model of organisational cultures I used in my research is based on three dichotomous dimensions borrowed from G. Hofstede and other researchers. Although Hofstede proposed studying organisational cultures according to other dimensions of values than in the case of cultures of whole societies, there are numerous authors who think his model is more general and so apply it to organisational cultures too. It seems that three out of five dimensions proposed by Hofstede can become a basis for such a multidimensional model and typology. I am also in favour of this approach, as I believe that three of the dimensions included in Hofstede’s model are of a universal character, whether they concern individuals, organisational cultures or social cultures [Sułkowski 2012, pp. 103-118]
10

Strategic Management as the Ideology of Power

100%
Sułkowski Ł.
Journal of Intercultural Management
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2013
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vol. 5
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issue 3
5-11
EN
The purpose of this paper is to present the key themes of strategic management from the perspective of Critical Management Studies [More: Sułkowski, 2012]. Strategic management seen as the most advanced and sophisticated form of targeting reseved only for the elite top menagement is interpreted by critical scholars as an ideology of power exercised by elites. The article presents the analysis of the foundations of the CMS, and then puts these issues in the field of strategic management.
11

Elements of Organizational Culture – theoretical and methodological problems

100%
Sułkowski Ł.
Management
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2012
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vol. 16
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issue 2
63-71
EN
Elements of organizational culture - theoretical and methodological issues The purpose of this article is therefore the analysis of the various elements of organizational culture that are present in different concepts of culture. This is an important problem from the point of view of theory and practice of managing organizations because it is through research and development that culture can be managed, or at least influenced. The article analyzes different elements of organizational culture that can be identified in empirical research. 13 different types of cultural components were identified, ranging from values to organizational subcultures.
PL
Elementy kultury organizacyjnej - problemy teoretyczne i metodologiczne Celem artykułu jest zatem analiza różnych elementów kultury organizacyjnych, które przewijają się w różnych koncepcjach kultury. Jest to problem istotny z punktu widzenia teorii i praktyki zarządzania organizacjami ponieważ, to właśnie poprzez badania i kształtowanie składników kultury można nią zarządzać, lub chociażby wywierać na nią wpływ. W artykule poddano analizie zróżnicowane elementy kultury organizacyjnej, które mogą być identyfikowane w badaniach empirycznych. Wyróżniono 13 różnych rodzajów składników kulturowych, począwszy od wartości, aż do subkultur organizacyjnych.
12
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Cechy kultur organizacyjnych polskich szpitali

100%
Sułkowski Ł.
Zeszyty Naukowe Wyższej Szkoły Bankowej we Wrocławiu
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2012
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issue 30
241-249
PL
W tym artykule przeprowadzono analizę kultur organizacyjnych szpitali opartą na modelach dychotomicznych kultury organizacyjnej. Pozwoliło to na identyfikację szczególnych cech kultur organizacyjnych publicznych szpitali w Polsce. Analiza opiera się na wynikach badań przeprowadzonych w ramach grantu „Kulturowe uwarunkowania zmian organizacyjnych w polskich szpitalach”.
EN
The article provides an analysis of organizational cultures of hospitals based on a dichotomous model of organizational culture. It has enabled identification of specific characteristics of organiza¬tional cultures in Polish public hospitals. The analysis is based on results of the research conducted under the grant of “Cultural determinants of organizational changes in Polish hospitals”.
13
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Interpretatywne rozumienie kultury w naukach o zarządzaniu

100%
Sułkowski Ł.
Zarządzanie Zasobami Ludzkimi
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2013
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issue 2(91)
107-122
PL
Kultura stanowi konstytutywne pojęcie dla nurtu interpretatywno-symbolicznego, nazywanego również interakcjonizmem symbolicznym. Celem artykułu jest analiza rozwoju koncepcji interpretatywno-symbolicznych w dyskursie kulturowym w naukach o zarządzaniu. Paradygmat interpretatywno-symboliczny jest jedną z najważniejszych orientacji nauk humanistycznych, takich jak: antropologia kulturowa i socjologia, dla których właśnie kultura jest pojęciem fundamentalnym. Dla pogłębionej analizy problematyki kulturowej w zarządzaniu z perspektywy interpretatywno-symbolicznej przeprowadzono badanie rozwoju tego nurtu oraz stopniowego przenikania jego koncepcji do teorii, metodologii i praktyki organizacyjnej.
EN
Culture is a constitutive concept of the interpretative–symbolic current, also known as symbolic interactionism. The purpose of this article is to analyze the development of the concept of symbolic–interpretative cultural discourse in the management sciences. The interpretative symbolic paradigm is a major orientation in the humanities—i.e. anthropology and the sociology of culture—for which culture is the fundamental concept. An analysis of the development of this trend and the gradual penetration of the concept into the theory, methodology, and organizational practices was conducted to receive an in–depth look at cultural issues in management from the interpretative–symbolic perspective.
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„Fuzjomania” akademicka. Czy Polskę czeka fala konsolidacji uniwersytetów?

100%
Sułkowski Ł.
Nauka i Szkolnictwo Wyższe
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2017
|
issue 2(50)
173-188
EN
“Fusion” in the university sector has been existing in many countries for more than a decade now. Mass merger programs are carried out, among others, in Scandinavian countries, France, the United Kingdom, the United States and China. The purpose of the mergers is to create a global league of universities, to rationalize the education and research network as well as to improve the effectiveness of education. In Poland, consolidation was not systemic and was not a part of public policy. Few merger processes between universities were of bottom-up character, with no central support. Probably one of the negative effects of the lack of strategic university mergers in Poland is the gradual decline of leading Polish universities to lower positions in the international rankings. However, on the other hand, it is worthwhile to pose a question of the value of university consolidation. Are university mergers developing mainly due to the instrumental reward i.e. the promotion in international rankings? It is worthwhile to ask whether university consolidations are not primarily a manifestation of fashion, the commercialization of education, the expansion of new public management and the development of neoliberal ideology. Answers to these questions can be sought in research conducted all over the world. Thanks to extensive international and business experience in the area of mergers and acquisitions, we can look at the value of consolidation processes in Poland from the point of view of universities and the society.
PL
„Fuzjomania” w sektorze uczelni trwa w wielu krajach już ponad dekadę. Masowe programy fuzji realizowane są m.in. w krajach skandynawskich, we Francji, w Wielkiej Brytanii, w USA oraz w Chinach. Celem fuzji jest tworzenie światowej ligi uniwersytetów oraz racjonalizacja sieci edukacji i badań, a także restrukturyzacja służąca podwyższeniu efektywności kształcenia. W Polsce konsolidacja nie miała charakteru systemowego i nie stanowiła części polityki publicznej. Nieliczne procesy połączeń pomiędzy uczelniami dokonywały się oddolnie, bez pomocy centralnej. Prawdopodobnie jednym z negatywnych efektów braku strategicznych fuzji uczelni w Polsce jest stopniowy spadek czołowych polskich uczelni na niższe miejsca w rankingach międzynarodowych. Warto jednak postawić pytanie o wartość konsolidacji uczelni. Czy fuzje uczelni rozwijają się głównie ze względu na instrumentalną nagrodę, jaką jest awans w rankingu międzynarodowym? Warto też zadać pytanie, czy konsolidacje uczelni nie są przejawem mody, komercjalizacji edukacji, ekspansji nowego publicznego zarządzania oraz rozwoju ideologii neoliberalnej? Odpowiedzi na te pytania można szukać w badaniach prowadzonych na świecie. Dzięki rozległym doświadczeniom międzynarodowym oraz biznesowym w zakresie fuzji i przejęć możemy w Polsce przyjrzeć się wartości procesów konsolidacyjnych z perspektywy uczelni wyższych oraz społeczeństwa.
15
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Role przywódcy i kierownika a wzory kierowania

100%
Sułkowski Ł.
Acta Universitatis Lodziensis. Folia Sociologica
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2001
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issue 29
189-209
EN
The revue of theoretical consideration on the role of a leader and manager shows that rich literature on that subject contains many disorderly and often contradictory ideas. In these circumstances a new approach can obtain both theoretical and utility value for social studies. The analysis of management patterns presents that leadership-orientated patterns are getting more popular in Poland, while the value of team-orientated management patterns is decreasing. The following management patterns are distinguished in this article: ownership, paternalistic, charismatic, power-orientated, administrative, club and passive.
16

Management – Forecasting the Future Cognitive Challenges in Management Science 3

100%
Sułkowski Ł.
|
2015
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vol. 16
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issue 1
173-180
EN
This paper is the third publication from the series of three articles about cognitive challenges in management science. It is the result of the further discussions and reflections concerning the cognitive problems of management after publication of the books about epistemology of management. The paper is a trial to forecast the main cognitive trends and tendencies on the basis of the diagnosis made in two papers in series “Cognitive challenges in management science”. The chosen trends in development of management sciences are: expansion of natural sciences, growing inter-disciplinarity of research, growing specialization, net-marketing in management discourse, challenge of cultural relativism, growing criticism and reflexivity. Response of management sciences to the challenges connected to: interdisciplinary nature, growing specialization, and expansion of natural history can lead to further development of our discipline, but the possibility of disintegration also should not be ruled out. Deepening specialization, lack of long-range theory, and growing significance of natural history could lead to disintegration of our discipline, whose fields would be incorporated by other domains. I think that in order to avoid this possibility it would be desirable to uphold the cohesion of management sciences through deepening the cognitive reflection and openness to inspirations originating in other areas of science. But future is difficult to predict and maybe other trends that are not too visible now will change management sciences in future.
17

Management – from Epistemology by Methodology to Social Practice of Academia Cognitive Challenges in Management Science 21

100%
Sułkowski Ł.
|
2015
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vol. 16
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issue 2
111-119
EN
The aim of the article is to present cognitive challenges in the area of management. Researchers and reflective managers still work on the identity of management belonging to the social sciences. The paper depicts the connections between cognitive problems (from the epistemological point of view), management methodology and social practice. Management sciences are parts of historical discourse and because of that epistemological and methodological levels have an impact on social practice. The main concern of this paper is the role of the management scientist, consultant and teacher. The analysis suggests that academic teacher and researcher are social roles with a character that can be called universal. Practitioner is associated rather with pragmatic aspect of management science. Practitioners are often regarded as managers, but their roles in the organisation might as well be non-managerial.
18
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Management on the Neoevolutionary Foundations

63%
Sułkowski Ł., B. z.
Organization and Management
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2010
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issue 139
19
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Critical Discourse in Contemporary Management Science

63%
Sułkowski Ł., Zawadzki M.
Folia Philosophica
|
2015
|
vol. 34
EN
The article presents characteristic features of the critical approach in management-Critical Management Studies-which keeps gaining popularity in the global management studies discourse. The authors point out the major paradigmatic assumptions of this line of inquiry, its intellectual sources and its critical tools, emphasizing in particular the role of education as the key to effective emancipation. The article closes with a criticism of CMS, which falls into line with the demand of the critical approach that the practice of scientific research should be accompanied by autocriticism.
20
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Corporate Social Responsibility and Intellectual Capital Interaction and Voluntary Disclosure

63%
Sułkowski Ł., Fijałkowska J.
Studia Ekonomiczne
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2013
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vol. 150
60-75
EN
The purpose of this article is to analyze the relationship between the concept of intellectual capital (IC) and the idea of corporate social responsibility (CSR). The common theoretical background of both approaches and their mutual influence was underlined. The necessity of convergence of these two concepts by the inclusion of information on IC to CSR report in order to create one integrated set of information was emphasized.
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