Search results - CEJSH

1

Decision-making Process in Manager’s Work

100%

Stachelek D.

Logistics and Transport

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2021

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vol. 49-50

85-92

EN

The article deals with the decision-making process in the efficient operation of a manager. The author presented a model of the decision-making process focusing on managers who nowadays will have to make more and more difficult strategic decisions.

2

Humour as Indirect Influence: Different Types of Managers' Sense of Humour and Psychological climate in a Team

100%

Roze J.

Signum Temporis

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2010

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vol. 3

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issue 1

51-62

EN

Introduction. This article examines whether different levels and types of managers' sense of humour influence psychological climate in a work team.The Aim of the Study. To investigate whether different levels out of four humour styles (affiliative, self-enhancing, aggressive, and self-defeating) and managers' sense of humour influence the psychological climate in a team of employees.Materials and Methods. Four varieties of sense of humour were investigated: affiliative, self-enhancing, aggressive, and self-defeating as well as the aggregate multidimensional sense of humour. Multivariate analysis of variance (MANCOVA) was used with a factorial 2 x (gender) x 2 (age) x 2 (humour) as independent variables and level of psychological climate (Support and Involvement scales) in work group as a dependent variable, and EQ interpersonal factor as covariate.Results and Discussion. Female managers' sense of humour does not affect psychological climate in a work team indicating that the subordinates do not appreciate (or simply ignore) females' sense of humour. This conforms to the researches identifying prejudges against female managers. Some research papers state that the managers' role is perceived and explained through traits which are more often attributed to males than females. For male managers sense of humour is linked to the subordinates' willingness to be involved in work, indicating that subordinates appreciate and estimate that the manager has a sense of humour and they are more eager to take up their work roles when the supervisor is understanding and supportive. Controlling of the age factor revealed that sense of humour is important only for young male managers (those under 40); managers with a good sense of humour are perceived as supportive by the subordinates. For older managers (41 and above) no significant differences were found; that means that humour can help if a manager does not have much experience as it in the case with young managers.

3

Style kierowania w spółdzielniach w regionie kurpiowskim na przykładzie Spółdzielni Mieszkaniowej w Łomży

100%

Żuchowski I., Piekarska B.

Zeszyty Naukowe Ostrołęckiego Towarzystwa Naukowego

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2013

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vol. Zeszyt

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issue XXVII

144-156

EN

This work is a type of research. The results of a study show the style of leadership in a housing cooperative. All managers participated in this study. Analysis of the results presents that all managers use a democratic leadership style.

PL

Praca ma charakter badawczy. Zaprezentowano wyniki badań mających na celu identyfikację stylu kierowania w spółdzielni mieszkaniowej. W badaniach wzięli udział wszyscy kierownicy. Analiza wyników badań wskazuje, że wszyscy kierownicy stosują demokratyczny styl kierowania.

4

Shaping of Competencies of Managers in Academic Incubators of Entrepreneurship in Poland

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Kurowska-Pysz J.

Organizacija

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2014

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vol. 47

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issue 1

52-65

EN

Background and purpose: Participation of future entrepreneurs in Academic Incubators of Entrepreneurship (AIE) in Poland is one of the innovative paths to shape their managerial competences. The aim of the paper is to analyse and evaluate the activities of the AIEs as an environment inside of which managerial competencies are formed, and formulate recommendations concerning the improvement of AIEs, in terms of the development of managerial skills of future entrepreneurs. Design/methodology/approach: The author relied on research - study surveys and empirical, qualitative, exploratory research, which were supported by figures. The author focused on four important issues: - Motives of researchers and students interested in the support of AIE; - The quality of support offered by the incubator to its participants as well as the frequency of use of this support by future entrepreneurs; - The possibility of extending the support system for AIE participants; - Traits / managerial and entrepreneurial competences desired in people running their own businesses. Results: AIE participants are focused primarily on implementing their business ventures and to a much lesser extent, care about the simultaneous development of their managerial competencies to manage these projects. It is manifested, among other by differentiated assessment of the suitability of certain forms of support from the incubator and the low intensity of use of this support. Despite this, AIE participants perceive the development of desirable traits and strengthening of specific entrepreneurial, management competencies. It is not a very dynamic growth, although it translates into their motivation to start a business after leaving the incubator. Conclusion: It is recommended to place greater emphasis on mobilizing the future entrepreneurs to make use of forms of support for the development of their managerial competences. It is necessary for complex preparation of future entrepreneurs to independently conduct business after leaving the incubator

5

Selected aspects of enterprise internationalization

100%

Trippner-Hrabi J., Hrabi M.

Journal of Intercultural Management

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2014

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vol. 6

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issue 2

49-61

EN

Business environment is constantly evolving and it is getting shrunk as managers acting in the market economy encounter some problems and a great deal of implicated solutions from one country can be applied in others. This situation leads to the rise of market systems where various agreements, which are reached, aim at liberalization of trade and cooperation [Penc J., 2003, pp.126-127]. The speed of forwarding messages, products, services, easiness in making relationships, blurring the time and spatial boundaries, and convergence of customer’s tastes or standard unification enable trade and world’s production to develop. It also causes the borders to be on the decline at the same time increasing enterprise competition level internationally. The objective of paper is to indicate and describe the selected aspects connected with enterprise internationalization. The analysis and review of national and international literature were provided in the article.

6

Professional self-determination of socially maladjusted teenagers

100%

Mukhamedieva E., Ivleva T.

Scientific Bulletin of Chełm - Section of Pedagogy

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2014

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issue 1

77-81

EN

The article considers the problems and peculiarities of professional self-determination of marginalized teenagers, assistance to teenagers with deviant behavior in professional self-determination and social adaptation on the basis of carrying out the competition of students’ creative works «I am a MANAGER» is offered, educational course "Professional self-determination and career of a Manager" that promotes the absorption of socially useful standards of behavior and values, convergence of attitudes and orientation of the individual with the expectations of the social environment.

7

KOMPETENCJE KADRY MENEDŻERSKIEJ WYRÓŻNIAJĄCE PRZEDSIĘBIORSTWA O DOBREJ POZYCJI RYNKOWEJ

100%

Rytelewska A.

Problemy Profesjologii

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2013

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issue 2

169-184

PL

Artykuł składa się z trzech części: uwag wstępnych, części zasadniczej podzielonej na dwa podrozdziały pt. „modele kompetencji w organizacjach” oraz „kompetencje menedżerów a pozycja rynkowa przedsiębiorstw IT”, oraz części trzeciej – uwag końcowych. W części pierwszej, we wstępie zwrócono uwagę, na fakt, iż menedżerowie pracujący w trudnych gospodarczo czasach, chcąc utrzymać poziom jakości zarządzania w swoich organizacjach, powinni budować w swoich organizacjach modele zarządzania oparte o kompetencje pracowników. W dobie kryzysu gospodarczego bowiem, tylko przedsiębiorstwa nowoczesne, oparte na wiedzy swoich pracowników potrafią przetrwać. Wiedza pracowników jako główny element kompetencji, jest jedną z najważniejszych składowych kapitału przedsiębiorstwa. W pierwszym podrozdziale części drugiej scharakteryzowano modele kompetencyjne w organizacjach, oraz składowe poszczególnych elementów kompetencji takie jak: wiedza, umiejętności i postawy. W drugim podrozdziale na podstawie przeprowadzonych badań przedstawiono jaki jest związek kompetencji menedżerów z wynikami organizacji IT. Określono które z badanych składowych kompetencji mają największy związek z wynikami, a które nie są bardzo istotne. Artykuł kończą uwagi końcowe, w których podsumowano wyniki badań otrzymane z 25 przedsiębiorstw od 104 ankietowanych menedżerów pracujących w firmach z branży IT wdrażających zintegrowane systemy wsparcia zarządzania.

EN

The article consists of three parts: preliminary observations, the fundamental part divided into two subsections: "Models of competence in organizations" and "competence of managers and IT companies market position," and part four - concluding remarks. In the first part, in the introduction it was pointed out that managers working in difficult economic times, in order to maintain the level of quality management in their organizations, should build their organizations management models based on the competence of the employees. In the era of economic crisis, only a modern enterprise based on knowledge of their employees are able to survive. Knowledge of workers as a key competence is one of the most important components of the company's capital. In the first section of the second part, the competency models in organizations were characterized. In that part were also shown the individual elements of competence, such as: knowledge, skills and attitudes. The second section shows what there is an impact of the competence of the managers on the results of the IT organization. It was also determined which of the researched components of competence have the greatest impact and which are not very important. The article ends with concluding remarks, which summarizes the results. The researched based on 25 IT companies implementing integrated management systems and its 104 workers that were respondent

8

Zarządzanie zasobami ludzkimi w jednostce samorządu terytorialnego na przykładzie Starostwa Powiatowego w Nowym Dworze Mazowieckim – wyniki badań

100%

Kaczmarek B., Żuchowski I., Mendrecki H.

Zeszyty Naukowe Ostrołęckiego Towarzystwa Naukowego

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2012

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vol. Zeszyt

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issue XXVI

91-106

EN

The paper presents some results of research on human resource management in the local government unit. The study also focused on the identification of management style and managerial motives. Studies have shown that the test area is functioning properly. In some identified leadership styles extreme democratic approach managers can be considered as excessive.

PL

W artykule przedstawiono wybrane wyniki badań dotyczących zarządzania zasobami ludzkimi w jednostce samorządu terytorialnego. Analizy dotyczyły również identyfikacji stylu kierowania i motywów kierowniczych. Badania wykazały, że badany obszar funkcjonuje prawidłowo. W przypadku zidentyfikowanych stylów kierowania można uznać skrajnie demokratyczne podejście kierowników za przesadne.

9

The issue of managing technical project teams within European Companies

100%

Pietrzak J.

Civitas Hominibus. Rocznik filozoficzno-społeczny

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2020

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vol. 15

73-77

PL

Artykuł podejmuje problematykę relacji między pracownikiem a kierownikiem projektu. Badania mają na celu zbadanie relacji między pracownikiem a kierownikiem projektu w ramach projektów realizowanych w europejskich przedsiębiorstwach. Struktura artykułu składa się z dwóch głównych części. Pierwsza z nich jest teoretyczna, druga empiryczna. Dane empiryczne zostały zebrane za pośrednictwem niestandaryzowanych wywiadów z pięcioma kierownikami projektów i pięcioma pracownikami zespołu.

EN

The article deals with the problem of the relationship between an employee and a project manager. The research aims to examine the employee - project manager relationship in the projects of European companies. The article consists of two main parts. The first is theoretical, the second empirical. The empirical data was collected by conducting semi-structured interviews with five project managers and five team employees.

10

Kompetencje interpersonalne pośrednika na rynku ubezpieczeniowym

100%

Witwicka A.

Zarządzanie i Finanse

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2013

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vol. 1

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issue 2

505-519

PL

Celem opracowania jest identyfikacja i charakterystyka najważniejszych kompetencji interpersonalnych w działalności usługowej powiązanej z polskim rynkiem ubezpieczeń. Podejmowana będzie próba odpowiedzi na pytanie czy istnieje pewien uniwersalny zestaw kompetencji interpersonalnych niezbędny w pracy zawodów związanych z branżą ubezpieczeniową, oraz czy może jedne kompetencje wymagane są w wyższym stopniu niż inne, oraz czy zestaw ten jest różny w stosunku do agentów prowadzących własną działalność gospodarczą, ich pracowników zajmujących się sprzedażą ubezpieczeń oraz menagerów w firmach ubezpieczeniowych.

11

Successful managers - their competences, demands of practice and stimulation of abilities

100%

Fichnová K., Spálová L.

Komunikacja Społeczna. Czasopismo elektroniczne

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2014

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issue 1(9)

1-12

EN

This article deals with the identification of characteristics, abilities and competences of successful managers in the field of creative industry. In this work it is assumed that creativity and communication skills are unchangeable for a successful manager and it reflects new views of R. Florida on the connectivity between creativity and economic growth. The article presents what kind of creative competences future managers – students dispose (results show a high score of creativity) and in a short survey monitors creative abilities of managers from practice (paradoxically they reach the low score). It is also focused on real demands of praxis and suggests techniques for development of creativity, emotional intelligence and communication competences. The contribution was supported by grant VEGA 1/0399/11.

12

THE ROLE OF MANAGERS IN LEAN MANAGEMENT PROCESSES

100%

Šurinová Y., Daňo M., Saniuk S.

Problemy Profesjologii

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2014

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issue 1

121-129

EN

According to D. Woodhouse ”organizations exist for a purpose, sometimes set out in a mission or objectives; then they plan and act in ways intended to achieve these objectives” . Defining and documenting of processes and their interaction is basic prerequisite for effective management of the organizations. Therefore, idea of the lean management which is based on processes risks and weaknesses analysis is very useful. The main aims of this paper are to describe common features of processes and documents lean management and to highlight the essence of the documents and leadership for lean concept implementation. The use of lean management concept has to be combined with a total value chain strategy particularly considering process management supported by the documents management and lean managers on different stages of an organizational structure.

PL

Według D. Woodhouse „organizacje istnieją w jakimś celu, czasami określonym w misji lub celach strategicznych, później planują i prowadzą działania zmierzające do osiągnięcia tego celu”1. Definiowanie i dokumentowanie procesów i ich wzajemne oddziaływanie jest podstawowym warunkiem efektywnego zarządzania organizacjami. Dlatego idea lean management, która opiera się na analizie ryzyka i słabych stron procesów jest bardzo przydatna. Głównym celem artykułu jest identyfikacja cech procesów „odchudzonego” zarządzania i ich dokumentacji oraz podkreślenie istoty przywództwa dla prezentowanej koncepcji lean. Zastosowanie koncepcji lean management musi być połączone ze strategią tworzenia łańcucha wartości szczególnie biorąc pod uwagę proces zarządzania wspomagany zarządzaniem dokumentacją oraz działalnością kierownictwa (lean managers) na różnych szczeblach struktury organizacyjnej.

13

88%

Gasparski W.

Prakseologia

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2009

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issue 149

9-20

EN

Paper refers to the book by John Hendry, a British philosopher connected also to the US Notre Dame University, Between Enterprise and Ethics: Business and Management in a Bimoral Society. The author presents in a persuasive manner axiological context of business behavior characteristic for Western societies. What is stressed in the paper is that it is not a bi-morality but division between praxiological directives upgraded to the level of ethics, mainly utilitarian, and norms ethical sensu stricte. In relation to that it is claimed that contemporary manager should act as a politician and leader rather, than as a technician.

19

Menedżerowie i mafiosi: etyka motywowania w autobiografich self-made manów

88%

Szukała M., University of Warsaw, michalszukala1@gmail.com

Annales. Etyka w Życiu Gospodarczym

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2015

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vol. 18

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issue 1

EN

The paper is an attempt to verify the assumptions of the motivation-hygiene theory by Frederick Herzberg in the context of the values and practices of leading managers of the U.S. economy. The two-factor theory is a part of every synthesis of management science, although its assumptions raise serious controversies. The subject matter of the analysis is the biographies of the most prominent managers, such as Henry Ford, Lee Iacocca, Walter P. Chrysler and Jordan Belfort (known as the ‘Wolf of Wall Street’). The basic aim of the analysis is to check their biographical story in the context of their motivation issues. The selection of characters has been imposed by the feature of being self-made men. It seems that their descriptions of how to motivate employees may be interpreted as a specific manifestation of values important to them in the perception of economic life and the interpersonal relations in structures of corporations functioning in different market circumstances. The choice of source materials from different historical moments and different economic spheres shows a conversion of values and goals in the American economy. One of the results of the analysis is the observation that Herzberg’s theory does not reflect the multiplicity of factors that may have a significant impact on the motivation of employees to perform their duties as well as possible. One of the aims of the discussion is to indicate the unusual source material, considered by many researchers as anecdotal, as potentially attractive for analyses in the field of the management sciences.

20

Logistic Organization Personnel - General Issues

88%

Pawęska M.

Logistics and Transport

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2023

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vol. Vol. 57-58, No. 1-2

5-16

EN

The article contains a presentation of the results of analyses of studies relating to investing in the personnel of modern organizations. Conclusions from these analyses were related to the need to improve competences by the personnel of logistics companies. The conditions of their functioning and the resulting need to improve or acquire new knowledge and qualifications by employees were emphasized. The role of managers in the process of influencing personnel was highlighted, mainly in the context of creating work teams and striving for their high efficiency.

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