Search results

1

Aspects of Social Processes Within a Business Organisation for a Positive Development of Organisational Behaviour

100%

Žydžunaite V., Lepaite D.

Issues of Business and Law

|

2010

|

vol. 2

74-84

EN

This article presents research on the initiation of changes in organizational behaviour, integration of research consultants and identification of managers' and employees' perceptions about the parameters of a collegial model in order to plan social actions by replacing an autocratic model within an organization with a collegial one. The research problem is a survey concerning the change of organizational behaviour when a business company seeks to maintain the quality of services and an effective ratio between the development of business and the quantity of human resources. The focus of the research is a positive development of a case study of a single organisation. The aim of the research is to explore the development direction of a case study of a single organisation by highlighting aspects for a positive organizational development.The research objectives are: (1) to evaluate the perspectives of human resource development within an organisation (the potential of employees such as employees' self-orientation; orientation to colleagues; working environment; organizational administration) as a premise for organizational development towards a collegial model by striving to involve and stipulate the participation of employees in the achievement of organizational results; and (2) to evaluate the needs of the employees for self-realization by matching it with organizational aims.The strength of organizational behaviour is the organization of working activity, which refers to procedural aspects of work. The weakness of organizational behaviour is the internal commitment and responsibility of the employees. Discrepancy of organizational behaviour is attributed to the employees' tendency to evaluate the same aspect of organizational behaviour equally positively and negatively.

2

Collective Learning towards Sustainable Tourism

88%

Oxenswärdh A.

Studia Periegetica

|

2017

|

vol. 18(2)

25-38

EN

The purpose of this paper is to discuss collective learning as a tool for a deeper understanding of sustainability. The author describes how collective learning can be incorporated by organisations involved in tourism. The discussion is based on literature review. It is argued that the introduction of powerful learning processes in the organizational context can generate a new kind of thinking, which can lead to individual and organizational transformation. The article makes a contribution to the study of learning in organisations.

3

Institutional determinism of the execution of transactions within the company

75%

Derkacz A. J.

Journal of Management and Financial Sciences

|

2020

|

issue 40

21-41

EN

Modern companies, operating in a dynamically changing environment, are subject to the permanent determinism of the institution. On the other hand, companies are more and more often perceived as complex networks of interpersonal relations in often dispersed organizational structures. Relationships seem to play the role of a link between human activities. The latter, being dependent on the level of his/her opportunism, limited rationality, uncertainty and defined costs of transaction execution within the company, take actions consistent with the company's goal. Man-made activities seem to be more and more often characterised by market transactions concluded within the frames of a company. The whole mechanism of company functioning cohabits under the influence of institutional determinism. Such a context of social and economic reality observed within the frame of the company has become a contribution to the emergence of the question which inspires the author's scientific work within the scope of the new institutional economics. What are the reasons for the existence of various forms of transaction organization and ways of their implementation within the company? The following article is an attempt to answer such a question in the context of the theory of institutions. The presented considerations, through the theoretical meanders of neo-institutionalism, ultimately lead to the localization of institutional determinism, which shapes the way transactions are carried out within the company.

4

Differences between National Cultures Matter – Case of Slovenian-Korean Working Environment

75%

Tušar M., Žnidaršič A., Miglič G.

Organizacija

|

2016

|

vol. 49

|

issue 3

183-192

EN

Aims: Global business today usually requires organizations to be present locally in countries where their customers are. To do this successfully, good cooperation with local people is needed. Therefore, this paper focuses on the integration of cultures in the business world. The insights from this study are expected to benefit Slovenian expatriates to foreign companies in South Korea, as well as national culture researchers. The main goals of this research include a comparison of Hofstede’s IBM survey results with the researched working environment, and identifying the benefits of merging two national cultures for the working environment. Methods: A questionnaire was distributed to purposive samples within the researched working environments and the collected data analysed used SPSS, where the hypotheses were tested using a chi-square test and t-test for independent samples. Results: The results revealed significant differences between the two national cultures in the working environment, e.g.: fear of expressing disagreement towards superiors, commitment to work, preference of challenges, tendency to avoid conflicts and innovations - all differed according to nationality. Conclusion: Working together with people from different cultures requires a certain amount of adaptation (learning about another culture, expecting situations that are not usual). If this adaptation is successful, then cooperation between the different cultures can also be successful, leading to a potential output that is even better than cooperation between people from the same culture.

5

Zarządzanie jakością a zachowania organizacyjne

75%

Bugdol M.

Problemy Zarządzania

|

2013

|

issue 4/2013 (44)

195 - 207

PL

Artykuł omawia podstawowe przejawy zachowań organizacyjnych w firmach stosujących systemy zarządzania jakością według norm ISO oraz koncepcję zarządzania przez jakość. Autor uznaje, że wdrażanie i utrzymywanie systemów zarządzania jakością wpływa na określone zachowania pracowników (głównie pełnomocników ds. systemów zarządzania jakością i audytorów). W opracowaniu przestawiono aktualną praktykę zarządzania jakością (stosowanie znormalizowanych systemów zarządzania jakością, wykorzystanie narzędzi, technik i metod zarządzania jakością, implementacja kryteriów zawartych w modelach doskonałości). Omówiono zachowania: obywatelskie i kliencie, egoistyczne i kooperacyjne, etyczne i nieetyczne, elastyczne i sformalizowane, przywódcze – pozytywne i negatywne. Charakteryzując źródła różnych zachowań, wybrano najważniejsze ich przyczyny: postawy audytorów zewnętrznych, zróżnicowane motywy wdrażania systemów, zaangażowanie kierownictwa, istniejące procedury współpracy w łańcuchu dostaw. Zwrócono uwagę na ograniczenia prezentowanych treści i sformułowano zalecenia praktyczne dla organizacji stosujących różne systemy i koncepcje zarządzania jakością.

EN

The article discusses the basic aspects of organizational behaviour in companies using quality management systems in accordance with the ISO standards and applying the Total Quality Management concept. The author claims that the implementation and maintenance of quality management systems influences the particular forms of employees’ behaviour, andquality management system representatives and auditors in particular. The article presents the current practice of quality management, i.e. the use of standardized quality management systems; the application of quality management system instrumentation, techniques and methods; the implementation of criteria included in excellence models. The following types of behaviour are discussed: civic and client, egoistic and cooperative, ethical and unethical, flexible and formalized, positive and negative with respect to leadership. Describing the sources of various types of behaviour, the author presents their most significant causes: attitudes of external auditors, diversified motives for the implementation of quality systems, the top management’s involvement, and the existing cooperation procedures within the supply chain. The author focuses also on limitations concerning the discussed issues and formulates practical recommendations for organizations using various quality management systems and concepts.

6

Counterproductive Work Behaviours in an Organization and Their Measurement upon the Example of Research Conducted among Employees in the Public Administration Sector in Poland

63%

Szostek D.

Handel Wewnętrzny

|

2017

|

issue 4 (369) Tom I

169-179

EN

The article discusses primarily the issues of counterproductive work behaviour in the organization. The author focused on measurement of such behaviours using one of the most frequently used scale to measure these behaviours (Counterproductive Work Behaviour Checklist; CWB-C). The aim of the article was also to present preliminary results of a research conducted in 2016 using CWB-C among employees of local government units in Poland. The results show that the scale of involvement of employees is small and the behaviours are rather directed against the organization than the co-workers or supervisors. What is more, they are less serious rather than serious abuses.

PL

Artykuł omawia zagadnienia antyproduktywnego zachowania w pracy w organizacji. Autor skupił się na pomiarze takich zachowań stosując do tego jedną z najczęściej używanych skal do pomiaru zachowań (lista kontrolna antyproduktywnego zachowania w pracy, ang. Counterproductive Work Behaviour Checklist, CWB-C). Celem artykułu było również przedstawienie wstępnych wyników badania przeprowadzonego w roku 2016 z wykorzystaniem CWB-C wśród pracowników jednostek samorządu terytorialnego w Polsce. Wyniki pokazują, że skala zaangażowania pracowników jest niewielka, zaś zachowania są raczej skierowane przeciwko organizacji niż współpracownikom czy nadzorcom/ Co więcej, są to zachowania o mniejszym znaczeniu, nie zaś poważne nadużycia.

RU

В статье автор обсуждает прежде всего вопросы противопродуктивного поведения на работе в организации. Он сосредоточил свое внимание на измерении такого поведения, используя для этого одну из чаще всего применяемых шкал измерения такого поведения (англ. Counterproductive Work Behaviour Checklist; CWB-C). Цель статьи – представить также предварительные результаты изучения, проведенного в 2016 г. с применением CWB-C среди работников органов местного управления в Польше. Результаты показывают, что масштаб включения работников небольшой, а поведение скорее всего направлено против организации, нежели против сотрудников или надзирателей. Более того, это скорее всего поведение меньшей значимости, а не серьезные злоупотребления.

Refine search results

1 Handel Wewnętrzny

1 Issues of Business and Law

1 Journal of Management and Financial Sciences

1 Organizacija

1 Problemy Zarządzania

1 Studia Periegetica

1 Bugdol M.

1 Derkacz A. J.

1 Lepaite D.

1 Miglič G.

1 Oxenswärdh A.

1 Szostek D.

1 Tušar M.

1 Žnidaršič A.

1 Žydžunaite V.

1 2020

1 2018

1 2017

1 2016