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Aid measureres from unemployed perspective (in the light of the research results)

100%
Stankiewicz J., Bortnowska H.
Management
|
2015
|
vol. 19
|
issue 1
73-88
EN
The negative consequences of the economic downturn started in 2008 in the USA affected many countries, including - Poland. In many organizations, it was necessary to carry out the redundancies, and these ones, if they were implemented in an unethical way, usually intensified dysfunctional processes within the companies. The paper presents examples of outplacement activities which can be taken by the government and by employers to limit these negative effects and to reduce the extent of unemployment. It also shows the results of empirical studies carried out among workers of the Lubusz region, who were made redundant in 2008-2014. There were indicated, e.g. the activities, which benefited the respondents and those ones, which they would like to use, but did not have such an option.
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Społeczne (de)konstruowanie tożsamości profesjonalnej menedżerów w procesie zwolnień pracowniczych

67%
Ławrynowicz M., Sławecki B.
Problemy Zarządzania
|
2014
|
issue 4/2014 (49) t.2
72 - 96
PL
Artykuł poświęcony jest procesowi kształtowania się profesjonalnej tożsamości menedżerów liniowych w trakcie zwolnień. W tekście oparto się na założeniach konstruktywizmu społecznego oraz nurtu krytycznego w naukach o zarządzaniu. Proces społecznego konstruowania tożsamości rozpatrywano z dwóch perspektyw: działów personalnych i menedżerów liniowych. Wykorzystano w tym celu krytyczny przegląd literatury z zakresu zarządzania zasobami ludzkimi i materiał z badań własnych. Pokazano, że kształtowanie tożsamości menedżerskiej przyjmuje formę walki tożsamościowej. Walka ta toczy się w obrębie perspektywy technokratycznej (organizacyjnej) i humanistycznej (indywidualnej), a wyraża się w dynamicznym procesie wzajemnego oddziaływania (interplay) odmienności i tożsamości.
EN
The text is dedicated to the development of professional managerial identity within the process of employee redundancies. It is based on social constructivism and Critical Management Studies (CMS). We look at the process of identity construction from HR departments’ and managers’ perspectives. To understand the process we conduct a critical literature review on human resources management (HRM) and present the findings from our own qualitative research. We show that the process of identity construction takes on the form of identity struggle. This struggle is carried on between the two perspectives: technocratic (organizational) and humanistic (individual) and manifests itself in the dynamic process of alterity/identity interplay.
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