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1

THE SIGNIFICANCE OF THE CORPORATE MISSION STATEMENT AND ITS INFLUENCE ON LEADERSHIP COMPETENCIES (Znaczenie misji przedsiebiorstwa i jej wplyw na kompetencje przywodcze)

100%
Moszoro B.
Management and Business Administration. Central Europe
|
2012
|
vol. 20
|
issue 2(115)
53-62
EN
1. Purpose The aim of the article is to discuss the relations of motivational processes shaping the functional structure of a motivational system of which the human being is the central point of reference. 2. Methodology The identification of the relations of motivational processes was based on a system analysis of the problem of motivational function execution in the process of management. The article presents an approach of inquiry and verification of motivational processes in the perspective of changes initiated by organizational development. The presented solutions are based on long-term work experience in production enterprises in diverse functions. 3. Findings The research resulted in an attempt to assess the motivational potential of a network of development processes and communication strategies, job evaluation, evaluating and rewarding employees. The motivational potential of this network is formed by the standards of organizational culture. 4. Originality The presented solutions are based on many years of practice and experience gained by working in various functions in industrial companies.
2

Teoriia motyvatsii ta yii znachennia v praktychnii diialnosti

80%
Teletov O. S., Yulia O O.
Mekhanizm Rehuluvannya Economiky
|
2011
|
vol. 1 (51)
100-110
EN
It is performed analysis of ground theories in the sphere of labour motivation. Theoretical aspects of motivation are analysed: definition of motivation, entity of motivation theories and stimulation of Ukrainian labour force. It is performed the conclusions about necessity of strengthening efforts in the direction of labour motivation in Ukraine.
3

PSYCHOLOGICAL ASPECTS OF OPENNESS OF PAYS Psychologiczne aspekty jawnosci wynagrodzen)

80%
Stolarski M.
Organization and Management
|
2009
|
issue 1(135)
123-137
EN
AThe matter of openness of pays is one of the key characteristics of a salary system. Psychological theory, confirmed by results of numerous analyses and experiments, shows quite explicitly that height of pays received by employees should be made public due to keeping possibly highest motivation for work. Nevertheless, the majority of managers takes an opposite direction. Influenced by the specificity of the labour market, the necessity to fight for employees and the care of keeping balance of firm finances, they tend in practice to keep secrecy of employee's salary height. The aim of this paper is to provide an analysis of psychological aspects of salary's openness and of the implications of its application in practice, and, in consequence, an attempt to answer the question: should and on what conditions, the heights of salaries be made public.
4

SELF-EXPRESSION VALUES OF YOUTH AS AN INDICATOR OF CHANGES IN UKRAINE (BASED ON THE REFINED SHALOM SCHWARTZ BASIC HUMAN VALUES SCALE)

80%
Nagorniak K.
Človek a spoločnosť. Internetový časopis pre pôvodné teoretické a výskumné štúdie z oblasti spoločenských vied
|
2018
|
vol. 21
|
issue 1
-
EN
The article presents the results of the pilot study of the refined method of basic human values proposed by Shalom Schwartz (translated and adapted into Ukrainian). The methodology has greater possibilities for detailing and evaluation of human values compared to the previous version of the scale. In the modern version of the model, 19 basic values are allocated and placed on the motivational circle organized by the following principle: the neighboring values are the most compatible, the opposite ones - conflict with each other. The English version of the technique was translated into Ukrainian and tested on two pilot studies. The research method was a structured interview (face-to-face) conducted by a questionnaire survey among young people aged 14 to 34 (Ukrainian citizens). The obtained results allowed to verify the conceptual and empirical validity of each statement, which are indicators of measurable values. Indicators of quality of the model allow concluding about the best explanatory model of human values measured by Sh. Schwartz. The best quality indicators were obtained during the modification of the model using the ESEM and RI-EFA methods. The indicator has a significant statistical connection with the socio-demographic characteristics of the respondents. The level of inherency and non-inherency of self-expression values differs by age: with age, the proportion of those for whom the value of self-expression is inherent decreases. The integral value of "self-expression value" has a meaningful relationship with indicators that measure the attitude of young people to political processes in the country, their participation in public life. The value of self-expression also has a significant relationship with regards being an entrepreneur or a desire to open one’s own business. There is a direct significant connection between an inherent value and desire to become an entrepreneur. The research showed that the willingness to leave the locality more often comes from those who have the inherent value of self-expression. Especially, the younger age group of 14 – 18 are more likely to leave their area. Emigrating, but with a view to return to the country, are more likely to be respondents with self-expression value. The real reason for their willingness to emigrate is the desire to emigrate because there is no real democracy and legality in Ukraine and due to military actions in the East of Ukraine.
5

THE IMPORTANCE OF HUMAN CAPITAL IN BANKING (Kapital ludzki w kontekscie funkcjonowania banku)

80%
Grzybowska A.
Optimum. Studia Ekonomiczne
|
2012
|
issue 1(55)
85-98
EN
Human capital is of crucial importance for the banking sector as it is a key driver of banks' efficiency. Unlike financial and material factors of production, human capital can be enhanced through education and has virtually unlimited growth potential. Investments in human capital can contribute to increased efficiency of the banking sector. Banks should therefore ensure that their employees' knowledge and skills are systematically developed. Employees are an asset in which one needs to invest by providing opportunities for further training. Attention to the needs of personnel, combined with proper management of the human resources function, can help banks to build competitive advantage and to achieve their objectives.
6

NON-REMUNERATION SYSTEM OF THE MOTIVATING EMPLOYEES

80%
Bednarowska L., Bednarowska A.
Myśl Ekonomiczna i Prawna
|
2005
|
issue 3(10)
172-190
EN
One of the most important factors determining the efficiency of employees is undoubtedly motivation which makes them pursue the goals corresponding with the company's goals, gain satisfaction of the work done and at the same time satisfy their own needs. A manager of a team plays a key role in motivating employees. The research shows that the lack of motivation systems (other than remuneration) in public sector companies contributes to inappropriate functioning of motivation system in general. The lack of knowledge and in making a proper use of non-remuneration motivation systems results in the fact that management do not appreciate benefits which these systems carry. We can assume that the introduction and improvement of the five-stage plan of non-remuneration motivation system is possible with the appropriate training of management who are demonstrated the expected benefits of non-remuneration motivation.
7

NAMES OF ANIMALS IN THE SYSTEM: OF THE COMMON AND OWN NAMES (ON THE BASE OF 'DICTIONARY OF THE UKRAINIAN MANNER OF SPEAKING OF TRANSCARPATIAN REGIONS' OF M.A. HRYTSAK)

80%
Moskalenko L.
Ukrayinska mova (Ukrainian Language)
|
2008
|
issue 3(28)
98-113
EN
In the article the place of names of animals in the system of the common and own names fixed in 'Dictionary of the Ukrainian Manner of Speaking of Transcarpatian regions' of M.A.Hrytsak (letter 'K') is described. Their word-formation, semantic model of motivation and nomination are determined and the lexical, semantic, and grammatical features of the names of animals are analysed.
8

O motywach sprzyjających vs. przeciwdziałających powstawaniu uprzedzeń

80%
Kossowska M.
Psychologia Społeczna
|
2006
|
vol. 1
|
issue 2(2)
101-110
EN
The article is a review of the empirical literature that examines the role of motivation (and of various motives) that contribute to formation and use of prejudice. The article describes motivational mechanisms that promote and reduce prejudice. Discussed are different motives linked with prejudice and their situational and personal determinants. Individual differences in the motives are also considered. Finally, there were analyzed situations where one and the same motive (need for cognitive closure) promotes prejudice at some time and at some other time reduces it.
9

Motivation Through Empowerment

80%
Marzec I.
Zarządzanie Zasobami Ludzkimi
|
2005
|
vol. 5
|
issue 3-4(42-43)
31-52
EN
Recent years clearly show a rising interest in methods for managing human resources that may help increase the input of workers in the success of the organization as well as make possible full access to 'hidden resources' of knowledge, creativity, and worker initiative (Thompson, 1999). A concept that seems to bring in a wealth of input into the discussed question is the empowerment of workers. This article discusses the idea of empowerment, its basic definitions, and the scope of its variety of concepts. The results of empirical studies thanks to which new dimensions of worker empowerment have been identified are also presented.
10

Nazwy własne placów targowych w wybranych miastach Polski — swoistość miejsca a model nazewniczy

80%
Górny H.
Onomastica
|
2011
|
vol. 55
93–105
EN
The subject of the article is a description of names of marketplaces in three cities of Poland (Kraków, Warszawa, and Rzeszów) in a historic-comparative formulation. A study of means of nomination and structure of the selected group of proper names in synchronic and diachronic aspect, with consideration of different transportation situations, historical factors, topography, and size of the agglomeration in question, indicates quantitative differences and a somewhat dissimilar repertoire of names in individual centers along with preservation of a similar onymic model. The names of marketplaces reflecting the specificity of a given city are described simultaneously with universalistic tendencies in urbanonymy.
11
Content available remote

LEADERSHIP AND MOTIVATING PROCESS IN MANAGEMENT OF EMPLOYEES' COMPETENCES (Przywództwo i motywowanie w procesach zarzadzania kompetencjami pracowników)

80%
Walczak W.
e-mentor
|
2011
|
issue 1 (38)
22-30
EN
Gaining the skills of proper management of employees competencies is an essential task for managers, since the effectiveness of this process is undoubtedly not only one of the elements underlying the creation of intellectual capital of an organization but also a factor of obtaining permanent competitive advantage. The issue discussed in article is a very complex research problem therefore the author concentrates on explaining the role and significance of leadership and motivating process.
12
Content available remote

HOW TO ARISE INTERNAL MOTIVATION FOR USING E-LEARNING - CLUES FROM THE RESEARCH (Motywacja wewnetrzna oraz chec do korzystania z e-learningu - doniesienie z badan)

80%
Wolski K.
e-mentor
|
2011
|
issue 1 (38)
43-46
EN
E-learning becomes one of the most popular tools for employees' development in organizations. Despite numerous advantages it offers for employers, it is not trouble-free. One of the greatest obstacles is the lack of participants' motivation for full engagement in e-learning training. The study presented in the article confirms that motivation is a factor of involvement in e-learning. The main aims of the study were: to discover the factors influencing trainee's motivation and to know their evaluation of such type of e-learning that is characterized by serial convention and a high level of interactivity.
13

WHY DID YOU REALLY DO IT? HUMAN REASONING AND REASONS FOR ACTION

80%
Gascón J. Á.
Organon F. medzinárodný časopis pre analytickú filozofiu
|
2021
|
vol. 28
|
issue 4
EN
During the last decades several studies in cognitive psychology have shown that many of our actions do not depend on the reasons that we adduce afterwards, when we have to account for them. Our decisions seem to be often influenced by normatively or explanatorily irrelevant features of the environment of which we are not aware, and the reasons we offer for those decisions are a posteriori rationalisations. But exactly what reasons has the psychological research uncovered? In philosophy, a distinction has been commonly made between normative and motivating reasons: normative reasons make an action right, whereas motivating reasons explain our behaviour. Recently, Maria Alvarez has argued that, apart from normative (or justifying) reasons, we should further distinguish between motivating and explanatory reasons. We have, then, three kinds of reasons, and it is not clear which of them have been revealed as the real reasons for our actions by the psychological research. The answer we give to this question will have important implications both for the validity of our classifications of reasons and for our understanding of human action.
14

PROCRASTINATION OF UNIVERSITY STUDENTS IN THE CONTEXT OF PERSONALITY AND ACADEMIC MOTIVATION

80%
Andraško A., Baranová N., Bičkošová P., Husivargová K., Janigová K., Mihok M.
Človek a spoločnosť. Internetový časopis pre pôvodné teoretické a výskumné štúdie z oblasti spoločenských vied
|
2022
|
vol. 25
|
issue 4
-
EN
Procrastination can be understood as an excessive mismatch between the original intention and the resulting action, i.e., the gap between commitment and completion of a task greatly exceeds the amount of time required for successful completion of a given task (Bujnovská & Greifová, 2022). The aim of this paper is to analyse the relationship between procrastination, personality traits and motivation in university students. Personality traits were measured using the BFI-2 S (Kohút et al., 2020). The Procrastination Scale (Gabrhelík, 2006; Lay, 1986) was used to measure procrastination and the Academic Motivation Scale – AMS-C 28 (Vallerand et al., 1989) was used to measure academic motivation. In terms of personality traits, differences between types of procrastinators (mild, moderate, severe) were demonstrated in conscientiousness, openness, and agreeableness. In statistical analyses, we found that higher levels of procrastination were related to: a) lower levels of conscientiousness, openness and agreeableness; b) higher levels of amotivation. Conscientiousness was a significant predictor of procrastination. The contribution of this research could be mainly focused on education, since this is where procrastination needs to be eliminated, which will improve not only students’ performance but also their overall self-image.
15

ACTIVATION OF INNOVATIVE PROCESSES OF MACHINE-BUILDING ENTERPRISES ON THE BASIS OF THE FACTOR OF INNOVATIVE CULTURE (Aktyvizatsiia innovatsiinykh protsesiv pidpryiemstv mashynobuduvannia na osnovi faktora innovatsiinoi kultury)

80%
Zakharchyn H. M.
Rehionalna ekonomika
|
2009
|
issue 4(54)
80-86
EN
The role of innovative culture is elucidated in the innovation development of machine-building enreprises. Factors which brake innovative activity of domestic machine-building enterprises are characterized and the stimulative effect of innovative culture is grounded. Interconnection between the innovative potential and innovative culture is outlined and the stabilizing and developing components of innovative cultures singled out. The new type of culture is offered for consideration and practical use: the culture of states and culture of action. Main principles and functions of innovative culture are characterized with a special accent on a motivational function which co-ordinates interests of all the participants of innovative cycle. Cascade and spiral models of innovative culture, which characterize its life cycle and determine the prospects of development are described.
16

Nářeční pojmenování polévek

70%
Konecna H.
Naše řeč (Our Speech)
|
2010
|
vol. 93
|
issue 2
95-101
EN
The article deals with the dialectal names of two kinds of soup, cabbage and garlic. The variety in the names of these soups reflects the fact that this item is known throughout nearly the entire territory of the national language. The names of soups form an interesting semantic and word-formational group. The core of these names consists of one-word names with the formants -ice and -ka.
17

DIVERGENTNOSŤ ETYMOLOGICKÝCH INTERPRETÁCIÍ NÁZVU RIEKY HORNÁD NA POZADÍ HISTORICKÉHO A ETNICKÉHO VÝVOJA

70%
Goótšová A.
Motus in verbo: časopis mladej vedeckej generácie
|
2012
|
vol. 1
|
issue 1
30 – 35
EN
The author focuses attention on etymological interpretations of the Hornád River name that more (non)linguists have dealt with. By illustrating particular divergent concepts and consecutive (non)identification with them author clarifies the patchwork of many unsatisfactory interpretations. In demonstrating of own interpretation it took into consideration the historical development of the investigated site, the outcomes of recently realized archaeological research. The interpretation of Š. Ondruš was also very helpful. The author identifies with the theories endorsing the Slavonic origin of the river name, because she is confident that the coming foreign ethnics took over the existing and in the communication process working name which they subsequently adjusted and adapted to the sound needs of the given language. According to authors opinion the Hornád River acquired its name according to the appellative hora (gora) < adj. horný (gor-ъn-) with suffix -at:-ad, in a pre-historical reconstruction Gorъn-ad, Gornad.
18

Stymulyuvannya rozvytku trudovoho potentsialu vyshchoho navchal'noho zakladu

70%
Sotnyk I. M., Kubatko O. V., Barykina M. O., Pronikova G. S.
Mekhanizm Rehuluvannya Economiky
|
2014
|
vol. 3 (65)
36-42
EN
This paper investigates the economic principles of labour potential development and methodological approaches to its evaluation in higher education institution. The paper founds that the reduction in work activity of higher education institutions’ staff is largely related to the lack of the necessary material and moral incentives and guarantees of personnel’s social protection. The directions of labour potential’s development are discussed. There are also analysed the effectiveness of material incentives and system of privileges and bonuses for employees in higher education institution on the example of Sumy State University. It is underlined the priority directions for motivation of scientific activity of teaching staff. Additionally paper proposes recommendations to improve the stimulation system for labour potential development in the university. The paper emphasizes the need to create powerful motivation systems at educational institutions of Ukraine for the labour potential development. It is suggested ways for improving the quality of educational services to students through professional growth of teachers and improvement of their skills.
19

POROVNANIE PREFERENCIÍ POHYBOVÝCH A ŠPORTOVÝCH AKTIVÍT ŽIAKOV VO VZŤAHU K ZÁŽITKOVÉMU UČENIU V PRÍRODNOM PROSTREDÍ

70%
Babiar M.
Motus in verbo: časopis mladej vedeckej generácie
|
2012
|
vol. 1
|
issue 1
64 – 73
EN
The paper compared the preferences of motion and sport activities of pupils in a relation to outdoor experiential learning after a completion of an outdoor experiential education programme in the co-educated physical education classes. The main method used in the research was an experiment and a questionnaire on the basis of which we explored the pupils’ preferences. The research showed that the pupils like all compared activities evenly in average, only the gymnastics is a less preferred activity. The paper can only confirm two out of three our hypotheses.
20

Motyvatsiia innovatsiinoi aktyvnosti naselennia rehionu

70%
Zasanskaya S. V.
Mekhanizm Rehuluvannya Economiky
|
2011
|
vol. 4 (54)
88-92
EN
It is examined basic views relative to the stimulation of the innovation activity of the population of region. It is proposed the stepped hierarchy of the innovation activity of population at the level of region. It is developed the model of the motivation of population to realizing of innovations and the developed classical diagram of control of the motivation of population at the level of region taking into account innovation factor. It is proposed measure for the concentration of scientific potential in the sphere of innovation activity.
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