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Rola systemu oceniania pracowników w organizacji

100%
Ciekanowski Z., Ostrowska A.
Zeszyty Naukowe UPH seria Administracja i Zarządzanie
|
2013
|
issue 96
141-151
PL
W artykule przedstawiono istotę, cele, zasady i kryteria ocen pracowniczych oraz sposoby motywacji pracowników. Ocenianie pracowników jest kluczowym elementem w procesie zarządzania zasobami ludzkimi w prawidłowo funkcjonującej organizacji. Ocenianie jako kompleksowe narzędzie - zajmuje centralne miejsce w systemie zarządzania zasobami ludzkimi i służy wielu celom, między innymi: administracyjnym, informacyjnym i motywacyjnym. Ocenianie może spełnić swoja rolę tylko wtedy, gdy odbywa się systematycznie. Skuteczny system oceniania charakteryzują zasady: systemowości, systematyczności, powszechności, elastyczności, konkretności, jasności i prostoty. Kryteria oceniania zależą w dużej mierze od celów, którym mają służyć i w związku z tym dzielą się na: kryteria kwalifikacyjne, efektywnościowe, behawioralne i osobowościowe. Dobrze realizowany proces oceniania pracowników przynosi wiele korzyści zarówno organizacji jak i pracownikom.
EN
In the article entitled 'The role of employee appraisal in a company' was described the nature, goals, rules and criteria of employee appraisal as well as the ways of how to motivate them. The appraisal of employees is the key element in the process of human resources management in a properly managed company. Appraisal as a comprehensive tool takes a central part in the system of human resources management and serves many purposes e.g. administrative, informational and motivation. Appraisal can only be effective if it takes place systematically. An effective system of appraisal is characterized by some features. It should be systemic, systematic, universal, flexible, specific, clear and easy to use. The appraisal criteria depend on the goals they are to serve and thus they are classified as qualifying, effective, behavioural and personal. A correctly conducted process of employee appraisal brings many benefits for both the company and its employees.
2
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Skuteczność procesu motywacji pracowników w organizacji

100%
Ciekanowski Z., Ostrowska A.
Zeszyty Naukowe UPH seria Administracja i Zarządzanie
|
2013
|
issue 97
287-292
PL
W artykule podkreślono znaczenie motywacji, jako jednej z głównych funkcji kierowania organizacją. Motywowanie jest procesem, który ma na celu wzrost wydajności i efektywności pracy. A sposób jego realizacji zależy od preferencji pracowników i może mieć formę płacową, bądź pozapłacowa np. awans, poszerzenie zakresu samodzielności, czy też przydzielenie bardziej odpowiedzialnych zadań. Skuteczność motywacji pozapłacowej zależy od tego, w jakim stopniu zaspokaja ona potrzeby odczuwane przez pracowników. Rola dobrego kierownika powinna polegać na umiejętnym wykorzystaniu środków materialnych i niematerialnych do zachęcenia pracowników do efektywnej pracy.
EN
This article emphasized the role of motivation as the key factor in the management of a company. Motivation is a process aimed at increasing work efficiency and effectiveness. Its application depends on employees' preferences and may take either a financial or non financial form such as promotion, increased independence or by allocation of more responsible tasks. The effectiveness of a non financial motivation depends on to what extent it satisfies the employees' needs. The role of a good manager is the skillful use of material and non material measures in order to encourage employees to work more effectively.
3
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STAGES OF READINESS IN THE UNDERTAKING OF PHYSICAL ACTIVITY AND LEVELS OF PHYSICAL FITNESS AMONG POLISH AND TURKISH CHILDREN

71%
Cholewa J., Rafalska B., Sahin B., Kunicki M., Ostrowska A.
Journal of Physical Education & Health - Social Perspective
|
2017
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vol. 6
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issue 10
43-50
XX
Acquiring competences in the area of physical culture depends on the intention of physical activity, as well as on the level of physical fitness. It is important to learn the factors determining physical fitness; therefore the purpose of this research was to determine the relationship between the stages of readiness for regular physical activity and the level of physical fitness of children from Poland and Turkey. The research included pupils aged 14 living in the Raciborz area in Poland and in the area of the city of Balikesir in Turkey. Readiness for regular physical activity was assessed using a special algorithm in accordance with the concept of the transtheoretical model (TM). In this research the interpretation of TM was accepted for the assessment of intentional behavior. To determine the level of physical fitness, the European Fitness Test - Eurofit was used. Statistical analyses showed statistically significant differences. Of the 8 tests carried out, in six - a larger level was obtained by respondents from Poland and in five of them these were statistically significant differences. In 2 of the tests carried out, the young people from Turkey reached an average higher level. The correlation coefficient between the stages of readiness to undertake physical activity and physical fitness tests was calculated to achieve the main objective. The vast majority were low dependencies. On the basis of the conducted research, it was found that the studied group of Polish youth was characterized by a higher level of physical fitness than their peers in Turkey. There was no significant relationship between the stages of readiness to undertake physical activity and the results of fitness tests. The need for further research was concluded.
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