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Zarządzanie talentami w kontekście innowacyjności przedsiębiorstwa

100%
Sudolska A., Chodorek M.
Zeszyty Naukowe Ostrołęckiego Towarzystwa Naukowego
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2013
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vol. Zeszyt
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issue XXVII
496-503
EN
Nowadays the foundation for firm’s competitiveness is its innovativeness which in fact depends on the ability to manage company’s human resources, especially those who are perceived as talents. The paper is an attempt to explain the concept called talent management in context of firm’s innovativeness. The purpose of empirical part of the paper is to explore the relation between talent management implementation and the increase of firm’s innovativeness.
PL
Współcześnie za fundament konkurencyjności firmy uważa się jej innowacyjność. Ta z kolei w znacznym stopniu uzależniona jest od umiejętności zarządzania zasobami ludzkimi przedsiębiorstwa, w szczególności pracownikami określanymi mianem talentów. Artykuł stanowi próbę przybliżenia koncepcji zarządzania talentami w kontekście innowacyjności przedsiębiorstwa. W jego części empirycznej pokazano zależności pomiędzy działaniami związanymi z wdrażaniem zarządzania talentami a wzrostem innowacyjności firmy.
2
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Building a Model of Successful Collaborative Learning for Company Innovativeness

100%
Sudolska A., Lis A.
Journal of Entrepreneurship, Management and Innovation
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2014
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vol. 10
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issue 3
109-138
EN
The aim of the paper is to develop a model of successful collaborative learning for company innovativeness. First of all, the paper explores the issue of inter-firm learning, focusing its attention on collaborative learning. Secondly, inter-firm learning relationships are considered. Thirdly, the ex ante conditions of collaborative learning and the intra-organizational enhancers of inter-firm learning processes are studied. Finally, a model of the critical success factors for collaborative learning is developed.
3
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Social Innovations In Companies And In Social Economy Enterprises

100%
Furmańska-Maruszak A., Sudolska A.
Comparative Economic Research. Central and Eastern Europe
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2016
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vol. 19
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issue 3
169-191
PL
This paper compares the way of perceiving and implementing social innovations in companies and social enterprises in Poland with those in Europe. Special attention is paid to internal social innovations, so-called workplace innovations (WPI), and the reasons and outcomes of their introduction in companies, both in Poland and in other European countries. Moreover, the paper investigates the relationship between the need for internal social innovations and positive employment relations in analyzed entities. The research findings prove that introducing innovations, including social innovations, is mainly driven by the need to improve a company’s performance. Among social innovations which both companies and social enterprises value is investment into improving employees’ work conditions. Moreover, for more than half of Polish companies and social enterprises the need for innovations is related to creating development opportunities, higher work flexibility, better social and life conditions of employees, as well as supporting employee’s reconciliation between work and family life. These reasons for introducing social innovations were also noted by both managers and employees in other European companies. The paper also shows the links between issues of internal social innovations and positive employment relationships. The presented research findings prove that positive relationships among employees are significantly and positively correlated with a broad approach to the need for introducing social innovations. Moreover, the paper points out that positive employment relations are perceived as an important outcome of workplace innovation practices in European companies.
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Jak pozytywne relacje w pracy stymulują innowacyjność organizacji społecznych i przedsiębiorstw

81%
Glińska-Neweś A., Sudolska A., Wińska J., Furmańska-Maruszak A.
Annales Universitatis Mariae Curie-Skłodowska, sectio H – Oeconomia
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2017
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vol. 51
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issue 3
EN
The aim of the paper has been to investigate how innovation orientation is determined by positive relationships at work (PRW) both in social enterprises and businesses. We used a questionnaire-based Computer Assisted Telephone Interview (CATI) on the sample of 200 Polish business organizations and 140 social economy enterprises.  For the data analyses we applied descriptive statistics, the factor analysis and the hierarchical clustering with Ward’s method. The research proved that teams characterized by positive employee relationships are more innovation-oriented both in business and social enterprises, however, PRW have different attributes in social enterprises than in businesses. The most innovation-oriented teams in social enterprises are rather autocratically governed while in business the innovation-orientation is supported by the small power distance.
PL
Celem pracy jest zbadanie, w jaki sposób innowacyjność zależy od pozytywnych relacji w pracy (PRW) zarówno w przedsiębiorstwach społecznych, jak i biznesie. Badania zostały przeprowadzone na próbie 200 polskich organizacji biznesowych i 140 przedsiębiorstw gospodarki społecznej. Korzystano z wywiadu telefonicznego CATI (ang. Computer Assisted Telephone Interview) na podstawie kwestionariusza badań. Do analizy danych zastosowano statystyki opisowe, analizę czynników i hierarchiczne grupowanie metodą Warda. Badania wykazały, że zespoły charakteryzujące się pozytywnymi relacjami pracowników są bardziej innowacyjne w biznesie i przedsiębiorstwach społecznych, jednakże PRW mają inne cechy w przedsiębiorstwach społecznych niż w przedsiębiorstwach. Najbardziej zorientowane na innowacje zespoły w przedsiębiorstwach społecznych są raczej rządzone autorytatywnie, podczas gdy w biznesie innowacyjność jest wspierana przez niewielki dystans władzy.
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