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The article deals with the issue of the communication process in the context of the process of change. The paper discusses the significance of the communication process within the organization (especially the main barriers to internal communication) and the issues of changes in organization and communication in the process of change. The main objective of the study was to evaluate the possibility of using communication techniques in the process of implementing changes. Discussed techniques have been evaluated in view of the suitability in the process of implementing changes.
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The article focuses on the diagnosis of Management learning state in the best Polish technical universities on Civil Engineers faculties. The authors pose the thesis that in the Polish technical universities there are too few Management courses, so that some of the civil engineers are unable to effectively carry out their tasks in managerial positions. The authors are looking for the confirmation of the thesis analysing twenty programs of Civil Engineering faculties. The average share of hourly subjects of Management in the total number of hours in the analysed faculties was 3%, which the authors deem a very low value. Based on the analysis of literature, the authors recognize that Management knowledge is essential for civil engineers from a certain stage of their careers. The competency gap associated with social and interpersonal competencies can be completed through the tools of lifelong learning, so that engineers with very good technical knowledge will be also able to effectively carry out management tasks.
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The paper undertakes a discussion on foreign subsidiaries of Polish companies. The scale of Polish foreign direct investment (FDI) continues to grow and this means that soon there may be a gap between business practice and knowledge of management science. The author proposes the hypothesis which states that Polish FDI do not run according to the processes proposed by the phase models (e.g. Uppsala model), but they have a certain degree of leapfrogging. The initial phase of internationalization of Polish enterprises and their motives led the author to the formulation of two other hypotheses regarding the roles foreign subsidiaries play within the Polish international companies. One is that foreign subsidiaries of Polish enterprises play, in most cases, a role called the implementer by typology of Ch.A. Bartlett and S. Ghoshal, and the second is, that in most cases, these are the entities that in the typology of A.K Gupta and V. Govindarajana are called implementor.
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The article presents Values of Mining Corporation Scale (VMCS) that measures five values of a mining company: protection pursued by safety, obedience implemented by discipline, practical skills carried out by experience, trust executed by responsibility and finally courage and exceptionality implemented by tradition. In a quantitative study (N = 193) the authors verify properties of the constructed scale. A relationship between employee perception for locus of control and perception of mining values has been examined. The results suggest that measured values are related with each other and with a superior value of nature as a source of wealth. Moreover the presence of measured values correlates with the perception of control located internally, thus it increases the perceived impact of own employee’s actions.
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The main aim of this article is to present the results of a study of the sources and effects of occupational stress among the workers of a company in the extractive sector. The study has been part of a larger project, where a work-related stress organizational intervention is implemented and actions to reduce psychosocial risk are taken. Material and methods: 164 employees took part in this study. They filled in four questionnaires – OSI, JCQ, GHQ-28 and a questionnaire created for this study measuring the sources of stress in this specific kind of work environment. Results: the results showed that the main source of stress are hard conditions of work environment and continual sense of endangerment of health and life during work underground. Other sources of stress were time pressure, non-rhythmicity of work and work role ambiguity. The results of JCQ showed the low level of demands and latitude and the high level of job control and quite low social support. GHQ-28 did not show dysfunctions in general health. Discussion: methods and tools used in this study give a clear image of stressors, their intensity and psychological consequences in the research sample. The results allow to prepare a specific interpersonal training and mindfulness-based stress reduction training for the employees. Conclusions: the study lets the organization establish the strategy of implementation of work-related stress program.
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Maturity models are a kind of compendium of knowledge from a given field and a guide for managers translating knowledge into concrete actions which aim is to change and improve an organization. They describe the evolutionary development path which enables an organization to move from the state of inconsistent, short-term business actions to the arranged, monitored and managed ones. The article presents and compares two procedures of maturity models designing and design principles, that is criteria which a maturity model should correspond to as a result of designing, helping potential users in comparing and assessing of existing models. The aim of the article is the assessment of EFQM excellence model as to meeting the criteria of usefulness and application included in design priniples. EFQM excellence model is an example of a well designed prescriptive model which sufficiently covers the most important usefulness criteria.
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The problem of description of talent management (TM) has been discussed in the paper. The aim of the article is the description, the analysis and the comparison of different models of TM and the presentation the author’s own research approach of talent management. First the definitions of talent and talent management have been shown and explained. Then the TM models proposed by different authors have been compared and discussed. Finally the author’s own model of talent management has been presented.
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The aim of this paper is to identify the role of projects in the development of innovative company on the example of selected innovative enterprises from Lower Silesia. The enterprise selected for the research was the Samorządowy Informator SMS Sp. z o.o., which provides five main e-services. Each of those was designed basing on project management methodology and is a response for the market needs. The article presents the development of selected e-services and the enterprise development that could be reached through these e-services. Orientation for projects is one of the pillars to implement company’s strategy. The analysis of the enterprise indicates that ability to create e-services as well as effective project portfolio management helps in company’s development on a competitive market.
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Being a juvenile is a particular stage in the development, growth and education of human beings, a distinct period, legally defined by age criterion in the Romanian regulations, that is, up to the age of 18. A juvenile's adjustment to the outside world, to rules and restrictions, is often accompanied by denial and rejection reactions, or acts of rebellion, which can affect and unbalance the microclimate they live in. Juveniles' behavior can sometimes take the form of socially dangerous acts and they themselves become subject to criminal liability. This paper deals with the situation of the juvenile who deviates from social norms in the most serious way – the juvenile offender. Aspects of the juvenile's antisocial behavior, determined by several endogenous and exogenous factors, are presented, as well as the numerous actions performed by the bodies responsible for the supervision, education, re-education and social inclusion, and by the specialized services in the field of protection and promotion of the child's rights that operate within the General Directorate of Social Assistance and Child Protection. The changes introduced by the new Criminal Code and Criminal Procedure Code, as well as the special regulations in the field of child protection, which came into force on 1st February 2014, have also been taken into consideration.
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