W artykule podjęto problem kultury coachingu oraz potrzeby jej kształtowania w organizacji. Celem artykułu jest prezentacja procesu kształtowania kultury coachingu w organizacji. Aby go zrealizować, zaprezentowano różne ujęcia kultury z perspektywy nauk o zarządzaniu, omówiono istotę kultury coachingu w organizacji oraz jej cechy, a także wskazano na niektóre problemy związane z jej kreowaniem. Ponadto wskazano potencjalne źródła oporów pracowników wobec zmian dominującego typu kultury w organizacji, które mogą sprzyjać wykształceniu się kultury coachingowej. (abstrakt oryginalny)
Summary The article presents the results of research concerning worklife balance of employees of enterprises located in lubuskie voivodeship. The working conditions provided by employers were analyzed. The authors of research checked whether they favor, according to the respondents, the homeostasis between work and private life. The results showed some deficits in this area. This led to reflection on the potential remedial actions which can be applied in the organization, such as a policy of „family friendly employment”.
Summary Market of volunteers in Poland, especially those ones with specialized skills, is limited. An important reservoir of volunteer work are the universities. Non-governmental organizations should consider sustained cooperation with them. Volunteers predisposed to provide administrative support could be sought among the students of management. This article aims to answer the following questions: Are students of management want to get involved in the activities of non-governmental organizations? What are the motives of involvement in voluntary dominate among them? What benefi ts do they see, in collaboration with NGO’s? What actions can take the managers of these organizations to motivate volunteers?
Purpose: The aim of the article is to answer the following research questions: Q1: What types of values do chemical companies in Poland declare in their mission statements? Q2: Do chemical companies in Poland declare values such as responsibility and ethics in their mission statements? Q3: Do these companies differ from other chemical companies1 in Poland in terms of declaring responsibility and ethics in mission statements? Design/methodology/approach: Independent research was carried out in 2021. Mission content in selected chemical organizations was analyzed. This was achieved by defining the coding scheme, testing it, cleaning and/or detailing it, and collecting, coding and analyzing the data. It was verified which values were displayed in those missions, using to this end the mission typology proposed by S. Cunningham, T.B. Cornwell and L.V. Coote. The hypotheses were verified using the Mann-Whitney U test (with continuity correction). Findings: Half of the chemical companies in Poland mention responsibility in their mission statement, while only one in eight (12.50%) mention ethics. Chemical companies in Poland involved in production and trade (i.e. those that pose a direct threat to the natural and social environment) are more likely to mention responsibility and ethics in their missions than service and/or trade companies in the same industry. Research limitations/implications: Only mission statements published on company websites were analyzed, perhaps excluding those that existed but were not posted online. The research was carried out only among Polish companies and so the conclusions should be limited to them only. To explore this trend in more depth, comparative analyses with companies from other industries and based in other countries should be conducted. This exploration would be facilitated by the use of techniques requiring direct contact, interviews, observations, surveys, case studies, etc. Originality/value: No research on the missions of chemical companies in Poland in terms of communicating specific types of values, or respective comparative studies, have been identified. In the course of this independent research, an attempt was made to partially fill this research gap. Keywords: chemical industry, mission statement, values, responsibility, ethics. Category of the paper: Research paper.
Summary In democratic societies, citizens join as volunteers in the management of various areas of the social sphere. They do this by engaging in non-profit organizations’ activities. People are the basis for the functioning of these entities, so it is possible to use appropriately adapted HRM methods and tools. The important part of the social workforce of non-profit organizations is young people (up to the age -of 26). The article presents the results of research on the experiences of young volunteers - the characteristics of their involvement and their participation in personnel processes. The purpose of the article is to identify the number and types of third-sector organizations, which young people have been involved in, as well as the characteristics of work performed by them in those subjects. Moreover, the article’s aim is to diagnose of personal processes that these persons have been engaged in and to ascertain how do they evaluate their work experience in the organizations, which were analyzed.
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