This article provides guidelines for optimizing organizational management styles and achieving a balance between life and work. Contributing to sustainable human development will contribute to the psychology of sustainability and sustainable development. The main purpose of the paper is to determine the relations between the preferences of management styles, working styles and lifestyles, and exposure to stress in the managerial population in order to achieve harmonization. A correlation study was conducted on a sample of 618 subjects using the Blanchard test of situational leadership, the Four-Dimensional Symptom Questionnaire for determining the stress levels, the modified Allport–Vernon–Lindsay Scale of Values, and Julie Hay’s Working Styles Questionnaire. The paper provides insight into the contribution of management styles to the balance of private and professional areas of life, as well as to stress reduction in managers.
Our paper analyzes close collaboration between a manufacturer of domestic appliances and consumer electronics and its customers. It reflects on the inclusion of open innovation by users that is presented in the paper on the case of the development of the refrigerator door handle, with an emphasis on design and functionality. The main research question we wanted to answer was whether a buyer (customer/consumer) might actively participate in the process of a new product development. It was interesting to test it in a highly dynamic industry setup since white goods are becoming an integral part of consumers’ life style and not just a mere home appliances used for routine housekeeping tasks. Research sample includes 146 respondents. We applied the conjoint analysis and quality function deployment (QFD) in order to test and understand how customers perceive the different attributes of a new product development process.
This snapshot suggests there is still a gap between intent and reality in workplace inclusion and further strategies are needed to improve the opportunities for employees with disabilities. The paper argues that ergonomics may have a key role to play in tackling these challenges and adapting the workplace environment and job design to suit the needs of individual employees. Implications for rehabilitation This study suggests there is considerable scope for workplace adaptation and improvements to meet the needs of employees with disabilities. Employers need and want further specialist practitioner guidance to facilitate workplace inclusion and support adaptation to individual needs. Organisations would benefit from training to raise awareness about potential solutions and approaches that would support more widespread employment of people with disabilities.
Ergonomics principles help designing the workplace in a way that makes work more efficient and safer. Employee satisfaction increasingly affects the productivity of a process, which also includes disabled people and represents an important source of human resources. In the framework of the EU-project ERGO WORK a survey-based research was conducted to measure the satisfaction of people with disabilities (PWD) in their workplace and asses how their satisfaction was perceived by employers in UK, Poland and Slovenia. Three hundred and three respondents were involved in the survey. Results show that PWD place a great emphasis on the satisfaction in the workplace. PWD in Slovenia are more satisfied than PWD in Poland, whereas the employers' perception of the satisfaction of PWD and other employees in Poland, Slovenia and UK does not vary. A general adaptation of the workplace significantly and positively influences the satisfaction of persons with disability and that the adaptation of the workplace to the needs of PWD is better if employers have access to knowledge, special equipment and financial resources.
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