| The concept of values has long been discussed extensively in various areas of literature and considered an important aspect of organization. Despite the wide coverage of the topic, a number of theoretical and practical issues rise from the lack of a common theoretical understanding to conceptualization and application of organizational values leading to a normative control, inefficiency and misconduct. Accordingly, the aim of the paper is to evaluate the links between organizational values declared by Lithuanian companies and their human resources management (HRM) practices disclosed by factors such as the strength of organizational culture, the commitment to social responsibility resulting in requirement for publishing values to stakeholders and the type of organization’s capital (foreign or local). The results of the content analysis of 80 Lithuanian biggest taxpayers declaring organizational values revealed that there are a number of companies in Lithuania that are not inclined to declare values and social responsibility. A comparison of the results of Lithuanian and foreign capital companies made it possible to make assumptions about the organizational culture of enterprises. The results showed that Lithuanian capital organizations are more prone to declare values, to submit descriptions of them and to declare social responsibility, which shows that they have a stronger organizational culture and healthier HRM practices. |
| The profession of university teachers is not at all easy at present. Some teachers cannot cope the accelerate emergence of new knowledge and in an effort to mask their professional imperfection, illogically increase the demands placed on students. This leads to the situation that not only teachers but also students feel overworked and lose motivation to move forward and trust teachers and universities. Therefore, using the methods of analysis, synthesis, comparison, deduction, induction, sociological questioning, generalization, etc., the paper examines the motivation of teachers to develop their skills and motivation to increase the efficiency of processes performed by them (N = 93 responded university managers and teachers) and focuses on justify the application of charisma to students as a way of enhancing students’ academic motivation (N = 100 responded students). Results of the first survey confirm that although teacher motivation is not absolute (it does not always reach the highest expected level), it is sufficiently high – it has the potential to implant charisma into the teachers’ behavior and skillfully as well motivationally apply it to other teachers and students. In addition, the survey shows that motivational tools applied to teachers by university and faculty management largely correspond to the basic elements of charisma. It can be deduced in the conveyed meaning that teachers themselves appreciate positively just those motivational tools that can be related to the charismatic behavior of their superiors. Therefore, they can also intuitively understand the importance of applying charisma to students. Results of the second survey confirm the positive effects of charisma when potentially applied by teachers towards students and also accentuate the supposed contribution of motivated and charismatic behavior of academicians. Final part of the paper defines partial recommendations that can strengthen motivation and build charisma at the university. Especially, it is important to behave professionally and be a model for others. |
| In order for an organization to be competitive, it must respond to many various changes. Technological changes in organizations are mainly conditioned by their economic background. Incorporating these changes into business processes often requires the expansion of knowledge or the change of skills of individual employees. Employee turnover is not a good element for organizations, and so they must create the conditions for their employees to work on the organization – even if the changes created will result in other work tasks. Therefore, organizations should ensure the expansion of the knowledge and skills of their employees by supporting business education. The aim of the paper is to study the basic attributes of organization education based on the study of adequate materials on this topic and to find out how the employees themselves are building the further education. This is of economic importance – the organization can focus resources on the education of different groups of employees in order to ensure the development of the skills and knowledge of the employees in the areas it needs or, which it wants to focus on. The paper presents the results of the statistical analysis of the research questionnaire survey of state employees focused on the issue of corporate education. The research was carried out in 2017 and was attended by 930 respondents – employees of state organizations in the Czech Republic. The research results were processed in the statistical environment of Statistica v.10 using the appropriate mathematical and statistical methods implemented in this program. |
| Problem of personnel management is widely discussed in management literature and continues to be a valid topic. Researchers explore various aspects of managerial work, one of them being: factors determining managerial decisions and their consequences for the functioning of teams and entire organisations. In this article, we attempt to answer the following question: are managerial decisions determined by the lifestyle of employees? The first part of the article is devoted to a review of literature on the role of differences between team members for the management of the team. Then, we are presenting the method and results of our research, which consisted in Poland-wide poll with subjects’ opinions being collected with CAWI electronic survey. Population of subjects participating in the study included 1,002 managers from Polish organizations. Results show that, according to surveyed managers, lifestyle determines employee’s behaviours in the workplace. Managers also admit that diversity of employees in terms of their lifestyle distinctly affects whole team’s performance, however they would relatively rarely take employees’ lifestyle into account in their staff-related decision-making process. There are however certain particularities with regard to the selected elements of lifestyle. Above all, managers find it difficult to refer to some elements that are difficult to observe in the workplace, such as diet, social life activities, involvement in the socio-political and family life or sports, as opposed to the care for one’s appearance or smoking of cigarettes. |
| The concept of ‘bossing’, a psychological terror at work, carried out by the superior over the subordinates, is a pathological phenomenon and by its existence negatively affects a variety of factors in the organization, such as the work performance of the subordinates, their health status, the quality of the working atmosphere, the reputation of the organization, etc. That is why the aim of the paper to analyse the occurrence of bossing in the secondary school environment in the Slovak Republic in the categories ‘social relations area’ and ‘health area’. Three methods were used to analyse this phenomenon: empirical, analytical and mathematical-statistical methods. The data obtained by the questionnaire technique allowed to evaluate the problems associated with bossing. The survey was carried out during 2017 and included the necessary number of 393 respondents from secondary schools. Research has confirmed that bossing does not occur in the examined categories. However, the results, which are within accepted tolerance, indicate that the absence of bossing is not definite. Research has several implications. First, it confirmed that bossing does not occur in the examined categories. Secondly, the observed values indicate that this phenomenon needs to be periodically monitored in the future as it tends to expand in the European area. |
| The globalization of markets and competition as well as the rapid development of the Internet generate increasing demands for companies, in terms of the ability to create and deliver value to clients, but also the ability to increase their value. E-commerce in Poland is growing remarkably year-on-year, which is determined by the increasing willingness of customers to make purchases this very way. Consumer behavior is evolving, and e-entities need to adapt to these changes. Efficient service plays an increasingly important role, generating additional value for the customer. The aim of the study is to present the popularity of online shopping and the ability to create value for customers through e-commerce. The source basis of the study is the available literature on the subject and the author’s own research conducted on e-commerce clients in Poland. Although research cannot be generalized to the entire population, their character decides about practical applicability. The value provided to clients enables e-businesses to gain financial and image benefits. However, they need employees with the highest potential and motivation to act, so as to encourage customers to buy and to see their increasing benefit. Thus, establishing a valuable relationship with the customer can be a way to stand out in a competitive market, and the success of the sale will be determined not only by the relationships themselves, but also by their quality. |
| The paper consists with two parts describing some features of the intercultural competences of Polish employees. Selected statistical data published in official national sources were used in a first part to verify the hypothesis that general intercultural awareness of working Poles is determined by current socio-economic conditions. Data indicating on intensive temporary work migration and frequent work executed abroad as delegations from domestic companies were interpreted as the confirmation for a put assumptions. In a second part of the article were used selected results obtained in a national online survey conducted in 2017 on the representative sample (N = 1,140) of Polish employees working in different sectors and in different types of organizations. In a qualitative analysis of respondents’ answers for selected questions of questionnaire were discovered that most valued components of intercultural competence, in case of Polish employees, are subjectively perceived elements of own life experience – the ability to learn from own experience and ability to deal with new situations. The most important gap of intercultural competence occurred to be the knowledge of the historical and social conditions of other countries. |
| Organisational commitment has gained increasing attention over the past four decades. According to the three-component model, organisational commitment is treated as a psychological state reflecting a desire, a need and an obligation to remain with the organisation. There is a substantial body of evidence demonstrating the potential benefits to organisations of having strongly committed employees. While numerous studies analyse the outcomes, the antecedents of organisational commitment are less well-studied, especially considering differing work settings. The purpose of this paper is to disclose personal and job-related factors that shape the organisational commitment among employees working in manufacturing industry. In doing this, quantitative data were collected from a manufacturing organisation using a survey. Contrary to the proposed hypotheses, the survey indicated that there was no statistically significant relationship between personal factors (age, gender, education level, marital status, and kinship responsibilities) and organisational commitment. Meanwhile, job-related factors (supervisor support, co-worker support, role clarity, and access to resources) were indicated as determinants having a significant impact on organisational commitment. Such results highlight the important directions for implementing strategies to increase the organisational commitment of employees working in manufacturing industry. |