Vol. 1, No. 2, June 2017

posted in: Volumes 2017 | 0

Editor: Katarzyna Kulig-Moskwa
Editor-in-chief: Prof. Johannes Platje

 

Contents, Title, Editorial : PDF download >>


Vol. 1, No. 2, 7-26, June 2017

The world in the post-truth era or how too much love of TINA will kill you

 

Author: Jarl K. KAMPEN
University of Antwerp, Belgium

Article: DOWNLOAD [PDF] >>


Aim: The temptation to provide simple answers to complex problems exists for politicians and scientists alike. This essay attempts to briefly outline the complexity of present day problems at global level, taking as a starting point the question “how quick will the EU collapse?”

Design / Research methods: The nature of the topic calls for a holistic interpretative approach rather than a systematic reductionist one. Brief discussions are given of separate yet interconnected, causally related and overlapping natural and social research domains, illustrating the need for qualified multidisciplinary spokesmen able to separate facts from “alternative facts.”

Conclusions / findings: Making the simple anthropological observation that people can choose policies that are self-destructive does not make social science politicized or value-biased. A society that considers global warming, depletion and pollution caused by fossil fuels as mere externalities makes a demonstrable erratic choice. Because one of the major goals of science is to establish (in)validity of “common sense,” it is the duty of academics to tell our students that societies, including entire scientific departments, can make consistent erratic choices.

Originality / value of the article: This essay may help scholars and practitioners to start to look at their research domain in a (much) wider global context.

Keywords: monetary system, market system, inequality, climate change, depletion

JEL: P10, P28, P36, Q20, Q40, Q50.

DOI: http://dx.doi.org/10.29015/cerem.440


Vol. 1, No. 2, 27-43, June 2017

Between development and sustainability: symbiotic synergy or irreconcilable duality

 

Author: Agata FERREIRA
ESADE, Ramon Llull University, Barcelona, Spain

Article: DOWNLOAD [PDF] >>

 

Aim: This paper studies the concept of sustainable development, which has been overly present in recent times on global arena of debates about issues most pressing to humanity in variety of contexts, political, legal, social and environmental. It has been appropriated by governments and NGOs alike. It is being advocated to promote both, continuous growth and reversal of unsustainable pattern of limitless growth. The aim of this paper is to follow the history of the concepts of development and sustainability, its evolution and current status and question whether future developments in the area of sustainable development are likely to support “development” part of it, through drive to maximum economic growth, increase of financial flows and investments, consumption and production; or whether the “sustainability” part of the agenda, with protection of environment, human rights and climate as a priority, will prevail.

Design / Research methods: TThe article follows the historical origins and developments of the concepts of development and sustainability, since industrial revolution of the eighteenth century where progress has been linked with economic growth and material advancement. The concept of sustainability on the other hand is closely connected with human relationship with nature, which went through a profound change when people started to make permanent settlements, domesticate animals and farm the land. This paper explains how sustainable development term rose to political prominence following publication of the Brundtland report in 1987 and how subsequent global political initiatives, like Agenda 21, Johannesburg Declaration and 2030 Agenda, gradually reaffirmed the place of sustainable development as an important element of international agenda and broadened the meaning of the term.

Conclusions / findings: The role of business partner is present in 10% of the examined enterprises, with the source of capital and the entity size being of minor importance. Projects play a key role in the development of contemporary undertakings. Moreover, the primary role in terms of the implementation of any organizational activities is exercised by people. Thus, the opportunity emerges to implement and modify the concept of HR business partnering. This will lead to a greater professionalization of staffing, which will ultimately affect positively the implementation of strategy of the organizations under discussion.

Originality / value of the article: The publications on project management as well as those concerned with human resources management have so far not addressed the issue of the development of the HR business partner role in the organizations under discussion. The considerations, of both theoretical and practical nature, contribute to the theory of management, being much relevant owing to the ever growing popularity of the concept of management through projects.

Implications of the research: project management, project-oriented organization, HR department, HR business partner

Keywords: project management, project-oriented organization, HR department, HR business partner

JEL: M12

DOI: http://dx.doi.org/10.29015/cerem.475


Vol. 1, No. 2, 45-75, June 2017

The concept of preventing negative consequences of work overload based on positive interactions between work and life, and promotion of workers’ healthy behaviors

Authors: Agata BASIŃSKA-ZYCH, WSB University in Poznań
Agnieszka SPRINGER, WSB University in Poznań

Article: DOWNLOAD [PDF] >>


Aim: The main aim of this article is to identify negative health consequences resulting from work overload and lack of work-life balance, as well as to present characteristics of positive healthy behaviors in the workplace as counteracting strategies. The paper is a part of the discussion on the concept of corporate wellness which forms the basis for the development of organization’s health culture.

Design / Research methods: The paper is based on a review of literature concerned with the factors influencing worker welfare. Moreover, it presents two case studies on comprehensive health programs implemented by Mars Poland and the Belgian branch of Protect & Gamble.

Conclusions / findings: Based on the review of foreign and domestic literature, the authors propose a model describing the relationship between individual variables impacting worker welfare. In this model, it is assumed that the interaction between work and life, and workers’ healthy behaviors such as physical activity and rest after work (sleep) are crucial to workers’ regeneration.

Originality / value of the article: The value of the paper lies in the interdisciplinary approach to the development of worker well-being. Apart from the perspective of human resources management, the outlined concept also takes into account the issues relating to workers’ mental and physical health.

Implications of the research: The theoretical assumptions presented in the paper will become a starting point for a research project to be conducted on Polish enterprises. Its objective will be to identify the possibilities of counteracting the negative effects of workload congestion through the promotion of healthy behaviors in the workplace and support of workers in their creation of a positive work-life interaction.

Keywords: work overload, worker well-being, work-life balance, healthy behaviors, workplace health promotion, workplace health program, enterprises, corporate wellness

JEL: M54, I 12

DOI:http://dx.doi.org/10.29015/cerem.408

 


Vol. 1, No. 2, 77-90, June 2017

The concept of HR business partner in a project-oriented organization

 

Author: Katarzyna PIWOWAR-SULEJ
University of Economics in Wrocław

Article: DOWNLOAD [PDF] >>


Aim: The paper seeks to supplement the theory of HR business partnering by presenting the concept of the role of HR business partner in project-oriented organizations. To this end, the intermediate stages of the study encompass the discussion how the role of HR department as a business partner is being formulated against other roles, and the description of the current role of HR experts in the organizations analyzed.

Design / Research methods: The research process employed the literature research and author’s own study carried out over 2014-2015 in project-oriented organizations.

Conclusions / findings: The role of business partner is present in 10% of the examined enterprises, with the source of capital and the entity size being of minor importance. Projects play a key role in the development of contemporary undertakings. Moreover, the primary role in terms of the implementation of any organizational activities is exercised by people. Thus, the opportunity emerges to implement and modify the concept of HR business partnering. This will lead to a greater professionalization of staffing, which will ultimately affect positively the implementation of strategy of the organizations under discussion.

Originality / value of the article: The publications on project management as well as those concerned with human resources management have so far not addressed the issue of the development of the HR business partner role in the organizations under discussion. The considerations, of both theoretical and practical nature, contribute to the theory of management, being much relevant owing to the ever growing popularity of the concept of management through projects.

Implications of the research: project management, project-oriented organization, HR department, HR business partner

Keywords: project management, project-oriented organization, HR department, HR business partner

JEL: M12

DOI:http://dx.doi.org/10.29015/cerem.317


Vol. 1, No. 2, 91-112, June 2017

Employee’s personal determinants of fitting the job characteristics

 

Author: Karolina OLEKSA
WSB University in Poznań

Article: DOWNLOAD [PDF] >>


Aim: Over the last twenty years there have been numerous studies showing significant relationships between personality dimensions and predisposition to doing a job of a specific character. The aim of this research is to examine the relationships between personality, job characteristics and perceived job satisfaction with a view to demonstrate the rationale behind the application of personality tests as the tool for predicting the employee’s fitting the job specification in the recruitment process.

Design / Research methods: In order to verify the selected relationships, a quantitative study on a group of Polish workers (N = 302) was carried out. It correlated five personality dimensions (tested by the NEO-FFI questionnaire) with the level of employee’s satisfaction and the work characteristics (questionnaires made by the author were used).The satisfaction level was determined based on employees’ job assessment and professional career development, while the character of the job was examined according to seven scales: individual vs. team work, complexity of tasks, application of new technologies, procedures, customer contact, influence on customer’s emotions, dependence on supervisor.

Conclusions / findings: The results of the analyses showed that each personality dimension was significantly different for respondents satisfied with their performance of work of a particular nature. This can confirm the use of personality tests in the recruitment process; however, some factors need to be taken into account, including, among others, organizational environment or specific job demands.

Originality / value of the article: The article is an attempt to link comprehensively different studies focusing on the association between personality and the type of work performed, with this objective being expanded by adding a moderate variable – job satisfaction, which allows one to determine the extent to which the type of work fits a particular dimension of personality.

Implications of the research: The implicational value pertains to recruitment and selection processes, justifying the validity of the personality test application in recruitment processes.

Limitations of the research: In the future, it would be useful to enlarge the group examined in order to be able to generalize the results and add other moderate variables, such as, for example, organizational demands shaping the character of work.

Keywords: job satisfaction, work specification, five-factor model, neuroticism, extraversion, conscientiousness, openness to experience, agreeableness
JEL: L29, J24, J28

DOI:http://dx.doi.org/10.29015/cerem.397


Vol. 1, No. 2, 113-132, June 2017

Managing age diversity in the workplace – a challenge for contemporary organizations and managers

Author: Marta NOWACKA
Jan Długosz University of Częstochowa, Faculty of Pedagogy, Poland

Article: DOWNLOAD [PDF] >>


Aim: Considering the progressing demographic changes triggering ever larger generation diversity of today’s organizations, the paper aims at identifying: how do intergenerational relations develop in the workplace and what is the manager’s role in the process of the organization of work and atmosphere creation in an age diverse staff?

Design / Research methods: An analysis of the secondary research (Polish and foreign) on inter-generational relations in the workplace was carried out. Also, findings made on the basis of the author’s own research are presented: quantitative studies (a survey carried out among 103 students of the University of the Third Age at Częstochowa University of Technology and 100 students of Częstochowa University of Technology), and qualitative studies (focus groups comprising students and in-depth interviews conducted among 3 of the UTA students and 2 members of Alumni Association of Częstochowa University of Technology)

Conclusions / findings: On the basis of the research analysis, the problem of intergenerational isolation between different generations was revealed and also a lack of common ground which affects the creation of work atmosphere and the organization of work and which arises, among other things, from stereotypical thinking, prejudice, fear, lack of knowledge. The possibility of a cross-generational cooperation is not determined by the actually existing differences in terms of values, motivation or the expectations of representatives of the different generations (which would render the cooperation and the priorities alignment impossible). Thus, it is feasible to build a productive cooperation within intergenerational staff, with managers playing a significant role in this process. In the first place, they should ensure an appropriate atmosphere in an age-diverse staff. To ensure that each employee feels respected and treated equally (in this context the manager’s attitude is important). In organizing work for their employees, managers should seek to create chances and opportunities of mutual cooperation among people of different ages, so as not to deepen intergenerational isolation, and instead create opportunities of getting to know one other. This, in turn, can contribute to fewer prejudices and stereotypes which tend to arise from not knowing the other person well enough. An element of specific integration could be encouraging employees to fulfill the organization’s goals by commonly striving for them.

Originality / value of the article: The research analysis was employed to determine the factors which may have impact on the creation of intergenerational relations in a workplace, with this providing the basis for defining the manager’s role.

Implications of the research: The identification of factors impacting the creation of relations in the workplace allowed for specific recommendations and guidelines for managers to be formulated which may be useful in creating proper relations in age-diverse organizations in Poland.

Keywords: manager, generation, intergenerational relations, age diversity.
JEL: M12; M14

DOI:http://dx.doi.org/10.29015/cerem.331


Vol. 1, No. 2, 133-149, June 2017

Diversity management in Polish firms – a review of studies


Author: Lena GRZESIAK
University of Lodz

Article: DOWNLOAD [PDF] >>

 

Aim: The aim of the paper is to present the state and possible future directions of the research on diversity management in Polish firms.

Design / Research methods: The author selected 20 state-of-the-art articles in the field of diversity management in Polish firms. Analysis of these articles allowed for identifying a starting point as well as possible directions for future research in this field.

Conclusions / findings: The author argues that even though scholars find the issue of diversity management important and still valid, there also exist clear gaps in the research. Some areas (e.g. management of groups diverse in terms of age or gender) are preferred, while others appear to be neglected (e.g. management of people of a different sexual orientation). Scholars clearly tend to choose a specific group and research methodology.

Originality / value of the article: The author conducted a review of existing studies on diversity management in Polish companies, and presented the state and directions of possible further research. The paper could inspire others to start further and more in-depth studies on diversity; a greater number of explorations in this area may yield interesting findings from the point of view of the diversity concept. Taking into account the directions proposed by the author may contribute to enriching the theory of management diversity, as well as provide practical recommendations for business managers.

Keywords: diversity management, desk research

JEL: J80, M12, M14, M50

DOI:http://dx.doi.org/10.29015/cerem.375


Vol. 1, No. 2, June 2017

The importance of cultural differences in international business


Author: Marzena Adamczyk
WSB University in Wrocław

Article: DOWNLOAD [PDF] >>

 

Aim: The aim of this study is to systematize the knowledge on the characteristics and classification of cultures, which will allow national representatives to be assigned to their respective types of cultures, and to present the characteristics of selected countries in some business areas.

Design / Research methods: The applied research method is the analysis of the literature in the field of cross-cultural determinants of business and the description of the findings observed and analyzed in the process of deductive conclusions.

Conclusions / findings: The main conclusion of the research is confirming the view that cultural differences in today’s global economy can significantly affect the business in an international context. In order to eliminate or actually to minimize the cultural factor of entrepreneurs, those operating on the international market should diagnose the culture of the country with which they will enter into business relationships and they should develop strategies in different markets taking into account the diagnosis made.

Originality / value of the article: The paper is a voice in the scientific discussion on the impact of cultural differences on international business; it can provide guidance and inspiration for entrepreneurs, helping them to understand the complexity of the issue, and for students interested in cultural diversity and its impact on business. The paper comprehensively connects the characteristics of national cultures with different areas of international business and shows the relationship and complexity of the issue. Such a presentation of the problem shows how important it is to know these differences for proper management of the company.

Implications of the research: This paper focuses on the overall functioning of the company on the international market and discusses the cultural differences associated with the negotiation process. It may be the beginning of further research related to cross-cultural communication and management of transnational corporations and international marketing.

Keywords: culture, cultural differences, international business, intercultural communication, intercultural competence

JEL: F23, M14, Z10

DOI:http://dx.doi.org/10.29015/cerem.336