The aim of the paper is to present the role of military leadership in Strategic Communication (StratCom). The contents of the paper include the major shift in understanding military operations and their environment, the main idea of StratCom and its evolution, and the essential StratCom functional areas. Having the background established, the paper discusses the principle of the key leaders’ involvement (engagement). The principle is a fundamental prerequisite for effective StratCom, which proves the importance of military leadership in this field. The paper also includes the practical and theoretical implications referring to the assumptions of the positive management concept.
{"title":"The Role of Military Leadership In Strategic Communication (StratCom)","authors":"T. Kacała","doi":"10.12775/JPM.2016.002","DOIUrl":"https://doi.org/10.12775/JPM.2016.002","url":null,"abstract":"The aim of the paper is to present the role of military leadership in Strategic Communication (StratCom). The contents of the paper include the major shift in understanding military operations and their environment, the main idea of StratCom and its evolution, and the essential StratCom functional areas. Having the background established, the paper discusses the principle of the key leaders’ involvement (engagement). The principle is a fundamental prerequisite for effective StratCom, which proves the importance of military leadership in this field. The paper also includes the practical and theoretical implications referring to the assumptions of the positive management concept.","PeriodicalId":103376,"journal":{"name":"Journal of Positive Management","volume":"32 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-09-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121417165","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Purpose: Main purpose of the article is to recognize the polish managers attitudes towards a problem of age management and spotting main changes. Some previous scientific research will be the base for the comparison process. Methodology/approach: The importance of the problem of age management in a contemporary enterprise was justified. The basis for the analysis were results of the research conducted among top and middle-level managers. The managers assessed many aspects of this problem. Several of those problems were interpreted in the paper. These were, references to knowledge and views of practices in the scope of development of organizational work potential. A counterpoint for the analyses were results of the national research conducted two years earlier, where the respondents were mainly owners and top managers. Findings: The empirical results from 2014 year are similar to previous scientific research. It was also confirmed that large enterprises are more involved in the complexity solutions of age management. We can notice positive approach of line managers towards elder workforce. Implications: In face to old society the problem of employ elder workers will be progressing. Polish organizations should adopt well known standards of age management. Originality/value of the paper: Empirical researches results have special value for recognizing contemporary and future managerial challenges. Identification these important challenges, could help in formulating firm’s personal strategies.
{"title":"Managerial Assessment of the Problem of 50+ Employees","authors":"J. Kroik, Adam Świda","doi":"10.12775/JPM.2016.004","DOIUrl":"https://doi.org/10.12775/JPM.2016.004","url":null,"abstract":"Purpose: Main purpose of the article is to recognize the polish managers attitudes towards a problem of age management and spotting main changes. Some previous scientific research will be the base for the comparison process. Methodology/approach: The importance of the problem of age management in a contemporary enterprise was justified. The basis for the analysis were results of the research conducted among top and middle-level managers. The managers assessed many aspects of this problem. Several of those problems were interpreted in the paper. These were, references to knowledge and views of practices in the scope of development of organizational work potential. A counterpoint for the analyses were results of the national research conducted two years earlier, where the respondents were mainly owners and top managers. Findings: The empirical results from 2014 year are similar to previous scientific research. It was also confirmed that large enterprises are more involved in the complexity solutions of age management. We can notice positive approach of line managers towards elder workforce. Implications: In face to old society the problem of employ elder workers will be progressing. Polish organizations should adopt well known standards of age management. Originality/value of the paper: Empirical researches results have special value for recognizing contemporary and future managerial challenges. Identification these important challenges, could help in formulating firm’s personal strategies.","PeriodicalId":103376,"journal":{"name":"Journal of Positive Management","volume":"2 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-09-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125911197","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The literature on the subject has includes numerous methods and tools which may be helpful in managing a university. Some of them are related to the aspect of balance [1]. This article presents a suggestion to use the idea of the BCG matrix in managing a university. Currently, the BCG matrix is widely used in shaping the production portfolio or the service portfolio. It indicates profitable products and services the surplus of which should be allocated for the development of unprofitable ones which may bring profit in the future. According to the author of the article, the idea of the BCG matrix could be transferred to the level of universities and used to assess faculties indicating the faculties which, due to high profitability, should be maintained and those which require rationalizing actions. The article also presents an example of using a model based on the idea of the BCG matrix in managing faculties at a university.
{"title":"USING THE IDEA OF THE BOSTON CONSULTING GROUP MATRIX IN MANAGING A UNIVERSITY","authors":"R. Ryńca","doi":"10.12775/JPM.2016.005","DOIUrl":"https://doi.org/10.12775/JPM.2016.005","url":null,"abstract":"The literature on the subject has includes numerous methods and tools which may be helpful in managing a university. Some of them are related to the aspect of balance [1]. This article presents a suggestion to use the idea of the BCG matrix in managing a university. Currently, the BCG matrix is widely used in shaping the production portfolio or the service portfolio. It indicates profitable products and services the surplus of which should be allocated for the development of unprofitable ones which may bring profit in the future. According to the author of the article, the idea of the BCG matrix could be transferred to the level of universities and used to assess faculties indicating the faculties which, due to high profitability, should be maintained and those which require rationalizing actions. The article also presents an example of using a model based on the idea of the BCG matrix in managing faculties at a university.","PeriodicalId":103376,"journal":{"name":"Journal of Positive Management","volume":"13 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-09-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114512853","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Brian C. van Es, Olav J.A.J.H. Houben, M. L. A. Nijeholt
Purpose: To explore whether the so-called social impact bonds (innovative fi nancing of social interventions) are a desirable and feasible alternative in combatting youth unemployment. Approach: Literature study and semi-structured interviews. Findings: Social impact bonds are an important addition to the existing employment measures. Limitations: Sole focus on the situation in the Netherlands; limited expertise. Value of the paper: The paper off ers an understanding of a new instrument that leads to fundamental changes in the way social issues are tackled. In relation to positive management, social impact bonds call upon the corporate social responsibility of private parties to invest in social interventions.
{"title":"SOCIAL IMPACT BONDS: AN INNOVATIVE WAY TO COMBAT YOUTH UNEMPLOYMENT","authors":"Brian C. van Es, Olav J.A.J.H. Houben, M. L. A. Nijeholt","doi":"10.12775/JPM.2016.003","DOIUrl":"https://doi.org/10.12775/JPM.2016.003","url":null,"abstract":"Purpose: To explore whether the so-called social impact bonds (innovative fi nancing of social interventions) are a desirable and feasible alternative in combatting youth unemployment. Approach: Literature study and semi-structured interviews. Findings: Social impact bonds are an important addition to the existing employment measures. Limitations: Sole focus on the situation in the Netherlands; limited expertise. Value of the paper: The paper off ers an understanding of a new instrument that leads to fundamental changes in the way social issues are tackled. In relation to positive management, social impact bonds call upon the corporate social responsibility of private parties to invest in social interventions.","PeriodicalId":103376,"journal":{"name":"Journal of Positive Management","volume":"49 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-09-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128268646","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
M. Rozkwitalska, B. Basińska, M. Chmielecki, S. Przytuła, Ł. Sułkowski
Purpose : Due to globalization and the global mobility of workforce, working in multicultural environments is a new challenge for employees and managers. The aim of the paper is to analyze the social interactions in multicultural environments of multinational corporations (MNCs) as well as to propose a model of intercultural social interactions in MNCs’ specific context. Design/methodology/approach : The grounded theory approach was applied to create a model of intercultural interactions in MNCs. The data was obtained during the qualitative research based on comparative case studies collected in 5 MNCs’ subsidiaries. Findings: The proposed model refers to the following concepts: 1) Lazarus’s transactional stress theory states that job demands may be assessed as hindrances or challenges. The specific job demands that affect intercultural interactions are multilingualism, cultural diversity, cross-cultural adjustment and team work. 2) Positive psychological capital and an individual’s acquired resources are in relation with intercultural interactions. 3) According to Bandura’s agentic perspective, individuals take an active role in shaping social interactions and work environment. 4) Being an agent relates to Spreitzer’s thriving concept that can serve as a mechanism of relations between the interactions undertaken due to MNCs’ specific job demands and their outcomes. Research limitations/implications: The qualitative methodology applied to the research does not allow for a broader generalization of the results. The outcomes of intercultural interactions depend mainly on how individuals assess their job demands in MNCs. Practical implications: Since the workplace in MNCs is abundant in learning opportunities, the managers of MNCs need to hire employees who exhibit needs for growth and development to boost thriving in their organizations. Additionally, these managers should search for employees with experience of multicultural settings and a signifi cant capacity of positive psychological capital, thanks to which they are likely to benefi t more from intercultural social interactions. More concern should be put on training the employees’ language skills since it may build their self-eff icacy in intercultural interactions. Originality/value: The proposed model focuses on social interactions in MNCs’ unique context. The empirical fi ndings were interpreted with regard to psychological and sociological theories and the Positive Organizational Scholarship lens.
{"title":"INTERCULTURAL INTERACTIONS AT MULTINATIONAL CORPORATIONS’ WORKPLACE: GROUNDED THEORY","authors":"M. Rozkwitalska, B. Basińska, M. Chmielecki, S. Przytuła, Ł. Sułkowski","doi":"10.12775/JPM.2016.001","DOIUrl":"https://doi.org/10.12775/JPM.2016.001","url":null,"abstract":"Purpose : Due to globalization and the global mobility of workforce, working in multicultural environments is a new challenge for employees and managers. The aim of the paper is to analyze the social interactions in multicultural environments of multinational corporations (MNCs) as well as to propose a model of intercultural social interactions in MNCs’ specific context. Design/methodology/approach : The grounded theory approach was applied to create a model of intercultural interactions in MNCs. The data was obtained during the qualitative research based on comparative case studies collected in 5 MNCs’ subsidiaries. Findings: The proposed model refers to the following concepts: 1) Lazarus’s transactional stress theory states that job demands may be assessed as hindrances or challenges. The specific job demands that affect intercultural interactions are multilingualism, cultural diversity, cross-cultural adjustment and team work. 2) Positive psychological capital and an individual’s acquired resources are in relation with intercultural interactions. 3) According to Bandura’s agentic perspective, individuals take an active role in shaping social interactions and work environment. 4) Being an agent relates to Spreitzer’s thriving concept that can serve as a mechanism of relations between the interactions undertaken due to MNCs’ specific job demands and their outcomes. Research limitations/implications: The qualitative methodology applied to the research does not allow for a broader generalization of the results. The outcomes of intercultural interactions depend mainly on how individuals assess their job demands in MNCs. Practical implications: Since the workplace in MNCs is abundant in learning opportunities, the managers of MNCs need to hire employees who exhibit needs for growth and development to boost thriving in their organizations. Additionally, these managers should search for employees with experience of multicultural settings and a signifi cant capacity of positive psychological capital, thanks to which they are likely to benefi t more from intercultural social interactions. More concern should be put on training the employees’ language skills since it may build their self-eff icacy in intercultural interactions. Originality/value: The proposed model focuses on social interactions in MNCs’ unique context. The empirical fi ndings were interpreted with regard to psychological and sociological theories and the Positive Organizational Scholarship lens.","PeriodicalId":103376,"journal":{"name":"Journal of Positive Management","volume":"27 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-09-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121656568","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Purpose: The analysis of the meaning of HPWS practices for employee and the identification of the positive human resource management practices essential for high performance work systems. Methodology: Literature review. Findings: Many research show that the HPWP implementation yields results in the form of increased productivity, increased in efficiency and benefits. There are many examples of the relationship between HPWS and various aspects of the functioning of the organization. In the debate on HPWS meaning for employee well-being there has been a polarization of opinions, some researchers have an enthusiastic attitude to the model, some are highly critical. Some aspects related to the system transformation decrease employee’s well-being and job satisfaction, some conversely, have a good effect on both dimensions. The effect is additionally conditioned by the status of the employee. Implications for practice: In order to boost the efficiency of the organization through HPWS, the system and the practice of HRM should be individually designed relevant to the company conditions in acceptable to the organization and feasible way, and then it should be implemented in accordance with the adopted assumptions.
{"title":"SHAPING HIGH-PERFORMANCE WORK SYSTEMS THROUGH HRM PRACTICES","authors":"Milena Gojny-Zbierowska","doi":"10.12775/JPM.2015.020","DOIUrl":"https://doi.org/10.12775/JPM.2015.020","url":null,"abstract":"Purpose: The analysis of the meaning of HPWS practices for employee and the identification of the positive human resource management practices essential for high performance work systems. Methodology: Literature review. Findings: Many research show that the HPWP implementation yields results in the form of increased productivity, increased in efficiency and benefits. There are many examples of the relationship between HPWS and various aspects of the functioning of the organization. In the debate on HPWS meaning for employee well-being there has been a polarization of opinions, some researchers have an enthusiastic attitude to the model, some are highly critical. Some aspects related to the system transformation decrease employee’s well-being and job satisfaction, some conversely, have a good effect on both dimensions. The effect is additionally conditioned by the status of the employee. Implications for practice: In order to boost the efficiency of the organization through HPWS, the system and the practice of HRM should be individually designed relevant to the company conditions in acceptable to the organization and feasible way, and then it should be implemented in accordance with the adopted assumptions.","PeriodicalId":103376,"journal":{"name":"Journal of Positive Management","volume":"82 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-04-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126167152","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Research purpose: The proposed qualitative research study seeks to answer the research question, “How best to define meaningfulness sensitivity in work?” Job design adaptation, which forms a foundation for finding meaningfulness in work, is a motivator that results in happier and more productive employees. Yet, not all employees find meaningfulness in work. Originality/value: This research is important and original because, in defining a new construct, companies can help meaningfulness-sensitive staff to design their jobs for maximum satisfaction and productivity while helping less sensitive staff to develop a more personal value in their work. In addition, this proposed research might provide insight into ways to address negative employee outcomes such as cynicism and high attrition. Methodology/approach: Researchers plan to use focus groups and interviews to collect data. Using an approach guided by the principles of grounded theory, data analysis will use several rounds of coding to define and develop the meaningfulness sensitivity construct, hopefully, identifying antecedents and personal characteristics of sensitive people as well. Implications/limitations: This research seeks to extend positive-management research and meaningfulness in work research to identify those most likely to benefit from these approaches to management and job design. The convenience sample from only white-collar workers and managers, one industry, and one country limits its generalizability. Further research: Compare and contrast different cultures to determine similarities and differences in individuals’ meaningfulness sensitivity in work. To address study limitations, the research will be transparent enough to support replication across any number of environments and levels of staff. Research purpose: The proposed qualitative research study seeks to answer the research question, “How best to define meaningfulness sensitivity in work?” Job design adaptation, which forms a foundation for finding meaningfulness in work, is a motivator that results in happier and more productive employees. Yet, not all employees find meaningfulness in work. Originality/value: This research is important and original because, in defining a new construct, companies can help meaningfulness-sensitive staff to design their jobs for maximum satisfaction and productivity while helping less sensitive staff to develop a more personal value in their work. In addition, this proposed research might provide insight into ways to address negative employee outcomes such as cynicism and high attrition. Methodology/approach: Researchers plan to use focus groups and interviews to collect data. Using an approach guided by the principles of grounded theory, data analysis will use several rounds of coding to define and develop the meaningfulness sensitivity construct, hopefully, identifying antecedents and personal characteristics of sensitive people as well. Implications/limitations: This research seeks to
{"title":"Exploring Meaningfulness in Work : Why Sensitivity Matters","authors":"D. Morrow, Sue A. Conger","doi":"10.12775/JPM.2015.018","DOIUrl":"https://doi.org/10.12775/JPM.2015.018","url":null,"abstract":"Research purpose: The proposed qualitative research study seeks to answer the research question, “How best to define meaningfulness sensitivity in work?” Job design adaptation, which forms a foundation for finding meaningfulness in work, is a motivator that results in happier and more productive employees. Yet, not all employees find meaningfulness in work. Originality/value: This research is important and original because, in defining a new construct, companies can help meaningfulness-sensitive staff to design their jobs for maximum satisfaction and productivity while helping less sensitive staff to develop a more personal value in their work. In addition, this proposed research might provide insight into ways to address negative employee outcomes such as cynicism and high attrition. Methodology/approach: Researchers plan to use focus groups and interviews to collect data. Using an approach guided by the principles of grounded theory, data analysis will use several rounds of coding to define and develop the meaningfulness sensitivity construct, hopefully, identifying antecedents and personal characteristics of sensitive people as well. Implications/limitations: This research seeks to extend positive-management research and meaningfulness in work research to identify those most likely to benefit from these approaches to management and job design. The convenience sample from only white-collar workers and managers, one industry, and one country limits its generalizability. Further research: Compare and contrast different cultures to determine similarities and differences in individuals’ meaningfulness sensitivity in work. To address study limitations, the research will be transparent enough to support replication across any number of environments and levels of staff. Research purpose: The proposed qualitative research study seeks to answer the research question, “How best to define meaningfulness sensitivity in work?” Job design adaptation, which forms a foundation for finding meaningfulness in work, is a motivator that results in happier and more productive employees. Yet, not all employees find meaningfulness in work. Originality/value: This research is important and original because, in defining a new construct, companies can help meaningfulness-sensitive staff to design their jobs for maximum satisfaction and productivity while helping less sensitive staff to develop a more personal value in their work. In addition, this proposed research might provide insight into ways to address negative employee outcomes such as cynicism and high attrition. Methodology/approach: Researchers plan to use focus groups and interviews to collect data. Using an approach guided by the principles of grounded theory, data analysis will use several rounds of coding to define and develop the meaningfulness sensitivity construct, hopefully, identifying antecedents and personal characteristics of sensitive people as well. Implications/limitations: This research seeks to","PeriodicalId":103376,"journal":{"name":"Journal of Positive Management","volume":"PP 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-04-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126685131","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The paper presents the results of the study on the importance of open organisational culture as an element of positive potential of an enterprise in a crisis situation. The aim of the study was to demonstrate the link between the open organisational culture as part of the organisation’s positive potential and the kind of crisis occurring in the enterprise. To achieve the research objective, the results of the pilot study carried out in 2015 among enterprises in different types of crisis were used. The results show that building the open organisational culture which is part of the positive potential of the organisation is one of the key elements of entrepreneurial activity. In the light of the results obtained, it can be said that modern enterprises need to deal with various problems generated by their dynamically changing environment. In such situations, it is important to make certain changes in organisational culture while taking remedial (anti-crisis) action.
{"title":"CULTURE OPENNESS AS AN ELEMENT OF POSITIVE POTENTIAL OF ENTERPRISES IN A CRIRIS SITUATION","authors":"K. Szymanska, A. Walecka","doi":"10.12775/JPM.2015.022","DOIUrl":"https://doi.org/10.12775/JPM.2015.022","url":null,"abstract":"The paper presents the results of the study on the importance of open organisational culture as an element of positive potential of an enterprise in a crisis situation. The aim of the study was to demonstrate the link between the open organisational culture as part of the organisation’s positive potential and the kind of crisis occurring in the enterprise. To achieve the research objective, the results of the pilot study carried out in 2015 among enterprises in different types of crisis were used. The results show that building the open organisational culture which is part of the positive potential of the organisation is one of the key elements of entrepreneurial activity. In the light of the results obtained, it can be said that modern enterprises need to deal with various problems generated by their dynamically changing environment. In such situations, it is important to make certain changes in organisational culture while taking remedial (anti-crisis) action.","PeriodicalId":103376,"journal":{"name":"Journal of Positive Management","volume":"138 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-04-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115101203","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The purpose of this study is to investigate the impact of level of trust upon employee commitment. Two types of organisational trust was taken under consideration: impersonal- vertical and horizontal commitment as well as four types of organisational commitment: affective, normative, continuance benefit-based and fear-based and professional commitment: affective, normative and continuance. Also influence of trust propensity upon the level of particular types of organizational trust was tested. The survey was conducted in Poland on randomly selected 501 employees. Structural equation models were estimated confirming hypothesized relationships and explaining the substantial amount of variance of commitment measures. Research results allowed for verifying the model presenting relationships between organisational trust and commitment.
{"title":"INTERPERSONAL TRUST AT WORK AND ORGANISATIONAL AND PROFESSIONAL COMMITMENT INTERDEPENDENCY MODEL","authors":"D. Lewicka","doi":"10.12775/JPM.2015.017","DOIUrl":"https://doi.org/10.12775/JPM.2015.017","url":null,"abstract":"The purpose of this study is to investigate the impact of level of trust upon employee commitment. Two types of organisational trust was taken under consideration: impersonal- vertical and horizontal commitment as well as four types of organisational commitment: affective, normative, continuance benefit-based and fear-based and professional commitment: affective, normative and continuance. Also influence of trust propensity upon the level of particular types of organizational trust was tested. The survey was conducted in Poland on randomly selected 501 employees. Structural equation models were estimated confirming hypothesized relationships and explaining the substantial amount of variance of commitment measures. Research results allowed for verifying the model presenting relationships between organisational trust and commitment.","PeriodicalId":103376,"journal":{"name":"Journal of Positive Management","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-04-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121508475","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The aim of the paper is to present the method of management by objectives in measuring effectiveness of teams. The main elements of this method – goals and tasks – were used to measure teams’ work on the same project. The quantitative measurers of goals and tasks let assess an effectiveness of teams and compare teams to one another. The methodology of the research was an experiment conducted with on-line management tools named goaler® and tasker® based on the system of organizational terms. This theoretical foundation represent system and positivist approach to management. However, this approach was developed in the mix research method. This paper contains quantitative results and conclusions about effectiveness of teams. For this purpose following measurers were used: numbers of goals and tasks in each group, numbers of actions taken by team managers, duration of teamwork, number of goals and tasks editions. Despite the fact that the method of management by objectives is thoroughly described and parameterized, human contribution in the application of the method in practice appeared still crucial. However, the originality of this paper comes from implementing online management tools which are based on the system of organizational terms and using them to measure human behavior.
{"title":"MANAGEMENT BY OBJECTIVES AS A METHOD OF MEASURING TEAMS' EFFECTIVENESS","authors":"Kinga Hoffmann-Burdzińska, Olaf Flak","doi":"10.12775/JPM.2015.016","DOIUrl":"https://doi.org/10.12775/JPM.2015.016","url":null,"abstract":"The aim of the paper is to present the method of management by objectives in measuring effectiveness of teams. The main elements of this method – goals and tasks – were used to measure teams’ work on the same project. The quantitative measurers of goals and tasks let assess an effectiveness of teams and compare teams to one another. The methodology of the research was an experiment conducted with on-line management tools named goaler® and tasker® based on the system of organizational terms. This theoretical foundation represent system and positivist approach to management. However, this approach was developed in the mix research method. This paper contains quantitative results and conclusions about effectiveness of teams. For this purpose following measurers were used: numbers of goals and tasks in each group, numbers of actions taken by team managers, duration of teamwork, number of goals and tasks editions. Despite the fact that the method of management by objectives is thoroughly described and parameterized, human contribution in the application of the method in practice appeared still crucial. However, the originality of this paper comes from implementing online management tools which are based on the system of organizational terms and using them to measure human behavior.","PeriodicalId":103376,"journal":{"name":"Journal of Positive Management","volume":"6 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-04-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129333460","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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