Search

Purpose: We aimed to understand how integrating lean principles with human factors can contribute to a more productive, satisfied, and motivated workforce. Additionally, the paper investigated the roles of employee empowerment, continuous improvement, and organizational support in creating a human-centered lean manufacturing environment. Design/methodology/approach: The authors conducted a detailed analysis of the literature. This theoretical analysis enabled to preparation of a comprehensive and detailed examination using a survey questionnaire, providing in-depth insights into the research statements. This data was extended due to the participant observation which allowed to immerse in the day-to-day activities of the workers. Findings: Lean Manufacturing positively impacted the humanization of work, with effective team cooperation and communication boosting productivity. However, some employees felt excluded from joint decision-making and feedback processes, which could harm motivation and organizational effectiveness. Enhancing training opportunities could help employees better adapt their skills to their tasks. Research limitations/implications: The limitation of the research is the pilot study which was conducted among 15 respondents from one company. In the future, it is planned to extend it to other production companies. Originality/value: The paper makes a contribution to the field by linking Lean Manufacturing and human aspects in a Polish work environment. Instead of exploring the traditional benefits of Lean Manufacturing in enhancing operational efficiency and reducing waste, we focused on its impact on the workforce, workplace culture, and employee engagement. [ABSTRACT FROM AUTHOR]

Purpose: In today’s world many companies fell the need to move especially their leaders from traditional leadership into a more person cantered approach, which is clearly defined by Social Psychology of Risk. The pioneering methodology was invented to support personhood, care for ethics and promote an appropriate culture of an organization. The following article explains the fundamentals of Social Psychology of Risk, as well as underlines its definitions about leadership. Material shows original aspects of understanding some of the most important roles humans might take upon themselves not only as leaders, but also as employes in any organization or field of work. Design/methodology/approach: The paper uses the desk research method of analysis. Findings: Today’s leadership. Social implications: Many aspire to be great leaders; however, not many are on the pathway of receiving value adding answers regarding the matter. Originality/value: The article is an original approach to understand some of the most efficient ways to create a great leadership, mostly submerged in the fundamentals of Social Psychology of Risk and that all being explained while using a Newton’s cradle and a “jar of time”. [ABSTRACT FROM AUTHOR]

Purpose: The aim of this article is to indicate to what extent an organization hiring new employees is able to prepare an individualized, inclusive onboarding process for a diverse workforce; to what extent is it necessary, and to what extent is it possible, so that each new employee efficiently find themselves in the new workplace, but also has the feeling that the organization wants to use their potential and talents. Design/methodology/approach: The objectives are achieved by the analysis of existing scientific literature and research. The theoretical scope is to discuss the possibilities of introducing organizational culture efficiently during the process of onboarding and still make the process inclusive. Findings: It was found that to make the newcomer become truly included in the organization and connected to its social life it is necessary for the organization to pay attention to all four phases and prepare practical solutions to: compliance, clarity, culture and then connection. Practical implications: The implications for business comprise two ideas how to prepare inclusive onboarding in the organisations. Originality/value: The paper is addressed to HR specialists (practitioners) and also to researchers to check in practice the proposed approach. [ABSTRACT FROM AUTHOR]

Purpose: The purposes of the article are to present the impact of behavioral factors on the creating in company innovation culture, showing the cause and effect relationship between the enterprise's environment and the development of the pro-innovation attitude of its employees. Design/methodology/approach: Desk research and statistical methods were used to prepare the article. As a result of the analysis of sources, it was found that the issues of creating an innovative organizational culture and behavioral aspects of innovation are usually limited to research on innovative work behavior (IWB), when the basis for pro-innovative behavior of employees in the company are behavioral patterns, social values and priorities created by the external environment. The use of statistical methods allowed to confirm this thesis. Findings: During the research, it was found that the innovative culture of enterprises is determined by behavioral models created under the influence of factors in the external environment, primarily the development of civil society, the level of democracy, freedom and equality under the law. Under the influence of these factors, social values, behavioral patterns, culture and attitudes of society members are shaped, which are the basis for creating an innovative culture in enterprises. Originality/value: Research results show that innovative culture is a derivative of the level of development of society. Behavioral models created by society constitute the "core" of employee behavior in an enterprise. At the company level, the elements of innovative culture correct behavioral models in accordance with the adopted development philosophy. Based on the use of A.Ellis' ABC model, it was proven that the key areas of innovative culture include managing employees' emotions, because their behaviors are a reaction not to events, but to their interpretations. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of the research described in this article was to identify the types of GRI (Global Reporting Initiative) indicators applied in the social area by companies declaring the implementation of the concept of Industry 4.0 with relation to companies listed on the WIG ESG index. Design/methodology/approach: For the purpose of analysing the reports on the companies chosen for research, the content analysis method was applied. Findings: All the companies analysed file reports in accordance with the GRI indicators, while their identification and level of detail are differentiated. The implementation of the Industry 4.0 concept by enterprises is based on strategies and leadership, as well as culture and organizational structure, digital integration, security, management, labour force, as well as products and services. Research limitations/implications: only WIG ESG index companies, only Poland company, only public reports and website. Future research: the relation between Industry 5.0 and the GRI indicators. Originality/value: Until now, there has been such detailed analysis conducted on companies listed on the WIG ESG index that indicates the element of reporting of social GRI on the part of companies declaring the implementation of the concept of Industry 4.0. [ABSTRACT FROM AUTHOR]

Purpose: The aim of the research presented in the article was to determine the dominant type of organizational culture in healthcare entities in Poland and to indicate the differences between the current and the desired cultural profile of these organizations. Design/methodology/approach: In order to diagnose the organizational culture of healthcare entities, the competing values model developed by Kim S. Cameron and Robert E. Quinn was used. The OCAI (Organizational Culture Assessment Instrument) questionnaire was used in the research. Findings: Based on the results of research conducted in 2023 on a sample of 85 healthcare entities (responses were obtained from 372 respondents - employees and management staff of healthcare entities) we identified a gap between the current and desired cultural profiles of these organizations. Research limitations/implications: Research limitations are primarily related to the use of the competing values model in the study of the organizational culture of public organizations. For this reason, there is a noticeable need to develop a tool dedicated to entities operating in the public sphere, taking into account their specificity. Practical implications: Understanding cultural processes and identifying the existing and expected organizational culture is of great importance for improving management processes and is very useful for the process of implementing changes and introducing innovations. Originality/value: The article presents original research results. They constitute important information for management staff who want to take action to develop an optimal organizational culture for the organization. [ABSTRACT FROM AUTHOR]

Purpose: The research focused on the cultural factors that condition the implementation of Industry 4.0/5.0 solutions. Design/methodology/approach: The research was conducted among those responsible for strategic decision-making in organizations. Data were obtained using the key informant technique. The research subject was small and medium-sized manufacturing enterprises based in Poland. The research yielded a total of 171 correctly completed questionnaires. Quantitative methods were used in the research. The research procedure adopted involved conducting a survey and contacting entrepreneurs using the CASI (Computer-Assisted Self-administered Interviewing) technique, with support from the CATI (Computer Assisted Telephone Interview) technique. A tool diagnosing the existing cultural profile, including three dimensions: power distance, level of collectivism and tolerance of uncertainty, was used to conduct the research. Findings: It was shown that from the perspective of implementing Industry 4.0/5.0, organizations are culturally ready for its adoption. The organizations studied are characterized by a relatively small distance to power, and in other dimensions, the features of a creative culture prevail. The way of assessing results, work-life balance, motivational systems, or attachment to formal procedures, are just a few examples of areas requiring further managerial work and a potential source of organizational resistance. The cultural perspectives of implementing Industry 4.0/5.0 are positive. Research limitations/implications: The main limitations are the relatively small research sample (171 enterprises) and the static nature of the research, which only allows the organization to be captured from the perspective of a photograph. Originality/value: The article deepens understanding of the cultural determinants of Industry 4.0/5.0 implementation. The study also showed the main areas in need of support, especially in the areas of work-life balance, attachment to formal procedures and acceptance of existing standards. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to investigate the nuances of organizational culture and its influence on employee involvement within national and multinational companies. Utilizing established frameworks in organizational behavior and culture, the research explores dimensions such as empowerment, team orientation, and capability development. Design/methodology/approach: Drawing from Cameron and Quinn's Competing Values Framework (2006) and Denison's model (1990), the study employs statistical analysis to compare mean "Involvement" scores between national and multinational companies. Subsequent analysis delves into the traits of empowerment, team orientation, and capability development. ANOVA is utilized to scrutinize variations in Team Orientation and Capability Development, considering leadership and cultural context. Findings: Multinational companies exhibit lower mean involvement scores, particularly emphasizing team orientation with slightly higher capability development. ANOVA identifies significant differences in Team Orientation, highlighting leadership's role. Borderline significance in Capability Development warrants further exploration. Research limitations/implications: The study's scope is limited to national and multinational companies, potentially overlooking nuances in smaller organizations or across diverse industries. Longitudinal studies could provide deeper insights into the evolving nature of organizational culture and involvement. Practical implications: Tailored interventions are recommended for multinational companies, emphasizing team collaboration and capability development. National companies are advised to address variability in empowerment perceptions for a more consistent organizational culture. Social implications: Fostering a culture of involvement not only enhances organizational effectiveness but also contributes to employee well-being and satisfaction, ultimately benefiting society by promoting healthier work environments. Originality/value: This study contributes to the understanding of how organizational culture influences employee involvement across different types of companies, offering insights for practitioners to foster more engaged and effective workplaces. Additionally, it underscores the importance of considering cultural context and leadership in shaping organizational dynamics. [ABSTRACT FROM AUTHOR]

Purpose: The main purpose of the article is to analyze accident rates and the ocean of correlation of accident events in the period 2022-2023, as well as to identify relationships affecting changes in the number of accident events. Design/methodology/approach: The research methods used in the article were quantitative methods, which included empirical surveys and qualitative methods including conducting interviews/questionnaires with representatives of the surveyed companies. An additional approach to the research referred to the statistical data. Findings: The considerations presented in the publication made it possible to analyze the accident rates for the surveyed 25 companies in the logistics industry, statistical data in correlation with both the level of employment and the measures taken that are aimed at the complete elimination of accidents at work. The article seeks to analyze in detail the correlations that occur in the surveyed enterprises in relation to the decreases in accident rates, which were evident in the whole set at 52.98%, with a slight decrease in employment determined for the total at 2.443%. Thus, new courses of action were verified and established, through which companies will eliminate accidental events, affecting the provision of very safe working conditions. Originality/value: The carried out assessment of accident rates in the surveyed companies as well as on the basis of statistical research indicates minimization and strives for complete elimination of accident events in the logistics sector. The main influence on this is the raising of awareness by employees as well as the continuous spreading of safety culture through the implementation of new technical, organizational, analytical or management solutions. The focus on the development, implementation and maintenance of safety management at the highest level, as well as its continuous improvement, significantly affects the decrease in accident rates, which should continue to be maintained and introduced in the logistics industry, but also in other branches of the economy. [ABSTRACT FROM AUTHOR]

Purpose: The goal is to understand how organizations adapt to the requirements of digitalization and what actions they take to remain competitive in a dynamically changing environment. Design/methodology/approach: The study is based on an analysis of data collected through a survey conducted in April and May 2023 among 303 respondents. Findings: An organization's agile practices in the e-commerce development process are closely related and mutually supportive. Strong correlations between different practices indicate that success in e-commerce depends on a comprehensive and integrated approach to the use of digital technologies, which enables organizations to respond effectively to changing market conditions and customer needs. Research limitations/implications: Limitations of the study include the potential lack of representativeness of the research sample, the reliance on self-assessment data, and the lack of long-term data. Further research may focus on expanding the research sample, conducting long-term studies, and exploring success factors in the implementation of agility. Practical implications: The article offers recommendations for companies on how to develop organizational culture, invest in training, adopt new technologies, and increase operational agility through agile practices to improve competitiveness and resilience in the digital age. Social implications: The importance of fostering a culture of continuous learning and innovation in organisations is highlighted, which can contribute to economic growth and job creation in the digital economy. Originality/value: The article stands out for its comprehensive analysis of agile practices in the context of digitalization, combining a literature review with empirical research. Practical recommendations provide valuable guidance for companies seeking to effectively transform the challenges of digital transformation. [ABSTRACT FROM AUTHOR]

Purpose: The article deals with the analysis of the use of information technology (IT), and its effects on organizational culture and management within the banking sector, with a particular emphasis on First City Monument Bank in Nigeria. Today, information technology plays a part that is becoming increasingly significant in organizations, especially in their mode of operation, and structure. The study focuses on the impact that information technology has on the structure of organizations and how that impact affects cultural perspectives, values, hierarchies, and norms. A method of research that forms the basis for analyzing the effects of information technology on organizations has been developed on the basis of a framework for the analysis that is composed of four areas in which IT was used. Design/methodology/approach: A method of research that forms the basis for analyzing the effects of information technology on organizations has been developed on the basis of a framework for analysis that is composed of four areas in which IT was used. The study adopted the models of: Technology Acceptance Model (TAM), According to the Trade-Off Matrix (TAM), a system's Perceived Usefulness (PU) is the extent to which an individual think that using that system, improves his or her job performance, while its Perceived Ease of Use (PEOU) is the extent to which an individual thinks that using that system requires no effort on his or her part (Davis, 1989). Technology-Organization-Environment (TOE) framework, according to their logic, these three factors must be taken into account in any decision regarding the adoption and implementation of technological innovations within an organization. Formal and informal approaches, linking structures, communication processes, scale, and wiggle room are all mentioned as components of the organizational context. Findings: The study gives the recommendations that due to globalization, no financial institution can afford to ignore the importance of customer satisfaction, a productive workplace enabled by information and communication technology (ICT), and keeping up with the competition. Commercial banks could miss out on these advantages if workers resist the change. In order to achieve a positive effect of information technology on organizational culture and help foster a culture of learning, some suggestions have been elaborated. The recommendations are grounded in research and real-world examples. Research limitations/implications: The research limitations are due to a banking sector in Nigeria, which is known for its cumbersome bureaucracy and lengthy decision-making processes. This issue made it more difficult to collect appropriate set of data in a timely manner. Another limitation is insufficient prior research studies on the selected topic. This limitation prevented the authors from citing previous research studies, which would have provided a solid foundation for the literature review of this study and would have been helpful in laying the groundwork for an understanding of the underlying research topic that was addressed. Practical implications: The undertaken analysis enabled to formulate recommendations that FCMB needs to establish more regional IT hubs to decentralize its operations. That helps in improving network efficiency and relieve load on their primary server, resulting in fewer system link disruptions typical of banking operations. FCMB needs to find ways to make their online services more available to the general public. Because of this, concerns and feedbacks regarding electronic banking services from customers could be addressed. Originality/value: The value of the research is the identified elements concerning the significance of electronic commerce in light of the fact that the globe as a whole is embracing e-commerce interfaces of all kinds in commercial establishments of all sizes brought about by globalization. Not only banks are crucial in commercial activities, but also as key players in the development of new jobs in Nigeria, and as a result they play such an important role in the national economy. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to determine the areas of influence of the neurodiversity concept on the management of organizations in Poland. Design/methodology/approach: We evaluated the above-mentioned areas on the basis of a qualitative analysis of the content of the expert panel entitled "Neurodiversity in management" which took place during the 15th International Scientific Conference "Knowledge - Economy - Society" CMQ2023 - May 25, 2023 at the Cracow University of Economics. Findings: Having studied the opinions of experts, we found that the concept of neurodiversity may influence the following areas in the management of Polish organizations: talent management, recruitment and selection methods, sensory accessibility, inclusive organizational culture and training policy, support for professional activation and career counseling. Research limitations/implications: The limitation of the conducted research is the number of experts who took part in the discussion. It needs to be emphasized that due to the assumptions of the qualitative study, the selection of experts was guided by the criterion of knowledge of autism issues and the diversity of experiences in cooperation with neurodivergent people. Practical implications: The practical rationale for undertaking research in this area is the five times lower employment rate of neurodiverse people in Poland compared to the average for the European Union. Taking into account the experts opinions about mentioned issues allows for institutional and organizational solutions to be prepared thus to increase the employment of these people. Conducted panel, in which the academic community participated, contributes to raising awareness of neurodiversity and may be the basis for further research. Furthermore, the findings are relevant to managers since they suggest the use of effective strategies that could design solutions tailored to the needs of neurodivergent people and thus increase their employment. Originality/value: This article organizes the existing knowledge about neurodiversity and specifies the areas in the organization's activities that may be particularly influenced by it. Findings from this study may be of interest to various groups, including neurodiverse people, organizations, state institutions and other researches. [ABSTRACT FROM AUTHOR]

Purpose: The aim of the article focuses on identifying the ways in which companies respond to the requirements of digitalization and what actions they take to maintain their competitiveness. Design/methodology/approach: The article presents the results of research conducted in April and May 2023 on a research sample of 303 respondents, aimed at understanding the adaptation of organizations to the challenges of digitalization through agile practices. Findings: The findings underscore the importance of fostering organizational culture that promotes adaptation and continuous learning, investing in digital skills training, embracing new technologies, and enhancing operational flexibility through agile practices. Research limitations/implications: Limitations include the potential lack of representativeness in the research sample, reliance on self-reported data, and the absence of longitudinal data. Future research could focus on expanding the sample size, conducting longitudinal studies, and exploring success factors in agile implementation. Practical implications: Practical implications include recommendations for companies to focus on developing organizational culture, investing in digital skills training, adopting new technologies, and enhancing operational flexibility through agile practices to improve competitiveness and resilience in the digital era. Social implications: Social implications involve fostering a culture of continuous learning and innovation within organizations, which can contribute to economic growth and job creation in the digital economy. Originality/value: This article's originality comes from its thorough analysis of agile practices within digitalization, combining literature and empirical research to offer practical advice for companies facing digital transformation challenges. [ABSTRACT FROM AUTHOR]