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The Impact of Trust on Entrepreneurship in Poland
Get PDFIn the global rankings of generalized trust, Poland occupies a lowly position. Only 1/3 of Poles have a strong trust in strangers and roughly the same number believe that trust in business generally pays off. At the same time, only half of them believe that a market economy based on private enterprise is the best economic system for the country. According to the literature review a major factor in the development of entrepreneurship is trust in other economic actors. The aim of the article is to present the relation between trust and entrepreneurial activities in Poland. In this paper the hypothesis was adopted that the level of trust in the public sphere, especially in business relations in Poland, had an impact on the intensity of entrepreneurial activities. The analysed period comprises the years from 2002 to 2016. The article presents changes in the potential for social trust, including trust in business. Indicators of confidence include the percentage of people that have trust in different actors in Poland. A further part of the paper is devoted to the phenomenon of entrepreneurship in Poland. Among the indicators of entrepreneurship are the number of newly registered and deregistered entities, and entities that are new or deregistered from the REGON register per 10 thousand of population. Moreover, the innovation activity of enterprises in Poland has been described. At the end, relations between trust and entrepreneurial activities in Poland were examined. The data was analysed statistically with Pearson’s correlation coefficients. The analysis of confidence and entrepreneurship is based mainly on the data published by the Polish Central Statistical Office and Public Opinion Research Centre
Employee Direct Participation in Organizational Change Process – Pilot Study Report
Get PDFOrganizational changes are the most sustained and inseparable elements of
contemporary organizations. They produce positive results when all employees
are engaged. Employee direct participation is one of the most effective ways
to involve members of the organization in changes. The author has developed
a model of employee participation in a cycle of the organizational change
process. Its empirical verification and presentation of the results of the study
is the aim of this paper. The research was conducted by means of a direct
questionnaire and involved 197 respondents from the organizations located
in Pomeranian Voivodeship
Dynamic capabilities and network benefits
Get PDFThe number of publicly funded initiatives to establish or strengthen networks and clusters, in order to enhance innovation, has been increasing. Returns on such investments vary, and the aim of this study is to explore to what extent the variation in benefits for firms participating in networks or clusters can be explained by their dynamic capabilities (DC). Based on survey data from five Norwegian networks, the results suggest that firms with higher DC are more successful in harvesting the potential benefits of being member of a network
Creating Intangible Value through a Corporate Employee Portal
Get PDFOrganizations create competitive advantage by creating more economic value than their rivals. Increasing business competition and information technology development have both led to huge corporate organizational changes and have raised the importance of intangible assets along the value chain. Value creation and the success of organizations increasingly depends on the leverage of knowledge available internally, as nowadays it has become essential to understand employee portals’ business value and to build adequate change management programmes. The Balanced Scorecard (BSC) and Strategy Map (SM) show an organization’s objectives, how they are achieved, and the link between the goals of the various sub-units and how these act together to produce the overall results. BSC and SM clarify how intangible assets are aligned with strategy, to create value for the organization. However, the concerns related to change management seem not to have been properly addressed. To conveniently deal with these matters, the authors propose a framework to map the cause-effect relationships that generates business value, as well as provides top management and decision makers with the information needed for a suitable top-down commitment and sponsorship, which is essential to bring about the appropriate change management and benefits’ realization. SM and Benefits Dependency Network (BDN) were combined, resulting in a suitable framework to help organizations enhance their knowledge, mitigating the risk of investment failure or misuse, and a timely contribution to capture more value from investments in intangible assets. The developed framework helps organizations address their concerns related to value creation and change management, and it has been applied to this Employee Portal case study. This case study allows us to conclude that, although the promotion of organizational culture and corporate alignment are not usually frequent goals of organizations, and do not motivate investments in the development of employee portals, they are generally recognised as being essential tools for decision-making and value creation
The Role of CSR in Corporate Social Capital Creation
Get PDFThe paper explores the relationship between social capital, corporate social
capital and corporate social responsibility and trust in business. The aim of
the paper is to highlight the role of the CSR concept in the corporate social
capital creation process. The authors started with the review of the social
capital concept – its essence, development, and characteristics. Further, the
analysis of the business adaptation of the social capital concept was conducted.
Finally, the corporate social responsibility concept was presented and its role
from the perspective of trust and wider, corporate social capital creation, was
discussed. It is concluded that actual implementation of the CSR concept can
raise the trust to the business organization and create its social capital
Activities of Trade Unions in Companies Owned by the State Treasury as a Source of Organizational Pathologies
Get PDFThe following paper presents areas of trade unions activities in companies
owned by the State Treasury, which may be a source of organizational
pathologies. The author analyses the structure, privileges, and rights of trade
unions in Poland. The functioning of trade unions in companies owned by the
State Treasury is subject to deeper analysis. Indications have been identified
in this area that the number of trade unions in companies owned by the
State Treasury is significantly higher than in private companies, especially
service ones. An important part of this paper is the analysis of specific trade
unions activities leading to the development of organizational pathologies in
companies owned by the State Treasury
Career Shaping of a Talented Employee
Get PDFContemporary career is perceived more like an individual’s property, as
opposed to the traditional understanding of an organization property or
profession. The principal responsibility for its shape and conduct is taken
over by an employee. It is interpreted primarily in a personal, subjective
way. Career paths are created in time, space, which will be recognized by
an individual as beneficial. Also, the career direction and the interpretation
of its success have an individual dimension. This observation is particularly
relevant for talented individuals who have a disproportionate impact on the
organization performance. If they leave the organization, it poses a serious
threat to its functioning and development. Talent management is interpreted
primarily taking into account the organizational aspect. It is, therefore,
important to build employees’ relationships with the organization, which
requires both strategic and individual perspective
Measuring the Social Impact of Infrastructure Projects: The Case of Gdańsk International Fair Co.
Get PDFEfficient infrastructure is a prerequisite of, and critical to, development. Only some projects generate a positive rate of return, but all of them should generate positive non-economic impacts and contribute social gains. Social impact is considered as a consequence or effect of decisions or interventions which lead to development. It can also be considered as a social consequence of development. The main problem of social costs and benefits is that the impact is difficult to predict and quantify and can be taken into account differently by authorities, decision makers and project developers. The main purpose of the paper is to identify and demonstrate a concept of the social impact of infrastructure projects. The principal methods used are a review of existing social science literature and surveys based on focus group interviews, devoted stakeholders of infrastructure projects, and their involvement at different stages of the project. The expected result is a set of outputs and outcomes which demonstrates social impacts (costs and benefits) related to stakeholders’ groups of the analyzed project
The Role of Knowledge Workers in Creating Innovative Solutions in Modern Company
Get PDFIn this article, the author selected a topic related to the problems that businesses
face. This is the result of permanent changes that occur in the surrounding
environment. Taking into account the nature of these turbulences and all
the determinants of the modern economy, the author states that in the 21st
century the success of companies relies heavily on intangible resources (e.g.,
knowledge) and the potential of staff. Therefore, the purpose of this article is
to define the role of knowledge workers in creating innovative solutions for
their companies. For this purpose, the author described: contemporary market
determinants and characterized the skills and competence of knowledge
workers. In addition, the author presented part of the results of the study
conducted in 2016, which covered 100 medium–sized enterprises from the
Małopolskie Voivodship. Of course, during the research process, the biggest
problem was identifying knowledge workers (special criteria were needed
to identify them). However, by analyzing the situation in other countries in
Europe, we can say that the positive influence of these people on creating new
solutions or improving the quality of already existing products or services
is unquestionable. This is why it is important to create this group of people
optimal working conditions to make the most of their potential
Information and Knowledge Network Analysis in an Organization
Get PDFThe article presents a selected organization from the perspective of its network
of relations and ties. The main networks to be analyzed are the information
network and the knowledge network, which constitute core elements of every
organization’s operations. The article comprises theoretical considerations of
information and knowledge as key intangible resources as well as information
and knowledge networks. The research was based on a single case study
in which the authors used the basic network measure, namely total degree
centrality. Centralities are among the most popular measures which allow us
to determine the prominences of network actors. Each network determines a
different network of relations, such as: receiving and giving information and
joint problem-solving, awareness of the knowledge and skills of other network
actors as a necessary requirement for information and knowledge flow in an
organization