Decision Games as an Element of Managerial Improvement in Crisis Management

In order to ensure effective counteraction to contemporary security threats, maximum limitation of human losses, property and natural environment losses, a multi-level and multi-element system of crisis management has been organized in Poland, covering all levels of government and local government administration as well as specialist services, guards, separate inspections and non-governmental organisations. The effectiveness of this system, most of whose participants are not full-time employees, depends, among other things, on proper training and preparation of managerial staff. One of the most important contemporary methods of training and improvement of managerial staff is the method of “decision games”, which should be aimed at training the managers of crisis management systems in solving complex problems and shaping intellectual features that affect the efficiency of action and creative thinking of decision-makers, especially during the search for rational solutions to problems, in conditions of difficult to determine risk. This method has many advantages, including the possibility of implementing theoretical knowledge about crisis management into practical solutions, practising in conditions which decision-makers may encounter in reality, the coverage of practically the whole area of decision-making in crisis management, or the implementation of the acquired knowledge and skills into practical actions but on “paper” in conditions free from the risk of human losses or property or natural environment losses due to wrong decisions.

Nexus between relationship marketing and export performance of readymade garments exporting firms

he aim of this study to find out the impact of relationship marketing on export performance in readymade garments exporting firms of Pakistan. There is also the aim to find the mediating impact of trust between the relationship of relationship marketing and export performance. The present study aims to fill the existing gap in the literature which has been neglected in the previous studies. Data was collected from the managerial staff of readymade garments exporting firms and apply multiple linear regression. After the analysis of collected data, it was found that all the components of relationship marketing used in the study have positive and significant impact on export performance. It was also found that trust partially mediated the relationship of relationship marketing and export performance. At the end researchers recommended that this model can be used with more mediators and enhancing the sample size. It was also recommended to the management of exporting firms that they should more emphasize on trust to improve its export performance to different countries.

Socio-professional Features and Personal Value Systems as Factors Shaping Management Styles of Managers of Polish Cultural Institutions

In the discussion on cultural institutions in Poland, the role of values in creating their internal organizational culture is often emphasized. Among other things, questions are asked about the type of leadership that should be exercised and the values of the "ideal" "culture manager". However, reports from research studies exploring these issues are not numerous. The overall picture of the managerial staff of the aforementioned institutions also seems incomplete. This is a gap in knowledge about people institutionally organizing the cultural life of Poles.

Valorization of the competences of management staff in general educational institutions in the development of the professionalization path

This article elucidates the competencies of managers in the development of the path of continuous professionalization from the perspective of various development strategies. The concept of competence and its specific types of managerial activity at the level of educational institution, the characteristics and forms of organization of the managerial staff professionalization based on competencies were analyzed.

GENESIS AND DEVELOPMENT OF TRAINING AND IMPROVEMENT OF MANAGERIAL STAFF IN THE POLISH POLICE

The article presents the establishment of the training as well as the professional development of the Polish police managerial staff in the early 1990s. It was closely related to the transformation of police services, which consisted, among other things, in a thorough personnel exchange, especially of the managerial staff. The subsequent stages of shaping the model of training police executives in the second half of the 1990s, which was associated with the creation of a personnel reserve, were then characterised. The 1998 reform of the territorial administration system also had a signifi cant impact on human resources and the training policy.

Idiosyncratic deals and occupational well-being in the hospitality industry: the mediating role of organization-based self-esteem

Purpose This paper aims to investigate how different types of idiosyncratic deals (i-deals) in the hospitality industry enhance occupational well-being (OWB) through organization-based self-esteem (OBSE). Design/methodology/approach In 2019, 679 questionnaires were distributed to middle- and high-level managerial staff who had worked in high-end hotels in China for at least 1 year, and 642 valid responses were collected. The survey data were analyzed using structural equation modeling. Follow-up interviews were conducted with 20 hotel managers to verify and lend additional support to the survey findings. Findings Both task i-deals and career and incentives i-deals positively affected OBSE and OWB, whereas flexibility i-deals negatively affected OBSE. OBSE positively affected OWB, thereby mediating the relationships between the three types of i-deals and OWB. Originality/value This study is groundbreaking in its exploration of how various i-deals contribute to OWB through OBSE among middle- and high-level managerial staff. The findings provide initial evidence of the links between i deals, OBSE and OWB and demonstrate how i-deals can address the practical problem of the shortage and loss of competent operational and administrative talent in the hospitality industry.

Identifying Potential Managerial Personnel Using PageRank and Social Network Analysis: The Case Study of a European IT Company

Behavioral theory assumes that leaders can be identified by their daily behaviors. Social network analysis helps to understand behavioral patterns within their social networks. This work considers leaders as the managerial personnel of the organization and differentiates managements from non-managerial staff by their behavior with five different types of interactions with PageRank and their attributes in modern organizations. PageRank and word embedding using word2vec with phrases from features are adopted to extract new features for the identification of managerial staff. Both traditional machine learning methods and graph neural networks are utilized with real-world data from an Austrian IT company called Knapp System Integration. Our experimental results show that the proposed new features extracted using PageRank with different types of interactions and word2vec with phrases significantly improve the identification accuracy. We also propose to use graph neural networks as an effective learning algorithm to identify managers from organizations. Our approach can identify managerial staff with an accuracy of around 80%, which demonstrates that managers could be identified through social network analysis. By analyzing the behaviors of members, the proposed method is effective as a performance appraisal tool for organizations. The study facilitates sustainable management by helping organizations to retain managerial talents or to invite potential talents to join the management team.

Ownership Changes Through the Eyes of Workers on Large Farms

The paper offers an assessment of ownership changes on a large farm from the point of view of the employees. Such farms, some of them operating as companies, are important workplaces for the rural population today. The paper presents the results of a qualitative research (ten free-form interviews) involving people who managed such a farm located in this case in the village of Pągów (Opolskie province, Namysłów county), as well as the farm’s employees. The aim of the study was: 1) to reconstruct the employees’ work biographies, 2) to evaluate the extent to which they were active participants of the changes or objects of those changes when ownership transformations were carried out without their knowledge, despite affecting them directly, 3) to determine what impact the ownership changes had on the employees’ work situation and how they were treated by the owners and managerial staff.

Knowledge and Skills of Industrial Employees and Managerial Staff for the Industry 4.0 Implementation

The development of the Industry 4.0 concept offers completely new technologies’ enablers using high level of automation and digitalization. There is a huge challenge for enterprises not only due to the application of modern technologies (such as Internet of Things, Big Data Analytics, Cloud Computing, etc.) related to the creation of Cyber-Physical Systems but also for a human resources development. Scientists and practitioners pay a lot of attention to technological changes in enterprises, but relatively little research is conducted on the issue of human resources development. The problem becomes more interesting in light of the Industry 4.0 era which resulted in changes in the employment structure, requirements for future industrial employees and managerial staff and also to the approach to the education process. The changing demand for skills is a quite well-researched topic in economics and management, but the changing skill demand for the Industry 4.0 is just the newest case of a quite old debate. The case of Industry 4.0 seems to be a particular case for the general change in skill demand due to digitalization. The main aim of the paper is to indicate the key areas of required knowledge and skills of employees essential to implement the Industry 4.0 concept. They are identified on the basis of a critical literature analysis and the conducted survey of selected industrial enterprises. The results of this research are particularly important for adapting the employee training system and the education process for students.

LEGAL SUPPORT OF FORMATION THE PUBLIC POLICY OF THE FOR HUMAN RESOURCES TRAINING FOR UKRAINIAN HEALTHCARE SYSTEM

This article analyzes the mechanisms of legal support for the training of professional and managerial staff for the pathology service and the health care system of Ukraine. There is also analyzed regulatory and legal support of public policy on training for the health care system and pathology service in Ukraine. There is in study result was revealed that the formation of public policy on training for the health care system in Ukraine involves the creation of legal, organizational, and other conditions that determine the formulation of legal acts for regulating these activities and appears in the study of organizational and regulatory framework of such policy. It is also proven that the regulation of the process forming public policy of on the training of professional and managerial staff for the health care system requires the existence of both laws and regulations acts. Keywords: pathological anatomical service, normative-legal regulation, personnel of pathological anatomical service, leading personnel of the health care system.