Michał Chmielecki

Bio: Michał Chmielecki is an academic researcher from Academy of Management. The author has contributed to research in topics: Knowledge sharing & Entrepreneurship. The author has an hindex of 8, co-authored 38 publications receiving 186 citations.

Factors Influencing Effectiveness of Internal Communication

Abstract: Purpose: The purpose of the study was to answer the question: “What are the most common factors influencing effectiveness of internal communications faced by Polish organizations?” This article discusses the role of internal communications practices leading to enhancement of organizational performance. In particular, it concentrates on factors impeding the flow of information inside the organization. Later on, the article presents empirical findings.

Metaphors in Management – Blend of Theory and Practice

Abstract: Łukasz Sułkowski is Professor of Economics and Humanities. He is Chair of HEI Management Department at the Faculty of Management and Social Communication of the Jagiellonian University (Poland), at Clark University (USA) and the Chair of the Management Department at the University of Social Sciences in Lodz (Poland). He is Vice-President of the Polish Accreditation Committee. This book will help managers understand organizations in non-quantitative manner. The modern-day managers are challenged with dealing with these constantly increasing complexities in the pursuit of efficiency and effectiveness. They must understand how constant changes influence their tasks so they can contribute to establishing a fast-reacting organization. The authors analyze how metaphors can serve as methods or tools that provide insight into how organizations function, and how best to deal with making them successful in a state of permanent change.

Cross-Cultural Interactions between Expatriates and Local Managers in the Light of Positive Organizational Behaviour

Abstract: The main purpose of this article is to identify the ‘individual positive deviance’ presented by expatriates and local managers in their mutual cooperation. The theoretical basis for the publication is the discussion of the Positive Organizational Behaviour (POB) essence and the application of this approach in the area of expatriation. Attitudes, behaviour, working style and personality traits of employees of different nationalities and cultures undoubtedly influence the efficient pursuit of business objectives. Empirical knowledge refers to the research concerning mutual positive perception of Polish managers and expats working in subsidiaries of foreign companies established in Poland. The research in the form of structured interviews was carried out on two groups of managers: 27 expatriate managers working in Poland and 31 Polish managers who cooperate with expatriates during their everyday work. The research findings proved that the individual positives of expatriates from the Polish managers’ point of view are: openness to other people and other cultures, cognitive curiosity, sociability and willingness to share knowledge. According to expats, Polish managers are hard-working, dedicated and desired for continuous learning. In interpersonal relationships Polish managers are open, warm and friendly; their approach to many issues is very emotional. DOI: http://dx.doi.org/10.5755/j01.ss.86.4.9261

Cultural Barriers of Knowledge Management - a Case of Poland

Abstract: Communication technology in last decades has seen knowledge management become a key tool for the success of a variety of institutions. Many international companies and other organizations have developed knowledge management programs as key to their future development strategies. The number of international organizations that have identified knowledge management as one of their core management tools. Yet despite its growing popularity, knowledge management remains a complex and challenging task. This article discusses how can managers and other organization members overcome cultural barriers of knowledge management.

Intercultural interactions at multinational corporations’ workplace: grounded theory

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.

社会研究方法基础 = The Basics of Social Research

Abstract: Part I: AN INTRODUCTION TO INQUIRY. 1. Human Inquiry and Science. 2. Paradigms, Theory, and Research. 3. The Ethics and Politics of Social Research. Part II: THE STRUCTURING OF INQUIRY: QUANTITATIVE AND QUALITATIVE. 4. Research Design. 5. Conceptualization, Operationalization, and Measurement. 6. Indexes, Scales, and Typologies. 7. The Logic of Sampling. Part III: MODES OF OBSERVATION: QUANTITATIVE AND QUALITATIVE. 8. Experiments. 9. Survey Research. 10. Qualitative Field Research. 11. Unobtrusive Research. 12. Evaluation Research. Part IV: ANALYSIS OF DATA:QUANTITATIVE AND QUALITATIVE . 13. Qualitative Data Analysis. 14. Quantitative Data Analysis. 15. Reading and Writing Social Research. Appendix A. Using the Library. Appendix B. Random Numbers. Appendix C. Distribution of Chi Square. Appendix D. Normal Curve Areas. Appendix E. Estimated Sampling Error.

Human MotivationThe Mind in Action: A Study of Motives and Values. A. Campbell Garnett

Abstract: In his Preface the author' says that he started out to review all the more important theories upon the topics ordinarily discussed under human motivation but soon found himself more and more limited to the presentation of his own point of view. This very well characterizes the book. It is a very personal product. It is an outline with some defense of the author's own thinking about instincts and appetites and sentiments and how they function in human behavior. And as the author draws so heavily upon James and McDougall, especially the latter, the book may well be looked upon as a sort of sequel to their efforts. There is a thought-provoking distinction presented between instinct and appetite. An instinct is said to be aroused always by something in the external situation; and, correspondingly, an appetite is said to be aroused by sensations from within the body itself. This places, of course, a heavy emphasis upon the cognitive factor in all instinctive behaviors; and the author prefers to use the cognitive factor, especially the knowledge of that end-experience which will satisfy, as a means of differentiating one instinct from another. In this there is a recognized difference from McDougall who placed more emphasis for differentiation upon the emotional accompaniment. The list of instincts arrived at by this procedure is much like that of McDougall, although the author is forced by his criteria to present the possibility of food-seeking and sex and sleep operating both in the manner of an appetite and also as an instinct. The Shand-McDougall concept of sentiment is taken over and used in the explanation of moral motivation. There is the development within each personality of a sentiment for some moral principle. But this sentiment is not a very powerful motivating factor. It is reinforced by social pressures and by religion, which is treated as an effort of finite man to live in harmony with the infinite reality. Those whose psychological thinking is largely in terms of McDougall will doubtless find this volume a very satisfying expansion; but those who are at all inclined to support their psychological thinking by reference to experimental studies will not be so well pleased. The James-Lange theory, for example, is discussed without mention of the many experimental studies which it has provoked. Theoretical sources appear in general to be preferred to experimental investigations.

Organizations: Rational, Natural and Open Systems

Abstract: This article presents a review of the book “Organizations: Rational, Natural and Open Systems,” by W.R. Scott.

Hand and Mind: What Gestures Reveal about Thought

Abstract: Hand and Mind: What Gestures Reveal about Thought. David McNeill. Chicago and London: University of Chicago Press, 1992. 416 pp.

Constructions A Construction Grammar Approach To Argument Structure

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