Sustainable development goals : assessment and relationships

The Sustainable Development Goals (SDGs) agreed on in the United Nations 2030 Agenda for Sustainable Development are a great step forward and improve the Millennium Development Goals. They address some systemic barriers to sustainable development and contain a better balance between the three dimensions of sustainable development – social, economic and environmental. The main goal of this chapter is to present the goals of sustainable development from the perspective of those set at the moment of the emergence of ideas to those indicated as future, far-reaching. It contains the characteristics of the goals of sustainable development both in historical cross-section as well as from the point of view of its three dimensions as well as the functions occurring in the organisation and the expectations of stakeholders. It aims to show how each of the current 17 SDGs can be characterised as an objective attributed to an environmental, economic or social system. And allow you to look at the goals of sustainable development from different perspectives, depending on the area in which the companies operate

The expectations of stakeholders in socially responsible enterprises

The aim of the article is to determine what needs and expectations of stakeholders are indicated by socially responsible enterprises listed on the Warsaw Stock Exchange with the RESPECT Index (XII edition). The RESPECT Index is an income index addressing companies listed on the Warsaw Stock Exchange (hereinafter GPW), excluding the NewConnect market, foreign and dual-listed companies. The study population included 31 listed companies representing various sectors. Computer software, supporting the NVivo quality data analysis (version 12), was used to analyze documents as well as the content of reports and statements of the companies studied. The research conducted yielded results in the form of answers to the following questions that were posed: 1) Expectations of which stakeholders are identified in the enterprises surveyed? 2) What dimensions of CSR do the enterprises surveyed identify the expectations of stakeholders? 3) What tools were used to meet the expectations of stakeholders in the enterprises surveyed

Pillars of creating sustainable personnel in an organization

Sustainable personnel, and that means the one that knows, understands and, above all, applies the principles of sustainable development in their work, is to be sensitive to economic, ecological and social problems appearing in the global economy. In order to meet these needs, it seems to be indispensable to search for the ways to provide organizations with human resources (employees) that meet the sustainability criteria. The objective of this article is to present the development of the sustainability concept and to indicate a role of the sustainable human resources management in creating sustainable enterprises. The study has explained the essence of the sustainable human resources management, which shapes the area of the knowledge. This area could significantly accelerate the transformation of the consumer societies (employees) into the socially (employees) sustainable. In this context, the important element has become the search for an answer to the question on how to create personnel in the organization, corresponding to the requirements by sustainable development. The article has based on the systematic text review method of text sources and their synthesis [Czakon 2013]. This allowed to indicate the relevance of the topic and the need to take it

Non-price factors of the competitiveness of trade networks on the basis of evaluation of their employees

Attributes shaping the value of a trade network, such as: price level, location, quality of goods and services offered, and customer service level are factors that have an impact on building its competitive advantage. The available thematic publications most often include attempts to assess these factors from the customers’ point of view, which is in line with the business model based on value for the client. The purpose of this article is to present the assessment of selected factors of competitiveness of trade enterprises in the conditions of hyper-competition occurring in this industry, with the ignore the price as a factor of competitiveness. The intentional material for this study was collected on the basis of research conducted among employees of retail chains employed in the positions of specialists and directors, as well as among the managers. The supplement is the analysis of the thematic literature in the first part of the article referring to the factors of competitiveness in the trade sector

Financial and non-financial motivation of managers

Purpose: Appropriate motivation of managers is an important element in achieving the intended financial results of the organization and the implementation of its strategy. The aim of the study was to assess the existing financial and non-financial system of managers employed in the chemical industry and their expectations. Design/methodology/approach: The research was aimed at finding out which elements of motivation are best perceived by managers and what additional elements are worth applying to achieve better efficiency in their work. The study used purposive sampling, the respondents were representatives of the management staff at both the chief executive level as well as directors and managers. The research tool was a questionnaire. Findings: Managers pointed out that the most common component of variable remuneration is the bonus (95%), which depends on the results of their work. In terms of salary supplements, medical care is the most valued. However, the factor that most motivates most to work is a stable income and job security. Research limitations/implications: The analysis is based on respondents' subjective declarations. Practical implications: Those in charge in the organization should be aware of the needs and expectations of managers in terms of financial and non-financial elements of remuneration that affect the level of their motivation to work. Social implications: An analysis of managers' needs and expectations regarding financial and non-financial motivators especially in the chemical industry can be the basis for building or optimizing these systems in the organization. Originality/value: the research results presented are related to the motivation of managers in the chemical industry – there are only very few publications on this topic

Organizing sustainable development

The role and meaning of sustainable development have been recognized in the scientific literature for decades. However, there has recently been a dynamic increase in interest in the subject, which results in numerous, in-depth scientific research and publications with an interdisciplinary dimension. This edited volume is a compendium of theoretical knowledge on sustainable development. The context analysed in the publication includes a multi-level and multi-aspect analysis starting from the historical and legal conditions, through elements of the macro level and the micro level, inside the organization. Organizing Sustainable Development offers a systematic and comprehensive theoretical analysis of sustainable development supplemented with practical examples, which will allow obtaining comprehensive knowledge about the meaning and its multi-context application in practice. It shows the latest state of knowledge on the topic and will be of interest to students at an advanced level, academics and reflective practitioners in the fields of sustainable development, management studies, organizational studies and corporate social responsibility

Role of entities of human resource management in personnel controlling

At present personnel controlling is becoming increasingly applied as a tool in the management of various areas in an organization. The herein paper presents the essence of personnel controlling applied in the field of HR, its division in terms of the nature of tasks and levels of management for operational and strategic controlling. The role played by the entities of human resource management in terms of the functioning of personnel controlling is worthy of attention. The authors at hand present their research results in this sphere. The research sample encompassed employees in managerial and non-managerial positions in terms of executing their tasks in retail trade chains. Survey research was conducted as a method of research

Sustainable development of suppliers – a systematic review of the literature

The purpose of the article was to conduct a systematic analysis of reviewed scientific publications covering the subject of sustainable development of suppliers. Bibliometric and contextual analysis allowed the formulation of the following conclusions: 1) the issue of sustainable development of suppliers is present in peer-reviewed scientific publications to a very moderate level, 2) the small number of publications does not make it possible to determine whether there is a trend in terms of publication time, 3) scientific journals in which articles on sustainable development of suppliers were published have a different profile, 4) authors who undertake the issues analyzed come from different countries, 5) sustainable development of suppliers is the subject of research in a range of research areas. Following a systematic review of the literature, proposals for future research directions were also formulated

Competencies in times of innovation 4.0

The innovativeness of an organisation is on the one hand acknowledged to be a manifestation of the competencies that it holds, while on the other hand it is assumed that an enterprise must work on building its own innovative potential while striving to develop. In terms of innovative activity, this potential encompasses the possibilities and innovative abilities availed of in the creation, implementation and management of innovations. One of the elements of innovative potential is that of the internal resources of the organisation, in which an indisputable and significant role is played by the employees and their competencies. The appropriate management of this type of capital provides the enterprise with the possibility of enhancing the level of competitiveness, while also facilitating the acquisition of greater innovative abilities. The changes occurring in this environment illustrate a high degree of variability, while also being unexpected and radical, thus there is the need to search for the sources of competitive advantage of innovative enterprises on the basis of the competencies that support them. The competencies of these organisations are created on the basis of the competencies of the managerial staff and the particular employees, especially on the basis of teamwork with the use of the creativity of particular people, their imagination, creative output, while also other key competencies. The principal notion of this chapter is an attempt to indicate the competencies of employees who in the times of Industry 4.0 play a significant role in terms of building innovative firms or are sought after with regard to the prospective approach to management in the area of the human resources of these organisations. This chapter contains introductory elements of the essence of competency from the viewpoint of the employees and the organisation, while also analysing the composite elements of competencies. On the basis of the afore-mentioned deliberations in this chapter, an attempt was made to find answers to the following questions relating to which competencies are significant from the viewpoint of innovativeness, which competencies are currently sought after and shall be sought after in the future of employers

Barriers of implementation of controlling in the retail chains

Głównym celem przeprowadzonych badań była identyfikacja czynników stanowiących barierę wdrażania controllingu w sieciach handlu detalicznego (na potrzeby artykułu terminy sieć handlu detalicznego oraz sieć handlowa stosowane będą zamiennie). Badanie ilościowe przeprowadzono za pomocą narzędzia badawczego, które stanowił kwestionariusz ankiety, zawierający pytania zamknięte, skierowany do pracowników sieci handlowych, głównie specjalistów z działów controllingu, HR, kierowników różnego szczebla oraz dyrektorów. Badania przeprowadzono w dużych sieciach z udziałem kapitału polskiego i zagranicznego. Ich wyniki wykazały, iż najistotniejszą barierę implementacji controllingu stanowi zbyt niski poziom wiedzy na temat sposobów wdrażania controllingu oraz brak odpowiedniego zaplecza finansowego umożliwiającego jego wdrożenie. Ze względu na hermetyczność sieci handlowych oraz fakt, iż do tej pory zajmowano się głównie barierami wdrażania controllingu w jednostkach produkcyjnych i usługowych, podjęty w artykule temat uznano za ważny.The main goal of the conducted research was to identify the factors constituting a barrier to the implementation of controlling in the retail chains. Quantitative research was carried out using a research tool, which was a questionnaire, containing closed questions addressed to employees of retail chains, mainly specialists from controlling departments, HR, managers at various levels and directors. The research was carried out in large networks with the participation of Polish and foreign capital. The results of the research have shown that the most important barrier to the implementation of controlling is the too low level of knowledge in organizations on how to implement it and the lack of adequate financial resources enabling its implementation. Due to the tightness of retail chains and the fact that up to now there were mainly barriers to the implementation of controlling in production and service units, the topic discussed in the study was considered important