A high-precision liDAR-based method for surveying and classifying coastal notches

Formation of notches is an important process in the erosion of seaside cliffs. Monitoring of coastal notch erosion rate and processes has become a prime research focus for many coastal geomorphologists. Observation of notch erosion rate considers a number of characteristics, including cliff collapse risk, distinction of historical sea levels, and recognition of ongoing erosional mechanisms. This study presents new approaches for surveying and classifying marine notches based on a high-precision light detection and ranging (LiDAR)-based experiment performed on a small region of a coastal cliff in southern Portugal. A terrestrial LiDAR scanner was used to measure geometrical parameters and surface roughness of selected notches, enabling their classification according to shape and origin. The implemented methodology proved to be a highly effective tool for providing an unbiased analysis of marine morphodynamic processes acting on the seaside cliffs. In the analyzed population of voids carved into Miocene calcarenites in a coastal cliff section, two types of notch morphology were distinguished, namely U-shaped and V-shaped. The method presented here provides valuable data for landscape evaluation, sea-level changes, and any other types of analyses that rely on the accurate interpretation of cliff morphological features.National Science Centre [UMO-2015/17/D/ST10/02191

The era of digitalization : implications for human capital management

Cyfryzacja to zjawisko o ogromnym potencjale, niestety nie tylko interpretowanym w kategoriach pozytywnych. Jak zauważa J. Pieriegud, "cyfryzacja gospodarki i społeczeństwa jest jedną z najbardziej dynamicznych zmian naszych czasów, która otwiera nowe możliwości w tworzeniu modeli biznesowych, a zarazem niesie ze sobą niepewność oraz różnego rodzaju zagrożenia związane między innymi ze społecznymi skutkami automatyzacji procesów wytwórczych czy szeroko rozumianym bezpieczeństwem" [Pieriegud 2016, s. 11]. Dostrzeżenie tej dualności stało się inspiracją do przygotowania niniejszego artykułu, którego wiodącym celem jest wyeksponowanie konsekwencji wynikających z rosnącej atrakcyjności sektora nowoczesnych technologii dla rynku pracy, organizacji oraz pracowników funkcjonujących w nowych realiach.With the increasing volume of information in electronic environment, expectations from computers to perform more intelligent tasks are becoming inevitable need. During the last decades, dramatic advances in Information and Communication Technology (ICT) have allowed the human race to generate, process, and share increasing amounts of information in new ways. In the age of science and technology progresses, especially in computer field, many organizations and industries use computers as an aid tool. Also this technology has a deep effect on the labour market model and HR management, and provides a new direction for it. The main aim of the article is to explore what are the main implications of digitalization for the present labour market, organizations and Human Capital Management in new realities. The article is based on a critical analysis of the latest literature on the topic in the form of books, scientific articles and web reports

The era of digitalization : implications for human capital management

Cyfryzacja to zjawisko o ogromnym potencjale, niestety nie tylko interpretowanym w kategoriach pozytywnych. Jak zauważa J. Pieriegud, "cyfryzacja gospodarki i społeczeństwa jest jedną z najbardziej dynamicznych zmian naszych czasów, która otwiera nowe możliwości w tworzeniu modeli biznesowych, a zarazem niesie ze sobą niepewność oraz różnego rodzaju zagrożenia związane między innymi ze społecznymi skutkami automatyzacji procesów wytwórczych czy szeroko rozumianym bezpieczeństwem" [Pieriegud 2016, s. 11]. Dostrzeżenie tej dualności stało się inspiracją do przygotowania niniejszego artykułu, którego wiodącym celem jest wyeksponowanie konsekwencji wynikających z rosnącej atrakcyjności sektora nowoczesnych technologii dla rynku pracy, organizacji oraz pracowników funkcjonujących w nowych realiach.With the increasing volume of information in electronic environment, expectations from computers to perform more intelligent tasks are becoming inevitable need. During the last decades, dramatic advances in Information and Communication Technology (ICT) have allowed the human race to generate, process, and share increasing amounts of information in new ways. In the age of science and technology progresses, especially in computer field, many organizations and industries use computers as an aid tool. Also this technology has a deep effect on the labour market model and HR management, and provides a new direction for it. The main aim of the article is to explore what are the main implications of digitalization for the present labour market, organizations and Human Capital Management in new realities. The article is based on a critical analysis of the latest literature on the topic in the form of books, scientific articles and web reports

Organizational commitment in the assessment of employees of different generations : a research study

Purpose: The article aims at presenting results of the original empirical research on the diagnosis of the relationship between the level of organizational commitment of employees and their generational affiliation. Design/Methodology/Approach: Research was carried out in the form of literature studies and empirical research, using quantitative methods. The survey involved 588 persons working in Polish organizations, belonging to four generations: Late Boomers, Generation X, Generation Y and Generation Z. Employees’ age is an important variable determining the level of organizational commitment. Findings: Taking into account generational differences, empirical research shows a high level of organizational commitment in all three of its components declared by the respondents involved. It was also found that organizational commitment varied depending on its type and the generation to which the respondents belonged. Practical Implications: Due to the benefits implied by a high level of employee commitment for the organization, this issue is important for science and managerial staff. For the leaders of organizations, the results of the conducted study may indicate the directions for increasing organizational commitment, taking into account generational diversity. Originality/value: The level of organizational commitment was identified in three components: affective commitment, continuance commitment and normative commitment in the context of employees' generational affiliation. The collected factual material fills the epistemological gap identified as a result of the studies of Polish and foreign literature on the discussed issue

Experiencing happiness and coping with stress as the key factors in the development of intelligent organisational culture in enterprises applying the idea of e-learning

Contemporary literature studies concerning the essence and importance of organisational culture increasingly present the discussed concept as ambiguous or even controversial. This fact makes the discussion of organisational culture extremely inspiring, opening many new areas for scientific exploration. The aim of the article is to present intelligent organisational culture and the key determinants of the effectiveness of the process of creating its model in enterprises applying the e-learning idea, with the emphasis on the essence and importance of two research categories: experiencing happiness and the ability to cope with occupational stress

Zbieżność cykli koniunkturalnych krajów Europy Środkowej i Wschodniej z cyklem dwunastu krajów Unii Europejskiej

The aim of the article is to assess changes in the synchronization process of cyclical fluctuations between selected countries of Central and Eastern Europe (Poland, Czech Republic, Slovakia, Hungary, Lithuania, Latvia, Estonia, Bulgaria, Romania, Slovenia and Serbia) and the common cycle of the core EU economies. Based on the analysis of quarterly data on Gross Domestic Product, we conclude that in the period 1996-2017 the cycles synchronization increased in the majority of countries under the study. Furthermore, we found that the adoption of the single currency does not automatically determine the cyclical convergence with the common currency area.(original abstract)Celem artykułu jest ocena zmian w zakresie synchronizacji wahań cyklicznych pomiędzy wybranymi krajami Europy Środkowej i Wschodniej (Polska, Czechy, Słowacja, Węgry, Litwa, Łotwa, Estonia, Bułgaria, Rumunia, Słowenia i Serbia) a wspólnym cyklem dla dwunastu krajów Unii Europejskiej (UE12). Na podstawie analizy kwartalnych danych o produkcie krajowym brutto (Eurostat) stwierdzono, że w latach 1996-2017 poziom synchroniczności cyklicznej wzrósł w większości badanych krajów. Stwierdzono ponadto, że samo przyjęcie wspólnej waluty nie przesądza o poziomie zbieżności cyklicznej z krajami stanowiącymi trzon Unii Europejskiej.(abstrakt oryginalny

DIVERSITY MANAGEMENT AS A KEY FACTOR IN THE REGIONAL DEVELOPMENT PROCESS

Economy operates in a broader social system, composed of households and enterprises but also by all institutions created by people.Law and politics is created and introduced in institutions in parallel to educational, administrative activities as well as any othersocial activities, including those related to the natural environment we live in. These institutions operate thanks to the social capitali.e. interconnected human resources. The quality of the social capital is dependent on mutual trust and relations in the society. Forthis reason, social capital is of key importance for sustainable development, both as a controller of the impact of the economy onthe environment as well as the basis for the future development. The environment evolves continuously, there are rapidly changingeconomic processes and, in consequence, their impact on the environment is changing rapidly, tool. This brings some specific challengesto the resource and quality of human knowledge and the competence level of the human capital, as the only tool for a possiblereduction of all imperfections.KEYWORDS: diversity management, regional development, human capital

Organisational culture as factor determining the level of trust in an organisation

The first purpose of the paper was to present the results of author’s own empirical research devoted to assessing the present and expected organisational culture model in Polish SME sector employees’ opinion. Another key research objective was to assess occurrence of some statistically significant dependencies between the declared model of the organisational culture and the perception of the present level of respondents’ trust in relation to their line managers and colleagues. Two research tools were used in the research process: the Organisational Culture Assessment Instrument (OCAI) by Cameron and Quinn and the author’s own questionnaire to assess occurrence and intensity of any dysfunctional phenomena at the work place. Statistical analyses of significant differences between variables were conducted with Pearson’s chi square test of independence. As a result of analysing the factual material gathered during the research, it became clear that a model of the organisational culture does not have a statistically significant impact on the level of trust in colleagues while it affects trust towards line managers in all types of analysed enterprises

Zarządzanie kapitałem ludzkim wobec wyzwań ery globalizacji

Zaprezentowane wybrane wyniki badań dotyczące stanu HRM w Polsce za rok 2008 pozwalają zapoznać się z ważniejszymi problemami, z jakimi borykają się współczesne działy personalne. Analiza wyników pozwala wyciągnąć wniosek, iż nadal polskim personalnym bliżej jest do administrowania kadrami niż do zarządzania nimi. Wniosek o tyle interesujący, że wśród poddanych badaniu podmiotów w głównej mierze znalazły się przedsiębiorstwa duże, w których dział personalny powinien stanowić wyraźnie zarysowane ogniwo. W odniesieniu do wielu obszarów pozostają tak naprawdę na początku drogi. Częściej zdają się twierdzić, iż coś robią, niż w istocie tak jest. Problemy dotyczą różnych dziedzin. Wciąż bolączką wydaje się nieskuteczna realizacja funkcji motywacyjnej. Nie sprawdzają się powszechnie polecane konwencjonalne metody rekrutacji i selekcji. Menedżerowie nadal wśród obszarów, w których mają braki kompetencyjne, wymieniają wspomniane sfery. Jest to o tyle interesujące, że Polska wydaje najwięcej pieniędzy na szkolenia swoich pracowników w całej Unii Europejskiej. Rysuje się więc pytanie: Dlaczego tak znikoma jest wartość dodana i czy nie należy się baczniej przyjrzeć efektywności wykorzystywania środków z kasy unijnej? Polskie organizacje deklarują, iż wdrażają programy zarządzania talentami. Jednak przyznają też, że raczej rzadko dokonują pomiaru ich efektywności. Trudno nie pokusić się w tym miejscu o wniosek, że polski HR funkcjonuje w sposób chaotyczny, bez wyraźnej, jasnej koncepcji, opierając się na krótkofalowych zadaniach w miejsce skrupulatnie przemyślanej strategii. Raczej nadąża za modą, niż w istocie podejmuje wyzwania na miarę organizacji światowych. Pozostaje więc pytanie: Jak z takim dorobkiem HR poradzi sobie z wyzwaniami, które stawia era globalizacji

Influence of the employee's gender on the perception of components of the pro-effectiveness model of the organizational climate

PURPOSE: The aim of the article is to present the proprietary concept of the pro-effectiveness model of the organizational climate and to identify its components that determine the increase in the level of effectiveness in the organization.DESIGN/METHODOLOGY/APPROACH: International literary studies and empirical research using quantitative and qualitative methods.FINDINGS: Empirical research has shown a correlation between the respondents' gender and their perception of the components of the pro-effectiveness model of the organizational climate. The research results revealed that the identified components of the organizational climate were strongly correlated with the selected criteria of organizational effectiveness, and people of different genders may perceive them differently. This issue is important for science, as well as for the managerial staff, due to the potential benefits for the organization.PRACTICAL IMPLICATIONS: The added value of the article can be considered in the following three aspects: theoretical and cognitive, which includes identification and analysis of the components of the pro-effectiveness model of the organizational climate, methodological, which includes development of an original concept of the pro-effectiveness model of the organizational climate, pragmatic, which includes formulation of recommendations on the use of the pro-effectiveness model of the organizational climate as a tool for optimizing effectiveness of management in the organization.ORIGINALITY/VALUE: A category of special importance in the context of the conducted deliberations is attributed to the respondent’s gender, identified as a factor determining perception of the relationship explored by the authors.peer-reviewe