Organisational Maturity in Diversity Management

The aim of the paper is to discuss different approaches to diversity management and to propose author’s own model of organisational maturity in diversity management. In order to achieve the aim of the paper the following operational objectives have been set: to discuss the historical background of diversity management, to identify basic assumptions of chosen approaches to diversity within organisations, to present the idea of organisational maturity in managing diversity. The analysis is based on the literature review

The Relationships Between Leadership and Corporate Social Responsibility: Systematic Literature Review

The issues of leadership and corporate social respon-sibility have been thoroughly investigated and widely discussed in the literature but these two concepts have been seldom studied together. The aim of the paper is to identify the key research prob-lems and approaches related to the relationships between leader-ship and CSR manifested in quality publications. The systematic literature survey methodology is applied to identify and analyse key publications in the field. The research sample includes the quality papers retrieved from the Web of Science Core Collec-tion database. The paper discusses main research problems and issues related to the study of relationships between leadership and CSR, research approaches, methods and study contexts. Finally, the paper provides recommendations for further studies related to relationships between the concepts of leadership and corporate social responsibility

Leadership and Corporate Social Responsibility: Research Topic Profiling

The issue of a relationship between leadership and corporate social responsibility is getting more popular and is examined in different contexts. For this reason, the aim of the paper is to map trends in the research on the interface between leadership and corporate social responsibility. Topic profiling methodology is applied to scan a wide body of publications in order to identify key topics and research patterns. The data for analysis were retrieved from Scopus database. The paper discusses the following areas: general topic profiling, journals/topics profiling, authors/topics profiling, subject areas/ topics profiling, core references/topics profiling. Finally, the article provides conclusions and recommendations for further studies

Ionic conductivity, viscosity, and self-diffusion coefficients of novel imidazole salts for lithium-ion battery electrolytes

Lithium-ion battery performance and longevity depend critically on the conducting salt utilized in the electrolyte. With new avenues for multifunctional integration and optimization of functional properties, conducting salts beyond lithium hexafluorophosphate (LiPF$_6$) need to be studied. Herein we elucidate on viscosity, ionicity, anion self-diffusion and ionic conductivity through variation of the length of the perfluoroalkyl side chain present in the anions of the used lithium imidazole salts. Specifically, we study LiPF$_6$ in comparison with lithium 4,5-dicyano-2-(trifluoromethyl)imidazolide (LiTDI), lithium 4,5-dicyano-2-(pentafluoroethyl)imidazolide (LiPDI), and lithium 4,5-dicyano-2-(n-heptafluoropropyl)imidazolide (LiHDI). We find that the ion mobility of LiPF$_6$ depends the least on viscosity and its ionicity is the highest among the electrolytes investigated here. LiTDI shows the strongest correlation between ion mobility and viscosity and the lowest ionicity. LiPDI and LiHDI range between these two regarding their ionicity and the correlation of mobility with viscosity. The previously rarely studied anion self-diffusion coefficients exhibit a strong correlation with viscosity as it was to be expected. Differences between the LiTDI, LiPDI and LiHDI salts are minute

Competence management in knowledge based economy on the example of universal commercial banks

W artykule przedstawiono wybrane aspekty gospodarowania kompetencjami pracowników w krajowych, uniwersalnych bankach komercyjnych. Dyskusje nad znaczeniem kompetencji pracowniczych przeprowadzono w kontekście zmian warunków działania organizacji wywoływa-nych rozwojem gospodarki opartej na wiedzy. Przedstawiono także wybrane wyniki badań empi-rycznych nad kształtowaniem kompetencji pracowników banków.The article presents chosen aspects of competence management in commercial universal banks. The discourse on the meaning of employees’ competencies is conducted in the context of knowledge based economy. Moreover some empirical data on banks’ employees’ competencies management was presented

Application of competence assessment based 360° feedback system in the light of empirical research

Celem artykułu jest przedstawienie idei oceny kompetencji pracowniczych z wykorzystaniem metody 360°. W pracy dokonano także zestawienia potencjalnych korzyści i ograniczeń wspomnianej metody. Ponadto zbadano zakres wykorzystania oceny wieloźródłowej w ewaluacji kompetencji pracowników i menedżerów wybranych placówek sektora bankowego. Prezentowane w artykule wyniki badań zostały opracowane na podstawie analizy kwestionariuszy ankiet, rozprowadzanych w badanej populacji w okresie styczeń–luty 2011 r.The purpose of the article is to present the idea of competence assessment based on 360° feedback system. Additionally the author presents potential benefits and limitations of the mentioned method. What is more the paper discusses the scope of use of the multi-rater feedback in the process of employees’ and managers’ competence evaluation. The results of empirical research presented in the article were based on the analysis of the survey conducted among employees and managers of selected banking institutions in the period January–February 2011

Gender Diversity in Academic Sector—Case Study

Diversity is one of the main characteristics of social groups, including work-teams. At the same time, gender is an important aspect of diversity in organizations, and gender diversity deals with the equal representation of men and women in the workplace. This article aims to analyze the issue of gender diversity in the academic sector and to evaluate the organizational maturity of particular universities in gender diversity management. To do so, the method of comparative case studies is used—Polish and Spanish higher education institutions are compared. First of all, the author describes the status of men and women in Poland and in Spain, in general (considering different socio-economic factors). In the next part of the article, the gender structure of employment in both the Polish and the Spanish academic sector is presented. Finally, the analysis of gender diversity in two universities is conducted. Additionally, the author introduces the model of organizational maturity in gender diversity management (OMDM), to evaluate organizational attitudes toward gender diversity and the type of gender diversity policy in universities. The findings reveal that, in both Polish and Spanish societies and economies, there still are barriers that cause inequalities between men and women in the labor market. Considering the situation in the academic sector, it can be said that the gender structure of employment is more balanced in Poland than in Spain. At the same time, the highest positions of full professors are mainly occupied by men both in Poland and in Spain. When analyzing the situation in the organizations, employment is more diverse in the Polish university, but both universities face the same problem—too little representation of women in top job positions. Consequently, both institutions are classified as those which are in the preliminary stage in the model of gender diversity management. This study contributes to a better understanding of the issue of gender diversity by comparing the status of men and women in the academic sector in two countries and in two universities. Additionally, the model of OMDM presented in this article can be a useful tool to assess the policy of gender diversity in different organizations

Ionic conductivity, viscosity, and self-diffusion coefficients of novel imidazole salts for lithium-ion battery electrolytes

Lithium-ion battery performance and longevity depend critically on the conducting salt utilized in the electrolyte.With new avenues for multifunctional integration and optimization of functional properties, conducting saltsbeyond lithium hexafluorophosphate (LiPF6) need to be studied. Herein we elucidate on viscosity, ionicity,anion self-diffusion and ionic conductivity through variation of the length of the perfluoroalkyl side chainpresent in the anions of the used lithium imidazole salts. Specifically, we study LiPF6 in comparison withlithium 4,5-dicyano-2-(trifluoromethyl)imidazolide (LiTDI), lithium 4,5-dicyano-2-(pentafluoroethyl)imidazolide (LiPDI), and lithium 4,5-dicyano-2-(n-heptafluoropropyl)imidazolide (LiHDI). We find that the ionmobility of LiPF6 depends the least on viscosity and its ionicity is the highest among the electrolytesinvestigated here. LiTDI shows the strongest correlation between ion mobility and viscosity and the lowestionicity. LiPDI and LiHDI range between these two regarding their ionicity and the correlation of mobility withviscosity. The previously rarely studied anion self-diffusion coefficients exhibit a strong correlation withviscosity as it was to be expected. Differences between the LiTDI, LiPDI and LiHDI salts are minute