http://hdl.handle.net/11089/4911 Sun, 05 Apr 2026 14:11:12 GMT 2026-04-05T14:11:12Z https://dspace.uni.lodz.pl:443/bitstream/id/0faff88e-1f11-4d2b-a7fe-6a66da3f1b95/ http://hdl.handle.net/11089/4911 http://hdl.handle.net/11089/10363 Czynniki ograniczające innowacyjność pracowników Pietroń-Pyszczek, Agata The basic premise of the article is the claim that every new employee beginning their career in a given organization, has a certain amount of innovative potential. The organization can and should use that potential, which, as empirical research shows, is not a rule. An attempt has been made to demonstrate which internal factors are significant barriers to the development of innovative attitudes and behaviours of employees. The focus was on management issues. Employee innovativeness is an important context of management, explaining mechanisms of growth and development of the organization. Tue, 01 Jan 2013 00:00:00 GMT http://hdl.handle.net/11089/10363 2013-01-01T00:00:00Z http://hdl.handle.net/11089/10362 Warunki pracy a stres zawodowy i zdrowie pracowników Borkowska, Renata; Rutkowska, Marta This article aims to explain how the various aspects of the work environment, such as the physical environment, social conditions, autonomy in choosing the duties and the probability of promotion influence the level of stress in the workplace and whether this aspects has implications for the health and well-being of employees. Our research have allowed to verify two hypotheses – about the relationship between the quality of working conditions and the level of tension and the correlation between the level of tensions and the health dimension of the employees. Tue, 01 Jan 2013 00:00:00 GMT http://hdl.handle.net/11089/10362 2013-01-01T00:00:00Z http://hdl.handle.net/11089/10361 Skłanianie pracowników do pracy w czasie wolnym w wyniku zastosowania komunikacji elektronicznej Wróbel, Piotr The goal of the article includes analysis of the phenomenon of organisations stimulating its employees to work in spare time as a result of Computer Mediated Communication: scale and scope, mechanisms and results. The scale of the phenomenon in researched companies was significant, the scope in terms of employees groups was diversified. In both organisations the phenomenon was the result of internal processes and clients’ pressure. Researched employees emphasized negative consequences (stress, family tensions) and in the same time they agreed they have got accustomed to work in a spare time. Tue, 01 Jan 2013 00:00:00 GMT http://hdl.handle.net/11089/10361 2013-01-01T00:00:00Z http://hdl.handle.net/11089/10359 Czynniki kształtujące postawy wobec rozmowy oceniającej – wybrane problemy Michałkiewicz, Anna Performance appraisal meeting is a key element of the appraisal process. It can however arouse negative feelings in some employees. Such emotions can diminish employee’s satisfaction from the whole appraisal process and their motivation for improvement. The article describes the role of appraisal meetings and various factors determining subject’s attitude, mainly the openness of communication and the degree of employee’s participation. According to most interviewees, the way of communicating was open but in a lot of cases the possibility for an active exchange seemed restricted. Tue, 01 Jan 2013 00:00:00 GMT http://hdl.handle.net/11089/10359 2013-01-01T00:00:00Z