Rynek kadr menedżerskich w Polsce
| dc.contributor.author | Ducrocq, Charles | |
| dc.contributor.author | Ratajczak, Marek | |
| dc.date.accessioned | 2016-11-28T18:06:53Z | |
| dc.date.available | 2016-11-28T18:06:53Z | |
| dc.date.issued | 1997 | |
| dc.description.abstract | Indications exist that supply limitations are present in the labor market in Poland. As a result, even individuals with minimum work experience or limited formal managerial education (e. g. graduates of language studies who completed a one year post-graduate study in management) have, so far, good chance to get a managerial job without any substantial difficulty. Change of jobs has not been difficult either. The ease of finding a job is often connected with high expectations regarding remuneration (relative to the average salary in the national economy). Managers expect that their salaries be only a part of their real work income since they expect it to be supplemented by various in-kind fringe benefits and other (preferably) tax-free considerations. Managers expect their salary to inrease quicker than inflation. This does not mean, however, that the remuneration is the only motivator for them. They are prone to attribute more motivating effect to the nature of the work they perform (i. e. such factors like, degree of autonomy, level work monotony or career development opportunities). Managers do not see any link between effects of their performance and their remuneration. Such a phenomenon is caused by various factors. Some managers are employed in companies which do not use individualized salary schedules. The main reason of the lack of connection between remuneration and performance can, noneless, be attributed to deficiency in the system of work performance evaluation systems. Quite possibly, this can be also explained by lack of such system altogether. Managers do not always understand criteria of evaluation of their performance. Such a lack of understanding is often associated with manager's considerably critical opinion of their immediate superiors. The superiors are often perceived as those people who do not know what exactly they want or have a tendency to depersonalize their relationships with suordinates. Opinions collected in the survey indicate clear deficiency of the human resources management in many Polish enterprises, both with, and without foreign participation. | pl_PL |
| dc.description.sponsorship | Digitalizacja i deponowanie archiwalnych zeszytów RPEiS sfinansowane przez MNiSW w ramach realizacji umowy nr 541/P-DUN/2016 | pl_PL |
| dc.identifier.citation | Ruch Prawniczy, Ekonomiczny i Socjologiczny, 59, 1997, z. 4, s. 95-107. | pl_PL |
| dc.identifier.issn | 0035-9629 | |
| dc.identifier.uri | http://hdl.handle.net/10593/15904 | |
| dc.language.iso | pol | pl_PL |
| dc.publisher | Wydział Prawa i Administracji UAM | pl_PL |
| dc.rights | info:eu-repo/semantics/openAccess | pl_PL |
| dc.title | Rynek kadr menedżerskich w Polsce | pl_PL |
| dc.title.alternative | The management personnel market in Poland | pl_PL |
| dc.type | Artykuł | pl_PL |