Summary Market of volunteers in Poland, especially those ones with specialized skills, is limited. An important reservoir of volunteer work are the universities. Non-governmental organizations should consider sustained cooperation with them. Volunteers predisposed to provide administrative support could be sought among the students of management. This article aims to answer the following questions: Are students of management want to get involved in the activities of non-governmental organizations? What are the motives of involvement in voluntary dominate among them? What benefi ts do they see, in collaboration with NGO’s? What actions can take the managers of these organizations to motivate volunteers?

Summary Mentoring is the process of exchanging knowledge, experience and values between a more and less experienced member of the organization. It is sometimes used in business entities, but according to the authors, it is worth pointing out its potential utility in the nonprofit sphere. It can contribute to increasing the efficiency of third sector organizations, both indirectly, by improving the competences of the staff, and directly - at work with the beneficiaries. The article presents a model of formal mentoring in nonprofit organizations. It consists of 11 stages and takes into account the specificity of such entities, e.g. financial constraints, a shortage of mentors familiar with the specifics of the nonprofit organizations, fears of introducing formalized techniques associated with the commercial sector, irregular work modes of volunteers and other employees of non-governmental entities organizations and the lack of time connected with it.

Purpose: The aim of the article is to answer the following research questions: Q1: What types of values do chemical companies in Poland declare in their mission statements? Q2: Do chemical companies in Poland declare values such as responsibility and ethics in their mission statements? Q3: Do these companies differ from other chemical companies1 in Poland in terms of declaring responsibility and ethics in mission statements? Design/methodology/approach: Independent research was carried out in 2021. Mission content in selected chemical organizations was analyzed. This was achieved by defining the coding scheme, testing it, cleaning and/or detailing it, and collecting, coding and analyzing the data. It was verified which values were displayed in those missions, using to this end the mission typology proposed by S. Cunningham, T.B. Cornwell and L.V. Coote. The hypotheses were verified using the Mann-Whitney U test (with continuity correction). Findings: Half of the chemical companies in Poland mention responsibility in their mission statement, while only one in eight (12.50%) mention ethics. Chemical companies in Poland involved in production and trade (i.e. those that pose a direct threat to the natural and social environment) are more likely to mention responsibility and ethics in their missions than service and/or trade companies in the same industry. Research limitations/implications: Only mission statements published on company websites were analyzed, perhaps excluding those that existed but were not posted online. The research was carried out only among Polish companies and so the conclusions should be limited to them only. To explore this trend in more depth, comparative analyses with companies from other industries and based in other countries should be conducted. This exploration would be facilitated by the use of techniques requiring direct contact, interviews, observations, surveys, case studies, etc. Originality/value: No research on the missions of chemical companies in Poland in terms of communicating specific types of values, or respective comparative studies, have been identified. In the course of this independent research, an attempt was made to partially fill this research gap. Keywords: chemical industry, mission statement, values, responsibility, ethics. Category of the paper: Research paper.

Summary In democratic societies, citizens join as volunteers in the management of various areas of the social sphere. They do this by engaging in non-profit organizations’ activities. People are the basis for the functioning of these entities, so it is possible to use appropriately adapted HRM methods and tools. The important part of the social workforce of non-profit organizations is young people (up to the age -of 26). The article presents the results of research on the experiences of young volunteers - the characteristics of their involvement and their participation in personnel processes. The purpose of the article is to identify the number and types of third-sector organizations, which young people have been involved in, as well as the characteristics of work performed by them in those subjects. Moreover, the article’s aim is to diagnose of personal processes that these persons have been engaged in and to ascertain how do they evaluate their work experience in the organizations, which were analyzed.

Summary A situation in which appears at the same time a competition and cooperation between the subjects is defined as a coopetition. First of all it is considered at the mezo level – between the companies, but it can be analysed at the micro level – inside the organization. In the second case, it concerns shaping the relations among the employers which compete one with another and at the same time they cooperate. Among the organizations where the coopetion can be analysed we distinguish two types - for profit and non profit. A difference of the functioning of the for profit and non profit organizations can be seen among other things in the differences that refer to the shape of the coopetition. In the article the characteristic of a intraorganizational coopetition in the for profit and non profit subjects was presented. The base to formulate the conclusions was formed by the investigations made in which, to collect the data there were used the semistructure interviews with six sample selected organizations – three for profit and three non profit.