Efektywne zarządzanie innowacyjnością pracowniczą w czasach COVID-19, czyli jak w kryzysie wzmocnić potencjał innowacyjny członków organizacji

Łużniak-Piecha, Magdalena; Swps, Uniwersytet; Bobrowska, Joanna

doi:10.15219/em87.1493

Cited by 2 publications

(1 citation statement)

References 81 publications

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“…One such challenge for managers will undoubtedly be maintaining the right balance of creativity and innovativeness in employees. A lack of office face-to-face meetings, a lack of feeling of solidarity and group strength, decreased trust (particularly towards people who have just joined the organisation and whom other employees have not had the chance to meet in informal circumstances apart from online meetings) will, beyond doubt, negatively affect growth in teams' innovativeness (Łużniak-Piecha & Bobrowska, 2020). Extensive research entitled Polish business in times of pandemic, concerning the behaviour of employees in organisations, was carried out by Obłój and his team (Obłój et al, 2021).…”

Section: Resultsmentioning

confidence: 99%

The influence of remote work in particular during the Covid-19 pandemic on changes in human behaviour patterns within organisations

Machaczka

Stopa

2022

IER

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The sudden occurrence of the SARS-Cov-2 pandemic, colloquially called COVID-19, brought about the necessity of redefining all the existing organisational patterns within companies. This article carried out an analysis of selected important changes in employee individual behaviour patterns and changes taking place in organisational structure in the context of the transition to remote work in the home office system. Additionally, threats stemming from that and challenges for the managerial staff were discussed. The analysis of changes in behaviour has been done on the basis of research carried out by external institutions studying changes in organisations, which have been caused by the transition to remote work mode. Research Design & Methods: When working on this conceptual work, the Authors analysed a few selected issues concerning the organisational changes caused by the COVID-19 pandemic and implemented by external orgnisations or research departments of a company. They also performed a though analysis of the current publications concerning the change of the staff behaviour in a given organisation, and in a more general sense, the disappearance of the organisational culture. Findings: The results of the analysis of the examined topic point out that the change of working style from an office work to a remote work will affect the organisational culture and change the staff behaviour. Some staff members who worked on a remote basis could not take part in the creation of the current artefacts, values and basis objectives of the organisational culture, which will result in the fact that new, previously unknown behaviours, will appear in an organisation. Implications & Recommendations: As a result of the change of organisational culture and individual staff behaviours, and of the disappearance of the artefacts and organisational values caused by the outbreak of the COVID-19 pandemic, an organisation's management should strengthen the staff identification with the organisation and thus, perhaps, redefine common values shared by all the staff and organisation. In order to specify the scope of the lack of common identification and individual behaviours, some research should be carried out within an organisation, identifying the necessity of re-establishing the values and new behaviours within a company. Contribution & Value Added:The paper presents possible changes within the area of organisational culture and individual behaviours of the staff, as these factors had never before been faced with such a great challenge of survival and had never before undergone such a large change as during the first months of the COVID-19 pandemic and also later on, when organisations continued online work. The paper is the first attempt to analyse possible changes of individual organisational behaviours and to measure the effect of remote work on organisational culture.

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Section: Resultsmentioning

confidence: 99%

The influence of remote work in particular during the Covid-19 pandemic on changes in human behaviour patterns within organisations

Machaczka

Stopa

2022

IER

View full text Add to dashboard Cite

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Nurturing teamwork and team dynamics in a hybrid work model

Buła,

Thompson,

Żak

2024

CEMJ

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PurposeWe aimed to analyze the impact of the transition to the hybrid model of teamwork and team dynamics from the perspective of the five key challenges, i.e. communication, coordination, connection, creativity and culture.Design/methodology/approachTo achieve the stated aim, we conducted a literature review and then an exploratory qualitative study. We split the research into phases: December 2021 to January 2022 and July to August 2022. In the first phase, we conducted computer-assisted online interviews (CAWIs) with all members of the remote team and an in-depth interview with the manager. After the transition from remote to hybrid work in February 2022, we returned to the team to conduct in-depth interviews with team leaders and the manager.FindingsWe identified key findings, i.e. managerial implications of differences across the 5 Cs (communication, coordination, connection, creativity and culture) noted in the functioning of the analyzed team as the team shifted from fully remote work to the hybrid work model.Research limitations/implicationsWe concluded that if people do not spend time together and are not impregnated with the unique culture and values of a given organization, they will not feel a connection to its distinctive ethos and may choose to leave. In the longer-term, the last challenge may be the biggest single opportunity for employees post-pandemic and concurrently the single biggest challenge that organizational leadership will need to address, given that sustainable market success depends on talent.Originality/valueThe results showed that team communication, teamwork coordination, social and emotional connections among team members, nurturing of creativity, as well as of the organizational culture were of high importance to the team in the hybrid work model. Thus, we confirmed the findings of other authors. The study contributes to our understanding of the impact of the hybrid work model on teamwork and team dynamics and provides some guidance on how organizations can mitigate these, in particular through the team manager.

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Efektywne zarządzanie innowacyjnością pracowniczą w czasach COVID-19, czyli jak w kryzysie wzmocnić potencjał innowacyjny członków organizacji

Cited by 2 publications

References 81 publications

The influence of remote work in particular during the Covid-19 pandemic on changes in human behaviour patterns within organisations

The influence of remote work in particular during the Covid-19 pandemic on changes in human behaviour patterns within organisations

Nurturing teamwork and team dynamics in a hybrid work model

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