Tag: competences research

research results

What is the importance of team diversity for research team competence? Part 3

Below are the answers to the last 3 research questions we presented in our October 14 blog post. This is a continuation of the October 21 answers, so we are numbering the questions in further order. The answer to the third question, how competencies were distributed in the research team according to seniority, can be described as follows. The results were consistent with the answer to the question of how the average competency gaps of team members are distributed across job groups. Employees with the least experience (up to 10 years of seniority) and those with the most experience (more

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research results

What is the importance of team diversity to the competence of a research team? Part 2

As you can read in the previous post, we studied the impact of team diversity on the competence of this research team. Let’s start with the main diversity parameters we measured. The parameters describing the diversity of the team were as follows: Below are the answers to the first two research questions. The first research question, how the average competency gaps of team members were shaped according to their positions, can be answered as follows. The average competency gap for employees in the position of assistant professor was as high as -0.49, which means that these employees were on average

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research results

What is the importance of team diversity for the competence of the research team? Part 1

In today’s world, including the world of science, joint action is seen as one of the ways to increase work efficiency, improve the level of execution, better and better scientific projects and discoveries. Joint action is based on cooperation, communication, exchange of information, openness to diversity and many other factors. Therefore, in our project to study the competencies of academics in research universities, we posed the research problem of what are the most important characteristics of a research team and the importance of the team’s diversity to its competencies. In order to solve it, we posed 5 research questions about

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conferences

We spoke at the VI Congress of the Polish Association of Organization Psychology

During the VI Congress of the Association of Organization Psychologists there was a presentation of the research team, implementing the grant project VT Flow and effectiveness of the virtual team. The congress took place 12.09 to 14.09 on the premises of the Institute of Psychology at the University of Lodz. “Different or the same? New Challenges in the Work Environment” was the theme of the event, and key issues included diversity and the importance of new technologies in the work context. The presentation by the team represented by Dr. Anita Pollak, Prof. of the University of Lodz, and Piotr Klimowicz,

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conferences

The XII International Conference of the series “Contemporary Challenges of Project and Process Management” is approaching, in which we will participate

In just a few days we will once again participate in the conference of the series “Contemporary Challenges of Project and Process Management”, organized every two years by the Department of Management Processes at the Cracow University of Economics. As every year, the conference will be held in Zakopane and will last from September 19 to 21, 2024. This year, the main objectives of the conference are to celebrate the scientific achievements of Prof. UEK Prof. Czesław Mesjasz, as well as to exchange knowledge and practical experience, present the results of scientific research, integrate the scientific community with the business

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conferences

The VI Congress of the Polish Association of Organization Psychology is coming up, in which we will participate

On September 12 – 14, 2024, the VI National Congress of the PSPO will be held. This conference opens a space to reflect on the changes in the functioning of organizations and the performance of work that technological and social developments of the last 20 years have initiated. It will discuss transformations in the hierarchy of shared values and lifestyles, challenges and hopes related to diversity in the work environment, the increasing automation and digitization of work processes, artificial intelligence. We will talk about the changing needs of employers and employees. There will also be a scientific discussion about the

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about competences

Researcher’s competency: how to measure the “coping with stress” competency?

Coping with stress is another competence that we learn from childhood. However, we rarely learn it to the extent that we can handle difficult situations in life or at work without problems. Again, the question is how to measure this competency to check the level of mastery and opportunities to improve this skill. Stress in the workplace is experienced by everyone, regardless of their profession, position or salary. However, such nervous tension is not only characteristic of those who have an occupation. Stress also occurs when we are forced to wait for hours, stand still or perform monotonous tasks. Stress

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about competences

Researcher competencies: how to measure the competency “organization of own work”?

Another competency that we can measure in researchers, self-work organization. Colloquially, we can see or somehow tell if someone is well-organized or disorganized. Just how do we measure it? We associate self-work organization directly with the ability to plan tasks in time and execute them according to plan, possibly reacting to unforeseen obstacles to the plan. Surveys of managers show that only 10% of people in managerial positions do not complain about lack of time, the rest would need an extra few to several hours. The result of poor time planning is excessive fatigue, lack of time for the family

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about competences

Competence of the researcher: how to measure the competence “communicativeness”?

Another competency that can be measured using competency profiles is communicativeness. From our training and consulting experience, we know that this topic is very popular in training inquiries and generally causes a lot of problems with work in organizations. We have this observation that in all the competencies we learn from childhood, we are quite poor and rarely can speak well, run, listen, play an instrument, cook and so on. Communication is one such competence that we constantly need to improve. Typical communication between people or between cells in a company always follows the same pattern. Someone who wants to

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about competences

Researcher competencies: how do you measure the “assertiveness” competency?

In the following weeks, we want to present some examples of the competencies we measure in the competency measurement tools that you can check out on our website. Users of the tools and readers of the blog ask us how we do the measurement, what we take into account when measuring and how we created the indicators. Let’s take one of the competencies used in the competency profiles of our researcher competency measurement tools as an example. It will be assertiveness. First, let’s ask ourselves what assertiveness is. Thus, a person’s assertiveness is seen as the gentle, sincere and firm

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