• Zarządzanie w zgodzie z człowiekiem. O roli kontraktu psychologicznego w budowaniu nowoczesnych organizacji

Zarządzanie w zgodzie z człowiekiem. O roli kontraktu psychologicznego w budowaniu nowoczesnych organizacji

  • Autor: Anna Rogozińska-Pawełczyk Agnieszka Sitarska-Piwko
  • Wydawca: Difin
  • ISBN: 978-83-8270-289-7
  • Data wydania: 2024
  • Liczba stron/format: 190/B5
  • Oprawa: miękka

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Dostępność: Duża ilość w magazynie
Książka wprowadza czytelników w świat złożonych kontekstów zmieniającego się charakteru pracy, które powodują powstanie nowego typu relacji pracodawca–pracownik w warunkach nowej organizacji. Stanowi ona próbę zebrania nowatorskich współczesnych myśli oraz rozwinięcia dotychczasowych prac nad kontraktem psychologicznym. Autorki analizują naturę kontraktu psychologicznego i jego znaczenie w kontekście zachodzących relacji w organizacji oraz wskazują, jak zarządzać kontraktem psychologicznym we współczesnej organizacji poprzez użycie różnorodnych narzędzi. Opracowanie podzielone jest na dwie części, które składają się na, z początku teoretyczne, a następnie praktyczne, inspirujące, nowatorskie rozważania na temat przyczyn, konsekwencji i aspektów nowego, wyłaniającego się kontraktu psychologicznego. Kolejne rozdziały są ilustrowane teorią i wynikami badań empirycznych, a także przykładami praktycznych metod rozwiazywania problemów. Unikatowa perspektywa teoretyczna oraz wiedza praktyczna na temat zarządzania kontraktem psychologicznym dedykowane są menadżerom, specjalistom HR, trenerom, coachom, chcącym zastosować kontrakty psychologiczne w swojej praktyce zawodowej oraz rozwijać bardziej świadomie i empatycznie relacje z pracownikami. Praca może okazać się również przydatna pracownikom akademickim, studentom i absolwentom studiów na kierunkach ekonomicznych, psychologicznych i społecznych.

Spis treści:

Wstęp

Część teoretyczna. KONTRAKT PSYCHOLOGICZNY W PRACY

1. Kontrakty psychologiczne wczoraj i dziś: teoria i zastosowanie dla współczesnych organizacji

1.1. Konceptualizacja kontraktu psychologicznego
1.2. Definiowanie kontraktu psychologicznego
1.3. Treść i stan kontraktu psychologicznego
1.4. Rodzaje kontraktów psychologicznych
1.5. Umowa o pracę a kontrakt psychologiczny
1.6. Wypełnianie kontraktu psychologicznego
1.7. Naruszenie kontraktu psychologicznego
1.8. Przyczyny i konsekwencje naruszenia kontraktu psychologicznego
1.9. Złamanie kontraktu psychologicznego

2. Prewencyjne zarządzanie kontraktem psychologicznym w nowej rzeczywistości

2.1. Strategie i praktyki HR a kontrakty psychologiczne w organizacji
2.2. Wewnątrzorganizacyjni interesariusze kontraktu psychologicznego
2.3. Wpływ praktyk HR na kontrakty psychologiczne w nowej rzeczywistości
2.3.1. Praktyki HR w obszarze rekrutacji i selekcji
2.3.2. Praktyki HR w obszarze szkolenia i rozwoju
2.3.3. Praktyki HR w obszarze oceny wyników pracy
2.3.4. Praktyki HR w obszarze wynagradzania
2.3.5. Praktyki HR w obszarze zarządzania talentami

3. Przyszłość pracy w kontekście nowej organizacji i kontraktu psychologicznego

3.1. Kontekstowe rozważania o nowych sposobach organizacji pracy
3.2. Kontrakt psychologiczny jako skuteczny mechanizm kierowania ludźmi w nowym środowisku pracy
3.3. Dotychczasowe badania nad kontraktami psychologicznymi w nowej rzeczywistości
3.4. Atrybuty praktyk HR niezbędne w zarządzaniu kontraktem psychologicznym w nowej rzeczywistości
3.5. Wyzwania dla zarządzania kontraktem psychologicznym w perspektywie przyszłości pracy i nowych miejsc pracy
3.5.1. Nowe potrzeby nowoczesnych pracowników
3.5.2. Nowe myślenie nowoczesnych pracowników
3.5.3. Nowe formy i miejsca wykonywania pracy
3.5.4. Nowe sposoby wykonywania pracy
3.5.5. Nowe powody wykonywania pracy
3.5.6. Nowe opisy stanowisk pracy

Część praktyczna. ZARZĄDZANIE ZORIENTOWANE NA RELACJE – ROZWIĄZYWANIE PROBLEMÓW W PRAKTYCE

4. Szkolenia i warsztaty


4.1. Idea kontraktu psychologicznego
4.1.1. Definiowanie kontraktu psychologicznego
4.1.2. Eksploracja kontraktów psychologicznych za pomocą map myśli
4.2. Naruszenie kontraktu psychologicznego
4.2.1. Analiza przypadków naruszenia kontraktu psychologicznego
4.3. Kontrakt psychologiczny w zarządzaniu ludźmi
4.3.1. Zrozumienie roli kontraktu psychologicznego w zarządzaniu
4.4. Kontrakt psychologiczny a procesy rekrutacji i selekcji
4.4.1. Oferta pracy – ogłoszenie w zgodzie z zasadami kontraktu
4.5. Rozwój pracowników a kontrakt psychologiczny
4.5.1. Ogrody rozwoju – twoja umowa z zespołem
4.5.2. Kreatywne połączenia rozwoju
4.6. Ocena pracy a kontrakt psychologiczny
4.6.1. Feedback jako narzędzie wspierające kontrakt psychologiczny
4.7. Nowa rzeczywistość – nowi pracownicy
4.7.1. Mapowanie kontraktu psychologicznego – ćwiczenie dla zespołów HR
4.7.2. Nowi pracownicy w nowej rzeczywistości – przykład firmy TechGlobal Solutions
4.7.3. Interakcja i przyszłość kontraktu psychologicznego w świecie technologii

5. Procesy coachingowe

5.1. Rodzaje zawieranego kontraktu psychologicznego – sesja menedżerska
5.2. Rozumienie kontraktu psychologicznego – sesja menedżerska
5.3. Sesja coachingowa na temat świadomości wpływu menedżera na realizację kontraktu psychologicznego – sesja menedżerska
5.4. Autodiagnoza w kontekście budowania i utrzymania kontraktu psychologicznego – sesja menedżerska
5.5. Twoje talenty a oczekiwania wobec organizacji – sesja menedżerska
5.6. Czy jestem gotowy na nowe pokolenie Z? – sesja menedżerska

Zakończenie
Bibliografia

Anna Rogozińska-Pawełczyk
Prof. UŁ dr hab., jest psychologiem, doktorem nauk ekonomicznych w zakresie ekonomii, a także doktorem habilitowanym w dziedzinie nauk ekonomicznych w dyscyplinie nauk o zarządzaniu. Od 22 lat pracuje na Wydziale Ekonomiczno-Socjologicznym Uniwersytetu Łódzkiego w Katedrze Pracy i Polityki Społecznej. Pełni funkcję Pełnomocnika Wojewody Łódzkiego do spraw ekonomii społecznej. Jej zainteresowania naukowo-badawcze koncentrują się wokół tematyki rynku pracy ze szczególnym uwzględnieniem zarządzania zasobami ludzkimi, zachowań organizacyjnych i kontraktu psychologicznego. Posiada praktykę związaną z kierowaniem pracami zespołów naukowych m.in. w ramach grantów naukowych NCN, projektów unijnych HORYZONT 2020 i finansowanych z środków Europejskiego Funduszu Społecznego oraz z Funduszy Norweskich. Jest autorką ponad 100 artykułów naukowych i dziewięciu monografii naukowych m.in.: Zarządzanie zasobami ludzkimi oparte na kontrakcie psychologicznym (2016); Zarządzanie kontraktem psychologicznym w kontekście polskiej kultury organizacyjnej (2020) oraz Kontrakt psychologiczny w zmieniającym się świecie pracy-przed pandemią COVID-19 i w trakcie jej trwania (2021).

Książki tego autora

Agnieszka Sitarska-Piwko
Doświadczona trenerka i coach z ponad 18-letnim stażem w dziedzinie zarządzania zasobami ludzkimi. Od ponad 14 lat wdraża w mBanku zaawansowane systemy zarządzania szkoleniami. Jej praktyczne doświadczenie to ponad 5000 godzin spędzonych na sali szkoleniowej i niemal 1500 godzin poświęconych coachingowi i mentoringowi. Jest także zaangażowana w kreowanie programów zwiększających samoświadomość i dobrostan pracowników, a także inicjatyw skoncentrowanych na budowaniu kompetencji przyszłości. Dodatkowo, tworzy gry i symulacje edukacyjne, które znajdują zastosowanie zarówno podczas warsztatów merytorycznych, jak i jako narzędzia doradcze i coachingowe.

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