The article presents a comprehensive study of the energy strategies of both countries, aimed at achieving their goals by 2050. A literature review presents global trends in energy policy, the current situation in Poland and Germany, and the importance of sustainable energy. For Poland and Germany, the current situation, goals, and strategies for 2050 are described, and the results of surveys carried out using a survey questionnaire are presented. A comparative analysis included a comparison of the goals and strategies of both countries and the results of surveys, presented in tabular form. This analysis drew conclusions regarding the differences and similarities in the approach of both countries to energy policy. The “Challenges and Prospects” section identifies potential challenges and presents opportunities and recommendations for the future. In conclusion, the article provides a thorough analysis, based on the methodology of a literature review, survey questionnaire, and tabular analysis, and contains important conclusions and implications for energy policy in Poland and Germany. The article also addresses the limitations of the study that may affect the interpretation of the results.

Innovation is one of the successful and competitive advantage factors for SMEs in the dynamically changing environment of the RES industry. For SMEs, innovation is driven by a number of factors, such as the size of the enterprise, the scope of activity, innovation capability, strategy, and environmental conditions. Organizations’ commitment to innovation is another important factor. This is especially true for SMEs with strong social bonds, meaning that every employee of the company is, to some extent, involved in the innovation process and influences the organization’s opinion. The goal of the paper is to assess the impact of organizational determinants of commitment to innovation on innovative behavior in SMEs in the RES industry. The paper is both theoretical and empirical. The theoretical part explains the relevance of organizational determinants of commitment to innovation and how they translate to innovative behavior in SMEs. The empirical part presents an analysis of the results of a quantitative diagnostic survey that involved a questionnaire comprised mostly of closed-ended questions. The survey lasted from September 2020 to February 2021 on a sample of 186 companies from the RES industry. Production workers participated in the survey. The survey was conducted in Poland. The research problem is expressed in the following questions: (1) Do organizational determinants of commitment to innovation influence innovative behaviors undertaken and implemented in SMEs in the RES industry? (2) What are the key predictors of organizational commitment to innovation in SMEs in the RES industry? (3) Which predictors of organizational commitment to innovation have the most influence on innovative behaviors undertaken and implemented in SMEs in the RES industry? The research hypothesis was as follows: The organizational factors of commitment to innovation have a positive impact on the innovative behaviors of employees. In the course of the survey, all the research assumptions were confirmed. The statistical tests were used to verify the research hypotheses. The article includes an introduction, literature review, analysis of research results, conclusions, and a bibliography.

Innovation plays a critical role in keeping companies on the market. In a dynamically changing environment, small and midsized businesses must engage in innovative activities to succeed. This chapter presents an assessment of innovation management in small and medium-sized enterprises. Aside from several case studies, it describes research conducted in the sector of MSP in selected CEE countries aimed to assess the management of innovation in a number of firms.

Cel pracy: Celem artykułu jest przedstawienie problematyki kapitału kariery menedżerskiej kobiet w małych i średnich przedsiębiorstwach.Materiał i metody: Kapitał kariery menedżerskiej kobiet przedstawiony został w kontekście małych i średnich przedsiębiorstw. Sformułowano następujące pytania badawcze: 1. Jakie rodzaje kapitału kariery mają znaczenie dla rozwoju kariery menedżerskiej kobiet?, 2. Jakie czynniki wpływają na osiąganie sukcesów w pracy zawodowej kobiecej kadry menedżerskiej? 3. Jakie są kluczowe kompetencje kobiet pełniących funkcje menedżerskie? Badanie zostało zrealizowane metodą sondażu diagnostycznego, techniką ankiety w środowisku kobiet zatrudnionych na stanowiskach menedżerskich w polskich MŚP. Próba badawcza stanowiła N=742 respondentów. Artykuł oparty jest na studiach literaturowych, zarówno krajowych, jak i międzynarodowych. Systematyczny przegląd literatury służył doprecyzowaniu luki poznawczej. Następnie przeprowadzono badanie własne z wykorzystaniem metody sondażu diagnostycznego.Wyniki: Sukces zawodowy dla badanych kobiet łączy się z podnoszeniem kwalifikacji, równowagą pomiędzy wszystkimi sferami życia, uznaniem w grupie zawodowej, samorealizacją i skutecznością w działaniu. Jest on trudniejszy do osiągnięcia w przypadku kobiet niż mężczyzn, co jest wynikiem braku równych szans rozwoju zawodowego i takich samych perspektyw awansu w przypadku kobiet i mężczyzn na stanowiskach menedżerskich.Wnioski: W wyniku krytycznej analizy literatury krajowej i międzynarodowej oraz badań własnych sformułowano następujące wnioski: kobiety są świadome, że kapitał edukacyjny, który determinował dotychczasową karierę zawodową nie gwarantuje dalszego sukcesu ich kariery menedżerskiej i należy go ciągle gromadzić i odnawiać, podobnie jak pozostałe formy kapitału kariery.

This article is based on empirical research conducted in SMEs in several countries: the Czech Republic, Slovakia, Lithuania, and Poland. The basis for empirical recognition was the assumption that it is possible to develop a positive attitude among employees towards work. The research problem concerned the search for the characteristics of the organizational environments of SMEs in the context of achieving job satisfaction. The research question was, “How and with what mechanisms can the positive attitudes of employees towards their work be strengthened?” To measure employees’ attitudes toward work, quantitative research was carried out using a questionnaire on a sample of 590 respondents. The key dimensions of satisfaction in the workplace were analyzed; these included the quality of management processes, social communication, interpersonal relations, remuneration or self-realization, and fulfillment of competence potential. Summing up the results of the empirical research, it is worth emphasizing that SME employees noticed many different factors affecting, to a greater or lesser extent, their perceptions of professional satisfaction. Among these, they most often mentioned detailed elements of the general context of achieving satisfaction in relation to, for example, individual abilities and skills, interpersonal relationships, communication processes, and reward and motivation systems.