A new dimension of dialogue in business

Modern business does not operate in a vacuum. The development of technology and new forms of work have significantly changed the image of modern business, and especially the relationship between employer and employee. However, there are many other actors and factors between these two parties; government, institutions, international regulations, and even climate change.

Every decision, from employment strategy to CSR actions, is part of a broader social, demographic and cultural context. As experts from SWPS University emphasize, open dialogue between the world of work and the world of capital is today not only a question of ethics, but also of efficiency and survival. Based on the video “Why does business need open dialogue?” with the participation of Dr. Mikołaj Cześnik, professor of SWPS University, and Dr. Max Bielecki (SWPS University of Humanities and Social Sciences) we present some key issues raised by the interlocutors and which significantly influence the perception of modern dialogue in business.

Society and Business: Common Dependencies

Reflecting on the relationship between business and society requires a deepening of demographic awareness. Poland is still a country with an employment structure dominated by industry, construction, transport and care services - hence the sectors in which they work. blue collar workers. They are the backbone of the economy, and at the same time often remain outside the mainstream discussion of the “modern labor market”. Meanwhile, the problems of these groups tend to be universal: it is not only a question of wages, but also of social readiness for change, a sense of security or the quality of the relationship with the employer. Caring for the employee cannot be just a slogan; especially in conditions where migration, violation of labor rights or the influx of cheap labor create real market tensions. Polish entrepreneurs are increasingly faced with the need to confront the need for a confrontation between EU border control and the need to provide hands to work.

Between macro and micro scale

It is important for us to remember that business operates today in a world where local decisions have global consequences and global phenomena local effects. One of the best examples of this is climate change, migration or legislation concerning foreigners. They create a complex, multi-level reality in which the entrepreneur must find his way.

This “glocality” therefore requires a new type of thinking: combining a local perspective (community, worker, workplace) with a global perspective (supply chains, EU regulations, energy transition). Awareness of this interdependence is the first step in building a responsible dialogue between stakeholders.

Between business and community

As the interlocutors of the videocast recalled, since the 90s we pretend that the category of interest (in the understanding of Marx and Engels) has ceased to matter. And yet the interests of the employee and the employer are still different. This is not always evident in the narrative of “opportunities for development”, “common direction” or “passion for work”, because it blurs the division by showing that the employee and the employer always start from a similar position. RDifferences in interests do not have to be a cause for conflict, although when the interests of both parties are not articulated clearly and transparently it is easy to fall into thinking that the employee and the employer are always playing for one goal. After all, these two parties, concluding an agreement with each other, want to make the most of it, and in reality the actions aimed at this do not necessarily translate into equality in the interests pursued.

Social dialogue, tripartite commissions, trade associations and trade unions are not obsolete, although sometimes it may seem so, they are usually good tools for regulating relations that help reduce the tensions that arise instead of ignoring them. It is worth using the example of Finland and Denmark, where the security system is based on mutual trust and transparency of interests; each side knows what the other needs. In Poland, “mine — property” thinking continues to repent, which weakens the sense of community and has an extremely strong influence on our sense of identity, which, as we know, has historically often been put to the test. However, such short-sightedness harms everyone: it hinders cooperation, weakens loyalty and blocks innovation, and is consequently anti-social.

Organizational culture and well-being

More and more companies declare concern for the well-being of employees, however - as experts emphasize - this cannot be a superficial action and therefore not very effective. Organizational culture should treat employees subjectively, with respect for their diverse needs: generational, environmental, or residence-related. Although it sounds idealistic and unrealistic, the inclusion of at least some of these activities is conducive to the business environment and at the same time gives some kind of understanding and support to the people working.

Despite today's fashionable story about work, which represents what kind of person you are, it seems important to remember that work does not have to be an identity. Common sense and the separation of life roles allow you to avoid some overexcitement in the workplace debate. Not every work is, after all, a space for ideological warfare - the vast majority of them are intended to be a space for cooperation and the realization of mutual interests.

Real Challenges: Demographics and Generations

Poland is now entering a phase of serious demographic change. The demographic boom of the 1980s is approaching retirement age, while younger generations enter the workforce with very different expectations. Combined with migration, outsourcing and growing social polarization, this creates a mix of challenges that cannot be solved without sincere dialogue.

The key question is: what really makes us different, and what does it only seem to us that makes us different? Poland remains a relatively homogeneous society, and yet it is increasingly difficult to talk about business without emotion. An open conversation, about the needs arising from age, status or place of residence, is the foundation of sound politics and responsible business.

Towards a Culture of Trust

Openness in the dialogue between the employer and the employee is not a sign of weakness, although it is still often thought of with distance. Rather, it is a manifestation of social maturity, a healthy tissue that is ripe for dialogue. Transparency, a partnership approach and the ability to define interests together will allow us to avoid the polarization that ultimately harms us all.

A business that is able to listen and understand the social context not only builds a competitive advantage, but becomes a participant in a modern community - based on trust, co-responsibility and mutual respect. Sources: 1.https://web.swps.pl/strefa-zarzadzania/artykuly/25930-dlaczego-biznes-potrzebuje-otwartego-dialogu-videocast