Batismus, urychlená modernita a průkopníci práce. Personální politika Baťova koncernu a řízené přesuny zaměstnanců v letech 1938-1941

MAREK, Martin and Vít STROBACH. Batismus, urychlená modernita a průkopníci práce. Personální politika Baťova koncernu a řízené přesuny zaměstnanců v letech 1938-1941 (Batism, accelerated modernity and labor pioneers. Bata Group's staff deployment policy and controlled staff transfers in 1938-1941). Moderní dějiny. Praha: Historický ústav AV ČR, v. v. i., 2010, roč. 18, No 1, p. 103-153. ISSN 1210-6860.

Basic information

• Original name: Batismus, urychlená modernita a průkopníci práce. Personální politika Baťova koncernu a řízené přesuny zaměstnanců v letech 1938-1941
• Name (in English): Batism, accelerated modernity and labor pioneers. Bata Group's staff deployment policy and controlled staff transfers in 1938-1941
• Authors: MAREK, Martin (203 Czech Republic, guarantor, belonging to the institution) and Vít STROBACH (203 Czech Republic, belonging to the institution).
• Edition: Moderní dějiny, Praha, Historický ústav AV ČR, v. v. i. 2010, 1210-6860.

Other information

• Original language: Czech
• Type of outcome: Article in a journal
• Field of Study: 60101 History
• Country of publisher: Czech Republic
• Confidentiality degree: is not subject to a state or trade secret
• WWW: URL
• RIV identification code: RIV/00216224:14210/10:00046152
• Organization unit: Faculty of Arts
• Keywords (in Czech): Dějiny; 20. století; Československo; Baťa, management
• Keywords in English: History; 20th century; Czechoslovakia; Baťa; management
• Tags: RIV-OK

Abstract

Studie analyzuje personální politiku baťovského koncernu při hromadném vysílání zaměstnanců do zahraničí v letech 1938-1941, přičemž zohledňuje některé disciplinační praktiky daného diskursu (batismu) a utváření identity normálního zaměstnance. Nejprve studie rekonstruuje strukturu mocenských polí a jejich hlavních reprezentantů, kteří spolurozhodovali o výběru kandidátů a termínech jejich transferů. Dále hodnotí kritéria, která byla určující pro výběr uchazeče. Do tohoto výběru vstupovala řada dalších faktorů, které ovlivňovaly výslednou podobu, průběh a směr transferu. Z interních faktorů analyzujeme zejména národnostní kritérium a obecně řeč - diskurs nacionalismu, z externích pak imigrační regule, vytíženost dopravních spojů. V neposlední řadě studie hodnotí i motivace zaměstnanců a možnosti jejich rozhodování.

Abstract (in English)

The study deals with what is known as controlled dispatch of selected staff to be deployed as labor pioneers in new Baťa factories abroad, and with the organization of such transfers in the years 1938-1941. As the topic dealt with is very broad a wide range of sources are available for research and interpretation. Quite broad is also the research method as well as the ways of presentation, which makes it possible to apply different viewpoints and ask different questions. During the research the issue of disciplinary policy of batism arose which by means of certain practices shaped the staff member identity in the Zlín-based Group and aimed at forming an ideal member of the Company staff. It is not our goal to only prove the "almightiness" of the discourse; we also try to point out the degree of disciplination and, if any, the resistance to such practices. The Baťa-type management system is described by some authors as a hierarchical process of carrying out orders issued from a single management center. We believe that such interpretation is insufficient. Although the transfer planning exhibits a tendency towards an administrative form of Group staff control by means of scientific simplifications, the final form of controlled transfers differed from the rational view of the Group Management. The eventual result was actually due to a power unbalance in a wider social field of actors linked through interpersonal networks. The elaborated concepts and schedules constituted idealized programs whose accurate implementation was hindered by a number of both internal and external factors. In addition, their course and orientation were also influenced by the selected candidates, who were supposed to accept them in accordance with the Management's intentions. Thus, the eventual form, which was largely due to improvisation and chance, differed from the initial visions and the efforts made.

Links

• GA409/09/0516, research and development project: Name: Řízené přesuny zaměstnanců Baťova koncernu do zahraničí v letech 1938-1939 - strategie, rozsah, preferované destinace

Investor: Czech Science Foundation, Organized relocation abroad of Baťa concern employees in 1938-1939 - strategy, scope, preferred destinations