Suchergebnisse

Bu çalışmanın amacı uzaktan çalışmanın işyerlerinde nasıl uygulanacağına dair bir öneri geliştirmektir. Uzaktan çalışma özellikle 2019'dan beri çokça tartışılan bir konu olmuştur. Kovid-19 pandemi sürecinde gerek genel gerekse akademik olarak uzaktan çalışma tartışmaları tüm zamanların yaklaşık 3-4 katı artışla gündeme gelmiştir. Türkiye'de 10 Mart 2021'de uzaktan çalışma yönetmeliği yürürlüğe girmiştir. Bu yönetmelik sözleşmenin nasıl yapılacağı, çalışma ortamının nasıl düzenleneceği, iş araçlarının temini ve kullanımı, çalışma süreleri, iletişim, verilerin korunması, iş sağlığı ve güvenliği (İSG), uzaktan çalışmanın yapılamayacağı işler ve uzaktan çalışmaya nasıl geçileceği ile ilgili genel hükümleri içermektedir. Bu düzenleme yol gösterici olmakla birlikte uzaktan çalışmanın uygulanması işyerlerinin özelliklerine göre ayrıntılı bir takım düzenlemeleri gerekli kılmaktadır. Bu nedenle çalışmada bir yerel yönetime bağlı kamu kuruluşunda uzaktan çalışmanın uygulanabilmesi için yürütülecek sürece dair bir yol haritası oluşturma çalışması yapılmıştır. İlk olarak literatür taramasının ardından uzaktan çalışma sürecinde karşılaşılabilecek sorun alanları tespit edilmiştir. Bu çerçevede Uzaktan çalışmanın bir işyerinde o işyerinin özelliklerine uygun olarak nasıl uygulanacağı tasarlanmıştır. Bu düzenleme yapılırken iki birim öne çıkmıştır. Bunlar bilişim ve insan kaynakları departmanlarıdır. Bilişim departmanıyla yapılan görüşmelerde uzaktan çalışmanın gerektirdiği ve işletmede var olan bilişim altyapısı değerlendirilmiştir. İnsan Kaynakları departmanıyla yapılan görüşmelerde ise uzaktan çalışmaya uygun görevlerin tespiti bu süreçte yapılması gereken yükümlülükler değerlendirilmiştir. Sonuçta uzaktan çalışmaya geçmek isteyen işletmelerde mevzuattaki yükümlülüklerin karşılanabilmesi ve uygulamada karşılaşılabilecek sorunları çözmeye yardımcı olabilecek bir öneri geliştirilmiştir.

In this article, we analyse the impact of disruptive media events on the perceived value of diversity in editorial practices, with a specific focus on the Polish media debate following the onset of the Ukrainian-Russian war in February 2022. We do this based on a unique dataset derived from in-depth interviews with eight editors representing four different newsrooms conducted before, immediately after, and approximately one year after the start of the war. Our research answers the question of whether newsrooms can defend the value of diversity during the coverage of war and crisis. We also assess the impact of the changed geopolitical context, characterised by nation-building mobilisation and public sentiments of solidarity with Ukrainians, on editorial decisions to mute, delay, or opt out of publishing certain stories. We contribute to research on the epistemologies of journalistic news production during times of crisis, news diversity, and the role of the media in democratic societies.

This study aimed at investigating teachers' workplace friendship and organizational happiness perceptions levels and the relationship between them. The relational survey model, a quantitative research method, was employed in the study. 6024 teachers employed in public schools in Malatya in 2021-2022 academic year constituted the universe of the study. In this sense, 230 teachers selected using stratified sampling method participated in the study. In data collection three different tools were used: workplace friendship scale, organizational happiness scales and a personal information form which was developed by the researcher. SPSS 26.0 was used in the analysis of the data. The t-Test, ANOVA and Tukey test were performed. The findings showed that participants' friendship opportunity perception in the schools they were working were quite high, while the friendship prevalence perceptions were lower. The findings revealed a strong and positive relationship between the friendship opportunity and friendship perceptions of the participants in the current environment and their positive feelings, which are the source of organizational happiness.

Son yıllarda Azerbaycan ile İsrail gibi etnik, dini, sosyal, kültürel ve ekonomik anlamda birbirinden oldukça farklı iki ülke arasında gözlemlenen yakınlaşma, Kafkasların ve Ortadoğu'nun geleceği kadar küresel siyaset hakkında düşünen uzmanların ilgisini çekmiştir. Aralarında başarılı uluslararası entegrasyon örneklerini yakından takip edenlerin de bulunduğu bu uzmanlar için ortaya çıkan gelişme, Azerbaycan ile İran gibi aralarında pek çok ortak yönü bulunan iki devletin giderek birbirinden uzaklaştığı bir süreçte oldukça şaşırtıcı gelmiştir. Dolayısıyla, biri Yahudi, diğeri Müslüman nüfus ağırlıklı iki ülke arasındaki yakınlaşmanın, İsrail'in Azerbaycan topraklarını olası bir İran saldırısı için kullanmak istemesi gibi bir temel gerekçeye dayandırılıp dayandırılamayacağı esaslı bir merak konusu olmuştur. Ancak bu çalışmada, Azerbaycan-İsrail ilişkilerinin tarihsel seyri ile bu ilişkilerin temel niteliğini belirleyen strateji-güvenlik, diplomasi ve ekonomi gibi konulara odaklanılarak, iki ülke arasındaki yakınlaşmanın daha rasyonel gerekçelerinin aranması gerektiğine işaret edilmektedir. ; The ever increasing rapprochement between two countries as diverse as Azerbaijan and Israel in terms of ethnicity, religion, culture and economy has attracted the attention of many specialists who ponder over the future of Caucasia, the Middle East and global politics. The same development added to the existing confusion when it appeared to occur at a time when Iran and Azerbaijan, both of which share several similarities, have slowly begun to drift away from each other. With that a critical question as to whether this aforementioned rapprochement between a Muslim and Jewish dominated country could be attributed to mainly Israel's attempt to win over Azerbaijan's approval for letting her to use the latter's territory for a potential attack towards Iran. Yet, a study over the historical settings of the Azerbaijani-Israeli relations as well as on the subject of strategy-security, diplomacy and economy, all of which appear to have determined the primary attributes of those relations, reveal that the more rational causes of the said rapprochement should be looked in these areas.

The article addresses the issue of change in the government-university relationships. As has become increasingly clear for both analysts of higher education policy and for administrators in higher education institutions, a fundamental shift in the relationship between national governments and higher education institutions is taking place in many Western European countries. In some countries, these changes are occurring at greater speed than in others, but movement to what has been labelled "state supervision" is quite dominant. The first part of the article analyses the rationale for this change at system level by tracing its historical imperatives; after which it discusses the concept of the supervisory governance model. The second part focuses in particular on one of the key of this objective and what doing so implies for the role and function of higher education institutions. By focussing on the specific issue of diversity, the authors intend to demonstrate the dynamic relationship between governments and higher education institutions that is implied in the supervisory model. ; Artykuł jest poświęcony zmianom w stosunkach między rządem i uniwersytetem. Zarówno dla analizujących politykę wobec szkolnictwa wyższego, jak i dla zarządzających szkołami wyższymi coraz bardziej oczywisty staje się fakt, że w wielu państwach Europy Zachodniej dokonują się zasadnicze zmiany w relacjach między państwem a instytucjami szkolnictwa wyższego. W niektórych krajach zmiany te zachodzą szybciej niż w pozostałych, lecz powszechna jest tendencja do przeobrażania stanu nazwanego "regulacją państwową" . W pierwszej części artykułu autorzy zajmują się systemowymi determinantami tych zmian, eksponując czynniki historyczne, oraz sposobem tworzenia państwowej regulacji. W drugiej części koncentrują się na jednym z kluczowych celów polityki w stosunku do szkół wyższych, to jest na problemie różnorodności i instrumentach realizacji strategii regulacji, a także na skutkach, jakie one wywierają w sferze misji oraz zadań szkół wyższych. Koncentrując się na problemie różnorodności, autorzy starają się pokazać zmiany zachodzące - pod wpływem modelu regulacji - w stosunkach między państwem a szkołami wyższymi.

Over the last hundred years, there have been accomplished visible and beneficial to women changes related to equalization of their chances in the labour market. Thanks to feminist movements of the first and second wave women gained access to education and the right to vote, there was accomplished progress in women's access to the labour market, to business and managerial positions. The data for Poland show that contemporary women are better educated than men and have qualifications adequate for managerial positions at the top executive level - become owners of company or hold positions of presidents and general directors. There are increasingly more studies proving that gender diversity is profitable for companies, as it generates higher effectiveness due to higher efficiency and greater creativity of diversified teams. Facing radical demographic changes resulting with the lower number of successive generations entering the labour market, it is essential to take advantage of the potential of increasingly higher educated women and to treat them as the labour force resource equal to men (and not subordinate). Patriarchy as a social system where women play inferior roles to men is exhausting its significance and ceases to be justified, i.e. it does not facilitate socio-economic development or welfare of societies. It is being replaced with partnership of women and men both at work and in family. Transformation of patriarchy into partnership is a longstanding process, therefore, in order to accelerate it, there are implemented solutions in a form of quotas in politics and business which are actions of interim character - implemented for a determined period in order to achieve faster the goal which is obtaining gender balance in decision-making bodies. ; Na przestrzeni ostatnich stu lat dokonały się dostrzegalne i korzystne dla kobiet zmiany związane z wyrównywaniem ich szans na rynku pracy. Dzięki ruchom feministycznym pierwszej i drugiej fali kobiety uzyskały prawo do edukacji i prawa wyborcze, dokonał się postęp w ...

Araştırmanın Amacı: İlgili yazında güven kavramı ağırlıklı olarak tek yönlü olarak ele alınıp; örgütsel süreçlerdeki rolü incelenmiştir. İkili güven kavramını araştıran çalışmamızda, işgörenlerin hem örgüte hem de sendikaya bağlı olmaları nedeniyle, güvenin iki yönlü (sendika/örgüt) olarak incelenmesi ve bir tarafa duyulan güven ya da güvensizliğin diğer tarafı nasıl etkileyeceği, konusu önem taşımakta olup; ilgili yazında bu yetersizliğin belli ölçüde giderilmesi amaçlanmıştır. Yazındaki bu boşluğu doldurabilmek için, bu çalışmada örgütsel güven kavramı iki yönlü olarak ele alınıp incelenecektir. Yöntem: Araştırmanın teorik kısmı ilgili yazın taraması ve yararlanılarak araştırma araştırması ise Enerji, Sağlık ve Eğitim olmak üzere üç farklı Kamu sektöründen 553 işgörene anket yöntemi kullanılarak tamamlanmıştır. Elde edilen veriler SPSS ve LISREL istatistik programlarında temel ve ileri düzey (Yapısal Eşitlik Modellemesi) testlere tabi tutulmuş ve sonuçlara ulaşılmıştır. Bulgular ve Sonuç: Yapısal Eşitlik Modeli (YEM) analizi sonucuna göre örgütsel güven düzeyinin bütün alt boyutlarının, sendikaya güven düzeyindeki bütün alt boyutları pozitif şekilde etkilediği, sendika yöneticisine karşı olan güven düzeyinin sendikaya olan güveni pozitif yönde etkilediği ve en yüksek güven düzeyinin enerji sektöründe, en düşük ise eğitim sektöründe olduğu sonucuna ulaşılmıştır. ; Objectives of the Research: In related literature, the concept of trust, approached from such one-way perspective, and its role in the organizational process, has thoroughly been discussed and studied. Our research aims to investigate the concept of dual trust, built upon experience of two-way relations and commitments of the employees towards both sides of their polarised environment to better reflect the character of these dual links with the organization on one, and the trade union, on the other side of this polar structure. Examining the issue of trust from this new perspective will allow to better establish, how exactly, the measure of confidence or distrust, existing in relation with any one side of such environment, can simultaneously be found affecting the relation of the employee with the other side of the organizational system. Thus existing theoretical deficiency is intended to be resolved upon the results of this study, to fill the gap in literature with concept of organizational trust, which comprises of extended model of analysis of these dual, simultaneous relations. Methods: The theoretical part of the study has been developed based on reviews of literature and in conjunction with conducted researches. Field research has been completed by using a questionnaire method, applied to 553 employees from three different public sectors: Energy, Health, and Education. Data obtained has been subjected to basic and advanced tests (Structural Equation Modeling) in SPSS and LISREL statistical software suites and results achieved were evaluated. Results: According to the results of Structural Equation Modeling (SEM) analysis, it is concluded that all the sub-dimensions of organizational trust level affect all the sub-dimensions of trust toward the trade union, the level of trust towards the union leaders, positively affects the trust towards the union itself and, that the highest levels of the trust in general, are seen in energy sector, while the lowest levels, within the scope of this research, respectively, are seen in the sector of educationroblem of the Research: If employees work in a situation of direct and simultaneous relations with two organizations (workplace and a trade union) which are both, competing with each other in conflict of interest. This situation, can be found in literature, described as a 'dual link' (Stagner, 1954). The necessity of maximizing organizational aims through relations with employees on both sides will be seen directly affecting the perceptions and behaviors of employees towards both of the organizations. Within such a context, the concept of 'organizational trust' will also have to be seen as linked to, and in either positive or negative manner affected by these dual links relations. However, when the relevant literature is examined, it is seen that this concept is discussed and approached, either as a trust to the union, or only to the workplace. The concept of trust of the employees, built upon the two conflicting influences and affected by rival organizations, not being previously examined as a concept of 'dual trust', can thus be highlighted, as the problem of this study. Objectives of the Research: In related literature, the concept of trust, approached from such one-way perspective, and its role in the organizational process, has thoroughly been discussed and studied. Our research aims to investigate the concept of dual trust, built upon experience of two-way relations and commitments of the employees towards both sides of their polarised environment to better reflect the character of these dual links with the organization on one, and the trade union, on the other side of this polar structure. Examining the issue of trust from this new perspective will allow to better establish, how exactly, the measure of confidence or distrust, existing in relation with any one side of such environment, can simultaneously be found affecting the relation of the employee with the other side of the organizational system. Thus existing theoretical deficiency is intended to be resolved upon the results of this study, to fill the gap in literature with concept of organizational trust, which comprises of extended model of analysis of these dual, simultaneous relations. Methods: The theoretical part of the study has been developed based on reviews of literature and in conjunction with conducted researches. Field research has been completed by using a questionnaire method, applied to 553 employees from three different public sectors: Energy, Health, and Education. Data obtained has been subjected to basic and advanced tests (Structural Equation Modeling) in SPSS and LISREL statistical software suites and results achieved were evaluated. Results: In this study, how the employees' level of trust towards two organizations (Trade Union/Work Place) which are in conflict of interest influence the other is attempted to be determined with 'dual trust' approach. In this context, these following conclusions have been reached. It is found that there is a positive relationship between three sub- dimensions of the trust level to the organization and three subdimensions of the trust level to the trade union as a result of an analysis of all the variables through Structural Equation Model. According to this result it is concluded that the level of trust to the organization has a positive effect on the level of trust to the union. These results demonstrate us that being connected to two rival organizations improves perception of trust to the both sides. Apart from this study in related literature, because there isn't a study related to dual trust, making a comparison hasn't been possible. However, Stagner (1954) who asserts dual trust points that two-way commitment shapes with the tendency of perceiving organizations and trade unions as a whole and the tendency of trusting to the both organizations when the working conditions are good. Additionally, the level of trust to the union management's positive influence on the trust to the union is another new relation discovered in this study of research. With reference to this result, it is seen that trust to the manager is the key role in achieving trust to the organization. In the research, it is found that the average level of trust of the employees to the union is , the average level of trust to the work place is . On the other hand, according to the 2000 World Values Survey results (www.bahcesehir.edu.tr) it is indicated that trust towards union is ; trust towards organization . The research has been conducted in three different institutions. Among these institutions, energy sector has the highest level of trust, the second one is health sector and the third one is education sector. The reason of having the lowest level of trust in education sector can be having a higher level of education in comparison with other sectors. Because most of the teachers have bachelor's degree and the lowest level of trust belongs to the bachelor's in our study. Through this study, which is considered the Pioneer study in this area of work, dealing with concept of Dual Trust within three different concepts and improving models with reference to the issue have reached important conclusions. On the other side, by virtue of lack of study on 'dual trust' has not permitted to do a literal comparison. This case can be shown one of the restrictions of this study of research.

Seymen, Oya Aytemiz (Balikesir Author) ; Araştırmanın Amacı: İlgili yazında güven kavramı ağırlıklı olarak tek yönlü olarak ele alınıp; örgütsel süreçlerdeki rolü incelenmiştir. İkili güven kavramını araştıran çalışmamızda, işgörenlerin hem örgüte hem de sendikaya bağlı olmaları nedeniyle, güvenin iki yönlü (sendika/örgüt) olarak incelenmesi ve bir tarafa duyulan güven ya da güvensizliğin diğer tarafı nasıl etkileyeceği, konusu önem taşımakta olup; ilgili yazında bu yetersizliğin belli ölçüde giderilmesi amaçlanmıştır. Yazındaki bu boşluğu doldurabilmek için, bu çalışmada örgütsel güven kavramı iki yönlü olarak ele alınıp incelenecektir. Yöntem: Araştırmanın teorik kısmı ilgili yazın taraması ve yararlanılarak araştırma araştırması ise Enerji, Sağlık ve Eğitim olmak üzere üç farklı Kamu sektöründen 553 işgörene anket yöntemi kullanılarak tamamlanmıştır. Elde edilen veriler SPSS ve LISREL istatistik programlarında temel ve ileri düzey (Yapısal Eşitlik Modellemesi) testlere tabi tutulmuş ve sonuçlara ulaşılmıştır. Bulgular ve Sonuç: Yapısal Eşitlik Modeli (YEM) analizi sonucuna göre örgütsel güven düzeyinin bütün alt boyutlarının, sendikaya güven düzeyindeki bütün alt boyutları pozitif şekilde etkilediği, sendika yöneticisine karşı olan güven düzeyinin sendikaya olan güveni pozitif yönde etkilediği ve en yüksek güven düzeyinin enerji sektöründe, en düşük ise eğitim sektöründe olduğu sonucuna ulaşılmıştır. ; Objectives of the Research: In related literature, the concept of trust, approached from such one-way perspective, and its role in the organizational process, has thoroughly been discussed and studied. Our research aims to investigate the concept of dual trust, built upon experience of two-way relations and commitments of the employees towards both sides of their polarised environment to better reflect the character of these dual links with the organization on one, and the trade union, on the other side of this polar structure. Examining the issue of trust from this new perspective will allow to better establish, how exactly, the measure of confidence or distrust, existing in relation with any one side of such environment, can simultaneously be found affecting the relation of the employee with the other side of the organizational system. Thus existing theoretical deficiency is intended to be resolved upon the results of this study, to fill the gap in literature with concept of organizational trust, which comprises of extended model of analysis of these dual, simultaneous relations. Methods: The theoretical part of the study has been developed based on reviews of literature and in conjunction with conducted researches. Field research has been completed by using a questionnaire method, applied to 553 employees from three different public sectors: Energy, Health, and Education. Data obtained has been subjected to basic and advanced tests (Structural Equation Modeling) in SPSS and LISREL statistical software suites and results achieved were evaluated. Results: According to the results of Structural Equation Modeling (SEM) analysis, it is concluded that all the sub-dimensions of organizational trust level affect all the sub-dimensions of trust toward the trade union, the level of trust towards the union leaders, positively affects the trust towards the union itself and, that the highest levels of the trust in general, are seen in energy sector, while the lowest levels, within the scope of this research, respectively, are seen in the sector of educationroblem of the Research: If employees work in a situation of direct and simultaneous relations with two organizations (workplace and a trade union) which are both, competing with each other in conflict of interest. This situation, can be found in literature, described as a 'dual link' (Stagner, 1954). The necessity of maximizing organizational aims through relations with employees on both sides will be seen directly affecting the perceptions and behaviors of employees towards both of the organizations. Within such a context, the concept of 'organizational trust' will also have to be seen as linked to, and in either positive or negative manner affected by these dual links relations. However, when the relevant literature is examined, it is seen that this concept is discussed and approached, either as a trust to the union, or only to the workplace. The concept of trust of the employees, built upon the two conflicting influences and affected by rival organizations, not being previously examined as a concept of 'dual trust', can thus be highlighted, as the problem of this study. Objectives of the Research: In related literature, the concept of trust, approached from such one-way perspective, and its role in the organizational process, has thoroughly been discussed and studied. Our research aims to investigate the concept of dual trust, built upon experience of two-way relations and commitments of the employees towards both sides of their polarised environment to better reflect the character of these dual links with the organization on one, and the trade union, on the other side of this polar structure. Examining the issue of trust from this new perspective will allow to better establish, how exactly, the measure of confidence or distrust, existing in relation with any one side of such environment, can simultaneously be found affecting the relation of the employee with the other side of the organizational system. Thus existing theoretical deficiency is intended to be resolved upon the results of this study, to fill the gap in literature with concept of organizational trust, which comprises of extended model of analysis of these dual, simultaneous relations. Methods: The theoretical part of the study has been developed based on reviews of literature and in conjunction with conducted researches. Field research has been completed by using a questionnaire method, applied to 553 employees from three different public sectors: Energy, Health, and Education. Data obtained has been subjected to basic and advanced tests (Structural Equation Modeling) in SPSS and LISREL statistical software suites and results achieved were evaluated. Results: In this study, how the employees' level of trust towards two organizations (Trade Union/Work Place) which are in conflict of interest influence the other is attempted to be determined with 'dual trust' approach. In this context, these following conclusions have been reached. It is found that there is a positive relationship between three sub- dimensions of the trust level to the organization and three subdimensions of the trust level to the trade union as a result of an analysis of all the variables through Structural Equation Model. According to this result it is concluded that the level of trust to the organization has a positive effect on the level of trust to the union. These results demonstrate us that being connected to two rival organizations improves perception of trust to the both sides. Apart from this study in related literature, because there isn't a study related to dual trust, making a comparison hasn't been possible. However, Stagner (1954) who asserts dual trust points that two-way commitment shapes with the tendency of perceiving organizations and trade unions as a whole and the tendency of trusting to the both organizations when the working conditions are good. Additionally, the level of trust to the union management's positive influence on the trust to the union is another new relation discovered in this study of research. With reference to this result, it is seen that trust to the manager is the key role in achieving trust to the organization. In the research, it is found that the average level of trust of the employees to the union is , the average level of trust to the work place is . On the other hand, according to the 2000 World Values Survey results (www.bahcesehir.edu.tr) it is indicated that trust towards union is ; trust towards organization . The research has been conducted in three different institutions. Among these institutions, energy sector has the highest level of trust, the second one is health sector and the third one is education sector. The reason of having the lowest level of trust in education sector can be having a higher level of education in comparison with other sectors. Because most of the teachers have bachelor's degree and the lowest level of trust belongs to the bachelor's in our study. Through this study, which is considered the Pioneer study in this area of work, dealing with concept of Dual Trust within three different concepts and improving models with reference to the issue have reached important conclusions. On the other side, by virtue of lack of study on 'dual trust' has not permitted to do a literal comparison. This case can be shown one of the restrictions of this study of research.

The Treaty of Amsterdam introduced the provisions concerning the establishment o f enhanced cooperation in the European Union that were not been applied for over a decade after its signing. The first time it happened was in 2010. The EU Council made a decision to establish such a form o f cooperation on two more occasions - most recently in 2013, on a financial transaction tax (FTT). In this way, the enhanced cooperation has become a permanent and increasingly important form of cooperation within the EU, helping to deepen the diversity of integration in the Union. The paper aims to show the importance of the development of enhanced cooperation, including in particular the subsequent decision to implement enhanced cooperation in the area of FTT, for the functioning of the EU. To outline the context of this problem, the legal basis for enhanced cooperation contained in the Treaties and the examples of integration diversity before 2010 are synthetically indicated; the actions and decisions taken by the states and the EU institutions in connection with the economic crisis, which also affected the diversity of integration in the EU, are listed; and the two first cases of enhanced cooperation are briefly described. The most important conclusions are contained in the final part of the study. ; The Treaty of Amsterdam introduced the provisions concerning the establishment o f enhanced cooperation in the European Union that were not been applied for over a decade after its signing. The first time it happened was in 2010. The EU Council made a decision to establish such a form o f cooperation on two more occasions - most recently in 2013, on a financial transaction tax (FTT). In this way, the enhanced cooperation has become a permanent and increasingly important form of cooperation within the EU, helping to deepen the diversity of integration in the Union. The paper aims to show the importance of the development of enhanced cooperation, including in particular the subsequent decision to implement enhanced cooperation in the area of FTT, for the functioning of the EU. To outline the context of this problem, the legal basis for enhanced cooperation contained in the Treaties and the examples of integration diversity before 2010 are synthetically indicated; the actions and decisions taken by the states and the EU institutions in connection with the economic crisis, which also affected the diversity of integration in the EU, are listed; and the two first cases of enhanced cooperation are briefly described. The most important conclusions are contained in the final part of the study.

Przez ponad dekadę postanowienia o możliwości ustanowienia w Unii Europejskiej wzmocnionej współpracy (wprowadzone na mocy Traktatu z Amsterdamu) nie były wykorzystywane. Po raz pierwszy stało się to w 2010 r. Od tego momentu Rada UE jeszcze dwukrotnie podejmowała decyzje o ustanowieniu takiej współpracy - ostatnio w 2013 r. w sprawie podatku od transakcji finansowych (PTF; ang. financial transaction tax). W ten sposób wzmocniona współpraca staje się trwałą i coraz ważniejszą formą współpracy w UE, przyczyniając się do pogłębienia zróżnicowania integracji w Unii. Celem artykułu jest przedstawienie znaczenia rozwoju wzmocnionej współpracy, w tym przede wszystkim kolejnej decyzji o jej ustanowieniu w zakresie PTF, dla funkcjonowania UE. Aby zarysować kontekstu tego problemu, syntetycznie wskazano także zawarte w traktatach podstawy prawne wzmocnionej współpracy, przejawy zróżnicowania integracji sprzed roku 2010, wymieniono działania i decyzje podjęte przez państwa i instytucje UE w związku z kryzy¬sem gospodarczym, które również wpłynęły na zróżnicowanie integracji w UE oraz krótko przybliżono dwa pierwsze przypadki ustanowienia wzmocnionej współpracy. Najistotniejsze wnioski zawarto w ostatniej części artykułu. ; The Treaty of Amsterdam introduced the provisions concerning the establishment of enhanced cooperation in the European Union that were not been applied for over a decade after its signing. The first time it happened was in 2010. The EU Council made a decision to establish such a form of cooperation on two more occasions - most recently in 2013, on a financial transaction tax (FTT). In this way, the enhanced cooperation has become a permanent and increasingly important form of cooperation within the EU, helping to deepen the diversity of integration in the Union. The paper aims to show the importance of the development of enhanced cooperation, including in particular the subsequent decision to implement enhanced cooperation in the area of FTT, for the functioning of the EU. To outline the context of this problem, the legal basis for enhanced cooperation contained in the Treaties and the examples of integration diversity before 2010 are synthetically indicated; the actions and decisions taken by the states and the EU institutions in connection with the economic crisis, which also affected the diversity of integration in the EU, are listed; and the two first cases of enhanced cooperation are briefly described. The most important conclusions are contained in the final part of the study.