scholarly journals Moral and psychological state of the company as an example of effective management

2021 ◽  
Vol 2021 (2) ◽  
pp. 106-120
Author(s):  
Iryna Sushyk ◽  
◽  
A. Sushyk ◽  
Keyword(s):  
Emotional Intelligence ◽  
Personnel Management ◽  
Corporate Culture ◽  
Emotional Health ◽  
Team Building ◽  
Competitive Advantages ◽  
Effective Management ◽  
Emotional Climate ◽  
Foreign Experience ◽  
Innovative Methods

In today's world, the process of developing and updating the concept of personnel management continues. Management methods, tools and technologies are being improved, innovative management technologies are being approved. Increasingly, the staff of the organization is seen as a base for the formation of its competitive advantages. Of particular importance is the environment in which the employee is. Moral and psychological atmosphere, psychological and emotional climate in the organization, formed and maintained corporate culture of the organization are components of the success of the organization, its competitive advantages, and, at the same time, an indicator of effective management. The relevance of the study is that in times of rapid technology development, in the pursuit of innovation, constant reorganization of the organization, the desire to make the employee more efficient and productive, the line of understanding between proactivity and employee productivity is lost. All this has a negative impact on productivity, physical and mental health, especially in difficult post-covid times. The main purpose of the proposed study is to analyze the importance of moral, psychological and psycho-emotional state of the organization as components of management. To achieve this goal, the following tasks are set: to give examples of traditional and innovative methods of personnel management, to prove the need to update the modern concept of management; show the components of a favorable moral, psychological and psycho-emotional climate of the organization, ways of their formation and diagnosis; to reveal the content and significance of corporate culture as a tool for managing the organization; show the effectiveness of innovative socio-psychological methods and technologies in the management of organizational behavior as team building, emotional intelligence, corporate humor, etc .; on the example of domestic and foreign experience to prove the need to restore the psycho-emotional health of employees in modern covid and post-covid times. Modern socio-psychological methods of management are generalized, the expediency of their application in the management of the organization is substantiated. A list of traditional and innovative methods of influencing staff, including foreign experience of management innovations. The components of a favorable moral-psychological and psycho-emotional climate of the organization, methods of their formation and diagnosis are determined. Special attention is paid to such innovative personal technologies as corporate culture, team building, emotional intelligence, corporate humor. The need to restore the psycho-emotional health of employees of the organization in modern covid times of fasting has been demonstrated by the example of foreign experience. It is concluded that the focus of management should be on the corporate well-being and psychological health of employees, psycho-emotional recovery and support in difficult times of the pandemic. The topic of finding solutions to the problem of psychological fatigue and excessive stress of employees, the search for new tools and technologies to restore psycho-emotional health in the post-pandemic period.

USE OF MODERN TECHNOLOGIES OF TEAMBUILDING IN WORK WITH THE PERSONNEL OF THE PENAL SYSTEM

2020 ◽  
pp. 18-22
Author(s):  
Денис Анатольевич Брыков ◽  
Александр Юрьевич Долинин ◽  
Александр Владимирович Паршков
Keyword(s):  
Organizational Culture ◽  
Personnel Management ◽  
Team Building ◽  
Penal System ◽  
Special Event ◽  
Current State ◽  
Initial Stage ◽  
Executive System ◽  
Building Activities ◽  
Modern Technologies

Статья посвящена проблеме внедрения в практику управления персоналом уголовно-исполнительной системы современных технологий командообразования. Рассматривая технологию командообразования в качестве одного из средств повышения эффективности работы с кадрами уголовно-исполнительной системы, авторы раскрывают содержание и значение технологии командообразования в деятельности организации, характеризуют современные способы формирования команды. Акцентируется внимание на проблемных аспектах, связанных с использованием современных технологий командообразования в работе с кадрами уголовно-исполнительной системы (ограниченные объемы финансирования, отсутствие навыков использования нестандартных инструментов воздействия на персонал и внутренней готовности к их применению). На основе анализа современного состояния работы с кадрами уголовно-исполнительной системы и положений концепции формирования команд сформулированы предложения по использованию технологии командообразования в учреждениях и органах ФСИН России: 1) кадровая политика учреждений и органов ФСИН России должна строиться на принципах командного менеджмента, что позволит согласовать взаимные интересы работников и уголовно-исполнительной системы, укрепить организационную культуру структурных подразделений; 2) мероприятия по формированию команды должны стать неотъемлемой составляющей деятельности системы управления персоналом учреждений и органов ФСИН России, касаться всех работников и носить регулярный характер; 3) характер и содержание мероприятий по командообразованию должны развиваться, видоизменяться и усложняться по мере сплочения команды; 4) на начальном этапе внедрения технологий командообразования наиболее приемлемой представляется такая форма, как организация профессиональных праздников и проведение специальных мероприятий-событий с элементами тимбилдинга. The article is devoted to the problem of introduction into the practice of personnel management of the penal system of modern command formation technologies. Considering the technology of teambuilding as one of the means of increasing the efficiency of work with the personnel of the penal system, the author reveals the content and importance of teambuilding technology in the activities of the organization, characterizes the modern ways of forming a team. Attention is focused on the problematic aspects associated with the use of modern teambuilding technologies in working with the personnel of the penal system (limited amounts of funding, lack of skills to use non-standard instruments of impact on personnel and internal readiness for their application). Based on the analysis of the current state of work with the cadres of the criminal executive system and the concept of the formation of teams, proposals are formulated on the use of teambuilding technology in the institutions and bodies of the FPS of Russia: 1) the personnel policy of the institutions and bodies of the FPS of Russia should be based on the principles of command management, which will allow to coordinate the mutual interests of employees and the penal system, to strengthen the organizational culture of structural divisions; 2) the activities to form a team should become an integral part of the personnel management system of the institutions and bodies of the FPS of Russia, concern all employees and be of a regular nature; 3) the nature and content of team building activities should develop, change and become more complex as the team rallies; 4) at the initial stage of introduction of teambuilding technologies, the most acceptable form is the organization of professional holidays and the holding of special event-events with elements of team building.

IMPLEMENTING «KEYWORD» TECHNOLOGY IN PERSONNEL MANAGEMENT

2021 ◽  
Vol 23 (5) ◽  
pp. 92-98
Author(s):  
ILYA KAPLUNOVICH ◽  
◽  
SVETLANA KAPLUNOVICH ◽  
Keyword(s):  
Personnel Management ◽  
Adaptive Learning ◽  
Zone Of Proximal Development ◽  
Humanistic Psychology ◽  
Effective Management ◽  
Proximal Development ◽  
Genetic Method ◽  
Individual Zone ◽  
The Individual

The founder of humanistic psychology A. Maslow claimed: those who have only a hammer as a tool are inclined to consider the problem as a naill. Is it possible to learn to see in subordinates not nails, but individuals of joint labor activity? What effective management methods are able to identify the true cause and hidden motives of the employee, influence them and get him to voluntarily accept the actions expected and necessary for the manager? The answer to these questions is the purpose of the described study. In management, the Japanese ”Five Why” method is widespread, which, according to the authors, is not productive enough. Having abandoned the formal-logical and relying on the causal-genetic method of research, the technology of adaptive learning in the zone of proximal development, the authors propose another, domestic approach, which has proven its greater efficiency. The article describes the technology of working with it in practice and its advantages. When using the «keyword» technology, the movement towards the result is purposeful. Within the framework of the individual logical trajectory it affects the reasoning of the employee, not the manager. With these questions, the manager constantly assesses and leads the subordinate into an individual zone of proximal development, and the discussion is held within it (that is, the developing effect of the employee’s reflections is ensured). Reliance on the keywords of the respondent ensures that there are no obstacles in the construction of inferences. If in the end there are obstacles, they are quickly leveled by relying on the next keyword of the respondent.

scholarly journals DESIGN THINKING: CONCEPTUAL FRAMEWORK, ADVANTAGES AND RESTRICTIONS

2021 ◽  
pp. 43-48
Author(s):  
Sytnik N.
Keyword(s):  
Corporate Culture ◽  
Design Thinking ◽  
Team Building ◽  
Deep Understanding ◽  
Customer Experience ◽  
Organizational Goals ◽  
Innovative Products ◽  
Creative Abilities ◽  
Stanford Model ◽  
Tools And Techniques

The need to develop competitive innovative products and services encourages modern organizations to search for new ways to enhance the creative abilities of their personnel. Design thinking is one of the promising tools to elaborate organi-zational potential in generating ideas and developing new products which satisfy customer requirements to the most extent. Over last years design thinking has been developed as a practically­oriented approach aimed at solving customer problems. Within the frame of design thinking, deep understanding of their values, reactions, experience in interaction with the company and behavioral habits serves as a basis for focused ideation, fast prototyping and testing. Although the key characteristics, main stages, tools and techniques of design thinking are well established in the literature, far less attention has been paid to the restrictions and conditions of design thinking application within organizational environment. These issues determined the purpose of the study. First, the paper considered the evolution of the term design thinking, as well as portfolio of its tools and techniques applied at different stages of design thinking process. Further, the advantages, restrictions and conditions of design thinking application were specified. Design thinking allows to achieve 1) externally oriented organizational goals: development of innovations, improvement of products and services in accordance with customer needs, better interaction with customers; 2) internally oriented organizational goals: development of staff experience and creative abilities, team building and enchancing a creative corporate culture. The restrictions of design thinking implementation related to its key features (focus on customer experience, fast ideation, prototyping and testing) were established. Important conditions for design thinking implementation are as follows: understanding and taking into account its restrictions, introduction of a flexible format for design sessions, and formation of design teams in accordance with the experience, competencies and thinking style of their participants. Thus, design thinking is a useful approach for development of customer­oriented innovative solutions, although it should not be considered as a universal tool for solving all organizational problems.Keywords: design, design thinking, creativity, customer experience, Stanford model, «wicked» problems, design thinking techniques. Дизайн­мислення є перспективним напрямом дослідження для науковців і фахівців із менеджменту, ураховуючи позитивний досвід його використання і зростаючу популярність серед провідних компаній світу. Нині відомі характерні риси, етапи, інструменти та техніки дизайн­мислення, однак малодослідженим залишається питання щодо меж практичного застосування цього підходу, його переваг і недоліків. У статті виявлено переваги дизайн­мислення, зокрема: оперативне вдосконалення продуктів і послуг відповідно до потреб клієнтів, тімбілдинг, новий досвід і розвиток креативних здібностей персоналу, формування креативної корпоративної культури. Для успішного застосування дизайн­мислення під час організації дизайн­сесій необхідно враховувати його обмеження, упроваджувати гнучкий формат дизайн­сесій та підбирати учасників дизайн­команд за досвідом, компетенціями і стилем мислення. Ключові слова: дизайн, дизайн­мислення, креативність, клієнтський досвід, Стенфордська модель, wicked­проблеми, техніки дизайн­мислення.

scholarly journals HUMAN RESOURCES ARE THE SOURCE OF AN ORGANIZATION'S COMPETITIVE ADVANTAGE

2021 ◽  
Vol 9 (1) ◽  
pp. 140-154
Author(s):  
E. Voroncov
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Human Resources Management ◽  
Competitive Advantages ◽  
Human Resource Managers ◽  
Resources Management ◽  
Resource Managers ◽  
Additional Value ◽  
Managerial Activity

The article proves that human resources are a source of competitive advantages of the organization through the provision of additional value to interested groups. It is shown that the main goal of human resources management is unreasonably identified with the main goal of personnel management, and human resources management with personnel management. It is proved that human resources management is characterized by such activities as identification of the organization's resources, assessment of their quality and quantity, determination of those human resources that provide production and provision of additional value to interested groups. Identification of the goal of human resources management and the goal of personnel management, deprives this area of managerial activity of a number of significant aspects and reduces the overall effectiveness of the organization. It is proved that human resource managers need to know the state of the external environment, their investors and clients, their interests, values and goals in order to provide a specific value to any interested parties, through the use of certain human resources. Be able to identify the required human resources, assess their condition, and relate their tools and technologies to the needs of interested groups; to show that the activity of the HR service increases the value demanded by a certain subject by transforming human resources into others.

scholarly journals Formation of a toolset for human resource consulting

2020 ◽  
pp. 17-20
Author(s):  
Mariana BORTNIKOVA ◽  
Nataliia PETRYSHYN ◽  
Yuliia CHYRKOVA
Keyword(s):  
Human Resource ◽  
Personnel Management ◽  
Corporate Culture ◽  
Personnel Selection ◽  
Management System ◽  
Management Strategies ◽  
Employee Motivation ◽  
Production Performance ◽  
Strategy Development ◽  
External Labor Markets

Introduction. The implementation of progressive methods of human resource management is one of the most important vectors of enterprise development. The success of a business directly depends on how professional and responsible employees represent the company, how motivated they are and strive to apply management strategies in life, achieve the set goals and ensure results. The purpose of the paper is to form a toolset for human resource consulting as a factor of increasing the efficiency of personnel management in enterprises. Results. HR consulting is aimed at diagnosing the correspondence of professional and personal competencies of management personnel, improving the organizational structure and corporate culture of the enterprise, solving current problems related to improving production performance, and enhancing employee motivation. HR consulting is aimed at implementing policies in the field of personnel management based on the application of such fields as: HR audit, HR planning, HR strategy development, corporate culture formation, HR potential assessment, establishment of a motivation system, HR administration, improvement of the HR management system efficiency. Attracting external consultants to the personnel management system involves the formation and systematization of key tools for the implementation of personnel consulting, namely: coaching, recruiting, outsourcing, training, headhunting. The technology for the personnel consulting implementation at enterprises involves the realization of the following stages: pre-design, design, implementation and support. At each of the stages presented, the clarification and expansion of the functionality of the personnel consulting implementation takes place. Conclusion. People are an important element of business and the main source of its development. The correct personnel selection enriches the team with talented specialists of the required personal qualities, professional knowledge and skills. To improve staffing, the enterprise should search for employees both in the internal and external labor markets, combine various methods of personnel selection, and apply technologies of borrowed labor.

Modernization of monitoring system of tir pressure for forest and agricultural machines

2021 ◽  
Author(s):  
I. V. Grigoryev ◽  
◽  
O. A. Kunitskaya ◽  
Yu. V. Lanskikh ◽  
S. Yu. Sandakov ◽  
...  
Keyword(s):  
Low Cost ◽  
Competitive Advantages ◽  
Tire Pressure ◽  
Agricultural Enterprises ◽  
Innovative Methods ◽  
Logging Industry ◽  
Cross Country ◽  
The Cost ◽  
Technical Solutions ◽  
Agricultural Machines

Technical solutions that can be implemented to increase mileage of tires up to 35%, eliminate the emergency of tires of forest and agricultural machines, reduce fuel consumption, increase cross-country ability and stability of machines, reduce damage of soil of cutting areas are discussed. These innovative methods for management of durability of tires are already widely used abroad, in leading transport companies in Russia, at large agricultural enterprises, but are still not known in the logging industry. The main competitive advantages of these technical solutions are simplicity of the construction, installation and operation, as well as low cost. As a result of the analysis of the existing tire pressure monitoring systems, the authors suggest the principle of improving the construction, which increases its reliability and reduces the cost.

The Role of Emotional Intelligence in Knowledge-Enabled Customer Delight

2011 ◽  
pp. 146-164
Author(s):  
Suhaila Al Hashemi ◽  
Zahra Haji
Keyword(s):  
Emotional Intelligence ◽  
Knowledge Management ◽  
Customer Satisfaction ◽  
Corporate Culture ◽  
Gulf Region ◽  
Customer Delight

The research found a relationship between emotional intelligence, knowledge management, and customer satisfaction. National and corporate culture influenced such relationship. The findings of this research therefore add a new dimension (namely, national and corporate culture in the Gulf Region) to the concepts of emotional intelligence, knowledge management, and customer satisfaction.

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