facebook
twitter
vk
instagram
linkedin
google+
tumblr
akademia
youtube
skype
mendeley
Global international scientific
analytical project
GISAP
GISAP logotip
Перевод страницы
 

SOCIAL COMMUNICATION CULTURE MANAGEMENT

SOCIAL COMMUNICATION CULTURE MANAGEMENTSOCIAL COMMUNICATION CULTURE MANAGEMENT
Александр Выходец, ассистент, кандидат технических наук, доцент

Одесский национальный университет им. И.И. Мечникова , Украина

Участник конференции

УДК655.5    

The article received the further development of the author's theory of social communication in the direction to the managementsocial communication culture. Comparing the data presented we have the following conclusions:Manage the culture of social communication should be based on: disintegrating factors less than uniting; the main thing that separates them the desire to get more and envy; unites financial interests and mentality. Thus, social communication can be both positive and negative.

Keywords account, analysis, any communication, culture emotions, etiquette, dependence,  manager. officer, organization, social,solutions, study, subordinates

 

Recently enterprises of all forms of property operates a large army of managers, empowered. It is believed that considerable amount of literature is devoted to various aspects of their activity. From the point of view of the chiefs of this approach is understandable.


Meanwhile, in management there are two levels: managers and employees. The process management is not only management, but also the conquest. Without the latter managerial aspect unattainable [1,p.16].

Or any Manager ready to obey the employees? This is not just a rhetorical question. Subordinate it is best to go for the head, which is different qualifications and culture [1,p.25].

If the basis of qualification is the formation, the culture intellect and ethics.

In our opinion, taking into account [1, n 52], the head is endowed with a spiritual nature of the person who operates his or her employees, but also bears direct responsibility for their actions and indirect responsibility for the actions of subordinates. His social environment - people of different intellectual levels.

In this connection special value gets intellect, personality, interest in the management team. You can say that intellect is a property Manager, discovered in its ability to deeply and accurately reflect his consciousness of the labour process all analyze, ensuring high socio-economic indicators.

This intellect is composed of the following factors:

  • - clarity of mind. This is the sincerity of thoughts, lack of involvement. Is achieved due to the  calm and confidence in their actions;
  • - consistency. Strict sequence of operations management team;
  • - thoughtfulness. The ability to monitor the work of staff, awareness treat the appearance of  side factors;
  • - breadth. The ability to perceive the work taking into account the possibilities of your  organization;
  • - flexibility. The ability to quickly change settings control in case of unforeseen circumstances.   

It's often necessary to apply non-standard measures of control;

  • - originality. imcomparable style, saturated individual traits;
  • - criticality. Ability to analyze his condition and make unpleasant conclusions.

High intelligence makes a human perseverance, endurance, courage, sensitivity. These qualities are, in descending order. The culture of the organization should be considered depending on the mental factors as a function where the main are intellect, character, education, etc.

The need to strengthen the use of the sociology of work essential for the formation of deeper views in culture. Therefore, there are problems with social reform, for which it is necessary to strengthen collective methods of studying communications. In addition, should be wider to connect culture with psychology. Of special note is the need social dynamic culture that is important.

Motivation is a major problem of influence. There are many models and theories of motivation - Maslow, Alderfer, Mac-using Cleland, Porter, Vrum, Gercberg Lourel, Locke's theory of justice and others. They all thoroughly described in classical literature on management. All the various shortcomings, but there is something that unites them. Is:

  • - obsolete in time,
  • - not take into account the personality of the modern worker
  • - do not take into account scientific progress,
  • - do not account for changes in the social situation.

Therefore, in terms of organizational and corporate culture, theory which takes into account the mentality and education, to assess the motivation was used 6-position communication model, which is shown in the Fig. 1:

 

 

Fig.1  General view of 6-position communications model to analyse the factors of motivation (development of author)

All the factors mentioned on fig.1 are in the ratio respect to different groups of workers. These relationships was determined empirically. For this data were collected with an evaluation of motivational factors in the shopping centre, where there are 52 employees of different ages. Table 1 presents the quantitative components of the basis of the analysis.

That was not the question, why separately presents data on the motivational factors persons with a spouse (man or woman), it must be recalled that such workers are more serious. Their number grows, so do not consider it impossible.

When developing the communications model to analyse the factors of motivation was chosen as the most important: the salary, the attitude of the leaders of the moral-psychological climate, social benefits. All this is interconnected. So, the moral-psychological climate can be associated with the attitude of the direction. But this is only one factor that can be associated with several it and employee relations, and social benefits, and salary when she wears a motivational character. In General, all of these factors affect culture worker, sometimes act in the opposite direction. They need to be considered when analyzing the cultural status in the organization.

The activities of the organization intelligence Manager or specialist, as the process of finding solutions on the basis of ideology and morality, is very important. He is aggravated by the fact, that takes place at the unconscious level and in the context of rapid growth of technology information systems. Personal meaning in a work of the specialist is that intelligence is also a group of mental abilities that assist in the understanding and expression of emotions.

The intellect consists of a number of factors :

To log into the theory of social communication consider the culture of depending on mental factors as a function, namely:

To = F ( Y1 ; Y2 ; Y3 ; Y4 ; Y5 ; Y6)                                              (1)

where :

  • Y1 - intelligence,
  • Y2 - the nature,
  • Y3 - private culture,
  • Y4 - education,
  • Y5 - breeding,
  • Y6 - ideological principles.

The course of studies: Due to these factors build the model of social communication of the qualities associated with intelligence. These relationships are shown in figures. 1 and 2, which are listed below:

that make up the system of culture, taking into account the intellect (development author)

fig.2.Model of social communication on the culture of the organization (developmentauthor)

   

An important influence on the culture of management shall same discipline, which is an internal expression and specialist and Manager. But there are also external influence, which depends on the ideological state, as well as the influence of the state, communities, profession (self discipline for the person is a serious necessity, because it gives man the opportunity to manage themselves).     

This puts the self-control of his consciousness, morality, ethics, humanism, mentality, quality, creativity and subordination. The structure of psychological state of the person includes the components of the influence of the rational, irrational, virtual, sensual, influence colleagues  evidence that the psychological condition of a person is influenced by many factors. But their influence is not fixed and can vary depending on the circumstances (time, weather, nervous condition, the impact of the controller General state of the discipline). If the components of the negative impacts will decrease (e.g., objective circumstances), it will decrease the cognitive component of discipline, and this leads to the transformation of discipline in self-discipline. But this is due to a combination, which is the regulator for the culture of intelligent, educated people.

We conclude that in the basis of the discipline is the moral-psychological state. It is necessary to distinguish the moral-psychological state of the employee and the morale of the team. The latter consists of the moral psychological state of the individual employees. But he very rarely can be bad, because there is a state policy in the industry and in society, which affects the movement towards perfection. The moral-psychological state, sometimes, can be bad, because there are difficulties policies in the socio-economic sphere, which does not always affect the movement towards perfection.

But with non-subjectivist positions situation in the direction of the discipline may be satisfactory or unsatisfactory. Both the first and the second must be analyzed with the task rather get some negatives and prevent the emergence of new ones.

Let us formulate the principles of discipline:

  • 1. The culture of the organization consists of a culture of individual employee.
  • 2. Labor discipline manual controls.
  • 3. Creative discipline is governed by the moral-psychological factors.
  • 4. Organizational and corporate culture is carried out by the entire team.

All 4 principles should be implemented comprehensively and simultaneously. Action only 1-2nd principles will lead to disruptions in the activities organisation.

Based on these principles, we see that the foundations of the discipline should be laid in the concept. Therefore we consider it necessary to define it thus: discipline is prompt balancing between state, public, social and economic interests of society on the one hand; and on the other - the socio-psychological, moral and consumer need.

Socio-communicative relationship may be a two - and versatile. The latter can be viewed as a system of bilateral, I. First of all, using the method of logical analysis, make the table of factors that unite or divide the parties: 

Table 1

Relation factors

bringing together factors

divided factors

Mentality

the desire to get more

Material interests

thoughtfulness

Desire to work

consistency

helping

laziness 

punctuality   

search for another partner

Quality of work

thoughtfulness

Certainly, the list of factors given in table. 1, can be considerably enhanced. But, in our opinion, these factors are the most important.

Using the author's method of social communication of the [2]construct 6-position communication model as shown in Fig. 4:

А)  bringing together factors

B)  divided factors

Fig. 4. Total 6-position communication model for relations (development of author)

Spend the virtual comparison factors reunification and separation, observing the relationships with the system:

  • no impact = 0
  • positive impact = +
  • negative influence = -

The results are given in table. 2; 3

Table 2

Virtual assessment of dividedfactors (development of author)

Divided factors

mentality

Mat. interests

Desire work

helping

punctuality

Quality work

Total

1

search for another partner

-

0

-

-

0

-

-4

2

the desire to get more

0

+

+

-

+

+

+3

3

envy

-

+

+

+

0

+

+3

4

Trick

-

+

-

-

-

-

-4

5

laziness 

+

+

-

-

0

-

-1

6

Unscrupulousness

-

-

-

-

-

0

-5

     total

-8

Table 3

Virtual assessment of uniting factors (development of author)

bringing together factors

search for another partner

 the desire to get more

envy

laziness 

Trick

Unscrupulousness

 

Total

1

Mentality

0

+

-

+

-

-

-1

2

Material interests

+

+

-

+

-

-

-1

3

Desire to work

0

+

-

-

-

-

-3

4

        Helping

+

+

-

-

-

-

-2

5

        punctuality

0

+

-

-

-

-

-4

6

        Quality of work

+

+

-

-

-

-

-2

total

-13

Comparing the data presented in table. 2 - 3, we have the following conclusions:

Manage the culture of social communication should be based on such to measure:

  • - disintegrating factors less than uniting;
  • - the main thing that separates them the desire to get more and envy;
  • - the main thing that unites financial interests and mentality.

Thus, social communication can be both positive and negative.

 

References:

  1. Большаков А.С., Михайлова А.И. / Большаков А.С., Михайлова А.И -Современный менеджмент – теория и практика: / Большаков А.С., Михайлова А.И - СПб; - Питер; - 2000; - 410 с.
  2. Виходець О.М. Соціальні комунікації в культурі української організації. - /Выходец А.М./ - Одеса;-Олтех;-2010;- 285 с
  3. Корпоративный менеджмент: опыт России и США. / - М.: ОАО «Типография «Новости». – 200 С. 9.
  4. Лимонова Л.О. Роль зворотних зв’язків в системі корпоративного управління: // Фінанси України; - 2002; - № 11; - С.126-130.
  5. Лукінов І.  Економічна наука й освіта в національних інтересах:- / Лукінов І.   - // Економіка України. – 1999. - № 11. – С. 4-10.
  6. Селиванов А.И.  Метафизика в культуро-логическом измерении:-/ Селиванов А.И// - Вопросі философии4-2006;- - № 3, С. 49-- 63.
  7. Сучасне українське суспільство: стратифікаційний вимір регіону: Автореф. дис. канд. соціол. наук: 22.00.04 / Р.О. Савчинський; Харк. нац.. ун-т внутр. справ. – Х., 2007. – 20 с.
Комментарии: 2

Nelia Soroka

Предложенные оценочные таблицы сложно использовать для диагностики уровня социальных актитвов. Т.е. с точки зрения аналитической работы статья, безусловно, выполнена на высоком уровне. Предложена целостная система, но с практической стороны (возможности использования при оценке персонала или интеллектуальных активов) возникает много вопросов. Желаю дальнейших успехов в развитии темы. Очень полезные изыскания, особенно в условиях информационной экономики

Расулова Саодат

Вопросы рассмотренные автором в данной работе о социальных коммуникациях, мотивации, поведенческом, административном, производственном менеджменте, о культуре управления руководителя, подчиненного и др. управленческие аспекты несомненно представляют теоретический и научно-практический интерес. Данная работа заслуживает высокой оценки.
Комментарии: 2

Nelia Soroka

Предложенные оценочные таблицы сложно использовать для диагностики уровня социальных актитвов. Т.е. с точки зрения аналитической работы статья, безусловно, выполнена на высоком уровне. Предложена целостная система, но с практической стороны (возможности использования при оценке персонала или интеллектуальных активов) возникает много вопросов. Желаю дальнейших успехов в развитии темы. Очень полезные изыскания, особенно в условиях информационной экономики

Расулова Саодат

Вопросы рассмотренные автором в данной работе о социальных коммуникациях, мотивации, поведенческом, административном, производственном менеджменте, о культуре управления руководителя, подчиненного и др. управленческие аспекты несомненно представляют теоретический и научно-практический интерес. Данная работа заслуживает высокой оценки.
Партнеры
 
 
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
image
Would you like to know all the news about GISAP project and be up to date of all news from GISAP? Register for free news right now and you will be receiving them on your e-mail right away as soon as they are published on GISAP portal.