Their organization fee requires someone other than these people

Their organization fee requires someone other than these people

Labor Relations Psychology

In management psychology, labor relations are considered to be the main component, that is, the relationship between people and experts. The manager, subordinates, and the organization of the employee.

A person’s role behavior is usually considered as a function of two main variables-social role sum. In fact, role behavior indicates an aspect of labor relations, such as employees' attitudes toward themselves, experts, and individuals. The quality of a person's performance of a particular social role depends to a large extent on his understanding of the particular role and the extent to which he accepts and assimilates this role, that is to say, is internal. A set of behavioral norms and individual behaviors realize these norms in the interpersonal relationship system; the individual's social function. The officially established goals of the collective do not always align with the direction that some members believe should be the main goal. Sometimes, it turns out that certain staff members are not officially recognized as the supreme goal. In order for employees to perform social roles qualitatively in the process of labor activities, they must be internalized. The role of internalization is the internal determination of an individual's social status, attitude towards it, and the resulting responsibilities. Employees are assigned according to their formal roles in the production team and transformed into their own psychology. First, they must understand the formal goals of the specific team and reach an agreement with them. The effectiveness of the employee in fulfilling his duties is also attributed to the particularity of his evaluation of his role and behavior in the management system. In some cases, a person's subjective understanding and evaluation of the various elements of his job role cannot fully meet the requirements of colleagues and colleagues.
The analysis of an individual’s understanding of the particularity of his job role, self-assessment of his role behavior and certain corrective measures can be used to optimize management. The successful fulfillment of an organizational role requires not only knowledge and an understanding of official regulations, but also requires employees to be morally prepared to accept the role and ultimately accept its follow-up activities. Then, the official role prescription is supported by the person's corresponding requirements for himself. In this case, it is important to form a responsibility as personal property, which determines his attitude towards the position in the production team. ... Individual responsibility is always social responsibility in essence, because it is based on the individual's position in the social relationship system to meet certain social requirements, behavioral norms and the direction of behavior. In the field of production and social activities, there is a positive relationship between an individual's social responsibility and his behavior. Employees of the organization have different levels of awareness of certain types of job responsibilities. Some of these responsibilities were considered by the subject as inseparable from his social role and his own responsibilities, while other responsibilities were peripheral responsibilities and did not affect him. This means different levels of responsibility fulfillment: better understanding and better execution. As a result, different employee responsibility models can be distinguished. The types of these models range from a high level of understanding and performance of all production functions to the realization (and understanding) of only a part of them. The personal attitude towards children’s responsibility is established and formed from childhood. An important issue is the influence of the social roles performed by individuals on their psychological characteristics. The consideration of this question should be based on one of the main methodological principles of Russian psychology-the principle of unity of consciousness and activity, which is Rubinstein (.). According to this principle, a person’s spiritual characteristics are simultaneously in the course of his activities. Be embodied and developed. An important part of personal social activities is his activities in the field of social labor and certain social relations developed here. A rational social relationship analysis method, which is free in other eras.”) Therefore, considering the influence of the social role of employees in the production collective on their personality and psychological characteristics, it is first necessary to consider the social nature of labor under specific historical conditions. The personality traits formed as part of the fulfillment of professional and functional roles become personality traits and begin to manifest in all other areas of a given personality’s life.
An important indicator for the development of specific professions and functional roles is an individual’s social and professional adaptation status to suit social and industrial working conditions.
The process by which employees adapt to the social and psychological atmosphere of employees and establish good interpersonal relationships with employees.
The state formed by the employee's successful completion of the social adaptation process.
The process of employees adapting to work is related to work and rest methods, physical and psychological stress.
The state formed by the employee's successful completion of the professional adaptation process.
It is not only based on passive adaptation, but also on the active conversion of individuals and the environment, representing the indivisible unity of these exchanges and other forms of communication. In the process of adaptation, an appropriate personal personality style was formed, which enabled her to successfully perform her professional and functional roles. Sometimes it leads to the so-called job characteristics and general personal style of employees, which affects their personality traits. We are talking about a situation where professional behavioral stereotypes, interpersonal relationships become so personal that he cannot in any way go beyond the established stereotypes in other social roles and reconstruct his behavior according to changing conditions . , Sometimes, even under imaginary circumstances, certain certain professional attitudes can become an obstacle to accepting new roles. The important condition for the formation of modern business personnel in the production team is to create appropriate opportunities for each member to effectively perform their social roles, which depends on the characteristics of production and social political activities. Solving the problem of the best interaction between people starts with career guidance and career choice. Further-the management of people's production adaptation process includes not only new immigrants who have just started production, but also experienced employees who have changed jobs or found themselves in various innovative situations. At all stages of this activity, appropriate incentive measures need to be taken to promote the production and social activities of employees.

An important characteristic of an individual’s activity in the management relationship system that plays certain social roles is his level of desire. The level of ambition is the difficulty and importance of a particular person’s efforts to achieve a goal. Everyone is the subject of any kind of activity and always sets some goals for himself within the scope of the corresponding activity. When achieving goals, a person usually feels satisfied. This is why personality claims at one level or another are largely due to their desire to experience good luck and avoid failure. Often, there is a known difference between the desired level and its direct realization possibility.
Success and failure in the process of moving towards the goal.

Not only laboratory experiments, but also real-life situations have shown that success often arouses people's desire for more difficult goals, while failure will prompt people to lower their level of desire. Of course, this does not rule out the possibility that a person will set difficult goals for himself again after a period of time after failure.
It also depends to a large extent on how a person uses his abilities in this regard. Therefore, through experiments, the following stable trends have been observed-some people fully evaluate their abilities, others tend to constantly overestimate, and some people are equally underestimated (Figure 1). In the latter case, the individual’s success will not lead to an increase in the level of desire.
The level of ambition is closely related to the degree of entering a specific social role. If this or that role is not internalized by the personality, then within the framework of this role, its desire may be very low, and even if it succeeds, it will not increase. Therefore, for a young expert who has not passed the university entrance exam and is striving to enter next year, self-evaluation of his success in preparing for the upcoming exam will be more important than self-evaluation of his own industry achievements.

There is no doubt that when considering individual opinions, one can clearly see the influence of the entire socio-economic structure on one or another stage of its development. The level of personality desire is one of the manifestations of the corresponding lifestyle with specific characteristics. Taking into account the level of personality claims in the field of work, Russian researchers point out its dependence on age, education, gender and social origin. Therefore, it is found that as the age increases (to a certain period of time), the level of demand-related claims first increases and then decreases. This critical point is different in different professional groups. For example, for workers, the determined period is 20-26 years, and for engineers, the determined period is 31-36 years. The level of desire increases with the growth of education. If the profession does not include creating opportunities, then the accumulation of knowledge will lead to professional changes.

Many Russian psychologists point out that there is a connection between the gender of an employee and the ideal level. If we talk about working conditions, then women’s compensation levels are much higher than men’s in this regard.
The level of a person’s aspirations depends to a large extent on the social status of his parents.
Of particular interest is the study of employee expectations related to their social and psychological characteristics.

. Investigated the relationship between the employee’s social status and his income level. ...It has been found that people with low social status in primary production collectives have higher wage requirements than those with higher status. In addition, employees with higher social status strive for less production achievements than employees with lower status, but more than those of middle-level employees. Here, the dependence has a curve characteristic.
The task of optimizing personal activities in the management relationship system needs to determine the factors that affect the dynamics of their desire levels within the corresponding social role framework. It has been found that senior workers usually have high professional ambitions Monaca furlongs blastoise and corresponding stability, and sufficient self-esteem. This is natural, because these personality traits are formed due to her labor success and the evaluation of other members of the production team. The reverse is also true. Continuous failures, especially in the first few years of work, constantly increase the awareness of individuals and those around them that it is impossible to achieve anything here. As a result, this leads to a decline in self-esteem and professional aspirations.
Among the most important factors that affect the dynamics of claims level, one factor should include various changes in the lifestyles of specific individuals, certain social groups, and even the entire society.

Modern leaders, managers of any level and level should remember that, in general, a systematic study of workers' requirements (considering their socio-demographic and professional qualification characteristics) is necessary to effectively stimulate labor activities. condition. Since the individual's desire level is closely related to the fulfillment of his social role in the production collective, it is necessary to give special consideration to workers' satisfaction with work. In professional activities, the main indicator of job satisfaction is employee satisfaction with salary levels, which is an important stimulus for their activities. Domestic researchers use the concept of wage satisfaction-wage compliance, that is, the wage level considered by workers of a specific group for themselves corresponds to their labor contribution. As the available data show, it depends on the employee’s gender and age, his occupation, qualifications, and the industry employed. They believe that they have not used all opportunities to increase their income. On this basis, employees can decide to leave a given company. Wages are the result of the influence of the corresponding reference group, and for employees, such groups are first of all society and occupation. As for demographic characteristics and work experience, they only matter if they are related to belonging to social and professional groups. The wages of each social demographic group are dynamic. In recent years, the comparison of domestic research data convincingly shows that with the improvement of the population's living standards, this is also increasing.
The characteristic of all workers is to compare their wages with the wages of other personnel in the corresponding professional group and this level. The higher the qualifications and education of employees, the wider the reference group for comparison. Dissatisfaction arises when the amount of employee compensation is lower than the level thought.
Wages are related to management tasks such as improving labor rationing, increasing the effectiveness of material rewards, and stabilizing corporate personnel. Although domestic research shows that satisfaction with income is not the main factor affecting overall job satisfaction, the size of salary and its subjective evaluation of people still play an important role when deciding to leave. Satisfaction with income is related to potential and actual employee turnover. There is also evidence that there is a relationship between employee satisfaction with income and their productivity.

When solving various production tasks, people's behavior is different, which in many ways depends on the type of organizational behavior of employees. The type of employee’s organizational behavior is a relatively stable way of interacting with employees to solve organizational problems and perform their professional functions. Collectivists who try to solve problems by working together; they not only accept suggestions from other members of the group, but they also take the initiative.

The behavior of individuals in the production team is based on relevant social norms-these norms are established or established standards of behavior and activities in history, and compliance with these norms is necessary for individuals and groups to be included in a certain society as a whole condition.
Considering the influence of social norms on people, we note that their purpose is to adapt people to the situation of choice and provide social control over their behavior, thereby arranging the nature of interaction within a given community.
These or those social norms are inherent in all groups, whether large groups (classes, strata, ethnic communities) or small groups.

The social norms appearing in small production groups are closely related to the popular consciousness of the corresponding class or class.

For example, research by western psychologists shows that in informal working groups, there are usually unwritten standards for productivity levels that should not be exceeded. Compliance with these standards is subject to sanctions by various groups. This limitation of productivity is a way of spontaneously coping with over-intensive work by workers. In the process of joint labor activities, members of the grassroots team need to contact each other to coordinate their activities. The efficiency of the production team depends to a large extent on the level of coordination. In turn, this level is a value derived from one or another degree of psychological adaptation of team members. Carry out joint activities based on their best combination and effective interaction.

Obviously, when recruiting groups for specific activities, not only the personal psychological quality of each person must be considered, but also the possible impact of these people's organizational interactions.

Psychological compatibility can be attributed not only to the similarity of any characteristics of the group members, but also to the differences between them. In order to ensure psychological compatibility, it is recommended to create the main labor group in such a way (the smallest group is no longer divided into subgroups): according to the main criteria of this activity, people are the same (for example, according to intense, extreme activities) According to the second most important condition (for example, according to the condition). As a result, this leads people to be complementary under the conditions of common activities, so this group represents a certain integrity.
The role of a psychologically compatible group is important in all areas of human common activities without exception. The psychological compatibility between group members helps them to better work ability, thereby improving work efficiency. There are two main types of psychological compatibility: psychophysiology and social psychology. People's psychophysiological characteristics and the consistency of sensory motor responses on this basis, and the synchronization of joint movement steps have certain similarities. The best combination of behavior types of people in the group, as well as their social attitudes, needs and interests, and the commonality of value orientation.
It should be remembered that not every type of production activity requires the psychophysiological compatibility of key team members. Taking into account the requirements of psychological adaptability will help improve the productivity and satisfaction of front-line team workers. A high degree of psychological compatibility is also one of the most important factors that have a beneficial impact on the team’s social and psychological atmosphere.
Regarding production, they sometimes talk about the working atmosphere of the team. In most cases, these concepts are used in roughly the same sense, but this does not exclude major differences in specific definitions. Recently, they have focused on the connection with the surrounding social subject environment.
In the most general way, the social psychological atmosphere of a team can be described as a mental state that reflects the characteristics of their lives in a holistic manner. This state includes cognitive and emotional components, and is also characterized by varying degrees of consciousness. The most important components of the entire psychological environment of the entire team include: the color climate generated by the color of the environment (especially the color of the room and equipment), and the sound climate not only determined by industrial noise, but also sound determined by so-called functional music climate. ... The specific mental state of one group or another is manifested in the way they communicate and act together. "The atmosphere here is understood as the unstable and constantly changing side of the collective consciousness. According to this, the concept of social psychological climate. The social and psychological atmosphere of this group is similar to the climate, but the stability is different, so it is different, so people are not always clear. First of all, we must clearly distinguish between the factors of social psychological climate and the factors that affect it. For example, although the influence of work organization on climate formation is undoubtedly, the particularity of team work is not an element of the socio-psychological climate. Contrary to what is reflected-the objective life of a given group, this is always a reflected, subjective form. Of course, what is reflected and reflected in the field of public life are dialectically interrelated, especially expressed in the multiple mediation of social psychological reflection.
There is a close interdependence between the collective social and psychological atmosphere and the behavior of its members. Although this should take into account the particularity of this interdependence, it should not lead to their identification. So, for example, the nature (reflection) of team relationships is a factor that affects the climate. At the same time, its members' perception (reflection) of these relationships is an element of climate.

Considering the influence of the social and psychological atmosphere forming the primary production team, we will first focus on the macro-environment and micro-environment factors.

The social and economic conditions in society, under this condition, the functions of the life and production collectives of the entire society are realized. The organization that manages the enterprise according to the needs of the society will perform certain management influences, which is an important factor in the impact of the macro environment on the psychosocial climate of the main production team. In view of these management influences, the management and autonomous agencies of enterprises have guided and specified the collective functions of primary and secondary schools.
The physical and spiritual environment of individuals who are members of the main production team. This microenvironment also represents the direct function of the entire collective.
A group of important microenvironmental factors that affect the psychosocial climate of the primary production team is the subject area of ​​its activities-the overall complex of the technical, technological, hygienic and organizational factors included in the concept. Equally important, another group of microenvironmental factors is composed of social and psychological influences, which are group phenomena and processes that occur in the primary production collective. Since these factors are the result of the social and psychological reflection of the human microenvironment, they deserve close attention. For the sake of brevity, we refer to these factors as psychosocial factors.

Let's start with the element of the nature of the formal organizational relationship between the main production team members, which is already reflected in the formal structure of the department. The possible differences between this structure type can be based on. This task is performed when each member of the team interacts directly and simultaneously with all other members. Umansky showed the direct relationship between these models and the overall development level of the group. Therefore, within the framework of a given activity of the group, (unification of value orientation, unification of goals and motivations of activities) using the third model is faster than using the second model, and using the first model is faster.

With the development of the official interactive system, the social and psychological atmosphere of the primary production collective is largely affected by its informal organizational structure. Of course, compared with the hostile relationship shown in disputes and conflicts, friendly contacts, cooperation and mutual assistance at work and at the end of the work form a different atmosphere.

When talking about the important impact of informal contacts on the climate of primary production teams, it is necessary to consider the number and distribution of these contacts. For example, in the same brigade, there may be two or more informal groups, and the members of each group (with strong and benevolent intra-group connections) oppose group members.

Of course, when studying the factors that affect the team atmosphere, not only the details of the formal and informal organizational structures that are considered separately, but also the specific proportions should be considered. The higher the unity of its formal and informal structures, the more positive the impact on the formation of the collective climate.

The essence of leadership is embodied in the special relationship between formal leaders and subordinates, and it also affects the social and psychological atmosphere of the primary production team. It should be pointed out that, generally speaking, the management relationship is determined by the form of ownership of the means of production. The next factor that affects the psychosocial atmosphere of the primary production team is the personal psychological characteristics of each member. Through the prism of these personal characteristics of a person, all the influences on him are reflected, including production and non-production. The relationship between a person and these influences, expressed in his personal opinions, emotions and behaviors, represents the formation of his individual in the social and psychological atmosphere of the team. Of course, any collective psychological phenomenon is not just a simple sum of the corresponding psychological phenomena of each member of the collective, but a new kind of quality education. Therefore, the formation of this or that kind of social psychological atmosphere of the collective is closely related to the psychological quality of its members, and the effect of its combination is irrelevant. The level of psychological compatibility of production team members largely determines its climate. To summarize, let us focus on the following main factors that affect the psychosocial atmosphere of the main production team.
The relationship between enterprises and cities and regional organizations. Of course, when considering the socio-psychological atmosphere of the main production team under certain circumstances, it is impossible to attribute any impact on it only to the macro or micro environment.
The dependence of the main collective social and psychological climate on its own micro-environmental factors is always determined by the macro-environment. However, for analytical purposes and for the purpose of empirical research on climate in a specific production group, it is necessary to separate the effects of the macro environment and the micro environment. In addition, when studying the psychosocial environment to optimize the management of the production team, special attention should be paid to microenvironmental factors, because they may be subject to targeted effects in a single enterprise. The study of these factors will provide a more reasonable method for the operational definition of the concept and the determination of indicators that can be used to assess the climate in each specific situation. An important methodological issue that arises in the task of studying the psychosocial climate is to determine its indicators, expressed in certain units of measurement. These indicators are not only various phenomena of the psychology of the production team, but also the objective results of their lives.
Various forms of interviews are usually used to identify a wide range of collective psychological phenomena. Through questionnaire surveys and interviews, data about the psychological state and attributes of the research population can be obtained. Therefore, the role behavior of employees, their social and professional adaptations, the level of personality ambition, job satisfaction (salary level), the type of organizational behavior of employees, the social norms of the organization, the psychological compatibility of the employees in the organization, and the organization’s society Psychological atmosphere, etc. are all structural elements. Labor-management relations are not only an important phenomenon in management psychology research, but also an application field for psychologists' efforts in organizations (enterprises).

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