Center for the Development of Electronic Educational Resources. Essay on personnel management Inflated guy boss and subordinate

One of the hardest things to do at work is building relationships with your boss. And, despite the equality of the sexes recognized by the Constitution, this issue is especially difficult for the representatives of the weaker sex. The thing is that human psychology interferes in the relationship between the boss and the subordinate: men often treat female employees either condescendingly or arrogantly, and women on a subconscious level perceive their subordinates as potential rivals.

Of course, all this is relevant only to initial stage communication. As time passes, sharp corners are smoothed out - the employee begins to be valued for professional qualities and personal abilities. But, as soon as you come to work, it can be difficult to properly build relationships without letting them drift.

I propose to consider two situations in more detail: yours is a woman and your leader is a man.

Your leader is a woman

Unfortunately, in the interaction of two people very often emotions, and sometimes instincts, prevail over reason. This is all the more relevant if we are talking about the fair sex.

Do not hesitate - over time, the most productive relationships will develop, and the manager will be interested in your professional abilities, and not in female qualities.

The main thing is not to forget about respect for your leader, whether it be a woman or a man, and step by step to prove that you, too, deserve the most respectful attitude, because you are a talented and valuable employee.

Maslov Vladimir Ivanovich

Candidate of Economic Sciences, Associate Professor of the UNESCO Chair for the Study of Global Issues of the Faculty global processes Moscow State University named after M.V. Lomonosov, Associate Professor of the Department economic theory IPPK Moscow State University named after M.V. Lomonosov

To register for the course, click on the button:

Timetable of classes:

The course is held 2 times a year.

Fall semester 2018:

Spring semester 2018:

Classes are held remotely.

About the course:

The course covers new approach to management modern staff in an innovative economy. The main reason for the inconsistency of traditional employee management lies in the changing nature of both society and the economy under the influence of the development of a new, 4th industrial revolution. The necessity of leadership for effective management creative employees who already today determine the competitiveness of the company in the global world. Essence is revealed strategic management personnel, its difference from traditional management. Issues are discussed in detail corporate culture in modern management. The real practice of forming an effective corporate culture in Russian and foreign companies is analyzed.

The course assumes that students will consider a number of specific situations related to leadership and corporate culture, as well as strategic personnel management in specific companies.

There are tests on the topic "Leadership" and a control test on the course of lectures.

Purpose of the course

Subject of discipline: Management of relations between people in a business organization in the context of the transition to a new technological mode of production of the 21st century.

Subject of discipline: The system of knowledge related to the purposeful impact on the personnel of the enterprise to ensure the effective functioning of the organization in the conditions of the IVth industrial revolution.

The aim of the course is:

Obtaining knowledge by students, developing skills and abilities, mastering the basics professional conduct manager, necessary for the successful management of the organization's personnel in the 21st century.

As a result, each student must

• Content personnel work at the enterprise (ways of forming and developing the labor potential and personnel of the enterprise, ensuring its effective use) within the framework of strategic management.
• Ways of shaping the activities of the organization's personnel management service based on the foresight of environmental changes.
• Methods for analyzing the labor behavior of employees and the team as a whole, labor relations and managing them in order to ensure a balance of interests from the standpoint of both economic and social efficiency within the framework of strategic planning.
• Features of personnel management in Russia.

• To carry out the selection of personnel, their placement and organizational interaction for the implementation of the development strategy of the enterprise as a production and economic system operating in conditions of constant environmental changes.
• Create conditions for effective work the staff of the enterprise, increasing the business dedication of employees in the framework of strategic personnel management.
• Apply the methods, principles and means by which the formation, development and rational use the labor potential of the employee and the team as a whole to achieve the strategic goals of the organization.

Be familiar:

• With new approaches to strategic personnel management of domestic and foreign authors.
• With the main features of the Russian strategy of personnel management in the context of the transition to a knowledge economy

Development of professional knowledge and skills

The course is studied within the framework of the humanitarian and economic cycle and serves to develop the knowledge and skills necessary for the effective management of modern employees;

The course involves an in-depth study of the specifics of strategic personnel management in modern Russia and new approaches to knowledge workers in the face of innovative change.

The course "Employee Management in an Innovative Economy" deepens both general cultural and professional knowledge, especially in terms of research and socially-oriented activities of the head of the organization.

Direction of preparation: Personnel Management. Code of the direction of training 38.04.03

Course program:

Lecture 1: A new paradigm of employee management in an innovative economy

Lecture 2: Leadership Management

Lecture 3: What is leadership?

Lecture 4: Knowledge Workers - A Challenge to Management

Lecture 5: New tasks of personnel management

Lecture 6: The essence of strategic employee management

Lecture 7: Development of employees and their competencies

Lecture 8: Modern tendencies development of strategic management of employees

Lecture 9: Corporate culture in modern management

Lecture 10: Formation of an effective corporate culture

Lecture 11: The practice of building an effective corporate culture

Lecture 12: Features of corporate culture in Russia

Required level of training:

The list of disciplines that it is desirable to master before the start of mastering this discipline:

• Organisation management,
• Marketing,
• strategic management,
• Megatrends of world development and global problems modernity;
• Economic and political processes in Russia and the world.

The course is designed for a wide audience, as well as for students studying in economic specialties and personnel management.

In the process of studying academic discipline the student can acquire competencies that will be useful to him in the future professional activity and personal life.

Additional Information:

1. Certification:

To obtain a certificate, you must successfully complete the course by completing the tasks and tests proposed to test your knowledge, and upon completion, pass the final certification remotely. The cost of certification is 1800 rubles. Upon successful completion, the student receives an electronic certificate (if requested, a paper one).

2. Advanced training:

To obtain a certificate of advanced training, you must successfully complete the course by completing the tasks and tests proposed for testing knowledge, write qualifying work, and upon completion, pass the final certification remotely (interview with the teacher). Information on preparation for certification will be posted in the course. Only students with higher education are allowed to attestation. The cost is 7500 rubles. Upon successful completion, the student receives a certificate of professional development.

Essay on personnel management

Performed:, GMU-553,

E-mail: *****@***ru

Female enchantment eychara

HR is short for Human Resources Manager. by human resourses. Yes, human resources are as important a resource for every organization or enterprise as any other. The pursuit of qualified specialists is called headhunting , "headhunting". The task of an HR is not just to sit passively, read the resumes sent and conduct the same type of interviews with applicants. A good HR should be a real hunter, independently bringing to his company valuable employees.

In order to become better acquainted with the new profession on the labor market, we will talk a little about the working conditions of an HR. The average salary of a specialist for the position of "HR manager" ranges from 12,000 to 16,000 rubles per month. The requirements for the applicant are as follows: higher education, experience in recruitment from 1.5 years, knowledge of the main sources, technologies, methods of searching and evaluating personnel, knowledge of a PC at the level of a confident user.

Recruiters working in recruitment agencies, most often have a flexible system of remuneration. That is, their income directly depends on the number of closed vacancies. Average, wage a recruiter in an agency with work experience of 2 years ranges from 15,000 rubles. up to 30,000 rubles

The salary of the director of personnel starts from 25,000 rubles. As a rule, the duties of such a specialist include: participation in the development corporate policy companies; making proposals for optimizing the organizational structure of management; development and implementation of corporate rules; development and implementation of a personnel assessment system; building a system of training and development; development of a motivation system; implementation social programs; monitoring compliance with labor laws; diagnostics, resolution and prevention of conflicts and much more. Moreover, the tasks that the HR director solves in different companies can differ by an order of magnitude. However, as well as earnings.

Thus, we can observe that the HR profession is on the list of in-demand professions on this moment. In addition, the requirements for candidates for this position are quite strictly regulated, so it will be difficult for a simple “ordinary” to pass the competitive selection. In my opinion, these conditions are necessary, since this position represents a great responsibility for the success of the entire company.

As we gradually approach our main topic, we will notice that recruitment - search and selection of personnel is a non-male field of activity. It so happened that it is women who are engaged in the search and selection of candidates for vacant positions, conduct interviews and decide who to propose to management as a successful candidate and who not.

Personnel management in our country is carried out mainly by the fair sex. Moreover, female HRs, according to various labor market studies, have no less than a 4–5-fold numerical advantage over their male counterparts. This phenomenon has both historical and objective reasons. However, in order for the HR department to do an excellent job with the functions assigned to it, it is necessary to be “a little bit of a man”.

We say "eychar", we mean - "woman"?

Men discovered this most interesting area for themselves when the very word "HR" ceased to sound like "personnel officer". But active and ambitious men are rarely satisfied with routine worries about office work and the development of corporate culture. The focus on vertical careers, with the successful combination of many factors, quickly turns them into HR directors, who, again, have to manage the "women's" division. Or men find themselves in headhunting and coaching: in the community of business coaches, the stronger sex is represented quite impressively.

“I don’t know of examples of a woman HR growing up to a CEO,” business coach Anna Ivanova noted. Whereas for a man in such a career jump there is nothing supernatural. If a woman has worked in the personnel service for many years, has become an HR director, then the next step is personnel consulting, sometimes opening her own recruiting agency.

Sometimes company executives want to see only a man in the role of HR director. Probably, the nameless wit who coined the saying “a female personnel officer is not a woman, a male personnel officer is not a man” wanted to emphasize that working with personnel requires some “genderlessness” for greater objectivity when dealing with applicants and employees of different sexes? It cannot be said that men or women, due to objective gender differences, cope better or worse with the duties of a “personal worker”. But it is impossible not to take into account the peculiarities of the “female” approach to solving the entire range of problems that are under the jurisdiction of the HR department.

Here I will give an example from life, just in time for the word about the female charms of HR: "One very smart candidate, with great experience management, both in national companies and for some international projects arranged a so-called stress interview. A young HR lady who barely kept the line between "ask about personal" and "impudently humiliate". And then she sat down in front of the candidate in a chair in a flared skirt, crossed her legs so that the candidate could see the color of her underwear, and continued, as if nothing had happened, the interview further. He did not understand - it was also a test for lice, or so?

And another woman asked an HR applicant - do you wear a bra? Then I personally checked the clothes myself.”

Continuing our conversation, I want to conclude that an HR woman has her privileges and knows about them because of gender differences. In the two examples described above, it can be seen that the recruiter took advantage of his sexual characteristics and acted with them. Here I can add only one thing, that this can be considered both from a positive point of view, as additional tests of “strength” for candidates, and from a negative point of view, as a biased attitude and a subjective decision: “I liked it, then we’ll take it, didn’t like it, it means we don’t we'll take it."

In addition, I would like to clarify one situation when a man occupies the position of HR, in the case when a candidate comes in a man who is stronger than him in all respects and stands out from the crowd, he can “sue” him and miss the opportunity to hire a successful and competent employee who brings a lot of money companies. And when an HR is a woman, she makes herself the best, so she has no one to compete with, women don’t naturally have a sense of hunting and fighting, so on the contrary, she will choose the one who is stronger, especially if it’s a man, sometimes it’s even in her interests. This is already talking about the psychology of the personality of women and men.

The strength of a woman - in weakness?

Human resource management as a business function really requires personal qualities characteristic of women: sensitivity, tact, attention to detail, flexibility of thinking. Men have more limited attention. Why can't they do several things at the same time? Because they are more focused. Grow up, become excellent specialists in any one industry. Women's attention is more mobile. But an HR in a company should understand all areas - accounting, marketing, sales. This is necessary in order to properly build the processes of assessment, training and development of personnel, set up adaptation and motivation mechanisms, and participate in optimization procedures. organizational structures, creating and maintaining corporate culture. In addition, HR has to "manage risks" - in particular, to prevent layoffs, retain valuable employees, and create a personnel reserve.

On the other hand, sometimes women understand their tasks too narrowly, do not want to understand business and management issues, they are too immersed in the issues of creating a benevolent atmosphere in the team, protecting the interests of employees, increasing their comfort, and the like.

Traps of feminism.

There is an opinion that business is a man's game. In fact, from a male point of view, business is war: beat the competitor, get the booty, get ahead and win. However, the most important component of any business is relationships, communication, communications: in a team, with clients, with contractors. And in solving these problems, women are often very successful. Very “masculine” companies have such a brutal image in the labor market that many men themselves do not want to work there. In one company, only men and only one girl worked. And this girl had the second result in sales. Male colleagues believed that this was because she “makes eyes” to clients. But the fact speaks for itself. The ability to build human relationships with clients helps. And if there is at least one woman on the board of directors, then many issues are resolved easier and more naturally.

Women themselves are much more open to love than men. Men operate, first of all, with logic and rational thinking, and only after feelings, and women live at the expense of feelings and emotions, therefore, as a rule, it is easier for them to gain confidence and understand a person. In addition, empathy is needed here, which, again, is easier for women to show. Not for nothing, most psychologists and psychotherapists are women. But recruiters and headhunters are real psychologists at heart.

However, the feminine approach to the HR function does not imply motherly concern for the staff, because the task of the department is to serve the business. For success in the profession, it is not enough to be able to conduct interviews, you need to show adequate rigidity.

Thus, work in HR is the most suitable for women - of course, those of them who are ready to learn and improve professionally and personally. After all, personnel management requires a combination of rather contradictory qualities: rigidity in carrying out unpopular measures and softness in order to form loyalty, sociability and the ability to keep secrets, the ability to extinguish conflicts and insist on one's own. And who is more contradictory by nature than a woman? In addition, HR often finds itself in situations where interests and ambitions collide. different people, therefore, in this profession it is impossible to survive without a certain adaptability, diplomacy and delicacy.

conclusions

Thus, we can conclude that the female charms of eychara really have power. Feminine qualities are most necessary for the HR profession, plays important role intuition, and as we know, female development and more precisely male. However, the analytical mind is also very important here.

A recruiter is the face of a company, and a woman, as a rule, knows how to keep and maintain the company's image well, just like a man. However, the difference is that a woman is able to reflect it not only with the help of personal qualities, but also with the help of external data and her personal image.

In general, eychar is significant profession which requires great responsibility for the company and a set of necessary personal qualities that, in my opinion, are inherent in both men and women, however, it is easier and more useful for women to cope with this position. No one will ever dare to argue that women are better at talking and communicating on topics of personal problems. And as we all know, a woman makes a much better listener than a man.

List of sources used

1. http://www. /index. php? module=news&op=view&id=7219 HR League. Karina Zhuravskaya, Anna Ivanova. According to the materials "Work. RU". 12/23/2010;

2. http://www. *****/news. php? extend.20 Our publications. Article: No entry for men! Female charms of eychara;

3. http:///career/3378-hr-manager. html Country of Soviets. Article: HR: just a personnel officer or something more?;

4.http://www. *****/forum/?Subdiv_ID=11&Topic_ID=148&Page_NUM=2 *****. Forum on personnel management. Strange manifestations of candidates;

5. *****, A. Milekhin. Eychar: certificate of profession. 06/20/2006.

http:///career/3378-hr-manager. html Country of Soviets. Article: HR: just a personnel officer or something more?

http://www. *****/news. php? extend.20 Our publications. Article: No entry for men! HR female charms.

ANSWERS TO QUESTIONS ABOUT TEAM MANAGEMENT

What problems can you face when managing subordinates? male head? Practice shows that a boss (especially a beginner) may have such questions: how to manage a women's team, how to make the right decision in a risk situation. Some others are also possible. Let's discuss all the difficulties, analyze case studies, answer questions and give recommendations to both managers and their subordinates.

Question 1: How do the personality traits of men influence management style?

Male executives more prone to introspection and independence. They have an internal locus of control<1>. Therefore, men do not react “according to the situation” (unlike women leaders), but act in accordance with their internal ideas about the course of events. Nevertheless, researchers who have conducted longitudinal (long-term, long-term) studies of the psychology of the strong half of humanity note that initially some men nevertheless explain the results of their activities by external circumstances, and over time they begin to rely completely on their own logic. Therefore, men are more self-confident (after all, the source of such confidence is in their own experience), they are consistent and persistent in achieving their managerial goals. If upon acceptance management decisions and there is a feeling of psychological discomfort in the form of anxiety, then it is rather associated with caution. Male managers are more objective in the analysis of managerial situations.

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<1>Locus of control is a psychological quality of a person that makes him attribute responsibility for events and results of his activity either to external forces — other people, objective conditions, fate (external, external locus of control), or to himself (internal, internal locus of control).

Question 2: How do male leaders punish subordinates?

Men more often resort to administrative measures of punishment (withdrawal of bonuses, reprimand, dismissal, etc.), while analyzing the behavior of subordinates, they more often rely on their own logic and the prevailing conditions. All this helps them to make an objective decision about the need for punishment, as well as to choose the type of such punishment. As for women leaders, they most often use measures of moral and psychological influence (intimidation, psychological pressure, entanglement with intrigues, etc.), and explain the behavior of subordinates using their intuition. All this can create a feeling of bias and injustice among subordinates, not to mention the emergence of psychological problems (lower self-esteem, insecurity, inferiority complexes, etc.).

Question 3: How do men make managerial decisions?

The influence of age

Representatives of the strong half of humanity, especially those with a long (over 10 - 15 years) experience managerial work are less willing to make decisions in a risky situation (compared to beginners). Women leaders are also "cautious" in their choice of strategy. Men at the beginning and middle of their managerial career tend to take risks when they make decisions. Such an attitude towards the business of young leaders is explained by the fact that they are characterized by a high degree of aggressiveness, a desire for independence, and a need for dominance and self-affirmation.

The influence of individual characteristics

In addition to age characteristics, decision-making is also influenced by the activity, purposefulness and motivation of a man. Therefore, in some cases, if a goal is set and there is a strong incentive to achieve it, men (as well as women, by the way) may act impulsively, that is, under the influence of external circumstances. As a rule, men who value their independence especially highly show great caution in managerial activities (after all, that very independence is at stake). If there are impulsive men, then, rather, this behavior is associated with psychotism.<2>and risk appetite.

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<2>Psychotism is a personality trait in the psychological theory of personality proposed by the psychologist H.Yu. Eysenkom; suggests the presence of the following behavioral features: a developed imagination, originality of thinking, combined with inflexibility and subjectivism, selfishness, non-contact and some other traits that have a negative connotation.

What do subordinates think about male leaders?

Subordinates, as people dependent on the managerial decisions of their boss, are quite unambiguous in their assessments of who is better for them - a man or a woman leader. Moreover, the answers depend on the gender of the subordinate. Men most often idealize the leader of their gender. Here is what they say about such leaders.

Opinion. Anton Vasiliev, manager of the Impulse + company:

“For myself, I realized that the warmest relationship and the most interesting job I had when the boss was a man. Let me explain. At one time I was involved in a very difficult area of ​​work, but the memories of this period remain the best. I think it was because the boss was a man. In my opinion, such a leader always sees you as a person, respects you. We constantly discussed something, consulted. All quarrels were extinguished at the stage of their occurrence. You could even borrow money from your boss if you were in dire need. And this is not an isolated case! The situation is different if the boss is a woman. This means a constant showdown, the atmosphere at work is “no” due to squabbles and intrigues. In my opinion, the strongest and most cohesive team is when the boss is a man.

Some female subordinates take a completely different view and report instances of molestation. This is also a problem, and most often it is connected and caused precisely by the fact that the leader is a man and, as a person in power, sometimes abuses his rights. By the way, this was once a very popular topic among Western HR specialists (in particular, in the USA).

Opinion. Anna Sukonkina, secretary:

“It often happens that a woman’s boss is a man. Often, such leaders are very fond of annoying their employees with attention. Sometimes it also happens that a pretty girl, aimed at a career, receives threats of dismissal if she does not respond favorably to the boss's attentions. How can workers get rid of the harassment of the boss? What to do in a situation where a career is at stake?

The questions posed by the author of the commentary are very serious and require special attention to the problem of the relationship between a male boss and a woman who is subordinate to him. More often than not, it ends up in dismissal. own will and search new work. After all, not all the fair sex can withstand such pressure at work and are ready to fight to the end.

Thus, if we give an objective assessment, then along with positive qualities (consistency, logic) male executives they also have a number of negative qualities due to the characteristics of their gender, for example, abuse of the right of the “strong”, aggressiveness, and sometimes a tendency to take unreasonable risks.

Table 1

Strong and weak sides male and female leaders

Continuation …

Watch the behavior of your boss, otherwise someone's career may be in jeopardy.

Is your boss complimenting you more often? Texting on the weekend? Laughs at all your jokes, even the most unfortunate ones? If yes, then maybe he is not indifferent to you.

Sometimes it’s not clear whether the person is really into you or just trying to be friendly, so it’s best to be careful in such a sensitive situation. Otherwise, you risk getting into an awkward position, and in the worst case, someone's career will be in jeopardy. So, here are 17 signs of a boss in love.

1. An inner voice whispers

Usually people tend to brush aside suspicions about leadership, but sometimes feelings are worth trusting.

Intuition is not nonsense. This is the voice of our subconscious. This is an unconscious analysis of many factors, the result of which is emotions or physical sensations - in this case discomfort and irritation. And, if you are unhappy or angry about this situation, you are right.

2. Flirt

Before drawing any conclusions, take a close look at how the boss communicates with other colleagues. Perhaps he behaves this way with everyone - he just likes to please others. And, even if your boss flirts with you from time to time, if he communicates with other colleagues in the same way, this may be harmless flirting.

It is also worth analyzing your own actions. Maybe he flirts with you because you flirt with him? Trying to understand what intentions are behind other people's actions, you should be very careful.

But, if it becomes clear that he is only flirting with you, and that this is not happening in response to your behavior, this is a serious sign.

3. Meetings in private or in the evenings

If you are occasionally asked to stay after the end of the day to finish something, and there is an understandable reason for this in the form of a joint project, this can be quite harmless.

But, if you feel like you're being singled out and that the meetings are regularly scheduled for the evening (or the number of meetings is obviously excessive), your boss may be trying to go beyond professional boundaries.

It is worth bearing in mind that if you, in spite of your own discomfort, go forward, the situation will only get worse.

4. Calls or SMS without a specific reason

Most executives are overwhelmed with work, so if a person takes the time to call you and chat, then it looks like you occupy his thoughts a little more than it should be.

5. Playful or Sensual Body Language

Pay attention to body language and gaze. If he looks at you a lot or tries to maintain eye contact for longer than necessary, this could be one of the signs.

6. Indulgences

Perhaps, of course, this is just a sign of respect and trust, but if you begin to feel like a favorite - for example, you are offered opportunities that you honestly did not deserve - perhaps he likes you.

7. Trust

Does your boss sometimes share work or personal information with you that he doesn't share with anyone else in the company?

It is possible that you are simply trusted as a person and specialist. But it is possible that this is just a way to deepen the relationship.

8. Exaggerated promises

If your boss is romantically interested in you, he may promise you some exaggerated role in the company.

If the leader is ready to cheer and support everyone, this is one thing. But, if the prospects begin to seem suspiciously rosy, it is worth paying attention to other signs and understanding the motivation of the authorities.

9. Spending time outside of work

Maybe nothing is behind an invitation to coffee after work, but in combination with other signs, this is an alarming signal.

10. Sudden change of image

11. Your opinion is valued above others.

12. Compliments that are not related to work

If you're getting compliments all the time, and if they're not work related or over the top, there's obviously something to it.

Compliments on your appearance, dressing ability, or excellent personal qualities can be especially telling. If he says something like: "That's because your chosen one will be lucky," this is hardly a purely working relationship.

If this type of comment makes you feel uncomfortable, it's best to talk to Human Resources right away.

13. Gifts

They can be a form of flirting.

Humor is essential in the workplace, but there are some limits, and perhaps the boss jokes mostly with you - this should be alarming.

A bullying boss who teases you and makes unwanted advances is a serious matter, and it may be worthwhile to take drastic steps immediately to stop such behavior.

17. Blush in your presence

Does his face change the moment you enter the room? Is he blushing, or is there sweat on his forehead? Perhaps this is a sign of physical attraction.