the Estimation of productivity of communication interaction in management of staff

One of the most important problems who faces to managers in any organisation in modern market realities, definition and the further effective application of personnel reserves is. The given process acquires the certain importance against inconstancy of external factors that calls the organisations for invariable augmentation in flexibility and realisation of internal and external organizational deformations.

As it has been established above by a basis of effective activity the rational structure of the management, and the basic source is, there is a human resource. Thus,
Realisation of its maximum interaction and effective utilisation is is strategic the important question which opens the modelling of effective communication interaction presented in research. In this case, if to analyze communication process from the point of view of constant strengthening of communicational linkages and perfection it is necessary to notice, that the leading role in it belongs to motivation of staff. It is impossible to strengthen only communication process, it is necessary to open it with the help and an internal resource-most of staff.

The urgency of our research consists not in momentary result in management of staff, it is necessary to notice, that the motivation for communication interaction is, first of all, the question liderskogo cultivations professional kompetentsy, that in turn and leads to effective administrative decisions (drawing 3.6)

Drawing 3.6 - the Role of motives and stimulus in communication interaction in managerial process by staff

Many directions of increase of efficiency of activity of staff in the organisations take place. With that end in view it is necessary to define diverse methods of perfection. In the conditions of modern lines and insufficiency as material, and
Time resources, it is necessary to find directions of achievement of the greatest effects in the least terms with rational expenses.

For the permission of the given problem it is necessary to define, on what productivity of activity of staff depends, and also to define directions of perfection of this activity by means of motivation.

It is necessary to notice, that each manager promotes growth of motivation of the staff. In this case it is necessary to say, that on the first level of administrative relations individual abilities of staff as the cumulative result of activity directly is in dependence from ability of all employees are put forward. Hence, degree of disclosing of potential in the organisation influences possibility of increase in level of productivity of management of staff. We offer to co-ordinate such terms as the chief, management, motives and stimulus through such term as stable stsenarnaja a platform communication kouchinga which will be the tool of efficient control staff and motivations which promotes both to development of separately taken employee and departments, and communication development as a whole. Application given stsenarnoj platforms of communication development on a basis kouchinga is effective both for the organisation, and for employees who get support of own initiatives, formation of possibilities of the further communication development that is main signs and elements for growth of motivation of staff.

Kouching can stimulate to perfection of a communication climate. If in its basis there are human mutual relations it at constant level strengthens trust not only between the chief and its employees, but all establishment in aggregate.

Drawing 3.7 Platform of communication development on a basis kouchinga

The standard theory of management does not distinguish a style component and the moments which should be taken into consideration if the manager attends to forecasting, the organisation or formation of motivational elements.

For duly removal of uncertainty in managerial process by staff it is necessary to co-ordinate formally levels and strategy of management to operative management and constantly to introduce updatings as that is functional and is necessary for introducing at one stage, can have bad consequences at other stage of acceptance of the administrative decision (drawing 3.8).

Drawing 3.8 - introduction Process kouchinga in communications of staff

Communication development on a basis kouchinga gives the chance to combine and develop productively all functional elements of management, including motivational elements. In drawing 3.8 communication interaction on the basis of stimulation and motivation of staff for the account kouchinga (drawing 3.9) is presented.

Drawing 3.9 - the Concept of communication interaction on

To stimulation and motivation basis

In theory motivations, as well as in any other sphere of management, are probable, and is frequent and deviations from theoretical realities are defensible, here there are no unshakable laws as each managerial process has certain characteristics. In each theory of motivation there are intensive and insignificant positions, each theory is formed in time under the influence of external factors.

The presented research says that prompt development of company urges the organisations to search constantly for new approaches to motivation of staff. Constant occurrence of new requirements and significant updating present is carried out, values, living conditions of people and consequently, that used systems of motivation and stimulation cease to influence behaviour of employees and their communication interaction productively are transformed. Modern realities demand stable improvement and expansion of present kinds and motivation approaches with allowance for stably changed structure of requirements of employees of the organisation.

It is necessary to notice, that in the Russian company methodology kouchinga as the controlling mechanism staff, acquires the increasing popularity.

Kouching as new forms of the consulting help there was in the early eighties an of And this concept from the sports world where under kouchingom the certain form of training of the sportsmen aspiring to significant results was understood has come. The new approach to training of sportsmen has stated in the book «Tennis: Psychology of successful game» Timoti Golvi. Kouching reveals potential of the person and thus gives the chance to it to reach the maximum productivity.

Programs of communication development on a basis kouchinga in which managers participated, represented combination «kouchinga communication deformations», aimed at change of certain behavioural structure or skills, and «kouchinga

122 communication developments », aimed at development of significant results in management of staff. The organisations applying kouching in the Russian Federation in 2016 for the managers, marked significant results at once in several directions (drawing 3.10).

Drawing 3.10 - Results kouchinga in the Russian Federation in 2016

Thus, stable stsenarnaja the platform communication kouchinga is a connection by the structured image of individuals participating in communication interaction by means of stimulating and motivating elements. In the presented case each employee separately, and communication relations is considered not. The concept presented above shows it. Stsenarnaja the platform contains certain streams of motives and stimulus. It concentrates on established in the organisation of scenarios of the given communication streams, instead of on, whether was received to transmit significance of a broadcast stream. Thus the author's platform based on kouchinge, can influence decrease or rupture increase between employees in the organisation.

Thus given structure consists of vertical, horizontal and diagonal streams binding one another. They form real structure of establishment. The problem of application of the author's element based on technology kouchinga, consists in giving

To information flows at acceptance of administrative decisions a correct vector of the further development. Thus absence of motivation, internal including constrains possibilities of development of communication interaction. How communication interaction is built, management of staff as a whole can differ bolshej or smaller efficiency.

Thus, during research there is obvious a formation of new communication styles of the interaction based on stimulation and motivation of staff. It is expedient to apply the communication style based on kouching of technology. With its help each employee on the basis of certain stimulus and motives builds communication interaction with other employees. The given style will help with managerial process of staff to formulate how needs to be conducted and that it is possible to wait from the behaviour connected with certain system by motivation.

For a basic element of the given communication style based on kouchinge, it is necessary to take for a basis such two variables, as definiteness in communication interaction and expediency of return interaction on a basis stsenarnogo developments. The first kind of scenarios contains level of opening or disclosing of as persons in communication interaction for reception of return reaction from them, including at the expense of stimulation. Level and force of interaction from which employees are divided with other administrative decisions and ideas shows the second kind of scenarios.

Let's present the communication style based on kouching of technology, a matrix where on a vertical it will be postponed the first kind stsenarnogo developments, and across - the second kind stsenarnogo developments. The given author's structure gives the chance to allocate certain styles of development of interpersonal communications (drawing 3.11).


Drawing 3.11 - the Communication style based on kouching of technology

Communication style of staff in the first block can be generated as development of. The given style can be characterised a significant level of development of the person among others, but small degree of return interaction. Development of in the given context is measured in an interval from small to the significant. The staff (the employee of the organisation) goes on it, concentrating thereby interest on itself to generate reaction of others to the made administrative decisions. Thus the given scenario of development has defect which is connected by that reaction of others very often remains without the corresponding answer or return interaction. Accepting response of other employees to the authoritative condition, there can be hindrances of communication perception.

Communication style «Opening of internal reserves» is defined as realisation of and characterised as the greatest openness. In modern realities this kind of the scenario is necessary for organisation development, but various factors of external and internal effect can induce the employee to refuse it.

Stsenarnoe development «Neutral development» is characterised by short circuit in itself, that is simultaneously small level of an openness and small level of return interaction. The employee in this case as though will neutralise itself.

Stsenarnoe development «Protective function» is connected with protection of and characterised by small degree of an openness, but the big level of return interaction. It is necessary for applying to study others or more precisely to analyse them. More often the employees applying indicated style, are a little opened for others, but like to talk about work of others.

Would be thus inexpedient to think, that any one of the named scenarios of the communication style based on kouching of technology, is the most effective. Thus practice of productive communication development says that style at which the employee has possibility to realise at the expense of certain stimulus and motives, is more desirable and is applied at a considerable quantity of acceptance of administrative decisions. Concerning other scenarios it is necessary to understand a problematics of productive return interaction, ability to prove and also to listen to others.

The presented author's elements have been approved in organisations SPO of the Oryol area:-branch of federal state budgetary educational institution of higher education «Petersburg state university of means of communication of Emperor Alexander I» in the Eagle; - Budgetary professional educational institution of the Oryol area «Oryol technical school of means of communication of a name of V.A.Lapochkina»;-budgetary professional educational institution of the Oryol area «the Oryol technical school of agrotechnologies and transport». Interrogation which is directed on definition of factors of satisfaction of staff by work in educational institutions has been conducted. In questions of the questionnaire to the worker
It was offered to analyse the satisfaction the work. The analysis of significances of an estimation of non-material factors of motivation before introduction of the communication style based on kouching of technology, it is presented in table 3.6.

Table 3.6 - Results of the analysis of motivating factors before technology application kouching and after

The motivation factor Branch of federal state budgetary educational institution of higher education «Petersburg state university of means of communication of Emperor Alexander I» in the Eagle Budgetary professional educational institution of the Oryol area «the Oryol technical school of means of communication of a name of Century And.

Lapochkina »

Budgetary professional educational institution of the Oryol area «the Oryol technical school of agrotechnologies and transport»
Before introduction kouchinga After introduction kouchinga Before introduction kouchinga After introduction kouchinga Before introduction kouchinga After introduction kouchinga
professiona lnyj career growth 3,9 4,6 5,5 6,1 5,9 6,1
Achievement of purposes 5,3 5,8 5,8 5,9 7,4 8,2
The independence highest level 4,5 5,6 7,1 7,4 6,8 7,1
Possibility of success and

Career recognition

5,6 7,2 5,8 6,3 5,3 6,4
samorealizats ija 3,4 6,2 4,8 5,4 6,1 7,4
Fascinating working process 5,3 6,7 5,1 5,9 5,3 7,1
Style of a management 4,7 6,8 5,3 6,2 5,3 7,1
Vzaimootnoshe nija with colleagues 3,1 7,7 5,5 7,1 6,2 7,3
Total 35,8 50,6 44,9 50,3 48,3 56,7

Especially substantial growth has occurred under factors: mutual relations with colleagues, self-realisation, fascinating working process. It says, that technology application kouching in the organisation has significant effect on motivating signs in working process so, increasing level of satisfaction of staff, positively influences communication interaction.

The given research has been subjected the correlation analysis. Results of the given research are presented in table 3.7.

Table 3.7 - Results of the correlation analysis

professi it lnyj karerny j growth Achievement of purposes Naivyssh y level nezavisi pave Vozmozhnos t success of a recognition samorea izatsija Uvlekate golnyj working process Style rukovod stva Vzaimootn oshenija with colleagues
1 2 3 4 5 6 7 8 9
professiona lnyj career growth - 0,79 0,94 0,56 0,94 0,86 0,92 0,88
Achievement of purposes 0,79 - 0,88 0,84 0,92 0,92 0,95 0,97
The independence highest level 0,94 0,88 0,73 0,84 0,84 0,93 0,88
Possibility of success and

Career recognition

0,56 0,84 0,73 0,81 0,84 0,82 0.87

Table 3.7 continuation

1 2 3 4 5 6 7 8 9


0,94 0,92 0,85 0,81 - 0,87 0,89 0,92
Fascinating working process 0,86 0,92 0,84 0,84 0,87 - 0,93 0,93
Style of a management 0,92 0,95 0,93 0,82 0,89 0,93 - 0,98
Vzaimootnoshen ija with colleagues 0,88 0,97 0,88 0,87 0,92 0,93 0,98 -

The positive trends established between data

Indicators, speaks about presence of the general communication beginning of studied event, motivational effect, and stable
Mathematical communication between indicators. The established dependence between indicators is on a certain high level that says that indicators are in certain dependence from each other.

Genesis and development communication kompetentsy is certain by increasing requirement of settlement of interaction of staff, reduction of barriers of interaction between the organisation and its target elements, increase in social and economic relevancy of motivational development. The communication competence displays main characteristics of communication management, introducing in the activity those requests which are formed at the expense of objective conditions of its necessity.

Object and subject at formation of the communication competence are diverse social communication processes and the factors supplying stability of their functioning in the conditions of management by staff.

Thus the information is closely interconnected with communication interaction in the organisation and is its basic element on which efficiency of acceptance of administrative decisions depends. If information flows in the organisation and communication with an environment are hindered, presence of this organisation in the market is in danger. Only when the information is properly transmitted and processed, that is when appear communication interaction, efficient control staff is realised.

Thus, technology use kouching promotes growth of level of satisfaction of staff, strengthening communication interaction. The given mechanisms in management of staff have positive effect on motivation, forming stable communications, improvement of working conditions and reception of the best

Results. nedootsenivanie to relevancy of communication interaction and absence of methodological approaches to controlling mechanism creation by communication streams, lead to inexpedient application of resources, a poor control the organisation.

Basic criteria at perfection of communication interaction are productivity and introduction of a procedure of interaction. By us it is allocated three kinds of communication interaction: internal, remote and correspondence. In the basis of communication interaction three characteristics lay: efficiency, time and energy expenses (fig. 3.12).

Drawing 3.12 - Kinds and characteristics communication


Decrease in expenditures of labour and power consumption at communication interaction of staff of the organisation probably to reach at decrease in internal interaction and greatest possible use of correspondence communications. Advantage of electronic communications that it is possible to receive written acknowledgement of the arrangement. If the arrangement is not fixed anywhere then there can be disagreements and misunderstanding. Written fixing confirms not only the fact of the arrangement, but also time of its conclusion, that is there is an interrelation and interdependence between subjects of communication interaction.

Besides, derivation reduces time for performance of direct responsibilities of employees to not urgent internal and remote communications and demands certain switching of attention, and accordingly reduces labour productivity of any employee.

But before to pass to correspondence communication interaction, it is necessary to regulate in the organisation, that any electronic mail message is the intracorporate document which can serve as the proof of achievement of the arrangement at all hierarchical levels of communication interaction (the chief - the subordinate, the colleague - the colleague subordinated - the chief). Also it is necessary to observe base rules of electronic communications:

1) one letter - one theme;

2) in the beginning the electronic letter (in the organisation maximum time during which employees should answer letters is regulated) and only at not reception of the answer phone call or personal contact;

3) in the beginning letters main thought;

4) if the letter big on volume, in the first paragraph a letter essence;

5) the main thing - to allocate with colour;

6) the executor in the field to "whom", acquaintance in the field "copy";

7) the answer to any letter is obligatory (under organisation regulations);

8) if at three iterations in correspondence the question is not decided, the remote or internal interaction.

Remote interaction is necessary only in case of impossibility of an establishment of a consensus at correspondence communication interaction.

Personal communication interaction is necessary in cases: the different points of view on the decision of industrial questions, defect of the information, misunderstanding of strategic and operative problems, repetition
Errors, in absence of necessary results of economic activities. During too time certain conditions should be observed and the decision (fig. 3.13) should be accepted.

Drawing 3.13 - Conditions and results of personal communication interaction

Besides, we consider, that personal communication interaction in management necessarily should have focusing. That is each personal communication interaction proceeding from management problems, should be focused on the decision of certain functions of the organisation, such as: an operational administration; system management; management of mutual relations and strategic management. Thus it is desirable to direct each separate personal communication interaction only in one focus of management. In strategic management of staff personal communication interaction should be directed on the organisation purposes, its strategy and the basic projects; in system management on processes, observance of regulations and efficiency of activity; in management of mutual relations on ideology of the organisation and sense of performance of functions; in an operational administration on present-day problems, terms and results.

In management of staff in our opinion it is possible to speak about productivity of communication interaction, if the purposes facing to the organisation are executed and is concrete before each employee, all productions and regulations are observed, and also

132 all problems facing to staff are carried out in time. Productivity of achievement of the purposes of communication interaction can be defined:

If in the organisation there is a structured and working system of business processes, rules and regulations productivity of observance of all industrial processes can be defined:

Obligatory condition of effective communication interaction of staff is that all tasks in view are executed in time or earlier, accordingly productivity is defined:

The general productivity of communication interaction in management of staff can be defined with allowance for fulfilment of all conditions:

R to m mun and ka ts. In z and and fashions e j with t in and I = R ts ate e j? R p r about ts e with with in? R about t but sh e n and j

Thus, productivity of communication interaction in management of staff is reached when:

- In the organisation are able to put the purposes and to reach them, making of correct administrative decisions;

- In the organisation there is a working system of business processes;

- Employees of the organisation execute tasks in view when due hereunder.

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A source: Suchkova Elena Evgenevna. PERFECTION of COMMUNICATION INTERACTION In MANAGEMENT of STAFF. The dissertation on competition of a scientific degree of a Cand.Econ.Sci. Kursk - 2018. 2018

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