Temporary suspension is widely used.
This process begins with the formation of a harmonious family, a specific small social environment, which is, firstly, a natural, physical human producer, and, secondly, is a derivative source of the formation of certain qualities of the future personality, which are motivated by parents’ orientation to valuable the final result (which is primarily the self-realization of parents in this child, and in the following – the individual himself, which is useful for themselves, family, work, social environment).
Note that the leading link in the FUE process is the training component, and the selection of individuals capable of being the management elite is the result of this training. It is a question of knowledge, creativity, morality, physical development, health (it is data of the special passport of the person), and with change of degree of training the quantity of administrative qualities which should be formed in the child in the course of training is constantly supplemented by the specific features inherent in managerial. elite.
The family is the primary basis on which the compare and contrast essay to buy struggle for a person worthy of representing the ruling elite in the country “unfolds”. It is a harmonious family, which is based on mutual understanding of the two subjects of family relations and their immediate environment, is the basis for the formation of a new personality that appears in the family. In this context, already at the stage of family formation it is necessary to take into account two factors of harmonization of family relations: love and compatibility.
A high degree of compatibility ensures the stability of the relationship and helps to maintain love for a long time. In such a family atmosphere, after appropriate training, there is every chance for the formation of the child’s basic qualities of the value elite.
These are moral values: respect for people and nature, responsibility, willpower. It is pedagogical technologies of formation of these qualities in children, as well as in-depth self-knowledge should be devoted to special courses to teach parents the basics of forming a management elite.
Such education of moral qualities and tracking of certain traits of character and abilities in the family lays a bridge between parents and educators of preschool educational institutions.
The next stage in the formation of the management elite is the child’s stay in a preschool educational institution – kindergarten. Here, within the target management, the activities of the head and educators are focused on health, improving knowledge, creative, moral and physical development, as well as on tracking the character traits and abilities of the child.
Special attention needs to be paid to the observation of speed and depth of thinking, leadership and organizational skills, which are manifested in special games.
The policy of human resources management in Ukraine should be increasingly focused on the self-realization of workers in employment in the interests of society, as well as the employer and the worker himself, ie the placement of personnel “in their places.” In real life, this is due to the formation of a new management culture in organizations, which should take place using a mechanism of rigid-democratic targeted management.
Particular attention should be paid to the formation of the management elite. We are talking about a large corps of managers at all hierarchical levels of government, who are able to organize such activities on the scale of a particular organization, in a particular area, throughout society.
Thus, Ukraine today desperately needs individuals who would have specific management skills based on human self-realization, on the one hand, and would be able to implement the mechanism of targeted management (after appropriate training) in organizations, enterprises, firms, companies – on the other.
These processes are extremely important at the present stage of transformation of Ukraine as a democratic, socially oriented and legal state. At present, it is necessary to improve the system of professional development of specialists from all fields by giving priority to the education system.
It is necessary not only to timely monitor and analyze the child’s abilities, to direct him in the right direction, but also to increase his intellectual and qualification level throughout life within the framework of continuing education. Increasing the prestige of education, starting from kindergarten and primary school, should become a priority of the state personnel policy.
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2. Bogdanov AA Tectology. General organizational science. – M.: Economics, 1989.
3. Ashin GK, Okhotsky EV Course of elitology. – M .: ZAO “Sportakadempress” 1999.
4. Pavlovsky MA Strategy for the development of society: Ukraine and the world (economics, political science, sociology). – K.: Technology, 2001.
5. Pautov AA, Vernigora TP Elite and elitogenesis. – M.: MGAPI, 2000.
6. Yakubovsky OP Personnel, elites, leadership. – Odessa: Artist, 2002.
7. Gaman-Golutvina OV Political elites of Russia: Milestones of historical evolution. – M.: ROSSPEN, 2006.
8. Goshko AA, Dmitrenko GA Basic concept of formation of the managerial elite in Ukraine (and other East Slavic states) – K.: “Vipol” 2001.
9. Dmitrenko GA Strategic management: targeted personnel management of organizations. – K.: MAUP, 2006.
Discipline management: disciplinary incentives and penalties. Abstract
Adopted rules and instructions (or at least a set of procedural rules) are needed at least to manage the minority of workers who cannot work without violating the rules of conduct.
What rules and instructions are needed? There are two main types for each organization.
Firstly; there are general rules – those that are required by law; they include employment contracts, the provisions of the “Law on Health and Safety at Work” with relevant instructions, industrial relations and employment legislation. Some organizations make separate brochures out of these documents because they are legal acts and cannot be discussed.
It is worth noting that some of these laws may vary by industry: the food industry and the arts and crafts have their own specific instructions, which are sometimes difficult to understand. they must be carefully explained in simple language. It is very important to find a way to train staff with such specific instructions as well as local requirements.
Second, there are rules within the organization. The commission for their development must have a clear idea of the goals that should pursue these rules, otherwise you can waste time arguing about things unknown to anyone.
Once the rules are developed and written down, they need to be “sold”. There is no reason why the committee that set them up should not be able to train staff either. Committee members can answer any questions and know the preconditions for each rule. Leadership and unions must work together to enforce the rules, because the basis for cooperation between these influential groups is mutual consent.
The following procedure should be followed in case of unsatisfactory work or behavior on the part of the employee:
informing employees that they are receiving complaints and giving them the opportunity to understand each other before any action is taken; the right of an employee to be accompanied by a trade union representative or colleague (optional); the right of appeal.
In addition, the procedure for imposing a disciplinary sanction must contain the following:
employees in “remote places” where management representatives are not always present; the procedure related to disciplinary measures against trade union representatives.
Once the order is in place, it is important to monitor compliance, otherwise the dismissal may result in the dismissal being illegal, even if the reason is clear.
What to do if after the announcement of all the rules, checks of their adequate interpretation by employees, briefings and “correct actions” there is a person who violates these rules? It is time to impose a disciplinary sanction. The latter’s methods are varied, and they all seem to be used regularly. Before talking about them, it is worth considering the purpose of each measure for a particular violation.
The Labor Code stipulates that a disciplinary misconduct is a violation of labor discipline by an employee. Employees may be subject to penalties such as reprimands or dismissals.
In cases where the law provides for criminal liability for the act, the head is obliged to submit the relevant materials to the bodies of inquiry or preliminary investigation.
Legislation, statutes and regulations on discipline may provide for other categories of employees and other disciplinary sanctions.
Dismissal is an extreme measure that in some cases can be linked to a legal sanction. According to the current legislation, dismissal is the last resort after several warnings or a measure of punishment for known gross violations that leave the offender no chance.
Examples of such violations may be smoking on the territory of a refinery or mine, theft, insult, etc. The fact of dismissal cannot be taken lightly, just as it cannot be applied without a thorough investigation of the reasons that led the person to break the rule; it is always necessary to make sure that the precedent is not far-fetched and that the malicious violator is in fact so.
Dismissal should be carried out only with the prior consent of the trade union committee, except as provided by law.
In order to avoid additional problems, the employee’s proxy must be involved in the investigation of the violation. It is always necessary to take into account the legal, moral and motivational aspects of the dismissal and to resort to this measure as a last resort.
Temporary suspension from office
Used quite widely. In some cases, this measure is illegal if it is applied without further pay, because the current regulations state that the employer cannot deprive the employee of the opportunity to earn a living, and this is stipulated in his contract in the “Terms of Employment” section.