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Power and influence. See pages where the term targeted impact is mentioned

In a broad concept, management is a purposeful coordination of social reproduction, including the management of machines, mechanisms and other material and technical resources, and most importantly, the management of people, their relationships that arise in the process of production of material goods. Therefore, in the general case, production management can be defined as a targeted impact on groups of people to organize and coordinate their activities in the production process, based on the conscious use of social, economic, natural and other laws.

Purposeful impact on the consumer with the help of the media to promote goods on the market. Advertising introduces the consumer to the goods or services offered by the enterprise, organization, firm. It is carried out in various forms of announcements in print, on television, radio, films, posters, booklets and brochures, catalogs, press releases. Foreign trade advertising implies work in the markets of other countries, organization of exhibitions, advertising sales, publication and distribution of accompanying literature, advertising films. Advertising work is integral part marketing operations.

STIMULATION - a method of managing the labor behavior of an employee, consisting in a targeted impact on the behavior of personnel by influencing the conditions of his life, using the motives that drive his activity. In the broad sense of the word, S. is a set of requirements and a corresponding system of rewards and punishments. C. as a tactic for solving the problem of a labor crisis presupposes that the organization has

Management is the process of purposeful influence on the object of management in order to achieve the necessary results of its functioning. The object of management is a system that carries out production and economic activities under the influence of the control part of the economic system, i.e. the subject of management, which includes the management apparatus, state body, subdivision of this body or official, performing administrative and legal functions.

Management in the broad sense of the word is understood as a purposeful impact to achieve the goal. Management - special kind human activity, carried out by people and associated with the impact on people leading the production process.

To maintain a given level of quality of construction products, it is necessary to systematically manage it. Quality management refers to the establishment, provision and maintenance of the required level of product quality during its development, production and operation, carried out through systematic quality control and targeted impact on the conditions and factors affecting quality (GOST 15467-70). One of the main methods of quality management is control.

An experiment is understood as the study of an object based on an active purposeful influence on it by creating artificial conditions that make it possible to identify the considered properties, characteristics, and dependencies of the object. To make the behavior of the experimenter purposeful, organized, to increase the productivity of his work and the reliability of the results obtained, modern methods of statistical planning of multifactorial experiments allow.

The activities of associations and enterprises of the electronic industry are regulated and maintained at the planned level with the help of a certain set of works related to management. Management is a purposeful impact on teams of people to organize and coordinate their activities in the production process. Any directly social or collaborative labor carried out on a comparatively large scale needs, to a greater or lesser extent, a management that establishes coherence between individual works and performs general functions arising from the movement of the entire production organism, in contrast to the movement of its independent organs.

The complexity of relationships in the process of creating and manufacturing products often leads to conflict situations between developers, manufacturers and consumers in terms of technical and economic indicators of products, the quality and stability of their manufacture, the timing of creation and delivery. In fact, an effective mechanism for end-to-end quality management, implemented by appropriate management systems, should be formulated. All this requires the organization of end-to-end product quality management, which provides for a targeted impact on the technical level and quality of the final product during research and development, production, circulation and operation (consumption).

high school like social institution society needs to consciously form harmonious relations with the public, create its own attractive image, since the needs of the survival and development of universities, their competition in the educational space are forcing high school take care of targeted impact on

In an organization, we have the opportunity to purposefully increase the motivation of employees through the influence of a group or in the presence of a group. This is because any assessment made publicly has a much stronger impact on the individual. Therefore, many companies use the method of public awards very effectively, when an employee receives an assessment of his work in the presence of his colleagues, as well as public competitions.
A small lyrical digression: several times I attended solemn events where awards were presented at the end of the year. These activities were carried out in different companies and business sectors, but, nevertheless, they all had several similar points: in most cases, the awards were insignificant in terms of material value, and the people who received them were very experienced and successful in business; the award ceremony took place in a solemn atmosphere, in the presence of all or most of the company's employees. So, these most successful people, giving a response speech, spoke confusedly, some of them had tears in their eyes. And very many of those who were not awarded discussed what they would do in next year and what awards they will be eligible for. What does it say? Only about how strong the impact of public recognition even on mature, experienced and successful people. And for the leader it is very important to correctly assess the strength of such an impact.
A public negative assessment or public censure is also a powerful weapon, another thing is that, using this method, you can permanently demotivate a person, and in some cases even create serious complexes in him. One can recall with what fear in the past many expected a public "debriefing" at party or trade union meetings. Nowadays, some companies are also addicted to such public studies. What is important to remember about this? Public criticism is usually perceived very painfully, giving rise to reciprocal aggression or withdrawal into oneself, depression. There are cases when a person after
such situations, he quit his job. If this is our goal, then this course of action will be the most effective. If the goal is to correct the situation and prevent its recurrence in the future, then it is better to avoid public censures or do them without mentioning a specific addressee.
So far, we have talked about increasing the impact that a leader has through the mere presence of a group. If the group itself is involved, included in the provision of influence or impact, then this creates a certain synergy, i.e. a multiple increase in the effect of exposure compared to the effect of individual terms. Thus, if you want to give an employee positive motivation, express confidence in him, reward him, etc., you should do this not just in the presence of the group, but by involving its individual members in the process of encouraging, rewarding or discussing.
The impact of the group can be both positive and negative, such as the indifference shown by the group during the rewarding of an employee, or a group discussion that leads to doubts that did not exist before. Of course, we will talk about the positive use of group influence.

4.4. Socio-psychological methods of management

Socio-psychological methods of management represent

specific ways and techniques of influencing the process of formation

and the development of the team, on the social processes taking place inside

his. These methods involve two directions of influence on behavior

employees and increasing their labor activity:

1. Formation of a favorable moral and psychological

climate in the team, the development of friendly relations between

manager and subordinates, providing them with support.

2. Disclosure of the personal abilities of each employee, providing

assistance in their improvement, which leads to maximum self-realization

position of a person in labor activity.

It has been established that the results of labor largely depend on a number of

psychological factors. The ability to take into account these factors and with their

the power to purposefully influence employees helps to manage

the driver to form a team with common goals and objectives.

Sociological research suggests that if success

activities of the economic manager by 15% depends on his

professional knowledge, then 85% - from the ability to work with people.

The ability to work with people is largely dependent on personal

qualities of a manager, his ability to identify individual characteristics

character of each employee and awareness of the fact that the final

the result of activity in a team to a large extent depends on

communication style between leader and subordinate. Are important

factors such as the strength of persuasion, the respectful tone of the conversation, the

a novelty in which a business conversation takes place, taking into account individual

features of the interlocutor, etc.

Knowing the characteristics of behavior, the nature of an individual, you can

but to predict his behavior in the direction necessary for the team

research institutes. In this regard, it is important to identify and take into account psychological

characteristics of each member of the labor collective, as well as the behavior

the entire team as a whole. This work should be carried out systematically

be carried out by each manager both independently and with the involvement of

specialists - sociologists and psychologists - based on such methods

analysis, such as questionnaires, testing, observation, surveys, interviews.

The information obtained in this way, the ability to take it into account will allow

manager to purposefully influence individual employees

and the team as a whole, as well as create favorable working conditions,

to form a healthy moral and psychological climate in the

lective.

The moral and psychological climate of the team is a stable

a system of internal connections, which manifests itself in the emotional

the structure of the team, its public opinion, the results of its activities.

The influence of the work collective on the individual depends on what

the nature of the existing relationships between the members of this team. On the

the results of people's activities are greatly influenced by their mood

nie. Ability to create good mood in work collective- one

one of the most important tasks of the management system, since this is equivalent to

increase in the productivity of labor. The mood of the people depends

and from the members of the collective themselves, from their relations with each other. In the collection

tive with a normal moral and psychological climate, all its members,

as a rule, they are distinguished by a benevolent, comradely attitude

I eat with work colleagues. Respect and trust, optimistic preliminary

a positive assessment, desire and ability to see the best in a person in such

collective are the rule. Normal moral and psychological

industrial climate contributes to high productivity

work, because it supports a positive emotional mood

building a team, prevents the emergence of conflict situations.

Japanese sociologists argue that from the mood, desire of a person

century to work and on what kind of moral and psychological situation

in a team, productivity can increase by about

in 1,5 times.

Human labor is always carried out depending on the function

positioning of the human psyche, i.e. thinking, imagination, attention

and other elements. Therefore, it is natural that the psychological state

the influence of a person in a given period of time has a direct

impact not only on his personal performance, but

and the performance of the entire enterprise. Lack of attention

ing to the social and psychological aspects of management causes

unhealthy relationships in the team, which reduces productivity

performance and employee satisfaction with their work.

In order for the impact on the team to be most effective,

active, it is necessary not only to know the moral and psychological

characteristics of each employee, socio-psychological characteristics

ristics of individual production groups, but also to carry out

leading guide. Ability to find and apply means

impact on the team, on each employee in order to

the need to work effectively is the most responsible

and a difficult task for a manager. Here, it is of particular importance

desire to focus on the results achieved by each

employee, the ability to show concern, express gratitude for

the result achieved, to provide material and moral incentives

to work.

The main means of influencing the team isbelief. Ubezh-

In doing so, the leader must take into account the nature of the human being as fully as possible.

eternal behavior and human relations in the process of joint

activities. Understanding the leader of the inner world of the individual

helps him choose the most effective forms of cohesion and active

team vision. The object of socio-psychological guidance

leadership in the work team, are the relationship of workers

kov, their attitude to the means of labor and the environment.

The need to use in the practice of managing organizations

tion of socio-psychological methods of leadership is obvious, since

they allow you to take into account the motives of activities and needs in a timely manner.

employees, to see the prospects for changing a particular situation,

make optimal management decisions. Receptions and methods

socio-psychological impact is largely determined by sub-

readiness of the leader, his competence, organizational

abilities and knowledge in the field of social psychology.

A number of socio-psychological methods directly or indirectly

specifically aimed at increasing creativity and initiative

everyone working in the organization. This deployment and every possible encouragement

inventive and rationalization activity, education

group self-awareness of the team, the preservation and development of positive

ny traditions and customs of the given collective.

The main thing in management is to encourage employees to

development of their abilities for more intensive productive work.

The task of the manager is not to order his subordinates, but to orient

them to the problems facing the organization, ranking them according to their significance

sti; help reveal the abilities of employees; concentrate

them on the most important; form like-minded people around you and

direct their efforts towards solving the common problems of the entire production,

team.

The most important socio-psychological method of management

is the study and directed formation of motives for labor activity

employees and taking them into account in management. Importance here

has a rational use of various forms of collective

and individual moral stimulation. methods of moral

incentives are used to encourage teams, groups,

efficient workers who have achieved high labor indicators. Different

teacollective and personal moral stimulation (honorary titles,

badges of honour, banners, orders, medals, commendations, diplomas, board

honor, etc.).

It is important to show signs of attention to employees, to thank them

for good work. Sometimes it is useful to highlight an individual

the contribution of an individual employee, not the whole group or department.

To the methods of moral stimulation of labor can be attributed to the system

thematic development and staff training, business planning

careers of employees, holding various contests and competitions

for the title of the best in the profession, etc.

Unleashing the potential of employees is facilitated by their involvement

in managing the activities of the organization. This is inextricably linked

work to develop the democratic character of all personnel of the organization

management skills: publicity, culture of conducting constructive discussions

kussii, boldness of criticism, tolerance for dissent, encouragement of plus-

ralism of opinions.

Socio-psychological management methods are used

usually in combination with economic and organizational and administrative

telnymi methods, which increases the effectiveness of their impact.

Thus, management methods use and shape

economic interests, relationships between people and their rights

your relationship. In management, it is unacceptable to raise the question of constant

rated priority of certain management methods. In various circumstances

in solving specific problems in the foreground can

put forward both those and other methods and occupy a predominant

nie. The share of methods is in constant dynamics. Hand-

the driver must be fluent in all control methods in their

unity in the system. This means that it must have a high economic

scientific culture, professionalism in the field of legal relations

and to be a highly competent psychologist and educator.

The subconscious can do anything, you just need to learn how to influence it. In principle, learning to influence the subconscious is quite simple, and anyone can do it. Perhaps someone will say: “Well, if I learn how to influence the subconscious, what will it give me?”. The answer is simple: "The one who learns to purposefully influence his subconscious will become the master of his fate!" It may sound too pompous, but it's true.

So how do you learn to influence the subconscious? First you need to learn to listen to him. In everyday life, we constantly ignore the information that the subconscious mind is trying to convey to us, and this often ends badly. How many times, leaving the house, did you have a subconscious feeling that this is not worth doing and it is better to stay at home? And how many times have you listened to your subconscious and stayed at home, despite the fact that it was very necessary to go? Here is something!

Over time, the subconscious stops making attempts to warn you of trouble, or at least these attempts appear less and less (and why, because you still don’t listen to your subconscious). Thus, in the face of the subconscious, you lose an indispensable assistant and the best adviser. The loss of connection with the subconscious is indeed a huge loss, comparable to the loss of an arm or leg, just not as noticeable.

To prevent this from happening, you must strictly follow the advice of the subconscious. If the subconscious mind says that something is not worth doing, then it really is not worth doing. If it is unusual for you to follow “some incomprehensible subconscious sensations”, then stop and think. It is very likely that you will understand why the subconscious mind gives an alarm, for example, maybe when leaving home you forgot to turn off the iron or did not turn on the faucet in the kitchen?

And now let's go directly to the methods of influencing the subconscious. The technique of influencing the subconscious consists mainly in inducing the subconscious to accept the desires transmitted to it by the consciousness. This mental influence occurs most successfully in the transcendental state. There is wisdom and strength in the deep layers of your mind. So, calmly consider your desire and be convinced that from now on its fulfillment approaches.

The subconscious perceives any clearly formulated plan. If you wanted to build a house for yourself and your family, then you would certainly draw up a plan to the smallest detail and carefully see that it is followed by the builders in the most exact way. You would also pay attention to the building material and use only dry wood, flawless steel - in short, the best that is available. But what about your mind house and your plans for a life of happiness and abundance? All circumstances and events, everything in your life depends on the quality of your mental building material from which you build the house of your mind.

If your “project” is distorted by apprehension, anxiety, fear and shortcomings, and if you yourself are depressed, full of doubts and cynicism, then your mind is also full of troubles, worries, tensions, fears and all kinds of restrictions.

Every conscious moment that you devote to building your mental and spiritual make-up is of the most decisive and widest significance for your life. A word that simply comes to mind is inaudible and invisible—nothing like it actually exists.

You are constantly busy building your mind's dwelling from the material of your thoughts and images. You can use every hour, every second, from your thoughts, ideas and beliefs, the stage sequence of which is played out exclusively on the stage of your mind, to build a life radiant with health, success and happiness. In the workshop of your mind, you create your personality and your identity in the realm of this earthly existence. In this way you leave traces of the history of your life to the world.

Consider a new plan. State it in complete silence and silence, directing your thoughts from now on to peace, harmony, joy and readiness for good. By fixing your mental gaze on these blessings and claiming them as your own, encourage your subconscious mind to embrace a new plan and lay the foundation for the realization of your dreams.

Managers in the course of their work must purposefully influence the people and processes taking place in the organization. In this regard, it is extremely important to understand how these impacts can be carried out, what are the ways and opportunities to direct the efforts of employees in the right direction. In addition, it is important to know what exactly gives the opportunity to influence, and why subordinates follow the orders of the leader.

If we consider the various possibilities of influence of the leader on subordinates, then we can assume the following options:

? impact through force, i.e. physical coercion, as, for example, in the use of slave labor;
? impact through positive (negative) reinforcement, i.e. the use of motives and incentives to encourage a subordinate to perform the actions expected by the leader;
? impact based on the use of power, i.e. through psychological influence.

It is easy to see that the latter option is the most common in practice. modern management. Indeed, the impact through force and coercion in modern organizations practically not used. Motivation and stimulation are used, but it is very difficult for the manager to offer him something in response to his actions every time he appeals to a subordinate. For example, when a manager expects a subordinate to perform a work operation that is part of his official duties, then he does not consider, in relation to this situation, ways of additional stimulation. It is assumed that the subordinate and without it should do their job. Therefore, in normal conditions, the manager gives the necessary instructions, and the employee carries them out. This is the influence through the power of the leader.

Influence is a psychological (emotional or rational) impact that is exerted on people in order to change their behavior.

The influence of the leader on subordinates is the essence management activities. At the same time, the main opportunities for influence lie in the presence of power, so we can say that power is prerequisite management implementation. Without power, governance cannot be exercised.

Power is the ability and ability to influence the activities of people.

Distinguish between formal and real power. Usually power is "given" to a person with a position, since managerial position necessarily presupposes the existence of power. The power that a position gives is formal power.

All leaders have formal power. However, in practice, sometimes you can see that two leaders who are at the same level in the management hierarchy have a different degree of influence on people. This may be due to the fact that one of the leaders has a higher authority among subordinates, is a recognized expert on the work of his unit, has respectable human qualities. At the same time, it has been observed that subordinates more readily obey a leader who is respected. As a result, with the same level of formal power, the one who has more authority has more real power.

Thus, real power is determined, on the one hand, by the level of formal powers of the leader, and on the other hand, by the willingness of people to obey (Fig. 5.2).

Rice.

Leadership has the potential to influence. This means it exists not only when it is used. Power can exist but not be used. For example, when an employee performs well, the manager does not need to constantly guide, control and urge him. In this case, the managerial influence still appears, but much less frequently, mainly at the time of issuing tasks and control.

Power can only be exercised in social systems because people are needed to perceive influence. At the same time, one individual has power over another, one group over another. Power is the basis of management activity and determines organizational structure enterprise management. Thus, the hierarchy of managers at the enterprise practically reflects the hierarchy of power. Thus, power reflects certain social relations

As a social relation, power is characterized by:

? asymmetry, i.e. one person is superior to another in some way, which creates dependence and, therefore, the possibility of exerting influence appears;
? constantly changing balance of forces, which leads to the desire to change or, on the contrary, restore their balance.

In real life, there has never been and never is absolute power. The fact is that subjects with power not only influence other people, but they also depend on them. They depend on both people and circumstances, and the amount of power, as a result, is determined precisely by the degree of this dependence.

Obviously, the subordinate depends on the leader because the leader decides on the distribution of work tasks and control over their execution, issues of promotion, remuneration, etc. But at the same time, he himself depends on his subordinates. For example, his authority depends on how well the work is done in the unit entrusted to him, and this is due to the abilities of employees, their desire to work hard. In addition, workers often own additional information useful in decision making; have informal contacts with people in other units, which in some cases facilitates the solution of such tasks that are difficult to solve using only official official powers manager (Fig. 5.3).

Mutual dependence requires finding a certain balance in which social relations will be in balance. That is, the leader will exert the necessary influence on subordinates, and subordinates, in turn, will not feel depressed and will use their abilities and capabilities to achieve the goals of the organization (department).