Socio-psychological Climate Research Articles

ФОРМУВАННЯ СОЦІАЛЬНО-ПСИХОЛОГІЧНОГО КЛІМАТУ В КОМПАНІЇ ЯК ЧИННИК ЕФЕКТИВНОГО УПРАВЛІННЯ МОТИВАЦІЄЮ ПЕРСОНАЛУ

The article investigates the factors influencing the state of the social psychological climate in the company during the period of crisis phenomena in the socio-economic environment, created in the context of pandemic challenges in all spheres of people's activities, the need to improve the system of relationships in the teams of each company. The formation of favorable socio-psychological is a prerequisite for productive work and overcoming the consequences of psychological stress in crisis conditions. The causes of psychological discomfort in the work environment as a demotivator of effective work have been identified. It has been proven that the motivation of staff should contribute to the formation of a competitive employee with communicative and conflict management skills. The management of the socio-psychological aspects of the production environment has a relationship with other HR processes, especially motivational management. Swot analysis of the factors of the socio-psychological climate in the team, influencing the motivation of employees, was carried out. Indicators of conflict and other stressful situations that the manager and HR specialists should know and identify have been identified. It is revealed that if the company has methods among the HR processes to study forms of manifestation of the socio-psychological climate in the team, HR specialists and managers can identify the prospects of types of relationships between employees. Each company should develop its motivational model, taking into account the existing and desired state of the socio-psychological climate in accordance with the chosen development strategy. Recommendations are given for HR specialists, psychologists and managers at all levels to improve the socio-psychological climate in the team and individual levels. Activities are proposed to identify and overcome negative influence of socio-psychological factors on the level of motivation of the company's staff, as well as the formation of the concept of effective management of staff motivation through the creation of a favorable socio-psychological climate.

Методичні засади управління конфліктами в організації

The article considers topical issues of research and improvement of the conflict management system in the organization. The article is aimed at improving the methodical aspects of conflict management in the organization in order to develop ways and practical recommendations for their solution. The research was carried out on the example of conflict management analysis at PJSC «Kyivstar». According to the results of the research, it is substantiated that in order to determine the level of proneness to conflict in the team and estimate the relationships between managers and subordinates of the organization, it is advisable to conduct regular monitoring on the basis of questionnaires of employees and management of the organization. The proposed method of studying conflicts was tested on the example of PJSC «Kyivstar» on the basis of the use of an online survey of employees from different divisions. The developed questionnaire allowed to analyze how employees themselves valuate the state of conflict problems in the organization and what they see the reasons for their occurrence in their respective divisions. The activities of the organization chosen for research have been analyzed and it is determined that PJSC «Kyivstar» is one of the largest integrated world telecommunications companies – VEON. As one of the components of the company’s success, a clear organizational structure and effective distribution of responsibilities and functions among the company’s employees are allocated. The article provides a brief analysis of the results of the survey of PJSC «Kyivstar» employees and analyzes the behavior style used during the conflict. A study of the influence of the allocated factors on the frequency of conflicts in the organization was carried out. To determine the presence and degree of such an influence, it is proposed to use the cross-tab method based on the building up and analyzing of contingency tables. The use of the chosen method for research is demonstrated by the example of the most influential of the allocated factors, namely: the number of subordinates for an employee and the level of education of a particular employee, as well as their impact on the number of conflicts in the organization. Conclusions on the presence and main causes of conflict situations are formulated, among which are allocated, in particular, the socio-psychological climate in the team and the unfair distribution of privileges.

СОЦИАЛЬНО-ПСИХОЛОГИЧЕСКИЕ АСПЕКТЫ РАБОТЫ ПЕДАГОГА В ПЕРИОД ПАНДЕМИИ

The study of the socio-psychological aspects of the teacher’s work during the pandemic is presented in the article. The specifics of the situation that arose in society during the pandemic period require studying the psychological characteristics of the relationship between the management style of the head of teachers of a preschool educational organization with the personal characteristics of employees and the sociopsychological climate. The relevance of the analysis of the management style of a preschool educational organization during the pandemic is caused by the attention of the parent community to the high-quality educational process carried out in preschool educational organizations. The article presents the results of a study of the teacher’s personal characteristics in the context of the introduction of innovative work forms during the pandemic, taking into account the principles and model of federal educational standards of preschool education. The factors affecting the psychological climate in the team are described. The results of the level of satisfaction with their work before and after conducting psychological training with employees of an educational institution are presented. Psychological and pedagogical recommendations are given for creating an optimal climate and atmosphere of psychological security during the modernization of the educational system and the transition to alternative forms of education associated with the unique situation of a pandemic and self-isolation.

Соціально-психологічні чинники конфліктів на підприємстві

The article is aimed at researching the socio-psychological features of interaction between participants in the labor process, which are factors of conflicts in the social and labor sphere. The article considers conflict as one of the variants for the development of social relations, which arises in case of violation of their balance. It is proved that conflicts arise under the influence of a complex system of factors that have a social and psychological nature. The scholars’ views on the essence of social and psychological factors of conflict are considered. It is proved that the factors, directly related to joint activities and relationships, affecting the proneness to conflict in the staff of an organization, are: organizational culture, socio-psychological climate, leadership (which characterize the social component of interaction); socio-psychological personality traits, orientation and personality type (which characterize the psychological component of interaction). The essence of each factor is considered and its impact on the occurrence and development of conflict is determined. The consequences of both positive and negative impact of socio-psychological factors on the conflict are specified. The publication uses methods of generalization, comparison, analysis and synthesis – to understand the essence of conflict as a certain stage of social interaction, to study the socio-psychological factors of the conflict; graphical method – for clarification of data and schematic representation of the main provisions of the research. The carried out studies will contribute to the development of an efficient strategy and tactics for resolving conflicts, their faster settlement, and the use of effective mechanisms for their forecasting; a system approach to conflict management in order to prevent unconstructive conflict interactions in labor collectives will allow to take into account socio-psychological aspects of interaction between participants in the labor process.

Рекрутмент як технологія ефективного залучення й онбордингу персоналу

The article analyzes the essence and trends in the development of recruitment technology as a technology for attraction and onboarding of staff. The authors’ interpretation of the content of recruitment as a process of attracting, picking up, and selecting staff along with the use of technologies of its involvement in the organization, thanks to the facilitation of a number of positive factors of the working environment and socio-psychological climate, is presented. The article is aimed at theoretical generalizing the methodological approaches to the application of analytical instruments for an effective recruitment and developing proposals for its use in the course of involvement and onboarding of staff at the enterprise. The relationship between recruiting and staff attracting processes is studied. The main differences between the concepts of «picking up», «selecting» and «attracting» staff are characterized. The characterizations of the main trends in the development of modern recruitment technology are provided. Novelties in the strategy of selection, valuation and onboarding of applicants by means of video-chats, HR-bots etc. are analyzed. Prospects for the use of digital recruiting in the practice of staff management are substantiated. It is determined that the prognosis analytic instruments as part of recruitment of international companies are furthermore systematically used in the adaptation training of both soft and hard skills applicants in the context of achieving the company’s business goals. Indicators and criteria for valuating the efficiency and effectiveness of staff recruitment are proposed. The need for further research of recruitment technology based on the experience of foreign countries is substantiated

Management style in the internal affairs bodies as one of the factors in the formation of the socio-psychological climate of the service team

The article considers the problems of choosing the optimal management style of service teams and improving management personnel in the internal affairs bodies of the Russian Federation. The aim of the research is to study the relationship between the management style and the socio-psychological climate in the team as the basis for the effectiveness of the operational and service activities of the Internal Affairs Bodies. The authors have summarized current scientific and practical research in the field of management style. The classical typology of management styles by K. Levin has been analyzed, which made it possible to develop the most effective leadership style in the internal affairs bodies, ensuring the achievement of the necessary results in the management of collectives. The theoretical material is supplemented with empirical data obtained in the course of annual studies of the socio-psychological climate in the teams of the territorial bodies of the Ministry of Internal Affairs of Russia. Opinion polls of police officers have showed that the highest degree of satisfaction with the service is experienced by those of them who work under the leadership of a democrat leader, focused not only on the performance, but also on creating favorable conditions for the activities of the entire team. The direct dependence of the socio-psychological climate on the management style chosen by the leader has been proved. It has been concluded that it is necessary to implement the mechanisms of the formation of an effective management style existing in the Ministry of Internal Affairs of Russia. For current leaders, it is advisable to envisage an in-depth study of the problem in the classroom for service training, for future leaders - as part of an additional professional program for professional retraining of employees of the Ministry of Internal Affairs of Russia included in the personnel reserve.

Управління за цінностями як головний елемент створення корпоративної культури підприємства

The article is aimed at examining the peculiarities of development and implementation of values management as the main component of the corporate culture of enterprise in modern conditions of competition in both the world and the domestic markets. The article analyzes the concept of value, also the ideology and civilizational world-view related to the values. An analysis of the concept of corporate culture is made, as well as the basic principles of culture of organizations and enterprises are highlighted. Management levels at enterprises are considered. The main characteristics of values management and corporate culture are highlighted. Bright examples of creating effective, outstanding corporate cultures are given (Zappos and Semco companies). The algorithm for development and implementation of the value system at the enterprise is also provided. Building up a corporate culture and implementing the core corporate values are substantiated on the example of JSC «Kharkivske instrumentalne pidpryiemstvo». To improve the corporate culture, based on the experience of the best world and Ukrainian enterprises, it is proposed to characterize the ideal look of the future enterprise; outline the mission (purpose of the enterprise); decide on the following: values (ideals, convictions, important things, values of the enterprise’s staff); rules, norms of conduct of employees of the enterprise; management manner and personnel policy; rules, traditions, procedures and the order adopted at the enterprise or organization; heroes, myths and history of the enterprise; socio-psychological climate in the team; interaction between employees of the same and different departments; corporate symbols in the form of external paraphernalia.

КОРПОРАТИВНАЯ КУЛЬТУРА КАК УПРАВЛЕНЧЕСКАЯ ТЕХНОЛОГИЯ ФОРМИРОВАНИЯ ИДЕНТИЧНОСТИ ПЕРСОНАЛА

The purpose of the article is to consider the relationship between corporate culture and the degree of its influence on the identification of personnel and the efficiency of the enterprise, the labor collective. The introduction of virtual tools in the organization of labor is considered as a technology for the formation and strengthening of corporate culture, as well as a resource-saving means of production. The article describes the modern views of domestic and foreign researchers on the problem of corporate culture formation as an indicator of personnel identification. The analysis of the state of the problem was carried out on the basis of the implementation of State Contract No. 1 of 05.11.2020 «Monitoring and modeling of the needs of personnel of enterprises of the Bryansk region in professional training as tools for regulating the local labor market» and the results of a study of personnel involvement in the work of Rostelecom, which was conducted with the participation of the authors in the period from June 21 to December 30, 2018. The research touched upon the topical issues of the interdependence of the identification of the organization's personnel and the choice of effective management technologies in the surveyed enterprises, the analysis of the socio-psychological climate within the labor collectives was carried out.

CORPORATE CULTURE MODEL IN SYSTEM CORPORATE GOVERNANCE : UKRAINIAN REALITIES

The purpose of the article is to analyze the substantive and qualitative characteristics of corporate governance in Ukraine, identify problems of its development and develop a scientific approach to form an organizational model of corporate culture as a factor of successful development. The author's research based on the essence of the concept of "corporate governance" in order to improve the content characteristics of this. With the active use of data collection and regression analysis methods, the level of corporate governance in Ukraine was determined. The qualitative indicators of corporate governance analyzed using the rating indicators of the Global Competitiveness Index. In such conditions, it becomes necessary to form an organizational model of corporate culture in the corporate governance system. The article substantiates the need to use the organizational model of corporate culture in the activities of Ukrainian companies, taking into account the problems of the development of corporate governance in Ukraine. This has a scientific and applied character in the context of political and economic turbulence in today's economic conditions. The organizational model of corporate culture proposed by the author will contribute to the activation and development of communication interaction between corporate management and all stack holders. This will also influence the formation of effective management decisions and create the basis for cooperation based on trust. The use of an organizational model of corporate governance in the performance of assigned tasks to personnel will increase their responsibility, cohesion, productivity and improve the socio-psychological climate in the company. The above features will help the corporate management of the company to harmoniously arrange and consolidate the list of work performed by each employee in the organizational structure of the company in such a way that everyone does their own thing in accordance with the existing professional competencies. Thus, the proposed organizational model of corporate culture will allow Ukrainian enterprises to effectively manage human resources and implement a development strategy in the long term.

ОСНАЩЕННЯ ТЕХНІЧНИМИ ЗАСОБАМИ ПІДРОЗДІЛІВ ПСИХОЛОГІЧНОЇ РОБОТИ У СИЛАХ ОБОРОНИ: ПРО СУЧАСНИЙ СТАН І НЕВІДКЛАДНІ ЗАХОДИ

The article considers the current problems of organization and equipping with technical means of psychological work units in the defense forces. Emphasis is placed on the objective contradictions between the rapid changes in the forms and methods of information and psychological impact on personnel and its study and the actual state of technical means, their provision of troops (forces). It is determined that increasing the technical base of psychological support for the effective solution of the tasks is an urgent problem and requires in-depth research. Of paramount importance is the normative consolidation of the need to provide technical means of psychological work. The current state of provision of technical means of psychological support in the Armed Forces of Ukraine and other defense forces is analyzed. A brief description of the military mobile psychological and diagnostic complex, which undergoes departmental tests and is designed to ensure the performance of tasks as part of units and as part of individual units, groups in the field around the clock, regardless of season and time of day. The necessity of professional and psychological selection of specialists with the help of technical means is considered; assessment and forecasting of negative factors and conditions of servicemen; psychological and psychophysiological support; study of the socio-psychological climate in military units. The foreign experience of using technical means in the armed forces of the USA and the Russian Federation is analyzed. Ways to provide the latest models of the domestic system of psychological support of the defense forces to improve the psychological support of military-professional activities of personnel are proposed. It is emphasized that in order to form a unified approach to psychological support in the security and defense sector, it is necessary to create a body (structure) that would determine and coordinate activities in this direction and ensure the development of industrial production of modern technical means for psychological units.

РОЛЬ ОРГАНИЗАЦИОННОГО ДОВЕРИЯ В ОБЕСПЕЧЕНИИ ЭФФЕКТИВНОСТИ И ПРОДУКТИВНОСТИ ДЕЯТЕЛЬНОСТИ СОВРЕМЕННОЙ ОРГАНИЗАЦИИ (ОПЫТ ЗАРУБЕЖНЫХ ИССЛЕДОВАНИЙ)

The paper deals with the social phenomenon «organizational trust». The importance of organizational trust as a mechanism for the stable functioning of a modern organization in conditions of the sociocultural and socio-economic environment being under risk is substantiated. The feasibility of a sociologi-cal analysis of trust in an organization with the purpose of enhancing its efficiency and productivity is demonstrated. The essence of «organizational trust» is defined as a phenomenon of positive expectations due to which the principal is ready to ascribe good intentions to the trustees and be confident about their words and actions. Benevolence and competence of trustees are demonstrated to be necessary conditions for the formation of a high level of trust in an organization. Based on the analysis of materials from for-eign sociological studies, the types of organizational trust are differentiated: generalized, vertical and hor-izontal, and their specific characteristics are identified. Generalized trust is found to be based on past ex-perience of interactions, this is the expectation of future gains. It is emphasized that vertical and horizon-tal organizational types of trust have the property of functionality, i.e. they are limited by the professional roles of employees. The evidence base indicates that employee relationships based on trust are one of the conditions for effective labor activity in a modern organization. It has been found that the trust of em-ployees increases their commitment to the organization and job satisfaction, contributes to strengthening the cooperation and teamwork. The expediency of empirical verification of theoretical propositions is substantiated, in particular of the idea that organizational trust has a positive effect on the efficiency and productivity of the modern organization`s development: the higher the trust in the organization, the higher its ability to achieve its strategic, tactical, operational goals, ensure labor productivity, produce innova-tions, maintain high staff motivation and a favorable socio-psychological climate.

Профессиональное выгорание в системе стрессов авиационных специалистов

The article describes the factors of professional stress in aviation, determined by advances in aviation construction against the background of planetary global economic, political and environmental changes. The development of technology in the aviation industry by the 1980s reached a level that minimized both the impact of aggressive environmental factors and the physical activity of those employed in aviation. Currently, the problems of companies' relations with personnel, caused by frequent downfalls of aircraft on the one hand and the growth of aviation traffic, the level of optimization of organizational structures on the other, come to the fore in this area. As a result, staff are forced to share jobs, receive training in time, be at risk of losing their jobs, or work to the limit. Vertical relations, in turn, affect the socio-psychological climate in the teams and the nature of the relationship of aviation specialists. Also of particular urgency is the problem of professional burnout of aviation specialists, exacerbating in the situation of the Covid-19 pandemic.

ПСИХОЛОГІЧНІ АСПЕКТИ ФОРМУВАННЯ ЛІДЕРСЬКИХ ЯКОСТЕЙ У ПРОФЕСІЙНІЙ ПІДГОТОВЦІ МАЙБУТНІХ ОФІЦЕРІВ-ЛІДЕРІВ

The article considers leadership as an internal state of personality, which is aimed at success, deeply motivated, leads an active life, confident in their decisions and actions. It is established that the leader provides the functions of integration and purposefulness of the team and acts on the principle of direct participation in its life. The need to take into account the peculiarities of the social environment, the specifics of professional activity and the challenges facing the specialist is substantiated in the question of formulation of leadership qualities. Thus, the use of case technology makes it possible to significantly strengthen the system of training officer leaders by integrating theoretical training with professional and practical and research activities, the use of appropriate content (leadership experience), interactive development of professionally important leadership qualities for military leaders. Purposeful formation of leadership qualities in the process of professional training of cadets of higher education institutions (higher military educational institutions) not only ensures the successful exercise of power, but also becomes the basis of socio-psychological impact on the environment and servicemen in the future. It is proved that the process of formation of leadership qualities in cadets of higher education institutions is defined as a set of pedagogical situations that contribute not only to the successful development of leadership qualities, but also to the general self-improvement of the individual. Understanding of scientific sources allows us to state that the leadership qualities of the personality of the future officer-leader are the traits that provide the ability to stand out in a particular case and make responsible decisions in significant situations; use innovative approaches to solve the problem; successfully influence followers to achieve common goals; to create a favourable sociopsychological climate in the military.

CURRENT STATE AND PROSPECTS OF PSYCHOLOGICAL SUPPORT IN THE ARMED FORCES OF UKRAINE

The article considers current problems of modern military psychology in the field of psychological support of militaryprofessional activity of the Armed Forces of Ukraine personnel and identifies the main content elements of psychological support in troops (forces), which include: monitoring, analysis, assessment and forecasting of negative factors and conditions; maintenance and development of psychological stability; organization of psychological selection of specialists; psychological and psychophysiological support; study of the socio-psychological climate in military units; consulting and methodological assistance to commanders on psychological support. Analyzed: normative legal acts and empirical experience of psychological support organization in the Armed Forces of Ukraine; activities of the Psychological Service, its tasks and functions; features of the professional psychological selection organization, psychological training of personnel, psychological support of hostilities, psychological assistance, psychological decompression of personnel after removal from the area of Joint operation, psychological rehabilitation and readaptation. The elements of the psychological selection system, psychological training, psychological support, psychological rehabilitation and readaptation are considered on the basis. The main emotional states and fears of servicemen at different stages of combat missions have been clarified. The organizational system of psychological assistance and rehabilitation of personnel and the task of psychological service specialists to take measures to restore the mental state of servicemen, using the methods of mental self-regulation and self-control. Ways to improve the system of psychological support in the Armed Forces of Ukraine and the security and defense sector of Ukraine are proposed.

FEATURES OF PSYCHOLOGICAL SUPPORT WITH CONSIDERING PERSONAL RESOURCES OF DANCE COUPLES’ COMPETITIVE RELIABILITY

Introduction. The problem of increasing the effectiveness and reliability of competitive activities is attracting more and more attention of specialists in the field of dance sports. Psychological support and accompaniment is one of the important topical issues of improving the training system of athletes and is on a par with the need to develop motor skills, technical and tactical training, medical and biological support. The aim of the study is to determine the main directions of effective psychological support of dancing couples taking into account their personal resources of reliability of competitive activity. Material and research methods. A survey of 22 specialists specializing in the training of athletes in dance sports was conducted. Google Forms was used to conduct the survey. Most professionals have more than 5 years of experience in sports or coaching (59.1%). Results. Most experts (63.6%) believe that psychological training plays an important role, as it ensures the achievement of reliability (stability) and a significant result. More than 40% of respondents believe that it is advisable to plan psychological training for six months / several months and a significant proportion of professionals (31.8%) believe that it is necessary to plan psychological support during an exclusively competitive period. The main directions that should be aimed at work in the framework of psychological training during the sports season in sports dances are: the formation of a positive socio-psychological climate and the development of stress resistance. The majority of surveyed experts (63.6%) believe that work on psychological support should be aimed at self-regulation and cohesion. Conclusion. The results obtained in the study indicate that psychological training plays a significant role, as it ensures the reliability of competitive activities and improve the performance of athletes. The main areas that should be aimed at the psychological support of training during the sports season in sports dances are the formation of a positive socio-psychological climate between the partners of the dancing couple, the development of stress resistance to failures and other negative factors arising in training and competition. It is advisable to use such techniques accompanied by psychological training of athletes as "simulation of competitive situations" (68.2%) and "psychodiagnostics and psychoregulation of athletes" (50.0%).

Criteria and levels of forming a favorable sociopsychological climate in a temporary learning group of teenagers

Criteria and levels of forming a favorable sociopsychological climate in a temporary learning group of teenagers

Prospects for the professional and personal development of the penal system leaders reserve of the Russian Federation as a factor in the prevention of malfeasance

The effectiveness of penitentiary activities, assuming the authoritarianism of the management system, is largely determined by the individual and personal characteristics of unit heads of the penal system, who need to show their managerial abilities as fully as possible, but not every leader has a sufficient amount of such abilities. If he/she does, he/she cannot always demonstrate them to the fullest extent. In this case, there can be serious miscalculations, leading to certain socio-psychological and criminological consequences. Among them, the instability of the socio-psychological climate in a team, provoking a high employee turnover, which does not allow forming the key personnel of a unit, as well as a high risk that subordinate employees, projecting the style, manner of communication and affects of the management, begin to show socially disapproving and even self-destructive forms of behavior, such as various forms of aggression towards oneself and others, neglect of safety requirements at work and in everyday life, unlawful actions against convicts, etc. One of the most important factors in the prevention of these phenomena is the system of work with a personnel reserve for managerial positions. The arsenal of diagnostic tools for the study of 65 employees working in the penal system, who are middle managers in the personnel reserve, included a set of methods: a) analysis of documents; b) expert assessment of the employee’s personality; c) psychological testing, which allows obtaining a generalized psychological profile of a personality according to the estimates of five “traits of an adequate personality”, motivators of socio-psychological activity, the style of behavior self-regulation, levels of legal consciousness and faith in people, as well as self-assessment of professional development opportunities and career prospects. The generalized characteristics of the respondents show that 88% of them meet the requirements for penitentiary activities. The respondents have an average level of emotional intelligence development with a tendency to lower; their style of behavior self-regulation is accentuated due to their relatively poorly developed independence; 95% of respondents have a high and medium level of legal consciousness development; 70% of them are distinguished by their distrust of people; the leading motivator of their socio-psychological activity is success achievement. All surveyed employees see opportunities for their professional development, although about 30% of them have concerns about promotion opportunities in this system. Based on the results obtained, the resources of success and the four most important areas of work with the personnel reserve were identified.

EXAMINATION OF WORKING CONDITIONS OF PHARMACEUTICAL INDUSTRY EMPLOYEES AS A COMPONENT OF THE OCCUPATIONAL HEALTH AND SAFETY MANAGEMENT SYSTEM

Formulation of the problem. At companies belonging to the pharmaceutical industry, there is an urgent need to comply with all standards of occupational safety and health. Particular attention should be paid to the influence of psychophysiological factors: labour intensity and forced working posture, as well as the monotony of work and the performance of the same type of work. The job of the dispenser requires long-term direct monitoring of the equipment, readiness for quick action. The term "operational rest" defined this functional state. And a factor of the monotony of expectation characterized too. It is no secret that the performance of monotonous work is characterized by feelings of fatigue, apathy, drowsiness and numbness; deterioration of heart rate, lower blood pressure, slowing of the alpha rhythm, decreased mus-cle tone; fluctuations in productivity, a general decrease in efficiency, reduced ability to respond to signals from environ-mental stimuli. When performing the functional duties of the dispenser, there is a lengthy performance of simple opera-tions. The content is reduced to a uniform visual control over the quality of products, as well as to work associated with long-term passive observation and limited impact on the brain of various production signals and stimuli.Purpose. The purpose of the study is to analyze the card of the working conditions of dispensers and drug com-pilers. This study aims to develop measures to eliminate the risk of monotony.Results. Therefore, the consequences of such monotonous work can be rapid development of fatigue due to the localization of muscular and nervous loads; sedentary lifestyle; development of neuroses; dissatisfaction with work and reduced creative activity of the employee. Individual psychological characteristics of the employee have an impact on the performance of monotonous work, as well as on the development of mental states. Therefore, in the professional selection, it is necessary to take into account: the monotony of the employee. Everyone knows that people with higher mental abilities have low monostic resistance. Highly skilled workers can maintain capacity, is the ability to perform a particular type of work without erroneous actions, even under heavy and prolonged loads. A low-skilled worker cannot detect changes in monotony and falls victim to indifference.Scientific novelty. Therefore, we recommend that companies implement some measures to reduce the monotony of work, namely: setting enough speed and mode of operation (in the first 30 minutes after starting work: set the pace of the conveyor 5 - 10% below average); rationalization of work and rest regimes (recommend short breaks) (5 - 10 minutes every 2-3 hours); aestheticization of the production environment (improve the lighting of the work area); introduction of some measures on material and moral stimulation; involvement of workers in the management and solution of production problems; improve socio-psychological climate; use the opportunity to play sports and physical culture.

Вовлеченность персонала как актуальная задача в сферах бизнеса и государственного управления

The article considers the need to assess, control and coordinate the processes of personnel involvement in business and public administration: provides analytical data, describes aspects that indicate the relationship between the level of involvement and the state of the socio-psychological climate in the team, focuses on the problems and difficulties that arise in the process of implementing mechanisms to increase staff involvement in government organizations, recommendations are given for their settlement. The involvement of personnel in the activities of the organization is a category more complex and deeper than the motivation of employees, interest in work. Assessing the involvement of staff, the leaders of large commercial structures identify the "weak links" of a single organizational system, to build and, most importantly, to preserve which is a priority in the competition for leadership at the present stage of economic development. The public administration sphere, the distinguishing feature of which is strict regulation of corporate norms and legal relations of work process participants operating within a limited range of official powers, requires a special approach in terms of staff involvement: the relevance and novelty of the problem of applying engagement management mechanisms in government organizations, the lack of competency the selected tools of its assessment provide an opportunity to explore this issue in the framework of identify, study and compare new ways to optimize managerial functions.

Social capital as a factor of children’s and adolescent’s healthy lifestyle formation

The family social capital is determined based on social control (the presence of intra-family norms and sanctions), social involvement (based on intra-family ties), and social support (based on trust) and plays a significant role in the familys socio-psychological climate and minimizing the risks of deviant behaviors of the younger generation. The hypothesis on the positive impact of the inclusion of relatives in the care of children up to 14 years (social support) into childrens healthy lifestyle formation is tested on the materials of the 27th wave of The Russian Longitudinal Monitoring SurveyHigher School of Economics (2018, n = 1941). Furthermore, it is shown that the relatives social support has a positive effect on preschool-age childrens physical activity as well as school childrens compliance with the rules of balanced nutrition and the use of vitamins.