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LEADERSHIP AS A KEY CONDITION FOR THE EFFECTIVENESS OF ENTERPRISE MANAGEMENT
Abstract
The relevance of this work lies in the fact that every action in the organization associated with the manifestation of power. The article is directed to the problem of defective connection of such concepts as leadership and effective personnel management. A leading approach to the study of management is to evaluate the effectiveness of the qualities of a leader. The article may be useful for people engaged in the field of personnel management in organizations.
Keywords
leadership, power of the leader, the management staff, human resource management
AUTHORS
Irina Vezigina Kuban State Agrarian University Krasnodar, Russia Ekaterina Padieva Kuban State Agrarian University Krasnodar, Russia
Inna Ivanova PhD in Economics, Associate Professor Kuban State Agrarian University Krasnodar, Russia inna_ivanova_2010@mail.ru
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Why currently the main problem most organizations of our country is defective the connection of such concepts as leadership and effective personnel management? Answering this question will reveal the essence and the urgency of the problem.
System development of production is that the maximum productivity, quality and competitiveness can only be achieved with the participation of each employee in the improvement of the production process initially in the workplace, and in the future of the organization as a whole. Involving staff in process improvement is a powerful motivator of staff toward work that allows the employee to maximize their experience and creativity.
The relevance of this work lies in the fact that every action in the organization associated with the manifestation of power, which is used by both managers and performers. When an individual influences the behavior of group members without the use of coercive forms of power, we are talking about the manifestation of leadership. The organization attaches great importance to the leadership because of the need to select and nominate for leadership positions individuals who are most suitable for management functions.
Get acquainted with the concepts of «leader, leadership» and consider the most typical characteristics of the effective leader in organizations, companies, and indeed in any industry.
For the management of primary interest is the head of the organization as someone who is both a leader and effectively manages his subordinates. His goal is to influence others so that they perform the work entrusted to the organization.
Today, there are many interpretations of the concept «leadership», the most complete of which are the following definitions:
Leadership is the ability to influence individuals and groups, directing their efforts to achieve the goals of the organization; the ability to raise human vision to a level of more broad Outlook, the ability to form personalities, going beyond the conventional limiting its scope.
Leadership is a management relationship between leader and followers based on effective for the given situation the combination of different sources of power and aimed at encouraging people to achieve common goals.
A prerequisite of leadership - the possession of power in a particular formal or informal organizations of different levels and scope from state to state and even groups of States to government agencies, local governments or people and social groups and movements.
The formal power of the leader is fixed by law. But in all cases the leader has a social and psychological, emotional support in society or in groups of people who followed by.
Distinguish formal and informal leadership. In the first case, the impact on the child is from the standpoint of a post. The process of influencing people through personal abilities, skills and other resources called informal leadership.
Considered ideal for leadership is the combination of two bases of power: personal and organizational.
The solution of the problems faced by groups of people when they reach a common goal was solved by uniting around a single leader. This allows for the concentration of power in one hand to solve complex problems of survival.
However, this method of interaction within the organization has weaknesses:
-organizational change depends on the opinion of one person;
-reaching a goal, the leader to strive to maintain their power, which is not always consistent with the interests of other members of the organization;
-care leader dramatically reduces the quality of control indefinitely.
In General, the leadership of the head is recognized by the followers when he has already proved his competence and value for individual employees, groups and the organization as a whole. The most characteristic traits of an effective leader are:
-the vision of the overall situation. The leader must be of great interest to all aspects of the business. He asks questions, tries to be helpful, not annoying them. If he would have promoted, which is never enough to have a broader knowledge than one Department, division or office;
-the ability to communications. A good leader constantly and effectively communicates with people. According to one expert, among which the survey was conducted relative to the leading traits of the American leaders, sometimes a leader is forced to tell his people what he knows and what he does not know;
-employees trust. The trust of team members to each other allows to increase the commitment to team, willingness to mutual help, reduce conflicts, as well as the costs of the head to control the execution of tasks;
-risk appetite. The leader always tries to find a new way to accomplish the task only because this method better. The leader would never say: "We are not going to do it this way", without any basic reason. The leader should encourage all people to new and emerging issues, to encourage the pursuit of innovation, because if this is not done, the organization stops progress to prosperity.
Thus, we must conclude that the leader is the dominant person of the organized group and the organization as a whole. The team evaluates the leader, first of all, on the personal qualities, as a person, and only then how competent (or not competent enough) Manager. And if the boss managed to prove themselves a good person: honest, fair, friendly, charismatic, forgive his shortcomings, blamed mistakes on others and insist, adhering to his opinion. This, in particular, based impediment, i.e. the creation of a certain image of an ideal leader and of its introduction into the consciousness of the people.
There is a definite pattern: the larger the organization and the less the employees directly talk with the head, the greater significance in the perception of the leader has personal authority. However, in the long run all win the same business skills: people disappointed even in the personality attractive leader, if it is plagued by constant mistakes and failures.
Meanwhile, for effective personnel management is usually sufficient that the leader was at the same time business leader and was welcomed as a person, i.e., sympathized, positive attitude. It is important to note that not only the government and business credibility, but the emotional perceptions of the person influence the effectiveness of management. The moral evaluation of the head should not be excessively low, transforming into antipathy. In this case, personal animosity can significantly undermine business and credibility and reduce the effectiveness of the case. In General, the informal leadership allows you to manage people without resistance and resentment on their part, of formal control, fear and punishment.
As already said, leadership is an integral part of effective personnel management. Now let's try to investigate in detail, what is personnel management in organizations.
The management staff of the organization is the main goal of the activities of managers and specialists of the departments of the organization. It includes the development of a system of personnel policies, attitudes and practices of HR management.
The office staff provides information, technical, normative-methodological and legal support of personnel management system. Heads and employees of divisions of system of personnel management decide the issues of evaluating the fruitfulness of labor leaders and management experts, assessment of activity of divisions of a control system of the
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organization, evaluation of economic and social efficiency improvement of personnel management.
Employees of Department of personnel management should know and understand the characteristics of the production activity of the organization, to see the future of its development, to have an accurate knowledge about the relations of the organization, its consumers, and also to be able to develop an effective system of personnel management in the organization. The main disadvantage of the Department is structural division with the departments of labor and wages, health and safety, legal departments and other entities that perform the functions of personnel management.
The effectiveness of the system of personnel management is a system of indicators showing the relationship between costs and benefits, according to the interests of its members. It is expressed in the achievement of maximum effect with minimal labor and is measured as the ratio of result to cost of living labor.
Methods of personnel management called how to influence teams and individual employees to coordinate their activities in the production process. All methods are divided into three groups: administrative, economic and socio-psychological.
Administrative methods are focused on such motives of behavior, as recognition of necessity of labor discipline, status and safety, the human desire to work in a specific organization. These methods are distinguished by the direct impact of any regulatory and administrative act is subject to compulsory execution.
For administrative methods typical of their compliance with legal regulations in force at a particular management level as well as the norms and instructions of higher bodies of management.
Economic and socio-psychological methods are indirect managerial influence. Using economic methods is financial stimulation of groups and individual employees. These methods are based on the use of economic mechanism. A Socio-psychological method of management in turn is based on the use of social mechanisms (praise, promotions).
Evaluation of the effectiveness of personnel management necessary to keep track of the overall situation and making operational and tactical management decisions.
The performance management of staff is carried out using the method of functional-cost analysis. The method allows correlating functions of the system management functions of the production system. Thanks to him, there are reserves to reduce the cost of management personnel and production processes and the costs of achieving the optimal performance of the company. This selects effective control methods.
Effective personnel management is possible under certain conditions:
-oriented personnel policy and the activities of the service personnel on the objectives of the company;
-compliance personnel of the company as of the external environment (knowledge of employees and modern production technologies, understanding consumer psychology, etc.);
-compatibility of employees with the organizational culture;
-internal unity and consistency of the system of personnel management;
-involvement of company executives in the problems of personnel management;
-the presence of highly qualified and motivated employees;
-the performance management of staff involves the goal setting (setting business objectives) and the evaluation of the results of activities over a certain period of time.
As the proposed measures to improve governance in organizations it is necessary to introduce the post of Manager personnel. This is an exciting career area that attracts people who are sensitive, team-oriented, by nature extroverts and honest with others. On the other hand, because jobs in this field of profession are not intended for people with a huge ego and a strong need to be the center of attention.
The main purpose of its activity is the combination of available human resources, skills and labor potential with the strategy and goals of the organization. The personnel Manager perform a wide range of tasks: from the study of the labor market and the recruitment of staff to retirement or dismissal.
The duties of a personnel Manager:
-monitoring of the labor market, and informing the company management about the current situation on it;
-search and selection of desired expertise;
-planning staffing requirements and the creation of necessary personnel reserve;
-the creation of a system of non-material motivation;
-training, as well as organization of trainings, training seminars, training courses;
-advisory services in the field of human resource management for managers at all levels.
HR Manager - the founder and General overseer of the corporate culture. In fact, it forms the labor collective, namely, organizing professional and social-psychological adaptation of new employees, apply practical psychology in the regulation of organizational relations, manages personal and business conflicts and organizes the work with separating employees.
Staff managers are not needed for all organizations. In small companies HR outsourcing often leads the Secretary, and other functions optionally can be distributed between the other specialists. There is a standard of one personnel Manager is required for 80-100 employees. If the company employs more than 150 people, one Manager's staff is not enough. In large companies in the service personnel can work 10-15 managers, each responsible for a separate area of work - one for recruitment, another for education etc.
In order to succeed in the role of HR Manager you must be particular about the needs of other departments of the organization and to see them in the future. You should able to see the big picture, to help sell the ideas of other functional managers, as well as to come up with solutions that will be most effective.
Human resources field is changing rapidly with increasing use of technology, training and outsourcing. Career Manager promises to keep you busy and deeply involved in what is happening in the organization.
In conclusion, it is worth noting that leadership, like management, is to some extent an art. Perhaps this is the reason why researchers failed to substantiate a single theory. In any case, the style of the leader needs to be a flexible instrument of effective production management.
The work of the personnel Manager involves many Sciences, such as psychology, sociology, law, ethics, Economics. The Manager must understand people, to find personal approach to any client, to have high communication skills. Each person is unique and, understanding the motives of a particular employee or candidate, soberly assessing his ability and potential, you can apply it most effectively.
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