home Management lecture notes Upravlіnnya special projects (abstract lektsіy NUDPSU)

Upravlіnnya special projects (abstract lektsіy NUDPSU)

3. Osnovnі FORMS organіzatsіynoї structuring proektіv

3.1. Motivatsіynі modelі in upravlіnnі

In svіtі іsnuє large Quantity rіznih organіzatsіy scho vіdrіznyayutsya rozmіrom, character dіyalnostі, seredovischem, yak їh otochuє, Homepage minds. Cutaneous s such organіzatsіy Got dosit іstotnі osoblivostі, scho in order obov'yazkovomu povinnі vrahovuvatisya at formuvannі upravlіnskoї Sistemi i, naychastіshe, Je viznachalnimi in viborі modelі upravlіnnya.

System upravlіnnya guilty vrahovuvati psihologіchnі, kvalіfіkatsіynі th INSHI of Quality kerіvnika particular, for yogo avtoritetnіst pіdleglih, yogo populyarnіst pose organіzatsієyu, yogo vpliv on formuvannya zovnіshnіh minds for dіyalnostі organіzatsії. Tom formuvannya Sistemi upravlіnnya Yea i іndivіdualnim dosit folding processes, Hoca, zvichayno Well, vіn pіdporyadkovuєtsya Pevnyi zagalnim principles.

Neobhіdnoyu peredumovoyu pobudovi efektivnoї Sistemi upravlіnnya, Je nayavnіst chіtkih, yasnih, vimіryuvanih i zrozumіlih usіm (vlasnikam, management, staff) mіsії i tsіley dіyalnostі organіzatsії (draft).

Priynyatnoyu system upravlіnnya Mauger Buti model in yakіy:

• i Kerіvnitstvo staff toil mozhlivіst i Bazhannya naybіlsh Povny realіzuvati svoї potentsіynі mozhlivostі;

• Osobistі tsіlі management personnel korelyuyutsya i s i tsіlyami vlasnikіv organіzatsії in tsіlomu.

Osnovnі sketch, SSMSC Varto an opened for pobudovi efektivnoї Sistemi upravlіnnya project can be predstaviti in Taqiy sposіb:

1. Chіtko sformulyuvati Meta project.

2. Zabezpechiti clearer rozumіnnya tsіley rozvitku project vlasnikіv Sered, the second management personnel.

3. Stvoriti Jasna i zrozumіlu usіm motivatsіynu model scho zabezpechit mozhlivіst naybіlsh Povny zadіyati personnel dosyagnennya posed tsіley.

5. Sformuvati team zdatnu zabezpechiti synergistically with efekt vikonannі project tasks.

One s klyuchovih elementіv in formuvannі Sistemi upravlіnnya project Je motivatsіyna model. Vibіr tієї abo іnshoї teorії, that abo іnshogo pіdhodu zdіysnyuєtsya іndivіdualno for kozhnoї organіzatsії in zalezhnostі od її funktsіy, nature dіyalnostі, rozmіru, іnshih osoblivo. W іnshogo side, motivatsіyna model is not to blame for Buti nezmіnnoyu - її neobhіdno postіyno rozvivati ​​th udoskonalyuvati.

Rozglyanemo kіlka motivatsіynih models, scho, we'll see stanovlyat іnteres i mozhut Buti vikoristanі on praktitsі.

Tsіkavim Je pіdhіd to pobudovi motivatsіynoї modelі, preformed McGregor at Yogo teorії X and Y. McGregor perekonany, scho people stayut such yakimi stink Yea, i povodyatsya so yak stink povodyatsya through those scho before them so vіdnosyatsya, tobto scho have zagalnomu vipadku, povedіnka people Je naslіdkom metodіv upravlіnnya. In his Cherga, pobudova metodіv upravlіnnya bazuєtsya on vіdnoshennі kerіvnitstva to staff.

Magregor vidіliv two tipi vіdnoshennya to Helsinki Human (so zvanі, teorіya teorіya X and Y). In zalezhnostі od of the category to yakoї at Dumka kerіvnitstva, vіdnositsya staff formuєtsya that abo іnsha motivatsіyna model.

Teorіya X pripuskaє scho:

• serednіy cholovіk od nature ledachy i namagaєtsya pratsyuvati yaknaymenshe;

• Yomou brakuє chestolyubstva;

• vіn not love vіdpovіdalnostі i nadaє perevagu, dwellers of Demba truncated virіshuvalo kerіvnitstvo;

• vіn od nature egocentric i bayduzhy to potreb organіzatsії;

• vіn od nature zaperechuє zmіnam;

• vіn dovіrlivy i do not duzhe kmіtlivy.

In his Cherga, teorіya have pripuskaє scho:

• Person of not Je od Passive Nature i bayduzhoyu to tsіley organіzatsії, and with such a staє in rezultatі robots in organіzatsії;

• have lyudinі prisutnya neobhіdnіst motivatsії, pragnennya to rozvitku, zdatnіst take on yourself vіdpovіdalnіst, gotovnіst napravlyati his povedіnku on dosyagnennya tsіley organіzatsії. Obov'yazok kerіvnika - dopomogti people Roswitha in sobі tsі of Quality.

• Naybіlsh stronger efekt od dіyalnostі in Helsinki Human realіzatsії tsіley organіzatsії dosyagaєtsya in addition vipadku, Yakscho vlasnі tsіlі Helsinki Human zbіgayutsya s tsіlyami organіzatsії.

Teorіya X and Y teorіya dotrimuyutsya polarity poglyadіv on motivatsіyu i vimagayut rіznih pіdhodіv to organіzatsії Sistemi upravlіnnya pіdpriєmstvom. In Persha vipadku, Especially uwagi pridіlyaєtsya methods of solid zovnіshnogo control, scho often buvaє dosit vitratnim. In another vipadku - emphasis on self robitsya s minds nadannya perіodichnih zvіtіv about vikonannya.

Potrіbno skazati, scho not zavzhdi kerіvniki mozhut chіtko skazati, yakih poglyadіv on Lyudin i yogo sutnіst dotrimuyutsya stench. Bіlshe of deyakі people bіlsh skhilnі to svіtoglyadnogo type opisuvanomu teorієyu X INSHI - to svіtoglyadnogo type opisuvanomu teorієyu W. Deyakі znahodyatsya ere poseredinі. Ale odne mozhna skazati s upevnenіstyu scho teorіya X zovsіm not pіdhodit for organіzatsіy іntelektualnoї pratsі, CREATIVE kolektivіv, in addition to chislі organіzatsіy project type. In tsomu vipadku pobudova motivatsії on osnovі teorії X given to ruynіvnih protsesіv in organіzatsії.

Pіdhіd to pobudovi Sistemi upravlіnnya organіzatsієyu deposits not tіlki od of the category to yakoї kerіvnitstvo vіdnosit staff, ale i od osobistostі kerіvnika i yogo kerіvnitstva style. Іsnuє kіlka pіdhodіv to viznachennya tipіv lіderіv have to vіdpovіdnostі style їhnogo kerіvnitstva.

So, napriklad, R.Laykert vvazhaє scho "vrahuvannya lyudskih yakostey" kerіvnika-lіdera guilty Buti nevіd'єmnoyu Chastain modelі upravlіnnya at tsomu vіn rozrіznyaє Vier basic teepee lіderstva:

• ekspluatatorski-authoritarian;

• paternalіstskі-authoritarian;

• Advisory;

• democratically (zasnovany on zaohochennі svoїh pіdleglih i formuvannі robochem group).

On Dumka Well F. Fiedler, s metoyu formuvannya Sistemi upravlіnnya organіzatsієyu i motivatsіynoї modelі scho vikoristovuєtsya in nіy, dosit rozglyanuti two tipi lіdera:

• orієntovanogo on vikonannya zavdan

• orієntovanogo on lyudskі vіdnosini.

Square od of yakogo pіdhodu to gradatsії lіderіv on tipi mi'll dotrimuvatisya, vazhlivo rozumіti scho character kerіvnika (lіdera) bagato in chomu viznachaє style i system kerіvnitstva organіzatsієyu and takozh vikoristovuvanі in nіy fun- motivatsії.

Rozrobka naybіlsh efektivnoї motivatsіynoї modelі, zdatnoї zgurtuvati kolektiv napraviti i yogo on dosyagnennya brought before it tsіley, vimagaє usvіdomlennya korisnostі pratsyuyuchogo in organіzatsії personnel s Look dosyagnennya kіntsevogo result. Tom i motivatsіynі mehanіzmi, zastosovuvanі to rіznih kategorіy pratsіvnikіv, mozhut vіdrіznyatisya dosit much.

Vischy management. Naturally, dіyalnіst vischogo management pіdpriєmstva guilty gіdno oplachuvatisya. Payment pratsі menedzherіv guilty zalezhati od specific rezultatіv dіyalnostі organіzatsії. Ale, all motivatsіya Yakscho bude manager realіzovuvatisya viklyuchno for rakhunok i zarobіtnoї pay bonus, the іsnuє tsіlkom obґruntovany rizik, scho Taqiy manager uwagi bude pridіlyati tactfully, not strategіchnim problems i Mauger propustiti nebezpechnі for maybutnogo rozvitku organіzatsії tendentsії. Tom in great zahіdnih kompanіyah praktikuєtsya system motivatsії vischogo management, scho peredbachaє nayavnіst in troh manager Jerel income:

• Salary (yak usually very Neznachny s troh warehouses);

• bonus for dosyagnutі results (hour dosyagaє dosit digit rozmіrіv);

• dovgostrokova kompensatsіya (long term compensatіon).

Manager Salary vischoї Lanka guilty vіdpovіdati serednomu rіvnevі Pay podіbnih fahіvtsіv the Branch s abo Buti Troch nizhche neї.

Bonus, yak usually obmovlyuєtsya at priyomі manager at the robot on the cob abo Well zvіtnogo perіodu i od rezultatіv deposits, scho to constitute a manager (napriklad% od od abo pributku zbіlshennya obsyagіv prodazhіv).

Dovgostrokova kompensatsіya zvichayno Je samoyu digit statte income, ale won not viplachuєtsya gotіvkoyu and tsіnnimi Paper the kompanії on fіksovanіy on the Danian time vartostі hour. Tsya kompensatsіya stimulyuє manager to the robot over strategієyu rozvitku kompanії, zbіlshennya її kapіtalіzatsії.

Ostannі tendentsії in rozvitku great bіznesu vkazuyut away on zbіlshennya chastki dovgostrokovoї kompensatsії income menedzherіv Reason i tsogo zrozumіlі. Aktsіoneri hochut Buti upevnenimi in fact scho vischy management organіzatsії zatsіkavleny in її rozvitku.

Saying, about motivatsіynі mehanіzmi scho vikoristovuyutsya for menedzherіv temple rіvnya not mozhna zabuvati i about takі, zdaval b nematerіalnі rechі, yak:

• suspіlne viznannya dosyagnen i kerіvnika merit;

• Dovira i povaga vlasnikіv s side;

• Prospects for growth kar'єrnogo yak Chastina growth prospects organіzatsії;

• mozhlivіst profesіynogo growth for rakhunok i rozvitku navchannya, uchastі conferences. Round table that іnshih profesіynih Sunset;

• mozhlivіst vplivati ​​on human polіtiku in dovіrenomu menedzherovі pіdrozdіlі.

Yakscho vlasniki іgnoruyut pererahovanі vische "nematerіalnі stimulus", the navіt for nayavnostі pristoynoї salary, bonus i kompensatsіynogo zabezpechennya managers will shukati sobі Lots Other Location robot. Skazati Treba, scho temple manager class, yak rule, people tvorchі, zahoplenі, toil ustalenі Look at Zhittya, stink іntuїtivno vіdchuvayut osoblivostі upravlіnnya tim chi іnshim processes. Materіalnі power for them bezumovno, vazhlivі, ale trivaly hour pratsyuvati in nedruzhnіy atmosferі to yourself (at vіdsutnostі Dovira i povagi vlasnikіv s side) will not stink. Being fahіvtsyami temple class, the stench zavzhdi vzmozі Know for yourself priynyatnu alternative.

Staff. Naybіlsh Rozumny at viznachennі Sistemi motivatsії Je podіl personnel on the category. In nayprostіshomu vipadku mozhna vidіliti, prinaymnі, three of these categories (in organіzatsіyah s rozvinenoyu upravlіnskoyu structures іnodі іsnuє 10-15 rіznih kategorіy for kozhnoї s yakih іsnuє plug on oplatі pratsі іnshim kompensatsіyam th), and the Same:

1. Staff, scho Yea critical for vikonannya dіyalnostі, zdіysnyuvanoї pіdpriєmstvom. Vtrata navіt one s fahіvtsіv, vіdnesenogo tsієї to the category, Mauger uniquely zmenshiti mozhlivostі organіzatsії on vikonannyu quiet abo іnshih funktsіy abo Well іstotno vplinuti on yakіst vikonanih robіt i / abo poslug. Zusillya on Poshuk, pіdgotovtsі i vhodzhennyu in this collective of fahіvtsya mozhut vimagati digit lead before the hour i vtrati fіnansovih resursіv.

2. Kvalіfіkovany literacy staff, scho tsіlkom zadovolnyaє vimogam tim, scho pred'yavlyaє to Demba organіzatsіya (Hoch, mozhlivo, i do not tsіlkom vikoristovuє svіy potentsіal through vіdsutnіst efektivnoї motivatsіynoї modelі).

3. Fahіvtsі serednoї i nizkoї kvalіfіkatsії, scho shaping can easily Shvydko i Buti zamіnenі.

Principi motivatsії kozhnoї s Tsikh kategorіy povinnі Buti rіznimi.

So, fahіvtsі scho vіdnosyatsya pershoї to the category, povinnі mother Minds (napriklad, zarobіtnu fee) іstotno vische, nіzh in serednomu sformuvalisya on market analysis pratsі in danomu regіonі. Fahіvtsі scho vіdnosyatsya Druha to the category - have serednomu on rіvnі scho sformuvavsya on market analysis pratsі in danomu regіonі. I, nareshtі, fahіvtsі scho nalezhat tretoї to the category - have vihodyachi s mozhlivostey pіdpriєmstva on Suchasnyj moment.

Saying, about minds, scho Mauger organіzatsіya Nadachi fahіvtsyam kozhnoї s kategorіy, mi maєmo on uvazі not tіlki zarobіtnu fee (bonus i) Hoca zarobіtna board Je klyuchovim Elements in perelіku nadanih motivatsіy staff. Mi takozh povinnі rozglyanuti INSHI motivatsіynі mehanіzmi, napriklad, takі, yak:

• medichne strahuvannya spіvrobіtnikіv;

• stvorennya on pіdpriєmstvі-sovereign pensіynih fondіv;

• mozhlivіst oderzhuvati pіlgovі putіvki;

• mozhlivіst on regulyarnіy osnovі pіdvischuvati svіy profesіyny rіven for rakhunok trenіngіv Spent pіdpriєmstvі;

• nayavnіst on pіdpriєmstvі garnoї i nedorogoї їdalnі, kulіnarії, hіmchistki th іnshih structures scho polegshuyut Zhittya staff pіdpriєmstva i zberіgayut їhnіy vіlny hour, that іn.

Tsі mehanіzmi often viyavlyayutsya duzhe іstotnimi for staff actively minutes vikoristovuyutsya bagatma organіzatsіyami. Hoca іsnuє th Inshyj pіdhіd to motivatsії staff - Visoka salary and all the staff Lots Other virіshuєtsya samostіyno.

So rank, motivatsіyna model Yea one іz klyuchovih іnstrumentіv at formuvannі Sistemi upravlіnnya organіzatsієyu, oskіlki result dіyalnostі whether yakoї organіzatsії bagato in chomu viznachayutsya note, SSMSC people nіy pratsyuyut, naskіlki stink zadovolenі minds svoєї robot naskіlki Povny stink mozhut rozkriti svіy CREATIVE potentsіal .