Abstract on the topic of master's work Diagnosis and formation of the socio-psychological climate in the workforce of an enterprise
Content
- Introduction
- 1. Relevance of the topic
- 2. Purpose and objectives of the study, planned results
- 3. Theoretical foundations for the formation of a socio-psychological climate
- 4. Models of the socio-psychological climate and factors influencing it in the workforce
- 5. Measures to form a socio-psychological climate in the team
- Conclusions
- List of sources
Introduction
The socio-communicative part of each organization is one complex component system, expressed mainly in the formation of the components of the socio-psychological climate of the team or working group. The productive performance of labor functions depends not only on the satisfaction of organizational and production needs, but also on personal relationships that have a great influence on the state and results of human labor. Speaking about the psychological climate, it must be remembered that we are talking about a relatively stable system of relationships, created over a certain period of time and has access to changes and development.
1. Relevance of the topic
The formation of a favorable socio-psychological climate for the workforce is one of the most important conditions for the struggle to increase labor productivity and the quality of services provided. The socio-psychological climate is an indicator of the level of social development of the team and its psychological reserves. The effective performance of job functions depends not only on the fulfillment of organizational and production conditions, but also on interpersonal relationships that have a significant impact on the well-being and performance of a person.
2. Purpose and objectives of the study, planned results.
The main goal is to develop measures for diagnosing and shaping the socio-psychological climate in the workforce.
To achieve the goal, it is necessary to solve the following tasks:
• study the essence and structure of the socio-psychological climate in the workforce;
• consider the factors influencing the formation of the socio-psychological climate in the workforce;
• develop measures to form a socio-psychological climate in the workforce.
The subject of the researchis the theoretical, methodological and practical aspects of the formation of the socio-psychological climate in the workforce.
The object of the study is the socio-psychological climate of the workforce of the enterprise.
Based on the results of the work, measures will be created to form a socio-psychological climate in the team. This will improve communication within the workforce, increase labor productivity, employee satisfaction with work and the company's team.
3.Theoretical foundations for the formation of a socio-psychological climate
The socio-psychological climate of the labor collective is a relatively stable system of relationships between its members and the collective as a whole. The socio-psychological climate is always based on interpersonal relationships, so it is an indicator of their condition. Interpersonal relationships are a system of attitudes, orientations and hopes of group members for each other. Interpersonal relationships are determined by the content and organization of joint activities, as well as the values ??in which people communicate. The joint activity of each organization is connected with the solution of a special task and the presence of a common goal for its participants [1].
When studying the socio-psychological climate, it is necessary to take into account its two levels. The first level is static, relatively constant. This is a stable relationship of team members, their interest in work and colleagues. At this level, the socio-psychological climate is understood as a stable, highly stable state of the team, which, once formed, is able not to collapse for a long time and retain its core, despite the difficulties facing the team. From this point of view, it is rather difficult to form a favorable climate in teams, but at the same time it is easier to maintain it at a certain level that has already been formed earlier.
The second level is dynamic, changing, fluctuating. This is the daily position of employees in the process of work, their psychological situation. This level is described by the conceptI eat "psychological atmosphere". Unlike the socio-psychological climate, the psychological atmosphere is characterized by faster temporal changes and is less perceived by people. A change in the psychological atmosphere affects the mood and appearance of a person during the working day. Climate changes are always more pronounced, noticeable, they are experienced by people more acutely [2].
A favorable socio-psychological climate is a condition for increasing labor productivity, employee satisfaction with work and the team. Improving the socio-psychological climate is a constant practical task for leaders at all levels. The formation of a good socio-psychological climate requires, especially from managers and psychologists, an understanding of the psychology of people, their emotional state, mood, emotional stress, experiences, relationships with each other [3].
To determine the quality of the socio-psychological climate, it is necessary to analyze all its structural components. In the structure of the socio-psychological climate, two main divisions are distinguished: the attitude of people to work and their relationship with each other. All the diversity of these relationships is viewed through the prism of two main parameters of the state of mind: emotional and objective (Fig. 1).
Figure 1 - The structure of the socio-psychological climate
The objective setting means the focus of attention and the nature of a person's perception of certain aspects of his activity. Emotional is the attitude of satisfaction or dissatisfaction with these aspects of activity.
4. Models of the socio-psychological climate and factors influencing it in the workforce
The most important problem in studying the socio-psychological climate is to identify the factors that shape it. The main factors that determine the level of the psychological climate of the team are the personality of the leader and the system of selection and placement of managerial personnel. It is also influenced by the personal qualities of the leader, the style and methods of leadership, the authority of the leader, as well as the individual characteristics of the team members. The stability of the economic and political life of a society ensures the social and psychological well-being of its members and indirectly affects the socio-psychological climate of the working groups [4].
It is of great importance for the formation of a favorable socio-psychological climate how interesting, diverse and creative work is for a person, whether it corresponds to his professional level, whether it allows him to realize his creative potential, grow professionally. The attractiveness of work increases job satisfaction, wages, material and moral incentives, social security, vacation distribution, working hours, information support, career prospects, the opportunity to improve one's professionalism, the level of colleagues' abilities, the nature of the business and personal relationships in the team, etc. .
Psychological compatibility is an important factor influencing the socio-psychological climate. Psychological compatibility is understood as the ability to work together, which is based on the optimal combination of personal qualities of team members. Psychological compatibility may be due to the similarity of the characteristics of the participants in joint activities.
The degree of psychological compatibility of employees is influenced by the homogeneity of the composition of the working group according to various social and psychological parameters. There are three levels of compatibility:
1. The psychophysiological level is based on the optimal combination of the properties of the sensory system (vision, hearing, touch, etc.) and the properties of temperament. This level of compliance is especially important when organizing joint activities. The choleric and the phlegmatic will complete the task at a different pace, which can lead to disruptions in work and tension in relations between employees.
2. The psychological level implies the compatibility of characters, motives, types of behavior.
3. The socio-psychological level is based on the stability of social roles, social attitudes, value orientations, and interests. It will be difficult for two entities seeking to dominate to organize joint activities. Compliance will be facilitated by the orientation of one of them to submission. A person with a quick and impulsive temperament is more suitable as a partner for a calm and balanced employee. Psychological compatibility is promoted by self-criticism, tolerance and trust in relation to the interaction partner [5].
The socio-psychological climate is the result of joint activitiesand people, their interpersonal interaction. It manifests itself in such group effects as team spirit and team thinking, individual well-being and assessments of individual conditions of life and work in a team. These effects are expressed in the relationships associated with the work process and the solution of common team tasks. Members of the collective as a person determine its social microstructure, the originality of which is determined by socio-demographic characteristics (age, gender, profession, education, nationality, social origin).
The psychological characteristics of a person contribute to or hinder the formation of a sense of community, that is, they influence the formation of a socio-psychological climate in the work collective. A favorable socio-psychological climate is one of the most important conditions for the effectiveness of production activities. Several factors influence the formation of a special atmosphere in the team. To understand how you can influence the climate in the team, you need to study all these factors. Consider the factors of the socio-psychological climate (Table 1).
Table 1 - Factors of socio-psychological climate
| Factors | Description |
|---|---|
| Service and functional | Working conditions and workplace equipment; providing work with equipment, means of communication, means of protection; organization of work, mode of work and rest; clarity of distribution of functions between employees; the attitude of management towards the organization of the work of employees, etc. |
| Economic | Payroll system; terms of receipt of wages; setting wage limits in line with labor costs; fair (or unfair) distribution of material rewards; benefits, rewards, allowances, etc. |
| Management | Style and methods of personnel management; attitude of managers towards employees; cohesion of the management team; continuity in the assessment and choice of methods of influencing subordinates; social distance between managers and subordinates; ethics of interaction between levels of management and executive power, etc. |
| Psychological | Relationships of employees with each other; the degree of socio-psychological compatibility; level of conflict; the relationship of employees with the manager; Code of Conduct; the nature of perception and assessment by employees of each other. |
| Factors of the professionally qualified characteristics of personnel | Number of personnel; compliance of personnel qualifications with the activities performed; ensuring adaptation and entry into office; perspective of professional development; career and career prospects; reasonableness of selection and placement of personnel, etc. |
| Legal | Optimality and consistency of legal acts regulating professional activities; compliance of legal acts with the requirements of modern activity; availability of job descriptions for each position indicating the scope of duties, rights and responsibilities; form and content of legal acts; ease of use. |
The first thing that can affect the team is the environment outside the enterprise: economic stability, the political situation, the mood in society. The more stable and predictable the situation in the outside world, the calmer and more secure employees will feel. Secondly, the atmosphere at the enterprise itself, the role and participation of employees in the affairs of the enterprise. The more involved they are in planning, the more important the job is, the more job satisfaction they have and the more supportive team work environment [6].
Physical working conditions are influenced by the fact that the more physical discomfort an employee experiences in his place, the more nervous he will be. Noise levels and the degree of pollution and disorder in the workplace also affect the atmosphere. This problem was quickly fixed in Japan, where a bonus is paid for the cleanest workplace, and a fine is issued for the garbage on the table. The direct factor influencing the emerging atmosphere is the psychological compatibility of employees, that is, to what extent people with different psychological abilities can work side by side. The more similar people are, the easier it is for them to adapt.
5. Measures to form a socio-psychological climate in the team
The emergence of a conflict or tension within the team worsens the climate, reduces productivity, can lead to layoffs of employees, reduces cooperation between the parties to the conflict, and also entails material and emotional costsconflict resolution [7].
The reason for frequent conflicts may be the predominant number of women in the team. The behavior of women in a conflict situation is characterized by the fact that women, compared to men, have a higher threshold of tolerance, beyond which conflict situations arise. During conflicts, men show greater flexibility, a tendency to compromise, and most often achieve partial satisfaction of their interests. Women are more persistent, tend to go all the way, following the principle of "all or nothing" [8].
To resolve conflict situations and improve the socio-psychological climate in the team, it is necessary to carry out a number of activities (Fig. 2).
Figure 2 - Activities for the formation of a socio-psychological climate
The first stage is a survey among employees to study the socio-psychological climate in the enterprise team. Thus, find out the problems that entail conflicts and violations in the socio-psychological climate.
The second stage is to contact a specialist in this field, that is, to invite a psychologist to conduct a training to improve the socio-psychological climate.
The next stage is to study the problems of personnel adaptation, especially taking into account the interest in a faster and more effective stage of adaptation of a new employee to the conditions of production activities [9].
To improve the socio-psychological climate in the enterprise team, the manager needs to:
- Create a decent system of staff motivation. All employees should be on the same level, you can not single out or elevate someone above others.
- To be honest with your employees, in turn they will be honest with the enterprise.
- Provide quality feedback to employees.
- Inform employees about the results achieved, hold meetings, planning meetings, etc.
- Ensure good sanitary and hygienic working conditions. Dim lighting, constant noise, heat or cold, lack of facilities for lunch can irritate employees, which can negatively affect the atmosphere in the team.
- Show the company's prospects in the market, its future. This is especially important during a difficult situation in society, both economic and political, when the level of anxiety of people increases.
- Create and maintain an atmosphere of mutual respect.
- It is necessary to accurately distribute the areas of responsibility of employees and their professional duties.
- Pay attention to employee suggestions [10].
Conclusions
The socio-psychological climate of the work collective is a relatively stable system of relations between its members and the collective as a whole. The socio-psychological climate is always based on interpersonal relationships, so this is an indicator of their condition. The head influences almost all factors that determine the socio-psychological climate. The selection of personnel, the promotion and punishment of team members, the promotion and organization of the work of employees depend on this. A lot depends on his leadership style.
The structure of the socio-psychological climate includes the main divisions - the attitude of people to work, their attitude to each other, to the world and to themselves. The psychological characteristics of the individual contribute to or hinder the formation of a sense of community, that is, they influence the formation of the socio-psychological climate in the work collective. A favorable socio-psychological climate is one of the most important conditions for the effectiveness of production activities. The socio-psychological climate in the team is influenced by a combination of factors: legal, economic, managerial, psychological, service and functional, as well as factors of professional and qualification characteristics of the personnel.
List of sources
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