«Личность: ресурсы и потенциал» | Выпуски журнала

The results of the study of students’ perception of the image of a leader, conclusions and recommendations
made based on the results obtained are presented. The data are characterized by how modern Russian
students relate to leadership, what they put into this concept and what qualities they give a modern leader.

The most significant qualities of a digital leader in the context of technological transformation, iden-tified during the IT project, annually held within the walls of the Academy of Management under the aegis of the President of the Republic of Belarus, are presented. It is shown that digital leader-ship not only symbolizes a new leadership style focused exclusively on technology, but also means a completely new management culture in the context of digital transformation.

The purpose of the article is to characterize the readiness of teachers to integrate their own and innovative experience in scientific and educational activities. This kind of readiness is a holistic education that provides a stable active-effective state of the individual, characterized by a critical understanding of one’s own experience of scientific and educational activities, awareness of the need to introduce innovations as a basis for increasing personal efficiency. Structure-forming components of readiness: cognitive-hermeneutical, value-semantic, scientific-methodical. The methodological basis of the study is evidence-based and ecosystem approaches.

The formation of conflict situations and the development of conflicts at various organizational levels is an urgent issue in any modern organization, regardless of its size and number of personnel. The ability of the manager to diagnose the occurrence of such situations in a timely manner at an early stage is the key to successful prevention and prevention of possible subsequent destructive development of a conflict situation. In such cases, it is necessary to have the appropriate knowledge, experience and qualification level of the manager, his competence as a manager and manager, which generally determines the efficiency of actions and the role of the manager in improving the system of conflict prevention in a modern organization.

The article analyzes the scientific literature on the problem of the formation of competence models, presents the results of the study by interviewing managers of premium class hotels. The identified criteria that can form the basis of the competence model of modern managers of the hotel business are described. Such criteria include leadership as a strategy, specifics of management decisions and sequence of actions, categorical implementation of decisions made, lability of top manager skills and constant expansion of their capabilities, emotional intelligence, involvement in the process of interaction with clients and staff, creation, storage and transfer of corporate values.

The paper presents materials that reveal the reasons of gender inequality in the management of Russian organizations. It is shown what factors take place to contain women career development. The author describes the «glass» phenomenа and their role in limiting managers potential. The provisions are formulated according to which the gender pay gap grow permanently for discrimination reasons.

The article discusses some approaches to the definition of organizational / corporate culture, its levels, characteristics, elements. The author introduces the concept of the corporate culture code as an indicator of the severity of the key elements of the organization’s culture and the basis for the formation of methods for diagnosing the state and direction of its development. Data on the corporate culture code will help to concentrate efforts aimed at the development of the organization, to determine the most effective measures to improve key work processes.

The main methodological idea of the competency-based approach in personnel work is the formation of a corporate development system (CDS) as a joint organizational and educational space of educational institutions and state bodies (organizations), which provides an interconnected set of activities directly in state bodies (organizations): training, professional adaptation, certification, business career planning and career advancement.

The article discusses key aspects related to the practical application of methods and tools for assessing candidates for positions in the civil service, analyzes key problem areas, suggests ways to improve the approaches used to assess and improve the tools used in the context of the experiment, which was aimed at testing new approaches to assessment of the professional level of applicants for the civil service using information and communication technologies.