«Личность: ресурсы и потенциал» | Выпуски журнала

The study is devoted to the problem of personality formation in an organization. The article defines the main definitions: «personality», «activity», substantiates the theoretical and methodological basis of the analytical study. The authors considered the main key points that hinder the development of the individual within a
particular organization. As one of the possible ways to create the necessary conditions for the development of an individual in an organization, the authors consider the possibility of introducing an activity approach into management practice.

The article discusses the issue of personality adaptation in a managerial environment. Significant factors that determine the adaptation of the individual are analyzed. Labor activity implies a new social environment for each new employee, regardless of his work experience. Human behavior in the work environment as a result of the impact of many variables of the individual and organizational environment, in turn, is a factor influencing the behavior of other people in joint work activities. This suggests that interpersonal perception is very important for life and adaptation to the work environment.

In digital transformations, various communicative problems arise, which affects the management’s quality. In this issue, the anthropological optics of the communication ontology is considered, its advantages over information optics in solving communicative problems existentially are defended. The ontological foundations and anthropological models of the communication’s psychological organization are described in the cultural and anthropological analysis. It is established that different communication models have different – productive and reductive – communion understanding and corresponding research programs. Communication models are classified according to the scientific rationality ideals (M. K. Mamardashvili), their application in the context of digital transformations is considered.

The article, involving empirical material, discusses the relationship to the time of public civil servants with different levels of personal anxiety and tolerance to uncertainty. When examining 90 employees using a complex of psychodiagnostic methods, including a time-ratio scale, a personal anxiety assessment scale and
a general tolerance to uncertainty scale, the following was established. Employees have low and moderate levels of personal anxiety. Civil servants with low levels of personal anxiety have a greater tolerance for uncertainty than employees with moderate indicators of anxiety. In employees with a moderate level of anxiety, temporary freedom is the dominant type of attitude to time, while in employees with a low level of anxiety temporary infantilism prevails. It has been shown that the determinants of «temporal infantilism» are a positive attitude towards novelty, combined with the desire to avoid solving complex problems and uncertain situations, while for «temporal freedom» a positive attitude towards novelty and complex problems, but a negative attitude towards uncertain situations.

The article presents the results of the regional government agencies personnel services representatives’ survey on the topic of the candidates’ for the state civil service personal and professional resources assessment. The possibility of integrating regional practices by creating a unified centralized methodology for public civil servants assessment is considered.

In the framework of system approach competence management as a tool for personnel preparation and development under conditions of digital transformation is considered.

The topic of assessing leadership and managerial qualities and competencies is relevant at all times. The purpose of such an assessment is to identify people who have a high potential to demonstrate leadership and managerial competencies. Various methods are used to conduct the assessment, with the key issue being the question of their validity, i.e. the ability of a methodology to evaluate exactly what it is intended to evaluate. Not all methods used have the required level of validity, which is important to consider when selecting them. The result of a properly selected set of methods is such a combination of them that would effectively measure the following factors: the abilities and qualities of a person that form the potential for the manifestation of competencies and the actual manifestation of competencies both in simulated situations used in business exercises and in real work.

The article considers the possibility of using the pulse survey method to assess the socio-psychological climate of the organization. The definition of the method is given, the characteristic features of pulse surveys and the scope of their application are considered, advantages and limitations are given. The conclusion is made about the expediency of considering the pulse survey as a method of operational socio-psychological diagnostics of the organization’s climate.