Человекоцентрированный подход и практика управления персоналом в российских организациях
The article discusses the possibilities and conditions for the disclosure of the theoretical and pragmatic potential of person-centered approach by C. Rogers in organizational-psychological perspective. A harmony of the basic ideas of person-centered approach and challenges of the new economy, a new relationship between the employee and the employer is emphasized. An evolutionof person-centered approach is described, the controversy about the nature and consequences of the transition from client-centered therapy to person-centered approach between K. Rogers and E. Meadows is expounded. A situation with publications on person-centered approach in an organizational context is briefly described. Three ways to implement person-centered approach in modern organizations are represented: 1) person-centered skills training (empathic listening, congruency, empathy, unconditional positive regard); 2) management consulting based principles of client-centered approach (the uniqueness principle, the principle of congruence, the principle of non-judgment); 3) growing “person-centered organization”. The expressions “person-centered organization”, “full functioning organization” and “group-centered organization” are briefly related. The results of exploratory studies to illustrate the perception of experts of personnel services (N = 97) of the advantages and limitations of using person-centered approach to human resource management practices in Russian companies are represented. In particular, similarities and differences between evaluations of “ideal” and “real”organization are designated. The semantic category describe the advantages and limitations of using person-centered approach in human resource management practices in Russian companies are compared.
The article deals with general and special traits of two approaches belonging to humanitarian “understanding” paradigm and using phenomenology: person-centered approach (PCA) by C. Rogers and existential analysis (EA) in its version by V. Frankl – A. Laengle. It is shown, how the different treatment of a core of a human – as ogranismically preformed in PCA and as spiritual and free in EA – leads to differences in basic principles of psychotherapy: dialog as “mirroring” in PCA vs. free emotionality + understanding of theme of emotionality + decision based on conscience + adequate realization of the decision in concrete actions in EA.
This publication is the culmination of the 16th International Scientific Conference entitled “Human Potential Development” (HPD). The conference was held in Łódź between May the 28th–30th, 2019, and was patronized by the Associate Professor Tomasz Czapla, the Dean of the Faculty of Management at the University of Łódź, and also by the International Academic Network HPD CEEUS. The international nature of the conference resulted in ten articles in this publication being written in five languages, with English being the leading language of the conference. The aim of the conference was the international exchange of knowledge in the field of HPD in the context of the latest, theoretical and practical solutions, with particular emphasis on the need to create, motivate and develop the driving force of organizational changes – employees and managers. It was assumed that this goal would be implemented within three conference working areas: 1) using and developing human potential, 2) new challenges within the mentioned area, and 3) developing models and practices related to human potential and human resource management. The concept of HPD is common in the international human resource management literature, which emphasises its strategic dimension, and combines organizational and social goals with the promotion of a competitive advantage based on the human capital concept. At the same time, this strategic dimension is inseparably accompanied by the focus on the needs, aspirations, growth and development of people. As a consequence of the implementation of both dimensions, the creation of a learning and development culture has been observed as an inherent feature of training planning and implementation, as well as the creation of personal, employee and citizen development programs. Each of the authors presents different viewpoints within their HPD research, but the common theme of all findings and considerations were the expectations, decisions and behaviors of people in specific contexts of economic reality. The publication opens with an article by the British author William Chambers, a retired professor at Hope University in Liverpool, a longtime charity 12 • Introduction community activist in the UK. He presents examples and types of difficult working conditions, which sometimes lead to dysfunctional behaviors of volunteers, employees and managers of these organizations. The author describes the associated human resource (HR) management practices as well as the context in which they are used. It is worth noting the summary of the article, which is an attempt to answer questions about the specificity of charitable organizations, actors performing their roles, the essence of managing these organizations and the importance of estimating personnel risk. A team of Lithuanian researchers, including Irena Bakanauskiene, Rita Bendaravićiene and Inesa Daugintaite, refers to the important issue of happiness in the workplace and its multidimensionality. This topic is presented using the example of research results from teachers. Although all dimensions and attributes of employee happiness are important for the surveyed employees, reality does not meet employee expectations – especially in the area of motivation and remuneration systems. The importance of employee communication competences for the quality of services in the public and non-profit sectors is presented by Barbara Batko, who indicates some features of socially useful information, the development of which requires specific and universal competences for the purposes of handling the communication process. It is worth noting that these are well known and important components of human capital, that is, adequate knowledge, the ability to think critically or search for cause and effect relationships. Martina Grófová allows the audience to consider the possibility of implementing the principles of a circular economy in Slovakia. This is one of the possibilities of transition from serial production to production based on customer value, but with a more rational use of resources and reduction of the negative impact on the environment of manufactured products. However, it is worth paying attention to the need to build consumer awareness in this new reality and the responsibility of companies in this matter. Shaping customer relationships in e-commerce is a key corporate responsibility. Justyna Majchrzak-Lepczyk is able to highlight the purchasing process of e-customers and presents the results of her own research in this area. It is worth paying attention to the essence of employee competences and their ability to read the needs of e-buyers. A research team consisting of Zdenko Stacho, Katarína Stachová and Martina Grófová draws attention to the importance and openness of communication as an instrument of engaging human resources in order to maintain organizational competitiveness in the context of the speed of market changes and Introduction • 13 their nature. What is interesting is the informal communication and information technology (IT) support highlighted by the authors. Vladimir Šulc and Petr Jedinák take up the subject of the requirement to increase IT security of the information flow in the context of its integration with the legislative environment of the European Union, exemplified by the Czech Republic. The authors emphasize the increased vulnerability of IT systems to dangers in the network and the role of programmers in securing it. Based on two surveys and a series of interviews in the business service sector, Robert Marciniak presents Hungarian experience in the field of the impact of technological progress on the automation of service processes. The author discusses the resistance and expectations of employees towards the described trend. Evgeniy Borisovich Morgunov and Igor Borisovich Gurkov present the results of research on the production plants of foreign corporations operating in Russia. They show the features and processes of human resource management. The context of the described solutions and the indicated tensions between East and West are presented. We conclude with the consideration of Jiří Stýblo, who draws attention to the impact of digitization and automation on HR processes and the work environment which are changing the skill requirements of HR specialists and managers. This publication is intended for readers who want to expand their knowledge of the essence of building the capacity of individuals, teams and societies in a comprehensive and non-trivial way. At the same time, it encourages reflection and a holistic view of the phenomenon of human potential. I encourage you to read the aforementioned conference papers.
In the article results of K.Rogers psychotherapeutic speech intent-analysis realized by authors purposely to describe general psychological foundations of speech psychotherapeutic activity, studying it's intentional plan, revealing of therapist speech intentional specificity are presented. Existing views on intentionality concept are shown, intention bases of psychotherapeutic discourse which according to authors are determined by base aims of concrete therapeutic method are analyzed. Methods and stages of research are described. As an object of research С.Rogers therapeutic cases illustrating his professional work during different periods of his life are selected. Psychotherapist speech intensions dictionary made during research process and also their classification are resulted. The result of the research is comparative analysis of intentional characteristics of Rogers speech.
The first volume of the Yearbook of the Institute of Counseling Psychology and Consulting (FPK-Institute) presents articles on various areas of counseling psychology and integrative (transteoretic) psychotherapy. Also are considered, already traditionally, issues of coaching, business training and consulting in organizations . Attention is paid to both theoretical issues of counseling psychology, research in this area, and reflection of practical experience of practical work with clients. The book is intended for psychologists and psychotherapists, coaches, directors and HR-managers, management consultants and business owners. It will also be useful to scientists, teachers and students of psychological and medical faculties, departments and faculties of personnel management, management and consulting.
In various comparisons between Individual Psychology and Humanistic Psychology similarities in the concept of man are seen. Furthermore the connections in the life history between Adler, the founder of Individual Psychology, and Maslow and Rogers, the two most important persons in Humanistic Psychology are shown here; Adler even was their teacher in New York in a certain extent. Theoretical convergences and divergences between the both edifices of ideas are reviewed and on the basis of concrete statements Adler's role as a guiding intellectual force of the movement of Humanistic Psychology and Person-centered Approach is pointed out. Finally the growing discussion about efforts for integration between the different therapeutic approaches will be examined.
This volume contains country studies of the historical development of human resource management (HRM) in seventeen different nations. The nations span all regions of the world and each chapter is written by a national expert. Primary attention is given to HRM developments in industry, but university research and teaching are also covered. Human resource management is defined broadly to include industrial relations and each chapter places the historical development of HRM in a broad political, social, and economic context.
Students' internet usage attracts the attention of many researchers in different countries. Differences in internet penetration in diverse countries lead us to ask about the interaction of medium and culture in this process. In this paper we present an analysis based on a sample of 825 students from 18 Russian universities and discuss findings on particularities of students' ICT usage. On the background of the findings of the study, based on data collected in 2008-2009 year during a project "A сross-cultural study of the new learning culture formation in Germany and Russia", we discuss the problem of plagiarism in Russia, the availability of ICT features in Russian universities and an evaluation of the attractiveness of different categories of ICT usage and gender specifics in the use of ICT.
The paper examines the structure, governance, and balance sheets of state-controlled banks in Russia, which accounted for over 55 percent of the total assets in the country's banking system in early 2012. The author offers a credible estimate of the size of the country's state banking sector by including banks that are indirectly owned by public organizations. Contrary to some predictions based on the theoretical literature on economic transition, he explains the relatively high profitability and efficiency of Russian state-controlled banks by pointing to their competitive position in such functions as acquisition and disposal of assets on behalf of the government. Also suggested in the paper is a different way of looking at market concentration in Russia (by consolidating the market shares of core state-controlled banks), which produces a picture of a more concentrated market than officially reported. Lastly, one of the author's interesting conclusions is that China provides a better benchmark than the formerly centrally planned economies of Central and Eastern Europe by which to assess the viability of state ownership of banks in Russia and to evaluate the country's banking sector.
The results of cross-cultural research of implicit theories of innovativeness among students and teachers, representatives of three ethnocultural groups: Russians, the people of the North Caucasus (Chechens and Ingushs) and Tuvinians (N=804) are presented. Intergroup differences in implicit theories of innovativeness are revealed: the ‘individual’ theories of innovativeness prevail among Russians and among the students, the ‘social’ theories of innovativeness are more expressed among respondents from the North Caucasus, Tuva and among the teachers. Using the structural equations modeling the universal model of values impact on implicit theories of innovativeness and attitudes towards innovations is constructed. Values of the Openness to changes and individual theories of innovativeness promote the positive relation to innovations. Results of research have shown that implicit theories of innovativeness differ in different cultures, and values make different impact on the attitudes towards innovations and innovative experience in different cultures.