I-Psychology of Management Personnel: Iinkqubo kunye neMithetho yokuphucula ukusebenza kakuhle

Ngaphezulu kwesiqingatha sekhulu leminyaka, inqaku elithi "ingqondo yengqondo yabasebenzi" ithandwa kakhulu. Isetyenziselwa ukuchaza loo mi sebenzi eyisiseko ezinikele ekuphuculeni ukusebenza kweenkqubo ezichaziweyo.

Ulawulo lwabasebenzi luhlobo lomsebenzi ojongene nolawulo lwabantu. Kufuneka ijoliswe ekufezekiseni iinjongo zombutho okanye ishishini ngokusebenzisa amava, abasebenzi kunye neetalente zabantu. Ngokwemvelo, umgaqo osisiseko kunoko ukuphucula ukusebenza kolawulo lwabasebenzi, ngokuqwalasela ukwaneliseka ngomsebenzi wabo. Esi sisithuba sokuqala esisisiseko.

Okwesibini, kubalulekile ukugxila kwigalelo abaqeshwa abenzayo ukuze bafezekise iinjongo zenkampani.

Okwesithathu, uqeqesho "I-Psychology of management staff" lisandul 'ukuphakamisa ukuba umoya wokubambisana kufuneka ufikelele umgaqo onzima kumsebenzi phakathi kwabasebenzi nabaphathi. Iinkalo zalo eziphambili zilandelayo:

- ubukho bobudlelwane obuqhelanisiweyo kumaqela amancinci asebenzayo;

I-orientation-orientation ayifumanekanga nje ukuba anelise umboleki, kodwa nabasebenzi;

- abasebenzi kufuneka bathathe inxaxheba ekufezekiseni iinjongo zombutho;

- ubukho bokuqulunqwa kwesakhiwo sobugcisa kunye nokunikezelwa kwamagunya kwiinqununu zamaqela asebenzayo.

Ukuze uphendule umbuzo indlela yokuphatha abasebenzi, imizekelo ethile iya kunceda.

Eyokuqala kwezi zinto, ezithembela kwi-motivation yabantu, ziyasebenza kakhulu. Isekelwe ekuhlalutheni rhoqo kweenjongo, iinjongo, isimo sengqondo kunye neminqweno yabasebenzi, okufuneka idibaniswe kunye neenjongo kunye neemfuno zombutho. Kodwa le nkqubo ayifanele ibe yintlobongela, kwaye i-psychology yolawulo lwabasebenzi inceda ekufumaneni iindlela "zokusebenza", ukwenzela ukuba abasebenzi ngokwabo bafune ukukwenza. Ngoko ke, isiseko somgaqo-nkqubo wezabasebenzi siya kuba neenjongo zokuqinisa isimo sengqondo sokuziphatha nesengqondo kunye nophuhliso lwabasebenzi.

Imodeli yesibini ibonisa ukuba kukho ulawulo lolawulo, oluvumela ukudala imeko ekhethekileyo yokuphuhlisa iqhinga, uxanduva kunye nokuzimela kwabasebenzi. Ukongezelela, kuyaqatshelwa ukuba kucetyiswa ukwandisa izinga lokunxibelelana kunye nentlangano kwintlangano, ukukhuthaza ukuphuculwa kwenkqubela nomsebenzi wabo. Ngenxa yoko, isitayela senkampani ekulawuleni siqala ukuphuhlisa.

Umzekelo wesithathu, uqeqesho oluthileyo "I-Psychology of management staff" lunikezela, lunye lunempumelelo kakhulu. Kuthe malunga nokuthunyelwa kwamagunya abo, xa abasebenzi bathunyelwa uxanduva, ubuchule, ilungelo lokwenza izigqibo ezizimeleyo, nokuzifezekisa. Le yenye yeenkqubo eziphambili zokulawula.

Imodeli yesine ibonisa ukuba isekelwe kwingcamango "yezoshishino". Le ngcamango inamabini: "intsebenziswano" kunye "yangaphakathi". Ngokwenene, kukho umsebenzi wangaphakathi osomashishini kwintlangano, xa ngamnye umsebenzi esempilweni yakhe, njengomrhwebi, umvelisi kunye nomdali.

Umzekelo wesithandathu uchaza ubukho bobudlelwane obambisene nombutho, xa isiseko asinalo igunya lekhanda, njengobudlelwane obulinganayo nabasebenzi. Ngoko ke, ngamnye umsebenzi uza kuba negalelo elisebenzayo ekwakheni iinjongo kunye nesicwangciso esiyinhloko sophuhliso lombutho.

Uqeqesho "Iingcali zezolawulo lwabasebenzi" lusetshintsha ngokusisiseko isayensi esoloko isinika iindlela ezintsha.