What determines normal functioning of the organization...??

Лилка · Post by **Лилка** » Wed Jul 18, 2007 11:31

Had a question like this due to the fact that for a sufficiently long time had to watch this process from the inside (upon closer examination, of course, because very interested in this issue).
It is clear that the activities of the organization as an open system with lots of resources (at the entrance, inside and exit) (relatively speaking) depends on a large number obektivna to her factors.
But still...
there are things that still can not understand and explain them.

For example, when somehow, inexplicably, all possible and impossible troubles, kasyak, stupid situation fall down so to speak at the same time .. and also to all employees. Absolutely illogical and incomprehensible conflicts and controversies of nowhere, misunderstandings and so on.
You can do a lot of examples to find.
And positive too...

But what kills is that it is impossible to catch, AS it turns out, depends on WHAT and WHEN about begins and ends.

As an option, depends on the leadership ... from the cosmic forces ...what that unknown magical effects (which is absolutely incredible)... just a coincidence...

Ask anyone who knows anything, seen this, thought about it, to share... Because it just stuck.

In advance sincerely I thank ALL who RESPONDED!!!

Сперанца · Post by **Сперанца** » Wed Jul 18, 2007 11:55

Lily
An unexpected theme. Read the post 2 times. And yet I see one problem:
Goals, objectives, responsibilities, etc. it is necessary to formulate clearly, using language adopted in the business community.

Dimas · Post by **Dimas** » Wed Jul 18, 2007 12:21

Everything comes from the head!!!:)Returning to the subject of transferring.

If anyone from the team have the sense and courage to turn the situation is the opposite and force everyone to treat it with humor and not so serious though - everything changes!Good ends,as people are subconsciously afraid that good things come to an end,thereby ending a good program!And poor is growing like a snowball,since the human psyche is peculiar with great enthusiasm to respond to the negativity and thumb it in their brains than good events (as paradoxical as it sounds)..there it is,Lily.

Лилка · Post by **Лилка** » Wed Jul 18, 2007 13:17

Well... if only it were that simple..................

:!:

Александр_ · Post by **Александр_** » Thu Jul 19, 2007 1:59

Yes, no, all the demos correctly described.
but I think that the transferring of the observer.
in this case you.
and that's the world of mirror.

Post by **Андрей Патрушев** » Thu Jul 19, 2007 3:07

Well, it depends on which reality to consider...

In my experience, in the case of any organization primarily depends on:
the ability of the Director to see the specific clear objectives;
- ability to convey their understanding to subordinates;
- ability to organize the achievement of these objectives;
- well, and the ability to think systemically (but, IMHO, this is optional

)

Лилка · Post by **Лилка** » Thu Jul 19, 2007 7:33

Hi all. Thanks again for your opinion.

And yet I would like to say one thing: realizing that my view and opinion may be significant (I would say radically) affect the results of my ... um...monitor the activities of this structure is always (!!!) try to limit it to the influence on the results, subsequent conclusions. And nevertheless, some conclusions do not fit "into any frame" (they - the explanation in the extent that allows them to bring my so to speak... the mind).
Undoubtedly (!!!), there are situations (and most of them) when the factors and conditions mentioned, but interest is "mysterious and troubled moments." They lead to a dead end......

Post by **Андрей Патрушев** » Thu Jul 19, 2007 10:25

That's when the Manager loses the "thread" and will, then it all begins... And why this is happening - look closely to his inner circle...

Евгений Кош · Post by **Евгений Кош** » Thu Jul 19, 2007 11:14

Андрей Патрушев wrote:Well, it depends on which reality to consider...
In my experience, in the case of any organization primarily depends on:
the ability of the Director to see the specific clear objectives;
- ability to convey their understanding to subordinates;
- ability to organize the achievement of these objectives;
- well, and the ability to think systemically (but, IMHO, this is optional )

in short, it is sufficient to point number 3..
but if you develop a theme to it yet
+ leadership constantly evolve in the psychology Department.

Post by **Андрей Патрушев** » Tue Aug 14, 2007 15:28

Евгений Кош wrote:
Андрей Патрушев wrote:Well, it depends on which reality to consider...
In my experience, in the case of any organization primarily depends on:
the ability of the Director to see the specific clear objectives;
- ability to convey their understanding to subordinates;
- ability to organize the achievement of these objectives;
- well, and the ability to think systemically (but, IMHO, this is optional )
in short, it is sufficient to point number 3..
but if you develop a theme to it yet
+ leadership constantly evolve in the psychology Department.

It's in the "West" the psychology of management and a scientific approach, because there is all the rules working, and Russia is dominated by heroic control method, which depends just on those three points, about which I wrote (the fourth is not even required).

Лилка · Post by **Лилка** » Tue Aug 14, 2007 21:10

Андрей Патрушев wrote:- ability to convey their understanding to subordinates;

saw the real problem... or rather the lack of it...

it often happens that just do not full and need filing information... especially with regard to its completeness, which significantly distorts its further "movement" and image within the organization
So went, as they say, kasyak.... And the reason for this anyone??? Obviously the source

... (essesno well, not always!!!)

Guest · Post by **Guest** » Sat Jun 12, 2010 19:51

Again the ANNOUNCEMENT:
In our neighborhood use 8 of the rules of criticism:
1. First of all, listen to all the explanations.
2. Keep an even tone.
3. Before you criticize, find something to praise.
4. Not looking for a "scapegoat".
5. Together look for solutions, not blame!
6. Don't criticize in front of witnesses!!!
7. Criticize the behavior, not the person!
8. Remember!!! Not that it's not disarm, as the conditions of honourable capitulation.