According to the already mentioned Yugoslav psychologist P.

Finally, thirdly, the sociometric survey is conducted as a natural measure, which should be perceived by the subjects not as an experiment on them, but as a practically necessary matter that is of great importance for their further communication and joint activities.

The survey begins with the introductory word of the researcher, in which he briefly and correctly, in an accessible form should set out the objectives of the survey, indicate its importance and necessity, reveal the procedure of the study and assure the subjects of complete secrecy of their answers.

After the introductory speech to all subjects:

prove a single numbered list of the studied unit by name. Lists can be prepared in advance and then distributed to all present (or at least one list per table). If there are no conditions or time to prepare the list, it can be dictated; prove the criteria and explain how they should make elections according to each of the criteria, ie parametric or non-parametric form of elections; either ready-made forms of the sociometric card or blank sheets of paper are issued. In the upper left corner, the subject puts the number under which his name is written in the general list. He then records on a sheet the choices he makes for each question (criterion). When filling out the card https://123helpme.me/narrative-essay-topics/, he does not write down the names of his colleagues, but the numbers under which their names are in the general list. At the end of the work, the researcher should receive a completed sociometric card from each participant.

Completing a sociometric card is a voluntary and purely personal matter. There should be no pressure in this process. Sometimes some subjects avoid answers, especially where negative choices need to be made. In these cases, it is necessary to tactfully convince the person of the need to answer all questions. However, even if after that some subjects refused to participate in the survey – this is also a kind of information about the relationship of this person in the service with others.

Once the information is collected, the researcher begins to process it, which includes:

filling the socio-matrix; construction of a sociogram; calculation of sociometric indices.

After this procedure, the researcher draws conclusions and recommendations for optimizing relationships in departments.

Filling the socio-matrix. Sociomatrix is ​​a table of relationships that reflect all the elections in the team. The information received from the survey participants is entered in it.

To reflect all elections by any criteria, fill in the socio-matrix. The horizontal rows, according to the number of team members, indicate those who choose, and the vertical columns – those they choose. Positive elections are marked with a “+” sign, negative – with a “-” sign. Mutual positive choices are circled, negative – a triangle. According to each criterion, separate socio-matrices are filled in, which are then reduced to a general socio-matrix.

After filling in the table are calculated:

the total number of elections made by each employee; the number of positive and negative choices made by each employee; the number of positive and negative mutual choices.

Completed socio-matrices allow you to determine:

unofficial leaders in the organization (those subjects who made the most positive choices); those who do not participate in the life of the organization (those subjects who have made neither positive nor negative choices); the place occupied by managers of different levels in the informal structure of the unit, the level of their authority.

When working with the socio-matrix, the researcher should also record mutual negative choices that indicate existing contradictions between employees. If the mutual objection of two employees is based on all the criteria, it indicates a serious conflict between them, and it may not appear outwardly. In the practice of sociometry, there are cases when one of the employees has several mutual objections with the others, which indicates that he is the most conflicted member of the team.

Construction of a sociogram. A sociogram is used to visualize the results of sociometry. It can be in several versions. In this case, the employee who is of greatest interest is selected, and a sociogram is built in the system of all its connections identified during the survey. The second option is a simple group sociogram. It is an arbitrary planar image, which shows all the connections and the number of choices between employees. The third option is a systemic group sociogram. This is the most difficult option, so let’s explain its essence in more detail.

In the system group sociogram on the basis of data of a sociomatrix interpersonal relations in division are graphically shown. Based on the answers received, all subjects are divided into five groups:

“Stars” (employees who have the most positive choices, usually six or more). There are usually no more than 3-4 people (all calculations for groups of up to 30 people); “Accepted” or “those who prefer” (employees who have 3-5 positive choices). There are no more than 10-12 people; “Those who have been neglected” (employees who have 1-2 positive choices). There are also 10-12 people; “Isolated” (employees deprived of elections). There can be up to 5 people; “Disadvantaged” (employees who have the largest number of negative choices and the advantage of negative choices over positive ones). Naturally, only the researcher knows about the name of these groups, and the names themselves are conditional rather than real and are chosen only for greater clarity in the interpretation of the results.

The sociogram is in the form of five concentric, decreasing circles, which contain all employees in accordance with the election. In the central small circle – employees of the first group, between the first and second circles – employees of the second group and so on. The first and second rounds are considered zones of prosperity, and the third, fourth and fifth – zones of disadvantage.

Referentometry. One of the effective methods to diagnose the state of interpersonal relations is referentometry, ie a method to determine the degree of significance of each member of the group for his community members, to identify, on the one hand, those whose opinion in this community is the majority. its members, and on the other – those whose position on a particular issue is indifferent to almost everyone.

In contrast to the sociometric survey, referentometry allows you to analyze a deeper layer of interpersonal relationships, mediated by the goals, objectives and content of group activities or interpersonal communication, ie clearly value factors.

Psychology of managerial work of the head

The sages of the East say, “The truth is told by two people: the one who speaks and the one who listens.” The article is devoted to the forms of communication of the head with subordinates: business conversation (beginning, argumentation, end), telephone conversation, speech before the audience, office meeting and work with documentation

Key concepts: business communication, business conversation, argumentation, psychology of attachment, types of business conversation, types of meetings, work style.

Publication structure:

1. Business conversation: rules of preparation and conduct. How to attract the attention of the interlocutor.

2. Features of telephone business conversation.

3. Preparation and presentation to the audience.

4. Features of preparation and carrying out of office meeting:

how to attract attention; how to convey the main idea; how to own an audience; how to consolidate success.

5. Work with business documentation.

There are many different forms of business communication. Among the main ones are the following:

business conversation; business negotiations; meetings; meeting; performance in front of an audience; reception of visitors, checking [and guests; participation in presentations and exhibitions; work with documents, etc.

Each of these forms makes specific demands on the participants of communication. At the same time, there is one thing that unites all these forms of business communication – the desire to solve specific business problems through an act of communication. Taken together, the above forms of business communication form the basis of managerial work of the head.

Business conversation: rules of preparation and carrying out. Business conversations evolved from the original, most basic ways of communicating and, according to linguists, appeared several thousand years ago. These conversations were reduced to moaning and slurred speech, when the subject of communication was food (roots, fruits), housing (tree, cave) or protection of life (from animals, from other tribes). Later, in the ancient and middle ages, the types of conversations became more numerous, branched. At this time, almost all affairs, all labor actions of human society, any collective human labor begin, be carried out and end with the help of various forms, content and functions of business conversations.

What does the concept of “business conversation” include? According to the already mentioned Yugoslav psychologist P. Mitzic, it is quite expansive and difficult to define. However, in the most general form, a business conversation means a meaningful desire of one person or group of people to provoke another person or group of people to take action to change something in a situation or to establish a new relationship between the participants.

Forms of business conversation are various. These include a short conversation alone, and a detailed honest conversation, and clarification of their requirements, and a dispute on a number of issues, and an attempt to agree on any issue, and much more.

Traditionally, every business conversation goes through a number of stages:

start a conversation and establish contact; information transfer; argumentation (statement of their arguments, listening to the arguments of the interlocutor, acceptance or refutation of these arguments); summarizing, decision making.

The beginning of the conversation is a bridge between us and the interlocutor. The tasks of the first phase are:

establishing contact with interlocutors; creating a pleasant (comfortable) atmosphere for conversation; attracting attention; awakening interest in the conversation; sometimes, if necessary, and “interception” of the initiative.

Often, many conversations end before they can begin.