Violation of legal norms entails punishment and responsibility established by the legal acts of a certain state, and any violation of the law is an unethical act. However, not all violations of ethical standards are prosecuted by law, so their regulation and functioning in society is an area of ​​​​exclusively spontaneous human activity. Compliance with ethical standards regulates public opinion, they are supported by spiritual influence (religious, ideological, propagandistic or ethical), and the punishment for their violation is social ostracism, forced marginalization of the violator of the norm, exclusion from the team.

Sometimes this punishment is more severe than criminal, because in the latter case a person still finds himself in a new social environment, albeit with a set of very specific local ethical norms, and in the first case he loses his status in society (professional, social), and boycotted. The criteria for determining the ethical and unethical act are the concepts of “moral / immoral”, “good / bad”, “honest / dishonest”, “commendable / shameful”, “conscientious / unscrupulous”, “worthy of approval / condemnation”.

For a person who is a comprehensively and harmoniously developed personality, violation of moral norms is a violation of the foundation of his individuality, the integrity of the personality, "a crime against himself." However, the maturity of this position and the ability to adhere to it is not inherent in all subjects of ethical relations and not in all situations. For example, violation of ethical standards in adolescents is the result of a protest against meaningless or undesirable instructions, ignoring social censure as an effective way of punishing antisocial activities.

The feeling of one's own "impunity" and the insignificance of norms that are not codified, but tacitly enforced in society, leads to the development of selfish, critical moods. Violation of professional ethical standards, in most cases, becomes a consequence of the “syndrome emotional burnout”, most often found in persons who, in the course of their work, closely interact with big amount other people. "Professional burnout" is associated with the loss of moral and psychological aspects which should underlie the ethical behavior of a person: with the loss of emotional involvement with other people and the scope of one’s activity, dehumanization of people, their perception as units of the system, and not participants in ethical relations that have value and significance, the loss of adequate self-reflection, the desire to remove oneself from ethical system. At the heart of the control of violation of ethical standards, therefore, is the idea of ​​retribution, which will necessarily result from the commission of any action by a person. “Retribution is an ontological principle of the structure of human existence, expressing the correspondence of moral deeds and the benefits received, the return of good for good, evil for evil. The principle of retribution is the basis of law, various provisions on wages, rewards that stimulate honest work, benefits, etc.”

Violations of ethical norms differ in severity and measures of subsequent punishment for their violation: universal norms often correspond to legal ones ("Thou shalt not kill!") and have legislative framework, the suppression of religious norms leads to exclusion from a particular community, the imposition of any restrictive measures, depending on the instructions set forth in the precedent texts; violation of national ethical standards leads to social ostracism, exclusion from national culture, historical narrative (for example, actions against B. L. Pasternak, who received the Nobel Prize); punishment for violation of regional norms is determined by the conductors of local ethics; violation professional ethics can lead to exclusion from the team, deprivation of professional title. Non-observance of ethical norms within the framework of any jointly acting team brings disharmony, misunderstanding, an abundance of communication failures that make communication and joint production difficult.

In a broad sense, discrimination refers to the violation of human rights. Narrowly applied to employment relationships, any exclusion or preference based on race, color, sex, religion, political opinion, foreign origin or social origin, resulting in the elimination or violation of equality of opportunity or treatment in the field of work and occupation.

Because workers are entitled to equal treatment, discrimination on non-work-related grounds is immoral in hiring, firing, and when deciding on bonuses and promotions.

A company that allows discrimination suffers damage from such a policy, since its decisions are not guided by professional qualities one or another specialist, but other characteristics. Systematic discrimination creates a class of people who are victims of injustice.

discrimination in labor relations can be divided into several types:

• age. As a rule, people over 45 years of age and younger than 20-23 years of age are most likely to be discriminated against on the basis of age. Age discrimination can also be indirect, when older employees are encouraged by the company's management to retire at an earlier age;
• sexual. As a rule, women are discriminated against on the basis of gender, although in Lately some weakening of this trend is observed. But until now, in most European countries, the United States and Russia, there is a difference in the wages of women and men. However, men can also become victims of gender discrimination - for example, they will experience difficulties in finding a job as a secretary, since the prevailing stereotype that this is a “female” position will work here;
• on a national basis. As a rule, the objects of discrimination on the basis of ethnicity are ethnic minorities who do not historically live in the given territory, but who arrived as a result of recent immigration. In Russia, migrants from the former Soviet republics most often become victims of ethnic discrimination. This is also related to the prevailing stereotypes. At the same time, in some areas, especially where unskilled labor is required, employers will rather prefer migrants;
• bad habits. Discrimination against people with so-called bad habits is gaining more and more weight in labor relations. At the same time, the absence bad habits expressed in the form of the wishes of the employer, which to a greater extent depends on corporate culture company and its leader;
• non-standard requirements. These include living in a certain area of ​​the city, the form of education, marital status, the presence of children. As a rule, such discrimination is dictated by the reasonable considerations of the employer, which is more profitable to hire an employee who is not a full-time student and is not burdened with family problems.

Discrimination is the most common legal and ethical problem in the field of labor relations.

Since discrimination is not always explicit, it is quite difficult to counteract it. At the same time, discrimination undermines the reputation of business activity as an area for the realization of human talents and opportunities that do not depend on nationality, race or other characteristics.

Of great importance for overcoming the practice of allowing discrimination is overcoming the established stereotypes of thinking.

So, during the lecture, we considered the concept of "violation of business ethics", as well as the main forms in which they are expressed.

Russian (and Western) business is still subject to such phenomena as corruption, fraud, unfair competition, and in the offices of Western and Russian companies there are cases of mobbing and harassment.

The manifestation of violations of business ethics is possible at any level, and the task of business ethics, as a scientific discipline, is to identify the mechanism that causes business entities to violate ethical standards and develop ways to overcome it.

One of the ways to overcome violations of business ethics is the awareness by the business entities themselves not only of the inadmissibility of such phenomena, but also of negative consequences in the form of direct economic losses and lost profits.

Overcoming violations of business ethics is possible by codifying and establishing mandatory ethical standards in business. Another way is possible through the formation and improvement of the ethical culture of business participants.

The first direction already finds expression in the appearance ethical codes accepted by companies, and observance of which becomes mandatory for each employee.

The Code of Professional Ethics of a medical worker in the Sverdlovsk region (hereinafter referred to as the Code) is a document that defines a set of ethical norms and principles of behavior of a medical worker in the course of professional medical activity.

The norms of professional ethics of a medical worker are established on the basis of cultural norms, constitutional provisions and legislative acts of the Russian Federation, norms international law. This Code defines the high moral responsibility of a medical worker to society and the patient for their activities. Every healthcare professional must take all necessary steps to comply with the provisions of the Code.

CHAPTERI. General provisions

Article 1. The concept of "medical worker"

In accordance with paragraph 13 of Article 2 of Federal Law No. 323-FZ “On the Fundamentals of Protecting the Health of Citizens in the Russian Federation”, in this Code, a medical worker means individual who has a medical or other education, works in a medical organization and whose labor (official) duties include the implementation of medical activities, or an individual who is an individual entrepreneur directly engaged in medical activities.

Article 2 Purpose professional activity

The purpose of the professional activity of a medical worker is to save a person's life, participate in the development and implementation of measures to protect his health within the competence of a medical worker, the proper provision of all types of diagnostic, therapeutic, preventive, rehabilitation and palliative medical care.

Article 3. Principles of activity

The health worker must use all his knowledge and practical skills, in accordance with the level vocational education and qualifications to protect the health of citizens, ensuring the quality of care provided to them at a high level.

A medical worker is obliged to equally respectfully provide medical care to any person, regardless of gender, age, racial and national origin, place of residence, his social status, religious and political beliefs.

The actions of a medical worker, his beliefs and orientation during transplantation human organs and tissues, interference in the human genome, in the reproductive function are determined by the ethical, legal and legislative acts of the Russian Federation.

A medical worker is obliged to constantly improve his professional knowledge and skills.

A medical worker is responsible, including moral, for providing high-quality and safe medical care in accordance with his qualifications, accepted clinical guidelines, job descriptions and official duties.

Considering the role of a medical worker in society, he should support and take part in public events, especially those promoting healthy lifestyle life.

Article 4. Inadmissible actions of a medical worker

The abuse of knowledge and position of a medical worker is incompatible with his professional activities.

The medical worker is not entitled to:

use their knowledge and capabilities not for the purpose of protecting human health;

use methods of medical influence on the patient at the request of third parties;

impose their philosophical, religious and political views on the patient;

use unregistered medical equipment in accordance with the established procedure;

prescribe and use pharmacological preparations not registered in the Russian Federation;

to impose on patients one or another type of treatment, medicines for selfish purposes;

cause physical, moral or material damage to the patient intentionally or negligently, be indifferent to the actions of third parties causing such damage.

The personal prejudices of a medical worker and other subjective motives should not influence the choice of diagnostic and treatment methods.

When prescribing a course of treatment, a medical worker is not entitled to provide the patient with unreliable, incomplete or distorted information about the medicines, medical devices used.

Refusal of the patient from the proposed paid medical services cannot be the reason for the deterioration in the quality and accessibility, the reduction in the types and volume of medical care provided to him free of charge under the program of state guarantees, established by law Russian Federation.

Gifts from patients to and from patients are highly discouraged as they may give the impression to patients who do not give or receive gifts that they are being less cared for. Gifts should not be given or accepted in exchange for services.

A medical worker does not have the right, using his professional position, mental incompetence of the patient, to conclude property transactions with him, use his labor for personal purposes, as well as engage in extortion and bribery.

A medical worker has no right to hide information about the state of his health from the patient. In the event of an unfavorable prognosis for the life of the patient, the medical worker should inform the patient very delicately and carefully, provided that the patient has expressed a desire to receive such information.

A medical worker is not entitled to hide from the patient and immediate supervisor information about the development of medical and technogenic pathology, unforeseen reactions and complications in the course of treatment.

Article 5. Professional independence

The duty of the medical worker is to preserve his professional independence. When providing medical care, the medical worker assumes full responsibility for the professional decision, and therefore is obliged to reject any attempts of pressure from the administration, patients or other persons.

The medical worker has the right to refuse cooperation with any individual or legal entity if it requires him to act contrary to the law, ethical principles, professional duty.

Participating in councils, commissions, consultations, examinations, etc., a medical worker is obliged to clearly and openly state his position, defend his point of view, and in cases of pressure on him, resort to public and legal protection, as well as protection from professional medical communities.

CHAPTERII. Relationship between health worker and patient

Article 6. Respect for the honor and dignity of the patient

A medical worker must respect the honor and dignity of the patient, show an attentive and patient attitude towards him and his relatives. A rude and inhumane attitude towards a patient, humiliation of his human dignity, as well as any manifestations of superiority, aggression, hostility or selfishness, or an expression of preference for any of the patients by a medical worker are unacceptable.

Article 7. Conditions for the provision of medical care

A medical worker must provide medical care while maintaining the principles of freedom of choice and the human dignity of the patient.

Everyone who needs emergency medical care in conditions requiring emergency medical intervention (in case of accidents, injuries, poisoning and other life-threatening conditions and diseases) must be accepted and examined by medical workers, taking into account their specialty and regardless of solvency and availability of medical insurance. policy.

Article 8. Conflict of interest

In the event of a conflict of interest, the healthcare professional should give preference to the interests of the patient, unless their implementation causes direct harm to the patient or others.

Article 9. Medical secrecy

The patient has the right to expect that the medical professional will keep confidential all medical and personal information entrusted to him. A medical worker is not entitled to disclose, without the permission of the patient or his legal representative, information obtained during the examination and treatment, including the very fact of seeking medical help. The medical worker must take measures to prevent the disclosure of medical confidentiality. The death of a patient does not release from the obligation to maintain medical confidentiality. The transfer of information containing medical confidentiality is allowed in cases provided for by the legislation of the Russian Federation.

Article 10

A medical worker should not resort to euthanasia, as well as involve other persons in its execution, but is obliged to alleviate the suffering of patients who are in terminal state, in all available, known and permitted ways. A medical worker must assist the patient in exercising his right to receive the spiritual support of a minister of any religious denomination and is obliged to respect the rights of citizens regarding the conduct of a post-mortem examination, taking into account the current legislation of the Russian Federation.

Article 11. Choice of a medical worker

A medical worker has no right to interfere with a patient who decides to entrust his further treatment to another specialist. A healthcare professional may recommend another specialist to a patient in the following cases:

if he feels insufficiently competent, does not have the necessary technical capabilities to provide the proper type of assistance;

this type of medical care is contrary to the moral principles of a specialist;

if there are contradictions with the patient or his relatives in terms of treatment and examination.

CHAPTERIII. The relationship of medical workers

Article 13. Relationships between medical workers

Relationships between healthcare professionals should be built on mutual respect and trust.

In relationships with colleagues, a medical worker must be honest, fair, friendly, decent, respectful of their knowledge and experience, and also be ready to disinterestedly transfer their experience and knowledge to them.

The moral right to lead other health professionals requires a high level of professional competence and high morals.

Criticism of a colleague should be reasoned and not offensive. Professional actions are subject to criticism, but not the personality of colleagues. Attempts to strengthen one's own authority by discrediting colleagues are unacceptable. A medical worker has no right to allow negative statements about his colleagues and their work in the presence of patients and their relatives.

in difficult clinical cases experienced health professionals should give advice and help to less experienced colleagues in a correct manner. In accordance with the current legislation, only the attending physician bears full responsibility for the treatment process, who has the right to accept the recommendations of colleagues or refuse them, guided solely by the interests of the patient.

CHAPTERIV. Limits of the Code, liability for its violation, procedure for its revision

Article 14. Operation of the Code

This Code is valid throughout the Sverdlovsk region.

Article 15. Responsibility of a medical worker

The degree of responsibility for violation of professional ethics is determined by the commission on medical ethics under the Ministry of Health of the Sverdlovsk region and commissions on ethics in healthcare organizations.

If a violation of ethical standards simultaneously affects legal norms, the medical worker is liable in accordance with the legislation of the Russian Federation.

Article 16. Revision and interpretation of the Code

The revision and interpretation of certain provisions of this Code is carried out by the Ministry of Health of the Sverdlovsk Region, taking into account the proposals of the trade union of healthcare workers in the region, the Associations of Medical Workers and the Medical Professional Association of Doctors of the Sverdlovsk Region.

A medical worker is an individual who has a medical or other education, conducts labor activity in a medical organization whose duties include the implementation of medical activities, or an individual who is an individual entrepreneur and operates in the field of medicine. The main task is to improve human health and preserve human life. This ensures that every patient is treated with respect. Medical workers, performing their labor function, in accordance with Labor Code The Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation) have certain duties of an employee and are responsible for violation of labor discipline, internal labor regulations.

In the performance of their duties, “guardians of health” must comply with the rules of medical ethics. However, there are problems associated with the professional ethics of a medical worker, both at the international and national levels. It is believed that the basic principles of medical ethics were formulated by Hippocrates. These principles are as follows1: 1. The principle of non-harm, concern for the benefit of the patient, the dominant interests of the patient. 2. The principle of careful informing the patient, allowing him to be misinformed. 3. The principle of respect for life, a negative attitude towards euthanasia, complicity in suicide, and abortion. 4. Commitment to renounce intimate relationships with patients. 5. The principle of medical secrecy and confidentiality. 6. Obligations to teachers. 7. Commitment to transfer knowledge to students and to consult with colleagues. 8. Obligations of professional and moral self-improvement and decent behavior. It is obvious that the principles indicated by Hippocrates put the rights and interests of citizens at the head. Exploring the legal doctrine, a certain picture of the professional ethics of medical workers is formed. I.V. Prikhoda, A.A. Rybalchenko in his work “Fundamentals of Medical Ethics and Deontology” notes that the following conditions are necessary for the optimal implementation of the principles of medical deontology: vocation, tact, intelligence, citizenship. A medical worker must always remember the patient, have the ability to conquer and subjugate the soul of the patient2. In addition, researcher T.A. Kornaukhova is in solidarity with the principles of Hippocrates and believes that the main principle of the Hippocratic model of medical ethics is the maxim “do no harm”. This principle acts as a regulator of the civil component of the doctor's professional ethics3. Also this problem explored

V. N. Saperov in his work “Bioethics or medical ethics? Basic principles of medical ethics”, where he points out that the principles of professional ethics of medical workers contain the following principles: “The main thing is do no harm”, “Do good”, the principle of respect for the autonomy of the patient and the principle of justice1.

In addition to the above researchers, the problem of medical ethics was studied by such scientists as Yaroslavtseva A.V., Ganshin I.B., Shergeng N.A. and others. Turning to international acts regulating the professional ethics of medical workers, it must be said that this issue given quite a lot of attention. Thus, Article 3 of the Global Code of the World Health Organization (hereinafter referred to as WHO) on the practice of international recruitment of health personnel stipulates that the health of all people is the most important condition for achieving peace and security2. In addition, WHO in the international code of medical ethics emphasizes that3: THE PHYSICIAN MUST always maintain the highest professional standards. A PHYSICIAN MUST not allow considerations of self-interest to interfere with the freedom and independence of professional decision, which should be made solely in the interests of the patient. A PHYSICIAN MUST place compassion and respect for the human dignity of the patient at the forefront and be fully responsible for all aspects of medical care, regardless of their own professional specialty. A PHYSICIAN MUST be honest in dealing with patients and colleagues and fight those of his colleagues who show incompetence or are seen as deceitful.

These duties meet the principles of ethics established at the time by Hippocrates, where the interests of a person are the highest value. With regard to the regulation of the issue of professional ethics at the national level, it should be noted that the Russian Federation also pays great attention to it. In accordance with the Constitution of the Russian Federation, a person, his rights and freedoms are the highest value, and everyone has the right to health protection and medical care4. Specified rights of a person and a citizen are carried out through the activities of medical organizations and medical workers who must comply with the rules of professional ethics.

Thus, the Code of Professional Ethics of a Doctor of the Russian Federation establishes that a doctor is obliged to provide high-quality, effective and safe medical care. He must take into account the advantages, disadvantages and consequences of various diagnostic and therapeutic methods. In the absence of the necessary conditions and resources in the medical organization, the doctor is obliged to refer the patient to the appropriate medical institution1. In our opinion, each medical worker must perform his duties efficiently and effectively, taking into account the peculiarities of each specific situation. In addition, considerable attention is paid to medical confidentiality.

Article 8 of the Code of Professional Ethics of a Doctor of the Russian Federation contains the rule that medical secrecy refers to everything that became known to the doctor in the course of his professional duty. It is not allowed to disclose information constituting a medical secret without the permission of the patient or his legal representative, including after the death of a person, except as otherwise provided by Russian law. In this act, as in others regulating the professional ethics of medical workers at various levels, the highest value is the honor and dignity of the patient, and it is indicated that the treatment should take into account all the features of his personality and respect his personal life and the right to confidentiality2. In addition, it should be noted that a draft Code of Professional Ethics for a medical worker has been developed, which establishes the obligation conscientious performance their work functions.

Also exists the federal law“On the Fundamentals of Protecting the Health of Citizens”, which, in turn, establishes the rules of professional ethics for a medical worker. It is necessary to pay attention to the fact that the failure to fulfill any duty by an employee working on employment contract, or improper performance labor function in accordance with the Labor Code of the Russian Federation entails disciplinary liability in accordance with Article 192 of the Labor Code of the Russian Federation4. Similarly, non-compliance by a medical worker with the norms of professional ethics provides for disciplinary liability for evasion or poor performance of their duties5. But in the latter case, a medical worker can be brought, in addition to disciplinary responsibility, to administrative and criminal liability, since human life and health is serious. The Code of Administrative Offenses of the Russian Federation establishes in Article 13.11 “Violation of the procedure established by law for the collection, storage, use or dissemination of information about citizens (personal data)”6 administrative liability, and Article 137 of the Criminal Code of the Russian Federation provides for liability for “Violation of privacy”7, where privacy is understood as the disclosure of information constituting a medical secret by a person to whom this information became known in connection with the performance of his official or professional duties. However, despite the responsibility, medical workers do not comply with the established norms, which is a huge problem. On this issue, there is a wide one. Thus, the Khabarovsk Regional Court issued an appeal ruling No. 33-5145 / 2016 dated August 12, 2016 in case No. 33-5145 / 2016 in the case of recognition of an order to bring to disciplinary liability for non-compliance with continuity in treatment, violation of ethical and deontological norms of behavior doctor illegal. By the decision of the Industrial District Court of Khabarovsk dated April 26, 2016, the claims were denied.

The Judicial Collegium of the Khabarovsk Regional Court determined that the decision of the Industrial District Court of Khabarovsk dated April 26, 2016 in a civil case on a claim to recognize the order to bring to disciplinary liability unlawful, to recover compensation for non-pecuniary damage should be left unchanged, and the appeal should not be satisfied1. So, the professional ethics of medical workers is an important component of the legal norms governing their activities, since citizens engaged in labor activities in the field of protecting human health and life must strictly comply with the established rules for high-quality and professional assistance. To ensure compliance with the rules of professional ethics of medical workers, we believe that it is necessary to tighten the rules that establish liability for their violation.

F.F. KARIMOV

1. Ethical Violations In the organisation

Serious ethical issues are currently emerging at the micro level, within organizations, in areas such as:

Adoption management decisions;

Relationships between managers and subordinates;

Official revelations;

The position of women in the organization;

mutual services.

There are four groups of main arguments justifying the adoption of managerial decisions that are incorrect from an ethical point of view:

The certainty that this activity does not go beyond ethical and legal norms, i.e., in fact, is not immoral;

Confidence that this activity is in the interests of the individual or corporation and that such actions are expected;

Confidence that the activity is “safe” as it will never be discovered and made public;

Confidence that because the activity helps the organization, it will be lenient and even protective of the person doing it.

A significant number of people who find themselves in an ambiguous business situation consider all those actions that were not prohibited to be correct. Senior leaders rarely ask their subordinates directly for illegal or careless actions, but often make it clear that they would rather not know about something, while hinting at a significant reward. Line-level managers usually do not have clear instructions about which aspects of their activities will be overlooked and which will be condemned.

Ambitious managers are looking for ways to attract attention, stand out from others. Some people think it's easy to look good in the short term if you avoid things that will only work in the long term (for example, you can ignore the repair service, or retraining, or the problem of improving the customer experience). Managers are often promoted career ladder on the basis of the "huge" results achieved in precisely these ways, and the responsibility for earlier decisions is borne by their less fortunate followers. Many cases of illegal behavior in organizations are never investigated. In moments of crisis, the boundaries of unacceptable actions are generally “forgotten”.

The relationship between superiors and subordinates affects the whole character business communication, largely determining its moral and psychological climate. This concerns, first of all, how and on the basis of what orders are given in the management process, what service discipline is expressed in, whether subordinates participate in decision-making, by what methods subordinates are encouraged to take more active actions, to what extent their individuality is taken into account.

A significant part of people, meeting in organizations with egregious facts of waste, deceit or corruption, does nothing to expose them. Beginning with childhood, informing elders about the unseemly deeds of peers, and later - colleagues or immediate superiors is perceived by many very negatively. From an ethical point of view, there is indeed a moral dilemma in such situations. The question arises about the criteria for the correctness of this kind of information.

Every year the proportion of women in production, management, public service is continuously increasing. Women are increasingly entering paid employment and professions. But, despite the progress made in the position of women in the organization, they continue to face serious problems, including: earnings, unlike men working in the same field, are lower; limiting career advancement to senior management positions (the so-called "glass ceiling"); sexual harassment affecting activities and future careers.

Often in business relations, problems are solved in violation of the existing legal, economic, moral order, by using the position of individuals who have privileged access to goods and services. In the system of reciprocal services, the recipient is obliged to return the service sometime in the future, but - with "interest". And when the service is returned, the person who previously rendered it is again obliged to repay for this even greater service. Growing, the system of this kind of informal relationship on the principle of "you - to me, I - to you" destroys the existing official relations between people and organizations. The situation with the illegal or immoral receipt of certain goods or services can take an ethically more complex form, when a person represents not his own interests, but the interests of the organization, i.e. its staff, customers, consumers. A cultural tradition closely associated with the system of reciprocal favors is gifts. Giving or receiving a gift means much more than just a friendly gesture. Difficulties in the traditional gift exchange are associated with the establishment of criteria for distinguishing a gift from a bribe and the corresponding assessment of staff behavior.

Based on a survey of leaders of various organizations in the United States, the following ethical issues that arise in business relationships have been identified:

Concealment of facts and incorrect information in reports during inspections;

Release of low-quality products or the need for its constant maintenance;

Overpricing or outright deception in business negotiations;

Excessive self-confidence in judgments, which can lead to damage to the interests of the company;

Unconditional obedience to leadership, no matter how unethical and unfair it may be;

Presence of favorites;

Inability to express one's indignation and disagreement in an atmosphere of constant unethical acts;

Inability to pay due attention to family or personal affairs due to the abundance of work;

Production of products with questionable safety characteristics;

Failure to return any things or valuables taken at the workplace, from colleagues or from company funds;

Deliberately exaggerating the benefits of your work plan to gain support;

Exaggerated attention to moving up the hierarchical ladder to the detriment of the interests of the case;

Moving up the career ladder "over the heads" of colleagues;

Deception of employees in order to obtain benefits for the company;

Forming alliances with dubious partners in the hope of a fluke;

Delays and delays in the performance of their duties, which leads to a waste of time and money for the company;

Rendering negative impact on the socio-political process by amending the legislation for bribes.

To a large extent, this list of problems is also valid for Russian conditions. Managers and workers who face such problems cannot follow only what they have learned about morality in their families, from teachers, in the church, etc., to solve them. Often, immoral decisions are made and impartial acts are committed by people who are extremely honest and have the best intentions. Modern business relationships are extremely saturated with ethical issues. To solve them, it is necessary to develop certain approaches, the establishment of "rules of the game" that contribute to the successful implementation of professional tasks participants business relations and harmonization of the interests of business and society.

Nikolai S., having worked in an insurance company for about a year as an economist, was appointed to the position of head of the civil liability insurance department. This was facilitated by a number of important circumstances that were taken into account by the company's management when making such a decision.

Nikolai S. had a good basic education, knew foreign languages, was sociable, energetic, executive. During his time in the company, he has grown as a specialist, demonstrating outstanding abilities. However, the very first working day of Nikolai S. as a leader was not a success. If, on the whole, the staff of the department met him kindly, but one of the experienced employees, Valentina Grigorievna, defiantly refused to recognize the new leader. In response to the request of Nikolai S., which he addressed to all employees, to submit reports on the work for the past month for review, Valentina Grigoryevna stated the following:

“I have been in the department for twenty years. Your predecessor as head of the department, Ivan Mikhailovich, whom we recently retired with honors, never checked my work. He was always confident in my qualifications and diligence. For the work that I did during these years, I was repeatedly encouraged. Your distrust of me as a specialist offends me.”

Question: What decision should Nikolay S., head of the department, make? Suggest your own version of the manager's sequence of actions in a similar situation.

In my opinion, Nikolai S. should explain to the employee that this is not a personal check of her, this is a group report of the department to the higher management. Thus, Nikolai S., as an experienced manager, must apply the method of persuasion to an employee, which will undoubtedly give positive results.

Thus, the actions of Nikolai S. should follow the following plan:

2. control

3. application of administrative measures

If the employee does not understand and does not fulfill the duties assigned to her, in this case the manager has the right to apply administrative measures to her - from a reprimand to dismissal.

If you are a manager, which of your tasks and powers would you like to delegate to subordinates?

In any case, you need to delegate:

routine work;

Specialized activities (i.e. activities that your employees can perform better than you);

Private questions;

Preparatory work (projects, etc.). In general, in each specific case, check any of your upcoming cases for the possibility of delegation. The principle here is extremely simple - everything that employees can do must be done by employees. To get started, try to evaluate such types of work as:

o preliminary formulation (but not the final fixation!) of goals, plans, programs and projects on which you must make decisions.

o attending meetings instead of you, where your projects and proposals can be presented by your employees.

Never delegated:

Goal setting;

Final decision on strategic issues;

Control of results;

Employee motivation;

Tasks of special importance (tasks of group A);

High risk tasks;

Unusual, exceptional cases;

Actual, urgent matters that leave no time for explanations or rechecking;

Confidential tasks.

Delegation should be used in case of significant changes in the working situation that require the redistribution of functions and powers, namely:

When changing the structure of personnel (new appointment, promotion, dismissal, etc.);

When reorganizing or restructuring a department (company, division);

In crisis situations;

In the event of the emergence of new areas of activity or a change in competence.

6. Comment on any two statements: As part of this question, students need to give 5 quotes, aphorisms in the field of management (indicating the author of the statement and the source, as well as their attitude to this statement).

"If a person does not have the data to become a leader, you cannot teach him - teach not teach - you will not teach." (A.P. Lukoshin)

It is difficult to agree with this opinion, in my opinion, leaders are not born, leaders become. And I am sure A.P. Lukoshin himself was not a star of leadership from the very beginning.

All management, in the end, comes down to stimulating the activity of other people (Lee Iacocca)

One of the most important functions of a manager is to stimulate the active work of his subordinates. If people have an incentive, then they will work in full force and the control function will recede into last place.

When we try to pull out one thing, it turns out that it is connected with everything else (R. Moore). the meaning of the statement is that there are no separate cases and problems in the organization - everything is interconnected. If a manager solves one problem, then it is quite possible that he will have to solve another.

The only process of its kind that unites science, technology, economics, business and management is the process of scientific and technological innovation. It embodies the knowledge that a competent leader, an efficiently working scientist, engineer, intelligent official and just an educated member of society must have tomorrow. This is the process of transforming scientific knowledge into a physical reality that changes society (I.R. Bright). the meaning of the statement is that at present, for the development of an organization, the most important thing is the introduction of innovations. No coincidence today innovation management actively developing - this is the key to stable development and success.

Be yourself with everyone you meet, but at the same time show the best that you have (S. Goldwyn). In fact, here we see a repetition of the Kantian moral imperative - the manager must use the best in himself - you cannot build a negative relationship with the staff.

When you already have a staff of prepared, intelligent and energetic people, the next step is to stimulate their creativity (A. Morita). Stimulation is put at the forefront by this manager. One of the most important functions of a manager is to stimulate the active work of his subordinates, and without this the normal functioning of the organization is impossible.

It is far better for you to identify and use your own strengths and opportunities, rejoiced at them and moved forward with their help, rather than feeling like in a wheelchair that others are carrying behind you (S. Herman). The manager must actively stimulate himself, must know all the pluses and minuses of his character and personality. If a manager has problems in some area, then they can be delegated to a competent person, without allowing him to be helped from above.

Bibliography

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2. Voropaev V.I. Personnel Management. - M.: Alans, 2005.

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4. Glushchenko V.V. Management: system bases. - Railway Moscow. region: LLP IPC "Wings", 2004.

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