Effective manager: 15 key boards on track to their own success. Practical guidance. Vadim Milorodov

conventions into the chain of command and trivial, generally applicable rules, which at the same time will not be a burden on employees;

      – motivating employees and encouraging them to work prospectively, setting additional goals, and incorporating incentives;

      – providing direct assistance, except for the transfer of labor functions from one person to another.

      – Establish a set of rules: work regulations, prohibitions, general conditions, and rules of interaction, which will be consistent with the general principles and policies of the company. Define the general rules of work in the company, paying special attention to the basics of teamwork: the need for mutual understanding and human relations, avoiding conflicts, disputes, and violations. Describe the general working conditions for all managers and employees: rules for everyone, show the importance of following the rules, give the right to point out mistakes to others and build respect for each other in the team [11]. Clarify inhibitions in work: manifestations of bad moods/negativity, conflicts, emotions, peculiarities of speech, place of politics, religion, or worldview, eliminate the words “do not know”, “cannot do”, “do not remember”, “forgot”, “not my job”, “I do not get for it” and other similar, eradicate cheating and competition. The main reference point is stability, cohesion, strength and personal responsibility, and autonomy, partly limited to the area of responsibility.

      – Show the result of the work and tell the manager in what ways and methods he should achieve it. The employee must understand what the ultimate goal of his activity is and how he can track the fulfillment of his task. For example, a sales manager may have the following objectives: direct sales, customer interaction, discounting, and negotiating other terms. The manager must clearly understand where his job functions end and how he must properly demonstrate his results. The best assistance in this matter is the creation of a training manual instruction for employees, which will reflect the order of actions and the only correct approaches to their performance.

      – Create the prospect of promotion, awards, training, or other opportunities. For example, conduct regular training sessions with employees, involving them in the process of creating additional motivation. In general, a focus on motivation is the main reference point in setting an employee up for effective performance; therefore, it is important to create all the conditions that motivate the employee.

      The career path can be visualized like this: pic. 3.

      Pic. 3. The career structure in the company.

      However, even if you create all the necessary conditions for effective management, including adhering to the principles described above, no one can guarantee you the success of the management team. Success is largely determined situationally, and compliance with these rules is only one of the few factors that determine the formation of this particular situation and not any other.

      Leadership styles, principles and methods of management, approaches to building a management system

      As we have already said, the head needs a comprehensive approach to the issue of shaping the entire management system. In this regard, it is conceptually important to determine the state of such areas as management style and specific tools for its implementation. Let’s start with the style itself.

      Management style is a portrait of the boss that subordinates should see in front of them. We should note at once that there is no “pure” leadership style in nature, since in practice the manifestations of each of them “mix” into a single whole, demonstrating the individual approach of the head to interaction. However, the scientific practice has identified three main (clearly distinguishable) leadership styles [8]:

      – Authoritarian. This style is usually associated with a tough head who works solely for results and excludes the appearance of formal friendships or other relationships. In an authoritarian style, the head is tough, disloyal, somewhat conflicted, and threatening, seeking to instill fear in employees to ensure the effectiveness of certain tasks, to order or point out what “should” rather than “must” be done. The effectiveness of the authoritarian style is conditioned by the specific situation; as many years of practice show, the leader-dictator, if he is competent, can bring the company to a new level, but is not able to make the team healthy, to direct it to a good atmosphere and mutual assistance [4].