Зверев_ Phd Summary (1136601), страница 5
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From them 73% of women and 27% of men, age from 25to 56 years, length of employment in the organization on a position of the head of department oftraining and development of personnel or personnel director more than half a year. On the basisof the frequency analysis of answers of respondents we have allocated four types of a trainingfor formation of the work groups popular in the organizations: "Inspiration", directed to improvement of an emotional background; "Challenge" directed to overcoming by group of obstacles and improvement of an emotional background and group unity; "Adjusting" directed toanalysis and optimization of relationship in the work group; "Joint decision" directed toachievement of business result.Proceeding from the analysis of the obtained data and the measured parameters of sociopsychological efficiency of the work groups and also estimated optimum characteristics ofgroup dynamics of the work groups of various types, we have created estimated model of a research (Fig.
1).14Figure 1. Parameters of the socio-psychological effectiveness of the work groups and the characteristicsof the group dynamics processes of socio-psychological training for the formation of work groups of various typesThe program of the socio-psychological training for formation of the work groups of various types developed for a research is provided in paragraph 3 of the empirical chapter. Development of parameters of socio-psychological efficiency of the work groups of various types became the purpose of the training.
The program of the training contained four modules modelingthe popular types of a training for formation of the work groups revealed by the results of poll.Each module has been directed to actualising of certain processes of group dynamics.At the second investigation phase the program of the training developed for an empiricalresearch has passed the examination of seven social psychologists experts, the practicing trainersamong whom there were experts, masters and one candidate of psychological sciences. The procedure of expert assessment was carried out by each expert individually and included acquaintance with the program of the training and also an opportunity to ask the specifying questionsabout features of the program.
All seven experts have pointed to correctness of the used exercisesfor actualising of necessary processes of group dynamics and also have noted the general adequacy and expediency of the program of the developed training.Paragraph 4 contains the third and fourth stages of an empirical research. The operationalization of concepts is given in the paragraph, it is noted that for check of hypotheses psychodiagnostic techniques are used: "Seashore's Group Cohesiveness Index" of S. Seashore(Fetiskin, Kozlov, Manuylov, 2002), pictural test "Group Entitativity Measure" (Gaertner,Schopler, 1998), "Technique of assessment of opulence of aspirations" (Petrovsky, 2009).
Re15spondents filled out identical forms five times (before and after each module of the training program) (Alyabina, Zverev, 2016). The scheme of an order of filling of forms is given below (Fig.2).Figure 2. The procedure for filling out forms by respondentsSelection of the third investigation phase was made of 161 representatives of the commercial organization (federal retail company) aged from 18 up to 48 years, men and women.
Intotal in the research 20 training groups made of 6-13 people each have taken part, in total 161persons. From them 124 men and 37 women. Each of the groups participating in a research wasranked as one of four types of the work groups based on the description of functions (Tab. 2).Table 2. Characteristics of the sample of the third stage of the studyWork group typeRole in the organizationNumberof groupsNumber ofpeopleType 1. "Task team"Employees of the department of corporate sales540Type 2."Team ofspecialists"Employees of contact centers;retail outlets staff540Type 3. "Team ofchanges"Project groups on development of theservice; corporate trainers540Type 4.
"Managementteam"Heads of departments541Total20161By means of Kolmogorov-Smirnov's criterion it has been revealed that there is no normaldistribution of values in selection of measurements therefore we applied nonparametric statisticalcriteria of the analysis of data to the further analysis.16For determination of differences in efficiency of application of types of the training forformation of the work groups of various types of the work groups we consistently used Wilcoxonsigned rank test. For confirmation of each specific hypothesis of a research significant shifts hadto be shown at a certain stage of training on each of the studied efficiency parameters.
We havereceived confirmation of all specific hypotheses that meant confirmation of the main hypothesis.In figures 3, 4 and 5 average results of measurements of the studied parameters and alsostatistical Z-values of check of the importance of shifts at stages of a appliance of the modulesactualising optimum processes of group dynamics of the developed training for the work groupsof various types are presented.1917151311975"Task team"(Z = -5,340; p < 0,000)"Team of specialists"(Z = -5,513; p < 0,000)"Team of changes"(Z = -5,666; p < 0,000)"Management team"(Z = -5,687; p < 0,000)Measurement 1 Measurement 2 Measurement 3 Measurement 4 Measurement 5AverageFigure 3.
Average values of the level of group cohesion6"Task team"5,5(Z = -5,521; p < 0,000)"Team of specialists"54,5(Z = -5,064; p < 0,000)4(Z = -5,476; p < 0,000)"Team of changes""Management team"3,5(Z = -5,634; p < 0,000)3Measurement 1 Measurement 2 Measurement 3 Measurement 4 Measurement 5AverageFigure 4. Average values of the level of group entitativity171"Task team"(Z = -5,513; p < 0,000)0,8"Team of specialists"0,6(Z = -0,403; p < 0,487)"Team of changes"0,4(Z = -2,106; p < 0,035)0,2"Management team"0(Z = -4,980; p < 0,000)Measurement 1 Measurement 2 Measurement 3 Measurement 4 Measurement 5AverageFigure 5.
Average values of the level of personality's opulenceAt the fourth stage of an empirical research expert assessment of the made conceptualscheme of a research (Fig. 6) has been carried out.Figure 6. Conceptual scheme of the researchSelection of the fourth stage was made of ten experts in the field of formation of the workgroups of high qualification. After the presentation of model participants of expert group wereasked to anonymously estimate whether they support or not the developed conceptual scheme.90% of experts have positively answered this question. In order to increase the specification of18expert assessment, we also asked experts to specify on a ten-point scale (ten is maximum) howthey support author's developments. The average result of the answer to this question was 8,5points.
One person evaluated the scheme with 6 points, three gave 10 points.For assessment of the practical importance of a research experts were asked how probable on a ten-point scale (ten is maximum) that the developed scheme will be useful to them inprofessional activity. The average result of the answer to this question was 7,9 points. One person gave 5 points, one – 10 points.In paragraph 5 it has been discussed and shown that the conducted dissertation research issuccessfully completed: the hypotheses are confirmed, the tasks are resolved that allows to formulate conclusions and practical recommendations in paragraph 6.MAIN RESULTS OF THE DISSERTATION1. Recomended processes of group dynamics of formation of the work groups of varioustypes that are needed for formation of the work groups are defined, among them: group identification, group standard setting, group cohesion process, group leadership, role differentiation andgroup decision-making.2.
Are determined parameters of efficiency of a socio-psychological training for formation of the work groups among which: group cohesion (emotional component), group entitativity (cognitive component) and also level of personality’s opulence of group members (emotional, cognitive and behavioral components).3. Working approach to measurement of efficiency of a socio-psychological training forformation of the work groups of various types by means of assessment of development of parameters of socio-psychological efficiency of the work groups is revealed: group cohesion –with use of a technique "Seashore's Group Cohesiveness Index" for its measurement, group entitativity – with use of the pictural test "Group Entitativity Measure" for its measurement and alsolevel of personality’s opulence of group memberss – with use of "Technique of assessment ofopulence of aspirations" of V.
Petrovsky for its measurement.4. Following the results of expert poll, four main popular types of the training for formation of the work groups are allocated and characterized: "Inspiration", "Challenge", "Adjusting" and "Joint decision".5. Optimum characteristics of group dynamics of the work groups of various types (on Y.Zhukov, A. Zhuravlev, E. Pavlova's typology) are established (Tab. 3).19Table 3. Group dynamics optimal characteristics in the socio-psychological training for theformation of work groups of different typesWork group type"Task team"Training type"Inspiration"(narrow range of activities,low interchangeability ofmembers)(aimed at improving the emotionalbackground)"Team of specialists""Challenge"(narrow range of activities,high interchangeability ofmembers)(aimed at improving the emotionalbackground and increasing group cohesion)"Team of changes""Adjustment"(wide range of activities,low interchangeability ofmembers)(aimed at improving the emotionalbackground, increasing group cohesionand training of group work skills)"Management team"(wide range of activities,high interchangeability ofmembers)Group dynamicscharacteristics"Joint decision"(aimed at improving the emotionalbackground, increasing group cohesion,training of group work skills and solvingbusiness problems)Group identification,group standart settingGroup identification,group standart setting,group cohesion processGroup identification,group standart setting,group cohesion process,group leadership,role differentiationGroup identification,group standart setting,group cohesion process,group leadership,role differentiation,group decision-makingPRACTICAL RECOMMENDATIONS1.
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