Leadership and Management

This article is a study of the evolution of management concepts from the classical school to Management 4.0 in the context of the industrial revolution. The research is based on the analysis of scientific publications and historical data. The research goal was to identify the key stages of the development of managerial thought and their impact on the modern management of organizations. Starting from the classical school of management, the authors examine the evolution of subsequent management theories, including behavioral approach, quantitative school, system management theory, TQM, and KMT. Finally, special attention is paid to the concept of Management 4.0. The article presents a synthesis of the evolution of management concepts and highlights the key aspects of Management 4.0. The results obtained can serve as a basis for further research and the application of modern management approaches in the practice of managing organizations.

The article identifies the main trends and characteristics of the development of modern management amidst digital transformation. The key parameters and characteristics of the digitalization process at each stage of historical development are considered. The author's approach to the study of the evolution of the category of "digital" and the systematization of the dynamics of changes in the definition in a historical format is presented. Based on the application of this approach, a theoretical justification of the definition has been developed. A systematic analysis of the role of digital technology development as the main tool of digital management transformation within the digital economy is carried out. The algorithm of creating digital economic ecosystems, their potential and importance in the transformation of the management paradigm is considered. The key tasks of modern management of companies in the conditions of digitalization are identified. The analysis of strategic development and business priorities of management, positive and negative results of digital transformation is carried out. The results of the study will be of interest to specialists in management, information technology and business processes.

Justification of the feasibility of implementing the principles of sustainable development is one of the urgent tasks of the economy, both at the international and national level, and at the level of corporations, integrated industrial structures and individual companies. At the level of medium-sized and small businesses, the introduction of sustainable development principles into management processes and the production management system is limited by existing business models based on closed cycles of technological or biological origin. The article provides a scientometric analysis of the concept of industrial symbiosis in order to further implement the results obtained in the development of a new circular business model in the management of companies in various industries to improve the efficiency of management, resource conservation, environmental protection, and social responsibility, which is possible with the synthesis of a logistics approach to the organization of production and the concept of sustainable development.

In today's business conditions, characterized by volatility and restructuring of global markets, problems of optimization of production process management based on the use of opportunities and advantages of international cooperation are relevant for domestic companies. Outsourcing seems to be one of the significant management tools for increasing the competitiveness of products, optimizing costs and increasing the speed of the production cycle. Among the urgent problems of outsourcing management, analysts and experts highlighted the task of choosing a foreign outsourcing partner. This article presents the analytical base, criteria and algorithm for solving the problem of selecting an international outsourcer by a Russian company. The author has established that the level of cooperation depth determines the priorities and selection criteria, and the possibility of paying for outsourcing services in national currencies is one of the key factors and conditions for choosing a foreign outsourcing partner, since it minimizes the currency risks of cooperation.

The existing typologies of organizational culture are divided into two groups: cluster (Harrison, Handy), based on the similarity of cultures with four fundamental types of culture (leader, bureaucrat, entrepreneur and professional) and criteria-based (Cameron and Quinn, Zyabrikov), built on the coordinate principle and based on competing values. It is shown that a number of typologies of organizational culture include similar types due to the fact that the criteria of organizational culture are actually not criteria, but characteristics of four fundamental types of culture.The authors demonstrate that according to the Cameron and Quinn's typology, each type of organizational culture corresponds to a pair of dominant roles of businessmen (one strategic and one operational). Taking into account the relationship between the type of organizational culture and the stage of the firm’s life cycle, it is argued that while optimizing the management of an organization, the aim should not be to reach a non-existent ideal firm but to successively change the models of the firm’s internal environment, matching the sequence of changing the types of organizational culture (leader, bureaucrat, entrepreneur and professional).

According to the theory of social capital, the development of trusting relationships between economic entities plays an important role at the interpersonal, regional, and organizational levels. Within the framework of this article, the authors consider the category of intra-company trust. On the basis of the literature review, a wide variability of definitions and methods of assessing this category was revealed. The improvement of methodological aspects of assessing the level of intra-company trust was identified as the main goal. The study reveals the main theoretical foundations of the formation and development of intra-company trust. The key stages, methods and indicators of assessing the level of intra-company trust are identified. The achievement of the goal set by the authors will allow taking into account a set of qualitative and quantitative indicators of trust assessment. The results of the study can be used by the top management of commercial organizations interested in solving the problems of increasing employee loyalty to management, team building and improving the organizational climate of the company.

The presented article actualizes the problem of remote commands. The article is devoted to an overview of the formation of a remote workforce model, comprehension and generalization of the practices of domestic and foreign companies. Readiness for remote work is a new mandatory feature of the modern company. The authors pay special attention to the analysis of the factors that determined the evolution of remote teams, as well as conclusions about the advantages and disadvantages of the remote work. This is particularly important in the context of the transformation of employment in the post-pandemic period. The article will be of interest to specialists in the field of human resource management, personnel management, students, postgraduates and academic staff dealing with the problems of remote employment.

The article deals with the problems of retention of valuable employees in the organization that are particularly relevant in the situation of modern staff shortage. Prospects for professional and career growth are the main incentives in the work of young professionals. Organizations secure their human resource potential by increasing employee motivation and engagement.The set of factors influencing the decision of employees to stay in the company includes meeting their needs for personal development. The methodology chosen in the study makes it possible to evaluate the effectiveness of managing the personal development of employees through the prism of socio-economic indicators of the organization. For the analysis, data from a sociological survey conducted in February 2023 were used.As a result of the work carried out against the backdrop of the overall positive dynamics in personnel recruitment and the actual number of employees, there is a serious problem of low efficiency of the personnel reserve. The need for personal and career development of employees is not being met. This affects the retention of young employees. Recommendations to improve the personal development management system have been developed.

Talent plays a key role in organizations across all sectors, influencing the success of the business at every stage of its lifecycle and supporting its competitiveness.Currently, however, Russian regions are experiencing staff shortages. This phenomenon is especially noticeable in Primorsky Krai. The main reason is migration, including to other regions, to the CIS countries and non-CIS countries. As a result, there is a problem about how companies retain talented employees. Based on the analysis of the criteria of a talented employee and the components of the management process of talented employees, the authors conducted a survey to determine whether there are such employees in Primorsky Krai companies, how often they are dismissed, what is the basis for this and with the help of what elements and measures of management of talented employees, companies are trying to retain them. The results of the survey showed that the most frequent reasons for dismissal were more favorable offers from companies located in other territories. Speaking about the management elements of talented employees, it was found that promotion, including an individual development trajectory, delegation of authority, launching new projects and solving new extraordinary tasks, is one of the main aspects to retain employees. This article can become the basis for the formation of strategies for retaining employees, and will also be useful to managers and employees of HR departments in terms of building individual development trajectories.

In modern economic conditions, the company's management faces the need to apply new approaches to remuneration management that ensure the implementation of a long-term personnel strategy. In this regard, the tasks related to providing management with accounting and analytical information on the forms and types of personnel remuneration for strategic management purposes are brought to the fore. To solve this problem and develop approaches to personnel remuneration management, the authors recommended tracking information on types of remuneration by stages of the employee life cycle in the information system. A model has been developed for coordinating the personnel remuneration system with the stages of the employee life cycle. Different types of remuneration are considered. Information about different types of remuneration can be tracked by stages of the employee life cycle in the accounting and analytical system. The authors have proposed a balanced scorecard (BSC), which allows to coordinate the economic intentions of the company in terms of allocating funds for remuneration with the target settings of the personnel strategy at different stages of the employee life cycle. The authors conclude that the formation of an information aggregate about the types of personnel remuneration by stages of the employee life cycle contributes to the solution of the tasks facing the company and the achievement of long-term goals in the field of human resource management. The highlighted features of planning, accounting, analysis and control of personnel remuneration by stages of the employee life cycle can be reflected in the process of forming accounting and analytical information necessary for making managerial decisions regarding the allocation of remuneration funds in the context of building the company's personnel policy.

The most important component in ensuring the quality and accessibility of medical care is the human resources of healthcare.Despite the increasing role of medical staff in the face of new challenges and threats, personnel management in the healthcare sector is currently facing many problems. The article examined topical problematic aspects, both in terms of staffing of healthcare institutions and the ongoing state personnel policy. The particularities of the implemented personnel policy in the healthcare system is revealed. The analysis of the regional system of personnel provision of healthcare is carried out; and the assessment of the implementation of federal and regional projects in the Lipetsk region aimed at solving the problems of staff shortage in the healthcare industry is given. The existing tools of personnel management of the regional healthcare system are examined; and measures to reduce the shortage of medical staff are proposed.

The research goal was was to determine the effectiveness of rejuvenation of the academic staff of Russian higher education institutions based on the introduction of hidden age restrictions in the formation of their scientific and pedagogical staff. The modified version of the author's diagnostic methodology "Motivation" - "Test System for Determining the Structure of a Person's Motivational Complex" was used. The respondents were young teachers and researchers, graduate and post-graduate students of Russian universities. The results obtained demonstrate the inefficiency and insufficiency of the administrative measures taken to reduce the average age of academic staff in modern Russia. The majority of young professionals entering graduate school are not motivated to engage in scientific and teaching activities, but only for various reasons imitate the desire to find a job in the academic labor market. Many graduate students in their intellectual and psychological characteristics simply do not meet the requirements for such specialists. In order to solve the problems of increasing the efficiency of the academic staff, it would be more expedient not to carry out an administrative reform to reduce the average age of the academic staff, but to create highly paid jobs, to reduce the time lag of professional development and to form an opinion in the Russian society about the prestige of work in science and higher education. This will make it possible to attract really talented and creatively thinking representatives of Russian youth to the scientific environment.

In the article, the authors identified the main elements of the hotel's corporate culture influencing its effective operation.According to the results of the previous analysis, in the modern concept of socio-economic development of the hospitality industry, issues of corporate culture in organizations are not always given due attention, or these issues are deliberately ignored by senior and middle managers. The article defines the main directions and elements of corporate culture aimed at team cohesion and staff motivation in various structural divisions of a large hotel chain organization. The study clearly shows the necessity of moving to a modern concept of corporate culture in order to increase motivation and coherence in the professional activities of all categories of hotel employees. The article will be of interest to organizers and managers of all levels of management working in the field of hospitality and hotel business.

The article summarizes the author's research in the field of innovation management in the television industry. In the course of the study, the author analyzed the domestic market of the television industry, characterized the organizational and economic mechanism of innovation management in the television industry, identified and updated the features and problems of innovation management in broadcasting. The author has systematized the tools for improving the organizational and economic mechanism of innovation management in the television industry. The scientific novelty of the research results lies in the development of scientific and methodological tools for innovation management in the television industry. The results of the study may be of scientific interest for masters, postgraduates and scientists engaged in media research, as well as for media practitioners, media experts, public authorities and a wide range of interested readers.