Psychological Climate in the Workforce of the Construction Company Um-2

Work 55 p., 12 Fig., 60 sources PSYCHOLOGICAL CLIMATE IN THE LABOR TEAM OF THE CONSTRUCTION COMPANY UM-2 The work is devoted to the study of the psychological climate in the labor team of the construction company UM-2 and the development of recommendations for its improvement. The purpose of the master's thesis is to integrate the psychological climate in the labor collective of the UM-2 construction company and the development of recommendations for its improvement. The object is a psychological climate. The subject is the psychological climate in the labor collective of the construction company UM-2. In accordance with the aim and objectives of the work, theoretical and empirical research methods were used. As theoretical methods used: analysis, generalization, systematization of literature on the research problem. As empirical methods used: a survey method, interview method, statistical data processing methods, as well as specific psychodiagnostic methods: 1. Methodology “Definition of a socio-psychological climate in the labor collective” (O.S. Mikalyuk and A.Yu. Shalyto); 2. Methodology “Diagnosis of business, creative and moral climate in the team” (N.P. Fetiskin and others); 3. Methodology "Sisher Group cohesion index" (Seashore Group Cohesives). The study was conducted in stages on the basis of JSC “Management of Mechanization No. 2” (Penza). The empirical base of the study amounted to 20 people (employees of JSC “Management of Mechanization No. 2”), men and women aged 30 to 65 years. The practical significance of the study is that the data obtained and recommendations can be applied to optimize managerial processes, increase the level of mutual understanding and cooperation between employees. This, in turn, contributes to the creation of a favorable working atmosphere, strengthening corporate culture and increasing the overall efficiency of the enterprise. In addition, the results of the study can be used to develop programs for teaching managers and employees skills in effective communication and management of conflicts, which is a key aspect in improving the psychological climate at the enterprise. The study of the psychological climate in the team made it possible to state: problems with support from the leadership, the level of stress at work and the ability to openly express their opinion; the average level of the atmosphere in the team with a slight predominance of positive assessments; Most employees evaluate communication within the team as quite effective or satisfactory, but about a third of the respondents consider the communication to be unsatisfactory or bad; A third of employees are satisfied with working conditions and security measures at the workplace, as well as capabilities for career growth and professional development; Analysis of the socio-psychological climate showed that 40% of employees diagnosed a favorable climate, and 60% has unstable, controversial; The business climate is at an average level, creative is also at an average level, and the moral climate can be described as “slightly higher than average”. The characteristic of “innovation” has an indicator below the average, which suggests that the team unusually show creative in professional activities; The group cohesion of the team showed that it is at an average level, which indicates a sufficient degree of integration and unity of the group. To improve the indicators of the psychological climate of the team, we have developed recommendations for the organization’s management. The labor team of the construction company UM-2 (Penza) has the potential for the development and improvement of the working atmosphere. It is important to pay attention to both general aspects, such as maintaining open and honest communication, developing corporate culture and encouraging a creative approach to solving problems, and specific problems revealed during the study.