Inson bilan tashkilotning har qanday o\u2018zaro munosabati ikki tomonlama xususiyatga ega. Inson o\u2018z mehnati, o\u2018zining harakatlari bilan tashkilot tomonidan vazifalarning hal etilishiga yordam beradi. Bunda tashkilot insonga uning xavfsizlik, hurmat, o\u2018zini ifodalash, shaxsni shakllantirish, qo\u2018llab-quvvatlashga bo\u2018lgan ehtiyojini qondirishda yordam bergan holda unga ta\u2019sir ko\u2018rsatadi. O\u2018zaro munosabatlar yaxshi yo\u2018lga qo\u2018yilgan, ichki hayot faol bo\u2018lgan tashkilotlarda insonlar sog\u2018lom va yaxshi ahloqqa ega, ular tashqi ta\u2019sirlardan yaxshiroq himoyalangan bo\u2018lib, yakkalatib qo\u2018yilgan holatdagi yoki ixtilofli guruhlardagi insonlarga qaraganda samaraliroq ishlashi qayd etilgan.<\/p>\n
Tashkilotning insonga ta\u2019sirlari turli ko\u2018rinishlarga ega. Insonning xulqida tashkilotning ta\u2019siri ostida yuz beradigan ayrim jiddiy o\u2018zgarishlar quyidagilardan iborat.<\/p>\n
Birinchi galda, insonning idrok qilish, motivatsiya, e\u2019tibor sohasi, baholash tizimi kabi xususiyatlarining o\u2018zgarishi yuz beradi. Inson tashkilotning boshqa a\u2019zolari manfaatlariga e\u2019tiborni kuchaytirish hisobidan o\u2018zining e\u2019tibor sohasini kengaytiradi.<\/p>\n
Ikkinchidan, tashkilotda inson muayyan nisbiy \u00abvazn\u00bb ga ega bo\u2018ladi. Tashkilot nafaqat topshiriq va rollarni taqsimlaydi, balki har bir insonning nuqtai nazarini ham belgilab beradi.<\/p>\n
Guruhning ko\u2018plab a\u2019zolari uchun ushbu tavsif ularning tashkilotdagi lavozim nuqtai nazaridan muhimroq bo\u2018lishi mumkin.<\/p>\n
Uchinchidan, tashkilot individga o\u2018z \u00abmen\u00bb ini yangicha his etishga yordam beradi. Inson o\u2018zini tashkilot bilan identifikatsiyalay boshlaydi.<\/p>\n
To\u2018rtinchidan, tashkilotda bo\u2018lib, qarorlarni ishlab chiqish va muhokama qilishda ishtirok etib, inson hech qachon yakka o\u2018zi bermagan takliflar va g\u2018oyalarni berishi mumkin.<\/p>\n
Beshinchidan, inson o\u2018zi yolg\u2018iz harakat qilgandagiga qaraganda tashkilotda ko\u2018proq tavakkalchilikka qo\u2018l urishga moyil. Bu tashkilotda o\u2018zini faolroq tutish manbai hisoblanadi.<\/p>\n
Tashkilot yakka va guruhiy xatti-harakat qoidalarini, majburiyatlar doirasini, huquq va vakolatlarni, javobgarlik chegarasini, ishga doir muloqotlar standartlarini belgilaydi. Insonlar xulqining zarur uyg\u2018unligiga tashkilot uchun umumiy maqsadlarni qo\u2018yish, xodimlarda ularning qadrini his etishni qo\u2018llash, tashkiliy xulq standartlaridan foydalanish hisobidan erishiladi.<\/p>\n
Huquqiy me\u2019yorlar va davlatning dekretlari (siyosiy tartibga soluvchilar), ishlab chiqarish-ma\u2019muriy tartiblar, tashkilot nizomlari va yo\u2018riqnomalari (tashkiliy tartibga soluvchilar), urf-odatlar, an\u2019analar, jamoatchilik fikri (ijtimoiy tartibga soluvchilar) shaxslar va guruhlar xulqini tartibga soluvchilar hisoblanadi. Shaxsning faoliyatini, uning tashkiliy xulqini aniq belgilab qo\u2018yish bir qator hujjatlar bilan amalga oshiriladi, ularning asosiylari \u2013 lavozim yo\u2018riqnomasi va mehnat shartnomasi (kontrakti).<\/p>\n
Lekin tashkilot bilan o\u2018zaro hamkorlikda inson muayyan harakatlarni bajaruvchi mexanizm sifatida emas, balki intilish, istak, his-tuyg\u2018u, kayfiyat va tafakkurga ega bo\u2018lgan, muayyan e\u2019tiqodga amal qiluvchi aqlli va ongli mavjudot sifatida ishtirok etadi.<\/p>\n
Tashkilot insonni o\u2018zi xohlagan tarzda o\u2018zgartiradi, deb hisoblash noto\u2018g\u2018ri. Ko\u2018pincha inson tashkilotning ko\u2018plab ta\u2019sirlariga uzoq vaqt qarshilik ko\u2018rsatadi, ko\u2018plab ta\u2019sirlarni u faqat qisman qabul qiladi, ayrimlarini u to\u2018liq inkor etadi.<\/p>\n
Bundan tashqari, inson o\u2018z qulayligi va majburiyatlarini uddalash imkoniyati bo\u2018lishi uchun tashkilotga turli usullar bilan ta\u2019sir etishga, uning faoliyatiga o\u2018zgartirishlar kiritishga urinadi. Insonning guruhga ta\u2019sir etish shakli va darajasi uning shaxsiy xususiyatlariga hamda guruhning xususiyatlariga bog\u2018liq.<\/p>\n
Ko\u2018pchilik insonlarning xulqi standart doiralarga qiyin moslashadi. Standartlashtirish bilan inson xulqining xilma-xilligi hamda inson xulqi bilan tashkilotdagi muhit me\u2019yorlari o\u2018rtasidagi ziddiyatlarni olib tashlash uchun insonning xulqi nima bilan belgilanishi, u o\u2018zi va atrofidagilarni qanday belgilashi, rag\u2018batlantiruvchi ta\u2019sirlarga qanday munosabat bildirishi, uning uchun nima maqbulligini bilish lozim. Tabiiyki, insonning xulqiga u o\u2018z oldiga qo\u2018ygan maqsadlar, harakatlar keskin tus oladigan sharoitlar, uning imkoniyatlari, kechayotgan jarayonlar va boshqa omillar katta ta\u2019sir ko\u2018rsatadi. Omillar xilma-xil bo\u2018lgani holda har bir insonning xulqi ma\u2019lum barqarorlikka ega bo\u2018lib, uni ma\u2019lum darajada oldindan aytish mumkin.<\/p>\n
Insonning tashkilot bilan o\u2018zaro munosabati kooperatsiyalashuv, qo\u2018shilish yoki ixtilof xususiyatiga ega.<\/p>\n
Birinchi holatda inson bilan tashkilot o\u2018rtasida yaxshi munosabatlar yo\u2018lga qo\u2018yiladi. Inson o\u2018zaro munosabatni yaxshilash yo\u2018llarini qidiradi, guruhning qarorlarini ijobiy qabul qiladi va tashkilot bilan munosabatlarni o\u2018zaro foydali asosda saqlab turish yo\u2018llarini izlashga tayyor bo\u2018ladi.<\/p>\n
Insonning tashkilot bilan qo\u2018shilib ketishida ular o\u2018rtasida har ikki taraf boshqasini o\u2018zi bilan organik bir butunlik sifatida qaraydigan munosabatlarning o\u2018rnatilishi kuzatiladi. Inson o\u2018z maqsadlarini tashkilotning vazifalaridan kelib chiqib belgilaydi, ko\u2018p jihatdan o\u2018z manfaatlarini tashkilotning manfaatlariga buysundiradi va o\u2018zini tashkilot bilan identifikatsiyalaydi. Tashkilot, o\u2018z navbatida, individni sodiq inson kabi qabul qilishga intiladi.<\/p>\n
Ixtilof yuzaga kelgan taqdirda inson bilan tashkilot manfaatlarining qarama-qarshi qo\u2018yilishi va ular o\u2018rtasida kurash kuzatiladi. Ushbu nizolarga omillarning ikki guruhi sabab bo\u2018lishi mumkin:<\/p>\n
Omillarning ikkinchi guruhi yuzaga keltiradigan nizolarning bartaraf etilishi qiyin.<\/p>\n
Ta\u2019kidlash lozimki, tashkilot rivojlangan sayin xodimning xulqini o\u2018zgartirish zarurati paydo bo\u2018ladi. Tashkilot va uning rahbariyati inson xulqining o\u2018zgarishiga faol ta\u2019sir etishi mumkin. Buning uchun qo\u2018llaniladigan ta\u2019sir etish vositalari inson tushgan vaziyatga qarab, uning xulqiga ta\u2019sir ko\u2018rsatuvchi omillarning butun xilma-xilligini hisobga olgan holda, birinchi galda ehtiyojlar va faoliyat motivlarini, inson o\u2018z tajribasiga tayangan holda tashkilotdagi o\u2018zgaruvchan muhitga mustaqil moslashishi uchun sharoitlar yaratilishini hisobga olgan holda tanlanishi lozim. Buni nafaqat muayyan shaxsga ta\u2019sir etish orqali, balki xodimning tashqi muhitini o\u2018zgartirish yordamida hamda shaxs va tashqi muhitga kombinatsion ta\u2019sir etishni qo\u2018llash orqali amalga oshirish mumkin.<\/p>\n
Surxondaryo viloyat<\/strong><\/p>\n sudi sudya katta yordamchisi \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/strong><\/p>\n J.Ubaydullayev<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":" Inson bilan tashkilotning har qanday o\u2018zaro munosabati ikki tomonlama xususiyatga ega. Inson o\u2018z mehnati, o\u2018zining harakatlari bilan tashkilot tomonidan vazifalarning hal etilishiga yordam beradi. Bunda tashkilot insonga uning xavfsizlik, hurmat, o\u2018zini ifodalash, shaxsni shakllantirish, qo\u2018llab-quvvatlashga bo\u2018lgan ehtiyojini qondirishda yordam bergan holda unga ta\u2019sir ko\u2018rsatadi. O\u2018zaro munosabatlar yaxshi yo\u2018lga qo\u2018yilgan, ichki hayot faol bo\u2018lgan tashkilotlarda insonlar …<\/p>\n","protected":false},"author":1,"featured_media":21157,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[7],"tags":[],"_links":{"self":[{"href":"https:\/\/nor.uz\/index.php?rest_route=\/wp\/v2\/posts\/21579"}],"collection":[{"href":"https:\/\/nor.uz\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/nor.uz\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/nor.uz\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/nor.uz\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=21579"}],"version-history":[{"count":1,"href":"https:\/\/nor.uz\/index.php?rest_route=\/wp\/v2\/posts\/21579\/revisions"}],"predecessor-version":[{"id":21580,"href":"https:\/\/nor.uz\/index.php?rest_route=\/wp\/v2\/posts\/21579\/revisions\/21580"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/nor.uz\/index.php?rest_route=\/wp\/v2\/media\/21157"}],"wp:attachment":[{"href":"https:\/\/nor.uz\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=21579"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/nor.uz\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=21579"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/nor.uz\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=21579"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}