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Barbarian Diordieva - the lawyer, an analyst.
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Paradoxes and magic of money

Paradoxes of money

Money — a universal equivalent. This characteristic of money is expressed by a phrase «money do not smell». However their universality consists and that behind abstract pieces of paper and metal circles always there is something большее. Namely representation about riches and poverty, success and failure, freedom and necessity, independence and dependence.

Universality of money gets concrete lines within the limits of various social systems, money becomes a symbol of various values. Money, riches can be an equivalent of expenditures of labour, professionalism, cunning, influence or fear.

Money "smells" differently in various societies, labour collectives and families, but, except a smell, they have different sense and symbolical value which radically influence both their quantity, and on "quality" of their use.

About a fatal role of money in relations of production we also will talk further.

Perhaps, owing to that money is one of the brightest crossings of a mental and objective reality, their nature is paradoxical.

Paradox 1. Money does not happen much

First, this paradox expresses the law of increase of requirements: whatever financial possibilities the person possessed, its requirements always will be more. Those cases when new financial possibilities do not lead to visible changes in a way of life, to new acquisitions or investment projects, mean only that at their owner dominating requirement is accumulation (behind it such psychological motives, as the raised uneasiness and desire to feel the secret importance) can disappear.

Secondly, here radical line of the Russian economic psychology — desire to get rid of money is expressed. A life without the money, propagandised as a component communistic мироустройства or as the policy «lives on credit», is unconsciously very close to Russian psychology. Money as if «burns down a pocket» compatriots and if do not leave on distribution of debts are often spent by absolutely irrational image. Many money — many grieves, both multiplying money is multiplied also by grief — is written down in the Bible of Russian soul. People who have money, are perceived as "strangers" and the criminals breaking the key law «money does not happen» much.

Paradox 2. Money — most virtual of all real and most real of all virtual

For personal psychology money becomes the objective factor. Regular employment by auto-training «today I will become rich» far not always leads to occurrence of real money. For personnel management, on the contrary, the relation of the personnel to money becomes that reef which transforms a smooth planned current of the corporate river into a rough uncontrollable stream.

As an example it is possible to result a recognised situation when planning of expenditure in a modality «here becomes dominating imagination of the person in this thesis I will receive the salary and …». The psychology is under construction on other laws, rather than economy, therefore a result becomes frequent that the sum of planned expenditure (постричься to buy a sofa to replace a sink on kitchen to buy to children gifts by a holiday etc.) several times exceeds the real sum of the salary. As a result in a real purse money exists some days, and then again moves to virtual updating, in a reality there is only an aggression in relation to the chief who so pays a little.

Paradox 3. The sum of compensation and quality of work are not so directly proportional

The question which plants the majority of workers and heads on the different parties of barricades, sounds approximately so: «If to pay to the worker twice it is more, whether it will work twice better?» Practice of consulting work at the various enterprises shows, that a way of improvement of quality of work only at the expense of increase of level of payment — a way deadlock. The third important size in the given proportion is the worker with the corresponding professional potential, personal features and motivational priorities. I will risk to offer the thesis which grows out of experience on the organisation of work with the personnel: in a concrete industrial situation (official duties, motivation system, relations of production, the concept of encouragements and punishments etc.) The concrete person works as much as possible well. It is possible to work, of course, "at half strength", but it is that maximum of which the person in the concrete industrial situation which are under construction is capable, possibly, on the latent sabotage connected with not expressed aggression against the heads or collective. If to this worker to raise the salary it, most likely, begins to work even worse as increase as will apprehend a tip and unwillingness to discuss collected problems.

On the other hand, solving this equation with three variables, you understand, that if in time not to raise the salary finally quality of work of the enterprise can decrease as the key person will pass in other enterprise and will work there as well, as well as for you, but for большее compensation.

The understanding of equivalent essence and paradoxicality of money, certainly, complicates the answer to, apparently, simple question «Why you pay in the subordinate such salary?». However it is possible to be convinced easily, that the simple answer to this question is always incomplete or wrong. We have spent express interrogation of heads of the several enterprises of Ekaterinburg and have faced following answers to this question.

I cry as much, how many and everything, for this work. A lack of this very widespread approach is that at the different enterprises employees of one nomination carry out absolutely various duties. Functions of secretaries, sales representatives and even chief accountants, let alone sales managers and heads of divisions are insufficiently standardised. Therefore establishing compensation to the secretary-reviewer, for example in two thousand roubles, you can as to overpay so to underpay.

I try to pay so much that them sufficed for a life. At once the joke with morals is recollected: «Unless it is a life …». Certainly, representations about a necessary way of life are absolutely various and, unfortunately, also are subject to the law of infinite increase of requirements. Over one enterprise very ascetic man adhering in an establishment to level of a payment of this principle supervised. To have good cars and clothes was considered among workers as a bad form sign. Periodically the enterprise was left by good workers, and it gradually turned to «a smithy of shots».

Level of a payment is a consequence of economic calculations: if I pay more I will need to withdraw means from other funds, and it destabilises the enterprise. The corporationism based on a principle of "a tightening of belts» for the sake of "common cause", always is an inevitable stage of development of the enterprise. However it only a stage and if it is tightened for the period of more half a year it is necessary to search for other motivational reserves.

Nobody complains, asks nothing. If there will be such statements then I will solve: to dismiss this worker or to raise to it the salary. Workers show the discontent differently. There are, of course, variants when subordinates come to the head and prove the requirements of increase of the salary full written calculations of the budget of his family and necessity to save up for summer holiday. As a rule, in such actions all depends on, whether the worker will manage to "press through" feeling of fault of the head. Often the worker does not do statements, does not write a note of protest, and simply works is worse or leaves on a new place.

I am not interested in it, there is a special department which is engaged in it, I only sign the prepared orders and the list of staff. Possibly, it is the unmodern approach, but on an operational experience with clients you come to conclusion, that the centre of the power of the enterprise is there where money is distributed. If an establishment of salaries the personnel service she becomes very authoritative division if the director for the finance — that gets on 23rd of February to him the best gift knows. Thus, while the corporate psychology has not reached due heights in Russia, do not let out this question from the hands if wish to keep the real power.

Circulation of money in relations of production in general extremely a complicated question as, on the one hand, it is very important (work of the hired worker is, as a matter of fact, sale of services), and on the other hand, is overloaded by psychology in a square (both the head, and the subordinate).

Confidential recipes on transformation of money resources into means of efficient control the personnel

At definition of optimum compensation for work of subordinates be guided by following rules:

— Be guided by an average level of a payment for the given trade in the given area, instead of on type reasonings «my mum has worked all life the teacher at school and receives twice less». Consultation on level of a payment and about volume of official duties can be received in personnel agency;

— Be guided by the general level of salaries in the enterprise. It is obvious, that salary increase to one of employees will lead to impatient expectations of all of the others;

— The formula rescues from overpayments: pay to the person so much, for how many it it will be good to work. Here it is important to find out expectations of the worker to which, by the way, often happens difficult to name the desirable sum as money in the Russian mentality is loaded by feeling of fault. The answer to a question «How many costs your work?» Is at the same time the test for adequacy of the worker and way to find out system of its motivation. If he names the low sum it can speak about other priorities (for example, desire to structure a free time or possibility reception to communicate with colleagues) or about a low self-estimation. If the sum is unfairly high, that, probably, he wishes to bargain (it it is necessary to welcome, if it, for example, applies for a post of the sales representative), considers you as the near person or does not wish to work absolutely;

— Certainly, it is necessary to consider, that on all economic раскладам to spend for fund of a payment more than 30 percent of the income dangerously for a life, even in sphere of services.

Remember that money is sated by feelings and the latent senses. Therefore it is necessary to decipher a problematics of money for reception of a real picture of an event.

For example, the salary delay to young female collective results not only to that they cannot buy new shoes to responsible appointment, but also to that they feel to nobody the necessary unlucky persons and by short logic conclusions come to conclusion, that their private life does not develop because of the bad chief. And the power of female aggression can destroy not only the enterprise.

Here some typical semantic and psychological equivalents of money:

Reception of money = a recognition, approval, possibility to realise desire, sensation of obligations to that who has handed over them, shame;

Presence of money = взрослость, force, weight and desire to get rid of them, feeling инаковости (at surrounding money is not present);

Return of money = clearing, expiation, reception of resource experiences (for example, charity possibility), self-estimation decrease, aggression, formation of dependence of the addressee;

Absence of money = powerlessness, infantilism, dependence, freedom, a condition of constant reproach to associates.

Within the limits of the corporate standard it is necessary to see accurately a place of money in structure of requirements and motives of the personnel.

The corporate standard are the professional and personal qualities necessary for the personnel of the enterprise for as much as possible effective work. Usually such standard is present or at a head of the head, or is registered by personnel service on a paper. In any case at personnel selection it is necessary to rationalise the expectations and a possible measure of the compromise at a choice of the candidate.

The rationalised corporate standard is necessary not only for exact selection of the personnel, but also for efficient control for them. It is obvious, that the motivational policy at the enterprise at the heart of which corporate standard professionalism lays, will strongly differ from the enterprises with priorities in the field of personal fidelity to a management. The essential moment in understanding of the corporate standard is the understanding of a place of money in corporate consciousness of the personnel.

Fortunately, for last 10 years there were many collectives where reception of a maximum quantity of money became leading motive of activity. The happiness consists that is easy enough to operate such collectives. Heavier case when money in corporate consciousness associates with something indecent and dirty that causes immediate aggression in relation to their carrier. Such situation often meets in акционированных the scientific research institute which majority of workers always derived strength and a high self-estimation in demonstrative asceticism.

Magic of money

All stated above should convince the reader that money it is not simple pieces of paper and pieces of iron. The human psychology allocates them really with magic properties. As well as any magic substance, money demand the special reference and corresponding rituals. These rituals are in all labour collectives with number not less than one person. The understanding of specificity of a data structure of rituals at the enterprise speaks much about style of a management, strategy of management by the personnel, the corporate standard and a psychological climate.

What for magic rituals mean? First of all, it is salary payment ritual. Besides, it can be rituals of announcements of increase or salary fall, rituals «three days to the salary», ritual «next day after the salary» or «a delay of reception of money for week». We will result examples of the most significant ritual of salary payment.