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Effective management activities nowadays in the days’ economic situation and environment seem to be impossible without the use of modern management tools (methods, techniques and concepts).

Management as a system of organizational activities will be crucial for the United States of America and other countries of the free world for a rather long period. In addition, the need for good leaders will gradually and steadily increase.

The uncertain duration of the "cold war" has imposed severe restrictions on the economy, which could save only the long-term economic growth. Economy had to simultaneously meet the military needs of the country and provide the expanded reproduction of the peaceful industry. Of course, for the immediate switching between the peace and the defense industry an unprecedented effort of the entire economy was required. This need, the satisfaction of which is sometimes completely under the hard conditions of the survival of the nation, lays in the deficit of competent managers, especially at large enterprises (Turner 2013).

The fact that today the United States is a world leader in both the economic and social development making the management of enterprises one of the most important derections of its activity. From the top, there is only one simple way - down. It always takes a double effort and expertise to stay on top than this is required while lifting. In other words, there is a real danger that the United States will begin to move back and reach the state of the UK in 1880.

The country may be doomed to decline due to the lack of foresight and some attempts to change anything. There is the evidence that it is better for the country to defend the already achieved results rather than move on. Meanwhile, the productivity has increased rapidly only in the new industries, while remaining constant or even decreasing in others. Only the qualified and constantly improving management will keep making progress and will not allow us to become complacent, self-satisfied and lazy.

Outside of the United States of America, management has perhaps even more critical and difficult grounds and conditions of the development. First of all, the managerial abilities will determine whether Europe will be able to regain its economic prosperity and to clarify the exact time required to achive some positive results. Will the former colonial countries and commodity quickly rising the generation of competent and responsible managers? From this, it largely depends on whether these countries will succeed in the development of a free economy or become communistic. Indeed, the entire free world is now dependent on the competence, skills and responsibility of management (de Vries 2003)

With all the variety of tools of the managerial influence, we will discuss only some of them in this paper.

The main component of management is the management of staff. Human relations seem to be the basis of the successful professional activity of any manager.

The Analysis of the internal situation is necessary in any organization. Without it, the existence and functioning of the company is impossible. The researche of the mobility management personnel, professional staff, personnel policies and the psychological situation within the organization enables to operate successfully in any, even the most complex political, economic and psychological conditions.

The purpose of this paper is to explore the modern tools of management. Thus, only the right implementation of the information below could result into positive changes in the orzanization and rise the efficiency of its productivity.

Modern Instruments of Management

Economic methods of management contain the means of influence, which are a great value for the economic relations and interests of people. Economic interests could be divided into four main groups:

· The interests of the state;

· The interests of the industry;

· The interests of the certain group (or a organization);

· The interests of any individual.

There are always dialectical contradictions between these main interests. However, the main task of the manager is to allow these kinds of contradictions, but the same time to search for the possible compromises. The potential economic controls include:

· Cost;

· Cost-effectiveness;

· Profit;

· Return on assets;

· Price;

· Salaries.

One of the most important economic categories that has the substantial influence on the development and activity of the enterprise is the wages of workers. There are many different ways to induce labor. They are able to provide one or other economic effects.

It is seen that the initial growth of the wages affects the activity and gives a push to its growth. The further growth of wages, obviously leading to the higher overall costs, resulting in cost and price of products will increase, and the volume of sales, revenues, profits and margins will fall. The overall effect of the activity will be reduced.

Anoter group of tools is presented by the economic-mathematical method. It is the method that is based on the same search optimization curves that demonstrates not only wages, but also other indicators and the entire production system (a model "entry - exit" or "effect - costs"). Optimization curves may be different from the interests of a person, organization, industry and government (Kleiman & Lawrence 2010).

Organizational and administrative methods are the methods based on the strength and authority of the government that is stated in the specific acts of there will such as: decrees, laws, orders, regulations, and instructions. They give a rather wide range of activities to develop:

· To regulate activities of the entire organization, departments, and the position;

· To provide the organization with the main standards in this sphere (time, number of personnel, the development of standards, the concentrations of hazardous substances);

· To maintain discipline (warning, explanation, insight, and tips).

Socio-psychological methods are the specific group of methods that use the individual and public psychology of consciousness, based on socially significant moral and ethical categories, values and upbringing. These methods are based on the human relations and integration in the society. However, social processes are divided into four main levels:

· The level that deals with the whole society (the state);

· The level of the certain group (or a organization);

· The level of the working group;

· The level of the concrete individual (personality).

Moreover, there are a lot of conditions that influence on the psychological presentation and effectiveness of the management activity. The main factors determining the course of social processes may include:

- Demographic factors;

- Age;

- Gender;

- Ethnicity;

- The level of education and qualification;

- Total amount of representatives in the working group;

- Psychological conditions.

The work of the manager is not an easy thing to do; thus, it needs a huge potential, concentration of attention, the knowledge of the economic situation in the country and future perspectives. Moreover, for the successful manager, it is important to:

· To properly assess the individual qualities of an employee;

· To choose, place and secure the frames in the workplace in a right way;

· To create the conditions for the maximum development of individual competencies of an employee.

Automated methods of control are presented by the group of methods that use electronic computers, the telecommunication equipment and computer networks for the implementation of main aspects in the management of the organization and its relations with the external environment and the realization of basic functions of management. They are such as: analysis, forecasting, planning, optimization and decision-making, accounting, control and monitoring.

The construction of the automated control system organization includes the development of the following main components:

· To develop a model of an organization, and network security ;

· Information support;

· Mathematical software;

· Language services;

· Software;

· Technical support;

· Organizational support (the set of documents that establish the rules of engagement units, which operate in the sub-systems and local area networks );

· Methodological support (a set of documents, rules, regulations, normals, and the standards necessary for the proper and consistent operations of sub-systems and local area networks) (Brief 2013).

In plain words, the basis of organization of the presented system seems to be a plan for the database of the organization, developed in accordance with the model of the organization.

It is important to mention the objectives of the operation process:

· Minimizing the time spent on communication processes in organizations, and increase the management efficiency;

· Accounting and control of production processes, which reduces the overall costs;

· Ensuring the optimal planning, optimal resource allocation and inventory management;

· Scheduling the movement of resources in the organization.

The highest level of the management automation is presented by the integration of automated processes of design, planning, production, storage and marketing through the use of the activities presented above. Telecommunications’ equipment and computer network are used to perform financial calculations, work with suppliers, customers (business online electronic stores) partners.

Problem-oriented management techniques used in the complex emergency situations (economic crises, the loss of markets, natural disasters, accidents, and emergencies). There are several concrete situations that need the usage of the problem oriented management; in particular, the action in this case should include such elements:

· Selecting the complex critical situations – some problems that may arise in future and need to be solved quickly;

· For each of the situations, developing the possible scenarios (diagrams, algorithms), the development of events, optimistic and pessimistic forecasts;

· Developing the scenarios responding to possible emergency situations as a main goal to minimize losses and speed the rescue as the most valuable.

There are also some problems you may possibly face with in case of a difficulty or an emergency economic situation, and in such conditions it is important to:

· Necessarily coordinate the execution of programs in terms of the performers and objectives;

· Correct the allocation of rights, responsibilities, and resource provision.

In such situations, the basic critical resource is time. It comes to the difficulties with the ability to manage the time efficiently. The special training, workshops, and training sessions allow departments to coordinate the action and leadership in emergency situations, to identify and analyze the errors while responding.

Leadership and Management Styles as Modern Management Tools

Leadership issues are a key to achieving the organizational effectiveness. The control method based on leadership is able to solve the most complex problems and to respond to unexpected situations rather quickly.

Leadership considers being a process of the non-violent impact towards a group or an organization of some goals. Leadership is primarily based on the relationship of a "leader – his followers" rather than a "boss – a subordinate." Not every manager can be a leader. In the team, he may appear as an informal leader. This situation is rather common in the nowadays management activity.

Approaches to the study of leadership are a different combination of three key variables including:

· Leadership qualities (intelligence, dominance over others, self-confidence, activity, expertise, and the ability to manage the attention of others; the ability to obtain the trust of employees, and the ability to govern themselves, and so on);

· Leadership behavior (authoritarian, democratic, and passive with a focus on the formal structuring of working in a team or in the own relationship with his subordinates, with a focus on problems in work or in relationships with subordinates. Leadership styles based on the matrix a "reward – a punishment, in view of the situation - without regard to the situation", with the leadership substitutes at the level of the personal qualities of subordinates (when leadership is required, and even harmful because of the personal qualities of subordinates, such as high level of professionalism), at the level of the content of work (when it is not required because of the clarity, besproblematichnosti work) and at the level of organizational environment (when it is not needed because of the high formalization and specialization of work and the close relationship between a slave);

· A situation in which the leader operates.

It is important to underlain the substantial role played by the behavior of followers. Early concepts of leadership (personal and behavioral) offered to pay the attention only to the personal qualities of leadership and examples of his behavior. Situational factors have not been considered. The principal based on the situational leadership approaches may include:

· Continuum of leadership behavior (Tannenbaum – Schmidt);

· A situational model (Fiedler);

· A situational model (Herseya and Blanchard);

· A model "path - goal"(Thorens, Mitchell and House);

· A model (Stinson – Johnson);

· A decision-making model (Vroom - Yettona Jago) (Kotter & Cohen 2002).

Continuum of leadership behavior Tannenbaum – Schmidt - the ideologists that present this model insisting on the exceptional value of the leader. Thus, only leader is able to determine the main objectives of the future development and the efficient organization of the working process in the enterprise. However, they used to underline that a leader:

· gives the team enough freedom to make decisions; and he just said the right derection of the future activity;

· delegates some groups the right to make decisions on certain issues they are good in;

· highlights the problem, asks for suggestions and makes decisions;

· provides solutions himself and feels able to change them, taking into account the views and initiatives of the collective;

· puts forward ideas and offers them to discuss, and make decisions himself;

· decides himself and convinces the followers of the rightness of their decisions;

· makes some decisions and bring them to subordinates (Poluha 2007).

According to this model, the leader selects one of seven possible patterns of behavior depending on his views on the sources of power, with respect to the followers and the situation. Members of the team believe that he is given the power to followers that he is that people tend to self-govern with the proper motivation. Autocrat believes that power is given by its position in the group (organization) on top of that people being intrinsically lazy, selfish and dangerous to rely on them. Between these extremes, there are five intermediate styles of behavior. Selecting one of them is due to the changing situation and changing relationships with followers.

A situational model of Fiedler - Fiedler believes that the leader of the respondent who receives higher scores, who describes his work very positive, focused on the relationship and the managers who have received lower scores have a style that focuses on the work of the leader with the lower score. Fiedler believes that the leadership style has remained relatively constant and changed only little over some time; as in the style there the intrinsic motivation on relationships with people or work are related.

The analysis has showed that in the situations of 4-7 (moderate conditions benefit of amenities), the best results are achieved with the high score leaders. In the cases 1, 2, 3 (the most favorable conditions) and 8 (the least favorable conditions) low score leaders have been achieved.

A model of Blanchard Herseya - This model has presented the periods of the followers’ development. Moreover, it is presented as the stages of it. These stages are called as the maturity of followers. This position includes:

· Maturnity1 - is able to work at a small degree, rarely willing to work;

· Maturity 2 - can work to some extent, sometimes willing to work;

· Maturity 3 – is able to work sufficiently, often willing to work;

· Maturity 4 – is able to work in a large part, is usually willing to work (Craig 2009).

Moreover, this model deals with the styles of leadership. All the leaders are divided into certain groups:

· Style 1 - pointing (it gives the assignments and checks the performance);

· Style 2 - convincing (and explaining urge);

· Style 3 - involving (helping in the work and acting as a partner);

· Style 4 - delegating (delegates responsibility; switches from the task and the person on the development of the organization).

The border regions S2 and S3: requires the intensive work with a person. This model is oriented on the leader as a main actor of the management process.

A model of the "way - the purpose of" Terence, Mitchell House - an effective leader helps, subordinates to follow the path and leads to underline as the desired goal. If the motivation of the employee (self-regard, the amount of force and the amount of remuneration) is supported by the best style of leadership; the organization operates efficiently. In this model, you can select one of the four presented styles:

· Guidance (explains what to do, says and when they are expected, which will reward the clarifying of the path to the remuneration);

· Support (appeals to subordinates as equals, helps and supports in the work);

· Focus on the achievements (establishing the tense, but attractive targets some justification benefits of achieving this goal);

· Participating (with subordinate councils to ensure their participation in management).

The choice of style may be influenced by the following situational factors:

· Quality of subordinates (the belief in the predetermination of results - in the connection between efforts and the reward of labor, the tendency to subordinates, power);

· Organizational factors (the content and structure of the work, the system of formal authority, the culture group).

For example, when the tasks or goals are not clear enough, it is advantageous to use a participating style. If the employee does not feel the connection with the efforts of remuneration, the directorial style is appropriate.

A situational model Stinson-Johnson - in this model, the choice of leadership style is determined by the following situational factors:

· Quality of subordinates (they need to achieve results, knowledge and experience);

· A structured type of work (high and low).

According to this model, high and low interests to the relationship with the leader depend on the leaders’ effeciency in the following two situations:

· Work is highly structuring; the followers have a strong need for the achievement and independence. They have a great knowledge and experience for the job;

· Work has a low degree of structure; the followers do not feel the need to achieve results and independence; and they have low knowledge and experience.

Low and high interests to the relationships are appropriate in the following two situations:

· Work is highly structured, but the followers do not feel the need to achieve independence and if they have the sufficient knowledge and experience;

· Work is not structured, but the followers have a strong need for the achievement and independence when they have more knowledge and experience.

A situational model of decision-making Vroom-Jago Yettona - in this model, we consider only one aspect of the leadership behavior, i.e. the involvement of subordinates in a decision-making process (Tague 2004).

Researchers have developed a special "tree issues" with which you can choose one or the other style of the management behavior. The evaluation of solutions in this model is determined using the equation:

· Quality solutions (high, low on points);

· The level of commitment to the outcome (high or low);

· The urgency of solutions (high and low in points).

The role of the head is reduced to the role of chairman of the meeting. He does not try to influence the group; he is willing to accept and comply with any decision, and welcomed by the whole group. This model is basically more oriented on the team, thus, it takes to account the decision made by its members.

New concepts in leadership theories - the nowadays economic development needs new solutions for the efficient development of any kind of the organization. This is the reality we need to take to account. New concepts in leadership theories try to combine traditional (personal and behavioral) and situational approaches.

Among some new theories of the leadership we could name the next ones:

· An Attributive concept of leadership;

· The concept of charismatic leadership;

· The concept of transformative leadership.

· Attributive concept of leadership (Frost 2010).

The essence of the concept: attributtive (internal attribution of the causes of poor performance subordinate and false information about him, such as laziness, low responsibility, and low power) often distorts the perception of the head and forced him to be inconsistent in their behavior. As a result, not only the leader affects subordinates, and relations "a leader – a subordinate" to influence on the leader. These relationships can lead to the dismissal of the employee or to the decrese of the managers’ influence. If the relationship is appropriate to the situation (attitudes and behavior in the head with his subordinates accepted by them) the organization operates effectively and is able to enriched relationships. Otherwise, there is a depletion of respect and conflicts as a result of this kind of activity. The efficiencyof this kind of the relationships and the situation can be achieved in suxh cases:

· If the employee learns lessons from the behavior of the leader;

· If the leader learns lessons from the behavior of their subordinates.

The concept of charismatic leadership - the charismatic influence is a specific type of influence that is not based on logic in the actions, but on the personal qualities of the leader of the outer and inner attractiveness, image, manners and behaviors (speech, gestures, and posture). Charisma provides benefits to the leader to lead the people.

Moreover, charisma considers being a source of leadership power over subordinates, the power of example. Charisma may have a positive (Martin Luther King) and negative (Hitler) side.

The concept of conversion (reformist) leadership is the new leader's ability to translate vision into action addressing followers, calling them the enthusiasm as the basis of transformative leadership. The leader of the converter is not inspiring charisma and the creative approach to business, backed up by real past achievements, not myths. Relationships with subordinates are not built on the principle of "love / hate" and the principle of "respect / hope." The followers were inspired not by the short-term goals (speedy execution of work), and long-term (change the group through development). The distinctive features of the leader-converter include:

· The ability to attract subordinates to management and to actively participate in group activities;

· The ability to constantly balance between compromising with the group and servility on the part of subordinates.

The Use of Modern Management Tools (Socio - Psychological Method)

Currently existing conditions for the characterization of the organization, the internal situation in the workplace using the concept is "socio-psychological climate", "moral-psychological", "emotional", "organization" or "production" environment. A social - psychological climate (SEC) group is a state group that is caused by features of life in the group and the main conditions of the interaction in the team. This is a unique fusion of emotional intelligent attitudes, moods, feelings, and opinions of the members of the group. All this is presented as the basic individual elements of the SEC. The internal psychological climate is formed as a set of circumstances in which the activity of the members of the team taking place. These circumstances give a rise to a certain set of team members, manifested in their internal relation to the surrounding to the content of their work. To determine the specific SEC staff proposes to use the following procedures:

The specific model of the behavior which is the basis of human tendency to communicate with other people in a certain way;

· A particular model of beliefs common to a group of people;

· Any personal belief acquired through socialization processes (Olthuis 2006).

Relationships seem to be hardly organised processes that permeate the entire essence of social life of the collective. The contact people are not confined to the relations of production. The smaller is the size of the team; the greater is the impact on all other processes.

First of all, the social and psychological environment plays a very important role in the formation of the close working and personal relationships. Healthy interpersonal relationships exclude psychological incompatibility, provide interoperability between them at the level of cooperation, and improve the mood of people.

Moreover, humor is a basic element of positive mood in the team. Thus, it is serving as a certain sense of the mood of people to their increased or decreased susceptibility of some emotional life circumstances, values and worldview. Formed under the influence of specific socio-economic conditions, the mood of the team has a great organizing force. It tends to capture all areas of psychological activity. In a good mood collective is active, and committed to the highest professional results. When there is the depressed activity sharply dropped there is a growing fatigue.

Opinions are appraisal and emotional judgments or the vast majority of all members of the group on any matter of industrial, social, and everyday life.

Traditions are a necessary condition for the formation of a cohesive team, which have a huge impact on his SEC. Each team adds up their traditions that define its further development as a movement from the development of a collective tradition to the development of others. The presence of a particular tradition has (positive or negative) impacts on the livelihoods of the organization and the formation of interpersonal relationships in a team.

The psychological state of the team has a degree of satisfaction with their work and its results.

It is nessesary to determine the main two kinds of the SEC: positive and negative. The positive climate plays a huge role in a person's life. First, satisfying the natural human needs in communication and business cooperation they gain the support and protection and serve as the tool of the recognition of their success and achievements. The positive SEC gives an opportunity to take a fresh look at ourselves. The team with the positive SEC stimulates the creativity of the most of members, awakens in them a desire to improve the individual adaptation to the environment.

If the SEC is negative, the depressive function takes place instead of challenging. The presence in the collective antipathy and distrust to individual employees, indifference to the feelings of colleagues and, in general, poor interpersonal relationships, leads to a distorted perception of people in a team environment, a deterioration in sentiment, opinions disunity, and the lack of interest in collective traditions. All this adversely affects the health of people and the results of the labor.

The SEC organization is made up of the mood, feelings, opinions, attitudes, traditions, etc. is an indicator of the level of development of each organization. It is always reflected, objective to the group and the environment in which it takes place, thus, the healthy SEC staff has an undeniable impact on improving people's initiative and performance, operational difficulties.

Conclusion

Looking at different components of management, the methods or tools of management, it is clear that the purpose of each of them generally is one and the same; and it is intended to enhance management efficiency. Therefore, we can conclude that the goal of management is the management system and its essence that is using all the modern tools to lead the organization to the selected line and futher to the top of the commercial successand professional efficiency.

In the presented work, more attention is paid to the social - psychological approach as a modern management tool. Thus, the professional team is considered to be the ground of the efficientcy. The research is concentraited on the social - psychological climate in the collective consisting of 9 persons. However, an attempt to make recommendations to improve the socio - psychological climate of the organization was made in the paper.

The competent administrative communication with the staff using modern tools of management not only creates the optimal climate in the organization, but also contributes to the efficiency of the personnel, and helps employees to show an initiative.

The social - psychological climate of the organization, which is composed of mood, feelings, opinions, attitudes, and traditions, is considered to be an indicator of the level of development of each organization. Without the use of modern tools of management effective management of the organization is impossible.

Management plays a very important role in the activity and existence of any kind of organization. Moreover, with the transfer to the market economy the value and role of it increases a lot. Today it is the matter of concern for the entire society, thus, the management as the activity is used not only enterprices activity, but in activity of different types of organizations: voluntary, public, and health. However, management is a type of the organizational activity; and its main aim to find the compromises and satisfy the needs and meet the interests of all members of organization and external participants in its activity. Thus, it is omportante to underline the international priority of its methods and tools, as it isobvious that its sphere of influence is substentialy broden during the last few years. Even certain organizations are created to work on the development of main ideas and directions of its development and unifications for the international implementation.

There is no hazitation that almost any company in the world uses the ideas and tools of management for the efficient professional activity. The number of managers grows a lot and the reqirnments to the future managers becoming even more severe.

The role of the specific tools of management is hardly to determine, thus the priorities change due to the changes in the society and economy. The role of management is truly significant, because the essence of management is to achieve the final result of the organization with the maximum efficiency at every stage of the process and minimal costs spend on it. The role of management is to ensure the stable operation of the processes in any type of organization. The essence of the functions of the management system in anticipation of the consequences, planning goals, a process organization, available resources, a coordinate action and control assignments.

Moreover, the general role of management is formed of three main components: the social and economic impact and summarizing the socio-economic influence (Gomez- Mejia, Balkin, & Cardy 2008).

The social effect lays in the responsibility for the quality of working conditions, the reduction of occupational diseases, which leads to saving of financial resources, as well as lower costs for the payment of certain social guarantees.

The economic effect regulates a value form and allows to monitor the variation of the direct growth, decrease production costs, and increase profits.

The socio-economic effect describes the result of using economic indicators: the gradual increase of the volume decreases the cost of production cost, and the total cost of the organization, stability of production, profit growth, the stability of the enterprise in the market. The fruitfulness of resources organization, you can either increase or decrease using a variety of methods and techniques, and selecting those that is best suited for a particular company.

The role of management, as well as the control system, cannot be underestimated, because the good management and effective control system increases the performance of different organizations, the optimization of manpower, financial and material inputs for the production and lead the company to achieve its main goals - profits.

The integrated application of modern methods or the tools of management enables an organization to work more effectively in the chosen market area and systematically implementing its strategy going to the top of the professional success.

In the course of this work, I have taken a part of modern tools of management. From my point of view, the objectives set at the beginning, have been resolved and, therefore, its purpose has been achieved.

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