DOI: 10.25136/2409-8647.2019.3.30505

Abstract: The subject of this research is the transformation of the concept of managing human resources within organization as a transition from object-based to subject-based management in the conditions of changing external environment. The goal of this research consists in conceptualization of the transformation of human resource management within organization under the actor approach. The author pursues the tasks to justify the reasonableness of the transformation of the concept of human resource management within organization, expound the concept of subject-based approach towards human resource management, substantiate the methodological bases of the actor approach within a dynamically developing unstable environment, and devise a concept of transformation of human resource management within an organization. Special attention is dedicated to maintaining the idea of the functional significance of a human for an organization, underlining human role as an active working start – building block of the organizational reality. The author’s contribution into the research of this topic consists in the implementation of transformation of the concept of human resource management within organization using actor approach, suggesting the transition from the object-based towards subject-based management. These changes are relevant to the methodology of pragmatic constructivism, which defined the integration of the framework of the concept that include subjects (individual and collective), values (collaboration, parametric objectiveness and accord, work as a lifestyle), principles (communication, structuring, usefulness), and instruments (experience, organizational polylogue, digitalization, which defines the scientific novelty of this study. Correlation is established between the transformed concept of human resource management within organization and the transformation of external environment as chaotic and volatile.

DOI: 10.25136/2409-8728.2018.4.24133

Abstract: The subject of this study is the Socratic dialogue (polylogue) as a form of philosophical practice. The goal is to substantiate the instrumentality of Socratic dialogue in problem management. The author examines the Socratic dialogue as a universal method of problem management, based on clarification in questioning the essence of the problem, and applied in the issued of everyday life alongside the organizations in educational, political and economic spheres. Identifying sequential stages in development of the instrumentality of Socratic dialogue for solution of the problems, along with the original Socratic dialogue, organizational polylogue, and educational dialogue – particular attention is given to the Socratic dialogue as type of philosophical consulting. Author’s special contribution into the study lies in substantiation of reference to the philosophical inquiry of the pragmatically oriented business. The author determines the advantages of implementation of the Socratic dialogue for solving the organizational problems in comparison with other modern forms of philosophical practice (existential consulting, logical-philosophical therapy, philosophical partnership) as the organically synthesizing the logical-gnoseological and communicative-axiological components. The article underlines the communicative nature of the Socratic dialogue, its relevance as an adaptive method for solution of the problems in the conditions of postindustrial society, ad hoc organizations with a tendency to constant growth of the number of problems.