Человекоцентричная парадигма управления: макро- и микроуровень

Human-centricity means building a management architecture in such a way that management sees a person, his uniqueness, interests, needs, and motives behind goals, objectives, and strategies. As a result, an internal corporate environment of open, trusting relationships is formed, which positively affects all aspects of the organization's activities. This approach is relevant for both bureaucratic structures and companies that adhere to the principles of holacracy. The absence of hierarchy does not negate leadership, the need to plan, organize, control, coordinate, taking into account the values, expectations, needs of employees or team members. Cases where social incentives even block monetary motivation are not uncommon in management practice today. Analysts distinguish three clusters of companies implementing the human-centered management paradigm. Each cluster has its own specifics depending on the focus on its employees or the external environment (external actors). Some of the indicators of human-centricity are in the zone of vulnerability. It is possible to correct the situation if the manager has human-centric competencies.