To operate people - means to influence on them, to motivate and convince them. It means to have special qualities, to be for them the leader and the leader, the person whom they will follow and who will be respected. The management skill people consists in ability to lead them and to do successful, but not in trying to obtain unconditional submission. It assumes knowledge of secrets and the technician of effective management of people, but not manipulations with them.
How to distinguish management from manipulation?
The last, as a rule, pursues a definite purpose which is unknown for the victim. It too the management but hidden, based on knowledge of people's psychology and its weaknesses. The manipulator forces it to make acts which are favorable to him, but not the one whom it operates.
How the hidden influence is made?
At first it becomes clear what requirements and values are inherent in subject to manipulation. It can be aspiration to safety and comfort or feeling of belonging to any group, possession of the status and social standing; desire to show the abilities, to be recognized or to study and develop.
Knowing requirements - they are weaknesses - the manipulator builds the relations with the person, giving it the correct compliments, making the necessary promises, issuing information according to expectations and fears of the victim. He can also put pressure, create conflict situations, violate the norms of etiquette and morals, not to give to the person of time for thinking and decision-making. And, after all, forcing it to arrive in a certain way.
Ways of protection against the hidden management behavior of people
The most important is not to give a reason for manipulations. That is not to tell about itself to everyone, not to share personal information. If the hidden influence is available - you are forced to commission of undesirable actions, shifting all responsibility, do not allow to come round, consider the answer - be protected.
Allocate active and passive protection. In the first case of the technician of direct questions removes the hidden management of people in open influence. To ask rather directly: what do you want what you try to obtain? what do you need from me?
In the second case of attempt of influence are just ignored. Provocations remain unaddressed, pauses in a conversation are used to collect the thoughts and to calm down. The main thing is not to behave impulsively and thoughtlessly what "expert" on art of secret management of people tries to obtain.
How it is correct to direct?
The psychology of management of people and their behavior is formed on knowledge of the basic principles of the management:
- To cause trust. It is always fair to arrive, to recognize achievements of others, to praise and encourage them.
- To know psychology of people and on its basis to build management of them. To understand their aspirations and desires, motives and values and to send them to that area where they will be able to prove most brightly and fully.
- To set an example. To operate people, being a role model - means to them to have huge influence, to be "one of them".
- To fill any action with sense. Sense of purpose, vision of future results - the best incentive factor in any activity.
- Use of these principles creates effective model of management in which people respect and appreciate the head, work on achievement of goals with the maximum return.
The lack of mutual trust and recognition, as well as management of people without human psychology, will never result in the same results. The authoritative management and ignoring of interests and needs of subordinates suppresses their initiative and motivation, they do not seek to prove and are indifferent to results of the work.
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