However, practically apply their knowledge of organizational psychology can only in the event that its jurisdiction is not limited to tasks " naval service ", and will cover all levels of the hierarchy , including the subjects of organizational power. Until now, the organizational psychologists primarily engaged in the development of psychological tools consolidation of individual goals of employees in accordance with a common purpose , that is, in fact been one of the tools of organizational power. Power itself while always provided outside or on the periphery of the attention of psychologists , and its subject - beyond the reach of scientific methods to assess his professional and personal qualities .

Now is the time to actively use psychology to improve itself and the organizational power. Huge reservoir of accumulated psychological knowledge about man needs to rethink and not orient with respect to the abstract of the employee or the manager, and in relation to the real subject of power. Practice shows that the solution of psychological problems in the organization - whether it's a problem of motivation , leadership, group dynamics , development and reform organizations, professional selection , norms , values ​​and organizational culture - and invariably linked to a large extent is determined by the functioning of government. The extreme importance of power as a critical organizational process making it a central issue and the issue of developing a new conceptual system , in which as a basic category are the categories of power. Achieving these goals will surely require the collective efforts of many scientists. The first steps in this direction taken in this book.

Ideas , methodological approaches and methods proposed in the book, have been developed over the last decade. They have been tested at international conferences , symposia and workshops , as well as during the course readings organizational psychology in a number of domestic and foreign universities . In general, many researchers , managers, teachers, graduate students and students from various disciplines and professions are already familiar with most of the proposed materials. Thanks to this feedback some sections acquired primarily action-oriented , while others - most theoretical completeness. I hope that the reader will find the book useful combination of theory , research and practical implications . The sequence of presentation reflects the main objective of the book - a generalization of the achievements of modern organizational psychology as part of a new paradigm , which is based on the category and the process of organizational power. The book consists of 5 parts with 13 chapters.

Part I « The organizational psychology as a scientific discipline" is devoted to the analysis of general methodological and theoretical problems of organizational psychology. In the two chapters included in this part deals with the history of formation , the subject and the problems of organizational psychology at the basic techniques to give a scientific explanation and predict human behavior in organizations . Part II « Organizational power " introduces the reader to various aspects and manifestations of power in the organization . In Chapter 3, "The problem of power in modern psychology" is given a thorough analysis of the many psychological studies of power, the basic approaches and concepts discussed in the base, tools and tactics, the use of power in the organization. In Chapter 4, "The power of a system- category Organizational Psychology " shows the key role of the authorities in understanding and solving the most psychological problems in the organization. The proposed concept of historical development, the authorities allowed the formulation of a number of fundamental organizational psychology findings and assert that evolution has provided the authorities becoming behaviors that are unique to humans. In this context, we have every reason to say that the government has created man. In Chapter 5, "Leadership" provides in-depth analysis of various aspects of leadership , which is treated as a special kind of power, based on the personal characteristics of the subject and expert power in the organization .

As we have noted , the phenomenon of organizational power can only be understood in the context of the organization and its assets. Therefore, part III « Power and organization" dedicated to the analysis of structural, procedural , formal , psychological, and other organizational characteristics that ensure the priority of the overall goals of the organization over the individual goals of its members. Chapter 6, " the Organization" introduces the main characteristics of the organization as the embodiment of the overall organizational goals . In addition, consider the history of the development of views on the organization of the different approaches to its study , and discussed the problems of the organization of interaction with the environment and the role of technological change.

In Chapter 7, "Motivation" an analysis of the classical and contemporary theories and concepts of motivation, summarizes the results of numerous studies examined the mechanisms , methods , and resources that organizational power can be used to promote the effective conduct of its employees. The decision of motivational problems in the organization , we see not only in the study of the causes that determine the orientation of individual behavior , but above all in the search for non-violent means of adjusting individual goals towards the overall objectives of the organization . Such an adjustment is carried out through a wide range of funds and resources of the organization , which go to form and meet the diverse needs of employees. In other words, the problem of motivation serves the function of the organizational power of focused efforts to consolidate the individual goals of employees in the general direction .

Chapter 8, " Organizational culture and organizational development " focuses on two important aspects of the functioning of the organization : its culture and development. Attention of researchers to the problems of organizational culture because culture is an important determinant of determining the ratio of workers to a variety of organizational phenomena. Knowledge of the mechanisms of formation of organizational culture enables an organization to influence the direction of the person and the workers to form their individual ideas and attitudes, not inconsistent with the overall objectives of the organization . Even the most conservative organizations are undergoing constant change , which can have negative consequences , threatening the very existence of the organization. Chapter 8 presents the principles , methods, and organizational development programs that enable organizational changes give positive direction and organization to ensure successful adaptation to the new conditions of internal and external activities.

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