CHARACTERISTICS OF FORMATION OF READINESS FOR CHANGE COMPETENCE AMONG MANAGERS

Statement of the problem. The article establishes relevance development readiness for change competence, discusses behavioral and reflexive components gives recommendations competence its individual in general. purpose is to discuss characteristics among managers. theoretical methodological basis study general theory guideposts (D.N. Uznadze), subject-activity approach (S.L. Rubinstein, B.G. Ananyev, V.A. Krutetsky, K.K. Platonov et al.), (Yu.G. Tatur, I.A. Zimnyaya, A.V. Khutorskoy integrative (M.I. Fayerman), innovative changes management (T.A. Terekhova), (L.A. Zhuravlev), psychological innovation (S.R. Yagolkovsky, O.V. Sovetova, M.I. Kiloshenko, E.V. Ivanova, V.E. Klochko, O.M. Krasnoryardtseva), works devoted problems mechanisms formation activity Dyachenko, L.A. Kandybovich, R.D. Sanzhaeva, Makhova). One hundred fifty employees a group companies sphere IT/Telecom from Krasnoyarsk took part study. following materials were used diagnosis: Californian Personality Inventory (CPI), T.V. Kornilova’s Questionnaire Tolerance Uncertainty, Karpov’s Reflexivity Questionnaire. Statistical data processing included comparison samples analysis interdependence characteristics. Research results. identified categories: senior-level management, mid-level specialists. It was discovered that senior- managers have an average value reflexivity high tolerance uncertainty.The level indicates ability plan analyze one’s actions, realize attitude current situation, actions other people; at same time, processes can be irregular, carried out superficially. For component, it necessary pay attention skills regular planning activities implementation analysis, carry corrective measures taking into account place. Conclusion. conclusion made about different categories need build corporate training program promotes competence.