Self-development and self-organization mechanisms AND THEIR impact on University Department development
Entering the scientific community requires searching for the new methods of regulation in universities. These methods should be aimed at the involvement of the staff into the department development process. The study demonstrates a positive impact of self-development mechanisms on the department's performance in academic and bureaucratic organizations. It defines two major approaches to the university management. The one that is based on self-development and self-regulation principles appears more efficient. The main elements of the regulation system include culture, leadership, motivation and training. Self-development and self-organization include the following mechanisms: organizational intensity, internal motivation, project leadership. The methodology proposed in the article implies measuring the levels of management principles' presence and their engagement in functioning and development of the principles' subdivision on the basis of self-development. The paper presents the empirical survey of self-development mechanisms appliance productivity, as well as the dynamics of performance indicators in the period of tie between 2004 and 2015 in the following areas: scientific and academic work, entrepreneurial work and international activity.