Reference:
Zhukovskaya N., Kalinina E..
Transformation of the system of professional training of lawyers within digital economy (organizational-management aspects)
// Trends and management. – 2018. – ¹ 4.
– P. 11-16.
DOI: 10.7256/2454-0730.2018.4.28234.
DOI: 10.7256/2454-0730.2018.4.28234
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Abstract: The object of this research is the processes of transformation of economy influenced by the advancement of digital technologies and its corresponding forms of education system management. The subject of this research is the changes in approach towards education of lawyers in the conditions of the advancement of digital technologies. The authors substantiate the relevance of developing a complex innovative model of education management and retraining of lawyers within digital economy; give brief characteristic to the degree of research of the problem of transformation of the legal education in modern Russia; present factors of transformation of legal practice and legal education in the context of digital economy. A conclusion is made, according to which the current transformation of legal education suggests the following: development of new conceptual and organizational-management approaches towards formation of legal education system; development of forms and vectors of legal education that correspond to the digital reality; update to the content component of legal education. The scientific novelty of the proposed approach towards reform of the legal education within advancement of the digital economy consists in its systematicity, comprehensive character and demonstrativeness, proposing consideration of the experience of legal training in other countries with advanced digital infrastructure, as well as Russian realities.
Keywords: digital transformation, lawyers professional competences, legal personnel, legal education, informatization of legal activities, management model, Digital economy, education system for lawyers, professional skills, qualifications
References:
Dyatlov S. A. Eneyrosetevoe obrazovanie v tsifrovuyu epokhu: teoriya i praktika // Innovatsii. 2017. ¹ 8 (226). S. 91-95.
Dudkin E. P. Mezhdunarodnyy obrazovatel'nyy proekt Tempus Relnet IB-JEP-27114-2006 // Transport Rossiyskoy Federatsii. 2009. ¹ 1 (20). S. 72-73.
Zakharov V. V. Sovremennye modeli yuridicheskogo obrazovaniya: traditsii i novatsii // Aktual'nye problemy rossiyskogo prava. 2014. ¹ 10 (47). S. 2130-2140.
Kondrashev A. A. Problemy sovremennogo yuridicheskogo obrazovaniya v kontekste reformy vysshego obrazovaniya v Rossiyskoy Federatsii: itogi i perspektivy // Lex Russica. 2018. ¹ 1 (134). S. 144-156;
Mozhaeva G. V., Khaminova A. A.. Mezhdistsiplinarnaya magistratura Digital Humanities: itogi pervogo goda realizatsii upravlencheskogo i obrazovatel'nogo eksperimenta // Gumanitarnaya informatika. 2016. ¹ 10. S. 78-91.
Novoselova S. Yu., Kuznetsov A. A., Tsirul'nikov A. M., Pudenko T. I., Chechel' I. D., Val'dman I. A., Bashkina G. V.. Prioritetnye napravleniya fundamental'nykh nauchnykh issledovaniy v oblasti upravleniya
Reference:
Rubtcova M., Usyaeva A.K..
Sociological diagnostics of personnel competencies (on the example of museum staff)
// Trends and management. – 2018. – ¹ 3.
– P. 110-125.
DOI: 10.7256/2454-0730.2018.3.20761.
DOI: 10.7256/2454-0730.2018.3.20761
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Abstract: Sociological diagnostics of the competencies is a fairly new branch in diagnostics. Competency approach is a means of harmonizing the policy in the area of personnel management with strategy and is among the key tasks of companies. This research offers a technique for sociological diagnostics of the competency of the workforce. The object of this research is a museum complex, the management of which seeks to develop of the competitiveness of its museums by expanding services, increasing customer traffic and improving its image. In 2010 they introduced new system of assessment and development of personnel, as well as developed a data system that was passed by the domestic normative legislative acts and recorded in such diagnostics instruments as evaluation sheets and observation charts. Sociological diagnostics was conducted in 2010 and 2014 based on these instruments. The method of analysis was structured analysis. The key sources were the results of hidden overt observation using the “secret visitor” method, covert observation and materials of video observation. Analysis of the results demonstrated the introduction of the monitoring of personnel activity and service into the museum complex, as well as training based on the obtained materials, served as an effective tool for development of communication skills, while cutting violations in this area by 75%.
Keywords: Museum visitors, Museum employee, Performance , Management sociology, Diagnostics , Personnel management, Museum, Museum competitiveness , Assessment of personnel performance, Social diagnostics technique
References:
Caldas, R. F., & Brandao Soares de Carvalho, J. A. (2008). Approach for the human resources management analysis in libraries and museums: Case Study of knowledge cities. (K. S. Soliman, Ed.).
Cameron, K. (1999). Diagnosing and changing organizational culture. Upper Saddle River, NJ: Prentice Hall Series in Organizational Development
Dedova, M. (2013). Development of Public Cultural Services Management: Study of the Night of Museums. Proceedings of the 17th International Conference Current Trends in Public Sector Research, 21–28.
Deviatko, I. (1993). The diagnostic procedure in sociology. Essay on History and Theory. Moscow: Nauka
Glazov, M. (2004). Functional diagnostics of industrial Company. St. Petersburg: RGGMU
González Llerena, P. & De Pedro, M. (2012) Human Resource Management and Gender Perspective. Nayarit
Haldma, T., & Laats, K. (2012). The Balanced Scorecard as a Performance Management Tool for Museums. Best Practices in Management Accounting, 232–252.
Kimchang B, (2011). M
Reference:
Osipova O.S., Kapitanov V.A., Ivanova V.M..
Relevant questions of motivation and incentivization of employees in the socially oriented non-profit organizations
// Trends and management. – 2018. – ¹ 3.
– P. 22-41.
DOI: 10.7256/2454-0730.2018.3.27489.
DOI: 10.7256/2454-0730.2018.3.27489
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Abstract: The object of this research is the socially oriented Russian non-profit organizations (SO NPO). Functionality of these organizations and the use of human resources has its own specificity. The subject of this research is the labor motivation and the system of incentivization of employees in the socially oriented non-profit organizations. The goal lies in determination of the current issues and trends in the area of labor motivation and stimulation of the wages in SO NPO for increasing efficiency of functionality of the third sector and implemented in the Russian Federation social policy as well as in testing of methodology for more extensive research. On the specific empirical example, the authors demonstrate the hierarchy of the key labor motivators among the personnel of the socially oriented non-profit organizations in the current conditions, as well as consider the question on possibility of using the key efficiency indexes in the third economic sector. The article refutes the traditional statements on the peculiarities of motivation of the workers of the Russian NPO, and analyzes the new trends in the area of incentivization the employees of socially oriented organizations. It is statistically substantiated that the average salary of the personnel of non-profit organizations is competitive as compared to the average salary of employees of a number of crucial sectors of the Russian economy. The authors observe the convergence of principles, methods of increasing work performance, motivation of personnel applied in the commercial and non-profit sectors of the economy. With improvement of the system of incentivization of employees, the attractiveness of socially oriented non-profit organizations as an employer will grow.
Keywords: KPI, human resource management, work incentives, workers, intrinsic work motivation, charity foundations, socially oriented NPOs, non-profit organizations, social policy, the public and state partnership
References:
Casey J. Comparing Nonprofit Sectors Around the World // Journal of Nonprofit Education and Leadership, 2016, Vol. 6, No. 3, pp. 187–223.
Drucker P.F. Managing the Nonprofit Organization – Principles and Practices // New York, USA: Collins Business, 2005. – 177 p.
Principles and Practices for Nonprofit Excellence/ Minnesota Council of Non-profits, 2014. [Elektronnyy resurs] URL: http://www.minnesotanonprofits.org/PrinciplesPractices.pdf (Data obrashcheniya: 01.03.2018).
Salamon L.M., Toepler S. Government–Nonprofi t Cooperation: Anomaly or Necessity? Voluntas: International Journal of Voluntary and Nonprofit Organizations. Vol. 26. N. 6. December. 2015. P. 2155–2177.
Aleksandrova Z.E. Slovar' sinonimov russkogo yazyka. Prakticheskiy spravochnik. M.: Russkiy yazyk, 2011 // https://dic.academic.ru/dic.nsf/dic_synonims/188194/%D1%84%D0%B0%D0%BA%D1%82%D0%BE%D1%80
Analiticheskaya zapiska «Razvitie finansovo-ekonomicheskoy ustoychivosti rossiyskikh NKO» [Elektponnyy pecypc] // Agentstvo sotsial'noy informatsii. 201
Reference:
Eliyasheva M.I., Ulina S.L., Evminenko S.A..
Assessment of HR projects based on the system of balanced indexes and the concept of interested parties
// Trends and management. – 2018. – ¹ 2.
– P. 73-81.
DOI: 10.7256/2454-0730.2018.2.26364.
DOI: 10.7256/2454-0730.2018.2.26364
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Abstract: The subject of this research is the approaches towards determination of effectiveness of the HR projects. Human resource management is a developing area of activity. Leaning on the theoretical sources and publications, the author analyzes the existing key approaches towards assessment of the performance results, as well as concludes that the use of assessment of the effectiveness of human resource management in the Russian organizations is insufficient, which is substantiated by the lack of methodological tools. It is also noted that the increasing implementation of projects methods in the work of personnel departments necessitates the development of specific approaches towards the assessment of effectiveness of HR project. In this regard, the author suggest to use the methodology of the system of balanced indexes and the concept of interested parties of a project. It is determined that it is more difficult to assess the effectiveness on non-transactional and mixed HR projects than the transactional, because they do not demonstrate a direct economic result that can be identified in the terms of financial flow. Therefore, for substantiating the effectiveness of non-transactional HR projects, it is proposed to use the “Return on Expectations” index that represents a quantitative assessment of the project performance determined based on the interests of the parties involved.
Keywords: balanced scorecard, non-transactional projects, transactional projects, efficiency indicators, HR-project, efficiency evaluation, human resource management, stakeholders, return on investment, return on expectations
References:
Egorshin A. P. Upravlenie personalom.4-e izd., ispr.-N.Novgorod: 2003.
Kalinina O.V., Bril' A.R., Akhalaya O.A. Upravlenie personalom organizatsii: ekonomicheskie i sotsial'nye aspekty.-SPb.: Izd-vo Politekhn.un-ta, 2016.
Kaplan P. C., Norton D. P. Organizatsiya, orientirovannaya na strategiyu. Kak v novoy biznes-srede preuspevayut organizatsii, primenyayushchie sbalansirovannuyu sistemu pokazateley.-M.: ZAO «Olimp-Biznes», 2004.
Kibanov A.Ya. Metodologiya otsenki ekonomicheskoy effektivnosti proektov razvitiya sistemy upravleniya personalom organizatsii. Sbornik materialov mezhdunarodnoy nauchnoy konferentsii. Rossiya, Kazan', 12-15 noyabrya 2013 g. [Elektronnyy resurs] / pod red. T.A. Belyakovoy.– Kirov: MTsNIP, 2013.
Kibanov A.Ya. Otsenka ekonomicheskoy effektivnosti sovershenstvovaniya sistemy i tekhnologii upravleniya personalom organizatsii.-M.: GUU, 2010
Upravlenie personalom: reglamentatsiya truda / pod red. A. Ya. Kibanova.-M.: Ekzamen, 2001.
Upravlenie personalom predpriyatiya/ Pod red. d.ekon.n., professora A. A. Krylova, k.yu
Reference:
Fedorova A., Koropets O.A., Melnikova A.S..
Toxic human resource management practices: content analysis in the Runet
// Trends and management. – 2017. – ¹ 3.
– P. 104-119.
DOI: 10.7256/2454-0730.2017.3.24138.
DOI: 10.7256/2454-0730.2017.3.24138
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Abstract:
The object of this research is the relationship between employee and executive (employer) regarding the work in modern Russian companies. The subject is the toxic human resource management practices as one of the phenomenon of social pollution. In the conditions of growing employment precariousness, the employees more often face the adverse impact of the executives (employers) upon their physical and socio-psychological wellbeing. The complexity of acquiring the empirical data on various aspects of destructive behavior of the managers and behavioral responses of the personnel in the process of their interaction, requires referring to the information and telecommunication system Runet. The authors were able to identify the most common toxic practices of personnel management applied by the management of Russian business, which contributes into the development of human resource management theory. The practical significance of the results this work lies in the field of management decision-making aimed at reducing the level toxicity in labor relations within an organization.
Keywords: toxic management practices, employment precariousness, social pollution, Runet, narrative analysis, discursive structure, semantic unit, content analysis, toxic manager, toxic workplace
References:
Lubit R. The long-term organizational impact of destructively narcissistic managers // Academy Of Management Executive. – 2002. vol. 16(1), pp 127–138.
Macklem K. The toxic workplace // Maclean’s. – 2005.vol. 118(5), pp 34-35.
Newman L. Analysis of qualitative data // Sociological Research. – 1998. vol.12, pp 101–114.
Pfeffer J. Building Sustainable Organizations: The Human Factor // Academy of management perspectives. – 2010. vol. 24 (1), pp 34-45.
Goldman A. Destructive leaders and dysfunctional organizations: A therapeutic approach. – Cambridge University Press, 2009.
Lipman-Blumen J. Toxic Leadership: A Conceptual Framework. Handbook of Top Management Teams, England, 2010, pp 214-220.
Kalleberg A. L. Job quality and precarious work: clarifications, controversies, and challenges. Work and Occupations. – 2012. vol. 39(4), pp 427–448.
Colligan T. W., Higgins E. M. Workplace stress: etiology and consequences // Journal of Workplace Behavioral Health. – 2005. vol. 21(2), pp 89–97.
Reference:
Glushchenko V.V., Glushchenko I.I., Kozyrev V.A..
The marketing approach in innovation governing within postindustrial education
// Trends and management. – 2016. – ¹ 3.
– P. 287-302.
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Abstract: The subject of this research is the formation of the paradigm and philosophy of marketing approach in innovations within postindustrial education in the interests of increasing quality of the higher professional education. The object of this research is the innovations in the postindustrial higher professional education. The relevance of this work is defined by the fact that there are new emerging trends of postindustrial development in Russian education. This requires new approaches towards innovation governing in postindustrial education. The goal of this article is to formulate a paradigm of marketing approach towards innovations in postindustrial education. The scientific novelty consists in the fact that authors examine the content and specificity of the impact of the scientific-technical and socioeconomic processes upon education, and formulate the marketing approach for the purpose of increasing quality of education in the conditions of intensive postindustrial development of information technologies.
Keywords: state, business, quality, information, innovation, education, marketing, society, professor, student
References:
Glushchenko V.V., Glushchenko I.I. Filosofiya povysheniya kachestva vysshego professional'nogo obrazovaniya // Pedagogika i prosveshchenie. 2015. ¹ 3. C. 292. DOI: 10.7256/2306-434X.2015.3.16516.
Nesterov A.V. Privedet li smart-obrazovanie k «zakatu» universitetov? // Kompetentnost'. 2015. ¹ 2. S. 40-45; ¹ 3. S. 4.
Balatskiy E.V. Novye trendy v razvitii universitetskogo sektora // Mir Rossii. 2015. ¹ 4. S. 65.
Glushchenko V.V., Glushchenko I.I. Tsennostnyy podkhod pri formirovanii i realizatsii kontseptsii razvitiya distantsionnogo obrazovaniya // Pedagogika i prosveshchenie. 2015. ¹ 2. S. 129-130. DOI: 10.7256/2306-434X.2015.2.16233.
Kozyrev V.A., Glushchenko V.V., Vavilov N.E. Upravlenie kachestvom obrazovaniya inzhenerov transportnoy sfery // Byulleten' nauki i praktiki. Elektron. zhurn. 2016. ¹ 6(7). Rezhim dostupa: http://www.bulletennauki.com/#!kozyrevva/ba1pq (data obrashcheniya: 15.06.2016); DOI.10.5281/zenodo.55936
Alekseeva I.Yu. Nauchnaya filosofiya kak «kul'turnaya sistema» (O
Reference:
Brazhnikov P.P..
The theory of generations in the HR policy and its relationship with the employers competition in the labor market
// Trends and management. – 2016. – ¹ 2.
– P. 194-201.
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Abstract: The subject of this article is the theory of generations of Hove N. and W. Strauss, the reasons for its popularity, and the phenomena that it reflects. This theory became popular in Russia in the last decade and has a significant impact on the HR policy of many organizations. One of the reasons for its popularity simplicity this theory compared with other approaches of division into groups of workers to simplification of HR policy. However, this theory is a reflection of the competition of employers in the labor market.The first part of the article contains analyze the most effective modern approaches of dividing workers into groups. This division is necessary to organize and simplify HR policy organizations. It is shown that this theory offers the easiest way to classify employees that facilitates the work of HR departments.In the second part of the article, however, describes the mechanisms of competition of employers for the most highly qualified young professionals. To attract them the most successful companies offer new and attractive working conditions for the creation of a high demand for their jobs. Eventually, the most successful offers employers become the norm. This mechanism is similar to the life cycle of product on market. Moment of widespread new working standards can be mistakenly perceived as youth impose their requirements to employers, which is the cause of the theory of generations. However, this approach forces the most inert of employers to defend themselves, focusing on the older generation. This personnel policy is incorrect in a situation of employers competition and dangerous for the company. The example of the theory of generations shows a real need to understand the market mechanisms for the future of the organization.
Keywords: HR policy, Management classification, Generation Y, Generation X, Employee classification, Product life cycle, Youth, Employer competition, Job market, Theory of generations
References:
Goncharova N.P., Noyanzina O.E. Sub'ektivnoe sostoyanie sotsial'noy eksklyuzii migrantskogo soobshchestva na rynke truda Altayskogo kraya // Natsional'naya bezopasnost' / nota bene. - 2014. - 5. - C. 725 - 738. DOI: 10.7256/2073-8560.2014.5.10972.
Manoylo A.V. Paradigmy upravleniya mezhdunarodnymi konfliktami: konkurentsiya ili konfrontatsiya. // Natsional'naya bezopasnost' / nota bene. 2011. ¹ 5. S. 135-142.
Sledzevskiy I.V., Filippov V.R., Khabenskaya E.O. Vliyanie SMI na formirovanie etnicheskikh stereotipov obshchestvennogo soznaniya v stolichnom megapolise. M., 2005.
Filippova E.I., Filippov V.R. Gosudarstvo i obshchestvo pered litsom sotsial'nogo krizisa (dve paradigmy: rossiyskaya i frantsuzskaya) // Ezhegodnyy doklad Seti etnologicheskogo monitoringa i rannego preduprezhdeniya konfliktov. 2005. Moskva, 2006. S. 12-25.
Fukolova Yu. Idu na Kh, Kak kompaniya «Vympelkom» priruchila «igrekov». Zhurnal "Kommersant' Sekret Firmy" ¹6 ot 02.06.2014, str. 46.
McGregor D. M. The human side o
Reference:
Mironova L.A., Varlamov B.A..
Assessment of the intellectual capital on innovative companies
// Trends and management. – 2016. – ¹ 1.
– P. 104-113.
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Abstract: In the current hyper-competitive market every company must employ innovative technologies in both, production and management, in order to stay competitive and effectively operate on the market. The upper management is faced with a new asset, which requires devising a long-term development strategy – the intellectual capital of the organization. This article examines the first step in structuring this strategy – analysis of the corresponding intellectual collectives. It is necessary to conduct and audit and accounting assessment of the entire intellectual capital, as well as it separate components: human, structural, and organizational capitals. These procedures should be realized based on the goals of the company, which can be divided into two types: increasing the efficiency of the internal management and preparation of external accounting. This work presents detailed criteria for structuring the assessment of human resources as a component of intellectual capital that is a priority source for increasing competitiveness of the company.
Keywords: Innovational management, Organizational capital, Competitiveness, Intellectual capital, Assessment of intangible assets, Human capital, Structural capital, Innovative companies, Increasing efficiency, Personnel management
References:
Metodologicheskoe obosnovanie otsenki intellektual'nogo kapitala innovatorov.
Intellektual'nyy kapital. Materializatsiya intellektual'nykh resursov v global'noy ekonomike / V.V. Makarov, M.V. Semenova, A.S. Yastrebov; pod red. V.V. Makarova. SPb.: Politekhnika, 2012. 688 s.: il.
Proekt standarta po upravleniyu intellektual'nym kapitalom na predpriyatii // Dresvyannikov V.A. / Zhurnal Standarty i Kachestvo. 2008. ¹ 9. S. 48-49.
Intellektual'nyy kapital: praktika upravleniya / Ruus Y., Payk S., Fernstrem L. / Per. s angl. Pod red. V.K. Dermanova; Vysshaya shkola menedzhmenta SPBGU. 3-e izd. SPb.: Iz-vo «Vysshaya shkola menedzhmenta», 2010. S. 65.
Uchet intellektual'nogo kapitala: soglasovanie tseley i podkhodov / Lyu Gloriya, Van Erik // Zhurnal: Motivatsiya i oplata truda. 2013. ¹ 3. S. 54.
Otsenka intellektual'noy sobstvennosti: Uch. posobie / Pod red. S. A. Smirnova. M.: Finansy i statistika, 2002. 352 s.: il.
Otsenka personala: chetkiy algoritm deystviy kachestvennye prakticheskie r
Reference:
Stolyar V.P..
Applied aspects of health-care personnel and staff management in major medical institutions
// Trends and management. – 2015. – ¹ 2.
– P. 147-153.
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Abstract: The subject of the study is to examine the problems of management of medical staff and other personnel in a large multi-purpose hospital, focusing attention on the need for a considerate selection of methods for personnel performance assessment, evaluation and incentives, and differentiated approaches to the human resource potential in the common areas of development common of all branches, centers, departments, as well as and classifications of the principles and rules work to improve working conditions. The study summarizes scientific and practical expertise of the author, tying latest personnel management advancements to the subject of the study. The research methodology is based on the methods of system analysis, control theory, expert assessments, medical sociology, psychology of work. The culmination of this research demonstrates that the identifying indicators for work assessment of medical, paramedical and other staff of the medical institution is fundamental to fulfilling the tasks of control theory development, the creation of automated information personnel management systems and the applied aspects of medical institution management developed in daily practice.
Keywords: professional training management, medical IT, medical personnel, multi-purpose hospital, healthcare management, personnel policies, placement of personnel, personnel management, automated control systems, medical staff qualimetry
References:
Shipilov V.V., Sakharov O.V. Planirovanie variantov grupp ispolniteley dlya obespecheniya vypolneniya etapov proekta // Nelineynyy mir. 2014. T. 12. ¹ 7. S. 84-86.
Shipilov V.V., Sakharov O.V. Modelirovanie podbora i rasstanovki kadrov s uchetom ikh professional'nykh navykov dlya vypolneniya proektov // Voprosy teorii bezopasnosti i ustoychivosti sistem. 2014. ¹ 16. S. 153-164.
Shibanov G.P. Poryadok formirovaniya ekspertnykh grupp i provedeniya kollektivnoy ekspertizy // Informatsionnye tekhnologii. 2003. ¹12. S. 26-29.
Fedorov M.V., Kalinin K.M., Bogomolov A.V., Stetsyuk A.N. Matematicheskaya model' avtomatizirovannogo kontrolya vypolneniya meropriyatiy v organakh voennogo upravleniya // Informatsionno-izmeritel'nye i upravlyayushchie sistemy. 2011. T. 9. ¹ 5. S. 46-54.
Ushakov I.B., Bogomolov A.V. Informatizatsiya programm personifitsirovannoy adaptatsionnoy meditsiny // Vestnik Rossiyskoy akademii meditsinskikh nauk. 2014. ¹ 5-6. S. 124-128.
Stolyar V.P. Metodologicheskie osobennosti p
Reference:
Valeev, H.A..
Ethnic and regional specific features of recruiting
for state service in the conditions of political and
administrative reform.
// Trends and management. – 2013. – ¹ 3.
– P. 97-107.
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Abstract: Today in Russia the role of ethnical factor
within the conditions of political and administrative
reform is aimed to strengthen the regions and
governments of the constituent subjects of the
Russian Federation, allowing to balance the centralist
tendencies of the federal center and to revitalize the
development of federalism in Russia.
Keywords: political science, political regional studies, ethnic policy, civil service, federalism, ethnic and regional specific features, recruiting, clans, national specific features of a region, title nation.
References:
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Ivanov S.M. Problema terroristicheskoy aktivnosti na Severnom Kavkaze i puti normalizatsii situatsii v regione / Tsentr izucheniya Tsentral'noy Azii, Kavkaza i Uralo-Povolzh'ya INSTITUTA VOSTOKOVEDENIYa RAN / http://www.central-eurasia.com/north-caucasus/?uid=340
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