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How to create a creative team? Tips from Pixar. Theoretical foundations of the study of the problem of the formation and development of a creative student team Creative student team as an object of study

MUNICIPAL BUDGET EDUCATIONAL INSTITUTION FOR ADDITIONAL EDUCATION OF CHILDREN

CHILDREN AND YOUTH CENTER

"GALAXY"

"CREATING A CREATIVE TEAM"

methodical development

prepared by the methodologist

Lipetsk

CREATING A CREATIVE TEAM

To all who arm themselves with the method of organizing a collective creative activity A small dictionary will help.

Dictionary of the organizer of the collective creative activity of the circle members

Proposals to the work plan from micro-collectives and individual participants, if possible, should be with evidence.

It can be effectively used in collective planning for a large team.

Analysis of the case is necessary during the summing up of what has been done. Its goal is to teach the members of the circle to see the reasons for success, and above all for the failure of any business. The analysis includes:

Speech by those responsible for organizing and conducting the case;

Discussion on the principle of "free microphone";

Discussion on creative groups;

Determination of the scheme of analysis;

Evaluation of the case to the team;

Generalization made by the presenters.

When conducting an analysis, it is necessary to find out: “What was successful? What failed? What lessons will we learn for the future? What can we do to make the next case go better?”

A business game is a means of forming an integral system of organizational, social knowledge, skills and abilities based on their modeling. The basis of the business game is the model of socially useful organizational activity of the circle members.


Mandatory conditions for its holding are: common interest in the ongoing work, good friendly relations between participants and organizers, a clear definition of the topic.

Initiative group

The initiative group is created from volunteers at the zero cycle of the upcoming case to work out some proposals, options for its implementation. She also owns the initiative of a common gathering - a start, where collective searches appear, the first outlines of the upcoming work.

The calendar of remarkable dates is compiled by the members of the circle during the period of long-term planning of the work of the team. The calendar is posted for general viewing for all members of the team.

A piggy bank of interesting cases precedes the discussion of the most important issues of the life and work of the team during the planning period. Its purpose is to find out the proposals of everyone on this issue. The piggy bank may be accompanied by the publication of questions on this topic.

"Brain attack"

“Brainstorming” is a form of organizing the work of a team or micro-team, when, in the shortest possible time, each participant verbally submits his proposal to the common box of possible forms and methods of conducting the case. Based on these proposals, its final form arises.

Such an organization of brainstorming is possible, in which part of the group puts forward proposals, the other part “attacks” them with “doubts”, “distrust”. The task of the former is to defend their proposals.

A few minutes of noise

A few minutes of noise is given, if necessary, to prepare opinions and proposals from micro-collectives for a general discussion. Most often, this ends in minutes when micro-collectives, dispersing to different corners of the room, urgently brainstorming, give out their proposals. These short minutes are more productive than several days of reflection on the problem posed.

General gathering of the team

The general meeting of the team discusses and resolves the issues of the life of the team, opens up scope for creativity, rallying the members of the circle. At such a training camp, either advanced planning, or drawing up a plan of common affairs. They begin and end a business or a whole period of activity.

Intelligence is a necessary part of collective planning and labor affairs. It is held by circle members with their older friends. It aims to establish what can be done both in the short term and in the long term. Intelligence can be carried out by micro-collectives, creative groups in secret, openly. It helps to peer into the surrounding life, creates and develops relationships of camaraderie and mutual assistance, makes the life of the team socially significant.

A role-playing game is a means of modeling relationships and situations. By means of it, the participants become heroes of this or that situation by choice, model it, bringing it to the judgment of the team.

"Council of Affairs"

"Council of Affairs" - a center for collective planning, preparation, control, guidance, assistance in the practical preparation of the case, representing the interest of all microclimates through its representatives. It is headed by the head of the circle. Friends - consultants of "councils of business" - adults. The success of the business is determined by their community, in which the passion, interest, knowledge and experience of the elder play the main role.

The creative group works on the instructions of the "case council" (most often it is a micro-team of the circle) on the implementation of a part of the common creative work. It elects a leader - the head of the group. Team members may perform different tasks depending on the type of case.

Traditions

Traditions have a right to exist only when they are creatively used. Creativity involves constant renewal. Life only on traditions leads to monotony and automatism. Tradition is necessary, but combined with novelty. The established collective exists primarily on traditions, but not only on them.

In general, traditions are transmitted customs with great stability. But even the established customs cannot be approached without creativity. Tradition and creativity enrich each other when they are close.

Alternating traditional errands

The alternation of traditional assignments is one of the methods of collective organization of life. It is a series of ongoing activities (labor, organizational, sports, cognitive), which are performed in turn by each primary micro-team for the entire team, on the basis of mutual care, enriched by experience, with the participation of everyone.

The general meeting decides on permanent and rotating cases, sets deadlines for the completion of cases, approves a schedule - a calendar for clarity and increasing the responsibility of all teams, team members.

Literature:

ABC of moral education (edited by

- M. Enlightenment, 1979)

Gordin initiatives and amateur performances

Journal "Education of schoolchildren" No. 3-2003.

A creative worker is an individual who creates or interprets cultural values, considers his own creative activity an integral part of his life, is recognized or seeks recognition as a creative worker, whether or not bound by labor agreements, and is a member of any associations of creative workers or not.

A team member, an employee of an enterprise of culture and art, has certain skills and qualities.

First, these are general, universal requirements, including:

psychosomatic health - physical health;

mental health;

External attractiveness or, at least, not repulsive appearance, which is especially favorable with an abundance of contacts in the field of culture;

professional competence - a sufficient level of education, skills, professional and business experience;

· organizational skills;

personal and moral qualities - conscientiousness, decency, reliability, adherence to principles (or personal devotion).

Secondly, in addition to the general requirements, a cultural worker is also recommended to meet a number of specific requirements arising from the characteristics of the sphere. This is a special orientation towards creative activity and work with people, the ability for public improvisation, etc. A cultural worker should be well versed in issues of the history of culture, modern cultural life, the current political situation. Since his work often turns out to be connected with children, it is recommended that a cultural worker be, to a certain extent, a teacher and educator of the younger generation.

In most cases, high results are achieved by those organizations in which the team clearly understands the purpose of its activity, around which people unite. For the sake of achieving it, the team is organized and has management bodies.

Given the specifics of the creative team, it is quite possible, relying on the means of social psychology, to plan its activities. And, if possible, predict the quality of his work. To achieve the goals of the creative team, the leader should understand the structure of the team, the patterns of formation of informal groups in it, which either help or hinder the activities of the creative team. Therefore, the manager considers:

Psychological phenomena associated with the individuality of a person;

Phenomena of communication and interaction in pairs;

Interactions within small (up to 10 people) groups and interactions of groups with each other.

The performer, in some cases (if he is not a soloist), can only carry out his activities in a team. For sociology, an individual is a person taken in the aggregate of all his qualities: biological, social, psychological, professional, etc. Between the individuals in the group and the individual and the group there are certain relationships. "The study of the individual and the group is connected, on the one hand, with the study of group pressure (i.e., the influence exerted by the group on the course of mental processes), the behavior of the individual, and on the other hand, with the study of the laws governing the influence of the individual on group psychological phenomena and group behavior, i.e. e. the study of the phenomenon of leadership".

One of the important problems of modern management is the problem of leadership, as it becomes a priority in the study and development of management. Such increased attention to this problem is determined by the growing role of the human factor in the management of organizations, the complexity of management and its increasing dependence on the factors and values ​​of human relations.

Members of the team embody two functions at the same time: professional - "creator" and social - employee. And if the rights and obligations of the first are not strictly defined due to the indefinability of the level of creativity, then the second is protected by all the formal laws of the enterprise and is open to the action of the informal laws of the group. Historically, the creative team is managed by the person responsible for the creative implementation of the functions of this team. And as a department in an enterprise, it is managed like a team, for which, when it performs its functions, creativity is not taken into account and is subject to all procedures adopted in this society in relation to any team. Based on its characteristics, it is impossible for the leader of a creative team to strictly divide the functions of a leader and a manager, precisely because of the innate dualism of any creative team.

In the course of group activity, certain group norms arise and are fixed. Phenomena of this kind exist in both formal and informal groups. Norms can be standard for teams of the same type and exist exclusively in this team. Norms are established rules passed from individual to individual throughout the existence of the collective. Compliance with these norms is encouraged (the status of the individual increases, the level of his emotional acceptance by other members of the team). If they are violated, the individual will face negative actions for him from the other members of the collective (group). He may or may not obey these norms, which means that within groups there are also phenomena of conformity and nonconformism. "Conformity is stated there and then, where and when the existence of a conflict between the opinion of the individual and the opinion of the group is fixed and the overcoming of this conflict in favor of the group."

Formal groups are groups that arise at the initiative of the administration; they are included as a certain unit in the organizational structure and staffing of the enterprise.

Formal groups arise at the will of the leadership and therefore are conservative to a certain extent, since they often depend on the personality of the leader and the people working in this group, but as soon as they arise, they immediately become a social environment where people begin to interact with each other according to other laws. by creating informal groups.

Informal groups are freely formed small social groups of people who enter into constant interaction to achieve personal goals (see Appendix 2).

Informal groups are created not by the leadership through orders and formal resolutions, but by members of the organization, depending on their mutual sympathies and common interests. These groups exist in all organizations, although they are not reflected in the structural diagrams. In informal groups, a certain distribution of roles and positions is formed; these groups have an explicitly or implicitly defined leader.

The establishment of informal relations in the team often leads to the existence of two leaders: formal and informal. Informal leadership can be both business, functional, and socio-psychological interpersonal in nature.

The creative team includes at least one idea generator. Other team members perform auxiliary functions: evaluator of the proposed idea or informant, supplying colleagues with useful information.

A member of the creative team may have an idea that he does not express, which can be for two reasons: the first is that the employee is not sure of its value, he is embarrassed to express it, especially in the presence of authority. Training, practice of work in a creative team helps to overcome such difficulties. The second reason: the desire to single-handedly use the idea that arose from him. In this case, the leader explains the real way of appearance, that the idea, which one of the members of the creative group considered as his own, arose as a result of a collective discussion of the issue.

A valuable member of the creative team is a "resonator" - this is a person who knows how to reformulate a new idea, help to see its essence, give it expression (verbal, graphic, symbolic, etc.). This process is called objectification, it occurs due to the fact that not all "idea generators" are able to clearly present their idea. The objectification of a new idea occurs, as a rule, in a dialogue between a "generator" and a "resonator". Its importance lies in the fact that misunderstanding by partners creative communication with each other completely blocks the process of solving a creative problem.

The creative environment in a functioning enterprise, encouraged and directed properly, is very favorable, it is the greatest achievement of the team leader. In order to create it, it is necessary to support the initiative and creative aspirations of employees. The manager is faced with the difficult task of creating such a microclimate of the internal environment of the company (creative atmosphere) so that creative individuals, working in a group, do not lose their individuality.

The creative atmosphere is, first of all, a friendly environment that provides support and a sense of belonging to the team, acceptance, lack of evaluative views, relationships that create that safe environment in which creativity can unfold. When people have good mood, they are laid out at work. A positive attitude helps people to perceive information and operate with logical rules when making difficult decisions, as well as to think more flexibly. To create such a creative atmosphere, the special efforts of managers in team building and communication should be taken into account.

A well-built creative environment in a company is directly related to improving the quality of work, due to the fact that its presence allows solving a number of problems, significantly improves the quality of organizational decisions, helps to introduce profitable, promising, promising innovations, and improves the professional skills of employees.

Psychological compatibility is the ability of people to find mutual understanding, establish business and personal contacts, and cooperate with each other. The presence of high psychological compatibility of employees contributes to their better interaction, and as a result, high labor efficiency. The following criteria for assessing compatibility are distinguished: the results of joint activities, the emotional and energy costs of the participants in the activity and the satisfaction of the participants with this activity.

There are several levels of psychological compatibility, due to both the personality traits of employees and the content, the level of difficulty of the tasks being solved:

Level I - psychophysiological compatibility, which is expressed in the similarity of the natural properties of people: the type of nervous system (temperament), physical endurance, performance, emotional stability and others. In a number of professional activities such qualities are required.

Level II - psychological, which manifests itself in the coincidence of properties that are the result of training and education. This level includes the coincidence of character traits, professional interests, level intellectual development, moral qualities of people, etc.

Level III - socio-psychological, which is expressed in the similarity of personal properties recommended for social interaction based on the commonality of their worldview: sociability, adherence to principles, social attitudes, Political Views, value orientations. These properties are useful for decision-making in the upper echelons of leadership in social management systems, socio-political organizations and, to some extent, in ordinary working groups, where people show an interest in social problems and communication.

When people coincide at all levels, we can talk about their complete psychological compatibility. With their complete discrepancy, a psychological barrier arises when people do not want to communicate, do not perceive each other, and do not want to cooperate in any area. However, both with complete compatibility and with complete incompatibility, a barrier occurs relatively rarely. More often one can observe the predominant compatibility in a number of psychological properties of individuals, evaluating its level in terms of the requirements of a particular activity. So, the deeper the incompatibility of employees, the higher the likelihood of conflicts and, as a result, the collapse of working groups.

To create an effective creative group, the leader should study what qualities and skills a creative worker has, understand the patterns of formation of informal groups in him that help or hinder creative activity, it is recommended to pay special attention to the psychological compatibility of workers, since the higher the level of compatibility, the higher quality of creative work. The specificity of managing a creative team suggests the presence of its own leadership style, which is a synthesis of authoritarian, democratic and liberal styles. Also in the management of creative activity, the leader's desire to develop the qualities of determination and responsibility of his subordinates is favorable.

Thus, when creating a creative team, a leader with specific managerial functions is recommended to take into account what type of teams the creative group belongs to, as well as to investigate the compatibility of employees, the causes of the emergence of informal groups and their impact on the activities of the team.

All-Russian distance pedagogical conference

"Pedagogical technologies in the construction of educational competencies"

Topic of the report: "Pedagogical approach to the creative student team - the basis of the process of its formation and development"

Kopytova Irina Nikolaevna

teacher-organizer

Creativity is a special character of any human activity (artistic, scientific, pedagogical, etc.). In addition, creativity involves the promotion of new ideas, approaches to solving problems, and the adoption of non-standard solutions.

The problems of creativity and the development of a creative personality are being actively developed in modern pedagogy. "Formation of a person's abilities for independent creative activity, creation of conditions for the disclosure, implementation and development of his creative potential is one of the most important goals of art, artistic creativity."

Creative activity is the main component of culture, its essence. Culture and creativity are closely interconnected, moreover, interdependent. It is unthinkable to talk about culture without creativity, since it is further development culture (spiritual and material). Creativity is possible only on the basis of continuity in the development of culture.

The creative student team (Theater of Student Miniatures) has its own specifics, since the student, in the process of doing creative work, builds his activity in accordance with the general rules of heuristic search: he analyzes the situation; designs the result in accordance with the initial data; analyzes available funds; evaluates the received data; formulates new tasks.

In the sphere of personality, creativity manifests itself as a student's self-realization based on self-awareness as a creative individuality, as a definition individual paths and building a self-improvement program. In this regard, it is extremely important to organize work with students in the system of their training, which would contribute to the emergence, creation and formation of their artistic and creative potential.

Humanity has entered an era when a world without borders becomes a reality, pushes the boundaries of people's knowledge, creativity fills life with meaning and joy, socially and personally significant content. Science has not yet determined the patterns of personality formation in the conditions of creative activity. The pedagogy of creativity, a special area of ​​pedagogical theory and practice, is called upon to do this today. Pedagogy of creativity is not a tribute to fashion. It opens the way to the realization of the idea of ​​an educative society, in which the socialization of young people is the highest priority.

The key concept of the pedagogy of creativity is the creative orientation of the individual, based on the formed need for creativity. Primary interest, turning into passion, passion, dedication, uniting with like-minded people, leadership in creativity, and then in life - these are the stages of personal growth in creativity. In order to achieve a real effect, creative activity must meet the following requirements:

  • - must satisfy cognitive interests, captivate, include in creative teams,
  • - in the process of activity, the achievement of real achievements should be ensured,
  • - creative achievements should lead to personal growth, to self-realization,
  • - in the process of creative activity, social experience should be enriched, a subjective, often a leadership position should be formed,
  • - the tasks solved in the process of creativity should be of a socially significant, socially useful nature.

The main parameters of the humanistic educational system in the creative team have been developed: the presence of a well-thought-out program; humanistic character of interpersonal relations; personally and socially significant, eventful nature of the activity; interpenetration of the educating team and society; the presence of zones of free development.

The most appropriate pedagogical technology for educational systems in working with students is the organization of creative student groups. By creative teams, we mean teams that are passionate about solving common creative problems. In the pedagogy of creativity, they are considered both as a goal, and as a process, and as a result. Their significance for education lies in the fact that by integrating students with different levels of creative motivation, teams quickly unite, develop and socialize them through the action of motivation mechanisms, infection with knowledge and creativity.

Common interests + collective search and creativity + mutually enriching communication + joint solution of significant tasks and experience of success + interest in continuing the search and creativity - these are the mechanisms of the creative team as the structural and functional basis of the pedagogy of creativity.

The work of teachers-organizers of creative student groups goes both in the direction of ensuring the personal growth of students, and in the direction of forming a creative team. It is important to achieve students' awareness of the social significance of creativity, the need to work on themselves, and cooperate with peers. Sum useful knowledge about creativity should be supplemented by the practice of the creative team, concerts, excursions, meetings, presentations.

Studies have shown that the formation of such communities not only fills education with a special meaning, but also transforms society, which is nothing but a complex of human communities. The question of the relationship between the creative team and the personality of its member is one of the key ones, and in the conditions of modern pedagogical and social trends it is of particular importance.

The creativity of each leader of a creative team is nothing more than an expression of the ideological and creative aspirations of the entire team. Without a united, ideologically cohesive team, passionate about common creative tasks, there cannot be a full-fledged work of art.

In the development of the student team, a special role belongs to joint activities. This determines, firstly, the need to involve all students in a diverse and meaningful social and moral collective activity, and secondly, the need for its organization and stimulation so that it unites and unites the pupils in a workable self-governing team. Hence two significant conclusions: 1) as the most important means of forming a team are educational and other types of diverse activities of students; 2) the activities of students should be built in compliance with a number of conditions, such as the skillful presentation of requirements, the formation of a healthy public opinion, the organization of exciting prospects, the creation and multiplication of positive traditions of collective life.

Great importance for the development of the team has the organization of promising aspirations of students. If the development and strengthening of the team largely depends on the content and dynamics of its activities, then it must constantly move forward, achieve more and more success. A stop in the development of the team leads to its weakening and disintegration. Therefore, a necessary condition for the development of the team is the formulation and gradual complication of perspectives: close, medium and distant.

The development of the team is closely related to such a condition as the accumulation and strengthening of the traditions of collective life. The creative team of the college is a single developing organism in which certain psychological and pedagogical patterns operate. In the process of co-creation, aesthetic environment, which serves as a catalyst for creative processes, transforms interpersonal communication, transferring it to a higher level.

As a means of rallying students into a creative team, the teacher's sole requirement for them is used. It should be noted that most students almost immediately and unconditionally accept these requirements.

The process of formation of a culture of creative activity of a student of the Theater of Student Miniatures contains three stages-steps.

The first stage is diagnostic, when optimal conditions are created for diagnosing and self-diagnosing the levels of a student's preparedness for the process of forming cultural creativity.

The second stage is motivational, during which the mechanism of motivation of the student's cognitive system is turned on.

The third stage is developing, during which the principles and functions of the culture of the student's creative activity, ideas about the types and forms of creative activity are formed; the system of knowledge of the student expands; accumulate and develop creative techniques.

In the formation of a creative team, several vital skills stand out:

  • - ability to solve problems;
  • - the ability to think creatively;
  • - ability to think critically;
  • - ability to communicate;
  • - the ability to establish interpersonal relationships;
  • - self-knowledge;
  • - the ability to empathize;
  • - the ability to control emotions;
  • - Stress management.

The indicators by which one can judge that the group has grown into a team are the style and tone, the quality level of all types of substantive activities and the allocation of a really active asset. The presence of the latter, in turn, can be judged by the manifestations of initiative on the part of students and the general stability of the group, as well as by the manifestation of collectivism.

The upbringing of collectivism in the theater team is achieved in various ways and means: the organization of cooperation and mutual assistance in study, work, practical work; joint participation of students in cultural and leisure activities; setting prospects for students (goals of activity) and joint participation in their implementation. pedagogical student team creativity

Each leader has his own ways of forming a creative team, his own approaches, his own innovations. It is necessary to share your experience with each other, to put ideas into practice.

Thank you for your attention!

Bibliography

  • 1. Galin, A.L. Personality and creativity / A.L. Galin. - Novosibirsk, 1989.
  • 2. Golovakha, E.I. Life perspective and professional self-determination of youth / E.I. Golovakh. - Kyiv, 1998.
  • 3. Ivanova, I.P. To educate collectivists: From work experience / I.P. Ivanova. - M., 1982.
  • 4. Kon, I.S. Opening "I" / I.S. Con. - M: Politizdat, 1978. - 312 p.
  • 5. Korotov, V.M. Development of educational functions of the team / V.M. Korotov. - M., 1974.
  • 6. Nemov, R.S. Path to the team: A book for teachers about the psychology of the student team / R.S. Nemov, A.G. Bricklayer. - M., 1978.
  • 7. Novikova, L.I. Pedagogy of the children's team / L.I. Novikov. - M., 1978.
  • 8. Sukhomlinsky, V.A. Wise power of the collective / V.A. Sukhomlinsky // Chosen. ped. cit.: In 3 vols. T. 3. - M., 1981.
  • 9. Topalov, M.K. To the problem of new forms of social and cultural activity of youth / M.K. Topalov // Youth and problems of modern artistic culture. - M., 2003. - 372 p.

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Formation of a children's team through creative deeds.

M.A. Redko

primary school teacher, Lyceum of Istra.

The student team is educational and educational, its goal is to master a certain amount of knowledge, skills and abilities, the formation of abilities and socially useful qualities of the individual. It develops a personality capable of creatively and independently solving emerging problems; intellectuals, creators, organizers, enterprising people, leaders who are able to lead others are brought up. Their upbringing is ineffective without the support of the children themselves on the team, without reliance on public opinion accepted in their environment norms of behavior and value orientations. Such personality traits are formed only in the team and through the team.

An important period in the formation of a child's personality falls on his school years. In the school community, with its multifaceted relationships, thanks to common activities, the comprehensive development of the individual is ensured, and favorable conditions are created for preparing children for active participation in public life. The teacher, in collaboration with the family, forms in the process of purposeful pedagogical influence those skills and habits of the child's behavior, the beginnings of those personal qualities that determine the nature of the child's relationship with other people, and thereby creates the prerequisites for the development of collectivism as a personality trait.

It should be noted that the most important period in terms of the formation of the school team is the elementary school. It is in elementary school that the child first meets his future study mates, the first teacher, assessment by the teacher, students, it is in primary school his new social status is determined both on the basis of his own achievements in studies and on the basis of personal qualities. Being quite suggestible and dependent on an adult, a younger student is more amenable to educational influences, the formation of such qualities as respect, kindness, the desire to help, collectivism.

A.S. Makarenko identifies the following features of the team:

socially valuable goals;

Joint activities to achieve them;

Relationships of mutual responsibility;

Organization of self-government bodies;

Focus on the common good.

The basis for the creation, strengthening and development of the team is Team work children, aimed at achieving common goals. There are a number of conditions without which even outwardly successful activities will not bring the expected results.

1. The educational tasks of the team are successfully solved when the goals of the activity are exciting for all, or at least for the majority of its members.

2. When choosing an activity for the team, it is necessary to take into account the existing interests of the children and rely on these interests.

3. An important condition for the successful activity of the team is its organization in which each child becomes an active participant.

4. When organizing collective activities, it is important to take into account the motives for participating in it.

5. An important source the experience of moral behavior, the formation of valuable moral motives in children, team building is a collective creative game.

There are three stages in the development of a group.

The first stage: the formation of the team (the stage of initial cohesion). The organizer of the team is a teacher, all requirements come from him.

Goal: the team should stand out and earn an asset, the pupils should unite on the basis of a common goal, activity.

In the second stage, the influence of the asset increases. Now the asset not only supports the requirements of the teacher, but also presents them to the members of the team.

Purpose: to unite children so that there are no disparate groups.

The third and subsequent stages characterize the flourishing of the collective.

Purpose: to work for the benefit of others.

Children, parents, teachers are members of one team. They are united by common concerns, problems, the result of the solution of which essentially depends on the nature of the interaction. The most fruitful and useful is the cooperation of members of the class team.

Traditions play an important role in the organization and education of the team. “Nothing holds the team together like traditions,” said A.S. Makarenko. Bringing up traditions, preserving them is an extremely important task in educational work.

V.A. Sukhomlinsky also attached great importance to traditions.

To educate the team, both solemn - holiday traditions and everyday ones are needed that encourage students to work, improve discipline and culture of behavior.

Traditions develop the collective, increase the content of its life, expand the boundaries of the activities of the working people, which has a great educational influence on them and strengthens their cohesion.

Collective creative work belongs to such traditions.

Collective creative education is a joint activity of students and adults aimed at improving living together. Collective creative work (KTD) involves the broad participation of everyone in the selection, development, implementation and analysis of collective activities. The organization of such activities (KTD) goes through several stages:

1. Preliminary work.

A model, an image of the future KTD is being compiled. Educational goals and tasks are comprehended, a conversation is held with students, the head of the children's team “ignites” the children with an interesting and useful thing. The teacher answers the following questions:

What is the main idea of ​​KTD?

In what form will the KTD take place?

Whom to involve?

Who to turn to for help?

When should I start the conversation?

2. Collective planning of KTD. Planning takes place in microgroups, as well as at a general meeting of the children's team. A general plan for the life of the team is drawn up and a specific KTD is planned. Representatives of micro-collectives speak at the start-up gathering and answer the questions:

What will we do and for whom?

Who will we do this with?

Who will be a participant?

Who will help whom?

3. Collective preparation of KTD. The most difficult and responsible stage. To prepare and conduct the selected CTD, a special body is created - the Case Council, which includes representatives of each micro-collective. This association is valid only during the preparation and conduct of this KTD. For the next case, a similar body is being created with a new composition. The KTD project is specified and concretized first by the Case Council, with the participation of the head of the team, then in micro-collectives that plan and begin work to implement the common plan.

4. Carrying out KTD. Here everything that was conceived is anticipated in life. Duration from 15 minutes to the whole day. The main thing for the teacher at this stage is the creation of psychological comfort.

5. Summing up the results of KTD. Summing up takes place at a general meeting, which may be preceded by a written survey-questionnaire containing primary questions-tasks for reflection: what did we do well and why? What failed and why? What do we offer for the future? The analysis takes place immediately after the CTD. The teacher should keep in mind that the collective analysis includes three key points: note all the positive (and there should be more of it than the negative);

discuss the negative aspects that took place in the preparation and conduct of the case;

outline the prospects for the positive development of the children's team and individuals.

KTD has a huge impact on the personality of every student, because it is a way of organizing a bright, filled with work and play, creativity and partnership, a dream and joy of life, and at the same time, being the main educational tool. We assume that in KTD any junior student can declare himself, demonstrate such qualities of his personality as responsibility, diligence, initiative, sociability, organization, authority, and therefore his leadership qualities.

The effectiveness of KTD is determined not only by the content, but also by the form. Game forms of KTD correspond to the internal motivation of students and ensure the harmonious development of the individual.

When compiling a program for the development of a classroom team of grades 1-4-A, I developed cool KTD.

I trimester

Know the rules of motion like a multiplication table.

Labor landing.

Competition " gold autumn»

Protection of fantastic projects.

"Gifts of Autumn" (autumn bouquet) (2 cells)

Autumn birthday.

Autumn holiday.

Fun starts.

Health Day.

Competition "Best Notebook".

Competition "Best Textbook".

2 trimester

Factory of Santa Claus.

New Year's celebration.

- "Feed the birds" (manufacturing of feeders)

Defender of the Fatherland Day.

Creativity Day (on the subject of Literary Reading).

(Illustrations for a favorite fairy tale) (1 class)

(The book "Mysteries about winter") (2 cells)

Winter Birthday.

Labor landing.

Competition "Best Notebook".

Competition "Best Textbook".

3rd trimester

Workshop "Gift for Mom".

Holiday "The most charming and attractive." (2kl)

Protection of fantastic drawings "People and space".

Children's Book Week.

Operation Bookmark.

Competition for the best postcard.

Meeting with a WWII veteran.

Spring birthday.

The result of the competition "Best Notebook".

The result of the competition "Best textbook".

Holiday "Goodbye, first class!". (1 class)

Holiday "Hello, red summer!". (2nd grade)

Literature.

Kozlov I.F. Pedagogical experience of A.S. Makarenko: Prince. for the teacher / - M .: Education, 1987. - 159p.

Kuznetsova E.S. Methods of educational work at school / M., "Prosveshchenie", 1967.

V.V.Voronov.Technology of education. M., School Press, 2000.

Fridman L.M. and others. Study of the personality of students and educational groups. M., 1988.

Handbook of the class teacher. / MTSFER, No. 2,3,8 2010.


Redko Marina Albertovna

Introduction

At the heart of the production of film and television projects, the main role is played by the ability of the project producer to build relationships with the team - scriptwriters, director, camera crew, etc. Indeed, in order for the team hired by him to follow the instructions as accurately as possible to translate his vision of the project into a unique intellectual product that will be in demand on the market and will not cause complaints from the sponsor or customer, if we are talking on the creation of television and Internet content. In this essay, we will consider the key nuances of building relationships with creative staff.

Ways to create a creative atmosphere in the team

The creative environment in a functioning enterprise, encouraged and directed properly, is very important, it is the greatest achievement of the team leader. In order to create it, it is necessary to support the initiative and creative aspirations of employees. The manager is faced with the difficult task of creating such a microclimate of the internal environment of the company (creative atmosphere) so that creative individuals, working in a group, do not lose their bright individuality, turning over time into a "gray" member of the group.

A creative atmosphere is first and foremost a welcoming environment that provides support and a sense of belonging to the team, acceptance and non-judgmental attitude that create a safe environment in which creativity can unfold. To create such a creative atmosphere requires special efforts of managers in team building and communication.

How to build relationships in a team creativity each individual was aimed at solving the problems of the team, and in what cases the creative approach on the part of individual employees improves the performance of the entire team as a whole - these questions are of interest to many managers.

A well-built creative environment in a company is directly related to an increase in labor productivity and an improvement in the quality of products, due to the fact that its presence allows solving a number of important problems:

Significantly improves the quality of organizational decisions,

helps to introduce profitable, promising, promising innovations,

leads to an increase in labor productivity due to the revival of production activities,

Improves the professional skills of the staff.

To create a creative team, it is not enough for a manager to simply want the specialists to be the most creative and productive. In addition to desire, it is required to understand certain rules of this game, one's own responsibility and - some actions to change one's own managerial communication. Let us formulate important criteria for the work of creative specialists.

1) Creativity is the ability of an employee to offer non-standard, creative ideas in terms of solving a style, design concept, as well as the need to be creative within the framework of job responsibilities, to offer something that no one has yet offered. However, it should be noted that if an employee is very extraordinary and creative, and monotonous work is expected from him, then after a certain time a conflict situation will ripen.

2) Productivity is the speed of work of a creative employee. Today, most of the work of specialists is performed at a computer, the speed of work directly depends on the knowledge of a package of special programs and experience in them. In addition, the character, temperament of the employee is important, because even the Sami is a creative employee who is fluent in software and information in general can take a long time to gather with thoughts that elementary operations take a lot of time for him and in order to work with him successfully, you must initially be prepared for slow reactions, but there are specialists who embody their creativity at the speed of thought.

3) Corporate culture and sociability is the ability to effectively build relationships with employees, customers and other people around. A creative employee does not have to possess these qualities. In many cases, management processes are built in such a way that it is undesirable for a creative specialist to communicate with the customer, and there is a rational grain in this. The corporate culture of the company is often accepted by creative employees as some kind of rules that they can ignore, sometimes quite defiantly, but such behavior is more often forgiven if the creative person works effectively at the same time.

4) Creative growth - evolution cannot be stopped, including in creative endeavors.

5) Satisfaction with work, remuneration is a kind of recognition of the uniqueness and degree of need in this particular creative employee. The material side is very important, as a rule, creative specialists are considered highly paid employees.

6) Expansion of freedom - in the creative department, each employee is unique, as is the expected result of his activity, and an unpredictable result entails an obligatory expansion of freedom within the framework of production rules of behavior standards. Another feature is that the expansion of freedom for creative employees should be accompanied by additional material and financial resources.

7) Effective interaction of creators - the features of interpersonal interaction within the creative group deserve special attention, since the processes of communication and interaction can have both a motivating and demotivating result on employees.

In general, we can say that the management of creative activity (to a greater extent than many economic and technological solutions) still requires a scientific approach and high professionalism. This implies:

Firstly, the search and attraction of employees with the necessary creative abilities and professional skills, since the company is forced to compete in the personnel market in attracting creative workers;

Secondly, having acquired this "driving force of the organization", the company seeks to use it with the greatest return, for which the necessary organizational conditions and psychological climate are created.

In modern conditions, for the effective operation of the company, there is an increasing need to build flexible, mobile relationships in the organizational structure, close contacts in the process of innovation, joint efforts of staff in preparing and making decisions, intensive relationships with internal and external partners. An effective feature of managing the creative potentials of employees is the close linkage between innovative strategies and human resource management policies.

A lot in the organization depends on the leader and the style of management he has chosen. It can either stimulate employee initiative or nip it in the bud. Most of all, the democratic style of management contributes to the disclosure of the creative potential of employees. It involves the delegation of responsibility and a significant degree of freedom, establishing certain frameworks that determine the coherence of the overall effort, allowing control of the process, ensuring clarity of administration. A leader who chooses a democratic management style supports creative initiative, promotes the organization of the creative process, and often serves as an inspiring example for his employees.

Thus, in order for employees to fully reveal their talents and direct them to the benefit of the cause, a special creative environment must be created in the organization, the main characteristics of which are:

openness to new

Support for innovation;

Trust and cooperation at all levels;

Democratic management style;

Organization of training and professional communication.

The interaction of creative employees with the company's management should be built in such a way that new ideas that require organizational support are not lost. To do this, you need to establish a channel for receiving them. Depending on the specifics of the business, the characteristics of the corporate culture and the size of the organization, various options solutions:

a separate structure responsible for innovation is being created;

a manager is appointed, to whom all proposals from the staff flock;

Offers are accepted by immediate supervisors;

create temporary creative groups to solve specific creative problems;

circles of innovators and inventors are organized;

· special events are held - "creative days", conferences and festivals of ideas;

A special box for collecting ideas is installed.

An important point in the management of creative potentials is that the flow of ideas does not stop, and this can happen for the following reasons: bureaucracy associated with the procedure for putting forward ideas; lack of feedback; lack of demand.

One of the important factors for the flourishing of creativity in an organization is the constant influx of new knowledge, information, and impressions into the organization. It should be said that this is a rewarding business - creative employees are happy to study, train, attend conferences and other events. Communication with colleagues helps them push the boundaries of their own ideas, catch new trends, generate new ideas. For example, Japanese corporations deliberately immerse project teams in a fundamentally new environment - geographical, cultural or intellectual - to increase the creativity of employees by traveling to new places and presenting knowledge from areas not related to their business. There are special programs for the development of creative abilities. Creativity training helps to activate the creative potential of each person through awareness of internal barriers and a better understanding of their capabilities, increases motivation for creative work. Mastering the methods and technologies of creativity allows you to make the creative process more efficient, guarantees the receipt of ideas and solutions in any situation.

One of the most common barriers to the manifestation of creativity are offices that do not provide the basic physiological conditions necessary for the manifestation of creativity - sufficiency of space, good lighting, fresh air, comfortable furniture. The typical office gamma - white-gray-black - does not stimulate creativity either, because it is inspired by completely different colors - yellow, orange, blue and purple.