How to stop violators of chain of command and maintain a pleasant atmosphere for work. Subordination - what is it at work and in the family

Since childhood, each person is instilled with respect for elders and the rules of behavior in society. Briefly, this can be formulated as follows: "The younger must respect the elders, and the subordinate must respect the authorities." It sounds a bit paramilitary, but at work, as in war: without order, rules and subordination, any tactic will be a failure! Any process of joint work needs the placement of workers, timely control, as well as debugging relations between its participants. These relationships are always built on power and submission. Respect by the boss of a subordinate and vice versa, mutual distance, compliance with established rules and constitute such a thing as subordination. And most workers perceive it as necessary condition labor, and not as an infringement of their rights.

Definition of the concept and content of subordination

Subordination comes from the Latin word subordinatio, meaning subordination, and is a system of service relations associated with a hierarchy, the subordination of some leaders, together with their divisions, to leaders of higher levels. Such regulated relations are the subject of subordination. The content of subordination is following the established rules of interaction between persons of different hierarchical levels (managers of various levels and ordinary employees) within the labor collective, organization, institution.
Subordination provides for a respectful relationship between a superior and a subordinate, a special procedure for issuing orders, orders by the superior, as well as reporting the results of their implementation to subordinates. In addition, the rules of subordination regulate the appeal of the actions of the chief to a superior. The head of the lower level (together with his subdivision) is subordinate to the heads of the upper levels.

Subordination system

Well-regulated system business relations allows you to achieve coordinated work of the entire team, united by a common goal. Many people can work on the same task. Each employee at his workplace must clearly know which of the other colleagues he interacts with, whom he has the right to ask, and who has the right to ask him.
Subordination implies strict and unquestioning subordination (depending on the official position held by the person in the company, position) of junior seniors and is based on the principles of service discipline. A prime example system of subordination is a mechanism for regulating relations, adopted among the military. However, practically in any collective from the state sphere the principle of subordination is observed at all levels.
In commercial organizations with more than one leader, the introduction of a system of subordination of juniors to seniors is also mandatory. This becomes especially relevant with an increase in the number of employees and expansion of the company's functions. Then there is a direct need for chiefs, each of whom manages his own unit. The head of a small company may be one or two steps apart from those at the lowest organizational level, and in large organizations between the steps there can be more than a dozen managerial positions.
Meanwhile, experts come to the conclusion that a short hierarchical chain is optimal, otherwise there is a high risk of problems associated with the remoteness of ordinary employees from the leaders themselves. high level. In foreign companies, there is a trend towards a reduction in the length of the hierarchical ladder and an increase in the role of horizontal service relations. At the same time, the opportunities for making organizational decisions by ordinary employees are expanding. But, regardless of the length of the management chain, any head of the unit has the authority to make decisions solely within the limits of his own official responsibility.

Note. Strict observance of subordination implies that each leader must automatically transfer to higher levels the solution of those tasks that go beyond the boundaries of his competence. After all, "jumping" through the steps of the management structure can reduce the authority of the higher leadership.

Subordination as the basis of corporate etiquette is based on the provision on the rules of labor discipline or "unwritten laws" that are transmitted orally to newcomers. The rules of the labor schedule imply that discipline is observed in relations within the team and they are strictly within the framework of work. Each employee has a direct supervisor, whose instructions must be carried out. In case of disagreement with the actions or orders of the management, you can appeal them in the manner prescribed by the working regulations, without violating subordination and not "over the head" of the immediate supervisor. follow the rules business communication- one of the most important components of success today. The ability to observe subordination is a significant element of professionalism.

Standards of conduct are not only for subordinates

Violation of subordination is a common phenomenon. Most often this is expressed in violation of labor discipline. Penalties are reprimand, reprimand and dismissal with the obligatory execution of reports or explanatory notes.
Nevertheless, each of the employees may have their own idea of ​​​​the boundaries of what is permitted. In order to avoid conflicts in internal labor regulations or in job description It is useful to state in detail what exactly is considered subordination and its violation. As for ordinary employees, there are fixed rules for observing subordination and measures of responsibility for its violation, so for management there are rules and techniques that allow you to increase the level of business communication and your own authority, and avoid mistakes. Just the leader lays the foundation for the psychological climate in the team, defining patterns of behavior.
Experts identify some rules of business communication for managers:
1) in case of non-fulfillment of tasks by employees, make comments. But criticism should take place in a harmless form for the subordinate and concern not some of his personal qualities, but professional shortcomings;
2) do not discuss them with subordinates personal problems and don't give advice. Distance must be maintained on both sides;
3) under no circumstances show your subordinates that you are no longer in control of the situation, even if this happened;
4) be fair. Any, even insignificant success should be encouraged;
5) reward your team with a kind word even when success is achieved mainly due to your efforts. Without the help of employees, the tasks set would not have been fully implemented;
6) do not create favorites: their appearance causes envy and enmity in the team. Treat everyone equally to maintain a healthy work environment;
7) not to scold the guilty in public. Such humiliating treatment is unacceptable. Such tactics of behavior can not only seriously offend a person, but also cause a serious nervous breakdown;
8) when communicating with subordinates, be correct, and give orders according to the levels of the hierarchy;
9) observe the principle of emotional neutrality in relation to subordinates. Treat everyone equally and with restraint. Personal likes and dislikes are out of place;
10) regulate the procedure for obtaining access to you by employees.
The foundations of subordination are a universal concept. But each organization sets its own measure of the strictness of their observance. The lack of business ethics and norms of behavior negatively affects the working atmosphere, the mood of the entire team, which can lead to violations of discipline and failure to complete tasks.

Conclusion

Sometimes the subordination system becomes a special tool with which the manager achieves quality work and high scores.
The need for subordination, for a certain subordination is caused by the need for many people to achieve common goals, the interconnection of common interests and special, private ones. That is, the higher subjects of management set goals for the lower ones, which are called upon to implement them taking into account their individual interest.
To ensure subordination, the use of direct authoritative methods of managerial influence is typical. And the abuse of this tool leads to strict regulation of the activities of performers to the detriment of their independence, to the underutilization of their creative potential. Subordination accompanies the natural course of professional events and labor relations in any organization and helps to ensure the elementary order and efficiency of activities in it. However, sometimes it can be "inconvenient", unprofitable. If the leader needs his subordinate to take the initiative, boldly put forward original ideas, and perhaps even criticized his considerations, one can suggest "putting aside" subordination for the duration of such a discussion. Joining the team, a new employee gets used not only to the established rules and order of conduct, but also to a certain "family" working relationship and, unfortunately, sometimes forgets that he does not work among close people, but primarily among colleagues and under the guidance of superiors . For example, he can flare up or switch to “you” in communication, often being late or allowing himself inappropriate statements. And if in small companies or firms with a democratic "form of government" they can turn a blind eye to such familiarity or, as a maximum, make a remark, then in large corporations or public institutions for such an offense they can not only be fired, but, for example, ruin the reputation among "their own" and deprive not only career development but also a decent job in the future. When and how subordination is appropriate - only the leader decides.

Everyone is familiar with the word subordination. True, many continue to persistently think that subordination is a subservient attitude of a subordinate to a boss, something like bows, flattery and other syndromes of a wretched careerist. Actually no, it's elementary rules that regulate the relationship of superiors to subordinates and vice versa. It implies that the boss will not treat you like slaves, and you will not make fun of his psoriasis and joke obscenely in front of him.

There are, of course, places where grace reigns, and the authorities know and appreciate their subordinates, as if they were their children. But this is not the case everywhere: the larger the company, the less love in it. For such firms - a brief excursion into the world official relations at work.

You and colleagues

1. You need to greet everyone - from the watchman or security guard to the president of the company - regardless of rank and official position.

2. You should not self-actualize at the expense of colleagues. The boss may not appreciate this, and relationships with colleagues will be ruined forever. Therefore, taking away customers and blaming all the troubles on your roommate is the last thing.

3. If you are doing a common task, then try to divide it among yourself in equal parts, unless, of course, this was done by the leader. This will help to avoid the appearance of "drones" who will not be useful in the work, but will receive a bonus.

4. Do not provoke your colleagues to personal questions in the middle of working hours. Not everyone comes to workplace to sharpen the fringes. If you see that a colleague is immersed in the work process, do not distract him, even if you are on friendly terms. All personal questions - only after the factory call about the completion of work. If you see that a person is not particularly busy and is happy to make contact, then why not talk?

5. There is a special rank of people - jokers. Pranksters love to arrange a petrosyaniad right in the middle of the working day and attack colleagues with uncomfortable questions. What to do with such people? That's right, mercilessly hit and preferably on the head.

6. It is impossible to unequivocally answer how to address employees: to “you” or “you”. If this is a small company with close relationships, when communication is not limited to working hours and boundaries, then you can use “you”. But if there is a division of responsibility, a division of functionality, then it is better to observe subordination. And remember, you must respect the person who performs more hard work. In companies in which there are a lot of levels of hierarchy, the ability to maintain a position on "you" is necessary. At least in front of colleagues and superiors. Even if you are close friends who work in different departments, or he is your boss, then in public - only on "you". The rest of the time - as you please.

7. The most important thing is not to scandalize and maintain an atmosphere of friendliness. And then everyone, starting from heaven and ending with the authorities, will thank you.

You and the boss

1. The bosses are a sacred thing, but not so much that at the sight of him you fall into awe and remain silent, like Gerasim from Turgenev's story. Do not be shy to express your position and job offers, but do it tactfully and politely, because the leader will not tolerate impudent remarks in his direction. Use phrases like “What do you think if…” and other cautious expressions at the level of “if you please” to gently hint to your superiors that there are bright ideas in your head.

2. You need to talk to your superiors as if you were at a social event. It is impossible to speak in a categorical tone. The manager may think that you treat him negatively, and such people do not stay in the team. It is the taciturn and eternally dissatisfied subordinates who are the first to be laid off.

3. It is necessary to avoid jumping “over the head” of the immediate supervisor, except for urgent and emergency cases, when there is simply no time left for a meeting. Such behavior will be regarded by the immediate superior as disrespect and doubt in his professionalism. You undermine his authority in front of the whole team, you despise him, disgrace him ... Then try to explain that you are not from evil.

4. Next - the topic of closed doors, eternal and relevant. For example, you can’t enter the boss’s office without knocking, and you can’t visit it if the boss is talking to someone. This conversation can be important, and here you are with your paramount affairs. Although if you work at the Nuclear Power Plant and there was an explosion, then to hell with it, you can kick the door with your foot and yell about what happened to the entire affected area.

5. Of course, it is impossible not to touch on the topic of familiarity. If it's customary in your office to address each other as "you", then for God's sake. But in this case, you don’t need to stand out and call the authorities “you” (don’t be a black sheep, they don’t like them), and in other cases, publicly “poking”, even if you are friends, is strictly prohibited. It undermines the image of the boss.

You and subordinates

Consider a situation where you are in the role of a boss.

1. When you communicate with a subordinate, there are only two forms of communication - an order and a request. An order is given in an emergency, while in a standard situation, go to a request. It is expressed in the goodwill and trust of the leader. In the case of a request, the employee can offer you his own options for solving the problem, express an opinion on the current situation, and you have no right to interrupt it. But in the case of the order - no demagogy.

2. Familiarity on the part of the boss is also not always welcome. Approaching your subordinates, slapping them on the shoulder and saying: “Well, you did the garbage, Valerka,” is not very good. In any case, psychologists do not advise. In a personal conversation, this can be allowed to cheer up a tired worker who has been plowing for a year without rest, but not in public.

3. But it is highly recommended to praise employees. If he did Good work, he should receive not only financial, but also moral rewards. The employee must understand that his work was appreciated by you. Just don't imagine that the whole team is working for your blessing. He works for money, which you have to pay on time.

4. There is no need to take the place of subordinates, delve into their problems and get away with violations, otherwise the staff will simply sit on their heads. Praise is one thing, but you can't do without an iron hand. Remember, the carrot and stick method has been tested for centuries. But do not stoop to the humiliation of personal qualities. Don't mind yourself? By the way, you shouldn’t get into their souls, it’s at least indecent, you shouldn’t tease them, joke with them.

5. If an employee fails to comply with your order, you need to remind him that you have a large collection of instruments for torture. These are extreme measures, just remind that you are waiting for the result, otherwise he will decide that the task can not be completed. And the comments make the employee understand the seriousness of the order given to him and eloquently remind him of the possible consequences.

6. Remember the names of your employees and study their performance. You just need to know what kind of people work for you, what task they can be entrusted with, and what not. Sometimes recommendations need to be let go. Don't forget, for everything they do, publicly report to you!

Subordination is a system that regulates the relationship not only between a boss and a subordinate, but also between a senior and a junior, meaning the position held.

The attitude of a subordinate boss was formulated by Peter I, who issued a decree on the attitude towards superiors on December 9, 1708, where he formulated the requirements for a person who is subordinate: “A subordinate in the face of a superior must look dashing and silly, so as not to embarrass the authorities with his understanding” . More than 300 years have passed, but some leaders still understand subordination in this way.

But if the leader wants to achieve really high-quality work and high results, subordination will be the mechanism that will achieve this goal. After all, in fact, subordination is a clearly regulated system of business relations that allows you to achieve well-coordinated work of the entire team, united by the implementation of a common task.

Many people can work on this task. Each of them at his workplace must clearly know with which of the other employees he interacts, with whom he has the right to ask, and who has the right to ask him. Only in this case, the team will work like a well-oiled clockwork.

Subordination is a system of subordination in the service, determined by the measure of responsibility. The measure of responsibility, as a rule, is determined by the position held or temporarily assigned powers.

What is a violation of subordination

Each employee has his own direct supervisor, whose instructions he must carry out. In case of disagreement with the actions or orders of your management, you must appeal them in the manner established by the working regulations, without violating subordination and without acting over his head. The same applies to cases when you have suggestions for improving the quality of work and work. Compliance with subordination greatly simplifies and facilitates relationships in the team, eliminating the possibility of non-fulfillment of management decisions.

Why is subordination at work necessary to achieve effective performance? All successful companies have their own system of building relationships within the team. It aims to help create the most comfortable environment for all participants in the labor process. Consider how colleagues behave among themselves and with superiors.

Definition of subordination

What is subordination? This Latin term is used to designate a hierarchical system of relations between colleagues. It can be described by a simple scheme "bosses-subordinates". The position within this system gives the participant certain rights and obligations. They are connected exclusively with his position and do not concern personal qualities. When promoted, a person will automatically take a new place within the hierarchy.

The system of business relations in our country cannot yet be called perfect. Many bosses are confident in their right not only to lead, but to teach and even insult employees. At the same time, many subordinates perceive the leader as a teacher, an unquestioning authority, whose remarks cannot be disobeyed or criticized.

The rules of subordination are aimed at creating an understanding in the team who is responsible for which area of ​​work. Such a system of relationships helps each employee to know whom he has the right to ask, and who has the right to ask him. It is the streamlining of business communication that is the main ultimate goal of subordination.

Subordination is a system of relationships between colleagues. superiors and subordinates

Types of subordination

Most often, subordination is the relationship between the boss and the subordinate. But in the full sense of the word, the system also concerns relations between managers of different levels, within the workforce, between direct and indirect managers and employees, as well as between employees of the enterprise who are not connected by subordination.

Conventionally, all relations between colleagues and superiors are built according to one of two schemes:

1. Vertical. "Chief - subordinate." It is about this subordination that they talk in most cases.
2. Horizontal. “Colleague - colleague”, “employees of similar positions in different departments”.

For the convenience of understanding the versatility of subordination, it is convenient to single out 3 of its varieties:

• administrative;
• ethical;
• functional.

Subordination laws

In each organization, the system of relations between employees is regulated by internal regulations. There is no single law on subordination. When developing their own order, the leaders of the enterprise primarily rely on Labor Code: no violation of the rights of any of the employees. Other sources of information about the rules of subordination can be reference manuals for managers and employees of human resources departments.

Perhaps the state law on subordination would solve the problems of some employers with the organization of relationships between employees. But in practice, each organization has its own specifics, which are very important to take into account when subordinating, but cannot be entered into a general legislative act.

The atmosphere in the work team depends on subordination

Rules of subordination between subordinate and superior

Maintaining a chain of command is essential for healthy team relationships and high performance. It is important to take into account all the features of the enterprise and create a really working system of relationships between colleagues. The purpose of subordination is not to elevate superiors over subordinates, but to create a truly effective management scheme.

Subordination rules relate primarily to the rules of conduct in the workplace, the order of appeals and communication, the ability to require an employee or boss to perform official duties. Communication between colleagues should be smooth, friendly, without condescension or familiarity. Let's consider two main options for official communication: horizontally and vertically.

Between leaders

Managers at different levels in most organizations are required to observe subordination with each other and with subordinates. What is important to know? The head has the right to demand from the subordinate the fulfillment of the entire scope of duties in due time. At the same time, he must remain polite, correct. AT conflict situation you cannot insult an employee, raise your voice at an employee, make fun of him. These activities are taboo.

The manager can criticize the employee for any mistakes in the work, demand explanatory or involve disciplinary actions. In extreme cases, the employer terminates labor contract unilaterally. At the same time, it is strictly forbidden to "get personal" - that is, to criticize an employee for his personal qualities.

Bad narrow-minded bosses understand subordination as the right to humiliate subordinates. This opinion has nothing to do with reality.

Subordination imposes even more significant restrictions on the boss than on an ordinary employee. He sets the tone for communication, he issues orders and regulates the process of work. The boss should be able to criticize, but at the same time not turn to insults. His criticism is a method for improving the quality of work, and not a tool for increasing self-esteem.

Communication between two leaders of the same level is built as communication of any other two equal colleagues. The relationship of the head of the structural unit with the heads of departments is built by analogy with the communication "chief-subordinate".

Between subordinates

Business relations between colleagues of the same level, not connected by subordination, are built much easier. As a rule, it is enough to adhere to the standard rules of courtesy and business etiquette. A greeting, a handshake, a “you” address (only “you” with mutual consent) is enough for most organizations.

Workers of the same level communicate as equal partners, but without familiarity. If colleagues have become close friends, it is undesirable to show this at work: other employees may not understand the new format of communication or feel uncomfortable at the same time. The more friendly and even the environment between colleagues, the more productive the work of the organization will be.

The head must comply with the requirements of subordination on an equal basis with all

Consequences of violation of subordination

Failure to comply with the rules of business communication in a team is fraught with negative consequences. The easiest consequence is an unhealthy atmosphere in the team. Heavy - conflicts, discord production process.If the manager treats employees incorrectly, this demotivates them, they lose interest in work. If he does not know how to delegate authority, confusion and disorientation are created. Thus, violations of subordination on the part of the leadership threaten with sad consequences.

What happens if the order of business relationships is not observed by the subordinate? Most likely, he will receive a remark, and in more difficult cases - a reprimand. Violation of subordination by the employee has more personal consequences, and by the boss - more global.

Properly built subordination serves common goals and helps the company to be more efficient. All employees will be more comfortable when the team has general rules communication and interaction. The boss sets the tone: how he welcomes employees, how he distributes tasks, praises and criticizes.

Subconsciously, most employees adopt the manager's tone of voice and use it. The boss is aggressive and arrogant - employees behave similarly, seek to protect themselves from his attacks by all means and think about this more than about their duties. The boss is friendly, always helpful and answers questions - his department will be the same.

It is advisable to develop a standard of business communication for the company. It will help employees find their bearings on the spot, understand what exactly the organization requires of them when talking about “subordination”. Ready examples such standards can be found on the Internet and adapted for your own purposes.

Insults, contempt, familiarity, tantrums and quarrels are unacceptable in any form. Any of the examples of such inappropriate behavior will not fit into the model of a successful enterprise. All emerging conflicts must be resolved as quickly as possible, preferably with the involvement of a special commission on ethics (formed from members of the team).

Criticism should only be direct. You can not criticize the employee, and even more so the boss in their absence with colleagues. For example, the head of the enterprise should not tell employees production shop that their boss did something wrong (even if it actually happened). This adversely affects the authority of this manager / employee, creates a gossip precedent in the team and gives each employee the opportunity to think that something bad is being said about him even in his absence.

Conclusion

The purpose of subordination - a system of relationships between colleagues and superiors - is to create a healthy atmosphere in the team, convenient regulations for the interaction of employees. A favorable psychological climate will undoubtedly have a positive effect on the results of work. Subordination is based on the principles of subordination, compliance with the ethics of business communication, the absence of a personal factor and a reasonable distance.

Subordination at work is a kind of “rules of the game” that are mandatory for all employees. Them conscientious performance provides a clear and understandable division of responsibilities, which means well-coordinated work of the team, high efficiency and productivity for the benefit of the company. At the same time, non-compliance with subordination can easily lead to conflicts, disrupt the working atmosphere, significantly reduce productivity and nullify all the efforts of the team.

What is subordination?

Service relations are built according to some kind of written or unwritten code, which includes the interaction between:

• leaders and subordinates
• subordinates themselves
• leaders themselves

An important part of such a code are the rules of subordination and business etiquette.

The proverb that the fish rots from the head perfectly reflects the importance of authority. Here it is appropriate to recall army discipline, where orders are given clearly, understandably and are not discussed. In addition to the high position that the leader occupies, he also bears high responsibility for his decisions and their consequences. A strict hierarchy in the team is necessary to maintain labor discipline.

The principle of subordination corresponds to the principle of a hierarchical ladder:

• Junior employees must recognize the authority of senior employees, unquestioningly follow their instructions, take initiative within their competence and report results in a timely manner.
• Superior employees must respect their subordinates, adhere to the ethics of behavior and find the correct wording for extradition or criticism.

For subordination, one can choose a very approximate definition, since this concept is more ethical than legal.

is a set of rules governing service relations at all levels and aimed at the conflict-free solution of common tasks.

What regulates subordination

Each work team should have appropriate documentation describing the order of observance of subordination.

These documents include:

1. company charter
2. inner order rules
3. job descriptions of employees
4. labor agreements
5. contract between employer and employee
6. collective agreement

In many cases, the duties and rights of employees are stated in the form verbal agreement. This applies to small firms where documentation is kept in a simplified form. But it is much easier to adhere to subordination in a small team - it usually has only one leader and his subordinates.

Compliance with official etiquette, tactful behavior contribute to positive attitude and coordinated work of the team. And refusal of subordination at work can be regarded as a disciplinary violation and lead to severe punishment.

Varieties of subordination

There are two models of service relationships: vertically and horizontally.

Vertical service relationships

The vertical line of behavior concerns the relationship between the boss and the subordinate, not only from top to bottom, but vice versa.

A person who occupies will reach great heights if he has elementary knowledge of psychology and sociology in the business field. So an arrogant authoritarian style of management leads to the narrowness of subordinates, blind obedience, unwillingness to take the initiative.

More productive are partnerships with subordinates, devoid of familiarity. Business meetings, joint decision-making, encouragement of initiative lead to coherence of work and creative feedback from each employee.

On the part of subordinates, the right relationship with managers creates psychological comfort for all employees. A clear, understandable hierarchy excludes any envy of colleagues, showdown, discussion of superiors behind their backs and the struggle for a favorable attitude of the head.

Horizontal relationships

The horizontal line of behavior in the workplace is built with colleagues at work. Usually these are people occupying an equal position in the service hierarchy.

Equality, mutual assistance, mutual respect and at least partial interchangeability are welcomed between lower-level employees. With other employees, you need to behave evenly, with dignity, clearly aware of the scope of personal responsibility and keeping a distance in everything related to working moments.

A little more difficult is the line of horizontal relations between leaders of the same rank. Here it is necessary to take into account the personal ambitions of colleagues, as well as their management style. Giving orders to someone else's subordinates means probability with their immediate superior. On the other hand, if a colleague is a democratic person, then he can even thank you for your help and participation. All the subtleties of such a plan are decided between the leaders orally.

Observe subordination: common mistakes

To maintain a fruitful working atmosphere, common mistakes that lead to non-fulfillment of subordination should not be made:

• When giving an order to a subordinate, the boss himself must control the execution. You can not entrust control to another subordinate.
• The subordinate must report for the completed task to the superior from whom it was received.
• The head should not give instructions to employees without the knowledge of their immediate superior. This will discredit the latter in front of his subordinates.
• You can not punish a subordinate bypassing his immediate supervisor.
• Do not reprimand or punish an employee in front of his colleagues.
• If a subordinate makes mistakes, you should talk to him in the correct form, without showing aggression.
• The order of tasks should be clearly communicated to subordinates. They need to understand which work is more urgent and which can be postponed and for how long.
• It is not nice to criticize colleagues behind their backs, especially in the presence of subordinates. Similarly, subordinates should not publicly discuss the leader, undermining his authority.
• Compliance with the norms of business etiquette always only benefits the common goals. Erasing the lines between the boss and subordinates, turning to "you" leads to a decrease in his authority, laxity of employees, and irresponsibility.

Learn more about how to properly give orders to subordinates.

Consequences of non-observance of subordination

If at least one employee does not observe subordination, he brings disorder and confusion to the team, breaks a clear delineation of duties, undermines labor discipline, discredits his boss in the eyes of subordinates and senior management. The same applies to leaders who allow themselves or push them in other ways.

At work, work should come first, not a showdown. Violation of subordination may result in punishment negligent employees. The legislation provides for punitive measures to call violators to order: oral reprimand and reprimand. These types of punishment may be accompanied by deprivation of the bonus or a fine. And the most malicious violators, who allowed themselves an administrative or even criminal violation in the form of rude actions, will be fired.

Compliance with the rules of subordination is mandatory in any enterprise. it effective way to create a healthy atmosphere and coordinated actions in the team.