Vol. 12 No. 2 (35) (2021)

Mana­ge­ment has always been in the center of attention of philosophers, since it is one of the forms of sub­ject-object relationships, within which the goal-setting of the subject of management is realized through the executive activity of the object. The successful activity of any organization is based on a certain management philosophy, formulated in the mission and objectives of the organization, its dominant values, code of conduct, etc. Philosophical understanding requires one of the key points of management activity – managerial decision making. It is important to find out the mental and socio-psychological reasons for mistakes when making decisions. In particular, the manager should over­come a purely pragmatic approach to solving problems and develop the ability to grasp and compre-hend the managerial situation more globally.

 In the absence of statehood, it is culture that becomes a system of means and forms of organizing the life of an individual and society, therefore, it can be described as a «project or program of life», in which all important events are identified, their time frames and ways of implementation are indicated. Since the absence of statehood in the history of the Armenian people periodically made impossible to organize the life of the whole society according to the same principles and norms, this function was assumed by culture. However, it could not claim such universality and obligation, which is possible under the conditions of a state by the laws and national ideology.

Consequently, culture could organize a person's life not in the forms of a large «we» (nation or society), but in small forms of transpersonal being - a family, a clan, a community. Since they belong to the public sphere, in this way ethnic culture provided self-expression and self-affirmation of the individual in public relations.

The transpersonal is also a natural continuation of the personal, therefore, small «we» - family, clan, community, etc. are natural forms of transpersonal existence, formed in the Armenian culture. Since the natural development of the personality at a certain stage presupposes the expression of the social essence of a person, the adaptation and socialization of the personality takes place through these forms of transpersonal existence in the Armenian culture. At the same time, it should be mentioned that the conditions and opportunities for the formation and expression of the big «we» - the nation and society - are provided by the state.

The long lasting absence of the state in the history of the Armenian people led to the fact that historically the transpersonal was limited to small forms of expression that had and still have a pronounced ethno-cultural character. Along with the lack of statehood, culture proved its viability and performed an ethno-protective function, strengthening itself in the consciousness of Armenians as a guarantee of the spiritual existence and development of the people.

Despite the fact that small forms of the transpersonal are public spheres of personality expression, they in fact cannot completely replace the system of social relations and from this point of view can be characterized as simulacra, since they are imitations of social life, that is, symbols of what is not real. This does not diminish their reality, on the contrary - it is precisely the relations of families, clans, clans, friends and communities that form the social reality of the Armenian society, especially if we take into consideration that these relations have their continuation in the spheres of economy and politics, creating a clan economy and clan politics.

Thus, we can conclude that there are three levels of personal expression in the ethno-psychology of Armenians: «I», small «we» and big «we». The long absence of statehood, life in a foreign cultural environment and the constant threat of expulsion and destruction left unfinished the processes of the formation of large forms of the transpersonal - the nation and society, and at the same time contributed to the fact that Armenians for survival relied on their «I» and small «we» - the family, the clan, the friends and the community. Due to the social reality they created it became possible for each individual to implement a life program - to get an education, a work, create a family, achieve well-being, etc.

There has been a lot of research on populism and conspiracy theories in the last century, and there is one thing in common in all researches․ In almost all studies, populism and conspiracy theories are viewed as threatening the democracy, the establishment of a rational, constructive social-political dialogue. However, the ideological and content generalities of populism and conspiracy theories have not been sufficiently studied in the professional literature. In this study the general ideological components of populism and conspiracy theories have been summarized and some of the descriptive elements of populist conspiracy theories have been identified. These components are the machiavellian understanding of politics, the stratification of society on the basis of moral opposition ("good people" - "evil elite"), the demonization of elites, the mythological modeling of social-political processes.

This article is devoted to the questions of existential being in the 21st century. An attempt has been made to reveal the anthropological specifics of the epoch through the prism of its ethical and aesthetic dimensions. The methodological basis of the analysis was the ethical-aesthetic dichotomous concept of Søren Kierkegaard. As a result of the historical and philosophical analysis of the correlation between ethical and aesthetic worldviews, it is concluded that the prevailing nowadays aesthetic mode of being as "being-with-itself" is not non-alternative. The thesis is supported that both the ethical attitude toward "being-with-others" and the aesthetic attitude toward "being-with-itself" are generated by a common for both ideology of subjectivism.

The article discusses the problem of psychological assessment of personnel in the ways of communication between the characteristic features of employees, the specifics of their motivational-value sphere and performance, taking into account the understanding of the regulatory in the context of human resource management of the organization. Ensuring the effectiveness of the use of advanced training methods in the selection process and further training in order to increase the efficiency of the use of advanced training methods. The author's research and analysis of similar works have shown that, depending on the professional activity, psychological qualities of the personality, the motivational component, the level of self-regulation of voluntary activity, the degree of preparedness, professional competence, the dynamics of individual stages of working capacity can be maintained in accordance with the intensity of work or stages of work cycles.

Շնորհի հասկացությունը մեկնաբանվում է սոցիալ-հոգեբանական տեսանկյունից, քննվում են եզրույթի ձևավորման միջառարկայական մեթոդաբանական հիմքերը, տրվում են նաև ընկալման մշակութաբանական, սեմիոտիկ ասպեկտներ։ Հոդվածում ներկայացվում են երկարաժամկետ հետազոտության արդյունքները, որոնք ներառում են տարածաշրջանում ակտիվ ռազմական գործողությունների ընթացքում և դրանցից հետո ընկած ժամանակահատվածում կրոնական շնորհի ընկալման հիմնահարցեր։

The article presents the main phases of the "Big Five" questionnaire development, the results of reliability and validity. The whole process was carried out in two consecutive research stages. Initially, the “Big Five” questionnaire consist 150 questions, which measured 5 main factors and 30 subfactors. However, after processes that include two phases questionnaire development, the number of questions was reduced to 125. As a result, the number of subfactors became 25, and for each main factor there were 5 subfactors instead of 6. Afterwards we get a reliable and valid questionnaire in armenian that could be used to measure personality traits, as well as for using in all areas where it is necessary to identify the personality traits, for example, human resources management, education, etc.