PhD S.V. Skrygin¹
PhD A.L. Yurchenko¹
PhD, Associate Professor P.V. Galochkin¹
PhD, Associate Professor V.L. Anurov¹
¹Financial University under the Government of the Russian Federation, Moscow

Objective of the study was to evaluate «soft» dismissal as a technology for optimal management of teaching staff at the Department of Physical Education.
Methods and structure of the study. 36 employees of the Department of Physical Education took part in the experiment. Of these: 17 men and 19 women. After identifying a labor conflict at the department using the method of L.G. An assessment of the aggressiveness of all members of the teaching staff was carried out. After some time, during the competitive selection, the employment contract was not intentionally extended with that part of the employees whose behavior was characterized by a high level of aggression. During the competitive selection process, the same number of specialists took the place of the departed teachers, whose level of aggression was determined using a similar methodology. After the conflict was resolved, a repeated questionnaire survey of all employees was conducted to assess the level of aggression of the new composition of the work team and the likelihood of a new conflict arising.
Results and conclusions. It has been established that labor conflict is provoked by employees with high rates of aggression, with insignificant influence from employees with average rates. Rotation of the teaching staff of the department using «soft» dismissal and inviting employees with average and low levels of aggression to the team reduces the likelihood of a labor conflict and establishes constructive interaction between teachers.

Keywords: labor conflict, «soft dismissal», level of aggression.

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