E. G. Aminev et al.
interregional 10 top-managers—vice presidents, chief accountant, service and departments chiefs. The central
office is located in Moscow. The name of the organization in accordance with the principles of business ethics is
not given.
The method was tested in earlier work with boxers, wrestlers, Russia basketball team, rescuers of the Ministry
of Emergency Situations, Special Forces soldiers. Regression models were built for the professional interpreta-
tion according to the assessment center, sociometry, emotional burnout, the stability of cognitive functions, and
psychosomatic Biomembrane indicators [5].
Top-managers filled the form on the computer questionnaire including 61 items of dreams, Sigmund Freud
identified. It was necessary to assess what dreams were pleasant for them and what ones were not: +2 to −2
points. Zero point is not allowed. Scales codes and interpretation are not shown and explained to respondents.
To ensure comparability of the results the average response was obtained for each scale for all its issues. The
values obtained were used in the further processing. Equation obtained previously by other groups, were refined
based on the security of the employees involved in the leakage of corporate information. Regression analysis
and uniquely designed digital programming software were applied (Excel-2003, VB).
3. Results
For each classical psychoanalytic code for Freud (F-code), a new corporate code (C-code) was obtained. Below
there are examples of dream symbols and names of the scales included in the basic model:
1) Fairy, mother (men dreams), magician, father (women dreams).
Inc, F-code: Incest, C-code: not implemented plans, hopes for promotion.
2) Evening dress uniforms.
Nak, F-code: Nakedness, C-code: Disappointment lack of career development, the first persons of insincerity,
lack of clear responsibilities.
The following are the corporate codes only, and classic ones are not given because of their fame;
3) A closed door, flowers, bloom
Vrg, inability to confront the employee rudeness of the first persons, lack of support for new ideas in the com-
pany;
4) Running, hasty action, swing
Sx: Complaints about abundance of routine and dissatisfaction with the salary;
5) Forest, shrub, meadow
HPb: Loss of faith in the promise of corporate wage supplements, compensation;
6) The Emperor, the King, the Earl
Prn: Dissatisfaction with the authoritarian style of leadership
7) Large yard, market
FGn: Deficit of male style of leadership, a desire to hide from the production hassles and responsibility.
A formula of dissatisfaction with the company policy, and with the central leadership has the following form:
( )
0.4 33 2 2 3DLIncNakVrgSxHPb ParFGn=++++−− −
(1)
Here the normalizing factor 0.4 provides corridor results from 0 to 2: 0 points—absolute support, full identi-
fication with the leadership, to 1 point—partial support, and 2 points—the rejection of the firm’s strategy.
A protest group corporation is revealed by high values. Managerial staff is clearly divided into three levels:
• A group of like-minded management of the bank, DL = 0 points, 2 employees.
• Partial support group, DL = 1 point, 2 employees.
• Rejection group, DL = 2 points, 6 employees.
• You can select a destructive risk subgroup DL ≥ 2, 4 employees
As you can see, in this significant bank, a good proportion of top managers are not satisfied with the work, and
when there is a crisis situation, they lost loyalty to the company.
A number of indicators were not included in the model (1), but also showed dissatisfaction with senior manag-
ers that allows you to design measures for the resolution of social engineering and human resource crisis. Table 1
presents the average values of all scales related to social frustrations of top personnel.
Results were checked by external criteria. Top personnel filled card of formalized mutual assessments of cor-
porate behavior. Discussions with the management of the impact of staff work in the development of new financial