This article belongs to a case category. Its aim is to facilitate answering the question why only Federal Polytechnic University of Lausanne managed to achieve significant progress in global rankings and effectively use tenure track system whereas majority of its competitors failed to do so. The first part of the research [1] presented the concept of strategic innovation for latecomer universities that was designed on the basis of strategic entrepreneurship construction, resource base view, dynamic capabilities, strategic innovation and concept of latecomer organization. To verify suggested conceptual model author considers the case of Federal Polytechnic University of Lausanne by means of structuring the materials of its well - documented success story in ranking promotion in terms of strategic entrepreneurship construction components. Case study resulted in identifying such components of strategic entrepreneurship construction as entrepreneurial mentality, strategic innovativeness and strategic management of human resources development. This supports conclusions made in the conceptual part of the research concerning the fact that in order to make progress in global rankings latecomer university management should be based on strategic entrepreneurship and conducting strategic organizational innovation faster than competitors. The main limitations of the presented research are in the fact that author reviewed the case of only one latecomer university moving towards catching up development on the basis of incomplete set of those structural components of strategic entrepreneurship construction information about which could be gathered in the university case. Research can be supplemented by other construction components such as entrepreneurial form of organizational culture and cognitive aspects of university top executives. In order to improve efficacy of university competitiveness development program and implementing tenure track system it is suggested to consider high risk related to the fact that university the leader of which does not possess strategic entrepreneurship qualities is unlikely to make steady progress in global rankings. Originality of the article is related to the fact that case of latecomer university at the stage of catching - up development is for the first time viewed with the use of new conceptual framework based on components of strategic entrepreneurship construction. Results of this work can be useful for top managers, consultants and experts involved in the process of university competitiveness enhancement and design of professional education programs in this field.

The article looks into the problem of forming personal competitiveness of students during the study at the university. Authors analyze theoretical approaches and practical tools used at the Russian universities. The article presents authors’ approach to developing overall university system of forming personal competitiveness of students allowing to use interdisciplinary approach for achieving maximal effect. Implementation of suggested approach allows future graduates to use their competitive potential in the process of professional training in the most effective way.

Category of article: conceptual art. This article deals with improving the motivation and efficiency of the labor and creative activities of the faculty of the graduate school on the example of the use of rating work activities of the teaching staff (PPS), Saratov state technical University named after Y. A. Gagarin (Yuri Gagarin State Technical University of Saratov). The paper presents the methodology of the rating evaluation, indicators and results of its use in one of the areas of work of the teacher of the University - publication activity. The purpose of the article is to show possible directions of increasing interest in the results of the teacher’s work and its effectiveness. To achieve this goal, the authors performed statistical processing of data on a number of indicators of the teaching staff, including one of the most important-the publication activity of teachers for 2013-2016 the study used indicators of about a thousand teachers of the University. The authors believe that the high efficiency of teaching staff requires effective motivation of teaching work on the basis of the use of such a tool as rating and appropriate material incentives for its results. The article may be of interest to the heads of national universities.

This explorative rather than scientific paper analyses trends in the way we learn and teach. It distinguishes three historic modes of learning, Classical Learning, Industrial Learning and the emerging New Learning. After describing these modes, the article identifies forces for change in our way of education, resulting in a sketch of future learning.

The article falls under conceptual category. On the basis of theoretical work by native and foreign researchers, philosophers and sociologists the authors clarify the questions related to the notion of university corporate culture, its content and function. The accent is made on modern classical university corporate culture. The aim of the article is to provide arguments for historical changes in the university corporate culture content and demonstrate their relevance to the challenges of respective time periods. The reason behind writing this article is that we witness dramatic changes in university corporate culture leading to changes of its Idea and Mission. Transformation is seen in the growing amount of commercial initiatives. This implies a potential threat of losing academic and educational status of the university, replacing it by economic corporation. Such situation requires an explanation. The main methods of research are comparative and historical ones. They help answer the question on the time of university emergence in Russia and demonstrate that having been initiated by Lomonosov it appeared long before classical Western universities. These methods allowed for comparing the given historical models of classical universities, identify their general and specific characteristics and compare them with the criteria of modern university and its corporate culture. The conclusion (and the novelty of the author’s interpretation of university corporate culture) of such a comparison is as follows: pre - classic (medieval) and classical (XVIII - end of XX centuries) universities had university corporate culture included into professorial culture, whereas modern universities do not have that feature. Modern university so-cio - cultural basis includes two cultures: professorial and corporate. Both cultures have different functions. Function of the corporate culture is to upgrade university competitiveness at the international educational market. This can be seen in changed university discourse, which now includes such As nowadays university corporate culture plays an important role in its life, it can be included into the list of classical university criteria (alongside with fundatmenalization and humanitarization of education, its autonomy, lecturer cult, etc.). Seen from purely economic point of view it runs counter with rational classical criteria and that is where the danger for the university lies. At the same time as a new university criteria corporate culture is an answer to the challenges of a modern globalizing society. This discrepancy is as problem that should be solved. One of the directions for the solution can be inclusion of attention to cultural - anthropological portrait of students and graduates into the corporate culture content. We must pay attention to formation of such personal characteristics as trust, cooperation, support, etc. These traits can help mitigate emerging individualism, intolerance, depersonalization and the crash of multicultural attitude. The conclusions made in this article can be of importance for professors and students in their joint work, as well as for university administration.

Research work is devoted to the topic of organizational culture management, working with teams and analyzing changes occurring at Research library of National Research Tomsk State University. These changes are based on devel opment of library organizational culture, formation of personnel management system aimed at supporting initiative and forming team ready to change. Organizational culture is in the center of this research, which represents its diagnostics, problem areas and solutions. The aim of the article is to present the results of the research into unique corporate culture configuration, analysis of problem areas and solutions. Research library of NRTSU is a dynamic structural unit: the changes that took place during the las two years impress with their speed and culture of work with customers and clients inside and outside the university. Research library of NRTSU has a peculiar configuration of corporate culture different from that of the university in general. Whereas university is focused on clan structure, it is focused on adhocracy culture which provides dynamics, flexibility and orientation on results It is possible that he combination of peculiar tasks which NRTSU Research library faces, work with corporate culture and teams makes this structural unit a leader in innovation. The novelty of the approach is supported by the use of a set of methods: from comparative historic method, problem area diagnostics method with the help of reconstructing the experience of university students tutor support, sociological focus - group with representatives of three university community groups (students, lecturers and professors and administrative staff) and 7S model which allows for determining necessary organizational and managerial conditions for implementing tutor model of a modern university. The relevance of the research is related to global transformation of all the higher education system and in particular, university library on the one hand and emerging processes of re - thinking of the cultural space, transformation of «memory institutions»: museums, archives, libraries of all types on the other. To answer modern challenges NRTSU implements the project of creating the environment favorable for individualization of students: modernization of library space, reconstruction of many processes related to information support of educational process and research activities. At the same time targeted work with corporate culture is a necessary factor for facilitating transformation process and making changes irreversible. The article presents the trends in the development of international libraries, research into special configuration of NRTSU Research library corporate culture, describes sages of work with development teams at the library and results achieved. In the conclusion the results of work are presented alongside with recommendation on upgrading efficacy of work with teams in the context of 5-100 Project participation.

The article analyses cases from international and Russian practice for providing justification for development of foresight literacy as a team development instrument. University development teams are informal structural units for solving peculiar types of tasks which cannot be solved within the scope of current authority of individual team members. In that respect it is extremely important for a team to include key experts (including those at executive positions) in those areas of university life which require qualitative change. On the other hand, we must take into consideration that development team is not a direct unit of decision making at the university as its main task is to prepare justification and pilot versions supporting decision making process of relevant executive structures and positions at the university. This difference of roles between «development team» and «decision making center» poses a great practical problem for organization of change and development process management at universities and other organizations. Research task was to look at the challenging position «development teams» and «decision making centers» and see how modern development team should conduct its activities without substituting the functions of decision making centers and performing own function of supporting decision making process of a special type, related to defining the future of the organization in different time horizons. Basic context for such research task in this article is the analysis of international experience of foresight research inclusion into the decision making system. Foresight research, which started in 1950s for regulating decision making support processes related to different time scales of future activities, has a special place in future studies which underwent dynamic growth in the history of Western culture of XX century. Particular interest is caused by cases reflecting the fact that at this historical stage accumulated experience of foresight research has become a source of intensifying global trend of broadening the sphere of future - oriented educational practice of developing foresight literacy, foresight thinking, interdisciplinary and transdisciplinary formats of team activities etc. Therefore, the main results of conducted research include problematization of approaches to questions of supporting team development seen via peculiarities of interaction between «development team» and «decision making system» in the context of modern foresight culture development experience. Further research aspect definitely does not cover all range of questions related to development team activities but is a key one and is the gist of research value and originality. Practical suggestions concerning support of university development teams are related to conditions allowing the team to include modern foresight methodology into its activities: trends and pilot modules of mastering foresight literacy for ensuing inter- and transdisciplinary of team activities.

The article describes a case of introducing project management practice at Siberian State Medical University, Tomsk. He aim is to describe the experience of Siberian State Medical University in implementing project activities to university activities. Activities on including project management methods into university activities began with the aim of upgrading efficacy of initiatives in the field of changes and development of SSMU. Publication was prepared for spreading university experience in introducing project management, describing challenges faced by SSMU executives and presenting chosen practices of teaching staff and conducting infrastructure changes in the process of embracing project management. The article consists of four main parts: 1) Introduction which provides grounds for using project management approaches to public sector organizations; 2) Theoretical foundations of project management, distinction between project and operational (current) activities; 3) Analysis of medical university as an environment for introducing project management, description of SSMU in preparing university for project management approach; 4) Discussion of obtained results, evaluating efficacy and the need for applying project management at the university. Introduction of project management at SSMU allowed university to improve efficacy of achieving university strategic objectives. A present university has reached and even exceeded target figures for consolidated university budget and student numbers, which demonstrates a transition to intensive development with the dynamics exceeding prognostication. Therefore project management at a medical university is an acceptable instrument if the right environment is formed by means of relevant preparation of university staff. SSMU experience of introducing project management demonstrates that this approach significantly increases success and results of initiatives aimed at development of higher education institution at the example of a medical university. Authors recommend using project management approaches for university strategic management. At present SSMU is the only medical university introducing project management methods. This article can be useful both for medical educational institutions executives and universities of different specialization planning or beginning to introduce project management practices.

Using the experience of HSE the authors look into the main principles of creating development program for administrative and managerial staff which is synchronized with strategic aims of the university. The main aim of the article is to demonstrate how to take into account the requirements to the universities in a global and quickly changing environment on the one hand and unique tasks and conditions on the other hand when creating such a program. The article looks into key characteristics of administrative environment which sets certain requirements to personal qualities and professional competencies of university administrative employees. The article presents main principles of development program design for university administrative staff which take into consideration unique aims, organizational structure and culture of a particular university and allow for creating adaptive administrative environment capable of quickly and effectively reacting to changes according to university tasks. The article demonstrates the experience of HSE in creating administrative staff pool, demonstrates key principles of the program, their role in creating opportunities for obtaining necessary experience by program participants and providing feedback between program participants, executives and university community.

The article is a review of ideas and concepts explaining the nature of conflict between administrators and administrative staff. Analysis was conducted on the materials of both western and Russian universities, but the main conclusions are related to Russian universities. The aim of the article is to formulae practical recommendations in the field of conflict management at the Russian universities in the context of intensified corporatization processes and aggravated disagreement between different stakeholders inside the university. Results of the research can be used for formulating personnel policy of the university for forming or improving personnel management practice. Another beneficiary group includes representatives of higher education management representatives, implementing neoliberal ideology and able to improve efficacy of their activities and decisions. In order to achieve the stated aim authors analyzed a pool of works of both international and Russian origin describing the conflict of administrators (managers) and academics (researchers). The main reason behind conflicts was identified as the influence of neoliberalism: total spread of market mechanisms over public spheres and its consequences: managerialism when corporate instruments of management, efficacy measurement and regulation of basic production principles are actively introduced into universities, strengthening the power and influence of administrator group. The article presents additional explanations in more detail describing the conflicts: a) change of academic identity, its fragmentation and blurring; b) decrease of academic freedom as a result of strengthening the rights and authority of administrator subculture; c) peculiarities of organizational culture when transformation of organization relations results in the change of dominant culture type of combination of several subcultures and therefore values and norms of behavior. According to the authors’ position there can be different practical recommendations concerning overcoming organizational conflicts. Authors supporting managerialism position defend strength and suggest selecting staff according to necessary values, implement target personnel strategy in this respect. Authors describing the change of academic identify and decrease of academic freedom recommend searching cooperation ways, creating productive dialogue and see important role of university executives as actors who underline the importance of values of both conflicting parties. It is also suggested to search for mutual benefit that would level out mutual claims. These recommendations seem to be important in terms of their use in personnel management, regulation of organizational conflicts at the university. The article looks into the topic of conflicts between administrators and administrative staff which is seldom described in the works by Russian authors, demonstrating not only authoritative methods of solving the problem which is dominant in the Russian context - that is the main value of the article. Another interesting aspect is the appellation to the experience of research of similar problems at foreign universities which is also insufficiently studied by the Russian authors.

The article presents an analysis of the prerequisites for labour mobility of educators of regional universities, which, from the author’s point of view are in many ways related to the intensification of the precarious employment. The review of scientific works in this field of research is carried out; the actual directions of studying labour mobility of educators are outlined. The purpose of the study is to consider the prerequisites for labour mobility of educators, which is caused by transformations in the system of labour relations with the university, intensifying precarious employment of the educators, as well as o assess its possible consequences for regions and universities. The research methods used in writing the article are based on the analysis, synthesis and generalization of scientific literature on labour mobility of the population and university professors in particular, grouping and analyzing the results of research on the economics of higher education. It analyzes how the situation in the system of higher education is superimposed on the capacity of regional universities, as well as the educators in which they work. It is shown that the rigid requirements to the staff lead to a decrease in their interest in working at their institution. On the contrary, some universities are trying to change traditional ideas about the feasibility of academic inbreeding, introduce new approaches to the selection of educators from the external market. At the junction of the identified trends, contradictions are growing in the interests of the labour subjects operating in the labour market of the higher education system. As a result, acute, and their desire for labour mobility is increasing.