The article presents results of the research on contemporary state of design and implementation of codes of ethics into university management structure as one of cornerstone documents of each educational institution's corporate culture. Analysis of existing code of ethics introduction experience allows for making the following conclusions: there is a demand for such thing as a regulating mechanism for the interaction between all participating parties on the one hand, but on the other hand there are no unified recommendations on and approaches to their design. The aim of this work is to formulate a typical model of code of ethics that would include general "universal" behavioral recommendations for all educational institutions and at the same time serve as a starting point for "personified" codes of ethics for individual educational institutions taking into consideration their peculiar features. In order to achieve the sated goal the authors analyze experience of creating codes of ethics in organizations of different type, looking into different types, structures, content, aims and objectives. A concept of a standard model of code of ethics has been developed for a higher educational institution on the example of a technical university. On the basis of the formulated concept and analysis of teaching and didactic process at the higher educational institution the authors have designed a basic mode of a code of ethics that would formalize main behavioral norms and communication between trainees, lecturers, staff, partners and other stakeholders. The main result of the research is a basic model of a code of ethics allowing for creating local norms for educational institutions, regulating attitude to professional duties and sometimes outlook of staff members with different educational level, social, cultural background that takes into consideration peculiar characteristics of the institution. Such model is also useful in forming cultural, personal and social competencies of graduates. As the use of basic model of a code of ethics is limited by the function of regulating relations between the educational process participants it is suggested to pay attention to such aspects as social responsibility and security for all the educational process participants in future works devoted to the topic of forming corporate culture. Practical importance of the formulated basic model of a code of ethics is that it allows for forming corporate cul­ture on the basis of a unified approach, creating manageable staff, achieving no-conflict state, forming and supporting attractive image of the institution based on positive behavior and communication of each staff member. It also helps in mobilizing all resources of lecturers and trainees with the aim of achieving high quality of education. The basic model of a code of ethics presented in the article is new. Its value lies in built-in mechanism of self-development, adapting to changes in legislation, transformation into tailored corporate codes of ethics for institutions with different tasks and aims.

The article belongs to research category. The aim of the research is to find out the state of students' cheating during university training, students' attitude to teaching and several correlations; find out broader cause and effect connections in this situation. In order to achieve these aims the author used research based on 537 respondents among Slovakian university students of different specializations. The author used questionnaires and standard statistic and qualitative data processing methods. The following results were the most important: • up to 97 % of students cheat from time to time or on a regular basis using classic and modern ways of cheating; • 49 % of students see cheating as a natural thing and are not ashamed of it. 32 % see it from a neutral point and only 9 % have a negative attitude towards cheating; • students of both sexes cheat at approximately the same level. The following statistically significant correlations were discovered: students with internal motivation towards studying learn intensively in order to acquire new skills and knowledge not just to get good marks, those students who devote themselves to study and have positive relations with lecturers are less prone to cheating than students who display different set of aims and behavior. Our results reveal serious value, ethic and professional gaps among students, which lead to decrease in quality level of students' professional education that might have serious negative impact on their professional life. This problem is also aggravated by university organization and management. University managers do not fully realise the scope of these negative phenomena and do nothing to get rid of them or diminish them. The research covers only Slovakian universities so it seems interesting to conduct wider international research in this field, comparative analysis in order to find out whether this is a common thing for many universities. It would be useful to find out more about further correlations of cheating depending on different ways, university management and organization models. The authors provide a set of recommendations that might facilitate the decrease of cheating: conduct complex interdisciplinary analysis of cheating during study; define the most important cause and effect connections and based on obtained results formulate an effective strategy in order to get rid of cheating. It should be aimed at changes in the field of education, policy, values, social relations, management and organization of the teaching process at higher educational institutions, including the study of motivation, effective monitoring and students' performance evaluation. The research contributes to the understanding of the problem making people aware of its seriousness and possible consequences. It reveals certain correlations related to students cheating and analyses cause and effect connections related to the cheating process.

The article falls under a research category and aims at unveiling general and peculiar characteristics of students' and employers' views on a young specialist that is in demand at the labor market at present. The reason for preparing this article is the necessity to find out the degree of similarity between the ideas of students and requirements posed by company directors with the aim of improving professional training of young specialists. Aims and objectives are achieved on the basis of methodology used to study the system of professional orientation determination by the specialization and content of the knowledge, skills and competencies acquired during study from the lecturers as well as by students' own efforts to adapt successfully to modern labor market requirements. Receiving information from different sources about specialist skills desired by employers students organize their practical training themselves. However ideas appearing during study at the university might not coincide with requirements of real-life employers. Therefore we face the need to study and compare opinion of company executives and those who would apply for employment in a couple of years concerning what is in demand at the labor market. Questionnaires and in-depth interviews allow for obtaining information about most wide - spread ideas on what is essential for a young specialist as seen by both types of respondents as well as explanation of levels of importance of certain indicators measuring the extent to which a young specialist is ready to work in a modern company. The research shows that there is a partial (about 30 %) overlap of students' ideas and employers' requirements. Students do not fully realize the importance of knowing advanced technologies and equipment used abroad and by national companies; continuous self-study and discipline; ability to work with texts written in foreign languages; possession of profound theoretical knowledge; ability to attract orders for the company. Based on that we suggest substantial changes in the content of the teaching process. It should rely more on inclusion of students starting from the first year into the study of real-life companies where they might come to work, as well as on participation of students in designing and implementing different innovations at the companies. Further research related to demand for graduates at the labor market might be firstly devoted to formulating more detailed requirements from employers representing different branches of public economy. Secondly it might address the topic of involving individual companies and organizations in implementing more effective methods of upgrading competitiveness of young specialists. The article describes practical recommendations related to involving students into ongoing activities of the companies and organizations starting from 3^rd year of study, organizing lectures and workshops conducted by lecturers involved in business and industry. It is necessary to provide students with competencies allowing for finding solutions to practical tasks facing different employers as a result of developing technology, changing work environment. It is suggested to sign agreements with companies allowing students and lecturers provide academic support of all new technologies introduced in the companies in the nearest 3-4 years. The novelty of the article is firstly in the comparative data covering students' and employers' understanding of what young specialist is in demand at present (2014) at a major industrial region of Middle Urals. Secondly, the article provides recommendations on changing the system of student training by means of their inclusion into real-life challenges related to individual companies and organizations. Study of each discipline should be conducted on the basis of cooperation with certain type of employers. The importance of the article lies in unveiling real challenges faced by universities aiming at upgrading competitiveness of young specialists and making them more adequate to employers' requirements.

The article offers conceptual view of institutional aspects of Kazakhstan higher school modernization in the context of integration into the world educational space according to the Bologna Process parameters. Massification of higher education, paid sector development, insufficient budgetary financing, growing imbalance between supply and demand of the qualified labor, a new paradigm of continuous education within the span of life, adverse demographic situation predetermined the essence and the orientation of educational reforms in Kazakhstan. The study focused on strategic decisions and organizational approaches to modernization of the Kazakhstan higher school in the context of implementation of the tasks designated in the RK State programs of education development for 2011-2020 and industrial and innovative development. In the conditions of the global educational space the mass character of higher education carries out a more socializing function but not professionalizing that promotes the origin of the consumer society elements and is negatively reflected in the quality of specialists training. Institutional conflicts between the system of higher education and the sphere of work, between the extending market of educational services and the need for the acceptable quality assurance, between the paid form of education and uselessness of knowledge are revealed. The analysis showed that in the arising social partnership between a higher education institution and an employer there is still formalism. System interactions are needed for the development of requirements to the qualification characteristic of graduates and professional competences. There are noted standard and administrative risks caused by frequent changing of educational priorities, insufficient competence of administrative staff and low efficiency of monitoring studies. The main risk of successful modernization is connected with the insufficient funding of the higher school. The efficiency of the existing National system of the quality assessment is analyzed, its redundancy is noted and recommendations are given on the updating of the standard and legal base of license control and strengthening the role of external independent accreditation as the most important mechanism of quality management.

The article falls under conceptual category and is devoted to the challenges of organizing effective research work at Russian universities. It is based on the analysis of well - known works in the given area, experience of the authors and general practice of fundamental and applied research at universities, institutes and Academy of Sciences. The article contains relevant discussion points concerning functioning mechanisms of research organization and interaction systems on the level of university, faculty, chair, team. Materials presented in the article are aimed at suggesting new approach to organizing and planning academic research which would base on the existing experience on the one hand and on the requirements posed by modern context of functioning and development of higher education on the other hand. The article was prompted by the need to understand the place and role of research in university management in the context of Russian professional education modernization. In order to achieve this aim the authors use systematic approach to organization of research and modern methods of strategic management, efficacy monitoring and evaluation of results. Results obtained by the authors are presented in the form of concrete organizational and methodic suggestions on further improvement of research planning and organization alongside with general system of specialist training quality management at the university. Suggestions include differentiation of organizational mechanism both in short and long -term aspects and in fundamental and applied research. This should allow for significant increase of research organization efficacy at all levels. Conclusions presented in the article broaden general understanding of place and role of professors and lecturers in defining priority research trends, research planning and efficacy evaluation. Once suggestions made by the authors are implemented at the university they would allow for boosting students' creativity on the basis of creative approach whether it is humanities, technical or natural sciences that the chair specializes in. The article formulates recommendations on organization and planning of research work at Russian universities that are aimed at improving results of university management in the field of research. Practical implementation would require

This research article analyses improvement of mechanisms related to forming the content of research and structuring academic institutions in terms of content and results of conducted research. The article is focused on designing anew mechanism for managing academic research based on their classification in terms of applicability of obtained results and facilitating broad implementation of academic research results into economic and social sphere of the country. The article evaluates efficacy of academic research in Russia, looking into every stage of life - cycle according to the suggested mechanism. It was found out that another way of upgrading academic research results efficacy on the basis of suggested classification is the improvement of mechanisms of formulating academic research topics. Suggested approach to academic research results classification on the basis of their applicability might help in improving mechanisms of formulating the topics of academic research resulting from interconnection between fundamental and applied research, as well as in structuring financing of academic research with the aim of obtaining those results that can be relatively quickly implemented in practice. Besides that further improvement of suggested approach to the applicability - based classification of academic research gives a chance to structure organizations engaged in academic research and creates a foundation for forming net format of obtaining academic research results and their implementation into economy. The use of such mechanism of research classification at higher educational institutions can be very helpful for the administrators in the process of formulating development strategy for perspective research and innovative activities.; implementation of federal target programs and attracting business sector to developing innovative activities of the higher education institution.

The article describes the experience of organizing university management from the position of upgrading efficacy of its activities by means of organizing labor relations system. Being a case study the article demonstrates managerial technologies used on the example of Vladivostok State University of Service and Tourism. The case is aimed at describing approaches to labor agreements in the form of "effective contracts" in order to exchange experience with other educational institutions. The article solves applied university management problems related to following legislative requirements on salary and interconnection between full-time staff salary and results of its work and university performance in general. Many problems were caused by Government Decree of November 26, 2012 № 2190-р and therefore it was decided to discuss them among broad set of authors, leading to preparing this article. Opinions from other universities concerning the problems described in this article would be extremely useful for research on this topic. Aims stated in the article were achieved by means of overview and analysis of legal acts and detailed description of development and signing "effective contracts»; description of improving the system of stimulating full-time staff and problems relayed to that on the example of one university. The process of creating and improving full-time personnel salary system to be included into labor agreements unveiled problems and discussion points related to flexibility of general approaches to the system of stimulation. Therefore this process needs further research. In authors' opinion we need new vision of this challenge particularly when it comes to centralized salary funds and presence of reference norms in lecturers' labor contracts. Practical recommendations formulated in the article are presented in the form of description of stages of transition to "effective contracts" with lecturers in terms of formulating and detailing the functions of employees. Practical outcomes of the article are also related to formulating and creating salary scheme on the basis of legislation and stimulation bonuses depending on efficacy of university and achievement of its strategic aims. The novelty of this article is in detailed description of formulating and introducing "effective contracts" with lecturers which is a rare experience at present. Despite a considerable number of publications on norms and legislative aspects of "effective contracts" there are no practical recommendations on improving salary system and connecting lecturers' efficacy with university efficacy. That is the topic the authors of the article concentrated upon making it valuable for university executives.

The article falls under the case category. Its aim is to draw several general conclusions on the experience of a regional higher educational institution in the field of personnel management in the context of new requirements to efficacy of Russian higher education; suggest some solutions aimed at changing content and structure of work of the teaching staff and introduce practice-integrated teaching; analyze results of implementing and transforming motivation systems based on rating evaluation of teaching staff. The research uses system approach to a set of managerial problems related to personnel and human resource potential in higher education system. Authors used such methods as document review, collective analysis, managerial audit, questionnaires, time-table and "workday shot". The authors reviewed human resource potential of Vladivostok State University of Economics and Service, formulated key tasks for strategic human resource management of the University, conducted managerial audit of business-process at the Chairs. The work resulted in reorganization and optimization of organizational structure and number of personnel at teaching, administrative and auxiliary level. Rating system for teaching staff was developed, financial motivation system was suggested and complex information exchange system with teaching staff was created. The novelty of this research is in the integration of practice-integrated teaching model used in VSUES and human resource management. For the first time the accent is shifted from formal conformity between personnel and tasks of the university to its performance. Recommendations based on the results of the research point out the need to change the system of financial stimulation of academic and teaching staff, introducing "performance-based" salary where performance is evaluated with the help of academic and research rating. The importance of the research for university management theory and practice is in creation of a mechanism for stimulating academic and research activities of personnel as well as effective human resource management instruments that are well-balanced, flexible, adaptable, clear and concise. Once the results of this research are introduced into the work of a higher educational institution they would provide stable salary growth, increase efficacy of using professional competencies of teaching and academic staff, facilitate more active involvement of lecturers into providing solutions for real problems relevant for the society. The article is of interest for researchers and practitioners in the field of university management, in particular, in human resource management.

The aim of the article is to look into the reasons behind growing competitive tension in chair teams at Russian universities and formulate methods for alleviating tension between lecturers of different age in order to improve the quality of teaching. The research is based on identifying and studying dialectic contradictions between younger and more experiences staff members at university chairs. Authors also analyzed contradictions between quality and quantity of teaching staff functions and its transformation during lecturer's lifetime. Authors formulate suggestions on alleviating acute problems by means of structural and functional reorganization of university chair activities. Article demonstrates the nature and dynamics of dialectic contradiction between quality and quantity of lecturer's performance during his lifetime. It formulates functions for different qualification level of academic and teaching staff at the university. Authors suggest "quantum teaching" method based on functional and structural adaptation of the teaching process to the hierarchy of the discipline and formulate principles, conditions and algorithms for reconstructing teaching work in order to improve its quality. The problem of chair reorganization presented in the article requires further investigation in the aspect of curriculum structure, discipline differentiation, personnel adaptation to new structure, etc. Quantum method requires organizational efforts both from chair management and teaching staff. Results of the research allow chair heads to reform and optimize teaching staff on the basis of interests and functions of lecturers belonging to different age and qualification groups. That would lead to improved manageability and quality of teaching process. The article unveils and describes the nature of dialectic contradiction between quality and quantity of teaching work which helps lecturers formulate strategy of long term and productive activities. Suggested functional differentiation of younger and more experienced lecturers allows chair management to alleviate arising conflicts and balance interest of different age groups. Original suggestion on "quantum" teaching boosts learning process at the university among students and lecturers.

The article is an analytic review of academic research on the topic of universities employing their graduates. It is authors' version of the chapter «Academic Inbreeding: State of the Literature» in: Yudkevich M., Altbach P. G., Rumbley L. E. (Eds). Academic Inbreeding andMobility in Higher Education. Global Perspectives. Palgrave Macmillan, 2015. The aim of the article is to systematize and discuss causes, consequences and possible methods of fighting inbreeding which is often viewed as a practice leading to contradictory results for university and academic system in general. Inbreeding is widely spread in many countries, including Russia and majority of university executives in Russia see it as an admissible thing, in fact, a method of choice. Analysis of the literature on that topic shows that main reasons for that include importance of social networking in employment, limitations existing at the academic labor market, desire to lower the costs of searching and hiring candidates from outside the circle as well as the vision of inbreeding and mobility as of an academic norm. Many researches show that university staff members who graduated from this university are different in terms of many important characteristics (such as publication efficacy, teaching settings, professional networking involvement, etc.). Nevertheless there is no single opinion on inbreeding consequences. One explanation for absence of single opinion on whether inbreeding is positive or negative is that in most countries this practice is typical of more elite universities. Nevertheless the prevailing opinion is that universities should not hire too many graduates therefore many authors look into ways of preventing inbreeding. The most effective measure against inbreeding is far formal ban, development of an open market and teaching staff mobility stimulation. On the basis of literature analysis authors formulate recommendations on decreasing inbreeding results in Russian universities. This article is of interest for university executives in charge of personnel and research as well as for researchers dealing with academic work and university management.