В статье рассматриваются особенности управления временем в условиях постфордизма. Трансформация управления временем связывается с размыванием разделения рабочего и свободного времени, изменением баланса между работой и семьей, защищенностью и самореализацией, господством и подчинением, производством и потреблением. Особое внимание уделяется причинам и последствиям перехода к самоконтролю работника за своим временем. В фордизме контроль за временем был направлен на систему взаимодействия человека и машины, что отразилось в идее конвейера. Затем контроль был обращен на людей и отношения между ними. На следующем этапе издержки контроля переносятся на самих работников или клиентов. Иерархический контроль за распределением времени заменяется контролем рыночного типа. Этот процесс сопровождается стиранием различий между качествами личности и свойствами рабочей силы. Автор приходит к выводу, что изменение структуры времени и подходов к управлению им отражают трансформацию не только управленческих парадигм, но и фундаментальных отношений в обществе.Ключевые слова: время, постфордизм, тайм-менеджмент, иерархия, сетевые структуры, самоконтроль, занятость. The article deals with the features of time management in the conditions of post-Fordism. The transformation of time management is associated with the erosion of the division of working and free time, a change in the balance between work and family, security and self-realization, domination and subordination, production and consumption. Particular attention is paid to the causes and consequences of the transition to self-control of an employee for his time. In Fordism, time control was aimed at the system of human-machine interaction, which was reflected in the idea of the conveyor. Then the control was turned to people and the relationship between them. At the next stage, control costs are transferred to the employees or customers themselves. Hierarchical control over the distribution of time is replaced by a market-type control. This process is accompanied by the erasure of the differences between the qualities of the individual and the properties of the workforce. The author comes to the conclusion that changing the structure of time and approaches to managing it reflects the transformation not only of administrative paradigms, but also of fundamental relations in society. TRANSFORMATION OF TIME MANAGEMENT IN THE CONDITIONS OF POST

The aim of the article is to consider the relationship between the Russian Orthodox Church and the breakaway Russian Orthodox Church Abroad and the Western European Exarchate of Constantinople Patriarchate for parishes of the Russian tradition with the World Council of Churches. These relations are analyzed from the point of view of the participants' political interests and interference of party and state power in the USSR into these processes.

The main purpose of the article is to analyze the emergence of opposition to ecumenism in the Rus-sian Orthodox Church (ROC) in the post-perestroika period of Russia. The article examines the issues of interaction between the Russian Orthodox Church (ROC) and the World Council of Churches (WCC), the aspects of opposition to the ecumenist movement in the Russian Federation in the post-Soviet realities. The author comes to the conclusion that in the post-perestroika period, a number of representatives of the Russian Orthodox Church were negatively disposed towards ecu-menism and considered this movement a heresy. The issues of this kind caused disagreement not only at the international level, but also within the structure of the ROC itself.

The purpose of the article is to analyze the evolution of the civil service system on the territory of the Orel Region in the XVI – XX st centuries and the develop-ment of methods of training personnel for it. There are several stages: in the XVI – XVII centuries there was no special system of service people training, the ser-vice class was trained in the process of practical work. In the XVIII – XIX centuries, as the civil service was differentiated into civil, military, diplomatic, court, etc., the systems of general and special education were formed, which provided professionally trained civil servants. The peculiarity of this period is the inclusion of the clergy in the officialdom. The next period covers 1917–1991, and its peculiarity is the actual inclusion of the Communist Party cadres in the state apparatus. During this period, a multi-level system of party, Sovi-et-party educational institutions for managerial person-nel training and retraining is being formed. Finally, the period after 1991 was marked by the emergence of a universal multi-level educational institution for civil servants training and regular retraining – the Russian Academy of National Economy and Public Administration with dozens of regional branches. The creation of the Central Russian Institute of Management – a branch of the RANEPA, completes the development of the regional system of civil servants training in the Orel Region.

In the article the question of preservation of cultural heritage in the Russian Federation is considered. Special attention is paid to the regional aspect of the problem, using the Orel region as an example. Using data of sociological polls and official statistics, the author substantiates the need to develop a new regional strategy of realization of state cultural policy for the given region.