Abstract
Purpose: analysis and assessment of the motivational component of the labor process of highly qualified specialists. Materials and methods: distribution of motivation factors (value orientation) according to the needs pyramid of A. Maslow, questionnaire surveys on the degree of satisfaction with labor, comparison of the rates of change in labor productivity with changes in the average wage, processing of the results of the study using descriptive statistics. Results. The relationship between the main elements of the personnel incentive structure and the actual driving motives is shown. Conclusions. It was revealed that the most problematic point that employees are worried about is the lack of assessment of achievements: lack of socio-psychological motivation, expressed in the lack of a favorable psychological climate in the team, in the absence of a policy of rewards for quality work, in the absence of team spirit. Possible recommendations for improving the motivational component of the labor process are formulated.
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