Критерий изменчивости как фактор рационализации труда в условиях изменения социально-трудовых отношений

Abstract

The aim of the study is to analyze the elaboration of the problems of labor change in the current conditions and methodological justification of ensuring the rationalization of labor, implemented primarily by individuals themselves. The relevance of the study is determined by the active transformation of existing social and labor relations and the need to ensure the adaptation of labor activity of individual subjects of labor to changing conditions. On the basis of institutional and neo-institutional approaches, as well as system-activity methodology, a critical understanding of the concept of bounded rationality is proposed. The need is formalized and the solution to form the criterion of variability as a factor of the desired rationalization of labor is implemented. The functional of this criterion is revealed, which is not so much an alternative to the criterion of satisfiability considered in H.A. Simon's researches, as its methodological development and necessary addition providing the target rationalization. Two models of labor activity are shown. The first model is realized in the logic of the criterion of satisfaction, which makes it difficult for a limitedly rational individual to leave the actual comfort zone and, therefore, does not contribute to relevant rationalization. The second model of labor activity is realized in the logic of the criterion of variability and can contribute to this rationalization. The potential of the second model is specified: (a) it becomes possible to rationalize labor in terms of changing the usefulness of both individual actions and labor activity as a whole; (b) rationalization can be carried out by the individual himself regardless of the experience of his previous socialization; (c) the applicability of the second model of labor activity potentially to an unlimited number of labor resources is ensured by means of the second model of labor activity. The directions of possible use of the obtained results are shown both from the point of view of formation of labor markets, employment policy, personnel training, and from the position of further research.