Different Forms Of Employment Research Articles

Does the Strength of Labour Regulation Affect Self-Employment? Evidence from the BRICS Countries

This article examines the relationship between labour regulation and self-employment in the BRICS countries by using data from the Labour Regulation Index developed at the Centre for Business Research at Cambridge University (CBR-LRI) and the ILOSTAT collected and developed by the ILO Department of Statistics from 1992 to 2013. The research is conducted in two strands. In the first strand, the study examines the relationship between labour regulation and self-employment at the overall level. The empirical results obtained suggest that a negative relationship exists in Brazil, China, and South Africa, while a positive relationship exists in Russia and South Africa. This implies that, as the relative strength of labour regulation increases in Brazil, China, and South Africa, fewer workers are likely to be engaged in self-employment. In Russia and India, however, the result implies that more workers are likely to be engaged in self-employment with relatively stronger labour regulation. In the second strand, the study provides a breakdown of labour regulation and self-employment into measures of their constituent components, including the regulation on different forms of employment, working time, dismissal of employees, employee representation, and industrial actions and employers’ and vulnerable employment. The findings suggest that not all five aspects of labour regulation have a significant effect on employers’ and vulnerable employment in the BRICS countries except for Russia. The most influential or the only aspect that has a significant effect on employers’ employment is the regulation on different forms of employment in Brazil and South Africa (negative) and Russia (positive), and the regulation on industrial actions in India (positive) and China (negative), while the most influential or the only aspect affecting vulnerable employment is the regulation on dismissal in Brazil (negatively), the regulation on employee representation in Russia (positively), the regulation on different forms of employment in India (positively), the regulation on industrial actions in China (negatively), and the regulation on working time in South Africa (positively).

LABOR PROTECTION IN DIFFERENT FORMS OF EMPLOYMENT

Problem statement. The transition to a market economy in Ukraine and the formation of production relations on the basis of private property have led to a qualitative change in the essence of wage labor. Employers, wanting to make more profit from their activities, reduce health and safety expenditure and avoid the requirements of labor rights legislation, so the issue of safe and proper working conditions is gaining more and more importance every year. The purpose of the article. Based on the legislative and regulatory framework in Ukraine, make an analysis of the provision of labor protection in different forms of employment. Research results. Existing forms of employment and their legal framework are considered. The parties and the subject of the contract are identified. A comparison for the terms of labor protection, namely, the creation of working conditions in accordance with regulatory and legal acts, ensuring compliance with the requirements of legislation regarding the rights of employees and their social guarantees. The form and conditions under which involvement in increased hazardous works is a violation of the law are indicated. Object of study. Requirements for compliance with labor protection and the responsibility of the parties regarding the safety of work under various forms of employment. Subject of study. Regulatory and legal framework of Ukraine. Research methods. Analysis and generalization of data during the study of literary sources, methods of empirical research − when comparing and comparing different forms of employment. Practical value. Regulation of employee safety, reduction of injuries, improvement of the position for the employee and the company, in accordance with the legislation of Ukraine on labor under the conditions of his faithful involvement in work. Personal responsible attitude to one's work and protection from industrial risks.

The Incomes of Visual Artists: Which Artists, What Income?

AbstractWe review a body of literature that addresses the incomes of visual artists and their participation in the labour market. It is clear that the level and composition of visual artists’ incomes varies widely, as does their engagement in different forms of employment. The lack of a consistent definition of an artist and a lack of consistency in income sources included in current data collection presents challenges for researchers. The focus of our research is on the economic status of visual artists in Australia, and we identify a number of considerations that might inform policy responses to their financial position.

Working with Irregular Status: Undocumented Migrants and the Moral Economy of Employment

By focusing on the issue of vulnerability and humanitarian considerations, scholarship on recent migration flows has underestimated the role of work as a source of legitimacy and access to rights. Yet, while officially employment is a means of obtaining a residence permit for only a minority of migrants, it remains a determining factor in the existence of migrants with precarious legal status. Based on the French case, this article describes the different ways in which the moral economy of employment structures the successive moments of migratory irregularity. It examines the effects of administrative precarity on a range of employment relationships, the documentation strategies that make them possible and the moral arrangements that result between undocumented workers and their employers. It then highlights the different forms of employment and the various actors involved in the dynamics of obtaining legal status. Finally, it examines the effects of regularisation, identifying the biographical changes it brings about while revealing the lasting effects of past irregularity. The conclusion reintroduces the issue of economic performance in the critical analysis of humanitarianism by reminding us that the latter is also permeated by neoliberal considerations, valuing promising victims. By underlining the role of work within the moral economy of the migration-citizenship nexus, the article exposes the ambiguities of the injunction to economic performance in the construction of migratory legitimacy.

The peculiarities of employment in banking institutions in the context of current trends in the labour market

The peculiarities of employment in the banking sector of the economy are studied. The paper aims to examine the features of the bank staff employment at the background of global employment trends; conduct comparative analysis of the use of various bank staff employment forms; outline the features of introducing the non-typical forms of the bank staff employment, including outstaffing and remote employment. The context of digitalization and its impact on the employment of the bank staff is outlined. The scientific hypothesis on the impact of digital technologies on the employment in banking is tested. The consequences of the reduction of number of banks from 2014 to the present day and its influence on the employment are clarified. A comparative analysis of the use of different forms of employment in banking is made. Peculiarities of introduction of non-standard forms of employment in banking are considered. The advantages of using part-time and borrowed labour are proved. The paper points out that despite the lack of legal basis for the introduction of an outstaffing employment model in banking, it demonstrates certain advantages (employment contract) and bottlenecks (lack of stability for banking employees) in practice. The introduction of a regime of remote and virtual work in Ukrainian banks, which is associated with the conditions of the pandemic and crisis, is justified. Based on the monitoring of expert opinions of some Ukrainian banks and the practice of their work in the context of the virus crisis, the feasibility of introducing remote work in banking, which has the character of remote work based on appropriate qualifications and proper IT literacy, is outlined. The expanded range of outsourcing entities opens new opportunities for bank institutions in terms of improving the performance efficiency.

Features of labour relations in institutional theatres in Serbia

The main goal of the paper is to investigate the forms of labor relations in institutional, subsidized theatres in Serbia. Given the social and economic crises, and today significant changes in the lifestyles of citizens of the world caused by the Corona virus pandemic, theatre institutions had to adapt to new market demands. Reduced production, inability to play large ensemble performances, problems in paying copyright contracts are some of the features of the work of theatre organizations. Having these turbulent circumstances, the subject of the paper should determine the influence of social circumstances on the formation of working relations in institutional theatres in Serbia. The paper will look at labor relations in the context of transitional cultural policy and the impact of the environment on defining the most optimal form of employment that should meet the needs of the state, city, municipality, as founders and financiers of the theatre organization, the needs of artists who strive for permanent employment that will provide them with existential security while providing them with an opportunity for artistic growth. By re-examining and analyzing the existing models of labor relations, the basic hypothesis we want to prove in the paper is that permanent employment and achieving permanent employment is the best solution for hiring artists in institutional theatre. In order to fulfill the set goals and prove the hypothesis, the paper will use theoretical research in the field of human resources management (Rahimic, Torrington, Hall, Taylor), labor law, cultural policy (Djukic), cultural studies (Klajic, Ristic, Djordjevic) as well as the case studies of form of employment in national theatres in the region. The paper also presents an empirical research that dealt with the impact the different forms of employment have on artists. The research shows that the establishment of a permanent employment relationship is of greater benefit to artist.

Мобильная занятость мобильного субъекта

Статья посвящена анализу трудовых траекторий мигрантов из Средней Азии, прибывших в российские мегаполисы с целью заработка. В исследовании седентаристская оптика сменяется мобильной, и трудовая активность гастарбайтеров интерпретируется через понятие мобильности. С этой целью введен концепт «мобильного субъекта», среди специфических черт которого подвижность, нестабильность, множественность жизненных проектов, жизнь в «сиюминутном» времени, автономизация и в то же время формирование широкой сети социальных контактов, отказ от интеграции. Исследование выполнено в рамках качественной методологии, основные методы – интервьюирование и наблюдение. В фокусе исследования около 30 кейсов. В тексте в качестве иллюстраций рассматриваются три кейса – жизненные истории мигрантов из Таджикистана и Кыргызстана. Исследование было лонгитюдным, в течение пяти лет каждые полгода мы встречались с информантами, что позволило проанализировать сложные биографические траектории людей, в частности, изменение их трудовых стратегий. В связи со структурными изменениями на новом месте жительства мигранты, как правило, занимают ниши низкоквалифицированного труда. Меняя национальные контексты, мобильный субъект зачастую начинает трудовую карьеру «с нуля», не подтверждая прежнюю квалификацию. Анализ биографий информантов демонстрирует нелинейность и изменчивость их трудовых траекторий. Согласно исследованию, гастарбайтеры работают в нескольких местах одновременно; реализуют себя в рамках разных профессиональных сфер; сочетают разные формы занятости; не привязаны к одному месту работы. Трудовые траектории мигрантов не представляют собой линейную карьеру как целенаправленное движение в рамках одной профессии или одной организации. Карьера мобильного субъекта экстенсивна – мигрант накапливает самые разнообразные опыты, меняя места работы и профессиональные сферы, сочетая разные формы занятости, что позволяет мигрантам быть мобильными, реактивно приспосабливаться к меняющемуся рынку труда и изменяющимся структурным условиям. Смена исследовательской оптики открывает новую перспективу в понимании мигрантского труда и позволяет увидеть в нем не только проблемы (прекарность, нестабильность, (само-)эксплуатацию и пр.), но и агентность в выборе трудовых стратегий.

Kamu Sağlık Sektöründe Beyaz Yakalı Taşeron Çalışanlar: Fırat Üniversitesi Hastanesi Örneği

With the Health Transformation Program (HTP) in Turkey whose infrastructure was established in the 1980s and came into practice in 2003, a significant stage of the neo-liberal transformation process started in the field of public health services. With the transformation process in health, a transition was made into performance- based service production in healthcare services, and flexible forms of employment started to be seen in employment processes. This study mainly focuses on the perception and experience of the white- collar subcontracted employees in public health services of flexible and precarious employment in the neoliberal period. As a result, it was observed that most participants were young, single and graduates of higher education. It was found that the knowledge, skills and experience of the employees were not considered in decision-making processes, and accordingly, they had lower levels of feelings of organizational justice. It may be stated that, due to the production of services with flexible and performance based work, the workload of the employees has increased considerably and the work is carried out with a low number of employees. Having employees with the same job and similar educational levels under different forms of employment was found to reveal material and moral inequalities among the employees. Consequently, the neo-liberal transformation process in public health services also shows its effect on the employment processes in these fields and the existing structure is being transformed in a way to also involve white-collar occupations by taking contracts, flexibility and precarity as a basis.

The economic significance of laws relating to employment protection and different forms of employment: Analysis of a panel of 117 countries, 1990–2013

AbstractThe authors use time series econometric analysis applying non‐stationary panel data methods to estimate the relationships between employment protection legislation and legal protection of different forms of employment (part‐time, fixed‐term and agency work), and economic outcomes, with a data set based on the Centre for Business Research Labour Regulation Index (CBR–LRI), covering 117 countries from 1970 to 2013. Findings suggest that these laws have become significantly more protective over time and that strengthening worker protection is associated with an increase in labour's share of national income, rising labour force participation, rising employment, and falling unemployment, although the observed magnitudes are small when set against wider economic trends.

FEATURES OF EMPLOYMENT AT ENTERPRISES IN MODERN CONDITIONS

The purpose of the study is to analyze the peculiarities of employment, selection and professional development of staff and to assess their effectiveness on the basis of domestic and foreign practice of regulating the labor market in the context of transformational changes. Materials and methods. The study used such research methods as the system-logical method (to clarify the terms of the study), the method of theoretical generalization, analysis, induction and deduction, comparisons and key components. Research results. Summarizing the results, it should be noted that employment is a system of organizational, legal, economic measures aimed at ensuring employment of citizens. Employment relations arise between the body of employment and the citizen who has applied for employment; between the employing authority and the staffing organization; between the citizen and the organization to which he or she is directed to work by the body of employment. The scientific literature identifies three different forms of employment: simplified (legislative assistance) - used mainly for non-competitive citizens in the labor market, simple (ordinary) - employment of most citizens, difficult (complicated) - additional requirements for employees are established or additional employment is carried out. The employment process is mainly divided into two stages: the first is job search by an individual, and the second is the conclusion of an employment contract. The main functions of employment and regulation of the labor market in Ukraine are performed by the Ministry of Labor and Social Policy. To implement the employment program and provide citizens with appropriate guarantees throughout the territory of Ukraine, a state employment service, job fairs were created. Topical today is the close connection of the elements of the system in the relations of public authorities with the market of educational services, which helps to provide training and retraining of personnel, taking into account the dynamics of production development. The second stage of the employment process is the registration of labor relations, the signing of an employment contract. In a competitive environment, most businesses recruit and select staff based on high professional, qualification and business qualities to achieve their goals. Recruitment methods can be active and passive. Recruitment is carried out through the system of external and internal market. Recruitment is different from recruiting. It is a process in which an organization selects from the candidates for the position one or more persons who best meet the requirements of the organization in specific circumstances. As the selection process, each company chooses its own set of admissions, but most experts agree that two successful rules must be followed in order to successfully organize the search for candidates: always search for candidates within the organization itself; use at least two methods when attracting candidates from outside. Conclusions. The process of employment in Ukraine is carried out in special conditions - conditions of development of new technologies and intellectualization of society. In the context of the implementation of European integration processes and globalization of the economy, the domestic system of employment and regulation of the labor market is built and improved taking into account the progressive world experience.

Strategic Management of Labor Resources

This article discusses the main elements and functions of the strategic management of labor resources. The theoretical basis of this work is the methodology of strategic management, developed by Dr. Vladimir Kvint.This article substantiates the need for the strategic planning of labor resources in an enterprise. The article analyzes an employer’s eleven types of direct and indirect labor resources costs that can be optimized in the strategizing process.The main elements of strategic management are leadership, organizational structures, management, managers and their organizational skills, a well developed decision making process, and managerial technology. The use of an automated process model of human resource management in the transition to industry 4.0, is promising. This includes all divisions of the organization and all the stages of labor resources functioning.The main functions of the strategic management system which are discussed in the article are the strategic planning, strategic motivation, strategic monitoring and control of personnel.This article supports the concept that global labor markets which are in the process of formation need to use different forms of employment for strategic management than their counterparts in developed economies. To that end, this paper presents new organizational forms of employment by the Eurofund. Professor Kvint also discusses the need to take into account the norms of international labor legislation and the laws of those countries whose labor resources will be necessary for the project.The experience in developing industrial and labor cards 4.0. is part of the strategic management of labor resources. This new technology is very promising, because it will substantially increase the efficiency of the systems necessary for managing labor resources in the global perfect.

Employee loyalty to the organization in the context of the form of employment

Research background: Organizations that function in the contemporary, competitive economy attribute the increased importance to employee loyalty, which translates, to a large extent, into commitment to work. A loyal employee, strongly associated with the organization, is its valuable asset. On the other hand, in the dynamically changing reality, organizations more often use the alternative, flexible forms of employment, which are not only a response to the needs of the organization, but also employees themselves.
 Purpose of the article: The purpose of the paper is to examine the relationship between employee loyalty to the employer and the form of employment.
 Methods: The paper presents the results of research conducted by means of a diagnostic survey with the use of a questionnaire among 569 employees of manufacturing and service enterprises operating on the Polish market. Empirical data were collected from December 2015 to January 2016. The research process was based on the grounded theory and statistical analyses were conducted by means of the SPSS, assuming the level of significance at 0.05. In order to compare people with the different forms of employment, the Kruskal-Wallis test was used.
 Findings & Value added: The research results indicated that there are certain relationships between the form of employment and loyalty to the employer. A majority of the respondents believed that the form of employment influences the loyalty to the employer. A majority also rated the degree of their own loyalty to the employer high. Employees working under an indefinite duration employment contract rated the impact of the current form of employment on loyalty to the employer higher than people that have a fixed-term employment contract. The people who have an indefinite duration employment contract rated the degree of their own loyalty to the employer higher than people that have a fixed-term employment contract.

The Economic Significance of Laws Relating to Employment Protection and Different Forms of Employment: Analysis of a Panel of 117 Countries, 1990-2013

The authors use time series econometric analysis applying non‐stationary panel data methods to estimate the relationships between employment protection legislation and legal protection of different forms of employment (part‐time, fixed‐term and agency work), and economic outcomes, with a data set based on the Centre for Business Research Labour Regulation Index (CBR–LRI), covering 117 countries from 1970 to 2013. Findings suggest that these laws have become significantly more protective over time and that strengthening worker protection is associated with an increase in labour's share of national income, rising labour force participation, rising employment, and falling unemployment, although the observed magnitudes are small when set against wider economic trends.

The Economic Significance of Laws Relating to Employment Protection and Different Forms of Employment: Analysis of a Panel of 117 Countries, 1990-2013

This paper presents findings from analysis of a dataset of labour laws, based on the Centre for Business Research Labour Regulation Index (CBR-LRI), which has recently been extended to cover 117 countries and the period from 1970 to 2013. The dataset shows that laws regulating different forms of employment (DFE), including part-time work, fixed-term employment and agency work, have become significantly more protective over time, in particular since the late 1990s. Employment protection laws (EPL), covering individual dismissal, collective consultation and codetermination rights, have become steadily more protective since the 1970s. Europe has seen a decline in the level of EPL since the onset of the sovereign debt crisis in 2008, but this trend is small, on average, by comparison to earlier increases in protection beginning in the 1970s, and has not been replicated in other regions. Time-series econometric analysis using non-stationary panel data methods suggests that strengthening worker protection in relation to DFE and EPL is associated with an increase in labour’s share of national income, rising labour force participation, rising employment, and falling unemployment, although the observed magnitudes are small when set against wider economic trends.

Uprawnienia rodzicielskie funkcjonariusza służby więziennej – ojca dziecka

In this article there appeared a discussion on leave, related to the birth and upbringing of the child, which the father of the child who remains in the official relation in the Prison Service is entitled to. The father of the child is entitled to autonomous rights, that is the ones that belong to him only (paternity leave) and subsidiary ones that belong to him, but only if the mother of the child does not make use of them, and equal rights that is the ones which both he as well as the mother of the child can take (leave on conditions of maternity leave, parental leave or extended unpaid maternity leave). Various cases when parents of the child render work based on different forms of employment were analyzed. In connection with this, there appeared an analysis of various regulations pertaining to parental leaves in situations when both the mother and the father of the child have the status of the Prison Service officers, and when the father is the Prison Service officer and the mother remains in the worker’s employment or is covered by national insurance system in case of illness or maternity, as defined in the Act of October 13 th , 1998 on national insurance system, based on other right than employment relation such as one person economic activity or when the mother of the child is not covered by sickness benefits at all.

Criteria, Probability and Degree of Instability of Employment Taking into Account the Features of the Russian Labour Market

The article reveals the issues of the global character of precarization and substantiates the criteria of precarious employment taking into account its special aspects in Russian Federation. The existing variability of approaches to the definition of precarious employment and the necessity to elaborate its optimal criteria in view of features of national labour have conditioned the relevance of the research. The paper involves international and Russian research on precarity and significantly uses the results of expert survey conducted by the authors in autumn 2016. The experts have considered groups of criteria based on: labour contract term, nature of labour relations, precarious terms of work. The experts also were asked to evaluate different forms of employment in which precarity may exert. As a result of the conducted research, we have elaborated the generalized criteria, which identify various forms of instability in labour market. The authors put forward a hypothesis that the criteria of the International Labour Organization (ILO) need to be adapted to the Russian realities when determining unstable employment, and the phenomenon of precarious employment has to be defined from the point of view of the probabilistic nature of its various manifestations. Based on the results of the research, the authors have qualified the relevance of International Labour Organization’s (ILO) criteria in the Russian context. We also have substantiated the probable character of precarious employment and defined probability of precarity exertion in the flexible forms of employment. The set of precarious employment criteria is specified in accordance with Russian context: we have clarified and complemented them, and defined the probability of precarity exertion in different forms of employment. The main result of the research is the structure of criterial standards, which identifies precarious employment.The conceptual issues and findings of the paper can be used as a theoretical and methodological basis to identify the scale of precarious employment in Russia as well as to evaluate precarity exertion in individual workplace.

Preferencje pracowników ochrony zdrowia w zakresie form zatrudnienia

Wstęp: Pracownicy ochrony zdrowia: pielęgniarki, położne oraz ratownicy medyczni wykonują swą pracę na podstawie rożnych form zatrudnienia (umowy opracę, praktyki prywatnej, umowy cywilnoprawnej).Celem pracy było poznanie preferencji przedstawicieli tych zawodów w zakresie najbardziej pożądanych przez siebie form zatrudnienia oraz zbadanie, czy pracownicy wykonują pracę w preferowanej przez siebie formie, a także poznanie czynników wpływających na te preferencje.Materiały metody: Badaniem objęto 202 osoby wykonujące pracę w zawodach medycznych (128 pielęgniarek, 42 położne, 32 ratowników medycznych). Wbadaniach wykorzystano autorski kwestionariusz ankiety pozwalający na realizację celów badań.Wyniki: Zarówno wśród pracowników medycznych zatrudnionych w podmiotach leczniczych na umowę o pracę, jak i prowadzących własną praktykę oraz zatrudnionych na podstawie tzw. kontraktu odnotowano istotną statystycznie zależność pomiędzy wykonywaną a deklarowaną formą zatrudnienia. W obu grupach większość pracowników deklarowała chęć kontynuowania dotychczasowej formy zatrudnienia, przy czym znacznie większy odsetek takich osób zanotowano wśród zatrudnionych na podstawie umowy o pracę (p < 0,000001).Wnioski: Większość badanych preferuje jako formę zatrudnienia umowę o pracę. Wpływ na tę preferencję mają takie czynniki jak „ochrona zatrudnienia” i„ochrona socjalna”. Wśród osób preferujących samozatrudnienie czynnikiem motywującym jest możliwość uzyskania wyższych dochodów. Pracownikom ochrony zdrowia należy zapewnić rzeczywistą swobodę wyboru formy zatrudnienia zgodnie z ich preferencjami.

Esittävän taiteen vapaa kenttä osana muuttuvaa kolmatta sektoria


 
 
 Independent Performing Arts Sector as a Part of the Third Sector inTransition
 This article examines the Finnish independent performing arts sector as a part of the so-called third (non-profit and voluntary) sector. The independent performing arts sector is analyzed from the viewpoint of the changing nature of the new third sector as identified in recent research. The aim of the article is to describe the agents in the manifold independent sector of performing arts and to analyze what kind of forms the elements important to the so-called new third sector, organizational membership and paid labour, take in the independent performing arts. From the genres of performing arts, theatre, dance, circus and performance art are investigated. There are two sets of data. Quantitative data consists of the number of productions performed in the Helsinki region during 2009–2011 by the independent performing arts sector and the number of the artists participating in those productions. The qualitative data includes case studies from 16 independent performing arts groups from around Finland. In addition to case studies, research methods include typification and network analysis. This article is concerned especially with four identified transitions in the third sector: from volunteerism to professionalism, from institutions to informal groups, from influencing to performing services and from traditional membership to different forms of participation. We conclude that the independent sector in the performing arts consists of a variety of forms of organization, and the volume of productions by groups that are not formally organized is significant. Membership has several different meanings, and they often differ from the traditional notion of the concept. In the independent sector of the arts different forms of employment and labour are mixed. The independent performing arts sector uses many familiar third sector features such as forms of organization, tradition of volunteering and light administration to organize and fund its activities, but it also moves freely outside the third sector conventions, borrows and creates its own ways, which are sometimes again borrowed by actors outside the arts sector.
 Keywords: Independent arts sector, performing arts, third sector
 
 

Individualism Behind Collectivism: A Reflection from Saudi Volunteers

Volunteering is growing rapidly worldwide and has been recognized as a significant social force, contributing to social development. Motives for volunteering vary widely, ranging from collectivistic factors to individualistic ones. Collectivism is often identified as a main factor that contributes to volunteering, especially in collectivist societies. Our analysis shows that in Saudi Arabia—typically classified as a collectivist society—individualistic considerations such as learning skills, meeting friends, and releasing guilt mediate the effect that collectivistic motivations (e.g., prosocial personality and community identity) have on the decision of continuous volunteering. This finding is applicable to both males and females, to people in different forms of employment, across ages, and regardless of family members’ volunteering behavior, according to moderation analyses.

Motywowanie różnorodnego zespołu pracowniczego

Research shows that worker engagement influences their level of innovation and performance. In forming engagement, which employers so highly desire, and which can be accomplished with the use of effective instruments of motivation, an individual approach seems the most efficacious, as it allows for a fuller satisfaction of employee needs. The aim of this article is to analyse methods and tools for motivating different groups of employees, taking into account persons of different age, sex, education, function, work experience at the company and employed under different forms of employment. An attempt is made to determine if people who are similar in terms of the features listed above prefer similar instruments of motivation. The results of qualitative and quantitative research conducted by the Institute of Labor and Social Studies in Warsaw in 104 SME's are used in an effort to make that determination.