Labor Motivation Research Articles

Динамика трудовой мотивации и экономической активности населения крупного сибирского региона (2010-2014 гг.)

Динамика трудовой мотивации и экономической активности населения крупного сибирского региона (2010-2014 гг.)

REMUNERATION IN STAFF MOTIVATION

In the article the place of reward is investigational for labour in the process of motivation of personnel. The role of material and labour motivation of personnel is studied. It is set that the feature of economic reasons is that workers, executing the put asks, aim to get a fee for the labour. It is found out, that by economic instruments, that assist the effective reward of personnel of enterprises there is a salary, bonuses, percents from a sale, different payment sand privileges. The mechanisms of behavior of people are investigational informing of reasons to productive labour. Research results specified that for a working man important is realization of such necessities at labour as: providing of material welfare, self realization, achievement of certain social sttus, receipt of social guarantees, stability and confidence. It is set that the level of material motivation directly depend son the presence of close connection between labour payment and reward for labour. Such connection is arrived at by correct scientific organization of salary, that in practice is determined by the organizationally-economic mechanism of estimation of labour payment of the hired workers and forming of parameters of salary. Directions of activation of the use of effective material motivation of personnel and non-material rewards are exposed. The new methods of reward are offered for labouring the processor motivation of personnel.

Нематеріальний складник групової трудової мотивації

Обмеження фінансових можливостей підприємств у збільшенні матеріальних стимулів, зокрема реальної заробітної плати співробітників, підвищило увагу до нематеріального боку мотивації. Оскільки мотиви та стимули групової мотивації достатньо не вивчено, а підходи, застосовні для індивідуальної мотивації працівників, не завжди можна застосувати для мотивування групи, тема дослідження актуальна.
 Мета роботи – охарактеризувати нематеріальний складник трудової групової мотивації, мотиваційні типи працівників і навести можливі нематеріальні стимули, специфічні для мотивування групи досягти ціль.
 Трудову мотивацію потрібно розглядати як систему компонентів, що являють собою сукупність мотивів внутрішнього і зовнішнього походження, стимулюючих чинників, які спонукають виробничий колектив до активної діяльності для досягнення як особистих, так і цілей підприємства. Високомотивовані працівники – працівники зацікавлені, а отже, досягаючи загальних цілей підприємства, вони задовольняють особисті потреби та свідомо обирають певний тип поведінки.
 Охарактеризовано основні мотиви (потреби), які спонукають робітників до діяльності. Мотивів, які визначають поведінку людини в процесі праці, безліч, проте нею керують тільки декілька з них, один з яких обов’язково переважає. Підбір учасників команди із урахуванням розбіжностей у мотивах забезпечує початкові умови для успіху. Зроблено припущення, що в кризових умовах мотиваційні потреби як окремих працівників, так і групи здебільшого пов’язані з очікуванням матеріальної винагороди за виконану роботу. За обмежених фінансових можливостях доцільно застосовувати нематеріальні стимули. Під час їх добору керівнику необхідно враховувати той факт, що для покращення результатів роботи виконавці мають перебувати у середовищі, яке відповідає їх основному емоційному стану. Невід’ємні компоненти такого «здорового» середовища – правильна субординація, корпоративний етикет, мікроклімат у колективі, наявність досвідченого керівника.
 Мотиваційний вплив як на окремого працівника, так і на групу в цілому реалізують із урахуванням відмінностей у потребах, рисах характеру, робочої поведінки, статусі, кваліфікації, досвіді, світогляді. У статті охарактеризовано мотиваційні типи робітників за цими критеріями та оцінено їх здатність працювати у групі за шкалою «низька здатність – висока здатність». Зроблено висновок, що для ефективної мотивації роботи групи у ході формування команди перевагу слід надавати працівникам господарського типу, який разом з інструментальним найбільше відповідає вимогам результативної праці. Надано рекомендації щодо застосування мотиваційних стимулів у контексті «застосування стимулів – формування умов».
 Наукова новизна дослідження – виявлення найпридатнішого до групової роботи мотиваційного типу співробітників шляхом порівняння їх потреб і стимулів.
 Результати дослідження можна використати для створення на підприємстві реальних умов для побудови групової трудової мотивації та зацікавлення кожного працівника у збільшенні продуктивності праці.
 Перспективні напрямки подальших досліджень – оцінка ефективності окремих запропонованих мотиваційних стимулів підвищення результативності групової праці для різних сфер діяльності.

Integrated Care to people with mental disorders and his employement

Integrated Care to people with mental disorders and his employement

Карьерные планы старшекурсников и требования рынка труда: проблема соответствия

<p>Вхождение молодежи в социально-экономическое воспроизводство общества происходит в кризисной ситуации, осложненной сокращением рабочих мест, задержкой выплаты заработной платы, сокращением рабочей недели, несоблюдением трудового законодательства. Если добавить к этому увеличенные требования работодателей, то процесс поиска работы и само трудоустройство представляют собой сложное испытание, требующее особой подготовки соискателей.</p><p>Анализ результатов исследования карьерных планов старшекурсников Московского гуманитарного университета (в опросе приняли участие 168 бакалавров выпускных курсов), проведенного в конце 2015 учебного года Центром содействия трудоустройству выпускников МосГУ, позволил выявить проблемы, препятствующие успешному трудоустройству выпускников.</p><p>Труд остается значимым фактором личностного самоопределения значительной части выпускников. Половина старшекурсников планируют пойти работать по специальности, имея опыт работы в осваиваемой сфере во время учебы.</p><p>Отличительной чертой мотивации труда молодежи является ее инструментализация: для трети выпускников не так важна специальность, сколько заработная плата, которую предложат на новом месте. Установлены корреляции между желаемым уровнем заработной платы и направлением обучения выпускников: зарплатный максимум установлен в группе студентов-международников, впоследствии более других испытывающих трудности в поиске работы.</p><p>Чрезмерная амбициозность при отсутствии опыта, отсутствие блеска в глазах, системности мышления и понимания своей нужности в организации — основные причины отказа работодателей. Собственное время и комфорт представляются респондентам более ценными критериями поиска работы, нежели ожидание интересной работы и развитие профессиональных качеств.</p>Результаты исследования свидетельствуют о неподготовленности старшекурсников к поиску работы, непониманию ситуации на рынке труда, незнанию требований работодателей. Решение перечисленных проблем составляет основное поле деятельности Центра содействия трудоустройства выпускников МосГУ.<em></em>

Features of personnel motivation in the civil service

The problem of the individual civil servant motivation has become important one under the conditions prevailing in Ukraine at the present stage of its development. Address the chal-lenges facing modern Ukrainian society is possible only if the appropriate motivational bases have been created. The motivational bases could encourage civil service staff for efficient ac-tion.The article analyzes the features of civil service personnel motivation. It was found that in theoretical terms motivation of human behavior is a very complex and largely poorly un-derstood phenomenon. There are many definitions of motivation developed by foreign and domestic authors who interpret this phenomenon differently. It was analyzed the scientific approaches to defining the essence of such concepts as «motivation», «public service person-nel motivation», «work motivation», «financial motivation», «labor motivation», «status motivation». The author defines motivation as a process of prompting man to action through comprehensive internal and external factors to achieve the goals of the organization. It was determined that the motivation of public officials affects their performance and focuses on achieving of organizational goals.The motivation is the driving force that is based on meeting specific needs, forces act with maximum effort to achieve certain goals. The classification of motivation has been created ac-cording to the major groups of needs (material, labor and status ones), the means (regulatory, coercive, stimulating ones), the source of (domestic and foreign) and the areas of achievement (positive, conducive to effective attainment of the objectives and negative that preventing it) It is clearly proved that motivation not only ensures proper working activities, but also promotes professional development and career development of civil servants. Motivation of working activity can not be effective without the use of modern forms and methods of material incentives for staff. Incentives must meet the needs, interests and abilities of a civil servant. It is about the use of such forms and methods of stimulating individuals that would contribute to the high efficiency of their work. The problems and the current state of civil servants motivation are investigated. The author reveals the contents of the new Law of Ukraine «On Civil Service» in the context of civil servants motivation and determines the ways of improving civil servants motivation in Ukraine.

Individualized approach to staff motivation

The article reveals the formation of a system of incentives for workers, allowing to identify the impact of the individual needs of the employee and the possibility of rational use of specific tools for labor motivation. The article includes recommendations that can afford to choose the best motivational tools for each employee based on his personal priorities. All this competently implements an individualized approach to labor motivation

УДОСКОНАЛЕННЯ МЕТОДИКИ ОЦІНКИ ЕФЕКТИВНОСТІ ЕКСПЛУАТАЦІЇ ЛОКОМОТИВНОГО ПАРКУ ПАТ «УКРЗАЛІЗНИЦЯ»

Based on a matrix approach the article performs a comparative analysis of the efficiency of the use of locomotives for 2013 and 2014 years . Aimed to avoid double accounting or exclude the effect of qualitative indicators on the efficiency of the use of locomotives , the 4 vertical hierarchical levels are specified as well as a horizontal distribution is performed for the indicators characterizing the quality of the operation of locomotives by power, time and run . The scheme depends indicators of cars determine the appropriate calculation algorithm, which enables conducting systematic and objective assessment of the efficiency of inventory park of locomotive. It is substantiated that the highest , 1 st vertical level is a locomotive productivity indicator integrating all indicators characterizing the efficiency of the operation of the locomotive fleet. In order to illustrate the proposed method essentially presenting the article analyzes the impact of quality indicators of railways of Ukraine on performance of locomotive. Using the given methods of the assessment of the efficiency of the operation of the locomotive fleet assists in objective determining the key performance indicators (КРІ) being a main indicator of labor motivation .

Labor motivation as a factor of innovative development of the economic sphere of social production

Labor motivation as a factor of innovative development of the economic sphere of social production

Методологические проблемы формирования трудового мотивационного кризиса

Методологические проблемы формирования трудового мотивационного кризиса

A good or bad transition from school to work: who is responsible?

Purpose– The purpose of this paper is to analyse the determinants of the quality of the first job in Flanders (Belgium). The authors differentiate between circumstances on the one hand – individual characteristics beyond the control of the individuals such as gender or the unemployment rate at labour market entry – and efforts on the other hand – characteristics that are at least partly under the individuals’ control such as their educational attainment or labour motivation. The authors specifically take into account the fact that the former might influence the latter. A better understanding of the effects of these determinants can help to formulate (labour market) policy proposals (to ameliorate the school-to-work transition) that are responsibility-sensitive. The authors use the distance function to construct a one-dimensional measure of job quality – based on a list of job characteristics – and explain the variation in job quality in terms of circumstances and efforts. The empirical analysis is based on the 1978 birth cohort of the Flemish SONAR data. The results show that the quality of the first job is to a large extent depending on personal efforts and that circumstances have a considerable influence on the efforts. For this reason circumstances influence job quality twice. This is especially the case for gender and for the educational attainment of the individual’s mother. The labour market situation at labour market entry also plays a considerable role.Design/methodology/approach– The authors use the distance function to construct a one-dimensional measure of job quality – based on a list of job characteristics – and explain the variation in job quality in terms of circumstances and efforts. The empirical analysis is based on the 1978 birth cohort of the Flemish SONAR data.Findings– The results show that circumstances have a considerable influence on the efforts and for this reason circumstances influence job quality twice. This is especially the case for gender and for the educational attainment of the individual’s mother. The labour market situation at labour market entry also plays a considerable role.Originality/value– The paper contributes to the literature in several ways. First, it analyses the quality of the first job individuals get after leaving school and uses an equality of opportunity framework. This approach differs from an approach based on search duration or job satisfaction. Second, job quality is evaluated in a multidimensional way using the distance function. Third, the relation between job quality and circumstances – issues for which the individual is not responsible – and efforts – issues for which the individual is at least partly responsible – is investigated. The authors specifically take into account the fact that circumstances might influence efforts and investigate the consequences for labour market policy.

Caracterización del clima organizacional en hospitales de alta complejidad en Chile

The present study aims to characterize the organizational climate in two Hospitals of high complexity in Chile, determining the most and least influential dimensions. A questionnaire consisting of 71 variables arranged in 14 dimensions was applied to a sample of 561 functionaries. The results were interpreted using the standardized analysis of average values and its reliability ratified by means of Cronbach's alpha. It was determined that the dimensions with above average influence were: Identity, labor motivation and responsibility; while the dimensions that have an impact below the average turned out to be: Team and people's distribution and material, conflict administration and communication.

MANAGEMENT MOTIVATION IN THE COMPANIES IN KAZAKHSTAN

A range of socio-economic factors affects the motivation of a company’s labor force. Many of these represent independent subsystems of the company’s overarching approach. They involve various economic and social indicators, but not all are implemented or included in personnel management. Without a dedicated system in place, it is almost impossible to create labor motivation within an enterprise. This research examines personnel services within several oil and gas companies in the Republic of Kazakhstan. These somewhat overlook the socio-economic factors of the region, while developing labor motivation in the framework of the Company Strategy. The paper shows that companies need personnel services to carry out labor relations. This is valuable for equal economic relations between employees and employers, an effective labor market, and the wider management of social problems affecting productivity.

FEATURES OF STAFF MOTIVATION NON-PROFIT DIVISIONS OF UKRAINIAN BANKS

The article considers problems of motivation of bank staff and propose measures to improve labor motivation of employees of non-profit divisions banks. Determined that the motivation of staff occupies a leading position in the mechanism of human resource management. Results of the analysis indicate that the leadership of the Ukrainian banks is not enough material focuses on staff motivation, which in turn, is the driving force in achieving good results in activity units and ensuring financial stability of the bank as a whole. Revealed that the motivation of non-profit divisions should be increased object of attention by the bank's management. Identify any issues that may arise in the implementation of the system of labor motivation unprofitable divisions of the bank, and ways to overcome them. Allocated to individual staff appraisal system as an effective method for estimating the degree of importance of each employee. Proposed to implement the activities of the moral motivation, as well as maintaining a high degree of loyalty to the bank.

ЗАКОНОМІРНОСТІ РОЗВИТКУ СИСТЕМИ МОТИВАЦІЇ ПРАЦІ З ПОЗИЦІЇ УПРАВЛІННЯ НА МАКРОРІВНІ

The paper work is determed the square of managing the social and labour sphere at macro level, identified repressors that influence on changing the system of motivation, formalized the basement of managing the system of labour motivation through cases of economic, social and institutional support. It is noted that the economic subsystem of managing the social and labour sphere regulates employment, principles of development the employment in informally economic and policy of polarization the income; social subsystem of management provides the quality of working life and migration outflows; institutional subsystem of management provides the regulation of the social and labour relations through existed legal framework, new forms of work and employment. Developed semantic model provides a combination of predicate conditions that determine tendencies of horizontal institutions in order to provide of labour motivation system.

Системный подход к управлению трудовой мотивацией персонала сервисной организации

The article discusses the components of the system of labour motivation. The author conducted a comparative analysis of the concept of “work motivation”.
 Presents the components of work motivation in the context of a systematic approach. The introduction of a systematic approach in the activities of the service
 organization will optimize the management of human resources, which in turn, will increase its competitive advantage. The author focuses on trichotomies
 the nature of labour motivation, namely the presence of three interdependent subsystems. In connection with this motivation should be considered it must be
 based on three components — a set of motives, incentives and employment. The main elements of the system work motivation service organizations include:
 the content of the work, wages, social contacts, self-education and support, autonomy, self-realization, organizational culture.

Impact of personnel labour motivation upon solution of bank development strategic goals

The article is devoted to the issues of existing links between bank development strategy and personnel motivation. Original definition of bank development strategy is offered, and the necessity to improve personnel quality assessment methods for further development of bank competitive strengths and stability is justified.

Типология мотивации трудовой деятельности сотрудников коммерческого отдела по методике Кибанова А.Я.

Типология мотивации трудовой деятельности сотрудников коммерческого отдела по методике Кибанова А.Я.

Professional health and labor motivation of teachers

This article describes the relationship between the preservation of professional health educators and dominant labor motivation. Concluded that teachers, who do not have a dominant motive of labor, which flexibly adapt to the changing conditions of the educational environment, and those teachers, who have dominates the motive of self-improvement in the profession, much easier to maintain professional health than teachers who have other types of motivation.

The Essence and Main Directions of Human Resource Management in the Russian Organizations

In modern conditions the effective use of all the resources, possessed by the organization, appears particularly significant. The more effective usage of the organization employees’ potential becomes the main direction of raising competitiveness in the market. Therefore, the contemporary concept of the organization management supposes singling out from a large number of functional spheres of management activities the one, which is connected with organization human capital management. In recent years in the scientific literature and practice a row of notions is widely used: human resource management, labor resource management, personnel management, human capital management and others, but they all relate to the labor activities of a person, behavior management of an employee in the framework of the organization. The given article attracts attention to the researching of the essence of the human research management and main directions in the human resource management improvement in the Russian organization at present. In the research the main concepts of management, key factors of labor motivation, most actual models, approaches to management are described, in the focus of our attention is also the system of human resource management. In the frames of the research the author identifies the main areas of the personnel management, which are the most important for the Russian companies.