Labor Motivation Research Articles

MODERNIZATION OF ANALYTICAL INDICATORS OF THE PERSONNEL MOTIVATION SYSTEM IN THE ENTERPRISES – PARTICIPANTS OF THE DEVELOPMENT CONSTRUCTION PROJECT

The article is devoted to the issue of labor motivation at enterprises participating in development construction projects. The purpose of this study is to analyze the labor motivation of personnel and develop directions for its improvement at the enterprise in modern economic conditions. For this, the essence and methods of personnel labor motivation and their impact on the main economic and financial indicators of the enterprise were considered. The task of this study was to identify the main directions for improving the system of labor motivation at the enterprise. According to this goal, the analysis of the labor indicators of the enterprise was carried out, which made it possible to more fully characterize the results of its activities, the effectiveness of the use of personnel and working conditions. Based on the analysis of the existing labor motivation system, it was proposed to take measures that would lead to the creation of an effective motivational environment at the enterprise. The possibility of building a personnel motivation system based on key performance indicators KPI is analyzed. The concepts of KPI, suitable for the development of motivation systems based on them, are proposed, in particular, the Balanced Scorecard, the Total Performance Scorecard, the OVAR concept (Objectifs-Variables d'Action-Responsables). The main methodological foundations for studying the system of assessment and motivation of personnel of construction enterprises have been determined: 1) processes of assessment and motivation of personnel are key elements of the formation of an effective personnel management system; 2) the construction of a rational system for assessing and motivating personnel is based on the laws and patterns of people's labor activity; 3) the processes of assessment and motivation of personnel is a single holistic management system containing closely complementary and interrelated elements; 4) the strategic focus of an effective assessment and motivation system for personnel of construction enterprises. Thanks to the implementation of the proposed measures to improve the labor motivation system at the enterprise, the goal of any enterprise can be achieved, namely, the improvement of economic and financial results of economic activity.

Los nuevos retornados de la migración maya yucateca en Estados Unidos

En este artículo investigamos la migración de retorno de niñas y niños de origen maya del estado de Yucatán que nacieron en Estados Unidos, que emigraron a México con sus familias cuando eran menores de edad entre las décadas de 1990 y 2010, y que en la actualidad (2018) son nuevos retornados en Estados Unidos. Con base en la perspectiva del retorno transnacional se analiza el retorno familiar a México, el retorno a Estados Unidos y la movilidad transnacional de esta generación. Se demuestra una gran movilidad familiar en el circuito migratorio península de Yucatán-California-Oregón; el regreso a Yucatán por causas familiares, sociales y económicas; el retorno a Estados Unidos por cuestiones económicas, educativas, y laborales; y, la integración de los nuevos retornados en las dinámicas familiares transnacionales que posibilitan la reproducción generacional y el sustento familiar en California y Yucatán.

АНАЛИЗ ЧЕЛОВЕЧЕСКОГО КАПИТАЛА КРАСНОДАРСКОГО КРАЯ

Human capital is the basis of economic growth in modern Russia. One of the results of the work of the Government of the Russian Federation to achieve the goals and objectives of sustainable development, fixed in the UN Agenda for Sustainable Development for the period up to 2030, was their inclusion in the main strategic and program documents. The basic concept of national goals and strategic objectives of the country is an orientation towards a post-industrial economy in which the main socio-economic advantages of Russia in the global economy lie in the area of human capital. The article discusses approaches to the definition of “human capital”. The authors consider the human capital of the region as a set of human resources concentrated in its territory and possessing professional skills and knowledge, as well as health status and labor motivation. It was revealed that such peculiarity of the region as its agro-industrial orientation provides a significant contribution of agriculture to its economy, but at the same time requires increased attention to the human capital. The three main components of the region’s potential (income, longevity and education) should be the priority areas for public investment. The article presents a comparative assessment of the human capital of the Krasnodar Territory and other constituent entities of the Russian Federation. The disadvantages of using the methodology for calculating the human development index are revealed, in particular the imbalance of individual components of the index when assessing regions. The authors found that the human capital of the country largely depends on the human capital of the industries that ensure the population’s life quality. An indicator of an effective connection between the economy and health care is the improvement in the quality of life of the population and, as a consequence, the potential of the region.

The Participation of Komsomol and the Youth of Mordovia in the Development of Industry During the Khrushchev Thaw

Introduction. In the Mordovian ASSR, as in the whole country, the time of “the great decade” of N. S. Khrushchev was associated with rapid, not surpassed throughout the subsequent time, the pace of development. The Republic has become an industrial and agricultural region. The average annual growth of industrial production from 1959 to 1965 was 16.9 %, and in the country exceeded 10 %. In terms of this indicator and GDP growth, the USSR surpassed almost all developed countries in the world. The reasons for “the economic miracle” continue to be the subject of wide discussion. The most important factor in achieving this result, according to most researchers, was the human factor, that is, the set of traditions, customs, behavioral norms and models formed within the framework of the Soviet institutional environment during the “Khrushchev thaw”. The Komsomol played a significant role in organizing events at that time. It supported planned (production, ideological, cultural, etc.) mobilization companies of the Soviet society. The young generation in the post-war period became the most important source of labor resources and was crucial in providing production with the necessary personnel. The article is devoted to the study of the nature of labor motivation of young people in the basic concepts of that time. Materials and Methods. Scientific study based on the materials of CSA of the Republic of Mordovia, where the set of documents of Komsomol organizations since their emergence to the elimination in the early 90-ies of the last century. While writing the article, the principle of historicism, objectivity and consistency was applied. The whole range of special historical methods of studying the past social reality is used. Result. Based on the study of archival and published sources, as well as scientific literature, the analysis of the activities of the Komsomol to mobilize young people to implement the decisions of the CPSU on the development of the national economic complex of the country and the Mordovian ASSR was carried out. Discussion and Conclusion. In 1957, at the initiative of N. S. Khrushchev, one of the radical reforms aimed at restructuring the management of the national economy was undertaken. The law of May 10, 1957 replaced the branch system with a territorial one. The Mordovian economic administrative district headed by the Sovnarkhoz was created on July 1, 1957. The period of the reform was a time of rapid industrial development. After displacement Khrushchev and Brezhnev’s rise to power slowed the pace of development. The rejection of economic incentives to work, the gradual fading of the momentum of renewal, and the growing fatigue of society from continuous reforms and reorganizations led to a decline in the pace of economic development. The Komsomol of Mordovia in the conditions of the Soviet planning and administrative economic system was a significant driving force of industrial development.

Colorado Honor Convicts: Roads, Reform, and Region in the Progressive Era

AbstractIn the early twentieth century, many states turned to convict road labor in response to the clamor for good roads and the contemporaneous crisis of imprisonment. States, guided by the federal government that served as an information broker, developed two main types of convict labor program—the honor and guard systems. These systems differed by regional and local context. Colorado developed the honor form of convict labor based in Progressive principles. The Colorado system offers a case study in local conditions that took on national importance as Warden Thomas Tynan became enmeshed in a national network of Progressive penal reformers helping define state-run convict labor systems. This essay follows the reform ideology and financial incentives that drove Colorado's honor program, showing how capitalist labor motivations were balanced with ideals of reform. The honor system spread across the United States, and the story of this system complicates regional paradigms while highlighting national patterns. The story of honor guard convict labor and infrastructure development connects Progressive Era reform, penal reform, labor history, and regional and demographic patterns.

Factors and methods of effective management. P. 3. Labor motivation and personnel retention, labor efficiency

There is an active search for ways and mechanisms to upgrade the agrarian economy in the Republic of Belarus and increase its efficiency in conditions of stiffen market situation, but no efficient mechanisms have yet been found. In this regard, we’ve carried out systematic research and prepared a research papers that answer many questions regarding raising the agricultural economy and market challenges. We believe that it can become the basis for accepting specific recommendations. The third paper dwells on the role, functions and significance of such fundamental factors of efficient agriculture management as labor motivation, personnel retention and labor efficiency.

Features of Labor Motivation of Pedagogical Workers

We accept an attempt to scientifically comprehend the role of social ties in the professional activities of teachers in orphanages. The article discusses the scientific views on the concept of labor motivation of teachers, affecting their professional practice. The results of international and all-Russian studies of the labor motivation of teachers are compared. Based on the results of a sociological study, the distinctive features of the labor motivation of teachers of orphanages are described: teachers of orphanages are prone to such positive and hedonistic meanings as the brightness of life, altruism, focus on friendly relations in a team, justice and honesty, orientation towards harmony with people through life and with children in professional activities. In particular, on the basis of correlation analysis, a positive relationship was determined between the sense of justice of teachers and their satisfaction with relations with the administration (r = 0.76). The satisfaction of teachers with relations with colleagues and the administration and their development will be affected by the awareness of the institution’s overall mission (r = 0.75) by the employees of the orphanage. Based on social assessments of teachers, the problematic aspects of applying motivational mechanisms based on incentives in the centers for promoting family education have been identified. Based on the analysis of scientific articles and social assessments of young educators, factors are identified that affect their activity and commitment to the goals of a social institution. As shown by the results of a survey of teachers of orphanages, 50 % of respondents under the age of 30 years and teaching experience of up to 10 years, think about how to change jobs. The article will be useful for the leaders of educational and social institutions, as well as researchers involved in this problem.

ON MOTIVATION OF STUDENTS TO STUDY AT AN AGRICULTURAL UNIVERSITY: FACTORS THAT INFLUENCE THE MOTIVATION OF EDUCATIONAL ACTIVITIES

Students' motivation is studied quite regularly, but most often it occurs from psychological and pedagogical positions [1; 6; 7; 9]. However, students do not just go to university, they work to acquire the knowledge, skills, and competencies necessary for the development of their future profession, so the learning process must be viewed through the prism of work motivation. The peculiarity of this research is the reliance on research methods that allow us to study this aspect of students’ activity, in particular, the V.I. Gerchikov’s method with some changes that are inevitable due to the specifics of an educational process. The purpose of the study is to determine the factors that affect the motivation of educational activities. The theoretical part of the study describes the main approaches to motivating students' learning activities, as well as the specifics of relationships in the process of studying at the university, which does not allow direct use of methods and practices that have appeared in the framework of theories of labor motivation. As a result of the research conducted in 2019 on the main massif of the 1st and 4th years of full-time education in the Izhevsk State Agricultural Academy by questionnaire (n=781), significant differences in the motivation of students of different groups and faculties were revealed, which allowed us to assume that there are problems in the educational process, which we have not previously recorded. To determine the causes of significant differences in the motivation of individual groups, focus group studies were conducted (n=92) in 6 study groups, where 2 with low average motivation, 2 with middle average motivation, 2 with high average motivation. The authors analyzed the reasons for failure and non-attendance of classes, the organization of the educational process, the specifics of relationships in groups, the impact of the division into subcultures on the learning process and relationships in a group, leisure-time of students, their ideas about the desired changes in the educational process.

DIRECTIONS FOR IMPROVING OF THE LABOR MOTIVATIONAL SYSTEM THROUGHT ANALYSIS OF WORKERS’ MOTIVES AND NEEDS AT THE NATIONAL ENTERPRISES

Object of research: the article presents the results of a study conducted by the authors by interviewing employees of industrial enterprises on such important issues as satisfaction with the level of work organization, work performed, motives of job attractiveness, equipment of workplaces, job satisfaction and wages, work motives and the relationship of wages with the final results of work. Solved problem: increasing the level of work motivation by creating motives for attractiveness, job satisfaction and wages of workers at industrial enterprises of Ukraine. Main scientific results: a close connection between value orientations and motives of human activity is proved. The need to improve the system of labor motivation at enterprises, increase employee satisfaction with their work by optimizing the level of wages, creating optimal working conditions, sufficient equipment of workplaces. The existing organization of work does not fully correspond to the manifestation of the abilities of employees and work with full efficiency, only with rare exceptions, most respondents said they were satisfied with the work performed. Scope of practical use of research results: research results can be used for increase of level of motivation of work of workers, perfection of the organization of work, creation of motives of attractiveness, increase of satisfaction with the work and wages of workers at the industrial enterprises of Ukraine. All measures to improve the organization of labor should be primarily aimed at increasing social and creative activity, independence in work. In a market economy, it is not enough just to follow their job descriptions, without initiative and independence. Therefore, the requirements for employees and their qualities are growing.

Глобальний капіталізм vs традиційна культура: гроші у дискурсі зарубіжної культурної антропології

У статті подано огляд теорій зарубіжних антропологів щодо місця праці та грошей у трансформаційних суспільних процесах. Простежено переважання уявлень про гроші як руйнівну силу, що нищить традиційні культури та ринкові відносини, які повністю змінюють ставлення до праці та грошей, підміняючи моральні норми утилітарною користю. Зазначено наявність альтернативних точок зору на мотивацію праці та можливість мирного співіснування глобального та традиційного у ставленні до грошей. Підкреслюється, що у сучасних дослідженнях співіснують обидва підходи.

Нематериальная мотивация и стимулирование: от концептуальных подходов к практике применения в условиях цифровизации организационной среды

This article presents modern aspects of intangible motivation and labor stimulation in modern academic highlights and real practice in organizations. The extra attention is paid to the detecting of intangible benefits in organizations, which depends on the influence of external and internal factors that determine the need to use an individual approach when developing motivational programs. Due to implementing informational and communicational technologies in the process of digitalization, the need for social and psychological support of personnel is actualized, which, according to the author, should be taken into account in the system of motivation and stimulation of labor. Organizational and economic changes, generational shifts, change of values, the impact of globalization, scientific and technological progress, changing needs, and the active spread of electronic resources affect the relations between personnel and labor, increasing the importance of studying the motives of their labor behavior in new circumstances. The author considers motivation and stimulation as a direction in working with people, mainly focuses on finding reserves associated with optimal spending and obtaining effective results, which can ensure the use of intangible benefits. Furthermore, based on the existing theory and practice of motivation and stimulation, the author suggests integrating it into the modern environment, pointing to the need to preserve the already accumulated experience and increase it in the conditions of digitalization.

The Outcomes of Introducing the Effective Contract with Medical Staff

The paper presents the results of a study of changes in the salary schemes and working conditions of medical staff, their labor motivation and the compliance of these changes with the objectives of the so-called “effective”, performance-based, contract being introduced. The data from a set of surveys of employees at public medical facilities in 2009–2018 served as the empirical base of the study. It is shown that the introduction of the effective contract had changed the role of factors determining the salary of medical workers. Whereas earlier qualification had been the leading factor, afterwards it was the volume and quality of the work performed as well as the outcomes of a given medical institution or unit. Most doctors had increased the amount of work they do, and the secondary employment of medical staff had slightly been reduced. Survey data indicate quite a stable hierarchy of labor motives among medical workers, the leading ones being earning money, professional interest in work, and altruism. In 2018, the role of the guaranteed employment motive was elevated. Among the positive changes are an increase in the satisfaction of medical workers with the salary, conditions for advanced training, and rules of remuneration. The identified outcomes are generally consistent with the objectives of introducing the effective contract, and they allow one to argue that the new salary scheme has had a positive impact on the labor motivation of medical staff. However, the conclusion of an effective contract was noted by only half of respondents. For the rest, it all boiled down to an increase in salary. These results indicate serious failures in the administration of this reform.

Salary of the employees of textile industry of Yaroslavl Governorate in the early XX century

  This article considers the questions of labor compensation of the industrial workers in prerevolutionary Russia based on the materials of one of the largest textile factories – Yaroslavl Big Manufactory (YBM). Attention is focused on the dynamics of nominal and real salaries at different phases of business cycle, as well as the ratio of salaries between high- and low-paid groups of workers in the early XX century (depending on the level of qualification and gender affiliation). The research contains the archival materials preserved in the State Archive of Yaroslavl Oblast in the fund of the Yaroslavl Big Manufactory (F. 674), including personal records of the employees and payroll registers for the period from the end of the XIX – beginning of the XX centuries. The conclusion is made that during the period of economic depression until 1908, the nominal salary of YBM employees grew faster than during the industrial ramp-up of 1909 – 1913, which was justified by the policy of factory’s administration, which in 1905 – 1907 raised the prices in order to meet the demands of the strikers. At the time of economic depression, the gap in salaries of high- and low-paid categories of workers (by professional, gender, and age groups) was reduced. In 1909 – 1913, the previous level of salary differentiation gradually came back to the situation of the period of depression. The conducted research allows formulating the hypothesis that at the time of unfavorable economic conjuncture, the entrepreneurs were oriented towards reduction of salary differentiation by raising salaries of the low-paid categories to the level of higher-paid workers; while during the years of economic upswing, the level of salary differentiation was increasing again, which was justified by intention to improve labor motivation among most qualified workers.  

Особенности мотивации труда персонала машиностроительной организации

This article discusses the motivation of workers of a machinebuilding organization. The theoretical aspects of motivation developed by various foreign and domestic authors are presented. It should be noted that many theoretical aspects of staff motivation remain controversial, the proposed recommendations are often not interconnected. There is also no analysis of the patterns of interaction of labor motivation and staff incentives in the organization. The study of labor motivation on the basis of substantive, procedural and sociopsychological theories. To study labor motivation in a machinebuilding organization, we selected the following methods: A. Maslow and D. McCleland; techniques based on models of human behavior, taking into account his cognition and perception; test “Group Attractiveness”.

PERSONNEL MANAGEMENT: ON THE EVOLUTION OF THEORETICAL CONCEPTS

The article discusses the mechanism of personnel management. It is proved that personnel management is a sphere of theoretical and practical knowledge focused on the effective use of human resources of the company. The system of labor motivation as a key block of personal management is considered, modern tendencies of diversification of forms of motivation of the personnel are described. Personnel management as the most important reserve of competitiveness of the company is investigated. The system of personnel management through a variety of specialized methodological approaches is characterized: since the methodological platform of personal management is constantly evolving, in so far as labor collectives are faced with the task of adapting tools to the needs and requirements of competitive enterprises and organizations in the social and labor sphere.

KEPUASAN KERJA DAN DISIPLIN KERJA PENGARUHNYA TERHADAP MOTIVASI KERJA KARYAWAN PDAM TIRTA BHAGASASI BEKASI

This research objective to determine the satisfaction, discipline, and motivation of employees of PDAM Tirta Bhagasasi Bekasi, and also to determine satisfaction and discipline of influence on work motivation the employee of PDAM Tirta Bhagasasi Bekasi. There are 90 employees of PDAM Tirta Bhagasasi Bekasi as a sample in this study. The sampling technique uses simple random sampling techniques. Observation and questionnaire methods are used in collecting the data. The data analysis technique uses multiple regression analysis with the SPSS program. The results of the descriptive analysis show the good realization of job satisfaction (average score 3.63) and employee work discipline (average score 3.61) so that it has a positive impact on employee work motivation (average score 3.57). These results are supported by Bekasi Tirta Bhagasasi PDAM data in 2018 which obtained a level of realization of workforce satisfaction of 61.38% (sufficient category), the value of realization of employee work discipline at 5.80% (sufficient category), and the level of realization of labor motivation of 60.71% (sufficient category). t value calculated job satisfaction (b1) = 9,133 with a significance of 0,000 (<= 0.05) then Ho is rejected and Ha is accepted. This means that job satisfaction has a significant effect on the work motivation of PDAM Tirta Bhagasasi Bekasi employees. T value is calculated work discipline (b2) = 5.535 with a significance of 0,000 (<= 0.05) then Ho is rejected and Ha is accepted. This means that work discipline has a significant effect on the work motivation of PDAM Tirta Bhagasasi Bekasi employees.

Психологическая помощь в формировании лояльности сотрудников коммерческих организаций

The article presents the results of experimental work on testing a program of psychological assistance in the formation of loyalty of employees of commercial organizations. The paper presents a theoretical idea of the loyalty of employees of commercial companies, selects diagnostic tools to determine the level of loyalty, describes the results of testing the loyalty formation program. The presence of a correlation between the level of loyalty of employees of a commercial organization and the characteristics of labor motivation of employees, the degree of satisfaction with work and the attractiveness of the employer was confirmed. The effectiveness of the developed psychological assistance program for increasing the level of loyalty of company employees has been proved.

KEPUASAN KERJA DAN DISIPLIN KERJA PENGARUHNYA TERHADAP MOTIVASI KERJA KARYAWAN PDAM TIRTA BHAGASASI BEKASI

This research objective to determine the satisfaction, discipline, and motivation of employees of PDAM Tirta Bhagasasi Bekasi, and also to determine satisfaction and discipline of influence on work motivation the employee of PDAM Tirta Bhagasasi Bekasi. There are 90 employees of PDAM Tirta Bhagasasi Bekasi as a sample in this study. The sampling technique uses simple random sampling techniques. Observation and questionnaire methods are used in collecting the data. The data analysis technique uses multiple regression analysis with the SPSS program. The results of the descriptive analysis show the good realization of job satisfaction (average score 3.63) and employee work discipline (average score 3.61) so that it has a positive impact on employee work motivation (average score 3.57). These results are supported by Bekasi Tirta Bhagasasi PDAM data in 2018 which obtained a level of realization of workforce satisfaction of 61.38% (sufficient category), the value of realization of employee work discipline at 5.80% (sufficient category), and the level of realization of labor motivation of 60.71% (sufficient category). t value calculated job satisfaction (b1) = 9,133 with a significance of 0,000 (<= 0.05) then Ho is rejected and Ha is accepted. This means that job satisfaction has a significant effect on the work motivation of PDAM Tirta Bhagasasi Bekasi employees. T value is calculated work discipline (b2) = 5.535 with a significance of 0,000 (<= 0.05) then Ho is rejected and Ha is accepted. This means that work discipline has a significant effect on the work motivation of PDAM Tirta Bhagasasi Bekasi employees.

Conceptual principles of effective labor motivation as a premise of competitive functioning of agricultural enterprises

Purpose – Labor motivation plays a significant role in the successful development of an agricultural enterprise, because only creative workers who display initiative will be able to make the business entity effective and competitive in the market environment. Research method – This caused the need to conduct an in-depth study of theoretical and methodological foundations of intensification of labor motivation of employees in agricultural enterprises as prerequisites for their competitive functioning. In the course of researching this issue, the authors of the article proposed a methodological approach, which envisages determining the productivity of labor based on the indicator of gross output at the prices of the current year. Results – As a result, it was determined that the index of productivity in agricultural enterprises of the researched region is significantly higher than the similar figure of 2010 which was determined by the constant prices. At the same time, the correlation between the productivity growth rate and the wage in the period from 2016 to 2018 was respectively 1.031 – 1.269. Implications / originality / value – The article and methodical provisions on the balanced scorecard according to the balanced scorecard concept (BSC) are further developed, which enables an in-depth analysis of the impact of certain aspects of business entities on such indicators as productivity and production efficiency, level of competitiveness, etc.

Motivational component of personnel management

The problem of low employees motivation which is frequently observed at modern enterprises is considered in this paper. It is defined that labour motivation is an important phenomenon for both scientists and experts. Labour motivation is described as psychological processes that guide, energize, and support actions in relation to job, task, role, or project. The main objective is to give an overview of the key theoretical aspects. Much attention is also paid to current topics and new directions of the theory of labour motivation and research, as well as to current contradictions and unresolved issues. The main theoretical perspectives of labour motivation are considered. It is established that scientists distinguish two main types of labour motivation theories: the theory of endogenous processes and the theory of exogenous reasons. Endogenous theories of processes focus primarily on the psychological mechanisms explaining motivation within the employee's head, while theories of exogenous causes focus primarily on contextual motivation, which can be changed or altered depending on the circumstances. Material and financial incentives are awards of the employees by monetary benefits for the results of their work activities. The use of material and monetary incentives contributes to the regulation of behaviour of management objects on the basis of different financial awards and penalties application. According to the theory of expectations, the workers prefer to invest in action, taking intoaccount their relative advantages, i.e. the probability of achieving the desired results is a function of three beliefs: expectation, instrumentality (performance will lead to results) and priority (these results are important or valued). These beliefs are considered to be dependent, and if any of them are absent, the course of action will not exist. Without achieving the result, the employees find it useless; without tools and priorities, the employees distrust whether productivity is worth it. It is very important that the theory of expectations is developed taking into account personal decisions that employees make about the reasonableness of spending their time and energy, and if so, where and how, and not on any differences between them. The types and methods of motivativation, which ensure the activation of employee motivation, are revealed.