Non-financial Incentives Research Articles

The impact of incentive policies on shipowners' adoption behavior of clean energy technologies: Evidence from China

Incentive policies are an important driving force in promoting the adoption of clean energy technology. To enhance the effectiveness of incentive policies at the early stage of clean energy technology development, this study focuses on shipowners as the main body of clean energy technology application, starts from the micro viewpoint of shipowners, takes into account the psychological factors of shipowners, and expands the traditional Theory of Planned Behavior (TPB) by taking the incentive policy variables as the external driving factors, construct a theoretical framework of the impact of incentive policies on shipowners' behavior. Structural equation modeling is used to verify the constructed theoretical assumptions and explore the operation mechanism between different types of incentive policies and shipowners' behavior. A survey of 236 shipowners in China shows that: (1) Financial incentive policies have a greater impact on shipowners' adoption of clean energy technologies than non-financial incentive policies. Green funds, tax exemptions, infrastructure construction, and shipping route priority are considered the most attractive policy measures. (2) The three psychological variables of behavioral attitudes, subjective norms, and perceived behavioral control have a significant positive impact on shipowners' intentions and behavior. The research findings can provide strong decision-making support for the design of incentive policies to promote the adoption of clean energy technologies on ships.

Enhancing Value and Well-Being: The Basket of Motivators Framework for Aligning Neurology Clinical Practices With Performance Outcomes.

Physician burnout, which is prevalent in neurology, has accelerated in recent years. While multifactorial, a major contributing factor to burnout is a payment model that rewards volume over quality, leaving physicians overburdened and unfulfilled. The aim of this review was to investigate ways of reducing burnout while improving quality-based outcomes in a value-based health care model. Burnout affects researchers, educators, clinicians, and administrators in all fields and tracks, but neurologists experience some of the worst burnout rates among specialties. Transitioning to a value-based health care model, which rewards quality and outcomes over volume, may contribute to reversing the burnout trend. However, this requires that physicians feel valued in the workplace in ways corresponding to their preferences. We propose to stratify neurologists using the "basket of motivators" framework, which operates multiple individual-based and team-based motivators including balance among work responsibilities, work-life balance, institutional pride, self-actualization at work, work environment, and finances. By tailoring individual-based and team-based financial and nonfinancial incentives, neurologists are empowered to work at the top of their license to provide high-impact clinical care while combating the most prominent causes of burnout. To address the neurologist burnout epidemic, a transition to value-based health care is needed that rewards quality-based performance outcomes through both individual-based and team-based approaches that apply financial and nonfinancial incentives. Understanding the underlying motivations behind neurologists' drives to work can inform tailored incentives that allow neurologists to provide value to their patients and feel valued by their organizations.

Non-financial incentives and performance of teaching hospitals in Enugu State Nigeria

This study examined non-financial incentives and performance of teaching hospitals in Enugu State.. The study adopted survey design. The population consists of junior, senior and management staff of both teaching hospitals, numbering 1813, out of which 328 were sampled for the study. A structured questionnaire were used for data collection. Simple percentage rating were used for analysing the data while simple regression technique were used for testing the hypotheses. It was revealed, among other things that staff development and training have significant positive effect on workers’ efficiency; that provision of working tools and equipment have significant positive effect on patients’ satisfaction; and that issuance of honorary awards and recognition have significant positive effect on worker’s attitude. In its recommendation, the study submitted that since teaching hospitals double as health and educational institutions, they should provide professional development programmes for in-house staff. Furthermore, since they are public service institutions, the government should do well to provide modern innovative working tools to help staff members update their on-the-job skills and boost patients’ confidence on the quality of healthcare services rendered in these institutions.

The substitution effect of financial and non-financial incentives at different income levels in physician recruitment: evidence from medical students in China

BackgroundUnderstanding how medical students respond to financial and non-financial incentives is crucial for recruiting health workers and attracting health talents in medical education. However, both incentives are integrated in working practice, and existing theoretical studies have suggested that various income levels may influence the substitution effect of both incentives, while the empirical evidence is lacking. Furthermore, little attention has been paid to the intrinsic motivation. This study aimed to explore the substitution effect of extrinsic incentives at different income levels, also taking intrinsic altruism into account.MethodsWe used the behavioral data from Zhang et al.’s experiments, which involved discrete choice experiments (DCEs) to assess the job preferences of medical students from six teaching hospitals in Beijing, China. The incentive factors included monthly income, work location, work environment, training and career development opportunities, work load, and professional recognition. Additionally, a lab-like experiment in the medical decision-making context was conducted to quantify altruism based on utility function. Furthermore, we separated the choice sets based on the actual income and distinguished the medical students on altruism. The willingness to pay (WTP) was used to estimate the substitution effect of incentives through conditional logit model.ResultsThere was a significant substitution effect between non-financial and financial incentives. As income increased, non-financial incentives such as an excellent work environment, and sufficient career development became relatively more important. The impact of the increase in income on the substitution effect was more pronounced among individuals with higher altruism. Concerning the non-financial incentive work environment, in contrast to the growth of 546 CNY (84 USD) observed in the low-altruism group, the high-altruism group experienced a growth of 1040 CNY (160 USD) in the substitution effect.ConclusionsThe increase in the income level exerted an influence on the substitution effect of non-financial incentives and financial incentives, especially in high-altruism medical students. Policymakers should attach importance to a favorable environment and promising career prospects on the basis of ensuring a higher income level. Medical school administrations should focus on promoting altruistic values in medical education, enhancing talent incentives and teaching strategies to encourage medical students to devote themselves to the medical professions.

The Effect of Non-Financial Incentives on Employee Engagement and Employee Retention

The Effect of Non-Financial Incentives on Employee Engagement and Employee Retention

A case report of the implementation of a telestroke unit in a middle-income country: results and lessons learned from a Mexican pilot.

Objective: To present the results, barriers and facilitators of the implementation of a telestroke network in Mexico. Methods: A telestroke network was implemented to connect a rural hospital to a university hospital with stroke specialists. Patients in the rural hospital were assessed via telemedicine and stroke specialists evaluated and determined the care plan for the patient. The study was conducted from February 2019 to January 2020. Stroke outcomes were measured from patients included in the study, including time to treatment and percentage of patients treated with thrombolysis. Interviews with key stakeholders involved in the program were conducted and analyzed using thematic analysis. Results: Thirteen patients were admitted during the study period, two (15%) patients were treated with thrombolytic therapy and received the treatment within the first two hours from hospital admission. The thematic analysis revealed four themes that contributed to barriers and facilitators to implementing the program: infrastructure, socio-organizational structure, governance, and financial and non-financial incentives. Conclusions: This case study provides relevant lessons for countries with similar characteristics, particularly those in the Latin America region. As telestroke networks continue to develop, it is important to consider these lessons to ensure end-users accept the implementation of telestroke without posing further burden while expanding access to thrombolysis in rural and remote areas.

Health workforce strategies during COVID-19 response: insights from 15 countries in the WHO Africa Region

IntroductionThe COVID-19 pandemic unveiled huge challenges in health workforce governance in the context of public health emergencies in Africa. Several countries applied several measures to ensure access to qualified and skilled health workers to respond to the pandemic and provide essential health services. However, there has been limited documentation of these measures. This study was undertaken to examine the health workforce governance strategies applied by 15 countries in the World Health Organization (WHO) Africa Region in responding to the COVID-19 pandemic.MethodsWe extracted data from country case studies developed from national policy documents, reports and grey literature obtained from the Ministries of Health and other service delivery agencies. This study was conducted from October 2020 to January 2021 in 15 countries - Angola, Burkina Faso, Chad, Eswatini, Ghana, Guinea, Guinea Bissau, Ivory Coast, Liberia, Mali, Mauritania, Niger, Nigeria, Senegal and Togo.ResultsAll 15 countries had national multi-sectoral bodies to manage the COVID-19 response and a costed national COVID-19 response plan. All the countries also reflected human resources for health (HRH) activities along the different response pillars. These activities included training for health workers, and budget for the recruitment or mobilization of additional health workers to support the response, and for provision of financial and non-financial incentives for health workers. Nine countries recruited additional 35,812 health workers either on a permanent or temporary basis to respond to the COVID-19 with an abridged process of recruitment implemented to ensure needed health workers are in place on time. Six countries redeployed 3671 health workers to respond to the COVID-19. The redeployment of existing health workers was reported to have impacted negatively on essential health service provision.ConclusionStrengthening multi-sector engagement in the development of public health emergency plans is critical as this promotes the development of holistic interventions needed to improve health workforce availability, retention, incentivization, and coordination. It also ensures optimized utilization based on competencies, especially for the existing health workers.

Effect of Performance-Based Nonfinancial Incentives on Data Quality in Individual Medical Records of Institutional Births: Quasi-Experimental Study.

Despite the potential of routine health information systems in tackling persistent maternal deaths stemming from poor service quality at health facilities during and around childbirth, research has demonstrated their suboptimal performance, evident from the incomplete and inaccurate data unfit for practical use. There is a consensus that nonfinancial incentives can enhance health care providers' commitment toward achieving the desired health care quality. However, there is limited evidence regarding the effectiveness of nonfinancial incentives in improving the data quality of institutional birth services in Ethiopia. This study aimed to evaluate the effect of performance-based nonfinancial incentives on the completeness and consistency of data in the individual medical records of women who availed institutional birth services in northwest Ethiopia. We used a quasi-experimental design with a comparator group in the pre-post period, using a sample of 1969 women's medical records. The study was conducted in the "Wegera" and "Tach-armacheho" districts, which served as the intervention and comparator districts, respectively. The intervention comprised a multicomponent nonfinancial incentive, including smartphones, flash disks, power banks, certificates, and scholarships. Personal records of women who gave birth within 6 months before (April to September 2020) and after (February to July 2021) the intervention were included. Three distinct women's birth records were examined: the integrated card, integrated individual folder, and delivery register. The completeness of the data was determined by examining the presence of data elements, whereas the consistency check involved evaluating the agreement of data elements among women's birth records. The average treatment effect on the treated (ATET), with 95% CIs, was computed using a difference-in-differences model. In the intervention district, data completeness in women's personal records was nearly 4 times higher (ATET 3.8, 95% CI 2.2-5.5; P=.02), and consistency was approximately 12 times more likely (ATET 11.6, 95% CI 4.18-19; P=.03) than in the comparator district. This study indicates that performance-based nonfinancial incentives enhance data quality in the personal records of institutional births. Health care planners can adapt these incentives to improve the data quality of comparable medical records, particularly pregnancy-related data within health care facilities. Future research is needed to assess the effectiveness of nonfinancial incentives across diverse contexts to support successful scale-up.

An analysis of the non-financial motivation system of JSB “Almazergienbank” in order to increase the efficiency of personnel work

This article considers the system of non-financial motivation of personnel of Joint-Stock Commercial Bank “Almazergienbank”, a large regional bank by asset size, registered in the territory of the Republic of Sakha (Yakutia). The key business lines are servicing corporate clients, municipal organizations and projects, attracting deposits and lending to individuals and legal entities. The relevance of this topic is due to the fact that in the conditions of fierce competition between organizations it is necessary to find ways to increase the productivity of employees. Improving the incentive system can be one of such ways. The purpose of the study is to determine the involvement of employees in the system of non-material motivation and to develop recommendations for improving the incentive system in the context of increasing the efficiency of work in the context of competition in the banking market. Intangible incentive, being a significant tool, allows to save resources and at the same time increase productivity and satisfaction of employees. The methodological basis of the research was a survey of bank employees, an analysis of the obtained data and the existing system of nonfinancial incentives. It was revealed that the most popular option for assessing the intangible incentive system among the respondents is the indicator “8”, which indicates incomplete satisfaction with the existing system. As a result of the study, recommendations were developed to improve the personnel incentive system in order to increase the efficiency of work in the competitive conditions of the banking market.

Modelling the determinants of electrical vehicles adoption in Riyadh, Saudi Arabia

This study investigates consumer acceptance of electric vehicles (EVs) in Riyadh, focusing on their response to adoption incentives. Utilising a stated preference survey, a mixed logit model was used in conjunction with survey insights to derive the final findings. Those include finding a higher sensitivity to changes in the monetary values of EVs than conventional vehicles. Also, the presence of accessible charging infrastructure and non-financial incentives (e.g., designated public parking spaces) were found to significantly increase the likelihood of EV adoption. While Saudi participants were less likely than expats to purchase EVs, females and consumers in their 40s showed a likelihood of purchasing an EV. Furthermore, shorter trip durations and personal acquaintance with EV owners in Riyadh positively influenced adoption rates. It is worth noting that the study shows that almost 60% of the targeted population indicated an interest in purchasing a vehicle in the upcoming three years, where the great majority stated that a new vehicle would replace an existing one. This creates a window of opportunity to implement optimal incentivising policies, as once a conventional vehicle is purchased, investment becomes ‘locked’ for years. The study then concludes with policy insights that aim to contribute to the policies of large-scale EV adoption in Riyadh.

A qualitative assessment of barriers and facilitators of telemedicine volunteerism during the COVID-19 pandemic in India

BackgroundThe COVID-19 pandemic further propelled the recent growth of telemedicine in low-resource countries, with new models of telemedicine emerging, including volunteer-based telemedicine networks. By leveraging existing infrastructure and resources to allocate health personnel more efficiently, these volunteer networks eased some of the pandemic burden placed on health systems. However, there is insufficient understanding of volunteer-based telemedicine models, especially on the human resources engagement on such networks. This study aims to understand the motivations and barriers to health practitioner engagement on a volunteer telemedicine network during COVID-19, and the mechanisms that can potentially sustain volunteer engagement to address healthcare demands beyond the pandemic.MethodsIn-depth qualitative interviews were conducted with health practitioners volunteering on an Indian, multi-state telemedicine network during the COVID-19 pandemic. Data were analyzed using thematic content analysis methods.ResultsMost practitioners reported being motivated to volunteer by a sense of duty to serve during the pandemic. Practitioners suggested organizational-level measures to make the process more efficient and facilitate a more rewarding provider–patient interaction. These included screening calls, gathering patient information prior to consultations, and allowing for follow-up calls with patients to close the loop on consultations. Many practitioners stated that non-financial incentives are enough to maintain volunteer engagement. However, practitioners expressed mixed feelings about financial incentives. Some stated that financial incentives are needed to maintain long-term provider engagement, while others stated that financial incentives would devalue the volunteer experience. Most practitioners highlighted that telemedicine could increase access to healthcare, especially to the rural and underserved, even after the pandemic. Practitioners also expressed an interest in continuing to volunteer with the network if the need arose again.ConclusionOur study findings suggest that practitioners are highly intrinsically motivated to volunteer during large healthcare emergencies and beyond to address the healthcare needs of the underserved. Following the recommendations presented in the study, telemedicine networks can more successfully engage and maintain volunteer practitioners. Volunteer-based telemedicine networks have the potential to bridge shortages of health personnel in resource-constrained settings both in times of crises and beyond.

The role of financial and non-financial incentives in influencing the improvement of the academic performance level of employees: An applied study in Baghdad’s private colleges

This research deals with the effect of job incentives in its two dimensions (financial and non-financial) as an independent variable on the dimensions of job performance (efficiency, effectiveness, productivity). Management is interested in improving the job performance of employees, in addition to knowing the extent to which management supports the motivation strategies followed. Sustainable development describes the dimensions of job performance mentioned above and the extent of their contribution to promoting and achieving the goals of the organization and testing the impact of the incentives variable on job performance. The research identified a set of hypotheses that were tested using the SPSS program, and a random sample of 50 professors and administrators working in the field of academic work in several private colleges was selected. The research reached a set of conclusions, the most important of which was that the total incentives had a weak role in the performance of the organization in question, except for the efficiency dimension, where it had a good role in influencing according to the variables included in the study model. The research also presented a set of recommendations and future proposals aimed at reducing the size of the studied problem.

Motivating more people to engage in online green behavior: A multi-agent simulation study of Ant Forest

With the rapid development of Internet technology, people's lives are increasingly embedded in online communities. The implementation scenarios of green behavior are extended from offline to online, and individual decision-making is more likely to be influenced by others in the group. However, little is known about the decision-making process of group participation in online green behavior (OLGB). To fill this gap, we took the online environmental project Ant Forest as an example and constructed a multi-agent simulation model incorporating members' gratification types, social network connectivity, and external incentives. Then, we analyzed the decision-making characteristics of groups participating in OLGB. The results showed that: (1) When the ratio of members seeking entertainment, social, and achievement gratifications was 3:3:4, more people chose to accept OLGB and it has the most stable decision status; (2) Under low network connectivity, the group was more inclined to accept OLGB, and the decision status was more stable; (3) When high-intensity financial incentives and medium-intensity non-financial incentives were coupled, the number of people choosing OLGB was the largest, and the decision-making status was the most stable. These findings provide suggestions for policymakers and online green project operators on how to promote more people to engage in OLGB.

Fueling success: unleashing the power of employee motivation for peak productivity and organizational excellence at Kwabre East Municipality

The question of whether or not motivation influences the outcome of employees in an organization is one of the polemics among scholars of political science around the globe. Motivating public sector employees, like those in the Local Government Service of Ghana, is a major challenge. Strikes and demonstrations in the Ghanaian civil service are often driven by demands for better pay and working conditions, negatively impacting productivity. This study intentions to address and assess the effect of motivation on the employees and their level of performance in the case of Kwabre East Municipal. The research adopted a positivist research philosophy to uncover measurable relationships between Motivation of employees and the performance of the organization. The research used a quantitative research approach, and stratified random sampling was used in a cross-sectional design to select 157 employees to ensure representation from different organizational levels and departments. The study discovered that financial and non-financial incentives, leadership styles, and recognition stimulate the employees of Kwabre East Municipal Assembly to work efficiently. It is recommended that the Government and management of Local Government Institutions should enhance motivational strategies and diversify incentive packages, in other to motivate employees working in various sectors to influence productivity.

Kinerja Perawat Ruang Rawat Inap RSUD Tengku Sulung

The largest proportion of health workers in the hospital is nurses which is 50.79%. One of the performance indicators is seen from the provision of nursing care in the hospital, seen from the nursing care documentation for the last 3 years in 2020 by 30%, in 2021 by 40.3% and in 2022 by 50.8%. The purpose of this research was to analyse nurses performance in the aspects of quality, quantity, used of working time, teamwork and incentives. This research used a qualitative research approach method with a case study design. interviews, observation and documentation were conducted on 5 informants to produce accurate and complete data. Data analysis in this research was carried out by triangulation. The results of this research found that nurses' knowledge of SOPs was good. Incomplete documentation of the initial study on medical history was 40% and physical examination was 60%. Nurses’ activity time were still classified as low direct activities by 19.5%, indirect activities by 32.6%, personal activities by 28.9% and non-productive activities by 19.5%. Providing financial incentives in the form of Eid Mubarak THR, while non-financial incentives in the form of awards and praise have not been implemented. Teamwork is less effective due to the lack of pharmacists and nutritionists in collaboration. The performance of nurses in inpatient rooms are less effective because in the implementation of nursing SOPs there are still nurses who are not in accordance with SOPs, incompleteness in filling out the initial nursing review documentation, nursing activity time are still low, financial and non-financial incentives are not implemented and teamwork is less effective due to the lack of involvement between pharmacists and nutrition professionals in collaboration.

Barriers, enablers and motivators of the "I'm an active Hero" physical activity intervention for preschool children: a qualitative study.

Insufficient physical activity (PA) in early childhood is linked to adverse health outcomes and a heightened risk of obesity. Successful PA programmes often require input from key stakeholders, such as parents and educators. However, research on stakeholders' perspectives regarding PA programmes for preschool children is limited, impeding effective programme design and implementation. This study aims to explore the perspectives of key stakeholders to gain insights into the challenges, facilitators, and motivators that influence the planning, execution, and sustainability of the "I'm an Active Hero (IAAH) intervention component," a preschool-based initiative designed to promote PA among young children. Semi-structured interviews were conducted in Saudi Arabia with individual preschool principals (n = 2), and focus group discussions were held, respectively, with preschool staff members (n = 4, all female) and parents (4 mothers, 5 fathers). A thematic analysis identified four main themes: (1) Barriers to parental involvement in preschool PA interventions, such as time constraints, lack of flexibility, limited space, and a shortage of trained staff; (2) Risks and benefits of children's programme participation; (3) Motivators including rewards, non-financial incentives, and concerns about childhood obesity and a sedentary lifestyle; (4) Facilitating factors for overcoming barriers, including staff training, time reallocation, staff coordination, space optimization, non-financial incentives, and sustaining partnerships. This study's findings are crucial for childcare professionals, preschools, education authorities, and policymakers, offering valuable insights for future research. However, further collaboration with key stakeholders is essential to enhance individual attitudes and preschool policies for effective intervention implementation.

Motivation and responsibility of employees of primary health care facilities: results of a social survey on current motivation measures

Aim. To study the relevance of motivation measures based on the survey of medical staff.Material and methods. Medical staff of adult primary health care facilities was surveyed using an original questionnaire regarding the organization of work, the importance of financial and non-financial incentives. The survey was strictly voluntary and anonymous, and conducted electronically and on paper. In total, 35191 questionnaires were accepted for processing. Processing was carried out using the method of descriptive statistics.Results. The organization of work environment is of the greatest importance to respondents (>80%), while in second place is the presence of clear criteria for work efficiency assessment, and in third place — a clear incentive and penal scheme. Respondents rated the opportunity for contact with the administration more highly than "communicating work assessment criteria to employees". The undisputed top in financial incentives is payments for high performance criteria in all categories of personnel. Of the non-financial measures, the most popular were a letter of gratitude from the manager and permission to independently plan working hours (maximum among medical specialists (51%)).Conclusion. The results obtained make it possible to highlight the main directions for motivation system of medical staff as follows: clear evaluation criteria for all personnel categories, provision of conditions for fulfilling the developed criteria, active outreach on evaluation criteria, incentive payments and other measures of material incentives, development of targeted incentive technologies, feedback with employees on issues related to their performance, working conditions, etc., developing a system of non-financial incentives and corporate culture.

Beyond short-term savings: A ten-year analysis of energy efficiency program outcomes in swiss households

This paper investigates the enduring impacts of Swiss energy efficiency programs on household electricity use and on the continuation of energy-conserving practices. Employing a mixed-methods research design, we analyzed electricity consumption data from 2009 to 2019 and incorporated insights from 2840 survey responses collected in 2018. Findings reveal sustained reductions in electricity use and continued adoption of energy-efficient appliances among program participants, underscoring the role of non-financial incentives—particularly environmental awareness—in promoting long-lasting energy conservation behaviors. Socio-cultural factors emerged as more indicative of household energy use than social status. Scaling the results to the national level, we estimate a potential annual energy saving of 2400 GWh, equivalent to 13 % of Swiss household electricity consumption in 2009. The paper advocates energy policies that prioritize engagement and periodic reinforcement to enhance long-term program efficacy.

ОПЛАТА И СТИМУЛИРОВАНИЕ ПОВЫШЕНИЯ ЭФФЕКТИВНОСТИ ТРУДА ГОСУДАРСТВЕННЫХ ГРАЖДАНСКИХ СЛУЖАЩИХ

The study is devoted to the assessment and analysis of the current system of remuneration and incentives for civil servants in Russia. The purpose of the paper is to develop solutions designed to determine the scientific principles and main directions for improving the system of remuneration and incentives for civil servants in the long term. The empirical basis of the study is the statistical data of Rosstat, the Ministry of Finance of the Russian Federation, and specialized scientific literature. The study uses the methods of critical analysis of the state and problems of incentives for civil servants, comparative and statistical analysis, abstraction, and modeling of socio-economic phenomena. As a result of the analytical work, systemic and structural problems in the mechanisms of remuneration of civil servants, shortcomings associated with the insufficient transparency of establishing the amounts and forms of remuneration and incentives, as well as justification for the differentiation of official salaries and allowances were identified. It is noted that financial incentives for civil servants in Russia do not fully meet the rational requirements for accounting for labor productivity, especially in the context of existing and developing digital competencies. There are imbalances in non-financial incentives, including a reduction in the social package. To solve the identified problems and eliminate the existing contradictions, specific measures are proposed aimed at increasing transparency and actively using digital tools in the field of planning and improving technologies for remuneration and incentives for civil servants, developing new, more effective methods of non-material incentives, and establishing additional bonus payments for the development of digital competencies. The author concludes that the system of remuneration and incentives for the Russian civil servants, taking into account their actual performance, regulated by bonus payment, allowances and a certain social package, and opportunities for career growth, with the realization of aspirations to honestly and conscientiously serve their homeland, should be developed in a timely and effective manner, taking into account the proposed approaches.

ОСОБЕННОСТИ ИСПОЛЬЗОВАНИЯ СИСТЕМ МАТЕРИАЛЬНОГО И НЕМАТЕРИАЛЬНОГО СТИМУЛИРОВАНИЯ ПРИ УПРАВЛЕНИИ ПЕРСОНАЛОМ ПРЕДПРИЯТИЙ В СОВРЕМЕННЫХ УСЛОВИЯХ

The article analyzes various aspects of motivational mechanisms in modern organizations, with an emphasis on the importance of fulfilling critical conditions for the successful achievement of results. Particular attention is paid to the development of effective non-financial motivation programs that correspond to the strategic directions of the organization and are adapted to the needs of various groups of employees. The authors analyze the experience of foreign and Russian companies, emphasizing the importance of an integrated approach to motivating personnel and justify the need for regular updating of motivational programs in response to changes in the market environment and the structure of labor resources. The purpose of the article is to study the features of the use of financial and non-financial incentive systems in modern conditions at enterprises. For this work, a comprehensive methodological approach was used, including the use of general scientific and private scientific methods, analysis and a systematic approach; the current practice in international companies was analyzed and the main practices of material and non-material incentive systems were identified in a comparative analysis based on the results of existing research at various enterprises. The main features of the use of material and non-material incentive systems at enterprises in modern conditions are identified, both financial and non-financial approaches to motivating employees are considered, including individual and group, short-term and long-term strategies, the features of various types of incentives for employees are analyzed and conclusions are drawn about the need for implementation a systematic approach that takes into account the interaction of various elements of the incentive system in a complex to achieve the best results of the enterprise. This work has revealed that the effective use of financial and non-financial incentive systems in enterprises requires flexibility, result orientation, and openness. As a result, it can be concluded that the development of individual employee incentive programs, taking into account the specifics of the enterprise’s industry and the needs of employees are key elements of a successful staff motivation system.