Academic literature on the topic 'Controlling of the personnel motivation'

This study has been triggered by increase of counterfeit goods in the local markets whose origin is outside Kenya. This study sought to establish the competence and suitability of the security function in controlling entry of counterfeit products through the port of Mombasa. Despite the government putting measures to control entry of counterfeits. The existence of counterfeit goods in the market has led to Kenyans not to get value for money on purchase or end up using goods that might have negative health implications. The government has lost revenue by tax evasion or tax underpayments, money that can be used for infrastructure development in our country. This study examined influence of policy on increased control of counterfeit products at the port of Mombasa and how security personnel employ the policies in controlling entry of counterfeits. This study also assessed the knowledge on counterfeits of security personnel at the port of Mombasa and how this contributes to controlling counterfeiting. This study was anchored on two theories namely two factor theory of motivation and Vroom`s expectancy theory of motivation to describe the behavior of security personnel who are involved in controlling entry of counterfeits. This study utilized descriptive research design and the target population was a total of 248 security personnel drawn from different security agencies who are charged directly with detection and control of counterfeits at the port of Mombasa. This study applied probability sampling design by utilizing stratified random sampling techniques as well as purposive sampling to specifically select a sample size of 106 respondents from the study population. A semi structured questionnaire was the major data collection tools of this study. Gathered data was analyzed quantitatively, aided by the Statistical Package for Social Sciences (SPSS) where averages were computed and findings presented using tables and charts. Findings and recommendations are expected to help reduce or completely curb counterfeits in Kenyan markets as well as provide basis for future research. In all, 57% of the respondent indicated that there was a link between the working conditions and the efficiency of the Security personnel. Working conditions, training, policies and deployment levels influences the efficiency of the security personnel to a level of 90.4 percent. The recommendations from the study are: the government and other relevant agencies should be involved in policy making. The oversight bodies, enforcement agencies and other regulatory agencies should work under one body and involve the National Intelligence and the Directorate of Criminal intelligence for surveillance.

The formation of the knowledge economy, the intellectualization of labor, the development of new information technologies, technological changes in production, the demographic crisis contributed to serious changes in the existing mechanism of social development of the agricultural enterprise and necessitated the formation of an effective personnel management system, including all aspects of management, including those related to staff motivation. In the formation of employee motivation, increasing their self-expression in work, a special place is occupied by the social policy of the enterprise. The social policy of an enterprise (organization), as an integral part of management, is an activity related to the provision of additional benefits, services and social benefits to its employees. The factors of the social environment are studied in the article, the directions of making managerial decisions on the social development of the agricultural enterprise are determined, the theoretical aspects are considered and the organizational foundations of the formation of the social development mechanism are identified, the main stages of the process of formation and implementation of the social policy system are identified, the methodology of social development analysis is determined. The developed recommendations on improving the social policy of an agricultural enterprise, consisting in the selection of effective forms and methods for realizing the needs of various social groups and their financing sources, are of practical importance. To improve the work of the personnel service for personnel management in the social policy system, it was proposed to carry out activities such as personnel monitoring, controlling, marketing personnel and personnel consulting.

The role of control structures in the economic activity of both the state and private enterprises is increasing. The personnel of control, audit and controlling structures perform specific tasks and are an effective tool for managing the personnel system. Therefore, special personal and professional requirements are imposed on them. Specialists must have certain professional knowledge, specific cognitive characteristics and communication qualities. The study of the psychological characteristics of this economic category, its role at the present stage of the evolutionary development of management seems to be significant and important for the development of Russian enterprises. The study of personnel was organized in accordance with the program for studying the intellectual, behavioral, characterological and motivational aspects of the activities of employees of various age cohorts. The article investigates the behavioral and characterological characteristics of employees in difficult situations, reveals the dependence of the level of development of cognitive characteristics and dynamics of characterological traits on the age of employees. The analysis of the effectiveness of employees with personal accentuations is carried out, the most effective ways of motivating and stimulating the personnel of control and audit departments are revealed. A variant of the study of the personal and professional skills of employees implementing audit and controlling functions is proposed. Further work to create a system for assessing the psychological characteristics of the personnel of audit and controlling structures will contribute to the development and effective functioning of the entire enterprise.

Purpose – The purpose of this paper is to test forward-looking incentives against backward-looking incentives. Design/methodology/approach – Wage growth model to estimate forward-looking effects of unpaid overtime and a probit model of participation in unpaid overtime controlling for excessive pay to estimate backward-looking effects. The authors use data form the OSA labour supply panel (years 1994, 1996 and 1998). Findings – The importance of backward-looking incentives is demonstrated in an empirical analysis of participation in unpaid overtime. The authors show that employees who have relatively good wages now or who have had relatively good wages in the recent past participate more often in unpaid overtime. The authors also show that participation in unpaid overtime does not lead to extra wage growth. Research limitations/implications – These results imply that involvement in unpaid overtime is to be explained from backward-looking incentives, not from forward-looking incentives. The paper concludes that backward-looking incentives deserve more attention in the economic literature, especially as they are well-accepted as work motivation devices by employees. Limitations are the length of the panel study (four years) and the fact that the data are restricted to one country (the Netherlands). Social implications – Personnel policies should focus more on the intrinsic motivation of personnel rather than on extrinsic motivation. Originality/value – This is the first paper to test both forward- and backward-looking incentives simultaneously.

<p><strong>Objective</strong>: to identify the main approaches in the management and motivation of the staff of the center to improve the effectiveness of physical therapy in orthopedic disorders, to form ways to take these features into account in managing the process of physical therapy.</p><p><strong>Methods</strong>: theoretical analysis and generalization of literary sources, method of systematization of scientific information.</p><p><strong>Results</strong>. It is advisable to use a fairly wide range of management techniques in the management of staff to provide physical therapy services, since it is about the impact on a rather complex system - the team of physical therapists, which in turn have a controlling influence on the not less complex systems - patients. The use of management methods can potentially contribute to a number of positive changes in the activities of the staff of physical therapists. The additional impact of these methods will be directed at the patient, in particular, in improving the quality of services. The work of a physical therapist is rather debilitating both from the physical side and from the psychological one. Therefore, the motivation of the staff is important in the management of physical therapists, as well as other employees of the Center for the provision of physical therapy services to patients with orthopedic profile. The study of the problem of motivation has a significant theoretical and practical significance, since the most valuable resource in the current conditions of the market of physical therapy services is personnel, not equipment. Therefore, the responsibility of the leader of a successful center for the provision of physical therapy services is that the motivational goals of the employees are largely correlated with the interests of the center and led to the final result to success, which can be characterized as achieving a useful result immediately to all participants in the system " the head is a physical therapist - a patient. " In a team of physical therapy center, as in any enterprise, there are different types of workers, and the choice of one concept of motivation is mainly determined by the majority of employees of a certain type in the team. The paper outlines the features of the selection and use motivational concepts for the staff center physical therapy. The theory of motivation is considered. Economic and non-economic motivational factors are allocated within the framework of the center for providing physical therapy services, the model of motivation of the personnel is given.</p><p><strong>Conclusio</strong><em>n</em>. The quality and performance of physical therapists in today's market conditions depends not only on professionalism and competence, but also on management, motivation, satisfaction of their needs and loyalty.</p>

Increased productivity is one of the least studied and challenging aspects of hotel and restaurant business management. The requirement to ensure productivity growth in order to survive and sustain business, including in Syria’s resurgent hospitality industry, is becoming increasingly important for managers. The active work of hotel managers in motivating and controlling staff in hotels should be a relevant and popular element in the development of a modern entrepreneurial culture, and better service. This article discusses what service productivity means, especially in the hospitality industry. This is confirmed by a study of the degree of compliance of the respondent hotels, which have become the object of the study, and labor productivity indicators in order to find a suitable standard of measurement and management system for the hotel industry in Syria. The article also provides an overview of the latest trends in the hotel business of Syria and a detailed analysis of the current tourism situation in Syria, including the study of the productive capacity of the labor force in the field of tourism and hotel in Syria on the basis of age, gender and educational level of workers in this field. This study has an important impact in determining how to increase production capacity in the sector of tourism and hotel in Syria.

ABSTRACT The problem of this research is the tahfidz Al-qur’an learning management model the purpose of this study is for orphans and ruhama Islamic boarding schools in bogor because in the orphans and Islamic school of ruhama memorized the holy qur’an The results of this study indicate that first, planning in Rumah Yatim and Pesantren Ruhama Bogor carried out activities (1) developing a strategic plan, which included vision and mission, objectives, strategic programs, implementation strategies, monitoring and evaluation; (2) arranging the rules of the santri (3) compiling technical guidelines for the implementation of activities. Second, organizing in managing Rumah Yatim and Pesantren Ruhama Bogor, including (1) arranging the organizational structure and the map of the program's responsibility (2) preparing the tasks and positions of each personnel (3) structuring the program. Third, the mobilization in Rumah Yatim and Pesantren Ruhama Bogor was said to be (1) motivating; (2) coordination; (3) leadership and (4) maintaining good relations with ustadh, santri and staff. Fourth, controlling in Rumah Yatim and Pesantren Ruhama Bogor is divided into (1) monitoring and evaluation (2) assessment. Fifth, the constraints of management of Islamic education institutions in the Islamic program in Rumah Yatim and Pesantren Ruhama Bogor consist of, (1) financial activities and operations in Rumah Yatim and Pesantren Ruhama Bogor still rely on permanent donors; (2) makeshift facilities; (3) Inadequate human resources. The six obstacles faced in the tahfiẓ al-Qur'an program are (1) the saturation and laziness felt by the santri in carrying out established programs; (2) guarding the memorization of the Qur'an that has been memorized (3) guarding themselves from immorality. This type of research is qualitative research, namely research that produces descriptive data, namely a type of research that seeks to present data and actual facts about the management of Islamic education institutions in the tahfiẓ al-Qur'an program in Ma'had Umar Bin Al-Khattab University Muhammadiyah Surabaya. Data collection techniques used in this study were (1) interview (2) observation (3) documentation. For data analysis using descriptive techniques, the application is carried out in three activities, namely data reduction, data presentation, and conclusion or verification. The results of this study indicate that (1). There are internal and external factors (2). The impact caused in the application tahfidz lerning management model memorizing the holy qur’an program that high enthusiasm and motivation in memorizing the holy qur’an (3). The need to develop a comparative management of Islamic education institutions in the holy qur’an program, specially the management of Islamic education institutions of Rumah Yatim and Pesantren Ruhama Bogor. Keywords: Al-Qur'an, Management, Learning, Tahfidz Al-Qur'an, Pesantren

У дисертаційний роботі узагальнено теоретичні положення, методичні та практичні аспекти щодо формування компенсаційного пакету як інструменту мотивації персоналу на промислових підприємствах. Здійснено теоретичне узагальнення і розроблено новий підхід до комплексного вирішення важливого науково-практичного завдання щодо формування та вдосконалення компенсаційного пакету. За результатами дослідження наукових підходів вітчизняних та іноземних авторів, які вивчали проблематику мотивації персоналу та компенсаційного пакету дозволили удосконалити тлумачення економічної сутності поняття «мотивація персоналу», «компенсаційний пакет», «соціальний пакет». Виокремлено основні сутнісні характеристики мотивації персоналу, до яких віднесено: інтереси, потреби, стимули, мотиви, ґрунтуючись на аналізі сучасних характеристик мотивації персоналу, створених вітчизняними та іноземними науковцями. Жодна система керування не стане ефективно функціонувати, якщо не буде розроблена ефективна модель мотивації, тому що мотивація спонукує конкретного індивіда і колектив у цілому до досягнення особистих і колективних цілей. Еволюція застосування різних моделей мотивації показала як позитивні, так і негативні аспекти їхнього застосування, і це природний процес, тому що в теорії і практиці керування немає ідеальної моделі стимулювання, що відповідала б різноманітним вимогам. Існуючі моделі мотивації дуже різні за своєю спрямованістю й ефективністю. Найважливіший фактор результативності роботи в умовах інновацій є мотивація праці. Саме тому в умовах сучасного бізнесу все більше і більше керівників замислюються над тим, як вирішити цю задачу так, щоб і співробітники, і підприємство залишилися у виграші. До того ж, іноді з’ясувати бажання працівника, що примушують його працювати ефективніше, буває не так то просто. Адже, людина, як працівник, – це мета, смисл існування кожного підприємства. Відсутність уваги до людини (працівника) призводить до небажаних наслідків для підприємства, або й до його банкрутства. Кожна людина має певні потреби, задоволення яких викликає почуття самодостатності, безпеки, комфортності, індивідуальності, але щоб потреба стала реальною, її потрібно втілювати за допомогою праці, оскільки за високоякісну роботу буде відповідна заробітна плата, а за гроші можна реалізовувати мрії і задовольняти власні потреби. Саме з даного твердження випливає, що чим вищі потреби, тим вищі мають бути мотиви до продуктивної праці. Під час працевлаштування дуже важливо визначити, який вид мотивації пріоритетний для працівника. Людина, для якої головне – матеріальна мотивація, буде проявляти меншу ініціативу у нововведеннях, творчих розробках, навчаннях, ніж особа, для якої гроші не є основним фактором, щоб працювати професійно та якісно. В економічній літературі, згідно із мотиваційною характеристикою, виділяють три різновиди методів мотивації: 1) організаційно-розпорядчі; 2) економічні (матеріальні); 3) соціальні або соціально-психологічні (неекономічні або нематеріальні). Сьогодні, коли через складну економічну ситуацію дуже важко встановлювати високу заробітну плату, особливу увагу треба приділити нематеріальному стимулюванню праці, створюючи гнучку систему пільг для робітників, гуманізуючи працю, наприклад: визнавати цінність працівника для організації, надавати йому творчу свободу; застосовувати програми забезпечення праці та ротацію кадрів; запроваджувати гнучкий графік. Правомірно відмітити, що застосування компенсаційного пакету в одному стандартизованому вигляді є не зовсім вдалим підходом, оскільки він має задовольняти вторинні потреби працівників з однієї сторони, та сприяти забезпеченню працівником певного рівня соціальних благ, – з іншої. У дисертаційній роботі удосконалено науково-методичний підхід щодо складу соціального пакету, що, на відміну від існуючих, має чотири варіанти (стандарт, економ, бонус, еліт), які включають в себе основні та додаткові частини соціального пакету. Доцільно відмітити, що позитивним аспектом застосування на практиці елементів соціального пакету є можливість контролю плинності кадрів; збільшення рівня вмотивованості персоналу; збільшення такого економічного показника як продуктивність праці; залучення до складу підприємства потрібних висококваліфікованих працівників; забезпечення сприятливого соціально-психологічного клімату всередині колективу; створення позитивного іміджу підприємства на ринку праці тощо. У дисертаційній роботі запропоновано методику побудови мотиваційного профілю компенсаційного пакету. Проведений аналіз показав, що у більшості випадків всі методи оцінки структури компенсаційного пакету ґрунтуються на фрагментарній фіксації окремих показників, оскільки потребують для розрахунку створення додаткової інформаційної та статистичної бази і, як правило, не враховують ступеня залучення підприємства до формування компенсаційного пакету. Тому, на нашу думку, при розробці методичних підходів до оцінки структури компенсаційного пакету промислових підприємств слід звернути увагу на розробку мотиваційного профілю компенсаційного пакету, який би базувалася, по-перше, на оцінці усіх ключових складових компенсаційного пакету, а по-друге, – передбачав би не лише кількісну оцінку цих складових, але й дозволяв би враховувати умови, які забезпечуватимуть оптимальне використання ресурсів, спрямованих на формування мотиваційного профілю компенсаційного пакету, та давав би змогу визначити їх гармонійність відповідно до стратегічної місії діяльності підприємства. У дисертаційній роботі обґрунтовано й сформульовано принципово нову основу, а також перелік заходів щодо побудови і функціонування окремих компонентів загального механізму формування і реалізації концепції контролінгу мотивації персоналу на промислових підприємствах. Проведення контролінгу мотивації персоналу – це завжди індивідуальний алгоритм контролінгу, який складається під конкретну організацію, виходячи з її цілей діяльності і наявної системи мотивації. За допомогою контролінгу мотивації персоналу може досліджуватися як уся система мотивації усього персоналу в організації (повна форма мотиваційного аудиту), так і система мотивації працівників окремих структурних підрозділів, окремих територіальних одиниць, окремих категорій посад і професій, окремих соціальних груп (локальна форма мотиваційного аудиту). Крім того, контролінг мотивації персоналу може реалізовуватися як окремий, спеціальний діагностичний проект, так і бути і складовою частиною більшого дослідження, наприклад, щодо аналізу ефективності системи управління персоналом в організації.
The thesis deals with the theoretical principles, methodical approaches and practical recommendations concerning formation of the compensatory package as the tool of personnel motivation at industrial enterprises. A theoretical synthesis has been made and a new approach to the complex solution of an important scientific and practical task related to the formation and improvement of the compensatory package has been developed. Results of the research of scientific approaches of domestic and foreign scientists who studied the problems of personnel motivation and compensatory package made possible to improve the interpretation of the economic essence of the concept of “staff motivation”, “compensatory package”, “social package”. The main essential characteristics of personnel motivation has been identified, which include: interests, needs, incentives, motives, based on the analysis of modern characteristics of personnel motivation created by domestic and foreign scientists. No management system will function effectively unless an effective model of motivation is developed, because motivation prompts a particular individual and the collective as a whole to achieve personal and collective goals. The evolution of the application of different models of motivation has shown both the positive and the negative aspects of their application, and this is a natural process, because in the theory and practice of management there is no ideal model of stimulation that would meet the various requirements. Existing models of motivation are very different in their orientation and efficiency. The most important factor in the effectiveness of work under conditions of innovation is the motivation of labor. That is why, in course of modern business, more and more executives are thinking about how to solve this problem so that both employees and the company remain in the win. In addition, sometimes it is not easy to find out the wishes of the employee that make him / her work more efficiently. After all, a person, as an employee, is a goal, a sense of every enterprise. Absence of attention to a person (employee) leads to undesirable consequences for the enterprise, or to his bankruptcy. Everyone has certain needs, the satisfaction of which causes a sense of self-sufficiency, safety, comfort, individuality, but that the need has become real, it needs to be implemented through labor, because high-quality work will be appropriately paid, and with the help of money one can realize one’s dreams and satisfy one’s own needs. It follows from this assertion that the higher the needs, the higher must be the motives for productive labor. When you are employed, it is very important to determine which type of motivation is a priority for the employee. A person, for which the main thing is material motivation, will be less initiative in innovations, creative development, learning than a person for whom money is not the main factor to work professionally and qualitatively. In economic literature, according to the motivational characteristic they distinguish three varieties of methods of motivation: 1) organizational and administrative; 2) economic (material); 3) social or social-psychological (non-economic or intangible). Today, when it is very difficult to set high wages due to the complicated economic situation, particular attention should be paid to non-material labor stimulation, creating a flexible system of benefits for workers, humanizing work, for example: to recognize the value of an employee for the organization, to provide him / her with creative freedom; apply work programs and staff rotation; introduce a flexible schedule. It is right to note that the application of a compensatory package in one standardized form is not entirely a successful approach, since it must meet the secondary needs of workers on the one hand and should contribute to providing the employee with a certain level of social benefits. In the dissertation the scientific-methodical approach to the composition of the social package has been improved, which, unlike the existing one, has four options (standard, economy, bonus, elites), and include the main and additional parts of the social package. It is worth pointing out that the positive aspect of the practical application of elements of the social package is the ability to control personnel turnover; increase staff motivation level; an increase in such an economic indicator as labor productivity; the involvement of the necessary highly skilled workers in the company; providing a favorable social and psychological climate within the personnel; creating a positive image of the company in the labor market, etc. The thesis offers the compensatory package motivational profile method of constructing. The analysis showed that in most cases, all methods for evaluating the structure of the compensatory package are based on the fragmentary fixation of individual indicators, since they require the calculation of the creation of additional information and statistical base and, as a rule, do not take into account the degree of involvement of the enterprise in the formation of the compensatory package. Therefore, in our opinion, in developing methodological approaches to the assessment of the structure of the compensatory package of enterprises of mechanical engineering the attention should be paid to the development of a motivational profile of the compensatory package, which would be based, firstly, on the assessment of all key components of the compensatory package, and, secondly, it would envisaged not only quantify of these components but would also provide conditions that will ensure the optimal use of resources aimed at creating a motivational profile of the compensatory package and would enable to determine their harmony according to the strategic mission of the company. Fundamentally new basis has been substantiated and formulated in the thesis, as well as a list of measures on the construction and functioning of individual components of the general mechanism for the formation and implementation of the concept of controlling the motivation of personnel at industrial enterprises. Controlling personnel motivation is always an individual controlling algorithm, which is made up of a specific organization based on its goals and the existing system of motivation. By controlling staff motivation, the whole system of personnel motivation in the organization can be investigated (the full form of the motivational audit), as well as the system of motivation of employees of separate structural subdivisions, separate territorial units, separate categories of positions and occupations, separate social groups (local form of motivational audit) . In addition, controlling staff motivation can be implemented as a separate, special diagnostic project, and be an integral part of more research, for example, on the analysis of the effectiveness of the personnel management system in the organization.

With the increasing emergence of multinational companies and the increased popularity of these companies, the question of the organization of their activities becomes interesting for the HR community worldwide. These companies are renowned for deliberate management structure of human resources and their effective use. For effective use of employees’ skills and knowledge the company has to constantly motivate them by intrinsic and extrinsic motivational tools. Motivational tools which use a company may be different depending on specific features of the country that the office is located. The purpose of this research is the study of how multinational companies organize the motivational system in different countries taking into account cultural characteristics and needs of the personnel in the offices of a particular country. On the basis of data derived from interviews with 12 representatives of 6 companies (4 of them Swedish companies, Oriflame, SCA, Volvo, IKEA, and two American companies, IBM and Deloitte, that have representative offices in Sweden and in Russia) it was revealed that modern multinational companies use similar motivational tools that partly standardized to keep the specifics of the company, and partly adapted to the local requirements.

The present diploma thesis deals with HR controlling, which represents an effective way for organizations to monitor and assess quantitative and qualitative indicators. HR controlling is an efficient means of demonstrating the contribution of HR managers not only to their departments but also to the overall aims of organizations. The first part of the thesis defines basic theoretical prerequisites concerning the importance of HR management in organization efficiency, the HR system and HR controlling. The analytical part of the thesis begins with the presentation of the BUZULUK, a.s. company. The principal part of the thesis is comprised of a situational analysis, the definition of the needs of internal HR department customers and a new conception of personal indicators. The main aim of the thesis is to analyze the present approach of the BUZULUK, a.s. company to efficiency assessment in the field of human resources and, based on this, to propose a system of efficiency indicators, which might ultimetely help the implementation of HR controlling in the aforementioned company.

Cette presente recherche vise a etudier et a tester un modele de plafonnement de carriere. Trois formes de plafonnement de carriere ont ete etudiees : le plafonnement subjectif, le plafonnement objectif et le plafonnement mixte ou integre. Par ailleurs, trois groupes de predicteurs de plafonnement de carreire ont ete explores : les contraintes individuelles et familiales (l'age, l'anciennete, la charge familiale du conjoint-e), le desir de progresser (aspirations) et la capacite de progression (la scolarite, le succes anterieur, le rendement, et le type de poste occupe). Cette etude verifie aussi l'influence du plafonnement sur les attitudes au travail. Pour ce faire, une enquete par questionnaire a ete realisee aupres de 3067 cadres repartis dans plus de 44 etablissements ou associations distinctes, representatn trois branches majeures de l'economie du quebec. Les resultats montrent que la distinction entre le plafonnement subjectif et le plafonnement objectif est fondamentale. En second lieu, il existe des differences marquees entre les repondants des divers stades de plafonnement de carriere. En troisieme lieu, les determinants du plafonnement expliquent pres de 30 % des variations du plateau objectif. Finalement, les attitudes au travail seraient plutot influences par le plafonnement subjectif
This thesis aims at studying managers career plateau. Three career plateau forms were surveyed : the subjective plateau, the objective plateau and the mixed one. Three predictor groups were considered : individual and familial barriers (age, seniority, family load, spouse's situation), propension to go ahead (aspirations) and ability to suceed (scholarship, past succes, performance and kind of occupation). This study test also plateau's influence on work attitude. We conducted survey among 3067 managers, spread through 44 business units and associations, covering three major sector of the economy in province of quebec. Results make clear there is a difference between subjective and objective plateau, as well as there are main differences between respondents, depending which plateau stage they are in. The determinants explain about 30% of objective of plateau's variation. Finally, work attitudes are affected rather by subjective plateau than the objective one

Reproduction de : Habilitation à diriger des recherches : Sciences de gestion : Lille 1 : 2006.
N° d'ordre (Lille 1) : 517. Titre provenant de la page de titre du document numérisé. Bibliogr. f. 69-77. Liste des publications et communications.

La motivation au travail est fonction d'un accord individuel préalable sur les modalités et les finalités de l'emploi. Rentrant dans le champ de la psychosociologie,cette thèse définit le concept d'emploi comme une des relations d'échange,que chaque individu établit avec son environnement socio-économique,tandis que la problématique de sa motivation indissociable de son objet,ici le travail,se focalise sur sa capacité à diffuser certains signaux indiquant qu'une relation d'échange bilatéralement satisfaisante a été instaurée avec un employeur. L'accord individuel préalable conditionne la maîtrise de la situation d'emploi,posée comme un système d'échange. Sans en être le seul vecteur,il prend une fonction de socialisation et passe par un échange sur la relation d'échange,c'est-à-dire qu'il est la résultante d'une méta-communication
Motivation to work is conditional upon a previously established individual agreement relating to the conditions and objectives of the employment. .

The problem of personnel management is widely examined on modern enterprises. Modern technologies, innovative ideas never will be effective, to be of the maximal use without highefficiency work, proper preparation and qualification of human capitals. A management of personnel is a complicated process, because everybody is provided with an intellect, and ability to think. Nowadays, the basic problems of management of personnel is selection, forming of shots with the modern economic thinking, providing of efficiency of employees labor, maintenance of favorable climate in the company.

Associant finance et ressources humaines. Ce travail de recherche concerne bien sûr les salariés qui peuvent souhaiter mieux connaître les possibilités qu’ils peuvent trouver au sein des entreprises, tant au point de vue de la rentabilité que du risque, mais encore les directions, financières mais aussi les ressources humaines, tout autant aussi que les actionnaires ou d’autres partenaires. Tout ceci, soit dans la vie courante des entreprises, ou bien lors d’événements exceptionnels tels que les modifications juridiques, comptables, ou managériales auxquelles les entreprises ont à faire face aujourd’hui. L’important problème des fusions et acquisitions, cession, ou même cessation d’activité de même que l’estimation des entreprise ayant un actionnariat salarié important, où les notions de valeur et de fidélisation des personnels n’est pas des moindre. L’actionnariat salarié est au cœur de cette recherche dans laquelle les raisons de la loyauté des salariés à l’égard de leur entreprise est abordée. Le fait d’investir dans des actions de leur entreprise s’inscrit dans la recherche des liens entre actionnariat salarié et performance de l’entreprise. En plus des problèmes de valorisation, nous avons aussi pensé utile de faire état de plusieurs enquêtes qui tendent à rechercher les facteurs déterminants de l’implication des salariés aux niveaux financiers de l’entreprise. Le travail de recherche empirique a été effectué sur un nombre d’entreprise qui fait ou faisait partie de l’indice de la bourse de Paris le CAC 40. Nos résultats ont été partiellement encourageants dévoilant un certain lien entre part de l’AS et performance. Quand à l’impact de la part de l’actionnaire salarié sur la performance boursière cette hypothèse n’a pas été vérifiée. Le dernier chapitre porte sur une enquête concernant la perception de l’épargne salarié au Liban. Les résultats obtenus ont montré que la fonction ressources humaines est encore marginalisée au Liban. En général, le directeur des ressources humaines n’est pas considéré comme partenaire stratégique. Et la fonction ressources humaines n'est pas non plus considérée comme contribuant à apporter de la création de valeur. De plus, les intérêts des salariés ne sont pas pris en compte lors de la gestion des sociétés. Il n’existe pour les salariés que de très faibles possibilités d’avancement et de développement, et leur rémunération n’est pas toujours proportionnelle aux efforts fournis. Ces sociétés se caractérisent en général par un manque d’efficacité au niveau de la gestion sociale. Cette série de facteurs entraîne des dysfonctionnements graves, surtout au niveau social où le choc social entre les employés et actionnaires conduit à une certaine tension dans le climat social, une démotivation, une baisse de la productivité, ce qui va affecter négativement la performance de l’entreprise et empêcher cette dernière de jouir d’une croissance souhaitée
Combining finance and human resources, the research deals with employees who may wish to better understand the opportunities they can find within companies, both in terms of profitability than risk, also for financial managers, human resources, shareholders and other partners. Either in daily life of companies, or at events such as legal modification, accounting or management that businesses are facing today. The research dealt with the issue of mergers and acquisitions, sale, or even business shutdowns as well as the valuation of firms that has a significant employee ownership, where the concepts of value and employee empowerment are very present. Employee ownership is the core of this research in which the reasons for the loyalty of employees to their firm is discussed. The research is looking for a relationship between employee ownership and performance. Beyond the problem of business valuation, we also thought useful to carry out a number of investigations that tend to seek the effects of employee involvement on the company's financial results. The empirical research was conducted on a number of companies that are or were a part of Paris Stock Exchange index CAC40. Our results have been partially encouraging; revealing a correlation between employee ownership and performance. Regarding the hypothesis of the impact of the employee ownership on the stock market performance has not been verified. The last chapter focuses on an investigation into the perception of employee savings in Lebanon. The results showed that the human resources function is still marginalized in Lebanon. The survey showed that the Human Resources management is not regarded by stakeholders as a strategic partner, and is not seen as contributing towards the creation of value. Moreover, the interests of employees are not taken into account when managing the Lebanese companies: Employees have very limited opportunities for advancement and development, and their remunerations are not always proportional to their efforts. These companies are characterized generally by a lack of efficiency in the social management. These factors lead to serious malfunctions, especially at the social level where the clash between the workforce and shareholders led to some social tension, lack of motivation, reduced productivity, which will negatively affect the performance of firms and prevent them from benefitting from a desired growth

Even motivated students procrastinate, for procrastination is triggered by a volitional (rather than by a motivational) problem. However, many factors, such as learning context, teacher interpersonal style, and also type of motivation may influence the occurrence of procrastination. The aim of the present study was to assess the relations between first-year university students’ procrastination and controlling teacher behaviour. Four types of controlling teacher behaviour and three distinct measures of procrastination were ecvaluated and their correlations assessed. Findings revealed small but significant associations between (a) conditional use of rewards and decisional procrastination, and between (b) excessive personal control and procrastination linked to avoiding tasks. Results suggest that controlling teacher behaviours might influence students’ psychological experiences in learning negatively. Teachers who do not refrain from constant use of conditional rewards may deffer students’ decision processes regarding their own autonomous academic learning, and excessive personal control may favour students’ perceptions of external regulations, decreasing intrinsic motivation and autonomous self-regulated learning and, thus, making it more likely to engage in alternative activities, procrastinating academic learning.

The article considers the concepts of motivation and stimulation of personnel, defines their relationship, defines the functions of labor stimulation, analyzes material and non-material methods of labor stimulation, and identifies the increasing role of labor stimulation in connection with changes in the content of labor.

Currently, the effective method of improving labor productivity in enterprises is the personnel motivation. It contains incentives that determine the behavior of each personality. This set of actions is aimed at improving activities. Only with a clear motivation, a person will achieve high results. An effective way to motivate personnel is considered a guarantee of the successful labor of the service organization for the implementation of its plans and strengthening the market situation. Consequently, the motivation of employees is an urgent topic for all times, not paying attention to the systematic neglect of theorists and management practices. This article is useful for managers of firms that understand that the creation of a working management system is heading about the fruitful results of the company and, as a rule, is the key to a prosperous future. The service is a product in the service, the quality of which depends on the manufacturer of this service. She satisfies the needs of persons who are ready to purchase it. Therefore, the specialist should pay a special interest to the style of customer service.

The data of an experimental study of the features of aggressive behavior in teenage drug addicts, as well as the possibility of controlling and self-regulation of aggressive manifestations in this category of individuals are presented. The growth of aggressive trends in adolescence reflects one of the most acute social problems of modern societies, where drug addiction, alcoholism, and juvenile delinquency have risen sharply in recent years. To study the features of aggressive behavior of teenage drug addicts, we used a battery of valid methods and methods aimed at assessing the specifics of aggressive manifestations, personal, motivational, strong-willed and other features of teenage drug addicts. The article shows that, indeed, the aggressive behavior of teenage drug addicts has its own distinctive features, determined by the presence of accentuation or psychopathy of character, inadequate self-esteem, self-centeredness; violations of attitudes, motivation, affective sphere of personality, with irritability and increased excitability; the predominance of verbal, physical forms of aggression, suspicion; the orientation of aggression to external objects, in addition, the characteristics of the aggressive behavior of teenage drug addicts depend on a number of microsocial factors, etc. In order to increase the effectiveness of preventive and rehabilitation work with aggressive teenage drug addicts, such methods of action show effectiveness as: mandatory and primary treatment of adolescents is drug addicts, the inclusion of adolescents in this category in the anonymous grooms of drug addicts, in the system of socially recognized and socially approved activities the use of psychotherapy, methods of active psychological impact; conducting educational and preventive work with the inner circle of a teenage drug addict, etc. The article presents reasonable conclusions from a stating experiment, and offers recommendations for the prevention and correction of selfregulation of aggressive manifestations in teenage drug addicts.

Invasive meningococcal disease (IMD) is a contagious bacterial infection that can occur sporadically in healthy individuals. Symptoms are typically similar to other common diseases, which can result in delayed diagnosis and treatment until patients are critically ill. In the United States, IMD outbreaks are rare and unpredictable. During an outbreak, rapidly marshalling the personnel and monetary resources to respond is paramount to controlling disease spread. If a community lacks necessary resources for a quick and efficient outbreak response, the resulting economic cost can be overwhelming. We developed a conceptual framework of activities implemented by universities, health departments, and community partners when responding to university-based IMD outbreaks. Next, cost data collected from public sources and interviews were applied to the conceptual framework to estimate the economic cost, both direct and indirect, of a university-based IMD outbreak. We used data from two recent university outbreaks in Oregon as case studies. Findings indicate a university-based IMD outbreak response relies on coordination between health care providers/insurers, university staff, media, government, and volunteers, along with many other community members. The estimated economic cost was $12.3 million, inclusive of the cost of vaccines ($7.35 million). Much of the total cost was attributable to wrongful death and indirect costs (e.g., productivity loss resulting from death). Understanding the breadth of activities and the economic cost of such a response may inform budgeting for future outbreak preparedness and development of alternative strategies to prevent and/or control IMD.