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1
Mwalu, Hudson, and Panuel Mwaeke. "COMPETENCE AND SUITABILITY OF THE SECURITY FUNCTION IN CONTROLLING ENTRY OF COUNTERFEIT PRODUCTS THROUGH THE PORT OF MOMBASA, KENYA." Advances in Social Sciences Research Journal 7, no. 10 (November 3, 2020): 289–99. http://dx.doi.org/10.14738/assrj.710.9195.
Повний текст джерелаАнотація:
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.
2
Зиганшин, Булат, Bulat Ziganshin, Гузалия Клычова, Guzaliya Klychova, Алсу Закирова, and Alsu Zakirova. "BASIC DIRECTIONS OF SOCIAL DEVELOPMENT MECHANISM FORMATION OF AGRICULTURAL ENTERPRISE." Vestnik of Kazan State Agrarian University 14, no. 3 (October 30, 2019): 155–61. http://dx.doi.org/10.12737/article_5db98dd5ab2ea1.73901024.
Повний текст джерелаАнотація:
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.
3
Noss, Igor N., and Tatiana N. Kabanova. "Psychological characteristics of employees who implement audit and controlling functions of direct management of the organization." Izvestiya of Saratov University. New Series. Series: Philosophy. Psychology. Pedagogy 21, no. 1 (March 24, 2021): 68–73. http://dx.doi.org/10.18500/1819-7671-2021-21-1-68-73.
Повний текст джерелаАнотація:
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.
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van der Meer, Peter H., and Rudi Wielers. "Unpaid overtime in the Netherlands: forward- or backward-looking incentives?" International Journal of Manpower 36, no. 3 (June 1, 2015): 254–70. http://dx.doi.org/10.1108/ijm-12-2012-0185.
Повний текст джерелаАнотація:
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.
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Vitomskyi, V. V., О. B. Lazarіeva, S. М. Fedorenko, and M. V. Vitomskа. "Methods of management and motivation in personnel management of the center of physical therapy and improving the quality of services for patients with orthopedic profile at the outpatient stage." Health, sport, rehabilitation 5, no. 2 (July 4, 2019): 17. http://dx.doi.org/10.34142/hsr.2019.05.02.02.
Повний текст джерелаАнотація:
<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>
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Alhammoud, Morhaf Farhan, Alexander M. Zobov, and Hassan Almyshrqi. "Labor performance as one of the elements of personnel control and management in hotels in Syria." RUDN Journal of Economics 27, no. 2 (December 15, 2019): 303–12. http://dx.doi.org/10.22363/2313-2329-2019-27-2-303-312.
Повний текст джерелаАнотація:
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.
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Chen, C. C., C. M. Ford, and G. F. Farris. "Rewards [personnel motivation]." IEEE Potentials 18, no. 2 (1999): 10–12. http://dx.doi.org/10.1109/45.755073.
Повний текст джерела
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Mukmin, Amirul, Nanat Fatah Natsir, and Muhamad Faqihudin. "MANAJEMEN PEMBELAJARAN TAHFIDZ AL-QUR’AN DI RUMAH YATIM DAN PESANTREN RUHAMA BOGOR." Jurnal Dirosah Islamiyah 2, no. 1 (May 8, 2020): 19–33. http://dx.doi.org/10.47467/jdi.v2i1.97.
Повний текст джерелаАнотація:
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
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Biddle, Stephen, Julia Klare, Johnathan Wallis, and Ivan Oelrich. "Controlling anti‐personnel landmines." Contemporary Security Policy 19, no. 3 (December 1998): 27–71. http://dx.doi.org/10.1080/13523269808404201.
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SARANDI, Alla, and Nataliia ZACHOSOVA. "MANAGEMENT OF PERSONNEL MOTIVATION IN PERSONNEL POLICY AND PERSONNEL SECURITY MANAGEMENT." CHERKASY UNIVERSITY BULLETIN: ECONOMICS SCIENCES, no. 1 (2020): 32–39. http://dx.doi.org/10.31651/2076-5843-2020-1-32-39.
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Pylväs, Laura, Petri Nokelainen, and Hilkka Roisko. "The role of natural abilities, intrinsic characteristics, and extrinsic conditions in air traffic controllers’ vocational development." Journal of Workplace Learning 27, no. 3 (April 13, 2015): 241–63. http://dx.doi.org/10.1108/jwl-07-2013-0049.
Повний текст джерелаАнотація:
Purpose – The purpose of this paper is to apply the Developmental Model of Vocational Excellence (DMVE) in the domain of air traffic control and to describe the characteristics and predictors related to air traffic controllers’ (ATCO) vocational expertise and excellence. Based on DMVE, the study analyses the role of natural abilities (gifts), intrinsic characteristics (self-regulatory abilities) and extrinsic conditions (domain and non-domain specific factors) in ATCOs’ vocational development. Design/methodology/approach – The target population of the multiple case study consisted of ATCOs in Finland (N = 300), of which 28 were interviewed. The interviewees represented four different airports. Initially, three key personnel interviews were conducted to validate the structured theme interview instrument that was subsequently used for the 28 interviews. The data set also included the ATCOs’ aptitude test scores and training records. Employee assessments were used to determine their on-the-job performance level (expertise vs excellence). The research questions were examined using theoretical concept analysis. The qualitative data analysis was conducted with content analysis and Bayesian classification modelling. Findings – The findings indicate that cognitive skills, self-reflection, volition and goal-orientation are considered to be ATCOs’ most important vocational characteristics in addition to interpersonal, intrapersonal and spatial skills. The main differences between the ATCOs representing vocational expertise and those representing vocational excellence were related to self-regulation; motivation and volition in particular proved to be somewhat stronger in the latter group. Research limitations/implications – It was acknowledged that there are limitations in the present study. First, the four airports were not selected randomly. Although they represent different types of airports (and ATCO job profiles) in Finland quite well, future studies should include comparative aspect to airports in other countries. Second, the number of participants (N = 28) in the study was quite small, limiting generalization of the results to the target population (N = 300). Future research on this domain should be extended to include also quantitative measurements, allowing more generalizable results. Third, although the analysis for the research question 3 was based on a technique that is not sensitive to missing values (BCM), missing data in ATCOs’ aptitude test scores, training records and employee assessments added uncertainty to the results. Practical implications – ATCOs’ highly controlled and pre-defined work presents a challenge to work motivation, which is seen as one of the determining factors in safety in air traffic controlling (ATC). In the future, more emphasis should be placed on the prerequisites of professional development such as leadership (human resource management, feedback, employees’ opportunity to influence), working environment (physical and social environment), educational possibilities and career progression, as well as professional benefits (salary and working hours). Originality/value – Although ATC is a fairly studied topic since 1970s, most studies related to ATCOs have concentrated on training, learning on the job, cognitive capacity and processing and stress tolerance. This study extends the emerging research in the field on self-regulation by adopting DMVE to investigate its role, alongside natural abilities and domain and non-domain specific factors, to vocational talent development in different skill acquisition stages.
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Uturytė-Vrubliauskienė, Laura, and Juozas Merkevičius. "PERSONNEL MOTIVATION OF VIRTUAL ORGANIZATION." Business, Management and Education 8, no. 1 (December 20, 2010): 229–45. http://dx.doi.org/10.3846/bme.2010.16.
Повний текст джерелаАнотація:
Virtual organization is chosen as the analytical object. In order to develop organizations performance successfully, it is important to identify what type of factors motivate virtual employees. The research can be one of the ways to obtain detailed and reliable information necessary to identify means that motivate the employees in virtual organizations. The results of the research can help to develop good personnel motivation system of virtual organizations.The goal of this paper is to investigate the motivation tools that exist in virtual organiza-tions. In order to achieve this goal, the first part of the paper addresses for the analysis of the concepts of virtual organization, assumptions and circumstances for its development. Advantages and disadvantages of virtual organizations are described. The second part of the paper focuses on the research of personnel motivation in virtual organizations. First of all it describes the stages of research planning: formulation of research problem, objectives and tasks. Later the results of the research are presented and interpreted.
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Дмитриева, С., S. Dmitrieva, Михаил Кричевский, and Mihail Krichevskiy. "Quantitative Evaluation of Personnel Motivation." Management of the Personnel and Intellectual Resources in Russia 7, no. 1 (March 26, 2018): 34–39. http://dx.doi.org/10.12737/article_5a9cf169b2aa74.13997665.
Повний текст джерелаАнотація:
The motive is the reason, the reason for any action, and the motivation of the staff becomes important for two reasons. On the one hand, staff motivation plays a key role in achieving the organization’s goals. On the other hand, employees within the organization have their own goals, which cannot be achieved without proper motivation. It is important for the management of the enterprise to know the level of personnel motivation that will allow to adopt this or that strategy of human resources management. It is possible to receive an estimation of motivation of the personnel in two ways: the qualitative description or a quantitative estimation. Preference should be given to a quantitative approach, since the evaluation of motivation expressed numerically carries more information than with a qualitative description. The paper considers the method of forming an assessment of staff motivation with the help of fuzzy logic. The choice of such a methodology is based on the fact that under conditions of inaccurate and indefinite description of external conditions, namely in such conditions, motivation is assessed, fuzzy logic allows obtaining a quantitative estimate. In addition, a regression equation is derived that relates the evaluation of motivation to the influencing factors.
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Petrova, Natalya G., and Sarkis G. Pogosyan. "Motivation of medical personnel as an important element of personnel management." Science and Innovations in Medicine 5, no. 2 (June 15, 2020): 105–10. http://dx.doi.org/10.35693/2500-1388-2020-5-2-105-110.
Повний текст джерелаАнотація:
Objective - to analyze the structure of motivational attitudes of nurse personnel and their career orientations. Materials and methods. The study was conducted on the basis of three multidisciplinary medical organizations in St. Petersburg. Nurses were asked to complete two questionnaires, including an assessment of motivation and career orientations. The total number of questionnaires processed was 162. The average length of service of the respondents was 10.5 years. According to age, the respondents were distributed as follows: 62.0% were people aged 20-29 years, approximately equal shares were people 30-39 years old (18.6%) and 40 years and older (19.4%). The study of the motivation of professional activity was carried out according to the methodology of K. Zamfir (modified by A. Rean). Also, the methodology used to diagnose the value orientations in the career was ''Career Anchors'' (the method of E. Shein in adaptation by V.A. Chiker and V.E. Vinokurov). The questionnaires contain certain points and clues, allowing one to evaluate, respectively, the nature of motivation and preferred orientations. The statistical processing of collected data was performed with the Microsoft Office 2016 programs: Microsoft Word, Microsoft Excel. Results. It was established that in the structure of motivation, 40.2% is an external positive motivation (positive incentives in the organization), 30.1% is an internal motivation (satisfaction with work and its results), 19.7% is an external negative motivation (punishment). The main value orientations in a career are as follows. In the first place - the integration of lifestyles (in 73.2% of cases, this orientation scored maximum points); on the second -stability of work (62.0%); in the third place - ministry (52.4%). The ratio of value orientations varies somewhat among people of different ages. Conclusion. The identified features of motivation and value orientations of nurses should be taken into account both as a whole (to develop a system of motivation in the organization) and personally, taking into account the individual characteristics of each employee. The study of motivation should be carried out by psychologists of medical organizations, and the results should be transmitted to managers to form a reasonable personnel policy.
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Prokhorovska, Svitlana, Viktor Ostroverkhov, and Larysa Zaporozhan. "REMUNERATION IN STAFF MOTIVATION." Regional’ni aspekti rozvitku produktivnih sil Ukraїni, no. 22 (2017): 92–97. http://dx.doi.org/10.35774/rarrpsu2017.22.092.
Повний текст джерелаАнотація:
In the article the place of reward is investigational for labour in the process of motivation of personnel. The role of material and labour motivation of personnel is studied. It is set that the feature of economic reasons is that workers, executing the put asks, aim to get a fee for the labour. It is found out, that by economic instruments, that assist the effective reward of personnel of enterprises there is a salary, bonuses, percents from a sale, different payment sand privileges. The mechanisms of behavior of people are investigational informing of reasons to productive labour. Research results specified that for a working man important is realization of such necessities at labour as: providing of material welfare, self realization, achievement of certain social sttus, receipt of social guarantees, stability and confidence. It is set that the level of material motivation directly depend son the presence of close connection between labour payment and reward for labour. Such connection is arrived at by correct scientific organization of salary, that in practice is determined by the organizationally-economic mechanism of estimation of labour payment of the hired workers and forming of parameters of salary. Directions of activation of the use of effective material motivation of personnel and non-material rewards are exposed. The new methods of reward are offered for labouring the processor motivation of personnel.
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Савенкова, А., and Е. Романцева. "American and Russian personnel motivation practices." Obshchestvo i ekonomika, no. 8 (August 2019): 68–78. http://dx.doi.org/10.31857/s020736760006127-8.
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Kholosta, Tetiana. "PROBLEMS OF MOTIVATION OF BANKING PERSONNEL." Economic Analysis, no. 28(1) (2018): 206–9. http://dx.doi.org/10.35774/econa2018.01.206.
Повний текст джерелаАнотація:
The subject of the research is the social and psychological, economic and organizational aspects of the management of personnel motivation in the banking sector. The purpose of the article is to isolate and generalize the problem aspects of the motivation of banking personnel, as well as to formulate a number of recommendations for managers on increasing the level of staff motivation. The solution of the tasks set in the research can be carried out with the use of system, process, behavioural and situational approaches, functional and target and abstract and logical methods. The article highlights and generalizes problems of motivation of banking personnel. Modern advanced technologies of motivation of banking personnel of leading banking institutions have been considered. A number of recommendations for managers to increase the level of motivation of staff has been formed. The scientific novelty consists of the theoretical substantiation and development of methodological and scientific and practical recommendations for improving the management of personnel motivation in the banking sector, adequate to the goals and objectives of the bank development strategy in the XXI century.
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Dolgosheev, Dolgosheev. "MOTIVATION IN MODERN PRACTICE PERSONNEL MANAGEMENT." Drukerovskij vestnik, no. 3 (October 2015): 99–104. http://dx.doi.org/10.17213/2312-6469-2015-3-99-104.
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Guskova, T. V., and Yu A. Dianova. "Motivation and stimulation of pedagogical personnel." Alma mater. Vestnik Vysshey Shkoly, no. 1 (January 2017): 88–91. http://dx.doi.org/10.20339/am.01-17.088.
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Komarova, V. S., and S. N. Kukushkin. "Personnel Motivation: Experience of Russian Companies." Vestnik of the Plekhanov Russian University of Economics, no. 1 (February 14, 2022): 84–93. http://dx.doi.org/10.21686/2413-2829-2022-1-84-93.
Повний текст джерелаАнотація:
The article studies the content of the multi-aspect psychological and managerial phenomenon of ‘motivation’, provides its wordings in works by Russian and overseas researchers and shows correlation of notions ‘motivation’ and ‘motive’. The author proves the importance of motivation for efficient HR management at today’s companies, reduction in labour turnover and rising interest in work results. Key lines in tangible and intangible motivation work with personnel are underlined. The article pays special attention to analyzing the form of employees’ motivation in such Russian companies as Magnit, Metalloinvest, BELUGA GROUP, Gasprombank. Findings of the research give an opportunity to identify general, universal trends of personnel motivation in Russian companies (benefits, official employment, career possibilities, etc.) and specific, typical only of a given organization (programs of corporate loyalty and employees’ support, labour automation, corporate transport provision, free holidays on the sea side, awards, sport facilities, etc.). It is shown that in some big Russian companies remuneration includes fixed and non-fixed proportions, where the amount of the latter depends on employee’s attaining of key indicators of efficiency.
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Tret'yakova, L., and Natalia Azarova. "MANAGEMENT OF INTANGIBLE INCENTIVES FOR LABOR IN EDUCATIONAL ORGANIZATIONS." Actual directions of scientific researches of the XXI century: theory and practice 9, no. 1 (February 2, 2021): 119–30. http://dx.doi.org/10.34220/2308-8877-2021-9-1-119-130.
Повний текст джерелаАнотація:
The article is devoted to the study of the management system of intangible incentives used for the personnel of organizations. The authors defined groups of the main tools of intangible motivation of personnel including working conditions, tools of social support, elements of corporate culture and tools of stimulation of self-realization opportunities; revealed the main principles of the system of intangible motivation of personnel representing a cycle including the following managerial stages: planning, design of methods, techniques and measures of intangible motivation of personnel; plan implementation; coordinated actions, monitor The system of intangible motivation tools application is formed and on its basis the complex evaluation of intangible motivation system of personnel in Belgorod higher educational institutions is performed and the most effective methods of personnel motivation in higher educational institutions of Belgorod region are revealed, the satisfaction of respondents with the system of intangible motivation of personnel is revealed. Further, the authors offered the project to improve intangible motivation of personnel, including forms, methods, recommendations for implementing methods of intangible motivation on the example of educational organizations of Belgorod. It was revealed that it is possible to form a parametric system, including the goal and the way of achieving the goal, requirements for the result and the project result, as well as the final users of the project result, aimed at developing a system of intangible motivation of personnel of educational organizations, which will allow to carry out activities that contribute to the implementation of the required effect in the socio-economic sphere.
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Yeshchenko, M. "Motivational component of personnel management." Galic'kij ekonomičnij visnik 67, no. 6 (2020): 161–66. http://dx.doi.org/10.33108/galicianvisnyk_tntu2020.06.161.
Повний текст джерелаАнотація:
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.
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Lazutkin, Vadim. "Management of Labor Motivation of Research Personnel." Bulletin of Kemerovo State University. Series: Political, Sociological and Economic sciences 2021, no. 2 (August 13, 2021): 229–37. http://dx.doi.org/10.21603/2500-3372-2021-6-2-229-237.
Повний текст джерелаАнотація:
The specifics of research and academic profession presuppose special approaches to personnel management and motivation. The selection of adequate motivational tools is often done by trial and error. The paper attempts to substantiate short-term and long-term methods of motivating scientific personnel. The experiment featured the case of a Russian biotechnological company, whose personnel underwent S. Ritchie and P. Martin’s Motivational Profile Test. The dominant factors of job satisfaction included self-development opportunities, recognition, ambitious goals, creative tasks, etc. The authors developed some ways for the further development of methods for motivating research personnel.
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POSHYVALOVA, Olena. "Formation of the evaluation model of the enterprise’s personnel motivation." Economics. Finances. Law, no. 9 (September 25, 2020): 5–9. http://dx.doi.org/10.37634/efp.2020.9.1.
Повний текст джерелаАнотація:
The paper considers the peculiarities of forming the evaluation model of the enterprise personnel motivation based upon the calculation of an integral indicator. For the purposes of forming the system of enterprise personnel motivation a generalized integral indicator has been employed, serving as an aggregate of integral indicators related to the specific stimulation factor. Evaluation of the results of identifying the relevance of personnel motivation constituents is conducted through expert assessment. Interpretation of integral indicator values according to Harrington's scale of desirability for research conditions is realized within the scope of the paper. The elaborated model allows analyzing connections between the level of personnel motivation and key performance indicators of enterprise activity. The work investigates the particularities of implementing global practices of personnel motivation. The system of personnel motivation is one of the pivotal constituents of both the personnel management system within the organization and the system of security related to entrepreneurial activity. A rationally developed system of motivation, firstly, allows triggering the employee potential in the direction of achieving the mission of the company. Secondly, it provides the employee with enjoyable experience in the process of labor through satisfying his or her needs and ensures safe conditions for activities of such enterprise. In management practices, various methods and combinations of incentives and motivation are commonly used concurrently. For efficiently managing the motivation, it is imperative to employ several groups of methods simultaneously within the system of enterprise management. For instance, employing exclusively authoritative and material motivation does not allow to mobilize creative activity of the personnel in attaining the organization’s objective. To achieve maximum performance it is necessary to implement non-financial motivation. To increase productivity and performance indicators of the labor, it is essential: to form steady and high-quality composition of the staff; to determine criteria and indicators of work performance; to organize permanent monitoring and control over results of activity by management and production personnel.
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Setiowati, Shintya Putri. "The Role of Self Awareness Training in Motivation For Hospital Workers." Psychological Research and Intervention 3, no. 1 (September 30, 2020): 24–28. http://dx.doi.org/10.21831/pri.v3i1.28467.
Повний текст джерелаАнотація:
Rumkit (Hospital) service improvement is associated with trusted personnel in treating patients. The form of supervision of Rumkit, accreditation is held every year. Rumkit personnel requirements namely improving skills and updating knowledge related to the profession. But the problem faced by personnel is not being aware of their abilities. This is related to motivation or encouragement to personnel. The problem is seen, some personnel are less aware of the emotions they are feeling. Researchers conduct Self Awareness Training for rumkit personnel. Participants numbered 18 personnel consisting of several sections in Rumkit. Based on literature studies conducted by researchers, found a positive relationship between self awareness and work motivation. Therefore the researcher tried to implement a self awareness training program to increase the work motivation of Rumkit personnel. The results of paired sample t-test analysis showed that there was a change in motivation after psychological capital training, with a significant value of 0,000 (p <0.05).
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SHIRAHADA, KUNIO, and KIYOSHI NIWA. "FUTURE-ORIENTED MINDSET'S CONTRIBUTION TO MANAGEMENT OF CORPORATE R&D PERSONNEL MOTIVATION IN JAPAN." International Journal of Innovation and Technology Management 04, no. 04 (December 2007): 375–92. http://dx.doi.org/10.1142/s0219877007001144.
Повний текст джерелаАнотація:
Addressing the decreasing motivation of R&D personnel in Japan, this paper analyzes the relations between motivation and R&D personnel's future-oriented mindset and the time-climate in their workplace. Questionnaires were given to 240 corporate R&D personnel in six Japanese companies. ANOVA results show that highly motivated personnel have longer-term perspectives about ability growth than do personnel with low motivation levels. In a Japanese automobile company we confirmed the positive impact on work motivation of having managers focus on the future-oriented mindset of subordinates during annual goal-setting interviews.
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Verchenko, Yulia, Anna Borisova, and Olga Bruzhukova. "Assessment of personnel motivation as an effective tool for ensuring the success of food industry enterprises." E3S Web of Conferences 175 (2020): 15002. http://dx.doi.org/10.1051/e3sconf/202017515002.
Повний текст джерелаАнотація:
The article touches upon the issues related to the study of assessing the personnel motivation in the food industry approach. We describe an approach to assess the level of the working group motivation, which allows us to determine the level of sufficient motivation of personnel and assess its impact on the organization success. The algorithm, methodology and results of the research on the practical study of criteria for qualitative and quantitative evaluation of the subsystems effectiveness of motivation control, material incentives for employees, the process of personnel regulation, management of the reserve for promotion, the subsystem of personnel evaluation and its development arepresented.
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Бала, Володимир Володимирович, and Анна Григорівна Мацак. "Enterprise personnel motivation process and its components." Technology audit and production reserves 3, no. 3(17) (June 26, 2014): 46. http://dx.doi.org/10.15587/2312-8372.2014.25399.
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Skorobogatova, V. V., and N. S. Bakuridze. "MOTIVATION AND STIMULATION OF PERSONNEL IN EMPLOYMENT." Вестник Керченского государственного морского технологического университета, no. 1 (2021): 234–44. http://dx.doi.org/10.47404/2619-0605_2021_1_234.
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Kokhno, P., and Alina Kohno. "On the motivation of the industrial personnel." Obshchestvo i ekonomika, no. 1 (January 2022): 16–32. http://dx.doi.org/10.31857/s020736760018273-9.
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Krivova, М. A. "MOTIVATION OF THE COMPANY'S PERSONNEL FOR SAFE ACTIVITIES." Izvestiya of Samara Scientific Center of the Russian Academy of Sciences 23, no. 5 (2021): 69–75. http://dx.doi.org/10.37313/1990-5378-2021-23-5-69-75.
Повний текст джерелаАнотація:
The paper considers theoretical foundations of developing a motivation mechanism. An adapted model of the well-known theories of motivation has been built. Forms of influence of the motivation mechanism on ensuring safe activity have been investigated. The structure of the motivation mechanism has been developed including the structural model, structure and content, as well as evaluation. Modern motivational mechanisms have been investigated and the corresponding system has been developed. The criteria defining the mechanism of motivation to safe activity have been defined.
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Yusran, Yusran, Abdul Hadi Sirat, and Lisda Ariani Simabur. "The Impact of Ability, Work Motivatedness, Organizational Commitment and Work Environment on Employee Performance." JURNAL MANAJEMEN BISNIS 8, no. 2 (September 27, 2021): 360–72. http://dx.doi.org/10.33096/jmb.v8i2.900.
Повний текст джерелаАнотація:
This study aims to find out and analyze the influence of ability, work motivation, organizational commitment and work environment to the performance of police personnel Research respondents are ternate police personnel numbering 80 people. The analysis method used is Multiple linear regression. The results showed that simultaneously the ability, motivation of work, organizational commitment and work environment significantly affect the performance of Ternate police personnel. Partial capabilities (X1) and organizational commitment (X3) have a positive and significant effect on personnel performance (Y). Meanwhile, work motivation (X2) and Lingkungan_Kerja (X4) had no significant effect on the performance of Ternate Police personnel. Of the four variables studied, the most dominant effect on the performance of police personnel is organizational commitment.
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Столяренко, Алена, Alyona Stolyarenko, Марина Матюнина, and Marina Matyunina. "THE ENCOMPASSING ANALYSIS OF THE PERSONNEL MOTIVATION THEORIES." Services in Russia and abroad 11, no. 3 (July 5, 2017): 42–51. http://dx.doi.org/10.22412/1995-042x-11-3-4.
Повний текст джерелаАнотація:
Article is devoted to the main issues of forming and significance of motivation in the general system of personnel motivation. The authors research the theoretical approaches to the consideration of the personnel features as a production factor (tool efficiency, diligence, potential, adaptability, vector, etc.). The article analyzes human resource management as a system in which the motivation is the main element affecting the staff. The authors on the base of studying the main approaches to the definition of motivation make the conclusion that it is a process of prompting the worker to carry out activities in accordance with company's existing objectives. It is confirms the fact that motivation is not only a part, but also the enterprise human resource management function. The article considers the most common, but constantly changing by their nature motivations for work, namely stability, assertiveness, flocking, etc. The authors analyze the relationship and interdependence of motivation and human needs through the study of the basic motivation theories, namely the classical theory of needs, human relations theory, theory of providing advantages, factor «Z» theory, the goal setting theory and other. The research result is in the fact that indivisibility and interdependence of human needs and their satisfaction, and consequently obtaining the desired result, is the basis of motivation. Therefore, inducement for activities, heading an employee to a particular activity and control are the main functions of motivation
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Palkyna, Elena. "BUILDING PERSONNEL MOTIVATION SYSTEM AIMED AT IMPLEMENTATION OF TRANSPORT ORGANIZATION GROWTH STRATEGY." Bulletin of scientific research results, no. 4 (December 17, 2017): 52–62. http://dx.doi.org/10.20295/2223-9987-2017-4-52-62.
Повний текст джерелаАнотація:
Objective: To determine the strategy and tools for building personnel motivation system, aimed at implementation of the transport company’s growth strategy. Methods: The methods of generalization, grouping, analysis, synthesis, systemic approach, abstraction, modeling, formalization, problem setting, the search of literature, documents and performance results, observation, instrumentation, expert evaluation, monitoring, practice research and generalization. Results: The topicality of system integrated approach to personnel motivation was justified. The foundations of personnel motivation were introduced for growth strategy implementation. The conclusion was made on the expedience of building an personnel motivation system on the basis of a balanced system of key performance indicators. The specificity of the developed proposals implementation was demonstrated by the example of a railroad transport operator. Practical importance: The implementation of the introduced principles of building personnel motivation system, based on conceptual regulations of system integrated approach, will make it possible to improve the performance and efficiency of transport organization growth strategy implementation.
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Mammadbaghirli, S. N. "INFLUENCE FACTORS ON PERSONNEL MOTIVATION UNDER CONDITIONS OF ENTERPRISES INNOVATIVE ACTIVITY." Innovative Solution in Modern Science 1, no. 45 (February 17, 2021): 21. http://dx.doi.org/10.26886/2414-634x.1(45)2021.2.
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The article is devoted to the establishment of factors of influence on the motivation of personnel of innovative enterprises. The role and tasks of stimulating personnel in the process of forming a strategy for innovative development of organizations have been investigated. The problematic issues of innovative development of Ukrainian enterprises are considered, as well as the possibilities and directions of improving the management of innovative activities of an enterprise based on motivational factors. The methodology of a multifactorial remuneration system is proposed to stimulate the innovative activity of personnel, taking into account the results of employees' activities. The necessity of applying a complex of modern methods that can contribute to staff motivation and innovative development of enterprises has been substantiated. Key words: innovative activity, personnel motivation, modern motivation methods, motivation factors, stimulation of employees.
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Grzesiak, Lena. "Labour cost budgeting as a tool of personal controlling." Zeszyty Teoretyczne Rachunkowości 2018, no. 97 (153) (May 10, 2018): 31–44. http://dx.doi.org/10.5604/01.3001.0012.0354.
Повний текст джерелаАнотація:
Contemporary human resource management specialists have the status of business partners. This role requires sufficient knowledge of the organisation, necessary for the specialists to contribute to the devel- opment of strategic solutions and cost optimization through, for instance, personal controlling, i.e. con- trolling adapted to handle the HRM function. The personnel controlling concept comes with a variety of tools, one of which is the labour cost budgeting. This interdisciplinary article presents the complex matter of human resource management in the context of personnel controlling. In particular, it provides an in- sight into the nature of personnel controlling and labour costs, and describes how personnel controlling units and HRM units are related to each other. Based on a critical review of the literature (mainly interna- tional), the article integrates the knowledge of personnel cost budgeting and attempts to evaluate its use- fulness for management purposes. Its conclusions can be used as reference by researchers and practition- ers (mainly heads of the personnel function and personnel controlling), as well as by economics students. In the author’s opinion, personnel cost budgeting can be a key tool allowing an organisation to control these costs and consequently improving the effectiveness of organisational management.
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(Jay) Yoo, Jaewon, Todd J. Arnold, and Gary L. Frankwick. "Promoting boundary-spanning behavior among service personnel." European Journal of Marketing 48, no. 9/10 (September 2, 2014): 1626–47. http://dx.doi.org/10.1108/ejm-10-2012-0610.
Повний текст джерелаАнотація:
Purpose – The purpose of this model is to explain how person – organization fit (P – O fit) and competitive intensity, conceptualized as a job resource and a job demand, respectively, ultimately affect the development of frontline employee boundary-spanning behavior (BSB). Design/methodology/approach – A survey methodology was used in collecting data from a sample of bank employees in South Korea. To analyze the data, a structural equation model procedure using LISREL 8.5 was used (Jöreskog and Sörbom, 1996). Findings – Results suggest that a frontline employee’s P – O fit decreases emotional exhaustion and increases achievement-striving motivation. Competitive intensity significantly reduces achievement-striving motivation. Results also show that competitive intensity significantly attenuates the positive relationship between P – O fit and employee achievement-striving motivation, highlighting the importance of contextual industry stressors upon internal organizational behaviors. Both emotional exhaustion and achievement-striving motivation are found to ultimately affect BSBs except for the link between emotional exhaustion and service delivery. Originality/value – The current study applies the job-demands resources model to demonstrate how both an externally initiated job demand (competitive intensity) and an internally oriented job resource (person – organization fit) influence employee experience of emotional exhaustion and achievement-striving motivation. Interaction effects of P – O fit and competitive intensity on employee’s psychological states (emotional exhaustion and achievement-striving motivation) are also examined. Further, it is demonstrated that both emotional exhaustion and achievement-striving motivation will directly influence service employee boundary-spanning behaviors, but in differential manners. This highlights the importance of exhaustion and motivation as mediators for the ultimate effect of a job resource (P – O fit), answering a call for such understanding of the developmental process for BSBs (Podsakoff et al., 2000). This is the first empirical study to link both internal and external elements to illuminate the process for developing job demands and resources, as well as boundary spanning behaviors.
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Kartiwa, Iwa. "THE EFFECT OF RECRUITMENT AND MOTIVATION TOWARD JOB PERFORMANCE OF MILITARY PERSONNEL SUBMARINE UNIT IN EASTERN FLEET COMMAND OF INDONESIAN NAVY." Jurnal Manajemen Pendidikan 9, no. 1 (April 25, 2018): 11–20. http://dx.doi.org/10.21009/jmp.09102.
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The objective of this research is to obtain information on the effect of recruitment and motivation toward job performance of Military Personnel Submarine Unit in Eastern Fleet Command of Indonesian Navy. This research using survey method with quantitative approach and path analysis technique. The population of research is 80 military personnel and sample involving 67 personnel as respondents were selected through simple random sampling. This research findings are (1) there is a positively direct effect recruitment on job performance. (2) there is a positively direct effect motivation on job performance (3) there is a positively direct effect recruitment on motivation. Therefore, the job performance of Submarine Unit military personnel can be improved through improvement of recruitment, and motivation.
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Serikova, Olesya Yu, Artyom V. Martyshev, and Lyubov D. Yakimova. "EVALUATING THE EFFECTIVENESS OF THE PERSONNEL MOTIVATION SYSTEM AS A FACTOR TO ENSURE THE QUALITY OF OPERATIONS ON THE EXAMPLE OF THE RAILWAY TRANSPORT INDUSTRY." International Journal of Advanced Studies 11, no. 2 (June 30, 2021): 81–99. http://dx.doi.org/10.12731/2227-930x-2021-11-2-81-99.
Повний текст джерелаАнотація:
Employees motivated for high-quality work are very valuable for any company. This article is focused on evaluating the effectiveness of personnel motivation in railway locomotive operating depots. It reviews different approaches of Russian and foreign authors to the concept of “personnel motivation”. The authors offered economic and social analysis of the current personnel motivation system of the locomotive depot, which is a part of the Russian Railways holding company. In order to evaluate the effectiveness of the personnel motivation system, the authors have chosen the methodology of researching the degree of the organization’s main economic and social objectives achievement. As a result, the authors identified problems in the personnel motivation system related to the conditions of labor organization: the low level of staff awareness of motivational programs, as well as the lack of a system for evaluating staff motivation. The third problem related to the socio-psychological labor conditions was the low level of staff loyalty and lack of involvement in labor and social activities within the organization. The authors proposed corrective measures to solve the above mentioned problems: using the digital platform “Scored” and HR Code service, which is based on artificial intelligence. The expected results of the implementation of these measures are:
- increased productivity due to higher interest in the work of employees;
- increased labor activity of the staff;
- increased personnel financial interest in the development of their competencies;
- increased staff motivation level;
- maintaining the numeric and qualitative staff structure;
- improving the effectiveness of the management strategy.
The experience of personnel motivation system assessment may be useful in the regional divisions of the locomotive facilities of Russian Railways.
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Reznikov, P. G,, A. A. Semisalov, and V. N. Sidorova. "Changing staff motivation in a pandemic and remote work." Normirovanie i oplata truda v promyshlennosti (Rationing and remuneration of labor in industry), no. 5 (May 14, 2021): 34–37. http://dx.doi.org/10.33920/pro-3-2105-03.
Повний текст джерелаАнотація:
The article is devoted to the problems of personnel motivation during the transition of organizations to a remote mode of operation. The aim of the study is to study changes in the function of motivation in personnel management in conditions of long-term remote work. This problem is especially relevant in connection with the use of quarantine measures in Russia. In this connection, an attempt was made to study the influence of remote work on the effectiveness of personnel motivation methods in the long term within the framework of management theory and theories of motivation.
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Gareeva, Zemfira, Gulnara Nizamova, Larisa Avdeeva, Irina Soloveva, and Dilara Musina. "Development of the personnel controlling model of oil organizations." SHS Web of Conferences 101 (2021): 02024. http://dx.doi.org/10.1051/shsconf/202110102024.
Повний текст джерелаАнотація:
The purpose of the work is to develop proposals aimed at improving the personnel controlling model of oil organizations as a tool for managing the processes of personnel turnover. The experience of applying the system of personnel controlling in foreign countries has proven to be an effective system, providing the management with the relevant information base for timely tracking of changes in the indicators of personnel management and productivity indicators. There is theoretically confirmed interrelation between personnel turnover indicators and labor productivity that predetermines the necessity of monitoring of the given indicator in the system of personnel controlling. Meanwhile, the turnover rate itself is influenced by different internal and external factors. The suggested directions of improving the personnel controlling model consist in inclusion of the additional module, which provides the analysis of the statistical reporting; suggested system of the quantitative evaluation of the production personnel quality indicators; analytical procedure of revealing the reasons of the key personnel turnover by means of introduction of the block structure of the turnover factors evaluation of this personnel category, revealed by method of expert evaluation of the oil organization workers, which allows ranking those factors and timely develop the means of its solution. Theoretical and methodological basis of the research are the actual concepts of personnel management and personnel controlling systems study and development. Methods of expert evaluation, mathematical and statistical methods, correlation and regression analysis were used to carry out the task of estimation of the proposed recommendations.
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Putriani, Dyah Ayu. "PENGARUH MOTIVASI, REMUNERASI DAN KEPEMIMPINAN TERHADAP KINERJA PERSONIL PADA SAT SABHARA POLRES OKU TIMUR." Jurnal Manajemen 9, no. 4 (January 3, 2022): 37–51. http://dx.doi.org/10.36546/jm.v9i4.501.
Повний текст джерелаАнотація:
The population in this study amounted to 50 personnel. Based on the results of data analysis using multiple linear regression values obtained for Motivation (X1) with Personnel Performance (Y) tcount > ttable is 2.860> 2.01290 and a significant level of 0.006 < 0.05 means there is an influence between Motivation (X1) and Performance Personnel (Y). For Remuneration (X2) with Personnel Performance (Y) tcount > ttable is 5.403 > 2.01290 and a significant level of 0.000 < 0.05 means there is an influence between Remuneration (X2) and Personnel Performance (Y). As for Leadership (X3) with Personnel Performance (Y) tcount > ttable is 2.147 > 2.01290 and a significant level of 0.037 < 0.05 means there is an influence between Leadership and Personnel Performance. While simultaneous testing (together) Motivation (X1), Remuneration (X2) and Leadership (X3) affect the Performance of Personnel (Y) with a value of Fcount > Ftable that is 50.546 > 2.81. Then the coefficient of determination (Adjusted R Square) of 0.752 shows that the influence of the variables Motivation (X1), Remuneration (X2) and Leadership (X3) on Personnel Performance (Y) at the OKU East Police Sabhara Unit is 75.2% while the rest is influenced by other variables not included in this study.
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Iskenderov, T., I. Rzhanova, and Elena Mitrofanova. "Study of the Possibility of Using Foreign Experience in the Formation of the Russian Model of Personnel Motivation." Management of the Personnel and Intellectual Resources in Russia 9, no. 6 (January 28, 2021): 22–26. http://dx.doi.org/10.12737/2305-7807-2021-22-26.
Повний текст джерелаАнотація:
The article discusses related to both the justification of the Russian model of personnel motivation, taking into account international experience. The urgency of solving this problem in modern Russian conditions has been substantiated. The main goal of the formation of a motivation model for Russian organizations is formulated - ensuring the achievement of the organization's goals by attracting and retaining professionally trained personnel and, above all, through effective, strong and sustainable motivation, formed on the basis of complex incentives, which is the subject of interest for all groups of the organization's personnel. The reasons are disclosed that prevent a change in the traditional approach to personnel motivation in Russian organizations, the main among which are: the adherence of Russian companies to traditional methods of incentives and other organization management technologies, as well as the economic situation in the country and the resulting needs of workers in Russia. The characteristics of the main foreign models of motivation, including Japanese, American, French, English, German and Swedish models, are given. The comparison of these models with the Russian ones is carried out and the prospects for their adaptation and use in the Russian practice of personnel motivation and incentives are substantiated.
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Endovitskaya, E. B. "Divergent approach in process-oriented HR controlling." Proceedings of the Voronezh State University of Engineering Technologies 83, no. 1 (June 3, 2021): 360–66. http://dx.doi.org/10.20914/2310-1202-2021-1-360-366.
Повний текст джерелаАнотація:
Currently, new and updated tools for controlling personnel as specific methods of personnel management are being used with varying degrees of success. The subject of the research is the essential aspects and content features of management relations that develop during the formation and development of controlling personnel of processing organizations. The purpose of the research is to provide theoretical justification and instrumental support for the processes of personnel controlling based on the use of the advantages of the divergent approach for the full use of the creative component of management decisions. The methodological basis of the research is the methods that reveal the logic of the presentation: General scientific – dialectics (deductive, inductive), system; private scientific – historical, matrix, comparison. The scientific novelty of the research consists in the development of provisions aimed at substantiating the conditions that contribute to the formation of divergent thinking in solving managerial control tasks of the organization with the tools of personnel controlling. In contrast to the existing functional approaches, it is recommended to apply a process-oriented approach to personnel control, which contributes to the implementation of synergy and emergence in the course of displaying the creativity of human capital to ensure the competitiveness of a developing processing organization.
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Břečková, Pavla, and Karel Havlíček. "Leaders Management and Personnel Controlling in SMEs." EUROPEAN RESEARCH STUDIES JOURNAL XVI, Issue 4 (November 1, 2013): 3–14. http://dx.doi.org/10.35808/ersj/399.
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Dashuk, Svetlana Anatolyevna, and Alexander Ivanovich Kuznetsov. "Value and motivation orientations nurses." Medsestra (Nurse), no. 12 (December 1, 2021): 44–56. http://dx.doi.org/10.33920/med-05-2112-04.
Повний текст джерелаАнотація:
The aim of the study is to determine the value-motivational orientations of nurses. Results. Assessment of the effectiveness of nursing staff motivation management includes two types of assessment: assessment of economic efficiency (productivity, cost, profitability, quality of personnel labor) and assessment of social performance (commitment of personnel to their company, attitude of employees to work with high returns in its interests, degree of satisfaction basic needs of workers). Conclusion. Nowadays, social efficiency, the commitment of nurses to the organization in which they work, is of particular importance. The proposed means of motivation will support the socio-psychological climate in the team and increase the commitment of employees to the organization.
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Maglinte Sr., B., and G. Gempes. "THE MODERATING EFFECT OF SELF - REGULATION ON THE RELATIONSHIP BETWEEN PUBLIC SERVICE MOTIVATION AND WELL - BEING OF PHILIPPINE NATIONAL POLICE PERSONNEL." International Journal of Advanced Research 9, no. 4 (April 30, 2021): 837–42. http://dx.doi.org/10.21474/ijar01/12772.
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The purpose of this study was to determine the moderating effect of self-regulation on the relationship between public service motivation and well-being of Philippine National Police Personnel among the three major cities in DavaoProvince situated at Region XI. A validated questionnaire was used in gathering the data from the 400 police personnel in the region. Correlational research design was employed using hierarchical regression and modgraph. The result of this study revealed that self-regulation has no significant moderating effect on the relationship between public service motivation and well-being of police personnel involved in this study. Police personnel who have higher and lower level of self-regulation demonstrated the same degree of well-being as being influenced by public service motivation. Although the significant moderating effect of self-regulation on the relationship between public service motivation and well-being was not proven, result revealed that separately public service motivation and self-regulation are important contributors to well-being.
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Bokovets, Victoria, Oksana Kulhanik, and V. Apostolova. "PERSONNEL MOTIVATION AS AN IMPORTANT TOOL FOR EFFICIENT ENTERPRISES." HERALD OF KHMELNYTSKYI NATIONAL UNIVERSITY 298, no. 5 Part 1 (October 4, 2021): 294–97. http://dx.doi.org/10.31891/2307-5740-2021-298-5(1)-51.
Повний текст джерелаАнотація:
The article examines the issues of increasing the efficiency of motivation of enterprise personnel. The definition of the essence of the concept of “motivational mechanism in personnel management of the enterprise” is specified, the categories of material and intangible incentives are considered.The thesis is substantiated that the complex application by employers of methods of direct and indirect motivation allows to keep the staff and increase the efficiency of labor activity, helps to increase the inclusion of employees in the labor process. The priority types of material and intangible incentives for employees are summarized. Priority directions of the motivational mechanism which will allow to increase efficiency of system of management of the personnel of the enterprise and to improve the organization of social and labor relations between workers and employers are developed. In modern conditions, human resources are one of the most important elements in the enterprise. For the successful operation of any production and any company, regardless of the services it provides and the goods it produces, you need an efficient work team. The purpose of the article is to determine the directions of the system of motivation of personnel of domestic enterprises. The following general and special methods were used in the research process: abstract-logical and structural-logical analysis – for theoretical generalizations and clarification of the concepts of “personnel management”, “personnel evaluation”, statistical analysis method for analysis and iden-tification of main trends and management system staff; graphical method – to illustrate the results of the study. The article considers the theoretical foundations of staff motivation, summarizes the existing types and methods of motivation. Motivation is one of the most important elements of the personnel management system, because it is through motivation that the company’s management manages to influence employees.
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Minakov, Andrey, and Aleksandr Suglobov. "IMPROVING STAFF MOTIVATION IN THE CATERING SECTOR." Russian Journal of Management 9, no. 3 (December 11, 2021): 71–75. http://dx.doi.org/10.29039/2409-6024-2021-9-3-71-75.
Повний текст джерелаАнотація:
The purpose of the article is to identify areas for improving staff motivation in the field of public catering. Achievement of this goal involves the solution of the following tasks: to carry out a theoretical analysis of existing methodological approaches to understanding staff motivation in the field of public catering; to study the systems of motivation of personnel working in the field of public catering on the example of several restaurants in Moscow; identify motivation problems and develop directions for improving the motivation of personnel working in the field of public catering. The relevance of the topic of the article is due to the fact that at present the overall success of a public catering enterprise largely depends on how effectively each individual employee works. To achieve high performance indicators of personnel, it is necessary to create the necessary conditions that form labor motivation, maximally conducive to high labor achievements. The personnel, satisfied with the working conditions, the level of remuneration, the psychological environment at work, is the main component of the success of the catering enterprise, which can greatly increase its efficiency. The practical significance of the article lies in the study of modern aspects of labor motivation and the development of directions for improving staff motivation in the field of public catering.
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Gaponenko, O., M. Mashchenko, O. Klimenko, N. Stepanenko, and O. Sergienko. "MANAGEMENT OF THE PRODUCTION RESOURCES OF ENTERPRISE BASED ON FINANCIAL MOTIVATION OF THE PERSONNEL: THEORETICAL ASPECT." Financial and credit activity: problems of theory and practice 1, no. 36 (February 17, 2021): 421–29. http://dx.doi.org/10.18371/fcaptp.v1i36.228066.
Повний текст джерелаАнотація:
The article deals with theoretical and organizational aspects of the management justification on the basis of the effective financial motivation of the personnel in the context of its influence to use the production resources of the enterprise. To determine the studied object, the influence of the financial motivation of the personnel, the content of the category «effectiveness of financial motivation» is disclosed; the methods of the financial motivation are characterized; the types of the production resources of the enterprise are presented. Generalization of the provisions makes it possible to characterize the effectiveness of the financial motivation of the staff in two main areas: providing salaries and other bonuses in accordance with the quantity and quality of the labor results as well as the labor cost in the labor market; enhancing the employer’s growth: the labor productivity as well as the absolute indicators of income, profit on 1 UAH of salary (salary-making).
The theoretical approach to manage production resources is developed on the basis of the financial motivation of the personnel. This approach provides the implementation of three stages:
The first stage is the analysis of the state of efficiency of the financial motivation of the personnel. It provides the implementation of: definition of state financial efficiency of personnel motivation and problem statement; formulation of the purposes of the financial motivation of the personnel in terms of impact on the use of production resources of the enterprise.
The second stage is the development of decisions to the growing influence of financial motivation of staff on the use of production resources. It involves the implementation of: defining a set of restrictions; generalization of relevant decisions. The third stage is decision-making and implementation. It provides the implementation of: development of decision selection criteria; selection and implementation of the relevant solution.
The proposed analytical justification for making appropriate decisions takes into account organizational, informational and technological aspects and involves the use of appropriate decision-making methods to select the optimal option for influencing the use of production resources.