Теоретичні підходи до проблеми мотивації праці, як фактору підвищення ефективності використання трудових ресурсів

Abstract

Ульянченко А.В.. Бухало Е.В., Теоретические подходы к проблеме мотивации труда, как фактор повышения эффективности использования трудовых ресурсов. В статье исследованы теоретические подходы к проблеме мотивации труда, как фактора повышения эффективности использования трудовых ресурсов. Приведены определения мотивации труда. Показано, что действующая в настоящее время в практике деятельности предприятий система мотивации имеет ряд существенных недостатков. Определены методы нематериальной мотивации персонала. Акцентировано, что взаимосвязь мотивации труда и эффективности использования трудовых ресурсов осуществляется с помощью управления. В то же время эффективность использования трудовыми ресурсами достигается только в том случае, если работники заинтересованы в конечном результате выполняемой работы.

Ulyanchenko O.V., Bukhalo O.V. Theoretical approaches to the problem of labor motivation as a factor in increasing the efficiency of the use of labor resources. The concept of increase labor efficiency and its motivation in theory, and in practice are closely linked. Motivation of work in the modern period is one of the most important factors, the skillful use of which can help solve the whole complex socio-economic problems. In the article investigates theoretical approaches to the problem of work motivation as a factor in improving the efficiency of labor resources. The definition of labor motivation as an objective economic category, which represents a special type of economic relations that arise in order to encourage participants in the production process to a certain labor behavior by activating a set of internal and external driving forces. In this case, there is a mutual influence of one motivational element on another, a qualitative change of one of which contributes to the transformation of all others. It is established that the motivation of work can not be effective without the use of modern forms and methods of material incentives for staff. It is shown that the current system of motivation in the practice of enterprises has a number of significant shortcomings. Methods of intangible staff motivation are determined. It is emphasized that the management of the motivational process in any enterprise is a two-way process that depends on the actions of those who implement motivational technologies, as well as on the reaction and appropriate behavior of those to whom these technologies are aimed. Employees, no doubt, are not a simple object of the motivational process. The staff of the enterprise is both the object and the subject of the motivational process. The effectiveness of the motivational process is largely determined by the social and labor relations that have developed at the enterprise. One of the regulatory mechanisms of social and labor relations is social partnership. It is emphasized that the relationship between work motivation and efficiency of labor resources is carried out through management. Efficiency of labor resources is achieved only if employees are interested in the end result of the work performed.