Uman NUH | today: 12/22/2024
| Author(s) | Цімоха Р. Р., , , | ||
|---|---|---|---|
| Category | Economics | ||
| year | 2022 | issue | Issue number 100. Part 2 |
| pages | 370-382 | index UDK | 333.101.3:330.34:658.3 | DOI | 10.31395/2415-8240-2022-100-2-370-382 (Link) |
| Abstract | Introduction. An important component of managing the labor potential of the enterprise is the choice of the optimal incentive system that will balance the cost of labor and its end results, as well as personal motivation of the employee and the purpose of the enterprise. Methods. Analysis, evaluation, forecasting. Results. Manager should offer as a motivational incentive what is valuable to the employee from his point of view, and so that it corresponds to what the employee considers acceptable to himself. For example, if you offer a higher salary to an employee just because you would like to be offered a higher salary, it would not be a wise decision if money does not rank high according to that employee's value scale. At best, it will not impress him, at worst – will make you get rid of your proposed new task. To succeed in motivation, you should set aside your own scale of values and offer employees incentives that reflect their own needs. Therefore, the first step in the chosen direction should be to diagnose the level of satisfaction of motivational needs of employees. To solve this problem, it is proposed to use, on the one hand, the 12-factor model of motivation of Richie – P. Martin, on the other hand, the qualimetric model of the degree of realization of these factors in the enterprise. Conclusions. The first step in this direction should be to diagnose the level of satisfaction of motivational needs of employees. To solve this problem, we propose to use, firstly, the 12-factor model of motivation of Richie - P. Martin, and secondly, the qualimetric model of the degree of implementation of these factors in the organization by identifying the motivational needs of employees for these 12 factors. Qualimetric factor-criterion models allow to concentrate the opinions of experts and give them a clear size, which characterizes nothing more than the level of moral development of the employee in comparison with the necessary (normal or ideal). In general, characterizing the qualimetric approach to the assessment of business and professional qualities of specialists, we can note the deep meaning of the assessment of these qualities by the results of work in performing specific work. | ||
| Key words | labor costs, amount of payment, budget, motivational incentive, factors | ||