Introduction 3

1 Work behavior, work morale and work activity 5

2 Labor motivation and stimulation of work activity 14

3 Labor movements of workers as a manifestation of their behavior

in the world of work 19

Conclusion 22

Introduction

Any labor process presupposes the presence of an object of labor, a means of labor and labor itself as an activity to impart to the object of labor the properties necessary for a person.

Objects of labor are everything that labor is aimed at, that undergoes changes to acquire useful properties and thereby satisfy human needs.

Means of labor are what a person uses to influence objects of labor. These include machines, mechanisms, tools, devices and other tools, as well as buildings and structures that create the necessary conditions for the effective use of these tools.

The means of production are a set of means of labor and objects of labor.

Technology is a way of influencing objects of labor, the order of using tools.

As a result of the completion of the labor process, labor products are formed - the substance of nature, objects or other objects that have the necessary properties and are adapted to human needs.

The labor process is a complex, multidimensional phenomenon. The main forms of labor manifestation are:

Cost of human energy. This is the psychophysiological side of work activity, expressed in the expenditure of energy from muscles, brain, nerves, and sensory organs. A person’s energy expenditure is determined by the degree of severity of work and the level of neuropsychological tension; they form conditions such as exhaustion and tiredness. A person’s performance, health and development depend on the level of human energy expenditure.

The interaction of a worker with the means of production - objects and means of labor. This is the organizational and technological aspect of work activity. It is determined by the level of technical equipment of labor, the degree of its mechanization and automation, the perfection of technology, the organization of the workplace, the qualifications of the worker, his experience, the techniques and methods of work he uses, etc. Organizational and technological parameters of activity impose requirements for the special training of workers and their qualification level.

The production interaction of workers with each other both horizontally (the relationship of participation in a single labor process) and vertically (the relationship between a manager and a subordinate) determines the organizational and economic side of labor activity. It depends on the level of division and cooperation of labor, on the form of labor organization - individual or collective, on the number of employees, on the organizational and legal form of the enterprise (institution).

Problems of labor activity are the object of study in many scientific disciplines: physiology and psychology of work, labor statistics, labor law, etc.

1 Work behavior, work morale and work activity

Studying the problem of social development is impossible without studying the social essence of labor and the attitude towards it, since everything that is necessary for the life and development of people is created by labor. Labor is the basis for the functioning and development of any human society, a condition of human existence independent of any social forms, an eternal, natural necessity; without it, human life itself would not be possible.

Labor is, first of all, a process taking place between man and nature, a process in which man, through his own activity, mediates, regulates and controls the exchange of substances between himself and nature. It is also necessary to take into account that a person, influencing nature, using and changing it in order to create use values ​​necessary to satisfy his material and spiritual needs, not only creates material (food, clothing, housing) and spiritual benefits (art, literature, science ), but also changes its own nature. He develops his abilities and talents, develops the necessary social qualities, and shapes himself as a person.

Labor is the root cause of human development. Man owes labor to the division of functions between the upper and lower limbs, the development of speech, the gradual transformation of the animal brain into a developed human brain, and the improvement of the senses. In the process of labor, a person’s circle of perceptions and ideas expanded, his labor actions gradually began to be of a conscious nature.

Thus, the concept of “labor” is not only an economic, but also a sociological category, which is of decisive importance in characterizing society as a whole and its individual individuals.

When performing labor functions, people interact, enter into relationships with each other, and it is labor that is the primary category that contains all the diversity of specific social phenomena and relationships.

Social labor is the common basis, the source of all social phenomena. It changes the position of various groups of workers, their social qualities, which reveals the essence of labor as a basic social process. The social essence of labor is most fully revealed in the categories of “nature of labor” and “content of labor” (Fig. 1).

The nature of labor reflects mainly its social essence, according to which labor is always social. However, social labor consists of the labor of individuals, and in different socio-economic formations the connection between individual and social labor is different, which determines the nature of labor. It expresses the socio-economic way of connecting workers with the means of labor, i.e. the process of interaction between a person and society and depends on who the person works for. The nature of labor is determined by the characteristics of production relations in which labor is performed and expresses the degree of their development. It reflects the socio-economic position of workers in social production, the relationship between the labor of the entire society and the labor of each individual worker. But social forms of labor are determined by the type of production relations and are different in different social formations. For a more complete understanding of the social essence of labor, it is necessary to consider the change in its nature as social formations change.

Indicators of the nature of labor include the form of ownership, the attitude of workers to the means of production and their labor, distribution relations, the degree of social differences in the labor process, etc.

In the process of work, people interact, forming social relationships. The most important are the relationships of man to man and the relationship of man to work. They are one of the defining features of the nature of work. At the same time, a person is not a passive bearer of these relationships. Realizing these relationships in the process of purposeful activity, he not only transforms and appropriates “the substance of nature in a form suitable for his own life,” but also changes social relations, “changes his own nature,” his physical and spiritual abilities, his essential powers. If a person’s interaction with the means of production forms his professional abilities and skills, then his attitude to work and attitude towards each other are certain social qualities.

Professional abilities and skills, combined with the physical capabilities of workers, form the main driving force of production. However, the result of work activity depends not only on the level of development of professional skills and physical capabilities, but also, first of all, on how a person relates to work.

The attitude towards work cannot be positive, negative and indifferent (indifferent, neutral). It has a huge impact on the development of productive forces and the entire system of production relations in society.

The essence of the attitude towards work lies in the realization of one or another employee’s labor potential under the influence of perceived needs and formed interest.

The attitude towards work is characterized by the desire (or lack of desire) of a person to maximize his physical and spiritual strength, to use his experience and knowledge, and the ability to achieve certain quantitative and qualitative results of work. It manifests itself in behavior, motivation and evaluation of work.

Labor behavior is external, motivation and evaluation are an internal manifestation of attitude towards work. An employee’s work behavior is characterized by his social activity.

Social activity is a measure of the social transformative activity of workers, based on awareness of the internal necessity of actions, the goals of which are determined by social needs. It appears in social activity, and according to its three forms, three main types of social activity are distinguished: labor, socio-political and cognitive-creative.

Labor activity is the main, defining type of social activity. It is expressed in the involvement of the employee in social production and the constant growth of labor productivity, the degree to which he realizes his physical and mental capabilities, knowledge, skills, and abilities when performing a specific type of work activity. The level of labor activity is characterized by the achieved results in fulfilling established production tasks (standards), improving product quality, combining professions and functions on one’s own initiative, switching to multi-machine services in accordance with industry and inter-industry standards, mastering second and related professions, improving the use of labor tools (equipment, raw materials, materials), reducing the time required for the development of new types of products and equipment, providing assistance to fellow workers, maintaining and strengthening labor discipline, etc.

Socio-political activity is expressed in increased participation in socio-political activities and in the management of production affairs. This is participation in the discussion of national resolutions, in elected bodies, in the work of public organizations, meetings, carrying out public assignments, etc.

Cognitive - creative activity is manifested in increasing the general educational and qualification level, the formation of an inquisitive, searching personality, affirming creativity in all spheres of society. This is a constant search for new formulations of problems, solutions, active variation of functions, mastery of advanced techniques and methods of work, introduction of new, progressive, previously unused elements into the labor process, participation in rationalization and invention, making proposals for improving production and labor, the practical implementation of which contributes to increasing the efficiency of the entire team.

Social creativity is the most mature form of social activity, the highest form of social activity, a creative process aimed at transforming existing and creating qualitatively new forms of social relations and social reality. It involves the mobilization of all intellectual, spiritual and physical forces, allows the individual to fully reveal his abilities, direct energy to achieve the interests of society and the collective.

An interested and proactive, conscientious and creative attitude to work acquires special significance in the context of the worldwide activation of the human factor, which is the decisive force of social progress. In this regard, it is important to combine initiative with diligence, initiative with discipline, creativity with traditions, pace and volume with the quality of the created product, the strength of internal motivations taking into account real possibilities.

Motivation is the determining factor in the formation of attitudes towards work. Labor behavior is an effective process, a derivative of motivation. Motivation is expressed in work motives and attitudes that guide the employee in his work behavior.

Labor evaluation is the internal state of an employee caused by his work activity, his satisfaction with the surrounding production environment (conditions, payment and rationing of work, its content).

The assessment of work activity and its results depends on the correspondence between the motives, attitudes, demands made by employees for work, and the work activity itself, the specific production environment.

The purpose of studying attitudes towards work is to identify the mechanism of its formation and management. The most significant points in this regard are the study of the factors that shape the attitude towards work and the identification of the degree of its impact on the employee’s performance indicators.

A person’s behavior at work and the formation of his attitude towards work are influenced by many factors. They stimulate or restrain an increase in labor effort, the use by workers of their knowledge and experience, mental and physical abilities.

Characteristics of the attitude towards labor should be given both from the side of labor (object) and from the side of the worker (subject) in the form of his direct participation in the system of social production, his consciousness, understanding, assessment of his labor participation (contribution) to social production. Therefore, all factors in the formation of attitudes towards work can be divided into objective conditions and circumstances that form the prerequisites for his activity, independent of the subject, related to the characteristics of the production and non-production environment, and subjective, related to the reflection of external conditions in the consciousness and psyche of the worker, with his individual characteristics.

Objective characteristics of work, although external to a person, they influence a person and are evaluated by him. A person develops a certain internal position in relation to work as a type of activity.

Objective factors act as incentives, external incentives for work activity, which have the same effect in relation to any type of work and any personality type; subjective - motives, internal motivators of a particular person.

Objective factors can be general and specific.

General include socio-economic and other social conditions of work. For example, the nature of the productive forces that act through public relations and determine the attitude of people towards participation in labor that is typical for a given social system. Thus, in the conditions of primitive society, labor was not a burden for humans; it was perceived as a normal, natural form of human life. Hard work has long been the norm of people's morality. Hard work as an activity driven by internal motives is especially evident when personal and public interests are consciously combined and the social motives of an individual’s work activity become determining.

The formation of attitudes towards work, along with objective general social factors that create only the prerequisites for the formation of a certain attitude towards work, is influenced by objective specific as well as subjective factors. Specific factors serve as conditions for the implementation of the prerequisites for the formation of attitudes towards the profession and work as a specific type of labor, created by general social factors.

Specific factors are the circumstances and conditions of a specific work activity: the content of work, its production conditions, organization and payment, the socio-psychological climate of the team, the system of family and school education, the media and propaganda, independence of activity and the degree of participation in management.

The content of the work performed is of particular importance. Prestigious, highly qualified, innovative work, with a large share of creative elements, creates the preconditions for treating it as the highest value.

The attitude towards work is directly influenced by the smooth functioning of the economic mechanism and the organization of work. People's attitude towards work largely depends on their work and living comfort. Each person, as a person who feels, discusses, compares, wants his working and living conditions to correspond to his ideas, ideals, professional training, physical and mental capabilities, and socio-psychological characteristics. And depending on how he succeeds, his work activity develops.

In the same team, in the same areas of production, people have different attitudes to work: some work proactively, highly productively, with full dedication of their strength and abilities, others work lazily, allow losses of working time, do not comply with production requirements, violate labor discipline. Therefore, subjective factors have a great influence on the formation of a person’s attitude towards work: previous experience, general and professional culture, psychological, demographic and socially determined characteristics of a person: his gender, age, education, work experience, abilities, inclinations, degree of consciousness of the social significance of the activity , the need for it and especially value orientations.

The attitude towards work in specific production conditions can be judged by objective and subjective indicators. The objective ones, which embody the attitude towards work, include:

Execution of production tasks,

Quality of work,

Initiative,

Independence, participation in innovation and invention,

Discipline.

It should be noted that the listed indicators themselves do not sufficiently reflect this or that attitude towards work. Often, conscientious, conscientious workers have low production indicators due to poor health, insufficient qualifications, etc. Production indicators largely depend on the physical endurance, work experience of the employee, his gender, age and talent, i.e. from factors related not to his subjective attitude to work, but to production, qualification and psychological potential. Therefore, for a more complete description of attitudes towards work, one should take into account the value orientations of the individual, the structure and hierarchy of motives for work activity, the degree of employee satisfaction with work, which constitute subjective indicators of attitude towards work.

The most important of the subjective indicators is the indicator of job satisfaction, which reflects the degree to which the work meets the requirements that the employee places on them. Job satisfaction is formed under the influence of the actual production situation, attitudes and motives of the employee. If an employee is satisfied with his job, then his needs and interests are largely fulfilled. The less meaningful the work and the more developed the employee’s needs and interests, the lower his job satisfaction will be. Based on the state of objective and subjective indicators of attitude towards work, one can judge the extent to which work has become the first vital need, a value for each member of the team, whether it serves as a means of self-expression, self-affirmation, or only a means of satisfying his material needs.

2 Work motivation and stimulation of work activity

The motivation of personnel in any society and economic system is essential and predetermines the economy in the society and the level of its well-being.

Motivation is the process of creating a system of conditions or motives that influence human behavior, directing it in the direction necessary for the organization, regulating its intensity, boundaries, encouraging conscientiousness, perseverance, and diligence in achieving goals.

Motives, being a personal motivation for activity, are closely related to the environment of life. It contains the entire set of potentially possible incentives. A person's individuality appears in the choice of stimuli.

Motives are understood as the reasons for a person’s behavior, as a result of which he acts and acts this way and not otherwise. Therefore, motives are considered as the reasons that determine the choice and direction of behavior. Human activity is prompted, as a rule, not by one, but by many motives, so they can be in different relationships with each other. The basis of this or that action may be a struggle of actions, motives may strengthen or weaken each other, among them the main or leading motive may stand out, subordinating others.

Motives can be internal and external; the latter are caused by a person’s desire to possess some objects that do not belong to him or, conversely, to avoid such possession. Internal motives are associated with obtaining satisfaction from an object that a person already has, which he wants to preserve, or the inconvenience that owning it brings, and therefore the desire to get rid of it. Motives are formed if:

Society has at its disposal the necessary set of goods that correspond to socially determined human needs;

To obtain these benefits, human labor is necessary;

Labor activity allows the employee to obtain these benefits with less material and moral costs than any other type of activity.

The main objectives of motivation are:

Recognition of the work of employees who have achieved significant results in order to further stimulate their creative activity;

Demonstration of the company's attitude to high labor results;

Popularization of the work results of employees who have received recognition;

Application of various forms of recognition;

Raising morale through an appropriate form of recognition;

Ensuring the process of increasing labor activity, which is the goal of management.

The essence of effective motivation lies in the creation of criterion conditions that are designed to comprehensively regulate labor relations, presented in the form of basic theories of motivation.

A number of domestic and foreign researchers consider modern theories of motivation, dividing them into two groups: substantive and procedural.

Maslow's theory of needs;

Alderfer's theory of existence, connection and growth;

McClelland's theory of acquired needs;

Herzberg's two factor theory.

Maslow is one of the major scientists in the field of motivation and psychology. His theory of personnel motivation includes the following main ideas:

Unmet needs motivate action;

If one need is satisfied, then another takes its place;

The needs that are closer to the base of the “pyramid” require priority satisfaction.

According to Maslow's theory, there are five groups of needs:

Physiological needs;

Need for security;

The need to belong to a social group;

The need for recognition and respect;

The need for self-expression.

This theory of needs shows how certain needs can affect a person’s motivation and activity, how to provide a person with the opportunity to realize and satisfy his needs

Alderfer believes that human needs can be grouped into separate groups. He believes that there are three such groups:

Existence needs;

Communication needs;

Growth needs.

McClelland's theory is associated with the study and description of the influence of needs on human behavior:

Need for achievement;

The need for participation;

The need to rule.

Of the three theories of needs under consideration, the most important for a manager’s success is the developed need for power.

This theory is represented by two factors: working conditions and motivating factors.

Working conditions factors:

Company policy;

Working conditions;

Wage;

Interpersonal relationships in a team;

The degree of direct control over the work.

Motivating factors:

Career advancement;

Recognition and approval of work results;

High degree of responsibility;

Opportunities for creative and business growth.

Working conditions factors are related to the environment in which work is carried out, and motivation factors are related to the very nature and essence of the work.

Process theories of motivation not only define needs, but are also a function of a person's perceptions and expectations associated with a given situation and the possible consequences of the chosen type of behavior.

There are three main process theories of motivation:

Vroom's Expectancy Theory:

Adams' theory of justice;

Porter-Lawler model of motivation.

Expectancy theory is based on the fact that active need is not the only necessary condition for motivating a person to achieve a certain goal. A person must hope that the type of behavior he chooses will lead to satisfaction or acquisition of what he wants. Employees will be able to achieve the level of performance required to receive valuable rewards if their level of authority and professional skills are sufficient to complete the task.

Equity theory states that people subjectively determine the ratio of reward received to effort expended and then relate it to the rewards of other people doing similar work.

The main conclusion of the theory is that until people begin to believe that they are receiving fair compensation, they will reduce the intensity of work.

L. Porter and E. Lawler developed a comprehensive process theory of motivation, including elements of expectancy theory and equity theory.

In their work, five variables appear: effort expended, perception, results obtained, reward, degree of satisfaction. According to the theory, the results achieved depend on the employee's efforts, abilities and character, and their creation of their role. The level of effort exerted will be determined by the value of the reward and the degree of confidence that a given level of effort will actually entail a well-defined level of reward. The theory establishes a relationship between reward and results, i.e. a person satisfies his needs through rewards for achieved results.

The conclusion of the Porter-Lawler model is that productive work leads to the satisfaction of needs.

The theories presented above allow us to conclude that there is no canonized teaching that explains what underlies human motivation and how motivation is determined.

Each of the theories has something special, distinctive, which has given it the opportunity to gain widespread recognition among theorists and practitioners and make a significant contribution to the development of knowledge about motivation. Despite the fundamental differences, all theories have something in common that allows us to establish certain parallels between them. A characteristic feature of all theories is that they study needs and provide their classification, which allows one to draw conclusions about the mechanism of human motivation.

3 Labor movements of workers as a manifestation of their behavior in the world of work

Transfer is a change in the labor function of the employee and (or) the structural unit in which he works (if it was specified in the employment contract) while continuing to work for the same employer, as well as transfer to work in another location together with the employer.

The following types of translation are distinguished:

Permanent transfer to another job (Article 72, 72.1 of the Labor Code of the Russian Federation);

Temporary transfer by agreement of the parties (Part 1 of Article 72.2 of the Labor Code of the Russian Federation);

Temporary transfer to replace an absent employee (Part 1 of Article 72.2 of the Labor Code of the Russian Federation);

Temporary transfer at the initiative of the employer (Parts 2, 3 of Article 72.2 of the Labor Code of the Russian Federation);

Translation in accordance with a medical report (Article 73 of the Labor Code of the Russian Federation);

Transfer to another location together with the employer (Part 1 of Article 72.1 of the Labor Code of the Russian Federation).

The labor function, as well as the place of work, are essential terms of the employment contract. Therefore, transfer to another job is permitted only with the written consent of the employee. The exceptions are: emergency situations and downtime (parts 2, 3 of article 72.2 of the Labor Code of the Russian Federation).

The rules on the specifics of regulating the labor of certain categories of workers also provide for other transfer options. Thus, according to Article 254 of the Labor Code, pregnant women, in accordance with a medical report, are temporarily transferred to another job that excludes exposure to adverse production factors, while maintaining earnings from their previous job.

Relocation differs from transfer in that it does not entail a change in job function and therefore does not require the employee’s consent.

The movement of an employee without his consent is permitted only insofar as the employee continues to perform the work (labor function) stipulated by the employment contract and no terms of the employment contract established by agreement of the parties are changed. This circumstance was also pointed out by the Constitutional Court of the Russian Federation in its ruling dated June 19, 2007 No. 475-О-О. Despite the fact that his conclusions relate to the norm of Article 72.1 of the Labor Code as amended in force before the entry into force of Federal Law No. 90-FZ of June 30, 2006, they can be taken into account in relation to the current version of the Labor Code. This is due to the fact that the content of the relationship between the parties to the employment contract did not undergo significant changes during the transfer.

Please note that the documents that are drawn up during the transfer are not drawn up when the employee moves. In addition, the relocation of an employee does not entail the obligation of the employer to make appropriate entries in the work book.

Labor mobility of workers is usually defined as the process of their movement to new jobs. The ability to move like this determines the potential for labor mobility. In our opinion, it is he who determines the economic and psychological status of the employee in his relationship with the employer. The very feeling of being able to change jobs makes a person more independent and secure, while the lack of it forces one to put up with injustice. The desire to increase the potential of one’s labor mobility encourages an individual to study, improve skills, and gain experience.

There is intra-firm and inter-firm mobility, with and without a change of profession, type of activity, place of residence (locality, region, country). Intra-company mobility is closely related to the rotation of personnel and their movement within the enterprise. The high potential of intra-company mobility increases the employee’s usefulness for the organization, but does not always contribute to the growth of his competitiveness in the labor market, while inter-company mobility allows for the realization of economic freedom to a greater extent.

In general, the potential for intercompany mobility of Russian workers is sufficient and is actively used by them. In the 90s of the last century, the coefficient of gross labor turnover, defined as the sum of the hiring and retirement rates, reached 40-50%, and in industry - 45-55%. But changing jobs will not improve a worker's position if he cannot penetrate more attractive segments of the labor market. In addition, the potential for labor mobility of the country's population is not fully in demand due to the slow pace of economic restructuring and the presence of economic and institutional barriers to the free movement of labor resources (especially interregional ones).

Labor mobility refers to a change in professional status and role, which reflects the dynamics of professional growth. The elements of labor mobility are career, professional and qualification mobility. Career mobility involves job growth or loss of certain job characteristics by an employee. Professional mobility involves the formation of certain knowledge, skills and abilities by a professional, a change in specialization or its expansion.

Mobility can be horizontal or vertical. In turn, vertical mobility can be upward or downward. In the case of vertical downward mobility, they speak of a loss of professional status; in the case of upward mobility, they speak of an increase in status, which is characterized by the individual’s high adaptability and more complete realization of his professional capabilities. Horizontal mobility reflects the movement of an individual without increasing or decreasing his status, as is the case with changing jobs but maintaining a position.

Mobility and dynamism are the most striking characteristics of an individual's adaptive abilities.

Conclusion

The country's transition to a market economy and access to the global level requires enterprises to increase production efficiency and product competitiveness based on the introduction of scientific and technological progress, effective forms of management and modern methods of personnel management.

Under these conditions, enterprise managers face a number of questions:

What should be the strategy and tactics of a modern enterprise;

How to rationally organize the financial activities of an enterprise;

How to maximize the efficiency of labor resource management, etc.

These tasks cannot be effectively implemented without creating effective incentives for work and enterprise, combined with high organization and discipline.

IN Lately There is a trend of decreasing interest and attention to labor problems, analysis of the state and prospects for the development of labor activity, although assessing the state of affairs in the sphere of labor is a necessary condition for the correct choice of direction and methods for implementing measures to improve the economy.

The labor crisis has led to deformed behavior of personnel in the production sector. The main feature of workers is that in addition to performing production functions, they are an active component of the production process. Employees can contribute to the growth of production efficiency, they can be indifferent to the results of the enterprise where they work, and they can resist innovations if they disrupt their usual rhythm of work.

In order to successfully manage personnel, it is necessary to clearly understand the basic mechanisms and patterns by which work with personnel is carried out, what you need to pay attention to, in other words, the manager needs to master modern labor resource management technologies.

Judging by the general economic crisis at domestic enterprises, the efficiency of work with personnel is insufficient. In command-administrative management, work with personnel was not given due attention. In a market economy, such an approach is not justified and is fraught with serious consequences for the enterprise.

One of the main problems of modern personnel work is the problem of effective motivation for work activity.

Work motivation is formed even before the start of professional work, in the process of socialization of the individual through his assimilation of values ​​and norms of work morality and ethics, as well as through personal participation in work within the family and school. At this time, the foundations for the attitude towards work as a value are laid, and the value system of work itself is formed, the working qualities of the individual develop: hard work, responsibility, discipline, initiative, etc., and primary labor skills are acquired.

List of sources used

1. Dvoretskaya G.V., Mokhnarylov V.P. Sociology of labor: Uch. allowance. – Kyiv: Vyshcha School, 2005. – 412 p.

2. Dikareva A. A., Mirskaya M. I. Sociology of labor: Tutorial. – M.: Higher School, 2005. – 512 p.

3. Dorin A.V. Economic sociology: Textbook - Mn.: IP "Ecoperspective", 2006. - 132 p.

4. Kadomtseva M.E. Economic sociology. - M.: Moscow State University Publishing House, 2004. – 412 p.

5. Nikiforova A.A. Labor market: Employment and unemployment. -M., 2004. – 512 p.

Introduction

1 Labor activity from the point of view of psychophysiology 5

2 Features of neurohumoral regulation of work activity 12

Conclusion 17

List of sources used 18

Introduction

Labor activity requires a person to have high mobility of nervous processes, fast and precise movements, increased activity of perception, attention, memory, thinking, and emotional stability. The study of man in the labor process is carried out by physiology and labor psychology, as well as other sciences, such as engineering psychology, ergonomics, technical aesthetics, etc.

Occupational physiology is a section of occupational hygiene devoted to the study of changes in the functional state of the human body under the influence of production activities and the development of recommendations for organizing the labor process.

Various forms of labor activity are conventionally divided into physical and mental labor. The generally accepted physiological classification of work activity includes the following forms:

Forms of labor that require significant muscle activity, with energy costs from 17-25 MJ/day, 4000-6000 kcal/day and above. This is socially ineffective work, with low productivity, requiring up to 50% of working time to rest.

Group forms of labor - a conveyor with the division of the process into operations, a given rhythm, a strict sequence of operations, with the supply of parts to the workplace. Monotony is the main negative feature of assembly line work, leading to premature fatigue and nervous exhaustion. The reason is the predominance of the inhibition process in the cortical activity of the brain.

Mechanized forms of labor with energy costs of 12.5-17 MJ/day (3000-4000 kcal/day) are associated with a decrease in muscle activity, the involvement of small muscles of the limbs in the work, and are characterized by the monotony of local actions, a small amount of perceived information, and monotony.

Forms of labor associated with the management of production processes, in which a person performs the functions of an operational management link.

Forms of intellectual work characterized by the need to process a large amount of information, mobilize memory, attention, frequency of stressful situations, insignificant energy consumption of 10-11.7 MJ/day (2400-2000 kcal/day), decreased motor activity (hypokinesis).

1 Labor activity from the point of view of psychophysiology

Fatigue is a condition accompanied by a feeling of tiredness, decreased performance, deterioration in quantitative and qualitative performance indicators.

Fatigue, in its biological essence, is a normal physiological process that performs a certain protective function in the body, protecting it from overexertion and possible damage due to this. If a person resumes work against the background of slowly developing fatigue, this leads to overwork, that is, chronic fatigue, which is not eliminated during a normal period of rest. An important indicator of the state of the body is performance, which depends on age, health, moral and material incentives. During the working day it changes, having three periods (Figure 1)

Figure 1 - Change in human performance during the working day

1 – period of working in, or getting into work, (0.5 - 1.5 hours), has low performance indicators.

2 – period of stable performance preservation (2 - 2.5 hours).

3 – period of decreased performance as a result of fatigue.

To reduce fatigue during work and increase efficiency, the following effective methods are used:

rational organization of the workplace and time;

rational work and rest regime;

industrial gymnastics;

rooms for psychophysiological relief.

To maintain a high level of performance during mental work, a number of conditions must be met. Gradual entry into work after sleep or summer rest ensures the consistent activation of physiological mechanisms that determine high level performance. It is necessary to maintain a certain rhythm of work, which promotes the development of skills and slows down the development of fatigue. Compliance with the usual consistency and systematicity in work ensures a longer preservation of the working dynamic stereotype. Proper alternation of mental work and rest, alternation of mental work with physical work prevents the development of fatigue and increases performance. High performance is maintained even with systematic exercises in mental work. A good rest not only for the eyes, but also for the brain, is closing the eyes for a few minutes, deep rhythmic breathing, moderate muscle load in pauses, and long, restful sleep.

In accordance with R.2.2 755-99, three classes of working conditions are distinguished according to indicators of the severity and intensity of work.

Optimal (easy) work. Energy consumption - up to 174 W.

Permissible work (medium difficulty). Energy consumption - from 175 to 290 W.

Harmful (hard) work. Energy consumption - over 290 W.

The physical severity of labor is the load on the body during work, requiring predominantly muscular effort and appropriate energy supply. Taking into account the type of load and the muscles being loaded, physical work is divided into static and dynamic.

Static work is associated with fixing tools and objects of labor in a stationary state, with maintaining the body or its parts in space (fixation of working posture).

There is no external muscular work, but a tense state of the muscles remains, lasting indefinitely. This leads to severe muscle fatigue, and given their insufficient blood supply, to diseases of the muscular and peripheral nervous system. An example of static work is a sentry on duty.

Dynamic work is the process of muscle contraction, leading to the movement of a load, as well as the human body itself or its parts, in space.

In this case, the body’s energy is spent both on maintaining a certain tension in the muscles and on the mechanical effect of work. Dynamic work is divided into general muscular work, performed by more than 2/3 of the muscles of the skeletal muscles, including the legs and torso (loaders, farm workers); regional muscle work, which is performed by the muscles of the shoulder girdle and upper limbs; local muscle work involving less than 1/3 of skeletal muscles.

Labor intensity is characterized by the emotional load on the body during work that requires primarily the work of the brain to receive and process information. Mental work is considered the easiest, in which there is no need to make decisions. Such working conditions are considered optimal. If the operator works and makes decisions within the framework of one instruction, then such working conditions are acceptable.

Stressful hazardous conditions of the 1st degree include work that is associated with solving problems using known algorithms. Creative activity that requires solving complex problems in the absence of an obvious solution algorithm should be classified as hard work of the 2nd degree.

Peculiarities of labor activity of women and adolescents

When using women and adolescents in production, it is necessary to take into account the anatomical and physiological characteristics of their body.

In adolescence, there is an accelerated growth of skeletal bones and muscles, especially the limbs, and at the same time - weakness of the ligamentous apparatus, faster muscle fatigue, and frequent deviations in the development of the respiratory and gastrointestinal tract.

For persons aged 16-18 years, a shortened 36-hour working week is established. The use of adolescent labor when carrying heavy loads is limited, and if the work is related specifically to the carrying of heavy loads, then the weight of the load should not exceed 4.1 kg.

The anatomical and physiological characteristics of women in some cases, in unsatisfactory production conditions, can contribute to the occurrence of gynecological diseases and affect the state of women's reproductive function. For working women, the limits for carrying and moving loads are regulated, more favorable work and rest regimes are introduced, the use of women’s labor at night is limited, and a part-time or part-time work schedule is established for them.

The maximum weight of the load lifted and moved by women, provided that this work is alternated with other types of work up to 2 times per hour, is 10 kg, and with constant lifting and moving heavy objects during the work shift - 7 kg.

Since a woman’s body is especially vulnerable during pregnancy, there is a need to transfer women for a certain period of time to work that is not associated with the danger of exposure to difficult and harmful working conditions.

The psychophysiological characteristics of certain types of work activity became an integral part of professionography - a psychological description of professions, which made it possible to make the psychological analysis of activity more objective. The improvement of methods of psychophysiological analysis of predominantly physical types of work was mainly associated with the analysis of movements and their characteristics such as speed, strength at certain time intervals, simultaneously with the parallel registration of those physiological functions that primarily ensure the performance of these works: electromyography, electrocardiography, pneumography, etc. .P. As a result, it was shown that physical work is accompanied by pronounced functional changes in autonomic functions, the degree of which reflects the severity and intensity of physical work. The data obtained served as the basis for the rationalization of work, the development of work and rest regimes, recommendations for labor safety and vocational training.

Unlike physical work, mental activity is characterized by great diversity and becomes the main one in the whole class of camera professions. The importance of psychophysiological analysis of the activities of specialist operators in control systems has been emphasized by many psychologists. Due to the fact that the content of such activity is the reception of information, its processing and decision-making, the functional changes occurring in the human body are reflected primarily not in changes in vegetative processes, but in the dynamics of changes in the characteristics of the central nervous system.

That is why, initially, psychophysiological analysis of activity was considered as a special type of operations, subordinate to the goal of activity, but having its own subgoals and located at different hierarchical levels of the psychological system of activity.

Comprehensive studies of changes in the activation-energy component of the functional system of activity according to polygraphic analysis showed that the activation component of activity is an integrative psychophysiological subsystem, which includes specific and nonspecific activation mechanisms that interact with cognitive and motivational-emotional subsystems of activity. This type of psychophysiological analysis makes it possible to determine the functional load of a particular operator and those mental operations or situations that bear a large load and responsibility for the success of the work and to which the attention of labor psychologists and engineering psychologists should be directed.

One of such situations in mental activity is a problem situation, which, according to B.F. Lomov, is “a situation that includes uncertainty, requires decision-making and arises at all levels of reflection and regulation of activity.”

The higher the degree of discrepancy between objective reality and its mental reflection, the more time the subject needs to understand and evaluate this discrepancy and solve the problem, the more emotionally he experiences when making a decision.

To analyze problems and classify them, meaningful psychological methods are usually used, and physiological methods only confirm the subjective tension when making a decision. Having identified three classes of problems based on meaningful psychological methods, Yu.Ya. Golikov and A.N. Kostin, as a quantitative method for identifying problems, analyzed the features of the EOG - intersaccadic intervals (ISI) in eye movements, considered in a number of works as objective indicators of structural units of activity, the duration of which is determined by its complexity. Using taxonomic analysis, identifying several ranges of MSI and correlating them with the content of problems allowed the authors to give a quantitative assessment of problems of different classes, determine the psychological structure of the activity, its subjective complexity, the degree of mastery of this activity by a specific subject and increase the reliability of the activity. This study once again showed how important a reasonable choice of physiological parameters is for the psychophysiological analysis of activity.

2 Features of neurohumoral regulation of labor activity

Neurohumoral regulation (Greek neuron nerve + Latin humor fluid) is the regulating and coordinating influence of the nervous system and biologically active substances contained in the blood, lymph and tissue fluid on the vital processes of the human and animal body. Numerous specific and nonspecific metabolic products (metabolites) are involved in the neurohumoral regulation of functions. Neurohumoral regulation is important for maintaining the relative constancy of the composition and properties of the internal environment of the body, as well as for adapting the body to changing living conditions. Interacting with the somatic (animal) nervous system and the endocrine system, the neurohumoral regulatory function ensures the maintenance of constancy of homeostasis and adaptation to changing environmental conditions.

For a long time, nervous regulation was actively opposed to humoral regulation. Modern physiology has completely rejected the opposition of individual types of regulation (for example, reflex - humoral-hormonal or other). At the early stages of the evolutionary development of animals, the nervous system was in its infancy. Communication between individual cells or organs in such organisms was carried out using various chemicals secreted by working cells or organs (i.e., it was humoral in nature). As the nervous system improved, humoral regulation gradually came under the controlling influence of a more advanced nervous system. At the same time, many transmitters of nervous excitation (acetylcholine, norepinephrine, gemma-aminobutyric acid, serotonin, etc.), having fulfilled their main role - the role of mediators and having avoided enzymatic inactivation or reuptake by nerve endings, enter the blood, carrying out distant (non-mediator) action. In this case, biologically active substances penetrate through histohematic barriers into organs and tissues, direct and regulate their vital functions.

In a person for whom the social environment serves as a decisive factor determining the nature of higher nervous activity, education is extremely important in the formation of the type of nervous system.

A healthy nervous system in an alert state is characterized by a normal interaction (balance) between the processes of excitation and inhibition, which ensures the correct ratio of the magnitude of responses to the meaning and physiological strength of the stimuli. But in some cases, when the body finds itself in difficult conditions (for example, when overworked, ill, or solving important or especially difficult tasks), the balance between excitation and inhibition is disrupted and phase states arise in the nervous system. Signs of the development of these states are instability of the structure and violation of the law of force in conditioned reflex reactions.

The law of force is that the body's reactions to stimuli of average magnitude are greater than to weak stimuli, and reactions to strong ones are greater than to average ones. For example, the reaction to a weak light stimulus is the smallest, to a medium one – slightly larger, and to a strong one – the largest. This difference in response to different physical intensities of stimuli, often observed in experiments on fatty individuals, does not always occur in human practice. In humans, the intensity of the response is mainly related to the semantic meaning of the stimuli, especially for verbal signals. A quietly spoken word, for example about danger, has much greater meaning than a loudly spoken indifferent phrase. Therefore, in human relationships, the physical strength of the stimulus only in some cases corresponds to the intensity of the response. Much more often these responses, i.e., the manifestation of the law of force, are determined by the semantic significance of the stimuli. Violation of the law of force in conditioned reflex reactions proceeds according to the type of parabiosis of N. E. Vvedensky and manifests itself in the occurrence of phase states.

The first phase is equalizing. It is characterized by the fact that strong, medium and weak stimuli cause reactions of the same magnitude.

The second phase is paradoxical: weak conditioned signals exceed strong ones in magnitude of the reaction.

The third phase is ultraparadoxical: in the absence of conditioned reactions to positive signals, a positive effect on inhibitory stimuli develops.

The fourth phase is inhibitory. It is characterized by complete inhibition of conditioned reflex reactions.

Relatively recently, a narcotic phase has been described, characterized by a uniform decrease in the magnitude of conditioned reflex responses to weak and strong stimuli until they disappear completely.

A clear sequence in the development of phase states can sometimes be disrupted due to the loss of one or another phase. When transitioning from a parabiotic state to a normal state, the phases follow in the reverse order.

Borderline phase states are especially well expressed during slow immersion into hypnotic sleep. The latter represents a partial inhibition of the cortex, involving relatively large areas, especially the sensorimotor area. In this case, a number of centers may be in a state of paradoxical phase, when the verbal stimulus acts more strongly than the object itself. In this regard, objects are perceived in accordance with verbal stimulation.

During hypnosis and sleep, “duty” points of the cortex, tuned to perceive certain signals from the external environment, are free from phase phenomena and have a high degree of excitability. During hypnosis, these cortical centers associated with responding to the hypnotist’s voice provide speech communication (the so-called “report”). During sleep, these centers perceive stimuli that have a special meaning for the body (for example, for a mother - the crying of a child).

Disruption of the normal balance of nervous processes due to neuroses, overtraining, etc. can cause a breakdown of higher nervous activity and phase states. When excitation processes predominate, all conditioned reflex reactions associated with inhibition are disrupted: differentiation, delay, etc. When inhibition processes predominate, many of the previously developed conditioned reflexes disappear. The breakdown of higher nervous activity occurs especially easily in persons with a strong unbalanced state and in persons with a weak type of nervous system.

To restore the normal state of nervous processes, a number of means are used, the most important of which are rest, easing working conditions, a change of environment, ensuring normal sleep and nutrition, and pharmacological agents.

Man is a social creature. Such a social factor as active work contributed to the progressive development of the cerebral hemispheres, including cortical structures, which are the main material substrate of higher nervous activity in humans. A physiologically definite role in this was played by kinesthetic stimulation that occurs during motor activity in the proprioceptors of working muscles. The qualitative features of human higher nervous activity are associated mainly with the mechanisms of the second signaling system. Forming the basis of abstract verbal thinking, the second signaling system provided a person with the opportunity for verbal thinking, replacing concrete objects and phenomena of the surrounding world with words. Result of abstractly generalized reflection by the brain outside world- concepts and conclusions - stimulates a person’s voluntary activity, directing it to actively transform the environment in which he lives. The close functional connection of two signaling systems, based on the mutual reinforcement of primary-signal and secondary-signal reactions, provides a high, qualitatively new level of analytical and synthetic activity of the human brain.

A specific feature of human higher nervous activity associated with the development of the second signaling system is the formation of temporary connections to the mental word. Through the mechanism of a conditioned reflex, it stimulates certain actions and actions, thereby contributing to the formation of general human behavior in the social environment.

Higher forms of analysis and synthesis inherent in human brain, compensate for the lower sensitivity thresholds of some analyzers compared to animals. The subtlety of human analysis of the external world was noted by F. Engels: “An eagle sees much further than a man, but the human eye notices much more in things than the eye of an eagle.”

Conclusion

The physiological stress of the body in the process of work, some time after the start of work, causes the appearance of signs of fatigue: a decrease in the level of human performance under the influence of work. Fatigue can be fast, with very intense work (the work of a mason, a loader), or slow, with long-term monotonous work (driver work, work on a conveyor belt).

Neurohumoral regulation (Greek neuron nerve + Latin humor fluid) is the regulating and coordinating influence of the nervous system and biologically active substances contained in the blood, lymph and tissue fluid on the vital processes of the human and animal body. Numerous specific and nonspecific metabolic products (metabolites) are involved in the neurohumoral regulation of functions. Neurohumoral regulation is important for maintaining the relative constancy of the composition and properties of the internal environment of the body, as well as for adapting the body to changing living conditions.

Psychophysiological analysis of professional activity involves “considering it as a complex, multidimensional and multi-level, dynamic and developing phenomenon, and therefore the study of activity should not be limited to the analysis of only psychological components and their social conditionality - it is necessary to study the physiological support of activity and develop concepts that analyze physiological processes, its implementing. That is why the psychophysiological analysis of activity, the study of its structure and physiological components and their relationships with psychological components has become an essential direction in improving human labor activity, the emergence of which is associated with the study of working movements carried out by I.M. Sechenov.

List of sources used

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LABOR BEHAVIOR AND WORK TEAM

In the process of work, people interact, forming social relations. The most important are the relationships of man to man and the relationship of man to work. They are one of the defining features of the nature of work. The external manifestation of a person’s attitude towards work is manifested in his work behavior. In turn, the nature of the employee’s labor behavior and his attitude towards work is determined by many interrelated factors, changing which can influence the individual’s labor behavior, and therefore the quality of his work. Therefore, let us consider in more detail the issues related to labor behavior and its determining factors.

1.Work behavior and its determining factors

Labor behavior is the executive side of work activity, its external manifestation. However, behind externally identical work actions, work activities that differ in their internal orientation may be hidden. Thus, the constant improvement of work techniques and methods for one employee may be determined by the desire to increase his earnings, while for another - to gain recognition from his comrades, team, etc. To identify ways to improve the efficiency of work activity, it is necessary to study not only its external manifestations, but also the internal essence, the nature of its internal driving forces.

The main motivating force of a person, group, society is need, which is understood as an objectively determined request of an individual for the goods necessary for existence and the activity of acquiring them. Without food, clothing, housing, and spiritual benefits, people cannot exist. And in order to have all this, they must produce and work. Therefore, people work because they need to satisfy needs. Needs activate a person. If there is no need, there can be no activity.

However, conscious needs have motivating power. Needs, recognized by people, reflect in their psyche the discrepancy between external conditions and their internal requirements and predetermine their activities to eliminate such discrepancy.

Interests are a concrete expression of perceived needs. Conscious needs take the form of interests in certain objects that ensure the satisfaction of needs. Interests are the real reason for social actions. If a need characterizes what a subject needs for its normal functioning, then interest answers the question of how to act in order to have what is necessary to satisfy this need.

Thus, needs and interests characterize the internal conditioning of labor behavior. It should be noted that people engage in work not only out of internal needs, but also under external influence. Externally, labor behavior is determined by the labor situation—a set of conditions in which the labor process takes place. The work situation influences the development and manifestation of personal needs and interests. It includes incentives and value-normative management-social control and consists of the following main elements:

labor incentives that have an indirect impact on employee behavior;

planned and estimated indicators that serve as criteria for labor activity and perform the functions of labor values;

administrative decisions (orders, instructions) that have a direct volitional impact on the behavior of employees;

values ​​and norms of behavior inherent in the work collective and expected in the behavior of its members.

The listed elements of the work situation have a certain motivating force. Under their influence, a person can act contrary to his inner aspirations and personal interests. The significance of internal and external influences in various spheres of human life is different. Under the influence of these influences, an internal position is formed, the employee’s personal predisposition towards various objects and situations, his readiness to act in one way or another. It is characterized by such concepts as “value orientations,” “attitudes,” and “motives.”

Value orientations are a relatively stable, socially conditioned attitude towards a set of material, spiritual goods and ideals, on the basis of which the desire to achieve certain goals arises. They are determined by the dominant interest in combination with the real status of the person. Thus, an employee who studies in the system of correspondence and evening educational institutions and expresses a desire, if the share of free time increases, to use it mainly for study, is focused on studying, and an employee who actively participates in the social life of the team and intends to expand this participation is focused on social activities . The degree of his labor activity and the quality of the work performed depend on what values ​​the employee is oriented towards, what place his work activity occupies in the general system of his value orientations.

In work activity it is possible to focus directly on:

the social significance of work, when the employee strives to perform the most important and necessary work for society, even if it is not always interesting from the point of view of the content of the work or profitable from the point of view of its payment;

wages, when the employee seeks to work overtime or perform high-paying jobs to increase his earnings;

working conditions, when an employee strives to work with normal working conditions, with a convenient shift, a good microclimate in the team, even with lower pay or low content of work.

In this regard, the level of consciousness of a person, the degree of awareness of the significance of the work performed, acquires special importance.

Value orientations correspond to certain attitudes.

Attitudes are the most stable orientation in a person’s attitude towards objects, situations, his roles, statuses, his readiness for certain actions.

Motives, in contrast to attitudes, which may be unconscious, are a conscious subjective attitude towards one’s actions, an internal reaction to the work situation, formed on the basis of attitudes and value orientations under the influence of external influences and incentives.

Motives precede the act of work, the action of a person. The motive may be a sense of duty, satisfaction from a job well done, earnings, prestige, fear of criticism and punishment, promotion. Thus, there is a whole motivational complex that can change not only from person to person, but also from one situation to another.

The established stable structure of motives forms the motivational core. The motives existing in the world of work are conventionally divided into three types:

material, when a person performs work based on motives that are not related either to the nature and content of work or to the social environment, because work for him is a simple economic necessity, a means of earning money and ensuring independence of existence;

spiritual, when a person does his job because he likes his profession, the content of his work. At the same time, he feels the joy of creativity, emotional uplift, and experiences aesthetic pleasure in the labor process itself;

social, when a person performs his work, guided not so much by its content, but by the fact that it provides him with a certain place in social structure collective, in society. At the same time, he clearly understands its social significance, receives moral satisfaction from his work, and enjoys the respect of his comrades.

In practice in pure form these types of motives do not occur. They are closely intertwined, and in any particular situation only the dominant species can be identified.

Verbal behavior aimed at choosing motives (judgments) to explain and substantiate real work behavior is called motivation. In the process of motivation, the explanation of work behavior is carried out at the level of consciousness by relating the situation to be explained to certain values ​​or norms.

It is important to understand the nature of motivation to consider its functions. By explaining and justifying the behavior of the subject, motivation thereby fulfills its main, direct function. In addition, it performs a regulatory function, which consists in blocking some actions and deciding on the initiation of others. It also, by explaining in a certain way the behavior of people and defining various opportunities for the subject to communicate with other members of the team, establishing connections with them, performs a communicative function and acts as a means of self-awareness and awareness by the subject of his social environment, the formation and socialization of his personality. Motivation also acts as a mechanism by which old ideals, norms, and value orientations are corrected and new ones formed. This happens if old values ​​and norms cannot provide a justification for behavior that contributes to the realization of emerging needs.

In the world of work, a person simultaneously experiences a number of needs, interests, and value orientations. Focusing on each specific work situation, he compares his behavior with the standards accepted in the team, shared patterns of behavior, learns what is “good” and what is “bad”, and based on the attitude formed in him, through motive, makes a certain choice, explains and justifies his. Thanks to the motive, actions acquire the character of a relatively coordinated act with greater or lesser correspondence between values ​​and needs, even if they are inconsistent. The motive has a dual nature: on the one hand, it is determined by a specific situation (in relation to it you need to act), on the other hand, the person strives to overcome (in consciousness) the situation, correlating his action with the learned system of moral values.

Preceding the work action, explaining and justifying it, motivation can serve as an incentive to action or as a means of blocking it. However, motive is not the driving factor. He acts as a link between such regulators of labor behavior as values, needs and interests. It should be taken into account that, although values ​​reflect individual aspects of work activity, they should be distinguished from such regulators as needs and interests. The latter (needs and interests) are a direct expression of social and practical activity, the social position of groups in the system of social reproduction. In values, the subject of activity, the forms of communication inherent in it and the conditions of life are expressed indirectly, through a system of signs and symbols, which can be given a special meaning that does not correspond to the nature of the signified.

Only under the targeted influence of administrative influences and incentives can one achieve maximum correspondence between the motive of activity and the need and ensure the necessary labor behavior. Stimulation is a special, qualitatively different from value-normative regulation, way of managing people’s social activities, in which human behavior is regulated by influencing not the individual himself, but the conditions of his life, circumstances external to the individual that give rise to certain interests and needs . Thus, stimulation is a method of indirect influence on the individual, in which the individual can consciously choose which action to perform in accordance with individual preference.

Let us consider in more detail the concept of labor incentives.

Incentives are objective, i.e. influences external to a person that should encourage him to a certain work behavior and cause his work activity. They are the basis for the emergence and existence of motives for work.

The stimulus does not act as a direct cause, but only as a prerequisite for action. In the process of its implementation, it must be realized by the employee, pass through his consciousness. Incentives are meaningful motivations, i.e. needs caused by the influence of objective factors. Understanding needs is a necessary moment for their implementation.

The action of incentives encourages a person to perform such types of work and such quantity and quality that are necessary for society. This means that incentives are aimed at realizing public interests. Their effectiveness in attracting people to work presupposes the formation among team members of a stable internal need for conscientious, effective work, i.e. formation of internal positive motivation.

Thus, in the value-normative management of labor behavior, the regulatory element is values ​​and attitudes, and in stimulation - needs and interests. What is meant here is not just incentives, but incentives that are maximally adequate to the interests of the employee. Only under this condition can a stimulus evoke a corresponding motive, and the latter - the desired behavior. Options for a person’s labor behavior can be different with the same incentives. And yet they must be predicted and taken into account. Sometimes the most seemingly effective incentives produce insignificant results and vice versa. For example, an irreplaceable worker is promised a significant increase in earnings for performing important work, but this does not stimulate him, because at the moment free time it is more valuable to him than money, or he has accumulated a lot of money, but has nothing to buy. Any idea evokes an interested attitude and is successfully assimilated only when it affects the interests of the masses.

Interests depend on the mental qualities of a person, his abilities, character, educational and cultural level, social experience, material security. Their development can be influenced by teams, individual members, and society as a whole.

Based on the level of effectiveness, a distinction is made between passive and active interests. Passive are contemplative interests in which a person is limited to the perception of an object of interest, for example, he loves his work, feels pleasure while doing it, but does not show activity in order to better understand the object, master it and engage in creativity in the area of ​​interest.

Active interests are effective interests, when a person is not limited to performing functional duties, but acts, mastering the object of interest, improving it. Active interest is one of the incentives for personal development, the formation of knowledge, skills, abilities and abilities.

There are people with broad, versatile and deep interests and those with broad, but superficial ones; they show curiosity about everything, but skim on the surface of phenomena without deeply penetrating their essence; there are people with deep, but very narrow interests. The narrowness of interests to a certain extent can limit the development of personality. The most positive type is the type of person who, against the backdrop of broad, multilateral interests, has a basic interest that determines the meaning of life and the most important directions of his activity.

Based on their focus, they distinguish between direct and indirect interests. Direct is an interest in the process of activity itself (in the labor process, possession of knowledge, creativity), indirect - in the results of activity (in the material results of labor, acquisition of a profession, a certain official and social position, academic title).

The correct balance of direct and indirect interests contributes to active and productive activity. If a person likes the work process itself and is interested in its results, then he works with complete dedication and achieves good success in his work. At the same time, a person experiences positive emotions (joy, satisfaction), demonstrates increased work activity, and performs work easily and productively.

Material interests are manifested in the desire to acquire material goods: a comfortable home, tasty food, beautiful clothes, etc.

Spiritual interests are interests of a higher order; they are inherent in highly developed individuals. These include intellectual, creative and aesthetic interests.

Social are interests in social work and organizational activities.

The decisive role in the general system of interests at the present stage of development of society belongs to material interests. Along with personal ones, there are collective and public material interests.

As already noted, needs are incentives for work activity and needs, together with interests, characterize the internal conditioning of labor behavior.

By their nature, needs are heterogeneous; they relate to different spheres of human life, a team, society, and have different intensity and nature of manifestation. This necessitates their classification.

According to their focus and object orientation, a distinction is made between primary needs - material (physiological), associated with the action of innate instincts, and secondary needs - spiritual and social, acquired by a person as a result of his life experience. These are needs of a higher order, they are related to relationships with other members of society and a person’s attitude towards himself.

The material needs of a person are necessary to maintain his physical existence and are associated with providing the most necessary, basic conditions (needs for food, clothing, housing, fuel, maintaining health). These needs have been formed throughout the history of human development. As a result of the unsatisfaction of material needs, the main vices of humanity arise: theft, greed, envy, etc.

Spiritual are the needs of a person as an individual associated with its formation and development. These include intellectual, creative and aesthetic needs.

Intellectual - these are the needs for knowledge, learning new things. On their basis, creative needs are formed. In this case, knowledge becomes not a goal, but a means of satisfying the need for creativity.

Aesthetic needs are associated with the perception of beauty in nature, in works of art, in work. They are satisfied by communicating with nature, reading fiction, listening to music, watching performances, exhibitions and albums of fine art. Satisfying aesthetic needs ennobles a person, elevates him, and beautifies his life.

Social needs are associated with the life of a person as a member of society, a team, or a social group. These include the needs for social activity, independence, achieving a certain social status, stability and stability of existence, communication and belonging to a group, recognition and self-expression. They stem from people's lifestyles.

A special social need includes the need for creative and meaningful work as a means of self-expression, self-affirmation and self-realization. It manifests itself in their irresistible attraction to work as a vital and enjoyable activity. In the presence of such a need, work brings joy and happiness to a person, and a person cannot help but work.

A person’s needs are judged by his attitude towards literature, art, work, the outside world, society, and other people. The social value of a person and his culture are determined by what needs prevail in an individual and how balanced they are.

The nature and structure of the needs of an individual depend on the real capabilities of society, the material level of the person himself and his personal characteristics. Age, marital status, educational level, qualifications change - needs change.

Thus, by influencing a person’s needs, one can regulate his work behavior.

Also a factor in regulating labor behavior is the value of labor, which is understood as a specific reflection in a person’s consciousness of the significance of objects, phenomena, certain aspects of social reality. For different social groups, the same values ​​may have different significance. For some people, the most important value is family, for others - material well-being, for others - interesting communication, etc.

The values ​​of labor mean the significance of labor in the life of society and the individual, as well as the significance of various aspects of labor activity, in relation to which the subject establishes his attitude.

Studying the values ​​of work allows you to regulate work behavior. They represent an assessment various aspects labor situation in the human mind.

On the basis of the values ​​inherent in the team, rules and standards of labor behavior of its members are specially established or spontaneously formed. At their core, norms of labor behavior serve the values ​​of labor.

There are differences between the values ​​of the goal and the values ​​of the means. Based on the fact that the value of work lies not only in its independent significance for the development of the individual, the realization of his creative potential, for his self-expression, but also in the fact that work activity is a means of achieving various benefits (a certain social status, social recognition, material well-being ), which members of the work collective strive for, and which (benefits) also act as unique values.

The values ​​of work activity are determined by the objective significance of certain aspects of it. However, as already indicated, it is impossible to identify the values ​​of work activity and the objective significance of the latter. The values ​​of labor activity are an expression in the mind of the objective significance of the various components of labor, this is an idea of ​​the significance that various aspects of labor activity have for the subject.

Identifying the values ​​of work activity involves, first of all, identifying a certain “set” of aspects that are significant for a given activity, those characteristics of the activity and the accompanying circumstances that are capable of satisfying human needs in a given work situation. These are working conditions, wages, organization and content of work, the prestige of this work activity, its social utility. The significance of these aspects is recorded as a set of unique criteria and standards.

activity based on development market relations... is a synonym for fussiness and forgetfulness. Literature: 1. Anisimov S. F. Morality And behavior-M: Mysl, 1985. 2. Braim M. N. Ethics of business...

The meaning of the concept "sociology of labor"

The sociology of labor is one of the branches of economic sociology. The content of the concept “sociology of labor” covers the comprehensive activities of people in the process of creating material and spiritual benefits in part of their lives, which is called labor. The sociology of labor can be considered in a broad and narrow sense.

In a broad sense, it includes the sociology of entrepreneurship and covers the following areas:

a) sociological understanding of the motives and results of labor;

b) structural divisions of labor as social systems;

c) socio-psychological conflicts in the workplace

In a narrow sense, the sociology of labor includes an analysis of all aspects of human labor activity, the study of social conditions in the workplace and their influence on the motives, intensity and results of socio-economic processes in society, as well as changes that occur under the influence of labor in the structure and various social game activities.

In a manual of sociology, edited by Dr. historical sciences professor. VGGorodyanenka sociology of labor is defined as a sectoral sociological theory that studies the patterns of formation, functioning and development of social formations (systems, communities and institutions) in the sphere of labor and the processes and phenomena associated with them.

Back in the early 60s of the last century. Jan. Szczepansky noted that the field of labor sociology includes:

General definition of the sociology of labor and classification of its various forms and types in human communities;

Analysis and conclusions regarding the social aspects of labor, social division of labor, development of tools and means of labor;

Determination of factors influencing work motivation;

Identification of factors influencing the identification of organization members with a company or association;

Determining where the personal interests of organization members converge with the interests of the company;

Research of phenomena and processes that disorganize the work of an enterprise, identifying ways of their influence on the labor process;

A study of the relationship between management and ordinary members of organizations, as well as the determination of the main criteria that a leader must meet in order to at least have the formal right to guide people in the labor process

Studying the influence of labor on the formation of various personality types, the level of their profession and place of work in social selection

Object and subject of labor sociology

The object of the sociology of labor is labor as a socially significant phenomenon with all its features, thanks to which it differs from other social phenomena

The subject of the sociology of labor is the structure and mechanism of relationships and activities of people in the workplace, socio-psychological relations in work collectives that shape the personality of workers, the individual’s understanding of their importance in the life of the company and, conversely, the assessment of the place of labor in the system of social values.

The sociology of labor studies various kinds of social problems that arise in the life of enterprises, educational institutions, cultural institutions, etc. By studying the motives for the activities of a particular social group, the sociology of labor can often give a specific answer to the question: What needs to be done in the social sphere to solve this or that social problem at a given enterprise or institution? and, to rationalize the labor process in the interests of the individual and the company?

82 Sociological understanding of labor

Features of the sociological understanding of labor lie primarily in the systematic and comprehensive consideration of labor problems

The concept of “labor” is multi-valued both in everyday life and in its scientific understanding. A lot here depends largely on languages. In some of them, for example, work is identified with work. So in Ukrainian and. In Russian languages, labor means purposeful human activity. In praxeology, work is defined as “a set of actions aimed at overcoming various kinds of difficulties in order to satisfy the essential needs of L. Yudin” To such essential needs is a Polish philosopher and sociologist. Tadeusz. Kotarbiński refers to the protection of life, health, livelihood, personal freedom, social position, honor, conscience, respect for people.

Ukrainian scientist professor. VG. Gorodyanenko notes that labor is the basis for the functioning and development of human society, all social formations, a condition for the emergence and existence of humanity

English sociologist. MArmstrong, revealing social aspect labor in sociology, writes: “Labor is the effort and use by a person of his abilities and abilities to achieve a certain goal. Most people work because they earn a living. But they also work because work gives a person internal satisfaction, fulfillment something important in her life for the sake of prestige, the realization of her desires, the development of inclinations, the use of power, the establishment and strengthening of friendships "in"4.

In economic literature, labor is a kind of product that a person offers on the labor market in the form of physical strength, qualifications and skills, intellectual capabilities with the aim of producing material and spiritual benefits for society and realizing their qualifications and means of existence.

In the sociological understanding, labor is every purposeful, conscious action that determines the position of its subject, his place in society. This means that not every activity is work in its sociological form. Analyzing the content of the concept of labor, sociologists pay attention to the following:

Labor is a process that occurs between man and nature, in which man, through his activities, mediates, regulates and controls the exchange of substances between himself and nature

Labor is a social activity determined by the fact that the determination of a specific goal, means and methods of achieving them, even in the conditions of individual actions, is reflected in the interests and actions of various social groups and individuals.

Work is carried out with the aim of satisfying various kinds of needs (biological, economic, political, cultural, etc.), but these needs are realized thanks to the structure and capabilities of the organizations to which the person belongs, and those institutions that contribute to this realization.

Labor is the foundation on which social processes are based. The means of achieving work goals are determined by society, organization, group

How social category, labor covers abilities, skills, methods of organizing the labor process, tools for performing certain operations, technical equipment, as well as manufactured products of one’s own final result, to a large extent, evidence of the level of labor culture of a particular society.

Human behavior at work

The ideal of a good employee is thoroughness, balance, responsibility for products, responsiveness, the desire to come to the aid of a colleague at any moment, constant professional self-improvement, the ability to self-organize in the work process, etc.

A person’s behavior at work has different assessments - from qualification, economic, moral, etc. sides. The idea of ​​good and bad in the process of work and its results is found in the foundations of professional ethics, the electronic cries of which are assessments, norms, ideals of behavior, and a disposition towards high-quality products.

A person’s conscientious attitude towards work gives rise to definitions of him as an individual by other members of the organization. Sometimes, however, this attitude causes envy in some people. In their subconscious, the question is constantly being chewed: Why does he (she) have such a trait as a conscientious attitude to work, and not me? ь and others, and take place in the lives of members of the organization, despite their negativity, this confirms the socio-psychological significance of work, its high moral significance.

The leading categories of the sociology of labor include social behavior and its modifications - labor, economic, organizational, functional, communication, production, demographic, normative and deviant. They reflect the properties of the main subjects of social life: individuals, groups, and collectives. Social behavior - a derivative component of the social environment, which is refracted in the subjective characteristics and acts of actors, as well as the result of the subjective determination of human activity. In this sense, it can be understood as a process of purposeful activity in accordance with the significant interests and needs of a person. It is, on the one hand, a complex system of adaptation and adjustment of the individual to various conditions, a way of functioning in the system of a particular society. On the other hand, it is an active form of transformation and change in the social environment in accordance with the objective possibilities that a person independently designs and discovers for himself, in accordance with his own ideas, values ​​and ideals. A type of social behavior is work activity and work behavior.

Labor activity - This is a strictly fixed in time and space expedient series of operations and functions performed by people united in a production organization. The following goals are set here:

Creation of material goods, means of life support;

Providing services for various purposes;

Development of scientific ideas, values ​​and their applied analogues;

Accumulation, conservation, transmission of information and its media, etc.

Labor activity - regardless of the method, means and results - is characterized by a number of general properties: a functional and technological set of labor operations, a functional program prescribed for workplaces; a set of relevant qualities of the subjects of the corpse, recorded in professional, qualification and job characteristics; material and technical conditions and space-time framework for implementation; a certain way of organizational, technological and economic connection of labor subjects with the means and conditions for their implementation; a normative and algorithmic method of organization, with the help of which a behavioral matrix of individuals included in the production process is formed (by the organizational and managerial structure).

Labor behavior - These are individual and group actions that show the direction and intensity of the implementation of the human factor in a production organization. This a consciously regulated set of actions and behaviors of an employee associated with the coincidence of professional capabilities and interests with the activities of the production organization and the production process. This is a process of self-tuning, self-regulation, providing a certain level of personal identification.

Structure labor behavior can be represented as follows:

Cyclically repeating actions, of the same type in result, reproducing standard status-role situations or states;

Marginal (from lat. maiynalis - located on the edge) actions and deeds that are formed in phases of transition from one status to another;

Behavioral patterns and stereotypes, frequently occurring patterns of behavior;

Actions based on rationalized semantic schemes translated into stable beliefs;

Actions carried out under the dictates of certain circumstances;

Spontaneous actions and actions provoked by an emotional state;

Conscious or unconscious repetition of stereotypes of mass and group behavior;

Actions and deeds as a transformation of the influence of other subjects using various forms of coercion and persuasion.

Labor behavior can be differentiated on the following grounds: subject-target orientation; the depth of the spatio-temporal perspective of achieving a certain goal; context of work behavior, i.e. according to a complex of relatively stable factors of the production environment, subjects and communication systems, in interaction with which the whole variety of actions and actions unfolds; methods and means of achieving specific results depending on the subject-target orientation of labor behavior and its socio-cultural patterns; by depth and type of rationalization, justification for specific tactics and strategies of labor behavior, etc.

So, labor behavior: reflects the functional algorithm of the production process, is a behavioral analogue of labor activity; is a form of employee adaptation to the requirements and conditions of the technological process and social environment; acts as a dynamic manifestation of social standards, stereotypes and professional attitudes that are internalized by the individual in the process of socialization and specific life experience; reflects the characterological traits of the employee’s personality; There is a certain way and means of human influence on the surrounding industrial and social environment.

Types of labor behavior, mechanism

Regulations

The literature gives different classifications of types of labor behavior, depending on what is included in its basis. Taking this into account, the following types of labor behavior can be proposed:

Basis of classification: 1. Subjects of behavior 2. Presence (absence) of interactions with other subjects 3. Production function 4. Degree of determinism 5. Degree of compliance with accepted standards	Types of labor behavior: Individual, collective Assuming interaction, not involving interaction Executive, managerial Strictly determined, proactive Normative, deviating from standards
6. Degree of formalization 7. Nature of motivation 8. Production results and consequences 9. Scope of behavior 10. Degree of traditional behavior 11. Results and consequences from the point of view of human destinies 12. Degree of realization of labor potential 13. Nature of reproduction of labor potential	Established in official documents, unestablished Value-based, situational Positive, negative The labor process itself, building relationships in production, creating a work atmosphere Established types of behavior, emerging types, including in the form of a reaction to various socio-economic actions Corresponding to the desired patterns of working life, not appropriate Not requiring a change in the achieved degree of realization of labor potential, necessitating the mobilization of various components of labor potential (as a set of qualities of an employee) Assuming simple reproduction of labor potential, requiring expanded reproduction of potential

It is difficult to limit the types of labor behavior to this list. To identify the degree of implementation of traditional positive types of behavior, sociological surveys, as a rule, include a block of questions that reflect production requirements for the employee and correspond to the prevailing idea of ​​​​a “good” or “bad” employee. Thus, during a sociological survey of workers, the task is usually to detect the desire and the very fact of manifestation of socially approved behavior on the following grounds: fulfillment and exceeding production standards; improving the quality of our work and products; rationalization and inventive activities; strict compliance with production technology requirements, etc. These are all types of performance behavior. The managerial behavior of workers traditionally includes participation in the management and self-management of production, in the exchange of experience, etc. Of course, the characteristics of work behavior must be approached flexibly. It is possible to record types of behavior that are characterized as master's, but it is also possible vice versa.

Labor behavior is formed under the influence various factors: social and professional characteristics of workers, working conditions in a broad sense (including working and living conditions in production, wages, etc.), systems of norms and values, work motivations. It is directed by the personal and group interests of people and serves to satisfy their needs.

Rice. 13.1. Mechanism for regulating labor behavior

In Fig. Figure 13.1 shows the various components of work behavior: needs - the need for something necessary to maintain the life of an organism, a human person, a social group, or society as a whole; interests - real reasons for actions that arise from social groups, individuals in connection with their differences in position and role in public life; motives - conscious attitude (subjective) to one’s actions (internal motivation); value orientations - social values ​​shared by the individual, which are the goal of life and the main means of achieving it and, because of this, acquire the function of the most important regulators of the labor behavior of individuals; installation - a person’s general orientation towards a certain social object, preceding action and expressing a predisposition to act in a certain way in relation to this object; work situation - a set of conditions in which the labor process takes place; incentives - influences external to a person that should motivate him to a certain work behavior.

Human behavior– a set of conscious, socially significant actions determined by an understanding of one’s own functions. A person’s labor behavior is a type of his social behavior. Social behavior is a derived component of the social environment, which is refracted in the subjective characteristics and acts of actors, and social behavior is the result of the subjective determination of human activity. Social behavior is understood as a process of purposeful activity in accordance with significant interests and needs of a person. Social behavior is the result, on the one hand, of a complex system of adaptation of the individual to various conditions, and, on the other hand, of an active form of transformation and change in the social environment in accordance with the objective capabilities of a person.

Labor behavior represents individual or group actions that show the direction and intensity of the implementation of the human factor in a labor organization. Labor behavior is a consciously regulated set of actions and behaviors of an employee associated with the coincidence of professional capabilities and interests with the activities of the production organization and the production process. This is a process of self-tuning, self-regulation, ensuring a certain level of personal identification with the work environment and the workforce.

Labor behavior is also formed under the influence of such factors as social and professional characteristics workers, working conditions in a broad sense, systems of norms and values, work motivations. Labor behavior is guided by the personal and group interests of people and serves to satisfy their needs.

The following can be identified as the fundamental principles of human labor behavior: motivation, perception, and the criterion basis of human labor behavior.

Labor behavior is based on motives and internal aspirations that determine the direction of a person’s labor behavior and its forms. The same behavior can have different motivational basis. Motivation is the key to understanding human behavior and the possibilities of influencing it.

Perception is the process of organizing and interpreting ideas about the world around us. Perception is a semi-conscious activity of receiving and processing information, not all information, but only significant information. It influences people’s behavior not directly, but refracted through values, beliefs, principles, and level of aspirations.

The criterion basis of a person’s labor behavior includes those stable characteristics of his personality that determine a person’s choice and decision-making regarding his behavior. In the same situations different people can make completely different, often inexplicable and irrational decisions.

1) labor behavior reflects the functional algorithm of the production process, and is a behavioral analogue of labor activity;

2) labor behavior is a form of adaptation of the employee to the requirements and conditions of the technological process and social environment;

3) labor behavior is a dynamic manifestation of social standards, stereotypes and professional attitudes that are internalized by the individual in the process of socialization and specific life experience;

4) labor behavior reflects the characterological traits of the employee’s personality;

5) labor behavior - there is a certain way and means of a person’s influence on the surrounding production and social environment.

63. Structure of labor behavior

The structure of labor behavior can be represented as follows:

1) cyclically repeating actions, of the same type in result, reproducing standard status-role situations or states, they are mainly determined by the technology of work (a functional set of operations and functions);

2) marginal actions and behaviors that are formed in phases of transition from one status to another (for example, during career growth or changing jobs);

3) behavioral patterns and stereotypes, frequently occurring patterns of behavior;

4) actions that are based on rationalized semantic schemes, translated by a person into the plane of his own stable beliefs;

5) actions and actions performed under the dictates of certain circumstances;

6) spontaneous actions and actions provoked by an emotional state;

7) conscious or unconscious repetition of stereotypes of mass and group behavior;

8) actions and deeds as a transformation of the influence of other subjects using various forms of coercion and persuasion.

Labor behavior can be differentiated according to the following criteria:

1) according to the subject-target orientation, that is, according to what it is aimed at;

2) in terms of the depth of the spatio-temporal perspective of achieving a certain goal;

3) according to the context of labor behavior, that is, according to a complex of relatively stable factors of the production environment, subjects and communication systems, in interaction with which the whole variety of actions and actions unfolds;

4) on methods and means of achieving specific results, depending on the subject-target orientation of labor behavior and its socio-cultural patterns;

5) in terms of depth and type of rationalization, justification for specific tactics and strategies of labor behavior, etc.

Business conditions have a certain impact on the labor behavior of various categories of workers. Denationalization and ongoing privatization processes based on a variety of forms of ownership, firstly, encourage intensive work and corresponding work behavior. However, enterprising labor behavior is still not provided with adequate social guarantees, so its activity is not as high as we would like. Secondly, the diversity of forms of ownership creates a potential opportunity for the development of competition, and therefore consistently leads to a qualitative change in the labor behavior of both managers and owners, and contractors and employees.

The mechanism for regulating labor behavior consists of many components. Read more about each of them. Needs - the need for something necessary to maintain the life of an organism, a human person, a social group, or society as a whole. Interests are the real reasons for actions that are formed among social groups and individuals in connection with their differences in position and role in public life. A labor situation is a set of conditions in which the labor process takes place. Motives are a conscious attitude (subjective) to one’s actions (internal motivation). Value orientations are social values ​​shared by an individual, which act as goals of life and the main means of achieving these goals and, because of this, acquire the function of the most important regulators of a person’s work behavior. Attitude is a person’s general orientation towards a certain social object, preceding action and expressing a predisposition to act in one way or another in relation to a given social object. Incentives are influences external to a person that should motivate him to a certain work behavior.

64. Types of labor behavior

Classifications of types of labor behavior are diverse:

1) depending on the subjects of labor behavior, individual and collective labor behavior are distinguished;

2) depending on the presence (or absence) of interaction, the following types of labor behavior are distinguished: those that involve interaction and those that do not involve interaction;

3) depending on production function performed by an employee are distinguished: executive and managerial labor behavior;

4) the degree of determinism predetermines strictly determined and proactive labor behavior;

5) depending on the degree of compliance with accepted standards, labor behavior can be normative and deviate from norms;

6) depending on the degree of formalization, the rules of labor conduct are either established in official documents or are arbitrary (unestablished);

7) the nature of motivation presupposes value-based and situational labor behavior;

8) production results and consequences of work activity form either positive or negative labor behavior;

9) the scope of human behavior is formed by the following types of labor behavior: the labor process itself, building relationships at work, creating a work atmosphere;

10) depending on the degree of traditional behavior, they distinguish: established types of behavior, emerging types, including in the form of a reaction to various socio-economic actions;

11) depending on the degree of realization of labor potential, labor behavior may be sufficient or require significant mobilization of various components of labor potential, etc.

The main forms of labor behavior are:

1) functional behavior is a specific form of implementation of professional activity, determined by workplace technology, product manufacturing technology;

2) economic behavior, this is behavior focused on results and its relationship with the quantity and quality of human resources expended. To optimize costs and labor results. In the absence of compensation for labor, there will be no interest in such work activity, and work activity in general;

3) organizational and administrative behavior. Its essence lies in the formation of positive work motivation of members of the labor organization. For this purpose, moral, material and social incentives for work are used;

4) stratification behavior is behavior associated with a professional, work career, when an employee consciously chooses and implements the path of his professional and job advancement over a relatively long period of time;

5) adaptive behavior is realized in the process of the employee’s adaptation to new professional statuses, roles, and the requirements of the technological environment. This includes: conformist behavior - the individual’s adaptation to the attitudes of other persons (especially superiors); and conventional – as a form of adaptation of an individual to an established or constantly changing behavioral structure;

6) ceremonial and subordinate forms of labor behavior ensure the preservation, reproduction and transmission of significant values, professional traditions, customs and patterns of behavior, support the sustainability and integration of employees with the organization as a whole;

7) characterological forms of labor behavior, these are emotions and moods that are realized in a person’s labor behavior;

8) destructive forms of behavior are an employee’s going beyond the limits of status and role prescriptions, norms and disciplinary frameworks of the labor process.

65. Social control in the world of work

Social control– this is an activity aimed at maintaining the normal behavior of an individual, group or society by various means of social influence. At the same time, it is important to ensure that labor behavior complies with generally accepted social norms. The main functions of social control in the labor sphere are:

1) stabilization and development of production;

2) economic rationality and responsibility;

3) moral and legal regulation;

4) physical protection of a person;

5) moral and psychological protection of the employee, etc.

The structure of social control is characterized by the following processes: observation of behavior, assessment of behavior from the point of view of social norms and reaction to behavior in the form of sanctions. These processes indicate the presence of social control functions in labor organizations.

Depending on the nature of the sanctions or rewards used, social control is of two types: economic (rewards, penalties) and moral (contempt, respect).

Depending on the controlled subject, various types of social control can be distinguished: external, mutual and self-control. External control is characterized by the fact that its subject is not included in the directly controlled system of relations and activities, but is located outside this system. Most often this is administrative control, which has its own motivation, reflecting the peculiarities of the administration’s attitude to issues of discipline in the world of work. Mutual control arises in a situation where the bearers of social control functions are the subjects of organizational and labor relations themselves, who have the same status. Thus, administrative control is supplemented or replaced. There are various forms of mutual control - collegial, group, public.

Self-control is a specific way of behavior of a subject, in which he independently supervises his own actions and behaves in accordance with socially accepted norms. The main advantage of self-control is the limitation of the need for special control activities on the part of the administration.

Depending on the nature of the implementation of social control, the following types are distinguished.

1. Continuous and selective. Continuous social control is of an ongoing nature; the entire process of organizational-labor relations, all the individuals making up the labor organization, are subject to observation and evaluation. With selective control, its functions are relatively limited; they apply only to the most important, predetermined aspects of the labor process.

3. Open and hidden. The choice of an open or hidden form of social control is determined by the state of awareness, awareness of the social control functions of the control object. Hidden control is carried out using technical means or through intermediaries.

An important aspect of social control is the certainty of requirements and sanctions, which prevents uncertainty and surprise in social control, promotes its open nature, and increases social comfort in the labor process. The use of sanctions and rewards, counteracting undesirable behavioral acts, helps to create awareness among workers of the need to comply with certain norms and regulations.

66. Theories of motivation

The theory of human relations gave impetus to the development of problems of motivation of work behavior. A. Maslow divided the needs of the individual into basic and derivative (or meta-needs). Basic needs are arranged in ascending order from “lower” material to “higher” spiritual:

1) physiological (in food, in breathing, in clothing, in housing, in rest);

2) existential (in the security of one’s existence, in job security, etc.);

3) social (in affection, belonging to a team, etc.);

4) needs for self-esteem and prestige (career growth, status);

5) personal or spiritual (in self-actualization, self-expression).

The main thing in Maslow's theory is that the needs of each new level become relevant only after the previous ones are satisfied.

D. McKelland also identified three types of needs. The needs of participation manifest themselves, in his opinion, in the form of a desire for friendly relations with others. The needs of power consist in a person’s desire to control the resources and processes occurring in his environment. Achievement needs are manifested in a person’s desire to achieve his goals more effectively than he did before. But McKelland does not arrange the groups he identifies in a hierarchical sequence.

In the two-factor theory of motivation F. Herzberg The content of work and working conditions are identified as independent factors of work activity. According to Herzberg, only internal factors (the content of work) act as motivators of labor behavior, that is, they are capable of increasing job satisfaction. External factors, that is, earnings, interpersonal relationships in the group, enterprise policy, are called hygiene (or working conditions), and cannot increase job satisfaction. He believed that it was not worth wasting time and money on using motivators until the hygiene needs of workers were satisfied.

The theories of “X” and “Y” management styles have become widely known. D. McGregor. Theory X is based on the fact that:

1) the average person is lazy and tends to avoid work;

2) employees are not very ambitious, are afraid of responsibility, do not want to take initiative and want to be led;

3) to achieve goals, the employer needs to force employees to work under the threat of sanctions, not forgetting about remuneration;

4) strict guidance and control are the main management methods;

5) the desire for safety dominates the behavior of workers.

The conclusions of theory “X” are based on the fact that the leader’s activities should be dominated by negative motivation of subordinates, based on the fear of punishment, that is, an authoritarian management style should prevail.

Theory "U" includes the following basic considerations:

1) reluctance to work is not an innate quality of an employee, but a consequence of poor working conditions at the enterprise;

2) with successful past experience, employees tend to take responsibility;

3) the best means of achieving goals are rewards and personal development;

4) in the presence of appropriate conditions, employees assimilate the goals of the organization, develop such qualities as self-discipline and self-control;

5) the labor potential of workers is higher than is commonly believed and is partially used, so it is necessary to create conditions for its implementation.

The conclusion of Theory “U” is the need to provide employees with greater freedom to exercise independence, initiative, creativity, and create favorable conditions for this. The optimal management style in this case will be a democratic one.

67. Needs and interests in the context of work behavior

Need - this is the need for something necessary to maintain life and personal development. In general terms, needs can be defined as a person’s concern for providing the necessary means and conditions for his own existence. A person’s needs are his internal motivator for activity in various fields of activity.

It is necessary to take into account the completeness of human needs, priorities and levels of satisfaction of needs, individual characteristics of a person, which give rise to a variety of needs, as well as the dynamics of the development of needs, determined by many external and internal factors of human life.

Types of needs are determined by their motivational and labor nature:

1) the need for self-expression, through creativity in work, through the realization of individual abilities;

2) the need for self-esteem (in relation to the results of one’s work activity);

3) the need for self-affirmation, reflecting the realization of the employee’s labor potential for the benefit of the enterprise;

4) the need to recognize one’s own importance as an employee, to recognize the weight of one’s personal labor contribution to the common cause;

5) the need to realize a social role, determined by the social status occupied and its growth;

6) the need for activity, mainly associated with life position human and concern for one’s own well-being;

7) the need for self-reproduction as a worker and as a successor of the family is determined by the need to ensure the well-being of oneself and one’s family, self-development in free time from work;

8) the need for stability, both in relation to stability of work and in relation to the stability of the conditions necessary to achieve set goals;

9) the need for self-preservation is realized in taking care of one’s health, in normal working conditions;

10) the need for social interactions is realized in collective work.

There are social and personal (individual) needs.

Social needs is a combination of production and life needs. Production needs are associated with providing the production process with all its necessary elements. Life needs, in turn, include the common living needs of people (education, health care, culture, etc.) and the personal needs of people. Improving the productive forces also presupposes the development of the person himself as a worker and as a person, which, in turn, gives rise to more and more new personal needs.

Needs only become an internal motivator for work activity when they are recognized by the employee himself. In this form, needs take the form of interest. Therefore, interest is a concrete expression of conscious human needs.

Any need can be specified in a variety of interests. For example, the need to satisfy the feeling of hunger is specified in various types food products that can all satisfy this need. Therefore, needs tell us what a person needs, and interests tell us how to satisfy this need, what needs to be done for this.

The types of interests are as diverse as the needs that give rise to them. Interests can be personal, collective and public; they all constantly intersect and give rise to a variety of social and labor relations. Interests can be material (economic) and intangible (to communication, cooperation, culture, knowledge).

Interest is also a social relationship, as it develops between individuals regarding the subject of need.

68. Values ​​and value orientations

Needs underlie the formation of values ​​and value orientations. Value- this is the significance, the importance of something for a person, a social group, or society as a whole. Value is the significance of objects in the surrounding world for a person, group, society, determined not by the properties of these objects themselves, but by the involvement of objects in the sphere of human (work) life, interests and needs, and social relations.

There are values: material, social, spiritual, cultural, political. Fundamental human values ​​are: health, motherhood, wealth, power, status, respect, justice, etc. Values ​​may correspond to the content of needs and interests, but they may not correspond. Possible coincidences, unity of needs, interests and values ​​or their contradictions are associated with the fact that human consciousness has relative independence. The specific activity of consciousness, its independence lead to the fact that values ​​are not a copy of needs and interests, but ideal performances, which do not always correspond to them.

For different social groups of workers, differing in the conditions and content of work, profession, qualifications and other social characteristics, the same objects and phenomena may have different significance. Thus, for some, the main guideline for behavior in the world of work is material well-being, for others the content of work, its creative intensity is more important, for others it is the opportunity to communicate, etc.

Among the values, a distinction is made between goal values ​​(terminal) and means values ​​(instrumental). Terminal values ​​reflect the strategic goals of human existence (health, interesting work, love, material well-being, etc.). Instrumental values ​​are means to achieve goals. These can be various personal qualities that contribute to the realization of goals, personal beliefs.

Value orientations is a person’s selective attitude to values, a guideline for human behavior. For some, the most important value orientation is the creative nature of work, and for the sake of this, for some time he does not think about earnings or working conditions; if there is material well-being, then he can neglect other values ​​for the sake of earning money. The orientation of an individual toward certain values ​​characterizes his value orientations that determine labor behavior. Based on value orientations, the issue of choosing a profession, changing a place of work, place of residence, etc. is decided.

In accordance with public and individual values, the employee evaluates the surrounding reality, evaluates his own and others’ actions and actions. Values ​​enrich the motivation of work, since in the process of work a person determines his behavior not only by needs and interests, but also by the system of values ​​​​accepted in society and the work collective. Value motivation contributes to the formation of new values. The labor behavior of an employee is determined not only by the value system of society and the work collective, but also by social nomes, that is, spontaneously formed or consciously established rules of behavior. Social norms regulate specific actions, actions and interpret them.

69. Structure of motives for labor behavior

The word "motive" comes from the Latin motivatio, which means "movement." A motive is an occasion, a reason, an objective need to do something, an incentive to take some action. A motive is a justification for the need for a specific action; motives constitute a complex of subjective factors motivating behavior. Motive is a subjective, internal phenomenon.

Motives in the world of work perform the following functions:

1) orienting, guiding the employee’s behavior when choosing alternative options for labor behavior;

2) meaning-forming, that is, forming the subjective significance of a particular labor behavior of an employee;

3) mediating, showing the degree of influence of internal and external motivating forces on the employee’s work behavior;

4) mobilizing, manifested in the fact that in order to implement goals and activities that are significant for the employee, he mobilizes his own strengths and capabilities;

5) justificatory, reflecting the employee’s attitude to a certain social and moral norm of behavior, the standard of labor behavior.

Motives are diverse, they are flexible, as they depend on the individual subjective characteristics of a person. All motives are combined into two large groups: motives-judgments and motives-motives. Motives-judgments explain their behavior to themselves and others. Motives-motives really encourage active work; they are internal, true motives.

In general, the variety of motives can be represented by the following types:

1) the herd motive, based on the need to be in a team;

2) the motive of self-affirmation (typical mainly for highly qualified and educated workers);

3) the motive of independence, consists of the desire to be a master, a leader, and is formed as a result of the desire for risk, for new types of activity;

4) the motive for stability consists of a preference for the reliability of work and life;

5) the motive for acquiring new things (knowledge, things, etc.);

6) the motive of justice (in distribution, in promotion);

7) the motive of competition, to one degree or another, is inherent in every person, etc.

A person’s work activity is motivated simultaneously by several motives, the totality of which is called the motivational core. The motives included in the motivational core are characterized by such a parameter as the strength of the motive, which represents the likelihood of achieving the employee’s goals. The strength of the motive is also determined by the degree of relevance of the need that gives rise to the motive.

The structure of the motivational core depends both on the subjective characteristics of the employee and on factors in the work environment, on specific work situations, and on the employee’s satisfaction with various elements of the work situation.

N. M. Volovskaya notes that an employee’s labor behavior is characterized by a motivational core, which includes three main groups of motives: security motives, recognition motives and prestige motives. Provision motives are associated with the assessment of the totality of material resources necessary to ensure the well-being of the employee and his family members (orientation towards earnings). The motives for recognition are the desire to realize one’s potential in work. Motives of prestige are expressed in the desire to realize one’s social role and take part in socially significant activities.

The way to form a motive in an employee is to create for him such circumstances or conditions under which it becomes possible to satisfy his current needs through work activity. Therefore, studying the structure of motives allows us to develop the most effective system of external motivators (incentives) for active mining activities of workers.

70. The concept of “attitude to work”

The results of a person’s labor activity depend not only on the level of development of his professional qualities, the person’s physical capabilities and the degree of provision of the workplace with means of production, but also on how a person relates to his work.

Attitudes towards work can be positive, negative and indifferent. It has a great impact on the development of production and the system of industrial relations. The essence of a person’s attitude to work is the realization of the employee’s labor potential under the influence of perceived needs and formed interest.

Attitude to work characterizes a person’s desire to maximize his physical and intellectual strength, to use his knowledge, experience, and ability to achieve certain quantitative and qualitative results.

Attitude to work is a complex social phenomenon that develops as a result of the interaction of the following elements: motives and orientations of labor behavior (constituting the motivational core of the employee); real or actual work behavior and the employee’s assessment of the work situation (verbal behavior).

Labor behavior a worker is characterized by his social activity, which is a measure of the social transformative activity of workers, based on the internal necessity of actions, the goals of which are determined by social needs. Social activity is realized in social activity and corresponds to three forms of its manifestation: labor, socio-political and cognitive-creative.

Labor activity is a mirror reflecting a person’s attitude to work. Labor activity is the main, defining type of social activity. It is expressed in the involvement of the employee in social production and the constant increase in labor productivity, the degree to which he realizes his physical and mental capabilities when performing a specific type of work activity, in discipline and initiative.

Socio-political activity is expressed in the expansion of human participation in socio-political activities and in the management of enterprise affairs. This is participation in the work of public organizations in discussing various issues, voting, etc.

Cognitive and creative activity is manifested in increasing the educational and qualification level of the employee, in the formation of a personality with an active life position.

When studying the mechanism of formation and management of a person’s attitude towards work, it is necessary to take into account the factors that shape the attitude towards work. These factors have multidirectional effects; they stimulate or inhibit an increase in labor effort, the use by employees of their knowledge and experience, mental and intellectual abilities.

Satisfaction with the result of work- this is the degree to which a job well done and the result obtained lead to satisfaction for the employee and are accompanied by positive emotions. The obtained high work results are a source of internal motivation and lead the employee to job satisfaction. Therefore, motivation is decisive in the formation of attitudes towards work and shapes certain work behavior. Satisfaction with the result indicates that the employee influences the content of work, that is, makes the necessary changes to obtain desired result. The employee perceives the results obtained and recognizes them as his success, receiving internal satisfaction and increasing self-esteem, which contributes to the development of self-esteem and self-confidence of the employee.

71. Typology of attitude towards work

The typology of attitude towards work is determined by the factors that shape it. All factors in the formation of attitudes towards work can be divided into: objective and subjective. Objective factors, conditions and circumstances form the prerequisites for his activity, independent of the subject of labor (hired employee), related to the characteristics of the production and non-production environment. Subjective factors are associated with the reflection of external conditions in the consciousness and psyche of the employee, with his individual abilities.

Objective characteristics of work are external in relation to the employee, but, nevertheless, affect the employee and are evaluated by him. As a result, a person develops a certain internal position in relation to work as a type of activity. Since objective factors are external to a person, they are incentives for work activity. On the contrary, subjective factors are motives, internal driving forces of a particular person.

Objective factors can be general and specific. General factors include socio-economic and other social conditions of work. Therefore, general factors include hard work, as the activity of internal motivations that manifest themselves with a conscious combination of personal and public interests. Specific factors are the circumstances and conditions of a specific work activity: the content of work, its production conditions, organization and payment, the socio-psychological climate of the team, the system of family and school education, the media and propaganda, independence of activity and the degree of participation in management.

Subjective factors have a great influence on the formation of a person’s attitude towards work: previous experience, general and professional culture, psychological, demographic and socially determined characteristics of a person (gender, age, education, work experience, abilities, inclinations, degree of awareness of the significance of one’s work activity). External social influences, refracted through inner world of a person (life ideals, motives for work, psychological attitude, etc.) become an influential force that allows us to understand why in the same work organization, in the same areas of work, people have different attitudes towards work. Some work proactively, with full dedication of their strength and abilities, while others work lazily, allow losses of working time, do not comply with production requirements, and violate labor discipline.

All factors (objective and subjective) are interconnected and are closely interconnected and interdependent. Sociological science has developed a typology of workers depending on their attitude to work. There are usually four types of workers:

1) supernormative type - these are exclusively active and conscientious workers, fulfilling and exceeding production tasks, proactive, participating in the management of their labor organization;

2) normative type - these are fairly conscientious workers focused on fulfilling the requirements and standards;

3) subnormative type - these are insufficiently conscientious workers who try to cheat, say words, but so that others do not notice anything; these are workers who are characterized by pseudo-activity in their work behavior;

4) non-normative type - this group consists of unscrupulous workers.

This typology is quite arbitrary, but the study and analysis of groups of workers who differ in their attitude to work allows us to overcome their apathy and indifference to work, and develop interest and a creative approach to work.

72. Social essence of job satisfaction

Job satisfaction– this is a state of balance between the requirements made by the employee for the content, nature and conditions of work, and a subjective assessment of the possibilities of realizing these requirements. Job satisfaction is the evaluative attitude of a person or group of people to their own work activity, its various aspects, the most important indicator of a worker’s adaptation at a given enterprise, in a given labor organization. In the sociology of labor, a distinction is made between general and partial job satisfaction. Overall job satisfaction characterizes satisfaction with work as a whole, and partial satisfaction with its various aspects and elements of the production situation.

Specific values ​​of job satisfaction are:

1) social satisfaction with work as an indicator of a person’s quality of life, the quality of his working life, social groups and the population as a whole;

2) the functional and production significance of job satisfaction is determined by the influence on the quantitative and qualitative results of work, on commitment to other people, on the employee’s self-assessment of his business qualities and labor indicators;

3) managerial parameters of job satisfaction and the state of social and labor relations in general. Thus, the employer considers the costs of humanizing labor (modernizing production, creating favorable working conditions) irrational, and carries them out under pressure from trade unions or employees of the enterprise;

4) satisfactory, from the employee’s point of view, nature and working conditions - this is most important factor the authority of the leader;

5) satisfaction (dissatisfaction) with work is often an indicator of staff turnover and the need for appropriate actions to prevent it;

6) depending on job satisfaction, the demands and claims of employees increase or decrease (in relation to remuneration for work);

7) job satisfaction is a criterion for explaining the actions and actions of individual workers and their social groups.

There are several principles for the relationship between overall and partial job satisfaction:

1) overall satisfaction arises as a result of a significant preponderance of positive or negative factors over each other;

2) one of the positive or negative factors turns out to be so significant that it determines overall job satisfaction;

3) a relative balance arises between positive and negative factors, and overall dissatisfaction turns out to be uncertain.

Job satisfaction depends on many factors that form the evaluative attitude of employees towards their work and significantly influence this assessment. Among the factors that shape job satisfaction are the following:

1) objective characteristics of work activity (conditions and content of work);

2) subjective characteristics of perception and experience (the claims and criticism of the employee, his self-discipline);

3) qualifications and education of the employee, length of service and work experience;

4) stages of the labor cycle (in the process of achieving a specific result of labor, initial, middle and final stages can be distinguished, which are set by the criterion of product readiness, etc.);

1) the degree of awareness about the progress and results of work activity;

2) special moral and material motivation for work;

3) administrative regime in the organization, management style;

4) maintaining positive evaluation and self-esteem;

5) level of expectation (the degree to which expectations correspond to reality);

6) official or public attention to labor problems;

7) public opinion (approval or disapproval).

73. Concept and stages of labor adaptation

Labor adaptation is a social process of a person’s mastery of a new work situation, in which both the person and the work environment actively influence each other and are adaptive systems. Labor adaptation is a mutual adaptation of the employee and the organization, based on the gradual adaptation of a person to new professional, social, organizational and economic working conditions. When a person starts work, he is included in the system of intra-organizational relations, occupying several positions in it simultaneously. Each position corresponds to a set of requirements, norms, rules of behavior that determine the social role of a person in a team as an employee, colleague, subordinate, manager, member of a collective management body, public organization etc. A person occupying each of these positions is expected to have work behavior that corresponds to it. When entering a job in a particular organization, a person has certain goals, needs, and norms of behavior. In accordance with them, the employee makes certain demands on the organization, working conditions and his motivation.

Labor adaptation can be primary and secondary. Primary labor adaptation takes place when an employee initially enters a new production environment. Secondary labor adaptation occurs when changing jobs without a shift and with a change of profession or with significant changes in the working environment.

Labor adaptation represents the unity of professional, socio-psychological, psychophysiological, social-organizational, economic and cultural-everyday adaptation.

Professional adaptation is characterized by the development of professional capabilities (knowledge and skills), as well as the formation of professionally necessary personality qualities and a positive attitude towards one’s work.

Socio-psychological adaptation consists of a person mastering the socio-psychological characteristics of a labor organization, entering into the system of relationships that has developed within it, and positively interacting with members of the labor organization.

In the process of psychophysiological adaptation, the totality of all conditions (physical and mental stress, convenience of the workplace, etc.) is mastered, which have various psychophysiological effects on the employee during work.

Social-organizational adaptation is the mastery by new employees of the organizational structure of the enterprise, the management and maintenance system of the production process, the work and rest regime, etc.

Economic adaptation allows an employee to become familiar with the economic mechanism of managing an organization, the system of economic incentives and motives, and adapt to new conditions for remuneration for their labor and various payments.

Cultural and everyday adaptation is the participation of new workers in traditional of this enterprise activities outside of working hours.

During the adaptation process, an employee goes through the following stages:

1) the familiarization stage, at which the employee receives information about the new situation as a whole, about the criteria for evaluating various actions, and about norms of behavior;

2) the adaptation stage, when the employee reorients, recognizing the main elements of the new value system, but still continues to retain many of his attitudes;

3) the assimilation stage, when the worker fully adapts to the environment and identifies with the new group;

4) identification, when the personal goals of the employee are identified with the goals of the labor organization.

The inability to adapt in a labor organization leads to its disorganization.

74. Factors of labor adaptation

Labor adaptation– a two-way process between an individual and a new social environment. The labor adaptation of a new employee is influenced by many factors that determine the timing, pace and results of this process. Among the factors of labor adaptation, two groups are distinguished: subjective and objective factors.

Objective factors are factors related to the labor process; they are least dependent on the new employee. This includes: the level of labor organization, automation and mechanization of production processes, sanitary and hygienic working conditions, team size, location of the enterprise, industry specifics, etc.

Subjective factors are personal factors and are determined by the characteristics of a particular person. Subjective factors include:

1) socio-demographic characteristics of the employee (gender, age, education, qualifications, work experience, social status, etc.);

2) socio-psychological characteristics of the employee (level of aspirations, willingness to work, self-control, communication skills, sense of responsibility, etc.);

3) sociological characteristics (degree of professional interest, degree of material and moral interest in the efficiency and quality of work, the presence of an attitude toward accumulating one’s own human capital, etc.).

The success of labor adaptation at Russian enterprises depends on a number of specific conditions:

1) the quality level of work on professional orientation of potential employees;

2) objectivity of business assessment of personnel (both during selection and in the process of labor adaptation of employees);

3) the maturity of the organizational mechanism for managing the adaptation process;

4) the prestige and attractiveness of the profession, work in a certain specialty in this particular organization;

5) features of the organization of work that implement the employee’s motivational attitudes;

6) the presence of a proven system for introducing innovations and employee initiatives;

7) flexibility and continuity of the personnel training system, its retraining operating within the organization;

8) features of the socio-psychological climate that has developed in the team;

9) personal properties of the employee being adapted, related to his psychological traits, age, marital status and so on.

Therefore, the fundamental goals of labor adaptation can be reduced to the following:

1) reduction of start-up costs, since while a new employee does not know his workplace well, he works less efficiently and requires additional costs;

2) reducing concerns and uncertainty among new employees;

3) reducing labor turnover, since if newcomers feel uncomfortable in their new job and feel unnecessary, they may react to this by quitting;

4) saving time for the manager and employees, since the work carried out according to the program helps save time for each of them;

5) development of a positive attitude towards work, satisfaction with the work of the newcomer.

At domestic enterprises, there is often an undeveloped mechanism for managing the process of labor adaptation. This mechanism provides for solving three major problems:

1) structural consolidation of adaptation management functions in the organization’s management system;

2) organizing the technology of the labor adaptation process;

3) organizing information support for the labor adaptation process.

A person’s adaptability in a specific work environment is manifested in his behavior, in indicators of work activity: labor efficiency, learning social information and its practical implementation, growth of all types of activity, job satisfaction.

75. Career guidance and professional development of employees at the enterprise

Career guidance- a very comprehensive concept, for example, we can say that modern Western society is essentially career-oriented, since from birth it orients the child towards “success in life”, towards a “successful career”. Career guidance involves a wide range of measures, going beyond just pedagogy and psychology, to provide assistance in choosing a profession, which also includes career counseling as individually oriented assistance in professional self-determination.

The professional development of enterprise employees is a system of interrelated actions, the elements of which are strategy development, forecasting and planning the need for personnel of a particular qualification, career management and professional growth; organization of the process of adaptation, education, training, formation of organizational culture.

The goal of employee development is to increase their labor potential. Almost everyone has significant potential for personal and professional growth, and as human resources become more expensive, it becomes increasingly important to tap into that potential. Through targeted incentives, an organization provides its employees with the opportunity to improve their professional skills and develop personal qualities to meet future challenges. This creates a personnel core consisting of highly qualified personnel and advances the training of workers.

Employee development for every organization is an essential element of productive investment for the future. The priority of investment in employee development is due to the need to:

1) increasing the business and labor activity of each employee for the survival of the organization;

2) maintaining the competitiveness of the organization, since training to work with new equipment is impossible without significant investments;

3) ensuring the growth of labor productivity based on the creation of favorable working conditions and modern equipment and technology.

The system of professional development of employees should be considered primarily as a system for managing the professional experience of personnel, consisting of a number of social institutions for professional development. For example, increasing the qualification potential of a team requires the interaction of organizational tools in the following areas:

1) employment policy at the enterprise: hiring workers taking into account their qualification potential, offering employment relationships designed for long-term employment with the aim of long-term use of acquired qualifications;

2) personnel management: involving employees in identifying and resolving emerging problems in the relevant organizational area, regular developmental conversations with employees, as a result of which feedback is achieved and progress in training is taken into account;

3) organization of work: a wide distribution of activities, which provides a chance for advanced training, regular change of tasks in order to acquire a wider range of skills;

4) personnel training: formal training and development activities at various stages of the career, both within the enterprise and outside it.

The system of professional development of employees includes a set of elements that influence the object of development, change its abilities, making them adequate to the needs of the organization. The organization may not have special system personnel development, then it can delegate the work of vocational guidance, vocational selection and vocational training to other organizations.

76. The essence of social and labor conflict

In the most general way, conflict can be defined as an extreme case of aggravation of contradiction. Conflict arises and occurs in the sphere of direct communication between people, as a corresponding result of aggravated contradictions between them. Conflict is a collision of opposing goals, interests, positions, opinions, points of view, and views of communication partners. The following types of conflict are distinguished.

Intrapersonal conflict arises due to a person’s state of dissatisfaction with any circumstances of his life, associated with the presence of conflicting interests, aspirations and needs.

Interpersonal conflict is the most common type of conflict; it arises between people due to the incompatibility of their views, interests, goals, and needs.

Intergroup conflict occurs due to a clash of interests of different groups.

Conflict between group and individual manifests itself as a contradiction between the expectations of an individual and the norms of behavior and communication established in the group.

In order to understand the essence of the conflict and effectively resolve it, it is necessary to turn to one of the conflict formulas:

Conflict situation + incident = conflict,

Where conflict situation– these are accumulated contradictions that create the true cause of the conflict; incident– this is a combination of circumstances (sparks) that are the reason for the conflict; conflict - this is an open confrontation resulting from mutually exclusive interests and positions.

A social-labor conflict is a contradiction in organizational-labor relations that takes on the character of direct social clashes between individuals and groups of workers. Social and labor conflict arises if:

1) contradictions reflect mutually exclusive positions of subjects;

2) the degree of contradiction is quite high;

3) contradictions are understandable, that is, individuals and groups are aware of these contradictions, or, on the contrary, they are incomprehensible;

4) contradictions arise instantly, unexpectedly, or accumulate for quite a long time before turning into a social conflict.

The implementation of social and labor conflict depends on many specific subjective factors. Individuals and groups must, on the one hand, experience a fairly strong need to overcome mutual difficulties in order to decide on confrontation. On the other hand, individuals and their groups must have sufficient capacity to engage in such confrontation.

It is important to take into account the types of social and labor conflicts identified depending on the degree of their manifestation; these are closed and open social and labor conflicts. The main parameters that determine this division are: the level of awareness of the conflict situation, its subjects, causes and prospects; the presence or absence of real conflict behavior and resolution activity; the familiarity of the conflict situation to others and their influence on it. It is known that a closed conflict is more unfavorable, since it is characterized by greater social discomfort, a destructive impact on the organization and organizational-labor relations, and the possibility of its resolution is very small.

The subjects of social and labor conflict are individuals and groups directly or indirectly related to the conflict: primary agents; joining participants and the conflict environment. The subjects of social and labor conflict are often not equivalent factors. Therefore, all social and labor conflicts are different and unique and depend on what socio-economic groups, roles and statuses are their subjects.

77. Causes of social and labor conflicts

The emergence of a social and labor conflict is possible for various reasons and circumstances, for example, it may be the result of insufficient understanding in the communication process, incorrect assumptions regarding the actions of the interlocutor, differences in plans and assessments. The causes of social and labor conflict can be: individual and personal characteristics of the communication partner; inability (unwillingness) to control one’s emotional state; tactlessness and lack of desire to work, as well as loss of interest in work.

The causes of social and labor conflicts are more profound. The causes of social and labor conflicts are divided into objective and subjective.

Objective reasons for social and labor conflicts suggest two situations: a certain principle of organization should either be abolished altogether in order to resolve a labor conflict, or simply improved in detail and methods of implementation. Therefore, the objective causes of conflicts in the work environment may be shortcomings, weaknesses, errors in the organization of work that bring people together and make confrontation between individuals and groups inevitable.

Subjective causes of social and labor conflicts are based on the individual, subjective characteristics of the human personality and groups of individuals. Therefore, they are more unpredictable and difficult to control.

Subjective and objective causes of labor conflicts are not always distinguishable; sometimes there are no clear boundaries between them.

The causes of social and labor conflicts at Russian enterprises are:

1) problems of distribution relations arising from the distribution of benefits (fairly or not); due to the redistribution of already appropriated benefits received; because of the very principle of distribution. Distribution conflicts have practically no boundaries; they can arise between the same and different social groups (both between the poor and between the rich);

2) the complexity of functional interaction as a cause of conflict occurs when the enterprise has complex differentiation and cooperation of work activities, which, in turn, gives rise to a more active and responsible attitude of people towards their work and the likelihood of a clash over the inaction of others is quite high;

3) role contradictions are caused, firstly, by different roles, goals and different ways behavior of people in the work environment, and, on the other hand, non-realization of mutual role expectations of subjects;

4) purely business disagreements, based on differences in professional thinking, differences in views on how to organize and perform work, etc.;

5) division of blame and responsibility, that is, in situations unfavorable for the organization, the process of identifying a specific culprit occurs, which becomes the cause of the conflict;

6) leadership, in the form of abnormal competition, initiative, dominance, excessive professional and business ambitions, etc. Social and labor conflict based on leadership can proceed as a struggle for power, for employment;

7) abnormal working conditions (outdated equipment, crowded workplace, etc.);

8) incompatibility, that is, significant differences in the characters of the subjects that interfere with their normal relationships. For example, incompatibility in experience, qualifications, education; in economic psychology and attitude to work, etc.;

9) gender and age composition of the organization (the ambitions of the young and the conservatism of the older generation, which hinders the introduction of innovations);

10) social differences (class-class, racial, ethnic, religious, political differences of people).

78. Functions and consequences of labor conflicts

It is traditionally believed that social and labor conflict is dangerous for the team and the enterprise. Yes, this is true, but the positive functions of conflict are also enormous. After all, a conflict is a clash of contradictions, which indicates that there are problems in the organization that need to be solved, and as quickly as possible, in order to ensure the progressive development of the organization itself.

The positive functions of social and labor conflict are:

1) informational (only through conflict does information become open that was hidden, but was functionally necessary for everyone or many);

2) socialization (as a result of conflict, individuals gain social experience, knowledge that is not available under normal conditions, and contribute to the speedy resolution of subsequent conflict situations);

3) normalization of moral state (in conflict, accumulated negative moods are resolved, moral orientations are purified);

4) innovative (the conflict forces, stimulates changes, demonstrates their inevitability; through the conflict, some problem is officially recognized and solved).

Recognition of the positive functions of social and labor conflict does not mean that the conflict can and should be purposefully created. If there is a conflict, it is necessary to treat it correctly from the point of view of possible positive outcomes; it is necessary not to suppress, but to solve it with beneficial effect; analyze, learn through conflict; regulate it to achieve useful goals.

Social and labor conflict also has negative consequences:

1) increased hostility, an increase in the proportion of unkind statements and mutual assessments, a deterioration in the social well-being and self-awareness of people in the working environment leads to heightened passions;

2) curtailment of business contacts contrary to functional necessity, extreme formalization of communication, refusal of open, but often necessary communications;

3) a drop in motivation to work and actual performance indicators due to negative mood, mistrust, and lack of guarantees;

4) deterioration of mutual understanding and abnormal, attitudinal disagreements over trifles in interactions, negotiations, contacts;

5) deliberate resistance to the desires, actions and opinions of others, even if there is no personal need or meaning for this; behavior “on the contrary”, that is, according to the principle of contradiction; demonstrative inaction, failure to fulfill, non-compliance with mutual obligations, agreements on principle;

6) deliberate and purposeful destructive behavior, that is, an orientation toward the destruction and undermining of certain common ties, organizations, culture and traditions;

7) destruction of positive social identification, dissatisfaction with belonging to a given work group, organization, discrediting connections and relationships in principle; attitudes toward individualistic behavior;

8) actual loss of working time, distraction from work or failure to take advantage of a favorable situation, opportunity and chance to achieve something due to struggle and disputes; subjective experience of senseless expenditure of effort and energy on hostility and confrontation;

9) not a resolution, but a “confusion” of any problems.

The listed negative consequences of social and labor conflict can also be considered as universal signs of a conflict situation.

Workers behave differently in conditions of social and labor conflicts. Thus, some avoid entering into conflict at all costs, others treat them adequately, and still others tend to conflict at the slightest difficulties in relationships. People's behavior in conflict conditions can be an indicator of such employee quality as attitude to work.

79. Resolution of social and labor conflicts

Resolving a social and labor conflict means: eliminating a conflict situation or ending an incident. However, as practice shows, there are many cases in life when, for objective reasons, it is impossible to eliminate a conflict situation. Therefore, in order to avoid conflict, care should be taken not to create an incident.

Resolution of social and labor conflict is a process or purposeful activity that resolves its causes and consequences. The resolution of a social and labor conflict can be organized or arbitrary, spontaneous.

The resolution of a social and labor conflict depends on the degree of its complexity. The factors determining the complexity of the social and labor conflict are:

1) the scale of the conflict. It is determined both by the total number of individuals and groups involved in the conflict, and by the number of parties and positions in the conflict. Thus, during a conflict, three, four, etc., conflicting parties and positions may appear, which complicates the resolution of the conflict. In an interdisciplinary conflict, personal factors are more pronounced, which complicates its resolution. In an intergroup conflict, participants may be aware of its scale, the associated consequences, risk, responsibility, and therefore are especially striving to resolve it. In inter-individual conflict, the advantage is that the discussion process is simpler; it can happen promptly, in a working manner, but there is less chance of compromise;

2) the duration of the conflict situation. The resolution of a conflict in its initial stage may be easier than in its later stage. This is explained by the following arguments: the conflict has not yet been personified; The destructive consequences of the conflict are not yet great; a complex structure of participants in the conflict has not been formed. Therefore, the social and labor conflict must be resolved as quickly as possible. However, the final stages of the conflict also have a number of advantages that speed up the resolution of the conflict, these are: over time, the cause of the conflict becomes clear to all parties to the conflict, and the ways to resolve it become clearer; over time, the subjects of the conflict get tired of conflict, which contributes to a speedy resolution of the conflict; over time, the motive for playing in a conflict is replaced by a risk motive, which is a brake when the conflict drags on, especially for more conservative subjects of the conflict;

3) the novelty or standardization of the conflict have a multidirectional influence on its resolution. So, if a similar social and labor conflict has already taken place before, then its repetition will occur in a less acute form. At the same time, the parties to the conflict know from their own experience what measures need to be taken to resolve the conflict, that is, to resolve the existing contradiction in the enterprise. If there were no analogues to the conflict, then all participants are in a situation of uncertainty and act by trial and error, or use experience in resolving similar conflicts that took place at other enterprises;

4) objective or subjective causes of the conflict. If the conflict is caused by objective reasons, then its resolution requires organizational and labor changes that require large material and time costs, and if by subjective reasons, then its resolution will be more difficult;

5) subjective characteristics of the conflicting parties. If the parties to the conflict are cultured and educated, then they are able to quickly find a solution to the problem. However, the high level of culture of the participants can aggravate the conflict situation due to their more principled attitude to the matter.

80. Methods, types and forms of resolving social and labor conflicts

There are a number of methods for resolving social and labor conflicts, which, based on the behavior of the conflicting parties, can be divided into the following groups: intrapersonal, structural, interpersonal, negotiations, and retaliatory aggressive actions.

Intrapersonal methods influence an individual and consist of the correct organization of one’s own behavior, the ability to express one’s point of view without causing a defensive reaction on the part of the opponent.

Structural methods primarily affect participants in organizational conflicts that arise due to improper distribution of functions, rights and responsibilities, poor work organization, and an unfair system of employee incentives. These methods include: explaining job requirements to employees, using coordination mechanisms, developing and clarifying organizational goals, and creating reasonable remuneration systems for members of the workforce.

Interpersonal methods involve choosing the style of behavior of the conflict participants in order to minimize damage to their interests.

Negotiations perform certain functions and represent a set of techniques aimed at finding mutually acceptable solutions for the opposing parties.

Retaliatory aggressive actions are methods that are extremely undesirable for overcoming conflict situations, since their use leads to resolving the conflict from a position of strength.

O.V. Romashov identifies several types of resolution of social and labor conflict:

1) autonomous, when the parties conflicting in the process of social and labor relations are able to resolve problems independently, on their own, within the boundaries of their own tasks and functions;

2) organization-wide, when a social and labor conflict can only be resolved as a result of organizational changes;

3) independent, when the conflicting parties themselves solve the problem, relying on own capabilities, desires and abilities;

4) public, when others participate in resolving the conflict, they sympathize, advise, approve or condemn;

5) administrative, when settlement occurs only as a result of intervention and appropriate decisions of the administration.

There are the following forms of resolving social and labor conflict:

1) reorganization, that is, a change in the organizational and labor order that caused the conflict, and not struggle and persuasion in relation to the conflicting parties;

2) information, that is, socio-psychological regulation aimed at restructuring the perception of the situation in the minds of the conflicting parties, forming a correct view of the conflict, promoting the benefits of its peaceful resolution;

3) transformation, that is, transferring the conflict from a state of useless hostility to a state of negotiations;

4) distraction is the transfer of attention of the conflicting parties to other problems, preferably common ones, that contribute to their unity for a common cause;

5) distancing, that is, the exclusion of the conflicting parties from their common organizational and labor relations by either transferring one of the conflicting parties to another workplace, or direct dismissal;

6) ignoring, that is, deliberate inattention to the conflict so that it resolves on its own or to prevent further aggravation of the conflict;

7) suppression of the conflict occurs if the causes of the conflict are not removed, and conflicting behavior is prohibited under the threat of administrative sanctions for one or both parties;

8) conformal preference, that is, a decision in favor of the majority, or satisfaction of the interests of the socially stronger party.

81. Social policy

The social policy of the state is designed to ensure the maintenance of a certain level of well-being of citizens, provision of their material and intellectual needs, foster respect for human dignity and ensure social peace in society.

An organization as a social system, as a stable form of association of people with common interests and goals, is characterized by versatility of functioning. Its development is carried out in three directions: technical, economic and social. The technical direction is mainly related to the improvement of production means and technologies, the availability of the necessary, safe equipment and materials, the degree of mechanization and automation of labor processes. The economic direction expresses forms of ownership of the means of production and the results of labor, the level of specialization and cooperation of production, the system of organization and remuneration of labor, the structure and methods of managing the workforce and production as a whole. Social development includes the organization’s personnel with their traditions, preferences, intellectual potential and professional qualifications, ways to satisfy the material and spiritual needs of employees, interpersonal and intergroup relations, and the moral and psychological atmosphere in the team.

The social environment of an organization is determined by its social policy. The social environment of an organization, which is closely connected with the technical and economic aspects of its functioning, consists of those material, social and spiritual-moral conditions in which workers work, live with their families and in which the distribution and consumption of material goods take place, real connections are formed between individuals, their moral and ethical values ​​find expression.

Achieving the social goal of any organization is to satisfy the social needs of the employee in production conditions, which occurs as a result of ensuring normal working conditions and labor motivation. The vector of social development of the organization should be aimed at diversifying and enriching the content of work activity, more fully using the intellectual and creative potential employees, increase their discipline and responsibility, create appropriate conditions for effective work, good rest, and arrangement of family affairs.

The social and labor sphere reflects the object and subject of social policy, characterizes the degree of social development, and quite reasonably reflects the unity and interdependence of labor and social relations. In practice, labor relations are the relations between labor and capital, employee and employer, rarely exist in their pure form without a social component. Conversely, social relations often arise as a result of labor processes and the accompanying contradictions and conflicts. The social and labor sphere fully reflects all phases of labor force reproduction and its social support.

The main blocks of social policy in the field of social and labor sphere, and in particular in the field of labor force reproduction, are:

1) the social sphere, that is, branches of the socio-cultural complex (education, healthcare, science, culture, etc.), as well as a range of social services provided by the organization to its employees;

2) labor market, employment services, advanced training and retraining of personnel (including in the organization);

3) the sphere of motivation for increasing labor productivity of workers (organization of remuneration, provision of High Quality working life of the organization’s employees, etc.).

82. The concept of social protection

Social protection of the population is a system of measures of a legal, socio-economic and organizational nature, guaranteed and implemented by the state to ensure a decent life, that is, material security at the level of standards of modern social development and free human development.

The social protection system in a broad sense is a system of legal, socio-economic and political guarantees that provide conditions for ensuring livelihoods:

1) able-bodied citizens - through personal labor contribution, economic independence and entrepreneurship;

2) socially vulnerable groups - at the expense of the state, but not below the minimum subsistence level established by law.

Social protection is, on the one hand, a functional system, that is, a system of directions along which it is implemented, and, on the other, an institutional system, that is, a system of institutions that provide it (the state, trade unions and other public organizations).

Social protection should cover the following areas:

1) providing members of society with a living wage and providing material assistance to those who, due to objective reasons, need it, protection from factors that reduce the standard of living;

2) creating conditions that allow citizens to freely earn their own means of living by any means that do not contradict the law;

3) ensuring favorable working conditions for hired workers, protecting them from negative impacts industrial production;

4) ensuring the environmental safety of members of society;

5) protection of citizens from criminal attacks;

6) protection of civil and political rights and freedoms consistent with the principles of a legal, democratic state;

7) creation of conditions excluding armed social and interethnic conflicts;

8) protection from political persecution and administrative arbitrariness;

9) ensuring freedom of spiritual life, protection from ideological pressure;

10) creation of a favorable psychological climate in society as a whole, in individual cells and structural formations, protection from psychological pressure;

11) ensuring the maximum possible stability of public life.

The basic rights of citizens in the field of social protection are enshrined in Art. 18 of the Constitution of the Russian Federation. Regulatory legal acts on social protection of the population take the form of federal and regional laws, which establish the rights of citizens in this area and measures to implement regulations in the field of protective functions of the state. Other legal acts regulating social protection procedures include Decrees of the President of the Russian Federation, resolutions and orders of the Government of the Russian Federation; other regulations of ministries and federal departments, executive authorities of constituent entities of the Russian Federation, as well as local governments and organizations.

Socio-economic transformations of Russian society, aimed at establishing and developing market relations, make the problem of ensuring effective social protection of citizens in general and employees of enterprises and organizations in particular, extremely relevant. On the one hand, these transformations strengthen the social protection of citizens, but on the other hand, it is necessary to take much more efforts on social protection in some important sectors of human life: protection from unemployment, inflation, material insecurity for a significant part of citizens, etc. The main thing today is to strengthen social protection from a decline in the living standards of workers, concern for the conditions and content of work, the organization and system of remuneration of workers.

83. Minimum social standards and regulations

Under government minimum standards commonly understood established by laws Russian Federation or decisions of representative bodies state power for a certain period of time, minimum levels of social guarantees, expressed through social norms and norms, reflecting the most important human needs for material goods, publicly available and free services, guaranteeing an appropriate level of their consumption and intended to determine the mandatory minimum budget expenditures for these purposes.

When forming budgets at various levels, social norms and standards are applied to a wide circle indicators. A significant part of them, enshrined in laws or other legal acts, determines the minimum state guarantees in the field of labor, its remuneration, employment and social security. These standards are revised depending on the inflation rate and available financial capabilities.

One of the main social standards is the living wage. The subsistence minimum is an indicator of the volume and structure of consumption of the most important material goods and services at the minimum acceptable level, providing conditions for maintaining the active physical condition of adults, the social and physical development of children and adolescents. The structure of the cost of living reflects food costs; expenses for non-food products; service costs; taxes; other obligatory payments. Theoretically, the cost of living should be equal to minimum size wages. In Russia, the consumer basket for the whole country and federal subjects is calculated on the basis of the subsistence level.

The subsistence minimum as an instrument of social policy is used as a basis for targeted social policy; as targets for regulating the income and consumption of low-income groups of the population; to assess the material and financial resources necessary for the implementation of current and future social programs, providing targeted assistance to low-income groups of the population; to justify the size of the minimum wage and old-age pension.

The housing and sanitary standard of 9 m2 per person has been adopted as the minimum acceptable standard for housing provision, which, as studies have shown, ensures the normal course of human physiological functions.

In the field of health care, indicators of the availability of doctors, hospital beds, clinics and outpatient facilities are used to assess the minimum acceptable level of meeting the needs for medical care and medical care of the population.

In the field of education, the Constitution of the Russian Federation guarantees universal access and free preschool, basic general and secondary vocational education in state and municipal educational institutions. At the same time, basic general education is mandatory.

In the field of labor protection and environment As minimum state standards, the indicators of maximum permissible concentration (MPC) of chemical and other substances that negatively affect the work and ability of citizens in the air, water and at workplaces of industrial enterprises are accepted by law.

In the field of employment, minimum standards unfortunately do not yet exist, although science has developed indicators of the maximum permissible level of unemployment in the regions of the country (they have not received legislative status).

Unfortunately, today the minimum wage still does not correspond to the cost of living.

84. Social transfers and benefits

Under social transfers It is generally accepted to understand the transfer to the population by state or non-state organizations (professional, charitable, religious, etc.) of resources in cash and in kind, mainly on a gratuitous basis.

Social transfers include pensions, benefits, scholarships, subsidies, social security payments of other types, as well as free services that form part of the total income of citizens. In kind, they consist of goods and services provided to specific families (households).

The main goals and objectives of providing social transfers are:

1) providing the population with socially significant benefits and services;

2) reducing the gap in the level of material support for working and non-working members of society who, for objective reasons, are not involved in the labor process;

3) mitigation of negative external factors during the period of human adaptation to market conditions (increasing unemployment, poverty and misery, etc.);

4) ensuring the necessary quantity and structure of reproduction of labor resources.

Social transfers are carried out in different types and forms. Among them: social assistance (welfare); state social guarantees, including social benefits for certain categories of the population; social insurance (state, compulsory and voluntary).

Social assistance is the provision by the state and non-profit organizations of benefits and services to socially vulnerable groups of citizens (population) based on a means test (material assistance, charity from other organizations).

The system of social guarantees involves the provision of socially significant benefits and services to all citizens without taking into account their labor contribution and means testing.

Transfers carried out through the social insurance system are designed to protect the population from various social risks leading to loss of ability to work, and, consequently, loss of income. Among them: illness, work injury, occupational disease, accident, motherhood and childhood, job loss, old age, loss of a breadwinner.

The most widely used forms of social transfers in Russia are: benefits, pensions and scholarships. Benefits are regular or one-time cash payments to citizens in cases of partial or complete disability, difficult financial situation, support for families with children, as provided by law, as well as in the event of the death of relatives. Unemployment benefits are financial assistance provided free of charge if you have work experience, pay the appropriate contributions, and regularly register with the labor exchange for a certain period.

Scholarships are regular cash payments to students of higher, secondary specialized and vocational educational institutions studying on the job.

A pension is a monetary payment guaranteed by law to provide for citizens in old age, in the event of complete or partial disability, loss of a breadwinner, as well as in connection with the achievement of an established length of service in certain areas of work.

The main problem is the timely and adequate indexation of social transfers to market changes, ensuring a normal standard of living.

In addition to the transfers listed, they may also include other government expenses, for example, subsidies for enterprises and organizations that produce products and provide services to the population (subsidies for housing and communal services and public transport, enterprises employing the labor of disabled people).

85. Social insurance

Social insurance is a form of social protection of the population from various risks associated with loss of ability to work and income. A special feature of social insurance is its financing from special extra-budgetary funds, formed from targeted contributions from employers and employees with the support of the state. Social insurance is part of the social protection system of the population, therefore it is necessary to legally recognize the costs of social insurance of workers as socially necessary for the reproduction of the labor force.

Social insurance is aimed at solving two main tasks: ensuring the restoration and preservation of workers’ ability to work, including the implementation of preventive and rehabilitation measures for labor protection and ensuring the safety of its conditions; and the implementation of measures to guarantee material support for persons who have lost their ability to work or do not have it.

As modern forms social insurance can be: compulsory, voluntary and corporate social insurance.

Compulsory social insurance– a type of social guarantees established by current legislation in connection with loss of income (wages) due to loss of ability to work (illness, accident, old age) or place of work. Financial sources for providing such social guarantees are insurance contributions from employers and employees, as well as funds from the state budget. Compulsory social insurance is based on the principle of solidarity between policyholders and the insured.

Voluntary social insurance is built on the principles of collective solidarity and self-help in the absence of state insurance support. It can be personal or collective and includes protection from the consequences of accidents, medical care and pensions. Financial sources of voluntary social insurance are contributions (voluntary) from employees and employers. The defining difference is the presence of an insurance contract. Distinctive features of voluntary social insurance are democratic management of insurance funds, the most complete implementation of the principle of self-government, social partnership between employers and employees, and the close dependence of insurance payments on the level of income of policyholders.

Voluntary social insurance is a supplement, not an alternative to compulsory social insurance. The mutual complementation of these funds makes it possible to compensate for the disadvantages of one type of insurance with the advantages of another.

Corporate social insurance systems are systems of social protection for workers, organized by employers at the expense of income allocated to meet the social needs of workers (medical and health care, payment for housing, transport, educational services, cultural services, corporate pension payments).

State subsidies to replenish social insurance funds (social protection funds) include contributions for unemployed citizens, military personnel and government employees, subsidies to cover the budget deficit of these funds and tax benefits. Recently, the importance of a new source of financing compulsory social insurance funds has been growing - income from the capitalization of contributions of the insured and employers (policyholders). The insured's contributions are a direct deduction from their income. Employer contributions are levied as a percentage not of the total payroll, but of a predetermined maximum gross salary, meaning amounts in excess of this maximum are not counted.

86. Labor management in an organization

In every labor organization, labor management is carried out. In this regard, the difference between organizations consists only in the degree of significance of management, the completeness of its content, setting goals, defining objects and functions of management to achieve specific results of the organization’s activities.

The purpose of labor management in the organization are the most rational and effective use of personnel, living and embodied labor and the expenditure of funds for payment and material incentives for labor while observing the constitutional rights and responsibilities of citizens.

Labor management objects in an organization in general terms are the direct labor process, relationships between people in the labor process, and reproduction of the labor force. In relation to management activities, these objects can be specified and identified as separate objects: management of the organization's personnel, management of organizational support for the labor activity of personnel, management of productivity and quality of labor, management of motivation and stimulation of labor, management of industrial, social and economic relations in the process of labor activity. In turn, each of the listed objects can also be divided into smaller ones.

The main functions of labor management in an organization are: planning, accounting, analysis, control and evaluation. These functions also apply to all of the listed labor management objects and tend to repeat themselves cyclically over time. These functions are aimed at justifying management decisions. All of them must be based on reliable information, which, as new problems arise in labor management, must be updated, expanded and deepened. Availability of prompt and multifaceted analytical information, constantly current system accounting and control over the implementation of planned processes contribute to the development of a desire to find the most rational solutions and allow increasing the efficiency of labor management.

Organization of labor management at an enterprise depends on objective and subjective factors. Objective factors include the size of the enterprise, manufactured products, complexity of the technological process, the nature and type of production, qualifications of managers, industry affiliation of the enterprise, etc., subjective factors include the approach to labor problems on the part of managers (for example, systems of motivation and stimulation of labor, care on working conditions, development of industrial democracy, etc.).

At most Russian enterprises, the organization of labor management is concentrated mainly in four divisions: the personnel department, the labor organization department, the labor and wages department, and the occupational safety and health department. In foreign enterprises, most often there is a single human resource management service, subordinate to one of the company’s vice-presidents (that is, labor management is centralized).

At enterprises, there are contractual forms of labor management; they should be considered as joint or coordinated (concerted) actions of the administration of enterprises or local administrations, on the one hand, and various organizations employees of the enterprise, on the other. Such forms constantly exist in enterprises where trade union organizations are active. Contractual forms of labor management at an enterprise are good in that they can quickly reflect the balance of power between subjects of social and labor relations that have different interests (individual and collective labor contracts).

87. Levels, forms and methods of labor management

In general control means influencing something for the purpose of ordering, preserving qualitative specificity, improvement and development. Management can be defined as some type of interaction between subjects and objects. Management functions are necessary actions in relation to management objects to achieve set goals and objectives; these are unique levers through which the mechanism of labor management is implemented.

Distinguish three levels of management labor: international level, state level and enterprise level.

Labor management at the enterprise level is aimed at the most rational and efficient use of personnel, living and material labor, and the optimal expenditure of funds for payment and material incentives for workers.

Labor management at the state level is carried out by a system of national bodies. Any civilized state develops regulatory materials on issues of labor, employment and social policy, in particular on working conditions, on the tariffs of work and workers, on inter-category ratios in wages in the public sector, on employment management, on the organization of relationships between employers and employees and etc.

Labor management at international level carried out by the International Labor Organization (ILO). It was created in 1919 as an organization designed to fully promote social progress, establish and maintain social peace between different strata of society, and help resolve pressing socio-economic issues in an evolutionary, peaceful way. The purpose of the International Labor Organization is to promote the achievement of material well-being and ensure the spiritual development of people, regardless of race, faith or gender, and to create conditions under which this is possible.

Labor management methods the principal ways of exerting managerial influence on social and labor processes and their participants are named. Labor (social and labor processes) is managed using three main methods:

1) the method of direct influence of the (directive) manager on the managed, and through them on the managed process (orders, instructions);

2) the method of indirect influence (through interest) of the manager’s influence on the managed and through them on the managed process;

3) the method of self-government (when the participants in the process themselves make and implement the decisions made, that is, industrial democracy).

The forms of labor management directly reflect the nature of the subjects and objects of management, the nature of their relationships. Therefore, the following forms of labor management can be distinguished:

1) state forms of labor management, in the form of legislative, executive and judicial powers, regulating the relations of subjects of social and labor relations;

2) contractual forms of labor management, among which are: general agreements, regional and territorial agreements, sectoral (intersectoral) tariff and professional tariff agreements, collective agreements between representatives of labor collectives (workers and the administration of the enterprise (employer), individual labor agreements (contracts) ;

3) forms of social activity of a particular subject of social and labor relations (for example, a protest or strike of workers, re-election of a manager).

There are also types of labor management: democratic and totalitarian. The democratic type of labor management means full civil subjectivity, freedom of action for all members of society. The totalitarian type of labor management is extremely dictatorial.

88. Personnel management in the organization

Personnel Management is a complex and multifaceted job. An organization's personnel are people with a complex set of individual qualities, the presence of which distinguishes them from the material factors of production.

Organizational personnel management– purposeful activities of the organization’s management, managers and specialists of departments of the personnel management system, including the development of the concept and strategy of personnel policy, principles and methods of personnel management of the organization. Personnel management is the formation of a personnel management system; planning personnel work, developing an operational plan for working with personnel; conducting personnel marketing; determining the personnel potential and personnel needs of the organization.

Human resource management of an organization covers a wide range of functions from hiring to dismissal of personnel:

1) recruitment, selection, reception and placement of personnel;

2) business assessment of personnel during admission, certification, selection;

3) career guidance and labor adaptation of personnel;

4) motivation for the work of personnel and their use;

5) labor organization and compliance with business ethics;

6) management of social and labor conflicts and stress;

7) ensuring personnel safety;

8) management of innovations in personnel work;

9) training, advanced training and retraining of employees;

10) management of business career and career and professional advancement;

11) management of personnel behavior in the organization;

12) management of social development of personnel;

13) release of the organization’s personnel.

Personnel management of an organization provides information, technical, normative, methodological, legal and documentation support for the personnel management system. Managers and employees of divisions of the organization's personnel management system resolve issues of assessing the performance of managers and management specialists, assessing the activities of divisions of the organization's management system, assessing the economic and social efficiency of improving personnel management, and personnel audit.

All these issues are reflected in the organization's HR philosophy. The philosophy of personnel management is a philosophical and conceptual understanding of the essence of personnel management, its origins, connections with other sciences and areas of management science, and an understanding of the ideas and goals underlying personnel management. Specifically, human resource management philosophy examines the human resource management process from a logical, psychological, sociological, economic, organizational, and ethical perspective. The philosophy of personnel management of an organization is part of the philosophy of the organization, its basis. The philosophy of an organization is a set of intra-organizational principles, moral and administrative norms and rules of personnel relations, a system of values ​​and beliefs perceived by all personnel and subordinated to the global goal of the organization.

The essence of an organization's HR philosophy is that employees have the opportunity to satisfy their personal needs while working in the organization. This requires conditions for establishing fair, equal, open, trusting relationships in the organization.

The concept of personnel management of an organization is a system of theoretical and methodological views on understanding and defining the essence, content, goals, objectives, criteria, principles and methods of personnel management, as well as organizational and practical approaches to the formation of a mechanism for its implementation in the specific conditions of the organization’s functioning.

89. The essence of social partnership

The system of social partnership was established only in the second half of the twentieth century in developed capitalist countries. In Russia, people have been talking about social partnership since the end of 1991. On November 15, 1991, No. 212, the President of the Russian Federation signed the Decree “On social partnership and resolution of labor disputes (conflicts).” In accordance with the Law of the Russian Federation “On Collective Bargains and Agreements,” a vertical system of social partnership is being implemented in Russia, covering all levels of society and suggesting the possibility of concluding general, regional, sectoral (intersectoral), professional and territorial agreements, as well as collective agreements.

The most common definitions of the concept of “social partnership” are the following:

1) social partnership is a system of relationships between employees and employers, which replaces the class struggle. According to such ideas, currently in countries with developed market economies it is possible to get away from class contradictions through negotiations and reaching a compromise. Social partnership in this case is one of the ways to coordinate the interests represented in society;

2) social partnership is a way of reconciling opposing interests, a method of solving socio-economic problems and regulating contradictions between the class of employees and the class of owners. Despite the changes that have occurred in the economic and social spheres of modern Western society, class differences and conflicting interests of employees and employers persist. In this case, social partnership is a way to mitigate class contradictions, a condition for political stability and social truce in society;

3) social partnership as a way of regulating social and labor relations does not exist, since there are no objective conditions for its existence. This is the point of view of either representatives of an extremely liberal direction, who claim that the market mechanism by itself, without the intervention of the state or any other entities, is capable of regulating the entire power of relations, including social and labor relations, or theorists who preach totalitarianism, defending the idea morally -political and economic unity, common interests of the nation, realized through a strong state.

Social partnership makes it possible to restore some balance in the relationship between employees and the employer, which is constantly disrupted due to the fact that the employer, due to its position, initially dominates in these relations. Negotiations within the framework of social partnership help to establish a correspondence between economic and social needs, and this is the main condition for determining reasonable wages, taking into account real opportunities.

Social partnership should be considered as a special type of social and labor relations that ensures, on the basis of equal cooperation between employees, employers and the state, an optimal balance and implementation of their basic interests.

The basic principles of social partnership include:

1) authority of representatives of all parties;

2) equality of the parties in negotiations and when concluding agreements;

3) the obligation of the parties to fulfill the agreements reached;

4) priority of conciliatory methods and procedures in negotiations;

5) responsibility for accepted obligations.

A major role in the development of social partnership in Russia is played by the implementation of the principles laid down in the ILO conventions and recommendations.

90. Essence and structure of social and labor relations

Social and labor relations– this is the objectively existing interdependence and interaction of the subjects of these relations in the labor process, aimed at regulating the quality of working life. Social and labor relations characterize the economic, legal and psychological aspects of the relationships between people and their social groups in labor processes. Therefore, social and labor relations are always subjective, and reflect the degree of combination of interests of the subjects of these relations.

The system of social and labor relations has a complex structure, which in a market economy includes the following elements: subjects of social and labor relations, levels and subjects of social and labor relations, principles and types of social and labor relations.

The subject of social and labor relations are various aspects of a person’s working life: labor self-determination, professional guidance, hiring and firing, professional development, socio-psychological development, vocational training, etc. The subject of collective social and labor relations is personnel policy. All their diversity usually comes down to three groups of social and labor relations:

1) employment;

2) related to the organization and efficiency of labor;

3) arising in connection with remuneration for work.

The basic principles of organizing and regulating social and labor relations are:

1) legislative support for the rights of subjects;

2) the principle of solidarity;

3) the principle of partnership;

4) the principle of “dominance-subordination”.

The following types of social and labor relations are distinguished, characterizing socio-psychological, ethical and legal forms relationships between subjects in the process of labor activity.

1. Paternalism is characterized by strict regulation of the behavior of subjects of social and labor relations, the conditions and order of their interaction by the state or the management of the organization.

2. Social partnership is characterized by the protection of the interests of subjects of social and labor relations and their self-realization in the policy of coordinating mutual priorities on social and labor issues to ensure constructive interaction.

3. Competition is the rivalry of subjects of social and labor relations for the opportunity and better conditions for realizing their own interests in the social and labor sphere (one of the forms of competition is competition).

4. Solidarity is determined by the mutual responsibility of people, based on unanimity and commonality of their interests, for changes in the system of social and labor relations and achieving agreement in making socially important decisions in the social and labor sphere.

5. Subsidiarity expresses a person’s desire for personal responsibility for achieving his conscious goals and his actions in solving social and labor problems.

6. Discrimination is an arbitrary, illegal, unjustified restriction of the rights of subjects of social and labor relations, as a result of which the principles of equality of opportunity in labor markets are violated.

7. Conflict is an extreme degree of expression of conflicting interests and goals of subjects in social and labor relations, manifested in the form of labor disputes and strikes.

The considered types of social and labor relations do not exist in their pure form, but appear in the form of models that have a qualitative variety of types of social and labor relations. This is due to the influence of many factors: social policy in the state, globalization of the economy, the development of social labor and production.

91. Subjects and levels of social and labor relations

The main subjects of social and labor relations are:

1) an employee (group of employees) is a citizen who has entered into an employment agreement (contract) with an employer, the head of an enterprise and an individual. A rental agreement can be written or oral, but in both cases it determines the social and labor relations between its participants. An important role for an employee is played by such qualities as: age, gender, health, education, skill level, work experience, professional and industry affiliation. In addition, the employee must be ready and able to participate in social and labor relations.

Both an individual worker and groups of workers who differ in their position in the socio-professional structure, focus of interests, labor motivation, etc. can act as an employee as a subject of social and labor relations.

Developed labor relations presuppose the existence of institutions that act on behalf of employees, representing and protecting their interests. These are trade unions. Trade unions are voluntary mass organizations that unite employees who are connected by common socio-economic interests. The Labor Code of the Russian Federation declares the principle of trade union pluralism, according to which the number of trade unions representing the interests of workers in an industry or enterprise is not limited. Other organizational forms of association of hired workers are also possible;

2) an employer, according to the international classification of employment status, is a person who works independently and constantly hires one or more employees to carry out the labor process. Usually in world practice he is called the owner of the means of production. But in the practice of Russian social and labor relations, the employer is also a manager in the public sector of the economy who hires employees under a contract (director of a state enterprise), although he himself is an employee and does not own the means of production;

3) the state, as a subject of social and labor relations, performs the functions of a legislator, defender of rights, employer, arbiter, etc. The extent of implementation of each of these functions is determined by the historical and political conditions of the development of the state.

There are three levels of social and labor relations:

a) individual, when the employee and the employer interact in various combinations (bilateral social and labor relations);

b) group, when associations of employees and associations of employers interact (tripartite social and labor relations);

c) mixed, when workers and the state, as well as employers and the state interact (multilateral social and labor relations).

Relations between subjects of social and labor relations are regulated by legislative and regulatory acts. The fundamental ones are: the Constitution of the Russian Federation, the Labor Code of the Russian Federation, the Law of the Russian Federation “On Employment of the Population”, the Law of the Russian Federation “On Collective Bargains and Agreements”, the Federal Law “On the Procedure for Resolving Collective Labor Disputes”, the Federal Law “On the Fundamentals of Labor Safety in the Russian Federation”. Federation”, etc. In addition, legal acts issued by local governments, heads of enterprises and organizations are highlighted. Within the enterprise, local regulations governing social and labor relations are: collective agreement, employment agreement (contract), and other internal regulations.

92. Sociological research in the world of work

Sociological research is an analysis of social phenomena or processes using special methods, which allows you to systematize processes, relationships, interconnections, dependencies and make reasonable conclusions and recommendations. A specific sociological study is a system of theoretical and empirical procedures that contribute to obtaining new knowledge about the object under study in order to solve specific theoretical and social problems.

Functions of sociological research:

1) information and research (collection of social information);

2) organizational and implementation (development of recommendations);

3) propaganda (dissemination of the fundamentals of sociological knowledge);

4) methodological (development of new research methods).

Structurally, the research process consists of three, qualitatively different, but interconnected by a certain sequence of procedures: conceptualization, cognitive procedure and objectification procedure. The essence of conceptualization is the transition from social order to the study of an object, the development of a conceptual research scheme. The cognitive procedure is the path from setting research objectives to obtaining some cognitive results in accordance with them. The procedure for objectifying primary sociological data is the translation of new, primary data about an object into a scientific-theoretical and scientific-practical result.

The main goal of the research is to increase the efficiency of work while ensuring the development of employees, meeting their needs, and forming positive intra-collective relationships. The most common objectives of sociological research in the world of work are:

1) improving the organization’s management system, increasing the validity of management decisions, studying social processes affecting management efficiency;

2) increasing the level of stability of the workforce, intra-collective cohesion, leadership problems, studying the factors of excessive staff turnover;

3) development of a system for adaptation of new employees, taking into account the factors that determine the timing and success of adaptation, improvement of the system of selection and placement of personnel;

4) increasing the labor activity of workers based on an analysis of the processes of formation of labor motivation, assessment of new labor incentive systems being developed;

5) study of the content and working conditions, development of measures to improve them; development of recommendations for career planning, identification of factors that contribute to increased job satisfaction;

6) improving the quality of working life; development of social programs, social support programs for employees.

Object of sociological research– this is what the process of cognition is aimed at; the object can be any social phenomenon or social relations containing social contradictions. The population of people with whom a social problem is associated is the object of sociological research. The persons surveyed are called respondents.

The subject of sociological research is the most significant properties, aspects and features of the object that are subject to direct study.

Organizing a specific sociological study involves a number of stages: drawing up a research program; definition of the object and units of observation, that is, the sampling process; development of means of collecting materials - research methods; collection of material; analysis of the material and its generalization. The main methods of collecting information in sociological research are document analysis, observation, experiment, and survey.

Labor behavior is the executive side of work activity, its external manifestation. However, behind externally identical work actions, work activities that differ in their internal orientation may be hidden. Thus, the constant improvement of work techniques and methods for one employee may be determined by the desire to increase his earnings, while for another it may be due to receiving recognition from his comrades and the team. To identify ways to improve the efficiency of work activity, it is necessary to study not only its external manifestations, but also the internal essence, the nature of its internal driving forces.

The main motivating force of a person, group, society is need, which is understood as an objectively determined request of an individual for the goods necessary for existence and the activity of acquiring them. Without food, clothing, housing, and spiritual benefits, people cannot exist. And in order to have all this, they must produce and work. Therefore, people work because they need to satisfy needs. Needs activate a person. If there is no need, there can be no activity.

Interests are a concrete expression of perceived needs. Conscious needs take the form of interests in certain objects that ensure the satisfaction of needs. Interests are the real reason for social actions. If a need characterizes what a subject needs for its normal functioning, then interest answers the question of how to act in order to have what is necessary to satisfy this need.

Thus, needs and interests characterize the internal conditioning of labor behavior. It should be noted that people engage in work not only out of internal needs, but also under external influence. Externally, labor behavior is determined by the labor situation—a set of conditions in which the labor process takes place. The work situation influences the development and manifestation of personal needs and interests. It includes incentives and value-normative management, social control and consists of the following main elements:

Labor incentives that have an indirect effect on employee behavior;

planned and estimated indicators that serve as criteria for labor activity and perform the functions of labor values;

Administrative decisions (orders, instructions) that have a direct volitional impact on the behavior of employees;

values ​​and norms of behavior inherent in the work collective and expected in the behavior of its members.

The listed elements of the work situation have a certain motivating force. Under their influence, a person can act contrary to his inner aspirations and personal interests. Under the influence of these influences, an internal position is formed, the employee’s personal predisposition towards various objects and situations, his readiness to act in one way or another. It is characterized by such concepts as “value orientations,” “attitudes,” and “motives.”

Value orientations are a relatively stable, socially conditioned attitude towards a set of material, spiritual goods and ideals, on the basis of which the desire to achieve certain goals arises. The degree of his labor activity and the quality of the work performed depend on what values ​​the employee is oriented towards, what place his work activity occupies in the general system of his value orientations.

In work activity it is possible to focus directly on:

the social significance of work, when the employee strives to perform the most important and necessary work for society, even if it is not always interesting from the point of view of the content of the work or profitable from the point of view of its payment;

wages when the employee seeks to work overtime or perform high paying jobs to increase your earnings;

working conditions, when an employee strives to work with normal working conditions, with a convenient shift, a good microclimate in the team, even with lower pay or low content of work.

By influencing a person’s needs, one can regulate his work behavior.

Also a factor in regulating labor behavior is the value of labor, which is understood as a specific reflection in a person’s consciousness of the significance of objects, phenomena, certain aspects of social reality. For different social groups, the same values ​​may have different significance. For some people, the most important value is family, for others, material well-being, for others, interesting communication.

The values ​​of labor mean the significance of labor in the life of society and the individual, as well as the significance of various aspects of labor activity, in relation to which the subject establishes his attitude.

Studying the values ​​of work allows you to regulate work behavior. They represent an assessment of various aspects of the work situation in the human mind.

In this regard, the level of consciousness of a person, the degree of awareness of the significance of the work performed, acquires special importance.

Attitudes are the most stable orientation in a person’s attitude towards objects, situations, his roles, statuses, his readiness for certain actions.

Motives, unlike attitudes, can be unconscious; there is a conscious subjective attitude towards one’s actions, an internal reaction to the work situation, formed on the basis of attitudes and value orientations under the influence of external influences and incentives.

Motives precede the act of work, the action of a person. The motive may be a sense of duty, satisfaction from a job well done, earnings, prestige, fear of criticism and punishment, promotion. Thus, there is a whole motivational complex that can change not only from person to person, but also from one situation to another.

In the world of work, motives are conventionally divided into three types:

material, when a person performs work based on motives that are not related either to the nature and content of work or to the social environment, because work for him is a simple economic necessity, a means of earning money and ensuring independence of existence;

spiritual, when a person does his job because he likes his profession, the content of his work. At the same time, he feels the joy of creativity, emotional uplift, and experiences aesthetic pleasure in the labor process itself;

social, when a person performs his work, guided not so much by its content, but by the fact that it provides him with a certain place in the social structure of the team, in society. At the same time, he clearly understands its social significance, receives moral satisfaction from his work, and enjoys the respect of his comrades.

Incentives are objective, i.e. influences external to a person that should encourage him to a certain work behavior and cause his work activity. They are the basis for the emergence and existence of motives for work.

The action of incentives encourages a person to perform such types of work and such quantity and quality that are necessary for society. This means that incentives are aimed at realizing public interests. Their effectiveness in attracting people to work presupposes the formation among team members of a stable internal need for conscientious, effective work, i.e. formation of internal positive motivation.

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