UDC 154.3
Zhyvko Zinaida Bogdanivna, professor
of
economic security department of Lviv State University of Internal
Affairs, candidate of economic sciences, associate professor
Zhyvko Michael Michaylovicz, adjukt of Lviv State University of Internal
Affairs
PERSONNEL MOTIVATION AS A MECHANISM OF STAFF
SECURITY
Labour as
a purposeful activity of people is a necessary condition of existence and
development of society; it is directed to the satisfaction of their life
necessities. One of the constituents of labour is its motivation at the level
of participants of labour relations. The motivation system characterizes the totality
of interconnected measures which stimulate either a separate worker or the
whole staff concerning achievement of individual and collective aims of
activity of the enterprise.
At this
time, the problem of motivation of a personality has become of great importance,
because the solution to the tasks of our society is possible only on condition
of creation of the proper motivational basis which is able to induce the
personnel to effective activity, i.e. to providing safety of staff as
constituent part of economic security of the enterprise. The question is about
application of such forms and methods of stimulation of a personality which
would be instrumental in high effectiveness of his or her work and would be a
basis of security in the enterprise.
Financial
stimulation of the employees in enterprises has adopted the features peculiar
to the previous command economy system. Because of absence of the direct
dependence of a bonus size upon the concrete results of work of employees in the
enterprise, it stopped carrying out its main stimulant function, and it grew
into an ordinary salary increment, causing “equalizing” in the system of bonus
plan. Taking into account the lack of scientifically grounded system of
planning, organization, motivation and control of the activity in the enterprise,
and the lack of working criteria of the employees, these factors result in the disappointment
of the personnel, in loss of desire to do the work in a proper way and in the
search of a place of employment where their labour will be valued.
Moreover,
the absence of highly qualified employees who are able to provide the proper
organization and functioning of the enterprise at market conditions, nullify
all the attempts of the development and introduction of the high-efficiency
system of venture management, in which a leading place belongs to the motivation
system. Further reducing labour motivation of the personnel will unavoidably result
in the worsening of the negative socio-economic processes which take place in
our state.
So,
there is an objective necessity to create scientifically grounded mechanism of the
labour motivation of the personnel of enterprises that by means of effective stimuli
would be able to promote the personal interest of employees in productive and
high-quality work, to favour the increasing of their competitiveness, to
provide qualitative update of labour mentality ensuring staff security in the enterprise.
Choosing the means of motivational mechanism which is able to combine both purpose
and the results of activity of the personnel into one complex is an important
task of managing and administrative workers.
The
papers of classical economists and Ukrainian scientists focus on the principles
of action of motivation, methods and mechanisms of its realization, concerning
the problem of the increase in the productivity of labour activity. Among the
prominent scientists who dedicated their works to this problem are A.Smit,
F.Gilbret, A.Maslou, F.Gertsberg, A.Afonin, R.Ouen, D.McGregora, O.Kuz'min,
A.Vrum, O.S.Vikhanskiy, G.A.Dmitrienko, I.V.Mishurov, L.Lyubomudrova,
G.Zakharchin, V.P.Sladkevich.
Our
paper considers on the problems of manager motivation, i.e. of administration,
which influence business management because the problem of motivation was first
investigated in relation to the officials. Firstly, it is practically
impossible to ration the work of administration. Secondly, the problem of independence
and it means that it is important for the top officials to have freedom in the
use of labour force. Thirdly, the effectiveness of top-managers is supposed to
depend on their motivation efficiency. As for ordinary employees, their labour is
regulated by different standards, beginning with the norm of production and finishing
with the job description for specialists. Therefore, the level of the employee motivation
is of relatively less importance. He or she knows what he or she must do and also
knows how much he or she must be paid, i.e. the classical scheme "there is
a norm of payment for the norm of labour" is activated [1]. And this norm
of labour is easily counted up. It is impossible to regulate the labour of the officials,
especially top officials. That is why they can be managed mainly through the motivation
and stimulation.
The development
of the payment system for the labour of managers and specialists is similar to
the development of the payment system for all other employees. Primary purpose
of this system is the same: to attract good workers, to support their devotion to
the business and to provide staff security in the enterprise.
However,
the estimation of labour of managers and specialists in such a way gives only
partial answer to the question, how to provide staff security of the business,
because their labour differs from the labour of employees and they are
responsible for forming and analysing of data for making administrative
decisions. Such assertions are possible on the basis of followings features: 1)
such high-quality factors as ability to meditate and solve problems are of
greater importance for the work of managers and specialists than for the work
of employees; 2) there is a tendency to pay managers and specialists for their
capabilities, on the basis of the results of their work or of their skills; 3)
the systems of payment of the labour of managers and specialists are beginning
to play a second-rate role, but bonuses, payments for the result, payment
depending on the results of labour of all enterprise are beginning to increase.
With
the help of the motivation it is possible to predispose a person to work, to
favour the expression of certain feelings and thought activity. An important
role is given to the nervous system which with the help of certain sense organs
is able to get different types of information about the external environment in
the form of feelings. Therefore, in this case it is important to take into
consideration the factors of external environment [2, p.28].
Motivation
can be caused by means of giving information to the employees, i.e. by a timely
report about the future work and way of its stimulation.
At the
same time, the qualified and skilled personnel stimulated to work favours the
successful development of the company and provides certain competitive advantages
at the domestic and external markets, provides a stable staff policy and staff
security as a constituent of the economic security of the personnel.
During
the crisis it is very difficult to motivate employees by fixing high wages, therefore
it is important to pay special attention to immaterial stimulation of labour,
making the flexible system of privileges, humanizing of labour and creating conditions
to provide staff security of the enterprise. This stimulation includes acknowledgement
of the value of the employee for the company and giving him or her creative
freedom; no humiliation of the worker’s dignity by demonstrating scorn and own advantages;
applying the programs of labour enriching and positive staff changes; applying
flexible working hours with the possibility of the partial fulfilment of work at
home; providing the workers with the discount on products of the company; solving
the question of loans for the employees` special necessities.
In
everyday life the employee wishes to express him or herself, that is why it is necessary
to acknowledge the labour of every single employee to give possibility of
self-realization, allowing him or her to make independent decision, within his or
her competence, to give consultations to other workers. Thus, through the motivation
of every worker it is important to form the single team which will provide
economic security of the enterprise.
References
1. Çàõàð÷åíêî Â. Ñèñòåìà ìîòèâàö³¿ íà îñíîâ³ Êв / Æóðíàë «Ô³íàíñîâèé äèðåêòîð» ¹2, 2006 / http://www.management.com.ua
2.
×åðâ³íñüêà Ë.Ï. Ôàêòîðè ìîòèâàö³¿ ïåðñîíàëó â
ìåíåäæìåíò³. - Ê.: ϳäïðèºìñòâî «Ïðàâäà ßðîñëàâè÷³â», 1998. - 254ñ.