scholarly journals ADMINISTRATION OF STAFF MOTIVATION SYSTEM AT THE ENTERPRISE

2021 ◽  
Author(s):  
Liana Chernobay ◽  
Tetiana Yasinska ◽  
Andriana Tomashevska
Keyword(s):  
Modern Society ◽  
Employee Motivation ◽  
Work Schedule ◽  
Remote Work ◽  
Flexible Work ◽  
Staff Motivation ◽  
Motivation System ◽  
Financial Condition ◽  
Flexible Work Schedule ◽  
Market Management

The topicality of the article is due to the need to improve the motivation system of employees, increase staff productivity and profit. The system of motivation of personnel at the enterprise plays one of the most important roles for achievement of the purposes and increase of profit of the enterprise. The ability to develop an effective system of personnel motivation will increase productivity and improve the financial and economic condition of the enterprise. The goal of the article is to research and improve the administration of the personnel motivation system of the enterprise. In the article was considered and analyzed the literature sources related to the system of personnel motivation. The experience of countries and leading corporations around the world in the field of encouraging employees to improve their efficiency are analyzed. An alternative causal relationship between the increase in employees' salaries and the financial results of the enterprise is highlighted. The scope of motivation directly depends on the financial condition of the enterprise, its place in the market, management structure, strategy, goals and the relationship between departments. In the article were considered some alternatives to improve the system of staff motivation: transfer of office workers to remote work; introduction of a flexible work schedule; creating conditions for communication with the management of the enterprise; introduction of a grading system. In modern society, one of the most popular types of motivation is the ability to work remotely. In terms of COVID-19, it is one of the most effective motivators in the company, the essence of which is to perform their duties outside the office. Another intangible way to motivate staff, which shows its effectiveness in modern conditions, is the introduction of a flexible work schedule. The ability to independently set the start and end time of work is a strong motivating factor, as the employee can adjust the work to their biological rhythm, distribute the time between rest and work according to their needs, etc. With the help of communication of employees with the management of the company you can prevent professional burnout. The general symptoms of burnout were also analyzed. An innovative method such as grading also helps to effectively solve the problem of employee motivation, the essence of which is the hierarchical ranking of positions based on their value and impact on the company's performance to ensure transparency of the remuneration system, the size of which depends on the value of the position.

scholarly journals Spokojenost školních psychologů a pohled na klady a zápory jejich práce

E-psychologie ◽  
2020 ◽  
Vol 14 (3) ◽  
pp. 17-30
Author(s):  
Marie Herynková ◽  
Keyword(s):  
Job Satisfaction ◽  
School Psychologists ◽  
Research Study ◽  
Working Hours ◽  
Work Schedule ◽  
Flexible Work ◽  
Flexible Work Schedule

The research study discusses the view of school psychologists on the positive and negative aspects of their profession. In addition, the research aims to discover to what extent school psychologists are satisfied with their work. The results show that the most frequently mentioned positive aspects of the work of school psychologists are the possibility of direct work with clients, a flexible work schedule and a flexibility in working approach and diversity. On the contrary, the most frequently mentioned disadvantages are difficult relationships in the workplace, unclear role, and loneliness. A large part of the respondent sample (N = 61, 59 women) are job-satisfied. A statistically significant correlation was found between job satisfaction and the practice length as well as the number of weekly working hours.

scholarly journals WFM Systems as a Digital Business Transformation Tool

2020 ◽  
Vol 17 (4) ◽  
pp. 187-194
Author(s):  
A. A. Grigoryan
Keyword(s):  
Current Problem ◽  
Working Hours ◽  
Work Schedule ◽  
Flexible Work ◽  
Work Time ◽  
Management Tools ◽  
Workforce Management ◽  
Advantages And Disadvantages ◽  
Flexible Work Schedule ◽  
Time Planning

The article focuses on the current problem – the efficiency of employees' working hours through the use of special systems for work time planning (workforce management). An analysis of the use of various management tools to create an effective employee schedule is presented. It has been shown that the number of companies implementing automated programs for recording and planning employees' working hours is gradually growing. The main advantages and disadvantages identified by managers implementing digital solutions in the work schedule process were identified. Various types of specialized software for creating a flexible work schedule have been investigated, as well as key criteria by which the best WFM systems are determined. In the course of this classification, parameters have been defined, which should be given special attention when deciding on the use of the WFM system in the company. Based on the results of the study conducted by the author, recommendations were developed for the implementation of such digital solutions in the company. The author concluded that these systems were necessary for enterprises focused on digitalizing their business, since they made it possible to optimize staff costs and increase employee efficiency.

USE OF MODERN METHODS OF MOTIVATION OF PERSONNEL AT ENTERPRISE

2018 ◽  
Author(s):  
Oleksii Petriaiev ◽  
◽  
Yuliia Diachenko ◽  
Keyword(s):  
Main Element ◽  
Modern World ◽  
Motivating Factors ◽  
Flexible Work ◽  
Staff Motivation ◽  
Optimal Functioning ◽  
Flexible Work Schedule ◽  
Main Thing ◽  
Level Of Motivation ◽  
Efficiency And Productivity

Motivation of staff occupies a significant place in the modern world, because it is the main element that ensures the optimal functioning of the enterprise. Motivation is the main factor influencing the efficiency and productivity of the company, the results of profits and the level of competitiveness. Due to the proper level of motivation, there is a maximum return from staff, which helps to increase the overall performance of the enterprise. Today, the problem of staff motivation is the lack of implementation of new methods of motivation in Ukrainian enterprises. The aim of the article is to determine the theoretical aspects of the latest methods of motivation and study their impact on the staff of the enterprise in modern conditions. The article considers the main motivating factors of enterprises in the modern environment, their impact on staff and the enterprise as a whole. It is determined what leads to the presence of the appropriate level of staff motivation and its absence. The latest types of motivation such as gamification and biohacking are presented and analyzed how they affect the efficiency of staff on the example of world-famous companies. It is determined that gamification can be used both for employees performing work in the office and for workers in warehouses, the main thing is to determine how you can use this type. Biohacking is also suitable for both employees and workers, as health care is very important for staff. It is defined how horizontal rotation can motivate employees and it was found that at the time of quarantine restrictions one of the best methods of motivation is a flexible work schedule that ensures an adequate level of work of enterprises without employees or on duty. It is also established how manipulations can motivate employees and what are the consequences of this type of motivation. It is proved that the use of new types of motivation can intensify the work of the enterprise by increasing the personal interest of employees.

scholarly journals Problems of labor productivity management in difficult epidemiological situation

2021 ◽  
Vol 6 (2) ◽  
pp. 146-153
Author(s):  
L. V. Trunkina ◽  
◽  
T. V. Telyatnikova ◽  
N. A. Kuzmina ◽  
◽  
...  
Keyword(s):  
Labor Productivity ◽  
Work Schedule ◽  
Flexible Work ◽  
Effective Leader ◽  
Flexible Work Schedule ◽  
The Face ◽  
Increase Productivity ◽  
Leader Performance ◽  
The Impact ◽  
Epidemiological Situation

In modern conditions the problem of labor productivity growth is becoming increasingly relevant. Its enhancement is paid to attention both at the federal level and at the level of enterprises. This article discusses the increase in labor productivity in the face of the epidemiological situation. The main blocks of programs of the national project to increase productivity are highlighted. In the context of the epidemiological situation, there are problems of preserving and improving productivity in connection with the transition of enterprise personnel on various forms of non-standard employment: televodder, flexible work schedule, durability, etc. The impact of a complex epidemiological situation on labor productivity is disclosed, the main competencies of an effective leader (performance leader) are presented

Missed work, lost income, and job loss in survivors of colorectal cancer and their partners: A dyadic study.

2020 ◽  
Vol 38 (29_suppl) ◽  
pp. 145-145
Author(s):  
Christine M Veenstra ◽  
Paul Abrahamse ◽  
Arden M. Morris ◽  
Sarah T. Hawley
Keyword(s):  
Colorectal Cancer ◽  
Job Loss ◽  
Employment Outcomes ◽  
Cancer Center ◽  
Work Schedule ◽  
Flexible Work ◽  
Job Support ◽  
Community Oncology ◽  
Flexible Work Schedule ◽  
Oncology Practice

145 Background: Many survivors of colorectal cancer face long-term job loss stemming from their diagnosis. However, little is known about employment outcomes among their partners and virtually nothing is known about employment impacts among survivor-partner dyads. Methods: In 2019-20 we surveyed 1150 patients who, in 2014-18, underwent resection of Stage III colorectal cancer and were seen at a community oncology practice, academic cancer center, or reported to Georgia SEER (51% RR). Patients gave a separate survey to their partner. 299 partners (73% RR) completed surveys. Patients and partners were asked about employment consequences of the patient’s cancer. Availability of job support benefits and prevalence of adverse employment outcomes were described among partners. Descriptive statistics were generated to identify trends in job loss within dyads. Results: Among partners, 56% were <age 65, 63% female, 86% white, 27% had < high school education. 61% were employed at time of patient’s diagnosis. Among these, 15% had no job support benefits. 33% had paid sick leave, 47% had flexible work schedule, 28% had unpaid time off. Due to the patient’s cancer, 43% missed 7-30 days work and 13% missed >1 month. Due to the patient’s cancer, 18% lost $2000-$10,000 in income and 11% lost >$10,000. 27% were no longer working at the time of survey. In 47% of dyads, both patient and partner were working before patient’s diagnosis. Among those, in 29% only 1 member of dyad was still working at time of survey and in 11% neither member of dyad was still working. In 15% of dyads, only the partner was working before patient’s diagnosis. Among those, in 50% the partner was no longer working at time of survey. In 16% of dyads, only the patient was working before diagnosis. Among those, in 48% the patient was no longer working at time of survey. Job loss in dyads was associated with older age, lower annual income, and lack of flexible work schedule. Conclusions: Missed work and loss of income are common among partners of patients with colorectal cancer. Job loss affects nearly half of dyads in the survivorship period. Employer accommodations such as flexible scheduling may help mitigate job loss among survivors and their partners. [Table: see text]

scholarly journals 6 óra munka, 9 óra pihenés, 9 óra szórakozás

2021 ◽  
Vol 3 (4) ◽  
pp. 77-93
Author(s):  
Dávid Adrián Máté
Keyword(s):  
Labour Market ◽  
21St Century ◽  
Work Performance ◽  
Working Hours ◽  
Point Of View ◽  
Work Schedule ◽  
Flexible Work ◽  
Practical Point ◽  
Flexible Work Schedule ◽  
New Challenges

The digital changes of the 21st century have brought us many new tools, technologies, and, with them, new challenges. The changes fully permeate economic processes and at the same time have a significant impact on work performance. As a result of the changes, many jobs will be lost, new ones will be created, and we will witness ever-faster changes in the labour market. Employers and employees need to adapt to these changed circumstances, in which working time and its scheduling play a key role. In the course of the present work, I examine the feasibility of the shorter working hours that have become available due to technical development, both from a theoretical and a practical point of view. In connection with this, the development of a flexible work schedule will also be subject to a legal examination.

scholarly journals ESTIMATION EMPLOYEE MOTIVATION SYSTEM AT ENTERPRISE UNDER COVID-19 CONDITIONS

2021 ◽  
Author(s):  
Inna Tymchenko ◽  
◽  
Anastasiia Levina ◽  
Keyword(s):  
Employee Motivation ◽  
Financial Economic ◽  
State Enterprise ◽  
Engineering System ◽  
Agricultural Enterprises ◽  
Staff Motivation ◽  
Motivation System ◽  
Modified Method ◽  
Method Of Evaluation ◽  
Scenario Approach

The article analyzes the methodological approaches to assessing the system of staff motivation in the enterprise. The study found that the management of motivational processes in the enterprise is effective only when assessing the motivation system. The purpose of the article is to improve the methodological framework for assessing the system of staff motivation in the enterprise in terms of COVID-19 and the introduction of the practice of personnel management of agricultural enterprises in order to increase competitiveness in the Ukrainian market. Evaluation of personnel motivation system is proposed to carry out qualitative and quantitative indicators. A modified method of evaluation of personnel motivation system based on multi-use methods of evaluation components of the system. Formed partial list of criteria for evaluating components of motivation (welfare, financial, economic, social, psychological, and corporate incentive system) on the basis of expert survey of relevant specialist area. The weights in the model are proposed to be identified using the method of hierarchy analysis. Expert analysis used to assess the current and projected state enterprise motivation system. Applied scenario approach to the assessments of personnel motivation system, which is implemented in the identification of current and forecasted conditions. Graphical method used in the interpretation of the criteria changes partial components of motivation. The results of the study is to identify the level of motivation components of the enterprise, the authors proposed to consider the example of the agricultural enterprises mashynobuduvvannya. The study found an upward trend in such categories as: "fair treatment by management", "loans from the company on favorable terms", "health care and insurance", the relative deviation is -10.2%, -11.5%, -23.8%, respectively. Identified the main directions of development of motivation, such as: "Delegation of authority", "total annual remuneration", "promotion program personnel", "Stimulating objectives" - or rather -23.4%, -12.4%, -22, 4% and -38.5% respectively. The practical value of the study is to identify opportunities to improve the competitiveness of enterprises through improved agricultural engineering system of motivation. Using multi evaluation methods and scenario approach enables adaptation to changes in a turbulent environment COVID-19.

A multicenter analysis of patient reported risk factors for not working during cancer therapy.

2017 ◽  
Vol 35 (15_suppl) ◽  
pp. 6523-6523
Author(s):  
Victoria Susana Blinder ◽  
Carolyn E. Eberle ◽  
Emeline Aviki ◽  
Stephen Matthew Schleicher ◽  
Sujata Patil ◽  
...  
Keyword(s):  
Risk Factors ◽  
Cancer Therapy ◽  
Cancer Diagnosis ◽  
Cancer Center ◽  
Work Status ◽  
Work Schedule ◽  
Flexible Work ◽  
Poverty Level ◽  
Patient Reported ◽  
Flexible Work Schedule

6523 Background: Treatment for most types of cancer results in work disruptions. The aim of this study is to identify risk factors for not working during cancer therapy using a patient-reported outcome tool. Methods: Patients of all cancer types, who were undergoing treatment with curative or palliative intent, were enrolled in a survey-based study at Memorial Sloan Kettering Cancer Center and the North Carolina Cancer Hospital from 1/2014 to 7/2015. All patients working full- or part- time at the time of cancer diagnosis were included in this analysis. Patient reported outcomes were collected using a survey tool at any time during active cancer treatment. The primary outcome of this analysis was self-reported work status at the time of survey completion. Results: Of 119 patients who were working before their cancer diagnosis, 68% were working at the time of survey completion. The mean age was 52.9 (range 20-80). Younger age was associated with working: 82% of patients age < 40 were working during treatment vs. 31% of patients age > 65 (p=0.01). The number of days patients reported being completely unable to work in the past month was significantly associated with work status; only 26% of patients who missed > 10 days continued to work compared to 69% who missed ≤ 10 days (p<0.01). Patients who report having a flexible work schedule were 23% more likely to continue to work during treatment (69% vs. 46%, p=0.01). In a multivariable model controlling for having an employer contingent health plan, and household income > 200% of the federal poverty level (fpl), only age, having a flexible work schedule, and inability to work > 10 days were independently associated with work status during treatment (Table). Conclusions: Having a flexible work schedule allowed for more work interruptions without job loss. Patients who are likely to miss more than 10 days of work and who have inflexible work schedules are at high risk of unemployment and should be targeted for employment retention initiatives. [Table: see text]

Agent-Based Microsimulation Approach for Design and Evaluation of Flexible Work Schedules

2015 ◽  
Vol 2537 (1) ◽  
pp. 167-176 ◽  
Author(s):  
Zheng Zhu ◽  
Chenfeng Xiong ◽  
Xiqun Chen ◽  
Xiang He ◽  
Lei Zhang
Keyword(s):  
Choice Model ◽  
Actual Behavior ◽  
Work Schedules ◽  
Individual Choice ◽  
Work Schedule ◽  
Flexible Work ◽  
Agent Based ◽  
Flexible Work Schedule ◽  
Departure Time ◽  
Flexible Work Schedules

The policy of a flexible work schedule has been practiced for years in order to stimulate the redistribution of departure time of commuters. However, its potential influence on travelers’ departure time shifts is infrequently seen in existing studies. This study extended an agent-based positive departure time choice model to gain perspective on travelers’ dynamic reaction toward the flexible work schedule policy. Unlike most rational behavior models, the positive model emphasizes the bounded rationality in people's actual behavior and allows for heterogeneity among travelers. Dynamic traffic assignment is integrated with this proposed model to build up a feedback loop between individual choice (demand side) and network performance (supply side). Scenarios of different percentages of the population with a flexible work schedule are analyzed. It is found that travelers with flexibility in their work schedules tend to depart for work later to avoid peak periods in the morning. The average travel time in the network will decrease by at most 22% when 60% of the travelers have flexible work schedules.

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