INTANGIBLE AWARD SYSTEM IN PUBLIC ADMINISTRATION UNITS AS A TOOL FOR CREATING AGILITY FEATURES IN EMPLOYEES

Employees and their knowledge are one of the most important resources of any enterprise. Material reward system often does not bring the assumed benefits. In public administration, it is trying to develop effective methods of rewarding employees that would not involve the entity’s financial resources and at the same time improve work efficiency. In this situation, it may be appropriate to introduce solutions used in agile organizations. The non-material reward system in the agile model allows for creating agility features in employees. The article includes an analysis of domestic and foreign literature on the subject and the author’s own research, carried out in two public administration units. In the context of the research gap, the author tried to answer the following research question: Can public administration units, like agile organizations, introduce actions aimed at creating agility characteristics in employees and thus achieve better results? The main goal of the study was to demonstrate the relationship between the introduction of intangible reward systems and the creation of agility in public administration employees. For the purposes of the study, the author formulated a research hypothesis assuming that non-material methods of reward contribute to creating agility features in employees.

The Gaelic Press

Throughout the period in question, Gaelic periodical publishing has faced a number of persistent problems: relatively small, and declining, numbers of speakers, comparatively low levels of literacy in the language, insufficient institutional support, and editors and writers working for little material reward. As a result, most Gaelic periodicals survived for relatively short periods, and aside from the weekly Mac-Talla, published in Canada from 1892 to 1904, there has never been a Gaelic newspaper of any significance. In spite of this, Gaelic periodicals made a major contribution to Gaelic literature and culture more generally, serving as a platform for new generations of Gaelic writers, a conduit for new styles, particularly of modernist Gaelic poetry, and new genres, such as the short story, plays, social and political comment, current affairs, humour, literary translation, and much else.

Privileging Difference: Negotiating Gender Essentialism in U.S. Women’s Professional Soccer

Although women athletes in professional sport are uniquely positioned to expose the limits of gender essentialist ideology and challenge its relationship with inequality, little empirical research has considered how professional women athletes understand and negotiate gender ideologies. Drawing on 19 in-depth interviews and one e-mail exchange with U.S. women’s professional soccer players, this article finds that sportswomen strategically endorse constructions of gender difference while simultaneously universalizing White, middle-class women’s experiences. “Privileging difference” is a narrative whereby players recognize belief in women’s physical inferiority to men and argue for women’s moral superiority to men as a source of value and reward for women’s sport. Sportswomen’s moral authority is defined from a position of racialized class privilege, as players construct an idealized woman player who sacrifices material reward for emotional satisfaction and who emphasizes future change over present conditions.

Expressive Voting in Autocracies: A Theory of Non-Economic Participation with Evidence from Cameroon

Why do people vote in autocratic elections? Until now, most answers to this question have argued that people vote because they expect a material reward, such as patronage or a direct transfer via vote-buying, or as a way of rewarding the regime for its economic performance. I argue that citizens also vote for different non-economic, expressive reasons, such as a sense of civic duty or a desire to improve the democratic process. I present data from an original quasi-national public-opinion survey conducted in Cameroon, which shows that expressive reasons for voting can explain more variation in voting behavior than economic reasons. These different motivations challenge the implications of existing models of democratization by explaining how some of the poorest electoral autocracies have withstood decades of economic stagnation.

Analisis Pengaruh Budaya Organisasi Terhadap Kinerja Anggota Kepolisian Resort Malang

The study aims at: 1) describing the organization culture and performance, 2) finding out the simultaneuos influence of organization culture (variables of innovation, reward, cooperation or team work, result or outcome orientation and service orientation) on the performance. This is an explanatory research involving the employees of Polresta Malang as the analysis unit. The studi used proportional random sampling method and to collect data from 81 respondent a questionnaire was used The analysis technique used were multiple, partial regression, and determination. The result of study showed that: 1) simultaneously the organizational culture significantly influenced the performance, 2) partial(v the organization culture had also positive influence on the performance, 3) reward had the most significant influence on the performance. Based on the finding, therefore it is suggested that the organization pays more attention to reward, either material reward or non material reward, since reward is basically a dominant variable in influencing performance.

The Deficient Worker: Skills, Identity, and Inequality in Service Employment

Skill is central to inequality in the workplace, as a basis of material reward and status recognition. While much research treats skill as a set of abilities possessed—or not—by a worker, scholars have yet to grasp the organizational processes whereby jobs come to be taken as rudimentary and the worker performing them unskilled and therefore deficient. To illuminate these processes, we travel to Beijing, China, where workers are loquacious about inequalities confronted in relatively new forms of labor. By juxtaposing two service workplaces where similar sets of work tasks carry contradictory value, we discover the social relations that demote workers and their jobs based on identities, femininity in one workplace, rurality in another. We argue that formulating job tasks as skilled or unskilled is itself a kind of organizational work, which recruits the efforts of managers, colleagues, and customers. Unskilled workers do not appear in the workplace already deficient, but become so through organizational processes.

Patents

Patents provide incentives to the individuals; in particular, the inventors deserve recognition for their creativity and material reward for their marketable inventions. The incentives encourage innovation, which ensures that the quality of human life is enhanced. The protection stimulates research, which results in technological development. The chapter seeks to analyse in detail the importance of patents from an economic perspective and exploring the paradigm of its social costs and benefits. It also illustrates the co-relation between sustainable development and patents. Sustainable human development can be achieved by green and ecofriendly technology, which is vital to ensure global growth, taking into consideration the needs of the poorest countries, while enhancing the performance of advanced economies. In this backdrop, patents are a dominant factor due to their key role in encouraging technological innovation as well as research and development.

FINANCIAL INCENTIVES AS A DEVELOPMENT FACTOR FOR ECONOMIC ENTITIES

The low salaries are one of the most significant factors that does not contribute to social and economic development in the country. Therefore, at the present stage, it is necessary to restore all salary functions , especially stimulating one, to increase the proportion of material reward in people's monetary incomes. This will help to improve the living standards and purchasing power, revitalize business processes that will definitely contribute to the economic development of the country and economic entities. The article reveals the approach to the formation of material reward at the present stage. The employee receives his salary for the exercise of official duties, the bonus is determined by the complexity, quality, efficiency of the work done. The labor code of the Russian federation does not allow an employer to force an employee to do the job that is not included in the job description, unless an employee himself wants to do so. As research shows, in practice there are situations of social and labor relations that deviate from the norms of the employment contract. All these issues are urgent and require the development and implementation of an effective policy of social and labor relations.

Motivation and the academic – where the drivers sit

Purpose – The purpose of this paper is to investigate the key drivers for motivation within a small team of academics within a relatively small UK university. Design/methodology/approach – The research follows a combined interpretivist and ethnographic stance and using a mixed methods approach. Findings – The research identifies that fundamentally academics are driven by the desire for expertise and a search for meaning, while material reward and a need for power play a low significance in their forces. Also increase in managerialism has led to reductions in motivation. Research limitations/implications – The paper provides a limited focus due to the nature of being a small scale study. Practical implications – The paper considers the drivers which motivate academics. Managers and HR departments may consider approaches to managing and leading individuals to achieve improved organisational performance. Originality/value – The paper focuses on motivational drivers within the academy.