Formation Motivational Mechanism of Labor Management for the Modern Enterprises
In the article the view of staff motivation enterprises, allowing to assess the characteristics of the formation of new social values and motivational orientations knowledge economy that modify the behavior of modern people. The role of work motivation in providing enterprise development. The essenc...
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Інститут економіки промисловості НАН України
2014
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| Cite this: | Formation Motivational Mechanism of Labor Management for the Modern Enterprises / A. Kozinets // Економічний вісник Донбасу. — 2014. — № 4(38). — С. 166-170. — Бібліогр.: 8 назв. — англ. |
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| author | Kozinets, A. |
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| citation_txt | Formation Motivational Mechanism of Labor Management for the Modern Enterprises / A. Kozinets // Економічний вісник Донбасу. — 2014. — № 4(38). — С. 166-170. — Бібліогр.: 8 назв. — англ. |
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| description | In the article the view of staff motivation enterprises, allowing to assess the characteristics of the formation of new social values and motivational orientations knowledge economy that modify the behavior of modern people. The role of work motivation in providing enterprise development. The essence of the major theoretical approaches to the motivation of employees and their ability. Defined motives leading professional work opportunities for understanding the application of basic motivational theories to increase innovation activity staff. Formed generalized motivational mechanism for the modern enterprise. It was found that the existing mechanism of motivation into account such important motives of professional work, the motives of self, material and moral incentives, they fully contribute to the activities of employees. The main ways to improve the process of formation of motivation system, including the need for continuous monitoring measures to meet the needs of employees, evaluate existing tools from the standpoint of the formation, expansion methods of teaching staff.
В статті запропоновано погляд на мотивацію персоналу підприємств, що дає змогу провести оцінку особливостей формування нових соціальних цінностей і мотиваційних орієнтирів економіки знань, які видозмінюють поведінку сучасних працівників. Розглянуто роль мотивації праці в забезпеченні розвитку підприємства. З’ясовано сутність основних теоретичних підходів до мотивації працівників та їх можливості. Визначено провідні мотиви професійної діяльності для розуміння можливостей застосування основних мотиваційних теорій до підвищення інноваційної активності персоналу. Сформовано узагальнений мотиваційний механізм для сучасного підприємства. З’ясовано, що існуючий механізм мотивації враховує такі важливі мотиви професійної творчості, як мотиви самореалізації, матеріальні та моральні стимули, вони повною мірою сприяють підвищенню активності працівників підприємства. Визначено основні шляхи покращення процесу формування системи мотивації, що включають необхідність здійснення постійного моніторингу міри задоволення потреб працівників, оцінювання існуючих інструментів з позицій формування, розширення форм та методів навчання працівників.
В статье предложен взгляд на мотивацию персонала предприятий, что позволяет провести оценку особенностей формирования новых социальных ценностей и мотивационных ориентиров экономики знаний, которые видоизменяют поведение современных работников. Рассмотрены роль мотивации труда в обеспечении развития предприятия. Выяснено сущность основных теоретических подходов к мотивации работников и их возможности. Определены ведущие мотивы профессиональной деятельности для понимания возможностей применения основных мотивационных теорий к повышению инновационной активности персонала. Сформирован обобщенный мотивационный механизм для современного предприятия. Выяснено, что существующий механизм мотивации учитывает такие важные мотивы профессионального творчества, как мотивы самореализации, материальные и моральные стимулы, они в полной мере способствуют повышению активности работников предприятия. Определены основные пути улучшения процесса формирования системы мотивации, включающие необходимость осуществления постоянного мониторинга степени удовлетворения потребностей работников, оценка существующихинструментов с позиций формирования, расширения форм и методов обучения работников.
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А. Kozinets
166
Економічний вісник Донбасу № 4(38), 2014
UDC 331.101.3
А. Kozinets,
National university of life and environmental sciences of Ukraine, Kyiv
FORMATION MOTIVATIONAL MECHANISM OF LABOR MANAGEMENT
FOR THE MODERN ENTERPRISES
Motivation of all time was one of the most im-
portant components in the system management. Of
particular relevance motivation gets in a highly com-
petitive market products, solve the problem since the
conquest of markets is possible only with the estab-
lishment of proper motivation mechanism that can
encourage employees to efficiently, improve product
quality.
However, hyper trophic individualism and nega-
tive motivation, which are inherent in the command
economy type, still evident in many other Ukrainian
organizations of all forms of ownership and spheres of
activity. Most of the mechanisms of motivation can not
be used in Ukraine due to the fact that through evolu-
tion developed economy can not compare a situation
where knowledge economy emerging in the country
with sufficient rudiments industrial and autocratic tra-
ditions. That is why labor motivation in the establish-
ment and development of the knowledge economy in
Ukraine is an important social problem, whose solution
within each company is a critical issue.
In Ukraine there is a need to improve personnel
management incentive mechanisms for achieving stra-
tegic and tactical goals and collective enterprises, in-
cluding the following: obtain the desired individual and
collective performance and adequate remuneration,
profit maximization, improving product competitive-
ness, expand markets.
Since the beginning of the new millennium, world
economic processes are increasingly considered not
only through the prism of "economic intelligence" as
"economic stress". The latter is characterized not only
sustained financial crisis, but also numerous conflicts
tviternymy revolutions and man-made disasters. This
situation shows that the duality technocratic society is
not only to government technocrats on technique, but
on the contrary - technosphere power over society [1,
p. 25]. The extreme variability and dynamics of many
social and economic processes today proclaimed
knowledge economy leaves little choice but to create
new motivational orientations for Ukrainian workers
and their leaders, because the system of motives, ac-
tions and orientations representatives of the contempo-
rary intelligent and democratized society built other-
wise than in representatives of industrial society. Glob-
ality in thinking, to profess the principles of meritocra-
cy together with the simultaneous production and con-
sumption of information goods and services does not
allow current employees divided society into "us" and
"them". Therefore, new approaches to motivation,
including ukrainian intellectual management, will serve
to address the contradiction between human develop-
ment and the environment.
The aim of the paper is construction worker moti-
vation motivational mechanism, which would be able,
first, to serve the system generating knowledge-based
approach to deep penetration into the essence of the
problem and secondly, the balance of the employee in
his search for physical, emotional, mental and energy
fields to boost productivity as riparian socio-economic
system and the national economy.
The issue of motivation mechanism devoted to re-
search of many scientists. Theoretical and practical
issues of incentives and motivation of staff in the sys-
tem as discussed in the works of local scientists such as
A. Vasilenko, V. Horovoho, V. Pokotylova, N. Re-
zanova, V. Storozhuk V, V. Chornomaz, M. Shapoval,
L. Shvayko, A. Shevchenko, A. Shubin, etc., so foreign
scientists Stephen M. Davis, R. Waterman, J. . Haryn-
htona, M. Hammer, A. Charnes, W. Cooper, F. Crosby.
Speaking of priority to considering problems of
motivation for each of the stages of the innovation
process and the formation of effective motivation
mechanism, it should be noted that the focus of the
current conditions it should be given its inception ideas
as a source of generation of innovation based on the
potential human resources component of the innova-
tion potential of the state as a whole or individual en-
terprises, research organizations and the like. It is hu-
man resource with its inexhaustible intellectual poten-
tial is the driving force behind innovative transfor-
mations, so the development of creative motivation
(initiating innovation) is the key to overcoming inertia
subjects of labor management that exists today.
Motivation and stimulation activities should cer-
tainly be seen as a process that is carried out continu-
ously, which can be represented as a set of interrelated
elements due to one another and generally characteriz-
es the motivational mechanism of labor management.
Based on the essence of this definition, one could
argue that any mechanism provides for parts (elements,
links) that are in some way related to each other and
influence each other.
This is always possible to distinguish between
force (an element), having an effect and the object that
it is experiencing, whereby realized this action (lever-
age), and for which it is carried out, that is a concrete
result of the mechanism [2, p. 124].
By analogy with the description of the characteris-
tics of the concept of "mechanism" to seek the essence
А. Kozinets
167
Економічний вісник Донбасу № 4(38), 2014
and principle of motivational mechanism of labor man-
agement must be clear about this:
• who makes the process of business motivation,
that encourages certain behaviors and who is experi-
encing inducing effect;
• what action directed motivation - motivation ob-
ject;
• what, specifically, want to achieve with incen-
tives that aim its implementation.
Motivational mechanism is a component of the
mechanism of interest in achieving maximum econom-
ic and social benefits of the company.
General basic element of market economy is the
motivation activities based on a combination of differ-
ent forms of ownership, accompanied by increased
freedom of choice of each person kind ytypu classes.
Freedom of choice is the basis of the personal will of
the people, the foundation disclosure of personal po-
tential.
Tree motivational mechanism should be in ac-
cordance with the tree mutual goals of society (and
hence areas), that each goal at all levels of objectives
must meet certain complex motivation (motivation
mechanism element or subsystem) that achieves this
goal. Thus, the starting point for determining the struc-
ture of motivational mechanism is considered signifi-
cant motivational structure detection system goals
(purpose - to achieve funds). This process is iterative in
nature, as a means of motivation goals. And if you can
not at a particular stage of social development to form
sufficient to achieve a particular goal motivational
complex target must be reviewed and brought into line
with the real possibilities of motivation (of money - to
the goal). For example, if the conditions of degradation
due to improperly targeted and poorly organized eco-
nomic reforms can not set wages, providing a sufficient
degree of motivation high labor productivity, should
rozmiryty rate of recovery and increase the competi-
tiveness of production (level goal) of the real level of
work motivation. This situation, however, can be cor-
rected if we can strengthen internal motivation of em-
ployees (work satisfaction motives and expectations of
success) [3, p. 83].
Of course in solving the problem limited to setting
goals and finding resources to achieve them, consider-
ing that existing in society motivational mechanism for
efficient use of resources to achieve the set goals of the
entire society. Practice shows that this is not so. Real
diversity of conditions and people employed by it,
makes it necessary in solving any problem to form
specific motivational mechanism.
Motivational mechanism as any system must have
integrity and efficient property isolation of its ele-
ments. This means that there are a lot of elements are
interdependent and changing one of these items require
certain changes in other elements. Yes, interdependent
pay, accept change in the quality of work. Change of
supporting one of these elements inevitably leads to the
necessity of supporting the changes of other elements.
Otherwise, the motivational mechanism is ineffective.
At the same time requires a certain degree of isolation
of elements to change of supporting one or another
element to some extent offset by other elements of
motivation mechanism, otherwise its effectiveness will
not be reliable. These elements can be, for example,
working conditions and differentiation of payment
depending on conditions.
Motivation mechanism should include elements of
different duration of their life cycle, with long, includ-
ing the "eternal", ie, changing only with a change in
human nature (the traditions of society), short is chang-
ing with the changing socio-economic or industrial
situation, and intermediate between long and short life
cycle. The composition of motivational mechanism to
ensure its stability and dynamic development by re-
placing most mobile elements [4, p. 211].
Distant intentions determine long life plans of
man. The image on which are formed intentions, moti-
vation is a complex field with many reflections thereon
values. The intentions are seen as the result of activity
of the subject that weighs these values and determining
feasibility and justification for their achievements.
From these considerations it follows that the com-
pany had to form the system performance goals. It is
necessary to achieve these goals was the closest and
(or) remote-intentioned managers, professionals, em-
ployees and each employee is involved in the process
of achieving goals. Only in this case it is possible to
"shift motives for purpose".On the basis of the re-
search, the model of the mechanism of motivation and
stimulation of labor management, which is shown in
fig. 1.
It should be noted that this view of motivation and
incentive mechanism is rather arbitrary, since in reality
each entity structure of this mechanism depends on
many factors: exercise motivation level (macro and
micro); stimulating features of each object; entity's
organizational structure; the nature of ongoing activi-
ties; selected strategies in innovation; Sustainable tra-
ditions, etc. [5, p. 85].
To understand the nature of the operation shown
in Fig. 1 mechanism useful to analyze its components
and the relationships that occur between them. This
model reflects the emergence of general principles and
actions of motivation. It can be seen in relation to the
macro- and micro-level implementation of safety man-
agement. So as subjects in the proposed scheme can
serve various actors of innovation processes related
complex system of relationships on the development,
implementation and effective use of various kinds of
innovations.
Objective 1 subject, making motivational impact,
is seeking the help of external influences on other sub-
ject-user innovation (subject 2) excite, develop, en-
А. Kozinets
168
Економічний вісник Донбасу № 4(38), 2014
hance certain motives, prompting the latter to imple-
ment actions for motivating desired sub an object such
that lead to the desired end result, and in contrast,
weaken or try to exclude from the motivational struc-
ture subject 1 the motives that prevent the achievement
of the goal. The main objective of the entity that im-
plements the motivation is to build complex motyvout-
voryuyuchyh factors could cause the necessary changes
in the motivational structure of the subject. This sub-
ject 1 should be aware of the needs, interests, expecta-
tions and subject 2 somehow predict how these or other
factors affect the motivation and behavior in the future,
although it is difficult, as the impact from the outside is
always characterized by individual internal perception
of each situation [5, p. 87].
Fig. 1. Model motivational mechanism of labor management
External motif forming factors can be divided into
positive, such that cause a positive reaction and in-
creased activity of the subject in pursuing innovation
and negative, such that forced participation in innova-
tion (it may be a different kind of sanctions for non-
compliance of certain actions not competition planned
results). But we should not focus on the second group
of factors and can even be quite effective in some cas-
es, but restrict its influence on the motivation of the
subjects participating in innovative processes weaken
the overall level of motivation as a structure motifs
dominated not desire to achieve something, and fear of
punishment.
The grounds raised by external factors not directly
related to the nature of the activity called extrasensive
motives, these include: the motive of duty and respon-
sibility to society; motive of self-determination; the
desire to get the approval of other high social status;
reasons to avoid punishment. In the case of these rea-
sons are not attractive activity itself, but only that it is
connected (eg, power, material wealth, prestige), but
this is often not enough to leverage activities. It is im-
portant that extrasensive motives were supported by
procedural and substantive (intrasensive) motives,
when the activity of the subject caused no specific
influence of external factors, but by the process and
content of activities. An interesting what he does, na-
ture activities like exercise their intellectual and physi-
cal activity.
Formation of procedural and substantive reasons
is especially important in the implementation of labor
А. Kozinets
169
Економічний вісник Донбасу № 4(38), 2014
management when it comes to creative work develop-
ment of innovative products.
You must create an environment in which the
leitmotiv in the motivational structure of the individual
would be the process of intellectual activity, not forget-
ting, of course, the role ekstrynsyvnyh factors in en-
hancing the overall level of motivation [6, p. 322].
Thus, as a result of external and internal generated
by the subject, motyvoutvoryuyuchyh factors formed a
certain motivational structure serving motives produc-
tions subject certain purposes, because in order to set a
goal, you must have the appropriate motive or combi-
nation. The objectives are closely related with the mo-
tives and also stimulate activity, induce make appropri-
ate efforts to achieve them, while the more specific the
general goal of achieving intermediate stages, the
marked chitshe means to achieve the goal, the more
force inducing action and the probability of goal [7, p.
44].
Goal setting can be made the subject of their own
(subject, try the motivational effect) and wonder out-
side. In the latter case, the link can be formed under the
influence of incentives on the purpose of the respective
motive. It is important to aim, set outside, adopted
subject was his personal view to the subject does not
perceive it as a task imposed, did not try to change it, it
requires an external matching aim intrinsic motivation
of the subject, and the inclusion of the subject in part in
setting goals, analyzing the conditions of its achieve-
ment. The next element of motivational mechanism of
labor management associated with the direct imple-
mentation of specific action based on the process of
stimulation to achieve their goals. Thus, the higher
level of general motivation and a decent level of stimu-
lation, the harder it is prone to make. By implementing
a particular course of action, the subject receives a
result, has the qualitative and quantitative characteris-
tics. The result, which brings the reward for the work
(it can be tangible and intangible). This result corre-
lates with the initial needs, interests, waiting as a sub-
ject that has a motivational effect, and the entity that
tested the action, and depending on the extent to which
the expected effect was received actually selected line
conduct further sub ' objects [8, p. 89].
The end result is an important factor that affects
the motivation of subjects participating in labor man-
agement: positive, appropriate expectations and surpas-
sing them, can significantly enhance the motivation to
continue to exercise that does not require re-shape the
motivational structure of the subject and enables
through a variety of incentives to maintain, consoli-
date, develop, enhance the action of various reasons;
and, conversely, a negative result that did not bring the
pleasure of management work, is the case, due to the
conditions of risk and uncertainty associated with in-
novation processes is their essential characteristic, can
destroy motivation terminate this motivational mecha-
nism. However, this does not mean that disappear need
to manage work, desire to perform in various subjects,
it implies a need to form another motivation for chang-
ing motyvoutvoryuyuchyh complex factors and, con-
sequently, the motifs that stimulate activity in innova-
tion.
References
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Academy of Sciences of Ukraine. Institute of Econom-
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staff: teach. guidances. / A. Kolot. - K: MBK, 2005. -
337 p. 3. Kulikov G. Motivation of employees [mono-
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vation: the twelve factors / S. Ritchie, P. Martin /
Translated from English. – M.: UNITY-DAIA, 2004.-
397 p. 5. Fischenko A. Formation mechanism
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Козинець А. Формування мотиваційного
механізму управління працею для сучасного
підприємства
В статті запропоновано погляд на мотивацію
персоналу підприємств, що дає змогу провести
оцінку особливостей формування нових соціальних
цінностей і мотиваційних орієнтирів економіки
знань, які видозмінюють поведінку сучасних праці-
вників.
Розглянуто роль мотивації праці в забезпе-
ченні розвитку підприємства. З’ясовано сутність
основних теоретичних підходів до мотивації
працівників та їх можливості. Визначено провідні
мотиви професійної діяльності для розуміння мож-
ливостей застосування основних мотиваційних
теорій до підвищення інноваційної активності пер-
соналу.
Сформовано узагальнений мотиваційний ме-
ханізм для сучасного підприємства. З’ясовано, що
існуючий механізм мотивації враховує такі важливі
мотиви професійної творчості, як мотиви саморе-
алізації, матеріальні та моральні стимули, вони
повною мірою сприяють підвищенню активності
працівників підприємства. Визначено основні шля-
А. Kozinets
170
Економічний вісник Донбасу № 4(38), 2014
хи покращення процесу формування системи моти-
вації, що включають необхідність здійснення
постійного моніторингу міри задоволення потреб
працівників, оцінювання існуючих інструментів з
позицій формування, розширення форм та методів
навчання працівників.
Ключові слова: мотивація персоналу, моти-
ваційні теорії, механізм, система, мотиви, потреба,
інтерес, мотиваційна дія, стимул.
Козинец А. Формирование мотивационного
механизма управления трудом для современно-
го предприятия
В статье предложен взгляд на мотивацию пер-
сонала предприятий, что позволяет провести оцен-
ку особенностей формирования новых социальных
ценностей и мотивационных ориентиров экономи-
ки знаний, которые видоизменяют поведение со-
временных работников.
Рассмотрены роль мотивации труда в обеспе-
чении развития предприятия. Выяснено сущность
основных теоретических подходов к мотивации
работников и их возможности. Определены веду-
щие мотивы профессиональной деятельности для
понимания возможностей применения основных
мотивационных теорий к повышению инновацион-
ной активности персонала.
Сформирован обобщенный мотивационный
механизм для современного предприятия. Выясне-
но, что существующий механизм мотивации учи-
тывает такие важные мотивы профессионального
творчества, как мотивы самореализации, матери-
альные и моральные стимулы, они в полной мере
способствуют повышению активности работников
предприятия. Определены основные пути улучше-
ния процесса формирования системы мотивации,
включающие необходимость осуществления посто-
янного мониторинга степени удовлетворения по-
требностей работников, оценка существующих
инструментов с позиций формирования, расшире-
ния форм и методов обучения работников.
Ключевые слова: мотивация персонала, моти-
вационные теории, механизм, система, мотивы,
потребности, интересы, мотивационное воздей-
ствие, стимул.
Kozinets A. Formation Motivational Mecha-
nism of Labor Management for the Modern Enter-
prises
In the article the view of staff motivation enter-
prises, allowing to assess the characteristics of the
formation of new social values and motivational orien-
tations knowledge economy that modify the behavior
of modern people.
The role of work motivation in providing enter-
prise development. The essence of the major theoreti-
cal approaches to the motivation of employees and
their ability. Defined motives leading professional
work opportunities for understanding the application of
basic motivational theories to increase innovation ac-
tivity staff.
Formed generalized motivational mechanism for
the modern enterprise. It was found that the existing
mechanism of motivation into account such important
motives of professional work, the motives of self, ma-
terial and moral incentives, they fully contribute to the
activities of employees. The main ways to improve the
process of formation of motivation system, including
the need for continuous monitoring measures to meet
the needs of employees, evaluate existing tools from
the standpoint of the formation, expansion methods of
teaching staff.
Keywords: staff motivation, motivation theory,
mechanism, system, motives, needs, interests,
motivation, аction, incentives.
Received by the editors: 28.11.2014
and final form 23.12.2014
|
| id | nasplib_isofts_kiev_ua-123456789-87629 |
| institution | Digital Library of Periodicals of National Academy of Sciences of Ukraine |
| issn | 1817-3772 |
| language | English |
| last_indexed | 2025-11-28T04:57:45Z |
| publishDate | 2014 |
| publisher | Інститут економіки промисловості НАН України |
| record_format | dspace |
| spelling | Kozinets, A. 2015-10-22T09:27:33Z 2015-10-22T09:27:33Z 2014 Formation Motivational Mechanism of Labor Management for the Modern Enterprises / A. Kozinets // Економічний вісник Донбасу. — 2014. — № 4(38). — С. 166-170. — Бібліогр.: 8 назв. — англ. 1817-3772 https://nasplib.isofts.kiev.ua/handle/123456789/87629 331.101.3 In the article the view of staff motivation enterprises, allowing to assess the characteristics of the formation of new social values and motivational orientations knowledge economy that modify the behavior of modern people. The role of work motivation in providing enterprise development. The essence of the major theoretical approaches to the motivation of employees and their ability. Defined motives leading professional work opportunities for understanding the application of basic motivational theories to increase innovation activity staff. Formed generalized motivational mechanism for the modern enterprise. It was found that the existing mechanism of motivation into account such important motives of professional work, the motives of self, material and moral incentives, they fully contribute to the activities of employees. The main ways to improve the process of formation of motivation system, including the need for continuous monitoring measures to meet the needs of employees, evaluate existing tools from the standpoint of the formation, expansion methods of teaching staff. В статті запропоновано погляд на мотивацію персоналу підприємств, що дає змогу провести оцінку особливостей формування нових соціальних цінностей і мотиваційних орієнтирів економіки знань, які видозмінюють поведінку сучасних працівників. Розглянуто роль мотивації праці в забезпеченні розвитку підприємства. З’ясовано сутність основних теоретичних підходів до мотивації працівників та їх можливості. Визначено провідні мотиви професійної діяльності для розуміння можливостей застосування основних мотиваційних теорій до підвищення інноваційної активності персоналу. Сформовано узагальнений мотиваційний механізм для сучасного підприємства. З’ясовано, що існуючий механізм мотивації враховує такі важливі мотиви професійної творчості, як мотиви самореалізації, матеріальні та моральні стимули, вони повною мірою сприяють підвищенню активності працівників підприємства. Визначено основні шляхи покращення процесу формування системи мотивації, що включають необхідність здійснення постійного моніторингу міри задоволення потреб працівників, оцінювання існуючих інструментів з позицій формування, розширення форм та методів навчання працівників. В статье предложен взгляд на мотивацию персонала предприятий, что позволяет провести оценку особенностей формирования новых социальных ценностей и мотивационных ориентиров экономики знаний, которые видоизменяют поведение современных работников. Рассмотрены роль мотивации труда в обеспечении развития предприятия. Выяснено сущность основных теоретических подходов к мотивации работников и их возможности. Определены ведущие мотивы профессиональной деятельности для понимания возможностей применения основных мотивационных теорий к повышению инновационной активности персонала. Сформирован обобщенный мотивационный механизм для современного предприятия. Выяснено, что существующий механизм мотивации учитывает такие важные мотивы профессионального творчества, как мотивы самореализации, материальные и моральные стимулы, они в полной мере способствуют повышению активности работников предприятия. Определены основные пути улучшения процесса формирования системы мотивации, включающие необходимость осуществления постоянного мониторинга степени удовлетворения потребностей работников, оценка существующихинструментов с позиций формирования, расширения форм и методов обучения работников. en Інститут економіки промисловості НАН України Економічний вісник Донбасу Management of Labour and Safety Formation Motivational Mechanism of Labor Management for the Modern Enterprises Формування мотиваційного механізму управління працею для сучасного підприємства Формирование мотивационного механизма управления трудом для современного предприятия Article published earlier |
| spellingShingle | Formation Motivational Mechanism of Labor Management for the Modern Enterprises Kozinets, A. Management of Labour and Safety |
| title | Formation Motivational Mechanism of Labor Management for the Modern Enterprises |
| title_alt | Формування мотиваційного механізму управління працею для сучасного підприємства Формирование мотивационного механизма управления трудом для современного предприятия |
| title_full | Formation Motivational Mechanism of Labor Management for the Modern Enterprises |
| title_fullStr | Formation Motivational Mechanism of Labor Management for the Modern Enterprises |
| title_full_unstemmed | Formation Motivational Mechanism of Labor Management for the Modern Enterprises |
| title_short | Formation Motivational Mechanism of Labor Management for the Modern Enterprises |
| title_sort | formation motivational mechanism of labor management for the modern enterprises |
| topic | Management of Labour and Safety |
| topic_facet | Management of Labour and Safety |
| url | https://nasplib.isofts.kiev.ua/handle/123456789/87629 |
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