МОТИВАЦІЯ ЯК ФУНДАМЕНТАЛЬНА СКЛАДОВА УПРАВЛІННЯ ПІДПРИЄМСТВОМ
The high level of competition encourages managers of different size organizations by the type of business and economic direction to resort to non-standard measures of an enterprise management in order to consolidate its position on the market. Since one of the main sources of increased profitability...
Saved in:
| Date: | 2018 |
|---|---|
| Main Authors: | , |
| Format: | Article |
| Language: | Ukrainian |
| Published: |
V. Mamutov Institute of Economic and Legal Research of the National Academy of Sciences of Ukraine
2018
|
| Online Access: | https://economiclaw.kiev.ua/index.php/economiclaw/article/view/476 |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Journal Title: | Economics and Law |
Institution
Economics and Law| id |
oai:ojs.economiclaw.kiev.ua:article-476 |
|---|---|
| record_format |
ojs |
| institution |
Economics and Law |
| baseUrl_str |
|
| datestamp_date |
2019-08-05T10:56:51Z |
| collection |
OJS |
| language |
Ukrainian |
| format |
Article |
| author |
Kovalchuk, V.G. Lavrishina, V.G. |
| spellingShingle |
Kovalchuk, V.G. Lavrishina, V.G. МОТИВАЦІЯ ЯК ФУНДАМЕНТАЛЬНА СКЛАДОВА УПРАВЛІННЯ ПІДПРИЄМСТВОМ |
| author_facet |
Kovalchuk, V.G. Lavrishina, V.G. |
| author_sort |
Kovalchuk, V.G. |
| title |
МОТИВАЦІЯ ЯК ФУНДАМЕНТАЛЬНА СКЛАДОВА УПРАВЛІННЯ ПІДПРИЄМСТВОМ |
| title_short |
МОТИВАЦІЯ ЯК ФУНДАМЕНТАЛЬНА СКЛАДОВА УПРАВЛІННЯ ПІДПРИЄМСТВОМ |
| title_full |
МОТИВАЦІЯ ЯК ФУНДАМЕНТАЛЬНА СКЛАДОВА УПРАВЛІННЯ ПІДПРИЄМСТВОМ |
| title_fullStr |
МОТИВАЦІЯ ЯК ФУНДАМЕНТАЛЬНА СКЛАДОВА УПРАВЛІННЯ ПІДПРИЄМСТВОМ |
| title_full_unstemmed |
МОТИВАЦІЯ ЯК ФУНДАМЕНТАЛЬНА СКЛАДОВА УПРАВЛІННЯ ПІДПРИЄМСТВОМ |
| title_sort |
мотивація як фундаментальна складова управління підприємством |
| title_alt |
MOTIVATION AS FUNDAMENTAL COMPONENT OF ENTERPRISE MANAGEMENT МОТИВАЦИЯ КАК ФУНДАМЕНТАЛЬНАЯ СОСТАВЛЯЮЩАЯ УПРАВЛЕНИЯ ПРЕДПРИЯТИЕМ |
| description |
The high level of competition encourages managers of different size organizations by the type of business and economic direction to resort to non-standard measures of an enterprise management in order to consolidate its position on the market. Since one of the main sources of increased profitability is a more efficient work of employees, then, regardless of the strategy of the enterprise, management will encourage the staff to more effectively use of this resource. The most effective means of stimulation is motivation. For today, the types of motivation are the subject of discussion for many scholars. In general, you can distinguish three main types of motivation as material, conditional- material and intangible, and the main factors that motivate people to work. The survey of managers and employees of enterprises of Ukraine showed that the most effective kind is material one, in particular, through wages, in the second and third placesthere is intangible and conditionally material ones, respectively. During the performance of the motivation function, managers face a variety of problems. So during a material incentive, the manager faces the problem of opacity of the wage system, the different levels of wages of employees in related positions, the change in the level of remuneration in line with the growth of the minimum wage, and not based on, for example, the price index and others. One of the main causes of ineffective non-material motivation is the poor policy of career growth and the lack of an atmosphere in which every employee could use all his potential opportunities. Problems with the use of conditional material incentives are mainly due to the lack of social benefits at enterprises. Solving these and other motivational issues is out lined in the article.
REFERENCES
Travin V.V., Magura M.I., Kurbatova M.B. Motivacionnyj menedzhment: Modul’ III: Ucheb.-praktich. posobie. Moskow: Delo, 2005. 96 p. [in Russian].
Shapiro S.A. Motivacija i stimulirovanie personala. Moskow: GrossMedia, 2005. 224 p. [in Russian].
Sladkevich V.P. Motivacionnyj menedzhment: Kurs lekcij. Kiev: MAUP, 2001. 168 p. [in Russian].
Khodykina I.V. Motyvatsiia, rozvytok personalu ta stvorennia korporatyvnoi kultury — zaporuka efektyvnoho upravlinnia personalom kompanii ta uspishnoi diialnosti kompanii. Visnyk Kamianets-Podilskoho natsionalnoho universytetu imeni Ivana Ohiienka. Ekonomichni nauky. 2015. Iss. 10. P. 341-348 [in Ukrainian].
Bazaliiska N.P., Mishchuk V.V. Sutnisni pidkhody formuvannia systemy motyvatsii trudovoi povedinky pratsivnykiv na pidpryiemstvi. Ekonomika ta upravlinnia pidpryiemstvamy. 2016. No. 9. P. 232-236 [in Ukrainian].
Rezul’taty oprosa: denezhnye pooshhrenija — samyj jeffektivnyj sposob motivacii personala. 14.03.2013. URL: http://www.work.ua/news/ukraine/490/ [in Russian].
Bala V.V., Matsak A.H. Protses motyvatsii personalu pidpryiemstva ta yoho skladovi. Tekhnolohichnyi audyt ta rezervy vyrobnytstva. 2014. No. 3/3(17). P. 46-50 [in Ukrainian].
Zbrytska T.P. Motyvatsiia yak mekhanizm pidvyshchennia efektyvnosti diialnosti personalu. Hlobalni ta natsionalni problemy ekonomiky. 2014. No. 2. P. 942-947 [in Ukrainian].
Shylnikova Z.M. Osoblyvosti motyvuvannia personalu v suchasnykh umovakh hospodariuvannia. Hlobalni ta natsionalni problemy ekonomiky. 2014. No. 2. P. 774-777 [in Ukrainian].
Chervinska L.P. Do pytannia motyvatsii personalu. Ekonomist. 2014. P. 109-113 [in Ukrainian].
|
| publisher |
V. Mamutov Institute of Economic and Legal Research of the National Academy of Sciences of Ukraine |
| publishDate |
2018 |
| url |
https://economiclaw.kiev.ua/index.php/economiclaw/article/view/476 |
| work_keys_str_mv |
AT kovalchukvg motivationasfundamentalcomponentofenterprisemanagement AT lavrishinavg motivationasfundamentalcomponentofenterprisemanagement AT kovalchukvg motivaciâkakfundamentalʹnaâsostavlâûŝaâupravleniâpredpriâtiem AT lavrishinavg motivaciâkakfundamentalʹnaâsostavlâûŝaâupravleniâpredpriâtiem AT kovalchukvg motivacíââkfundamentalʹnaskladovaupravlínnâpídpriêmstvom AT lavrishinavg motivacíââkfundamentalʹnaskladovaupravlínnâpídpriêmstvom |
| first_indexed |
2025-09-24T17:23:47Z |
| last_indexed |
2025-09-24T17:23:47Z |
| _version_ |
1850411074312994816 |
| spelling |
oai:ojs.economiclaw.kiev.ua:article-4762019-08-05T10:56:51Z MOTIVATION AS FUNDAMENTAL COMPONENT OF ENTERPRISE MANAGEMENT МОТИВАЦИЯ КАК ФУНДАМЕНТАЛЬНАЯ СОСТАВЛЯЮЩАЯ УПРАВЛЕНИЯ ПРЕДПРИЯТИЕМ МОТИВАЦІЯ ЯК ФУНДАМЕНТАЛЬНА СКЛАДОВА УПРАВЛІННЯ ПІДПРИЄМСТВОМ Kovalchuk, V.G. Lavrishina, V.G. The high level of competition encourages managers of different size organizations by the type of business and economic direction to resort to non-standard measures of an enterprise management in order to consolidate its position on the market. Since one of the main sources of increased profitability is a more efficient work of employees, then, regardless of the strategy of the enterprise, management will encourage the staff to more effectively use of this resource. The most effective means of stimulation is motivation. For today, the types of motivation are the subject of discussion for many scholars. In general, you can distinguish three main types of motivation as material, conditional- material and intangible, and the main factors that motivate people to work. The survey of managers and employees of enterprises of Ukraine showed that the most effective kind is material one, in particular, through wages, in the second and third placesthere is intangible and conditionally material ones, respectively. During the performance of the motivation function, managers face a variety of problems. So during a material incentive, the manager faces the problem of opacity of the wage system, the different levels of wages of employees in related positions, the change in the level of remuneration in line with the growth of the minimum wage, and not based on, for example, the price index and others. One of the main causes of ineffective non-material motivation is the poor policy of career growth and the lack of an atmosphere in which every employee could use all his potential opportunities. Problems with the use of conditional material incentives are mainly due to the lack of social benefits at enterprises. Solving these and other motivational issues is out lined in the article. REFERENCES Travin V.V., Magura M.I., Kurbatova M.B. Motivacionnyj menedzhment: Modul’ III: Ucheb.-praktich. posobie. Moskow: Delo, 2005. 96 p. [in Russian]. Shapiro S.A. Motivacija i stimulirovanie personala. Moskow: GrossMedia, 2005. 224 p. [in Russian]. Sladkevich V.P. Motivacionnyj menedzhment: Kurs lekcij. Kiev: MAUP, 2001. 168 p. [in Russian]. Khodykina I.V. Motyvatsiia, rozvytok personalu ta stvorennia korporatyvnoi kultury — zaporuka efektyvnoho upravlinnia personalom kompanii ta uspishnoi diialnosti kompanii. Visnyk Kamianets-Podilskoho natsionalnoho universytetu imeni Ivana Ohiienka. Ekonomichni nauky. 2015. Iss. 10. P. 341-348 [in Ukrainian]. Bazaliiska N.P., Mishchuk V.V. Sutnisni pidkhody formuvannia systemy motyvatsii trudovoi povedinky pratsivnykiv na pidpryiemstvi. Ekonomika ta upravlinnia pidpryiemstvamy. 2016. No. 9. P. 232-236 [in Ukrainian]. Rezul’taty oprosa: denezhnye pooshhrenija — samyj jeffektivnyj sposob motivacii personala. 14.03.2013. URL: http://www.work.ua/news/ukraine/490/ [in Russian]. Bala V.V., Matsak A.H. Protses motyvatsii personalu pidpryiemstva ta yoho skladovi. Tekhnolohichnyi audyt ta rezervy vyrobnytstva. 2014. No. 3/3(17). P. 46-50 [in Ukrainian]. Zbrytska T.P. Motyvatsiia yak mekhanizm pidvyshchennia efektyvnosti diialnosti personalu. Hlobalni ta natsionalni problemy ekonomiky. 2014. No. 2. P. 942-947 [in Ukrainian]. Shylnikova Z.M. Osoblyvosti motyvuvannia personalu v suchasnykh umovakh hospodariuvannia. Hlobalni ta natsionalni problemy ekonomiky. 2014. No. 2. P. 774-777 [in Ukrainian]. Chervinska L.P. Do pytannia motyvatsii personalu. Ekonomist. 2014. P. 109-113 [in Ukrainian]. Рассмотрены подходы к классификации мотивации разными учеными. Приведена обобщающая классификация мотивации. Определены проблемы, с которыми сталкивается руководство предприятий во время выполнения такой функции как мотивация, обоснована необходимость их решения, а также предложены пути преодоления проблем. Розглянуто підходи до класифікації мотивації різними вченими. Наведено узагальнене класифікування мотивації. Визначено проблеми, з якими стикається керівництво підприємств під час виконання функції мотивації, обґрунтовано необхідність їх вирішення та запропоновано шляхи подолання проблем. V. Mamutov Institute of Economic and Legal Research of the National Academy of Sciences of Ukraine 2018-12-05 Article Article application/pdf https://economiclaw.kiev.ua/index.php/economiclaw/article/view/476 10.15407/econlaw.2018.03.080 Economics and Law; No 3 (51) (2018): Economics and Law; 80 - 85 Экономика и право; No 3 (51) (2018): Economics and Law; 80 - 85 Економіка та право; No 3 (51) (2018): Economics and Law; 80 - 85 2523-4838 1681-6277 10.15407/econlaw.2018.03 uk https://economiclaw.kiev.ua/index.php/economiclaw/article/view/476/515 |