Behavior is the most important social characteristic personality. Depending on the form of expression, it can be verbal (verbal), consisting of various statements, judgments and assessments that give an idea of ​​the internal state of the individual, and real (practical), which includes certain actions of people.

Not all behavior of people in society, usually caused by their needs, is a social action. Human behavior acquires the features of the social when it is rational, i.e. is done meaningfully and is in connection with the actions of another person or persons; when behavior is focused on others; when the behavior of a given individual affects others and in turn is influenced by the behavior of others. When people mutually influence each other, on each other's behavior, then there is a relationship, social interaction that underlies all social processes in society.

Social behavior always or in the vast majority of cases acts as an element of social interaction. The latter seems to be a fundamental moment in the knowledge of behavior, since it allows us to place some important accents. In particular, the proposed reasoning about the need for due attention to the authors of behavior prepares the perception of an already more complete idea: social behavior is behavior as part of interaction. What has been said means that it is not enough to shed light on the role of the authors of behavior themselves, it is important to designate this role as part of social interaction.

Lawful behavior, like any social behavior, has a complex structure, arises and is implemented mainly as part of a special (legal) interaction, conductors play a significant role in the composition of such interaction, primarily norms, lawful behavior has various forms, which provide one or another degree of stability of such behavior and the different nature of the connectedness of the parties.

In the fight against offenses, the main efforts are aimed at preventing these offenses and at eliminating the causes that give rise to them. However, this does not exclude the possibility of using legal sanctions against persons guilty of committing administrative offenses. It is through administrative penalties, along with other measures, that the prevention of administrative offenses is ensured.

Of course, these sanctions are not implemented on their own, but in the process of a special kind of legal activity, which has received the name of administrative jurisdiction. In the process of its implementation, the competent authorities consider cases of administrative offenses and make decisions. The basis for the application of a penalty, initiation of a case on an administrative offense is the presence of an administrative offense in the deed. Therefore, the exercise of jurisdiction is impossible without a deep knowledge of the concept of the composition of an administrative offense, as well as without a deep knowledge of the concept of the offense itself. The necessary knowledge will help to correctly qualify administrative offenses, make lawful decisions on cases, ensure compliance with the law, protect the rights and interests of citizens.

Lawful behavior is the main type of behavior provided for by legal norms. Lawful behavior embodies, as a rule, the unity of the interests of society and the individual, the citizen and the collective.

The social significance of lawful behavior is determined by two main factors: firstly, its source and purpose, and secondly, its consequences for society and the individual.

Since lawful behavior is behavior that meets the requirements of the norm, and the norm reflects the dominant interests, then lawful behavior finds its indirect expression - the will and interests of the whole society. In the socio-legal sense, lawful behavior can be defined as socially necessary, desirable and permissible, from the point of view of the interests of society, the behavior of citizens and collectives, which consists in observing the rule of law, guaranteed and protected by the state.

Lawful behavior and interests of subjects. The connection of lawful behavior with personal interests can be characterized as complex, diverse and multifactorial. Lawful behavior can be habitual, desired, due or forced, depending on a number of specific circumstances.

The legal regulation of lawful behavior involves not only the establishment of the rights of one person (collective), but also the consolidation of the corresponding duties of others. Thus, she becomes effective tool regulation of human interaction.

From the point of view of human behavior, there is a process that unfolds both in space and in time and includes not only the external actions themselves that change the external environment, but also the mental phenomena and processes that precede them. Thus, not only the dynamics, but also the genesis of behavior is revealed.

Lawful behavior can, firstly, be presented as a process in which the transformation occurs under the direct influence of law and, in any case, in full agreement with it; or real actions that meet the requirements of legal norms. At the same time, the identification of patterns in lawful behavior prompts us to choose as the object of study the most significant phenomenon for legal science - the transformation of the inner world of people into external active acts under the influence of motivating factors. The pattern of lawful behavior is the objective development of the relationship between law, the internal state of the addressee of the norms, his external actions and other factors that affect the transformation of the subjective state into lawful actions. It steadily and significantly determines the quantitative and qualitative compliance of the content and direction of a behavioral act with the requirements of legal norms. The opposite phenomenon is observed in the field of offenses, where formally, between the same phenomena and factors of legal behavior, the corresponding connections develop in a completely different way. Lawful motives of behavior are formed more actively and to a greater extent if the previous legal experience and the views learned in accordance with them have a positive orientation. Conversely, experience does not contribute to legitimate consciousness and behavior. The poorer the social orientation of the individual, the more likely the deviation of his goals and ideals from those supported by the law.

Human behavior- a set of conscious, socially significant actions, due to the understanding of one's own functions. Labor behavior of a person is a kind of his social behavior. Social behavior is a derivative component of the social environment, which is refracted in the subjective characteristics and acts of actors, and social behavior is the result of the subjective determination of human activity. Social behavior is understood as a process of purposeful activity in accordance with the significant interests and needs of a person. Social behavior is the result, on the one hand, of the most complex system of adaptation of the individual to a variety of conditions, and, on the other hand, of an active form of transformation and change in the social environment in accordance with the objective capabilities of a person.

Labor behavior is an individual or group action, showing the direction and intensity of the implementation of the human factor in the labor organization. Labor behavior is a consciously regulated set of actions and deeds of an employee related to the coincidence of professional capabilities and interests with the activities of a production organization, production process. This is a process of self-adjustment, self-regulation, which provides a certain level of personal identification with the work environment and the work team.

Labor behavior is also formed under the influence of such factors as the social and professional characteristics of employees, working conditions in broad sense, systems of norms and values, labor motivation. Labor behavior is guided by the personal and group interests of people and serves to satisfy their needs.

The following can be distinguished as the fundamental principles of a person's labor behavior: motivation, perception, and the criterial basis of a person's labor behavior.

Labor behavior is based on motives, internal aspirations that determine the direction of a person's labor behavior and its forms. The same behavior can have a different motivational basis. Motivation is the key to understanding human behavior and the possibilities of influencing it.

Perception is the process of organizing and interpreting ideas about the world around us. Perception is a semi-conscious activity of receiving and processing information, and not all, but only significant information. It affects people's behavior not directly, but refracted through values, beliefs, principles, level of claims.

The criteria basis of a person's labor behavior includes those stable characteristics of his personality that determine the choice, decision-making by a person about his behavior. In the same situations, different people can make completely different, often inexplicable and irrational decisions.

1) labor behavior reflects the functional algorithm of the production process, and is a behavioral analogue labor activity;

2) labor behavior is a form of adaptation of the employee to the requirements and conditions of the technological process and social environment;

3) labor behavior is a dynamic manifestation of social standards, stereotypes and professional attitudes that are internalized by the individual in the process of socialization and specific life experience;

4) labor behavior reflects the characterological traits of the employee's personality;

5) labor behavior - there is a certain way and means of human influence on the industrial and social environment surrounding him.

63. Structure of labor behavior

The structure of labor behavior can be represented as follows:

1) cyclically repeating actions, similar in result, reproducing standard status-role situations or states, they are mainly determined by the technology of work (a functional set of operations and functions);

2) marginal actions and deeds that are formed in the phases of a transitional state from one status to another (for example, during career growth or a job change);

3) behavioral patterns and stereotypes, frequently encountered patterns of behavior;

4) actions based on rationalized semantic schemes, translated by a person into the plane of his own stable beliefs;

5) actions and actions performed under the dictates of certain circumstances;

6) spontaneous actions and actions provoked by an emotional state;

7) conscious or unconscious repetition of stereotypes of mass and group behavior;

8) actions and deeds as a transformation of the influence of other subjects using various forms of coercion and persuasion.

Labor behavior can be differentiated according to the following criteria:

1) by subject-target orientation, that is, by what it is aimed at;

2) according to the depth of the spatio-temporal perspective of achieving a certain goal;

3) according to the context of labor behavior, that is, according to a complex of relatively stable factors of the working environment, subjects and communication systems, in interaction with which the whole variety of actions and actions unfolds;

4) on methods and means of achieving specific results, depending on the subject-target orientation of labor behavior and its socio-cultural patterns;

5) by the depth and type of rationalization, substantiation of specific tactics and strategies of labor behavior, etc.

Business conditions have a certain impact on the labor behavior of various categories of workers. Denationalization and ongoing privatization processes based on a variety of forms of ownership, firstly, encourage intensive work and appropriate labor behavior. However, entrepreneurial labor behavior is still not provided with adequate social guarantees, so its activity is not as high as we would like. Secondly, the diversity of forms of ownership creates a potential opportunity for the development of competition, and therefore consistently leads to a qualitative change in the labor behavior of both managers and owners, and contractors and employees.

The mechanism of regulation of labor behavior consists of many components. More about each of them. Needs - the need for something necessary to maintain the life of an organism, a human person, a social group, society as a whole. Interests are the real reasons for the actions that form among social groups, individuals in connection with their differences in position and role in public life. The labor situation is a set of conditions in which the labor process takes place. Motives are a conscious attitude (subjective) to one's actions (internal motivation). Value orientations are social values ​​shared by a person that act as the goals of life and the main means of achieving these goals and, because of this, acquire the function of the most important regulators of a person’s labor behavior. Installation - the general orientation of a person to a certain social facility, preceding the action and expressing the predisposition to act in one way or another regarding a given social object. Incentives are influences external to a person that should induce him to a certain labor behavior.

64. Types of labor behavior

Classifications of types of labor behavior are diverse:

1) depending on the subjects of labor behavior, they distinguish between individual and collective labor behavior;

2) depending on the presence (or absence) of interaction, the following types of labor behavior are distinguished: involving interaction and not involving interaction;

3) depending on the production function performed by the employee, they distinguish: performing and managerial labor behavior;

4) the degree of determinism predetermines rigidly determined and proactive labor behavior;

5) depending on the degree of compliance with accepted standards, labor behavior may be normative or deviant from the norms;

6) depending on the degree of formalization, the rules of labor behavior are either established in official documents or are arbitrary (unestablished);

7) the nature of motivation involves value and situational labor behavior;

8) production results and the consequences of labor activity form either positive or negative labor behavior;

9) the sphere of implementation of human behavior is formed by the following types of labor behavior: the actual labor process, building relationships in production, creating a working atmosphere;

10) depending on the degree of traditional behavior, they distinguish: established types of behavior, emerging types, including in the form of a reaction to various socio-economic actions;

11) depending on the degree of realization of labor potential, labor behavior may be sufficient, or require significant mobilization of various components of labor potential, etc.

The main forms of labor behavior are:

1) functional behavior is a specific form of implementation of professional activity, determined by the technology of the workplace, the technology of manufacturing products;

2) economic behavior, this is a result-oriented behavior, and its relationship with the quantity and quality of human resources expended. To optimize costs and results of labor. In the absence of compensation for labor, there will be no interest in such labor activity, and labor activity in general;

3) organizational and administrative behavior. Its essence lies in the formation of positive labor motivation of the members of the labor organization. To do this, use moral, material and social incentives to work;

4) stratified behavior - this is behavior associated with a professional, labor career, when an employee consciously chooses and implements in a relatively long period of time the path of his professional and official advancement;

5) adaptive-adaptive behavior is realized in the process of adapting an employee to new professional statuses, roles, requirements of the technological environment. It includes: conformist behavior - the adaptation of the individual to the attitudes of other persons (especially superiors); and conventional - as a form of adaptation of the individual to the established or constantly changing behavioral structure;

6) ceremonial and subordinate forms of labor behavior ensure the preservation, reproduction and transmission of significant values, professional traditions, customs and patterns of behavior, support the stability and integration of employees with the organization as a whole;

7) characterological forms of labor behavior, these are emotions and moods that are realized in a person's labor behavior;

8) destructive forms of behavior - this is the employee's going beyond the status-role prescriptions, norms and disciplinary framework of the labor process.

65. Social control in the sphere of work

social control is an activity aimed at maintaining the normal behavior of an individual, group or society various means social impact. At the same time, it is important to ensure that labor behavior complies with generally accepted social norms. The main functions of social control in the labor sphere are:

1) stabilization and development of production;

2) economic rationality and responsibility;

3) moral and legal regulation;

4) physical protection of a person;

5) moral and psychological protection of the employee, etc.

The structure of social control is characterized by the following processes: observation of behavior, assessment of behavior in terms of social norms, and reaction to behavior in the form of sanctions. These processes testify to the presence of social control functions in labor organizations.

Depending on the nature of the sanctions or incentives used, social control is of two types: economic (encouragement, penalties) and moral (contempt, respect).

Depending on the controlled subject, various types of social control can be distinguished: external, mutual and self-control. External control is characterized by the fact that its subject is not included in the directly controlled system of relations and activities, but is outside this system. Most often, this is administrative control, which has its own motivation, reflecting the peculiarities of the attitude of the administration to issues of discipline in the sphere of labor. Mutual control arises in a situation where the bearers of social control functions are the subjects of organizational and labor relations themselves, who have the same status. Thus, administrative control is supplemented or replaced. There are various forms of mutual control - collegial, group, public.

Self-control is a specific way of behavior of the subject, in which he independently supervises his own actions, behaves in accordance with socially accepted norms. The main advantage of self-control is the limitation of the need for special control activities on the part of the administration.

Depending on the nature of the implementation of social control, the following types are distinguished.

1. Solid and selective. Continuous social control is of an ongoing nature, the entire process of organizational and labor relations, all the individuals that make up the labor organization, are subject to observation and evaluation. With selective control, its functions are relatively limited, they apply only to the most important, predetermined, aspects of the labor process.

3. open and hidden. The choice of an open or hidden form of social control is determined by the state of awareness, awareness of the social control functions of the object of control. Hidden control is carried out with the help of technical means, or through intermediaries.

An important aspect of social control is the certainty of requirements and sanctions, which prevents uncertainty and surprise in social control, and contributes to its open nature, increases social comfort in the labor process. The use of sanctions and incentives, counteracting undesirable behavioral acts, contributes to the formation of employees' consciousness of the need to comply with certain norms and regulations.

66. Theories of motivation

The theory of human relations gave impetus to the development of problems of motivation of labor behavior. A. Maslow divided the needs of the individual into basic and derivative (or meta-needs). Basic needs are arranged in ascending order from "lower" material to "higher" spiritual:

1) physiological (in food, in breathing, in clothes, in housing, in rest);

2) existential (in the security of their existence, in job security, etc.);

3) social (in attachment, belonging to a team, etc.);

4) the need for self-respect and prestige (in career growth, status);

5) personal or spiritual (in self-actualization, self-expression).

The main thing in Maslow's theory is that the needs of each new level become relevant only after the previous ones are satisfied.

D. McKelland also distinguished three types of needs. The needs of complicity are manifested, in his opinion, in the form of a desire for friendly relations with others. The needs of domination consist in the desire of a person to control the resources and processes occurring in his environment. Achievement needs are manifested in the desire of a person to achieve the goals facing him more effectively than he did before. But McKelland does not arrange the groups he has identified in a hierarchical sequence.

In the two-factor theory of motivation F. Herzberg the content of labor and working conditions are singled out as independent factors of labor activity. According to Herzberg, only internal factors (the content of labor) act as motivators of labor behavior, that is, they can increase job satisfaction. External factors, that is, earnings, interpersonal relations in the group, the policy of the enterprise, are called hygienic (or working conditions), and cannot increase job satisfaction. He believed that it was not worth spending time and money on the use of motivators until the hygiene needs of workers were satisfied.

The "X" and "Y" theories of management styles are widely known. D. McGregor. Theory X is based on:

1) the average person is lazy and tends to avoid work;

2) employees are not very ambitious, afraid of responsibility, do not want to take the initiative and want to be led;

3) in order to achieve the goals, the employer needs to force employees to work under the threat of sanctions, while not forgetting about remuneration;

4) strict management and control are the main methods of management;

5) the desire for safety dominates in the behavior of employees.

The conclusions of the theory "X" are based on the fact that the negative motivation of subordinates, based on the fear of punishment, should prevail in the activities of the leader, that is, the authoritarian style of management should prevail.

Theory Y includes the following basic reasoning:

1) unwillingness to work is an innate quality of an employee, and a consequence of poor working conditions at the enterprise;

2) with a successful past experience, employees tend to take responsibility;

3) the best means of achieving goals - rewards and personal development;

4) in the presence of appropriate conditions, employees learn the goals of the organization, form in themselves such qualities as self-discipline and self-control;

5) the labor potential of employees is higher than is commonly believed, and is partially used, so it is necessary to create conditions for its implementation.

The conclusion of the "Y" theory is the need to provide employees with greater freedom to show independence, initiative, creativity, and create favorable conditions for this. In this case, the democratic style of management will be optimal.

67. Needs and interests in the context of work behavior

Need - it is the need for something necessary for the maintenance of life and the development of the individual. In general, needs can be defined as a person's concern for providing the necessary means and conditions for his own existence. Human needs are his internal stimulus to activity in various fields of activity.

It is necessary to take into account the completeness of human needs, priorities and levels of satisfaction of needs, individual characteristics of a person that give rise to a variety of needs, as well as the dynamics of the development of needs, determined by many external and internal factors of human life.

Types of needs are determined by their motivational and labor nature:

1) the need for self-expression, through creativity in work, through the realization of individual abilities;

2) the need for self-respect (in relation to the results of their labor activity);

3) the need for self-affirmation, reflecting the realization of the labor potential of the employee for the benefit of the enterprise;

4) the need to recognize one's own importance as an employee, to recognize the weight of personal labor contribution to the common cause;

5) the need for the implementation of a social role, determined by the occupied social status and its growth;

6) the need for activity, mainly associated with the life position of a person and concern for their own well-being;

7) the need for self-reproduction as an employee and as a successor of the family, due to the need to ensure the well-being of one's own and one's family, self-development in their free time from work;

8) the need for stability, both in terms of the stability of work and the stability of the conditions necessary to achieve the goals;

9) the need for self-preservation is realized in taking care of one's health, in normal working conditions;

10) the need for social interactions is realized in collective work.

Distinguish social and personal (individual) needs.

public needs is a combination of production and living needs. Production needs are associated with the provision of the production process with all its necessary elements. The vital needs, in turn, include the common vital needs of people (education, health care, culture, etc.) and the personal needs of people. The improvement of the productive forces also presupposes the development of the person himself as a worker and as a person, which, in turn, gives rise to ever new personal needs.

Needs only then become an internal stimulus to labor activity when they are realized by the worker himself. In this hypostasis, needs take the form of interest. Therefore, interest is a concrete expression of conscious human needs.

Any need can be specified in a variety of interests. For example, the need to satisfy the feeling of hunger is specified in various types of food, which can all satisfy this need. Therefore, needs tell us what a person needs, and interests tell us how to satisfy this need, what needs to be done for this.

The types of interests are as diverse as the needs that generate them. Interests are personal, collective and public, all of them constantly intersect and give rise to a variety of social and labor relations. Interests can be material (economic) and intangible (for communication, cooperation, culture, knowledge).

Interest is also a social relationship, as it develops between individuals about the subject of need.

68. Values ​​and value orientations

Needs underlie the formation of values ​​and value orientations. Value- this is the significance, the importance of something for a person, a social group, society as a whole. Value is the significance of the objects of the surrounding world for a person, group, society, determined not by the properties of these objects in themselves, but by the involvement of objects in the sphere of human (labor) life, interests and needs, social relations.

Values ​​are: material, social, spiritual, cultural, political. The fundamental human values ​​are: health, motherhood, wealth, power, status, respect, justice, etc. Values ​​may correspond to the content of needs, interests, but may not. Possible coincidences, unity of needs, interests and values ​​or their contradictions are connected with the fact that human consciousness has a relative independence. The specific activity of consciousness, its independence lead to the fact that values ​​are not a copy of needs and interests, but ideal ideas that do not always correspond to them.

For different social groups of workers, differing in the conditions and content of labor, profession, qualifications and other social characteristics, the same objects and phenomena may have different significance. So, for some, the main guideline of behavior in the sphere of work is material well-being, for others, the content of work, its creative saturation is more important, for others, the possibility of communication, etc.

Among the values, there are values-goals (terminal) and values-means (instrumental). Terminal values ​​reflect the strategic goals of human existence (health, interesting job, love, material well-being, etc.). Instrumental values ​​are the means to achieve goals. These can be different personal qualities that contribute to the realization of goals, persuasion of the individual.

Value Orientations- this is a selective attitude of a person to values, a landmark of human behavior. For some, the most important value orientation is the creative nature of labor, and for the sake of it, for some time he does not think about earnings, working conditions; if material well-being, then he can neglect other values ​​​​for the sake of earning. The orientation of the individual to certain values ​​characterizes its value orientations that determine labor behavior. On the basis of value orientations, the issue of choosing a profession, changing a place of work, place of residence, etc. is decided.

In accordance with social and individual values, the employee evaluates the surrounding reality, evaluates his own and other people's actions and actions. Values ​​enrich the motivation of labor activity, since in the process of labor a person determines his behavior not only by needs and interests, but also by the value system adopted in society and the work collective. Value motivation contributes to the formation of new values. The labor behavior of an employee is determined not only by the system of values ​​of society and the labor collective, but also by social nomes, that is, spontaneously formed or consciously established rules of conduct. Social norms regulate specific actions, actions and comprehend them.

69. The structure of the motives of labor behavior

The word "motive" comes from the Latin motivatio, which means "movement". A motive is a reason, a reason, an objective need to do something, an incentive to do something. A motive is a rationale for the need for a specific action; motives constitute a complex of subjective factors motivating behavior. Motive is a subjective, internal phenomenon.

Motives in the sphere of work perform the following functions:

1) orienting, guiding the behavior of the employee when choosing alternative options for labor behavior;

2) meaning-forming, that is, forming the subjective significance of a particular labor behavior of an employee;

3) mediating, showing the degree of influence on the employee's labor behavior of internal and external incentive forces;

4) mobilizing, manifested in the fact that for the implementation of significant goals for the employee, activities, he mobilizes his own forces and capabilities;

5) exculpatory, reflecting the attitude of the employee to a certain social and moral norm of behavior, the standard of labor behavior.

The motives are diverse, they are mobile, as they depend on the individual subjective characteristics of a person. All motives are combined into two large groups: motives-judgments and motives-inducements. Motives-judgments explain their behavior to themselves and others. Incentive motives really encourage active labor activity, they are internal, true motives.

In general, the variety of motives can be represented by the following types:

1) the herd motive is based on the need to be in a team;

2) the motive of self-affirmation (characteristic mainly for highly qualified and educated workers);

3) the motive of independence, consists in the desire to be the owner, leader, and is formed as a result of the desire for risk, for new activities;

4) the motive of stability consists in the preference for the reliability of work and life;

5) the motive for acquiring something new (knowledge, things, etc.);

6) the motive of justice (in distribution, promotion);

7) the motive of competitiveness, to some extent inherent in every person, etc.

The labor activity of a person is motivated simultaneously by several motives, the totality of which is called the motivational core. The motives included in the motivational core are characterized by such a parameter as the strength of the motive, which is the probability of achieving the employee's goals. The strength of the motive is also determined by the degree of relevance of the need that generates the motive.

The structure of the motivational core depends both on the subjective characteristics of the employee and on the factors of the working environment, on specific working situations, on employee satisfaction with various elements of the working situation.

N. M. Volovskaya notes that the labor behavior of an employee is characterized by a motivational core, which includes three main groups of motives: motives for providing, motives for recognition and motives for prestige. The motives for providing are related to the assessment of the totality of material resources necessary to ensure the well-being of the employee and his family members (earnings orientation). The motives for recognition consist in the desire to realize one's potentialities in labor. The motives of prestige are expressed in the desire to realize their social role, to take part in socially significant activities.

The way to form a motive for an employee is to create for him such circumstances or conditions under which it becomes possible to satisfy his actual needs through labor activity. Therefore, the study of the structure of motives makes it possible to develop the most effective system of external motivators (incentives) for the active mining activity of workers.

70. The concept of "attitude to work"

The results of a person's labor activity depend not only on the level of development of his professional qualities, the physical capabilities of a person and the degree of provision of the workplace with the means of production, but also on how a person relates to his work.

Attitude towards work can be positive, negative and indifferent. It has a great influence on the development of production and the system of production relations. The essence of a person's attitude to work lies in the realization of the labor potential of an employee under the influence of conscious needs and formed interest.

Attitude to work characterizes the desire of a person to maximize his physical and intellectual strength, use his knowledge and experience, ability to achieve certain quantitative and qualitative results.

Attitude towards work is a complex social phenomenon that develops as a result of the interaction of the following elements: motives and orientations of labor behavior (constituting the employee's motivational core); real or actual labor behavior and the employee's assessment of the labor situation (verbal behavior).

Labor behavior The worker is characterized by his social activity, which is a measure of the social transformative activity of workers, based on the internal necessity of actions, the goals of which are determined by social needs. Social activity is realized in social activities and corresponds to three forms of its manifestation: labor, socio-political and cognitive-creative.

Labor activity is a mirror reflecting the attitude of a person to work. Labor activity is the main, determining type of social activity. It is expressed in the involvement of the worker in social production and the constant growth of labor productivity, the degree to which he realizes his physical and mental capabilities in the performance of a particular type of labor activity, in discipline and initiative.

Social and political activity expressed in the expansion of human participation in socio-political activities, in the management of the affairs of the enterprise. This is participation in the work of public organizations in the discussion of various issues, in voting, etc.

Cognitive and creative activity is manifested in an increase in the educational and qualification level of an employee, in the formation of a personality with an active life position.

When studying the mechanism of formation and management of a person's attitude to work, it is necessary to take into account the factors that form the attitude to work. These factors have a multidirectional effect, they stimulate or hinder an increase in labor efforts, the use by employees of their knowledge and experience, mental and intellectual abilities.

Job satisfaction- this is the degree to which a job well done and the result obtained leads to employee satisfaction and is accompanied by positive emotions. The obtained high results of labor are the source intrinsic motivation and lead the worker to job satisfaction. Therefore, motivation is decisive in the formation of attitudes towards work, and forms a certain labor behavior. Satisfaction with the result indicates that the employee influences the content of work, that is, makes the necessary changes to obtain the desired result. The employee perceives the results obtained and recognizes them as his success, receiving internal satisfaction and increasing self-esteem, which contributes to the development of self-esteem and employee self-confidence.

71. Typology of attitude to work

The typology of attitudes toward work is determined by the factors that shape it. All factors in the formation of attitudes towards work can be divided into: objective and subjective. Objective factors, conditions and circumstances form independent from the subject of labor (employee) prerequisites for his activity, related to the characteristics of the production and non-production environment. Subjective factors are associated with the reflection of external conditions in the mind and psyche of the worker, with his individual abilities.

The objective characteristics of labor are external in relation to the employee, but, nevertheless, affect the employee and are evaluated by him. As a result, a person develops a certain internal position in relation to work as a type of activity. Since objective factors are external to a person, they are incentives for labor activity. On the contrary, subjective factors are motives, internal motive forces of a particular person.

Objective factors are general and specific. Common factors include socio-economic and other social conditions of labor activity. Therefore, diligence can be attributed to general factors, as the activity of internal motives, manifested with a conscious combination of personal and public interests. Specific factors are the circumstances and conditions of a particular work activity: the content of labor, its production conditions, organization and payment, the socio-psychological climate of the team, the system of family and school education, the media and propaganda, independence of activity and the degree of participation in management.

A great influence on the formation of a person’s attitude to work is exerted by subjective factors: previous experience, general and professional culture, psychological, demographic and socially determined characteristics of a person (gender, age, education, work experience, abilities, inclinations, degree of awareness of the significance of one’s work activity). External social influences, refracted through inner world of a person (life ideals, motives for labor activity, psychological attitude, etc.), become an influential force that makes it possible to understand why people in the same labor organization, in the same areas of work, have different attitudes towards work. Some work proactively, with full dedication of their strength and abilities, others with laziness, allow loss of working time, do not comply with production requirements, and violate labor discipline.

All factors (objective and subjective) are interconnected, are in close relationship and interdependence. Sociological science has developed a typology of workers depending on their attitude towards work. There are usually four types of employees:

1) supernormative type - these are exceptionally active and conscientious workers who fulfill and overfulfill production tasks, are proactive, participate in the management of their labor organization;

2) normative type - these are fairly conscientious employees focused on fulfilling the requirements and standards;

3) subnormative type - these are insufficiently conscientious workers who try to cheat, talk, but in such a way that others do not notice anything; these are workers who are characterized by pseudo-activity in labor behavior;

4) non-normative type - this group consists of unscrupulous workers.

Such a typology is rather arbitrary, but the study and analysis of groups of workers who differ in their attitude to work makes it possible to overcome their apathy, indifference to work, and develop interest and a creative approach to work.

72. Social essence of job satisfaction

job satisfaction- this is a state of balance of the requirements made by the employee to the content, nature and conditions of work, and a subjective assessment of the possibilities of implementing these requirements. Satisfaction with work is the estimated attitude of a person or a group of people to their own labor activity, its various aspects, the most important indicator of an employee's adaptation at a given enterprise, in a given labor organization. In the sociology of labor, a distinction is made between general and partial job satisfaction. General satisfaction with work characterizes satisfaction with work in general, and partial satisfaction with its various aspects and elements of the production situation.

Specific values ​​of job satisfaction are:

1) social satisfaction with work as an indicator of the quality of a person's life, the quality of his working life, social groups and the population as a whole;

2) the functional and production significance of job satisfaction is determined by the impact on the quantitative and qualitative results of labor, on the commitment to other people, on the employee's self-assessment of his business qualities and labor indicators;

3) managerial parameters of job satisfaction and the state of social and labor relations in general. Thus, the employer considers it irrational to spend on the humanization of labor (modernization of production, creation of favorable working conditions), and carries them out under pressure from trade unions or employees of the enterprise;

4) satisfactory, from the point of view of the employee, the nature and working conditions - this is the most important factor in the authority of the leader;

5) satisfaction (dissatisfaction) with work is often an indicator of staff turnover and the need for appropriate actions to prevent it;

6) depending on job satisfaction, the requirements and claims of employees (in relation to remuneration for work) increase or decrease;

7) satisfaction with work is a criterion for explaining the actions and actions of individual workers and their social groups.

There are several principles of correlation between general and partial job satisfaction:

1) overall satisfaction arises as a result of a significant preponderance of positive or negative factors over each other;

2) one of the positive or negative factors is so significant that it determines overall job satisfaction;

3) there is a relative balance between positive and negative factors, and the general dissatisfaction is indefinite.

Job satisfaction depends on many factors that form the estimated attitude of employees to their work and significantly affect this assessment. Among the factors that shape job satisfaction are the following:

1) objective characteristics of labor activity (conditions and content of labor);

2) subjective features of perception and experience (claims and criticality of the employee, his self-discipline);

3) qualification and education of the employee, length of service and experience of his labor activity;

4) stages of the labor cycle (in the process of achieving a specific result of labor, the initial, middle and final stages can be distinguished, which are set by the criterion of product readiness, etc.);

1) the degree of awareness of the progress and results of labor activity;

2) special moral and material motivation of labor;

3) administrative regime in the organization, management style;

4) maintaining a positive assessment and self-esteem;

5) the level of expectation (the degree of correspondence between expectations and reality);

6) official or public attention to labor problems;

7) public opinion (approval or disapproval).

73. The concept and stages of labor adaptation

Labor adaptation- this is a social process of mastering a new work situation by a person, in which both a person and the work environment have an active influence on each other and are adaptive-adapting systems. Labor adaptation is the mutual adaptation of an employee and an organization, based on the gradual development of a person in new professional, social, organizational and economic working conditions. When a person goes to work, he is included in the system of intra-organizational relations, occupying several positions in it at the same time. Each position corresponds to a set of requirements, norms, rules of conduct that determine the social role of a person in a team as an employee, colleague, subordinate, leader, member of a collective management body, public organization, etc. A person holding each of these positions is expected to have a corresponding labor behavior. Entering a job in a particular organization, a person has certain goals, needs, norms of behavior. In accordance with them, the employee makes certain requirements for the organization, for working conditions and his motivation.

Labor adaptation can be primary and secondary. Primary labor adaptation takes place during the initial entry of the employee into a new production environment. Secondary labor adaptation occurs when changing the workplace without a shift and with a change in profession or with significant changes in the working environment.

Labor adaptation is a unity of professional, socio-psychological, psycho-physiological, social-organizational, economic and cultural adaptation.

Professional adaptation is characterized by the development of professional capabilities (knowledge and skills), as well as the formation of professionally necessary personality traits, a positive attitude towards one's work.

Socio-psychological adaptation consists in the development by a person of the socio-psychological characteristics of a labor organization, entry into the system of relationships that has developed in it, and positive interaction with members of a labor organization.

In the process of psychophysiological adaptation, the totality of all conditions (physical and mental stress, convenience of the workplace, etc.) is mastered, which have a different psychophysiological effect on the worker during work.

Socio-organizational adaptation is the development by new employees of the organizational structure of the enterprise, the management system and maintenance of the production process, the mode of work and rest, etc.

Economic adaptation allows the employee to get acquainted with the economic mechanism of managing the organization, the system of economic incentives and motives, to adapt to the new conditions of remuneration of his labor and various payments.

Cultural adaptation is the participation of new employees in activities traditional for a given enterprise outside working hours.

In the process of adaptation, the employee goes through the following stages:

1) the familiarization stage, at which the employee receives information about the new situation as a whole, about the criteria for evaluating various actions, about the norms of behavior;

2) the adaptation stage, when the employee is reoriented, recognizing the main elements of the new value system, but still continues to retain many of his attitudes;

3) the stage of assimilation, when the worker is fully adapted to the environment, identified with a new group;

4) identification, when the personal goals of the employee are identified with the goals of the labor organization.

The inability to adapt to the labor organization leads to its disorganization.

74. Factors of labor adaptation

Labor adaptation- a two-way process between a person and a new social environment for her. The labor adaptation of a new employee is influenced by many factors that determine the timing, pace and results of this process. There are two groups among the factors of labor adaptation: subjective and objective factors.

Objective factors are factors associated with the labor process, they are least dependent on the new employee. This includes: the level of labor organization, automation and mechanization of production processes, sanitary and hygienic working conditions, team size, location of the enterprise, industry specifics, etc.

Subjective factors are personal factors, and are determined by the characteristics of a particular person. Subjective factors include:

1) socio-demographic characteristics of the employee (sex, age, education, qualifications, work experience, social status, etc.);

2) socio-psychological characteristics of the employee (level of aspirations, willingness to work, self-control, sociability, sense of responsibility, etc.);

3) sociological characteristics (the degree of professional interest, the degree of material and moral interest in the efficiency and quality of labor, the presence of an attitude towards the accumulation of one's own human capital, etc.).

The success of labor adaptation at Russian enterprises depends on a number of specific conditions:

1) the quality level of work on the professional orientation of potential employees;

2) objectivity of the business assessment of personnel (both in the selection and in the process of labor adaptation of employees);

3) perfection of the organizational mechanism for managing the adaptation process;

4) the prestige and attractiveness of the profession, work in a particular specialty in this particular organization;

5) features of the organization of labor, realizing motivational attitudes employee;

6) availability of a well-established system for introducing innovations and initiatives of employees;

7) flexibility and continuity of the personnel training system, its retraining operating within the organization;

8) features of the socio-psychological climate that has developed in the team;

9) personal properties of the adaptable employee related to his psychological traits, age, marital status, etc.

Therefore, the principal goals of labor adaptation can be reduced to the following:

1) reducing start-up costs, since while the new employee does not know his own workplace, it works less efficiently and requires additional costs;

2) reduction of anxiety and uncertainty among new employees;

3) reducing labor turnover, because if newcomers feel uncomfortable in a new job and feel unwanted, they may respond to this by dismissal;

4) saving the time of the manager and employees, since the work carried out under the program helps to save time for each of them;

5) development of a positive attitude to work, satisfaction with the work of a beginner.

At domestic enterprises, there is often an undeveloped mechanism for managing the process of labor adaptation. This mechanism provides for the solution of three major problems:

1) structural consolidation of adaptation management functions in the organization's management system;

2) organization of the technology of the process of labor adaptation;

3) organization of information support for the process of labor adaptation.

Adaptation of a person in a particular working environment is manifested in his behavior, in terms of labor activity: labor efficiency, assimilation of social information and its practical implementation, growth of all types of activity, job satisfaction.

75. Career guidance and professional development of employees at the enterprise

career guidance- a very voluminous concept, for example, we can say that modern Western society is essentially career-oriented, since from birth it orients the child towards “success in life”, towards a “successful career”. career guidance implies a wide range of measures to assist in choosing a profession, which goes beyond the framework of pedagogy and psychology, which also includes vocational counseling as an individually oriented assistance in professional self-determination.

The professional development of employees of an enterprise is a system of interrelated actions, the elements of which are the development of a strategy, forecasting and planning the need for personnel of a particular qualification, career management and professional growth; organization of the process of adaptation, education, training, formation of organizational culture.

The purpose of employee development is to increase their labor potential. Almost everyone has significant potential for personal and professional growth, and as human resources become more expensive, it becomes increasingly important to tap into that potential. Through targeted rewards, the organization provides its employees with the opportunity to improve professional skills and develop personal qualities to meet future challenges. Thus, a personnel core is created, consisting of highly qualified personnel, and advanced training of employees is carried out.

The development of workers for every organization is an essential element of productive investment for the future. The priority of investments in the development of employees is associated with the need to:

1) increasing the business and labor activity of each employee for the survival of the organization;

2) maintaining the competitiveness of the organization, since training to work with new technology impossible without significant investment;

3) ensuring the growth of labor productivity based on the creation of favorable working conditions and modern equipment and technology.

The system of professional development of employees should be considered primarily as a system for managing the professional experience of personnel, consisting of a number of social institutions for professional development. For example, increasing the qualification potential in a team requires the interaction of organizational tools in the following areas:

1) employment policy at the enterprise: hiring employees based on their qualification potential, offering labor relations designed for long-term employment with the aim of long-term use of acquired qualifications;

2) personnel management: involving employees in identifying and resolving emerging problems in the relevant organizational area, regular developmental conversations with employees, as a result of which feedback is achieved and progress in learning is taken into account;

3) organization of work: a wide distribution of activities, which gives a chance to improve skills, regular change of tasks in order to acquire a wider range of skills;

4) staff training: formal training and development activities at various career levels, both within the enterprise and outside it.

The system of professional development of employees includes a set of elements that affect the object of development, change its abilities, making them adequate to the needs of the organization. The organization may not have a special system for the development of personnel, then it can entrust the work of vocational guidance, vocational selection and vocational training to others organizations.

76. The essence of the social and labor conflict

In the most general way, a conflict can be defined as an extreme case of an aggravation of a contradiction. The conflict arises and proceeds in the sphere of direct communication between people, as a corresponding result of the aggravated contradictions between them. A conflict is a clash of oppositely directed goals, interests, positions, opinions, points of view, views of communication partners. The following types of conflict are distinguished.

intrapersonal conflict arises from the state of dissatisfaction of a person with any circumstances of his life, associated with the presence of contradictory interests, aspirations and needs.

interpersonal conflict is the most common type of conflict; it arises between people because of the incompatibility of their views, interests, goals, needs.

Intergroup conflict due to the clash of interests between different groups.

Conflict between group and individual It manifests itself as a contradiction between the expectations of an individual and the norms of behavior and communication that have developed in the group.

In order to understand the essence of the conflict and effectively resolve it, it is necessary to refer to one of the conflict formulas:

Conflict situation + incident = conflict,

where conflict situation- these are the accumulated contradictions that create the true cause of the conflict; incident- this is a combination of circumstances (sparks) that are the reason for the conflict; conflict - it is an open confrontation, which is the result of mutually exclusive interests and positions.

A social and labor conflict is a contradiction in organizational and labor relations, which takes on the character of direct social clashes between individuals and groups of workers. A social and labor conflict arises if:

1) contradictions reflect mutually exclusive positions of subjects;

2) the degree of contradictions is quite high;

3) contradictions are understandable, that is, individuals and groups are aware of these contradictions, or, on the contrary, they are incomprehensible;

4) contradictions arise instantly, unexpectedly or rather long time accumulate before turning into social conflict.

The implementation of the social and labor conflict depends on many specific subjective factors. Individuals and groups must, on the one hand, feel a rather strong need to overcome mutual difficulties in order to decide on a confrontation. On the other hand, individuals and their groups must have sufficient capacity to enter into such a confrontation.

It is important to take into account the types of social and labor conflicts identified depending on the degree of their manifestation, these are closed and open social and labor conflicts. The main parameters that determine this division are: the level of awareness of the conflict situation, its subjects, causes and prospects; presence or absence of real conflict behavior and resolution activity; awareness of the conflict situation for others and their influence on it. It is known that a closed conflict is more unfavorable, since it is characterized by great social discomfort, a destructive impact on the organization and organizational and labor relations, the possibility of its resolution is very small.

The subjects of social and labor conflict are individuals and groups directly or indirectly related to the conflict: primary agents; joined participants and the environment of the conflict. The subjects of the social and labor conflict are often not the resultant factors. Therefore, all social and labor conflicts are different and unique and depend on which socio-economic groups, roles, statuses are their subjects.

77. Causes of social and labor conflicts

The emergence of a social and labor conflict is possible for various reasons and circumstances, for example, it may be the result of insufficient understanding in the process of communication, incorrect assumptions in relation to the actions of the interlocutor, differences in plans and assessments. The causes of social and labor conflict can be: individual personality characteristics of a communication partner; inability (unwillingness) to control one's emotional state; tactlessness and lack of desire to work, as well as loss of interest in work.

The causes of social and labor conflicts are deeper. The causes of social and labor conflicts are divided into objective and subjective.

Objective causes of social and labor conflicts suggest two situations: a certain principle of organization must either be abolished in general in order to resolve the labor conflict, or simply improved in detail, methods of implementation. Therefore, the objective causes of conflicts in the working environment can be shortcomings, weaknesses, errors in the organization of labor that push people together, make confrontation between individuals and groups inevitable.

Subjective causes of social and labor conflicts are based on the individual, subjective characteristics of the human personality and groups of individuals. Therefore, they are more unpredictable and difficult to manage.

The subjective and objective causes of labor conflicts are not always distinguishable, sometimes there are no clear boundaries between them.

The causes of social and labor conflicts at Russian enterprises are:

1) problems of distributive relations that develop due to the distribution of goods (fairly or not); due to the redistribution of already appropriated received benefits; because of the very principle of distribution. Distribution conflicts have practically no borders, they can arise between the same and different social groups (both between the poor and between the rich);

2) the complexity of functional interaction as a cause of conflict occurs when the enterprise has a complex differentiation and cooperation of labor activity, which, in turn, gives rise to a more active and responsible attitude of people to their work and the likelihood of a collision over the inaction of others is quite large;

3) role contradictions are caused, firstly, by different roles, goals and different ways of people's behavior in the working environment, and, on the other hand, by the non-realization of mutual role expectations of subjects;

4) purely business disagreements, based on the difference in professional thinking, differences in views on how to organize and perform work, etc.;

5) the division of guilt and responsibility, that is, in situations unfavorable for the organization, the process of determining a specific culprit takes place, which becomes the cause of the conflict;

6) leadership, in the form of abnormal rivalry, initiative, dominance, excessive professional and business ambitions, etc. A social and labor conflict based on leadership can proceed as a struggle for power, for employment;

7) abnormal working conditions (outdated equipment, crowded workplace, etc.);

8) incompatibility, that is, significant differences in the characters of the subjects that prevent their normal relations. For example, incompatibility in experience, qualifications, education; in economic psychology and attitude to work, etc.;

9) gender and age composition of the organization (ambitions of the young and conservatism of the older generation, which hinders the introduction of innovations);

10) social differences (class, racial, ethnic, religious, political differences of people).

78. Functions and consequences of labor conflicts

It is traditionally believed that the social and labor conflict is dangerous for the team and the enterprise. Yes, this is true, but the positive functions of the conflict are enormous. After all, a conflict is a collision of contradictions, which suggests that there are problems in the organization that need to be addressed, and as soon as possible in order to ensure the progressive development of the organization itself.

The positive functions of the social and labor conflict are:

1) informational (only through a conflict does information become open that was hidden, but was functionally necessary for everyone or many);

2) socialization (as a result of the conflict, individuals gain social experience, knowledge that is not available under normal conditions, and contribute to the speedy resolution of subsequent conflict situations);

3) normalization of the moral state (accumulated negative moods are resolved in the conflict, moral orientations are cleared);

4) innovative (the conflict forces, stimulates changes, demonstrates their inevitability; some problem is officially recognized and solved through the conflict).

Recognition of the positive functions of the social and labor conflict does not mean that the conflict can and should be purposefully created. If there is a conflict, it is necessary to treat it correctly in terms of possible positive outcomes; it is necessary not to suppress, but to solve it with a beneficial effect; analyze, learn through conflict; regulate it to achieve useful goals.

Social and labor conflict also has negative consequences:

1) increased hostility, an increase in the proportion of unfriendly statements and mutual assessments, a deterioration in social well-being and self-awareness of people in the working environment leads to the intensification of passions;

2) the curtailment of business contacts contrary to functional necessity, the ultimate formalization of communication, the rejection of open, but often necessary communications;

3) drop in motivation to work and actual indicators of labor activity due to negative mood, distrust, lack of guarantees;

4) deterioration of mutual understanding and abnormal, attitudinal disagreements over trifles in interactions, negotiations, contacts;

5) deliberate resistance to the desires, actions and opinions of others, even if there is no personal need and meaning in this; behavior "on the contrary", that is, according to the principle of contradiction; demonstrative inaction, non-fulfillment, non-compliance with mutual obligations, agreements on principle;

6) intentional and purposeful destructive behavior, that is, the installation of the destruction and undermining of certain common ties, organizations, cultures and traditions;

7) destruction of positive social identification, dissatisfaction with belonging to a given labor group, organization, discrediting connections and relationships in principle; installations on individualistic behavior;

8) actual loss of working time, distraction from work or failure to use a favorable situation, opportunity and chance to achieve something due to struggle and disputes; subjective experience of the senseless expenditure of strength and energy on enmity and confrontation;

9) not resolution, but "obfuscation" of any problems.

The listed negative consequences of the social and labor conflict can also be considered as universal signs of a conflict situation.

Workers in the conditions of social and labor conflicts behave differently. So, some avoid conflict at all costs, others treat them adequately, others tend to conflict at the slightest difficulty in a relationship. The behavior of people in conditions of conflict can be an indicator of such a quality of an employee as attitude to work.

79. Resolution of social and labor conflicts

To resolve a social and labor conflict means: to eliminate the conflict situation or to exhaust the incident. However, as practice shows, in life there are many cases when, according to objective reasons, it is impossible to eliminate the conflict situation. Therefore, in order to avoid conflict, care should be taken not to create an incident.

The resolution of a social and labor conflict is a process or purposeful activity that removes its causes and consequences. The resolution of a social and labor conflict can be organized or arbitrary, spontaneous.

The solvability of a social and labor conflict depends on the degree of its complexity. Factors that determine the complexity of the social and labor conflict are:

1) the scale of the conflict. It is determined both by the total number of individuals and groups participating in the conflict, and by the number of parties and positions in the conflict. So, in the course of a conflict, three, four, etc., conflicting parties, positions may appear, which complicates the resolution of the conflict. In an interdisciplinary conflict, personal factors are more pronounced, which complicates its resolution. In an intergroup conflict, participants may be aware of its scale, the consequences associated with it, the risk, and responsibility, therefore, they are especially striving to resolve it. In inter-individual conflict, the advantage is that the discussion process is easier; it can take place promptly, in working order, but there is less likelihood of a compromise;

2) the duration of the conflict situation. The resolution of a conflict in its initial stage may be easier than in a later stage. This is explained by the following arguments: the conflict has not yet been personified; the destructive consequences of the conflict are not yet great; a complex structure of participants in the conflict has not been formed. Therefore, the social and labor conflict must be resolved as soon as possible. However, the final stages of the conflict also have a number of advantages that accelerate the resolution of the conflict, they are: over time, the cause of the conflict becomes clear to all the subjects of the conflict, and the ways to resolve it become clearer; over time, the subjects of the conflict get tired of conflict, which contributes to the speedy resolution of the conflict; over time, the motive of the game in the conflict is replaced by the motive of risk, which is a brake on prolonging the conflict, especially for more conservative subjects of the conflict;

3) the novelty or standard nature of the conflict has a multidirectional influence on its resolution. So, if a similar social and labor conflict has already taken place before, then its repetition will occur in a less acute form. At the same time, the participants in the conflict know from their own experience what measures need to be taken to resolve the conflict, that is, to resolve the existing contradiction in the enterprise. In the event that there were no analogues to the conflict, then all participants are in a situation of uncertainty and act by trial and error, or use the experience of resolving similar conflicts that have taken place at other enterprises;

4) objective or subjective causes of the conflict. If the conflict is caused by objective reasons, then its resolution requires organizational and labor changes that require large material and time costs, and if it is caused by subjective reasons, then its resolution will be more difficult;

5) subjective characteristics of the conflicting parties. If the participants in the conflict are cultured, educated, then they are able to quickly find a solution to the problem. However, the high level of culture of the participants can also exacerbate the conflict situation due to their more principled attitude to the matter.

80. Methods, types and forms of resolving social and labor conflicts

There are a number of methods for resolving social and labor conflicts, which, on the basis of the behavior of the conflicting parties, can be divided into the following groups: intrapersonal, structural, interpersonal, negotiations, retaliatory aggressive actions.

Intrapersonal methods affect an individual and consist in the correct organization of one's own behavior, in the ability to express one's point of view without causing a defensive reaction from the opponent.

Structural methods mainly affect the participants in organizational conflicts arising from the incorrect distribution of functions, rights and responsibilities, poor organization of work, and an unfair incentive system for employees. These methods include: explaining to employees the requirements for work, using coordination mechanisms, developing and clarifying corporate goals, creating reasonable systems for remuneration of members of the labor collective.

Interpersonal methods involve choosing the style of behavior of the participants in the conflict in order to minimize the damage to their interests.

Negotiations perform certain functions and are a set of techniques aimed at finding mutually acceptable solutions for the warring parties.

Retaliatory aggressive actions are methods that are extremely undesirable for overcoming conflict situations, since their use leads to the resolution of the conflict from a position of strength.

O.V. Romashov identifies several types of social and labor conflict resolution:

1) autonomous, when the conflicting parties in the process of social and labor relations are able to solve problems on their own, on your own, within the boundaries of their own tasks and functions;

2) corporate, when the social and labor conflict can be resolved only as a result of organizational changes;

3) independent, when the conflicting parties solve the problem themselves, relying on their own capabilities, desires and abilities;

4) public, when others are involved in resolving the conflict, they sympathize, advise, approve or condemn;

5) administrative, when the settlement occurs only as a result of intervention and relevant decisions of the administration.

There are the following forms of resolving social and labor conflict:

1) reorganization, that is, a change in the organizational and labor order that caused the conflict, and not a struggle and persuasion in relation to the conflicting parties;

2) informing, that is, socio-psychological regulation aimed at restructuring the perception of the situation in the minds of the conflicting parties, the formation of a correct view of the conflict, and propaganda of the benefits of its peaceful resolution;

3) transformation, that is, the transfer of the conflict from a state of useless hostility to a state of negotiations;

4) distraction is the transfer of the attention of the conflicting parties to other problems, preferably common ones, contributing to their rallying for the sake of a common cause;

5) distance, that is, the exclusion of the conflicting parties from their general organizational and labor relations by either transferring one of the conflicting parties to another workplace, or direct dismissal;

6) ignoring, that is, deliberate inattention to the conflict so that it resolves itself or to prevent further aggravation of the conflict;

7) the suppression of the conflict occurs if the causes of the conflict are not removed, and conflict behavior is prohibited under the threat of administrative sanctions for one or both parties;

8) conformal preference, that is, a decision in favor of the majority, or satisfaction of the interests of a socially stronger side.

81. Social policy

The social policy of the state is designed to ensure the maintenance of a certain level of well-being of citizens, the provision of their material and intellectual needs, to form respect for human dignity and ensure social peace in society.

The organization as a social system, as a stable form of association of people with common interests and goals, is characterized by the versatility of functioning. Its development is carried out in three directions: technical, economic and social. The technical direction is mainly associated with the improvement of means and production technologies, the availability of the necessary, safe equipment and materials, the degree of mechanization and automation of labor processes. The economic direction expresses the forms of ownership of the means of production and the results of labor, the level of specialization and cooperation of production, the system of organization and remuneration of labor, the structure and methods of managing the workforce and production as a whole. Social development encompasses the staff of the organization with its traditions, preferences, intellectual potential and professional qualifications, ways to meet the material and spiritual needs of employees, interpersonal and intergroup relations, moral and psychological atmosphere in the team.

The social environment of an organization is determined by its social policy. The social environment of an organization, which is closely connected with the technical and economic aspects of its functioning, consists of those material, social, spiritual and moral conditions in which employees work, live with their families and in which distribution and consumption of material goods take place, real connections are formed between personalities, their moral and ethical values ​​find expression.

The achievement of the social goal of any organization is the satisfaction of the social needs of the employee in the conditions of production, which occurs as a result of ensuring normal working conditions and labor motivation. The vector of the social development of the organization should be aimed at diversifying and enriching the content of labor activity, making better use of the intellectual and creative potential of employees, increasing their discipline and responsibility, creating appropriate conditions for effective work, have a nice rest, family affairs devices.

The social and labor sphere reflects the object and subject of social policy, characterizes the degree of social development, quite reasonably reflects the unity and interdependence of labor and social relations. In practice, labor relations are relations between labor and capital, an employee and an employer rarely exist in their pure form without a social component. And vice versa, social relations often arise as a result of labor processes, contradictions and conflicts that accompany them. The social and labor sphere fully reflects all phases of labor force reproduction and its social support.

The main blocks of social policy in the field of the social and labor sphere, and in particular in the field of labor force reproduction, are:

1) the social sphere, that is, the branches of the socio-cultural complex (education, healthcare, science, culture, etc.), as well as the complex of social services provided by the organization to its employees;

2) the labor market, employment services, advanced training and retraining of personnel (including in organizations);

3) the scope of motivations for the growth of labor productivity of employees (organization of remuneration, ensuring a high quality of working life for employees of the organization, etc.).

82. The concept of social protection

Social protection of the population- this is a system of measures of a legal, socio-economic and organizational nature, guaranteed and implemented by the state to ensure a decent life, that is, material security at the level of the standards of the modern development of society and the free development of man.

The system of social protection in a broad sense is a system of legal, socio-economic and political guarantees that represent the conditions for ensuring the means of subsistence:

1) able-bodied citizens - at the expense of personal labor contribution, economic independence and entrepreneurship;

2) socially vulnerable groups - at the expense of the state, but not below the living wage established by law.

Social protection is, on the one hand, a functional system, that is, a system of directions in which it is carried out, and, on the other hand, an institutional one, that is, a system of institutions that provide it (the state, trade unions and other public organizations).

Social protection should cover the following areas:

1) providing members of society with a living wage and providing material assistance to those who, due to objective reasons, need it, protection from factors that reduce living standards;

2) creation of conditions that allow citizens to freely earn their livelihood by any means that do not contradict the law;

3) ensuring favorable working conditions for employees, protecting them from the negative impacts of industrial production;

4) provision environmental safety members of the society;

5) protection of citizens from criminal encroachments;

6) protection of civil and political rights and freedoms corresponding to the principles of a legal, democratic state;

7) creation of conditions excluding armed social and interethnic conflicts;

8) protection from political persecution and administrative arbitrariness;

9) ensuring freedom of spiritual life, protection from ideological pressure;

10) creation of a favorable psychological climate in society as a whole, in individual cells and structural formations, protection from psychological pressure;

11) ensuring the maximum possible stability of public life.

The basic rights of citizens in the field of social protection are enshrined in Art. 18 of the constitution of the Russian Federation. Normative legal acts on the social protection of the population have the form of federal and regional laws, which establish the rights of citizens in this area and measures to implement the regulations in the field of protective functions of the state. Other legal acts regulating social protection procedures include Decrees of the President of the Russian Federation, resolutions and orders of the Government of the Russian Federation; other normative acts of ministries and federal departments, executive authorities of the constituent entities of the Russian Federation, as well as local governments and organizations.

Socio-economic transformations Russian society aimed at the approval and development of market relations, make the problem of ensuring effective social protection of citizens in general and employees of enterprises and organizations in particular, extremely relevant. On the one hand, these transformations enhance the social protection of citizens, but on the other hand, it is required to take much more efforts on social protection in some important industries human life: protection against unemployment, inflation, material insecurity of a significant part of citizens, etc. The main thing today is to strengthen social protection against a decrease in the living standards of workers, concern for the conditions and content of work, organization and system of remuneration of workers.

83. Minimum social standards and regulations

Under state minimum standards it is customary to understand the minimum levels of social guarantees established by the laws of the Russian Federation or decisions of representative bodies of state power for a certain period of time, expressed through social standards and norms, reflecting the most important human needs for material goods, public and free services, guaranteeing an appropriate level of their consumption and intended to determine mandatory minimum budget expenditures for these purposes.

When forming budgets at various levels, social norms and standards are applied for a wide range of indicators. A significant part of them, enshrined in laws or other legal acts, determines the minimum state guarantees in the field of labor, its remuneration, employment and social security. These standards are revised depending on the rate of inflation and available financial resources.

One of the main social standards is the living wage. The subsistence minimum is an indicator of the volume and structure of consumption of the most important material goods and services at the minimum acceptable level, which provides conditions for maintaining the active physical condition of adults, the social and physical development of children and adolescents. The cost of living is reflected in the structure of the subsistence minimum; spending on non-food items; service costs; taxes; other obligatory payments. Theoretically, the living wage should be equal to the minimum wage. In Russia, on the basis of the subsistence minimum, the consumer basket is calculated for the whole country and the subjects of the federation.

The living wage as an instrument of social policy is used as a basis for targeted social policy; as targets in the regulation of income and consumption of low-income groups of the population; to assess the material and financial resources necessary for the implementation of current and future social programs, the provision of targeted assistance to low-income segments of the population; to justify the size of the minimum wage and old-age labor pension.

The housing and sanitary standard of 9 m2 per person was adopted as the minimum allowable standard for housing provision, which, as studies have shown, ensures the normal course of human physiological functions.

In the field of health care, indicators of the provision of doctors, hospital beds, polyclinics and outpatient facilities are used to assess the minimum acceptable level of satisfaction of the needs for medical care and medical care of the population.

In the field of education, the Constitution of the Russian Federation guarantees the general availability and free of charge of preschool, basic general and secondary vocational education in state and municipal educational institutions. At the same time, the obligatory nature of basic general education was established.

In the field of labor and environmental protection, the legally established indicators of the maximum permissible concentration (MPC) of the content of chemical and other substances that adversely affect the work and work capacity of citizens in the air, water and workplaces of industrial enterprises are accepted as the minimum state standards.

In the field of employment, minimum standards, unfortunately, do not yet exist, although science has developed indicators of the maximum permissible level of unemployment by region of the country (they have not received legislative status).

Unfortunately, today the minimum wage still does not correspond to the subsistence level.

84. Social transfers and benefits

under social transfers It is customary to understand the transfer to the population by state or non-state organizations (professional, charitable, religious, etc.) of resources in cash and in kind, mainly on a gratuitous basis.

Social transfers include pensions, allowances, scholarships, subsidies, other types of social security payments, as well as free services that make up part of the total income of citizens. In kind, they consist of goods and services provided to specific families (households).

The main goals and objectives of providing social transfers are:

1) providing the population with socially significant benefits and services;

2) reducing the gap in the level of material support of working and non-working members of society, for objective reasons, not involved in the labor process;

3) mitigation of negative external factors the period of adaptation of a person to market conditions (increase in unemployment, poverty and destitution, etc.);

4) provision required quantities and structures of labor resources reproduction.

Social transfers are carried out in different types and forms. Among them: social assistance (assistance); state social guarantees, including social benefits certain categories population; social insurance (state, compulsory and voluntary).

Social assistance is the provision by the state and non-profit organizations of goods and services to socially vulnerable groups of citizens (population) on the basis of testing their need (material assistance, charity of other organizations).

The system of social guarantees involves the provision of socially significant benefits and services to all citizens without taking into account their labor contribution and means testing.

Transfers made through the social insurance system are designed to protect the population from various social risks leading to loss of ability to work, and, consequently, income. Among them: illness, work injury, occupational disease, accident, motherhood and childhood, job loss, old age, loss of a breadwinner.

The most widely used forms of social transfers in Russia are allowances, pensions and scholarships. Benefits are regular or one-time cash payments to citizens in cases of partial or complete disability, severe financial situation, support dare with children, as well as in case of death of relatives. Unemployment benefit is a financial assistance provided free of charge in the presence of seniority, payment of relevant contributions, regular registration at the labor exchange for a certain period.

Scholarships are regular cash payments to students of higher, secondary specialized and vocational educational institutions studying off-the-job.

A pension is a legally guaranteed cash payment to provide for citizens in old age, in case of complete or partial disability, loss of a breadwinner, as well as in connection with the achievement of the established length of service in certain areas of labor activity.

The main problem is the timely and adequate to market changes indexation of social transfers, which ensures a normal standard of living.

In addition to the listed transfers, other state expenses may also be included in them, for example, subsidies for enterprises and organizations that produce products and provide services to the population (subsidies for housing and communal services and public transport, enterprises employing disabled people).

85. Social insurance

Social insurance is a form of social protection of the population from various risks associated with loss of ability to work and income. A feature of social insurance is its financing from special off-budget funds formed from targeted contributions from employers and employees with state support. Social insurance is included in the system of social protection of the population, therefore, it is necessary to legally recognize the costs of social insurance of workers as socially necessary for the reproduction of the labor force.

Social insurance is aimed at solving two main tasks: ensuring the restoration and preservation of the working capacity of employees, including the implementation of preventive and rehabilitation measures for labor protection and ensuring the safety of its conditions; and the implementation of measures that guarantee the material support of persons who have lost their ability to work or did not have it.

As modern forms of social insurance can be: compulsory, voluntary and corporate social insurance.

Compulsory social insurance- a kind of social guarantees established by the current legislation in connection with the loss of income (wages) due to disability (illness, accident, old age) or place of work. The financial sources for providing such social guarantees are the insurance premiums of employers and employees, as well as the state budget. Compulsory social insurance is based on the principle of solidarity between the insured and the insured.

Voluntary social insurance is based on the principles of collective solidarity and self-help in the absence of state insurance support. It can be personal and collective and involves protection from the consequences of accidents, medical and pension provision. The financial sources of voluntary social insurance are (voluntary) contributions from employees and employers. The defining difference is the presence of an insurance contract. Distinctive features of voluntary social insurance are the democratization of the management of insurance funds, the most complete implementation of the principle of self-government, the social partnership of employers and employees, the close dependence of insurance payments on the level of income of policyholders.

Voluntary social insurance is a supplement, not an alternative to compulsory social insurance. Mutual supplementation of these funds makes it possible to compensate for the disadvantages of one type of insurance with the advantages of another.

Corporate Social Security Systems are systems of social protection of employees organized by employers at the expense of income allocated to meet the social needs of employees (medical and health care, payment for housing, transport, educational services, cultural services, corporate pension payments).

State subsidies to replenish social insurance funds (social protection funds) include contributions for non-working citizens, military personnel and civil servants, subsidies to cover the budget deficit of these funds and tax benefits. Recently, the importance of a new source of financing for compulsory social insurance funds has been growing - income from the capitalization of contributions from the insured and employers (insurers). The contributions of the insured are a direct deduction from their income. Employers' contributions are not charged as a percentage of the total payroll, but of a predetermined maximum gross wage, i.e., amounts in excess of this maximum are not taken into account.

86. Labor management in the organization

In each labor organization, labor management is carried out. In this regard, the difference between organizations is only in the degree of importance of management, the completeness of its content, setting goals, determining the objects and functions of management to achieve specific results of the activities of this organization.

The purpose of labor management in the organization are the most rational and efficient use of personnel, living and materialized labor and the expenditure of funds for payment and material incentives for labor, while observing the constitutional rights and obligations of citizens.

Objects of labor management in the organization in general terms are the direct process of labor, the relationship between people in the labor process, the reproduction of the labor force. Applied to management activities these objects can be specified and singled out as separate objects: personnel management of an organization, management of organizational support for the labor activity of personnel, management of labor productivity and quality, management of labor motivation and stimulation, management of industrial, social and economic relations in the course of labor activity. In turn, each of the listed objects can also be divided into smaller ones.

The main functions of labor management in the organization are: planning, accounting, analysis, control and evaluation. These functions also apply to all the listed objects of labor management and tend to be cyclically repeated in time. These functions are aimed at substantiating management decisions. All of them should be based on reliable information, which, as new problems arise in labor management, must be updated, expanded and deepened. Availability of operational and multifaceted analytical information, constantly operating system accounting and control over the implementation of planned processes contribute to the development of the desire to find the most rational solutions and improve the efficiency of labor management.

Organization of labor management at the enterprise depends on objective and subjective factors. The objective factors include the size of the enterprise, the products manufactured, the complexity of the technological process, the nature and type of production, the qualifications of managers, the sectoral affiliation of the enterprise, etc. on working conditions, the development of industrial democracy, etc.).

At most Russian enterprises, the organization of labor management is concentrated mainly in four divisions: the personnel department, the labor organization department, the labor and wages department, and the safety and labor protection department. At foreign enterprises, most often there is a single human resource management service, subordinate to one of the vice presidents of the company (that is, labor management is centralized).

At enterprises, there are contractual forms of labor management, they should be considered as joint or coordinated (agreed) actions of the administration of enterprises or local administrations, on the one hand, and various organizations of employees of the enterprise, on the other. Such forms constantly exist at enterprises where trade union organizations are active. Contractual forms of labor management at the enterprise are good because they can reflect the correlation of forces of subjects of social and labor relations with different interests (individual and collective labor contract) in a fairly operational mode.

87. Levels, forms and methods of labor management

In general control means an impact on something in order to streamline, preserve qualitative specifics, improve and develop. Management can be defined as some type of interaction between subjects and objects. Management functions are the necessary actions in relation to the objects of management in order to achieve the goals and objectives set, they are a kind of leverage through which the labor management mechanism is implemented.

Distinguish three levels of management labor: international level, state level and enterprise level.

Labor management at the enterprise level aims at the most rational and efficient use of personnel, living and embodied labor, optimal spending of funds for wages and material incentives for employees.

Labor management at the state level is carried out by a system of national bodies. Any civilized state develops normative materials on labor, employment and social policy, in particular on working conditions, on the tariffing of works and employees, on inter-category ratios in wages in the public sector, on employment management, on organizing relationships between employers and employees and others

Labor management at the international level is carried out by the International Labor Organization (ILO). It was established in 1919 as an organization designed to promote social progress in every possible way, to establish and maintain social peace between different strata of society, to help resolve acute socio-economic issues in an evolutionary, peaceful way. The purpose of the International Labor Organization is to promote the achievement of material well-being and ensure the spiritual development of people regardless of race, creed or gender, and to create conditions under which this is possible.

labor management methods the principal methods of providing managerial influences on social and labor processes and their participants are called. Labor (social labor processes) is managed using three main methods:

1) the method of direct influence of the (directive) manager on the managed, and through them on the managed process (orders, orders);

2) the method of indirect influence (through interest) of the influence of the manager on the controlled and through them on the controlled process;

3) the method of self-government (when the participants in the process themselves make and execute the decisions made, that is, industrial democracy).

The forms of labor management directly reflect the nature of the subjects and objects of management, the nature of their relationship. Therefore, the following forms of labor management can be distinguished:

1) state forms of labor management, in the form of legislative, executive and judicial authorities, regulating the relations of subjects of social and labor relations;

2) contractual forms of labor management, among which are: general agreements, regional and territorial agreements, sectoral (intersectoral) tariff and professional tariff agreements, collective agreements between representatives of labor collectives (employees and the administration of the enterprise (employer), individual labor agreements (contracts) ;

3) forms of social activity of one or another subject of social and labor relations (for example, a protest action or a strike of workers, re-election of a leader).

There are also types of labor management: democratic and totalitarian. The democratic type of labor management means a full-fledged civic subjectivity, freedom of action for all members of society. The totalitarian type of labor management is extremely dictatorial.

88. Personnel management in an organization

Personnel Management is a complex and multifaceted work. The personnel of the organization are people with a complex set of individual qualities, the presence of which distinguishes them from the material factors of production.

Organization personnel management- purposeful activity of the management of the organization, managers and specialists of the departments of the personnel management system, including the development of the concept and strategy of personnel policy, principles and methods of personnel management of the organization. Personnel management consists in the formation of a personnel management system; planning personnel work, developing an operational plan for working with personnel; personnel marketing; determining the human resources potential and the needs of the organization in personnel.

Organizational personnel management covers a wide range of functions from recruitment to dismissal of personnel:

1) recruitment, selection, reception and placement of personnel;

2) business assessment of personnel upon admission, certification, selection;

3) career guidance and labor adaptation of personnel;

4) motivation of the labor activity of the personnel and its use;

5) organization of work and compliance with the ethics of business relations;

6) management of social and labor conflicts and stresses;

7) ensuring the safety of personnel;

8) management of innovations in personnel work;

9) training, advanced training and retraining of employees;

10) management of business career and service and professional advancement;

11) management of the behavior of personnel in the organization;

12) management of social development of personnel;

13) release of the organization's personnel.

Personnel management of an organization provides for information, technical, regulatory, methodological, legal and documentation support for the personnel management system. The heads and employees of the departments of the organization's personnel management system solve the issues of assessing the effectiveness of the work of managers and management specialists, assessing the activities of the departments of the organization's management system, assessing the economic and social efficiency of improving personnel management, personnel audit.

All these issues are reflected in the philosophy of personnel management of the organization. The philosophy of personnel management is a philosophical and conceptual understanding of the essence of personnel management, its origin, connection with other sciences and areas of management science, understanding the ideas and goals underlying personnel management. In particular, the philosophy of personnel management considers the process of personnel management from a logical, psychological, sociological, economic, organizational and ethical point of view. The philosophy of personnel management of the organization is part of the philosophy of the organization, its basis. The philosophy of an organization is a set of internal organizational principles, moral and administrative regulations and rules of personnel relations, a system of values ​​and beliefs, perceived by all personnel and subordinated to the global goal of the organization.

The essence of the organization's personnel management philosophy is that employees have the opportunity to satisfy their personal needs by working in the organization. This requires conditions for the establishment of fair, equal, open, trusting relationships in the organization.

The concept of personnel management of an organization is a system of theoretical and methodological views on the understanding and definition of the essence, content, goals, objectives, criteria, principles and methods of personnel management, as well as organizational and practical approaches to the formation of a mechanism for its implementation in the specific conditions of the functioning of the organization.

89. The essence of social partnership

The system of social partnership was established only in the second half of the twentieth century in the developed capitalist countries. In Russia, social partnership has been discussed since the end of 1991. On November 15, 1991, No. 212, the President of the Russian Federation signed the Decree “On social partnership and resolution of labor disputes (conflicts)”. In accordance with the Law of the Russian Federation “On Collective Contracts and Agreements”, a vertical system of social partnership is being implemented in Russia, covering all levels of society and suggesting the possibility of concluding general, regional, sectoral (inter-sectoral), professional and territorial agreements, as well as collective agreements.

The most common definitions of the concept of "social partnership" are as follows:

1) social partnership is a system of relationships between employees and employers, which replaces the class struggle. According to such ideas, at present, in countries with a developed market economy, there is an opportunity to get away from class contradictions through negotiations and reaching a compromise. Social partnership in this case is one of the ways to harmonize the interests represented in society;

2) social partnership is a way of reconciling opposing interests, a method for solving socio-economic problems and regulating contradictions between the class of employees and the class of owners. Despite the changes that have taken place in the economic and social spheres of modern Western society, class differences and contradictions between the interests of employees and employers persist. In this case, social partnership is a way to mitigate class contradictions, a condition for political stability and social truce in society;

3) social partnership as a way of regulating social and labor relations does not exist, since there are no objective conditions for its existence. This is the point of view of either representatives of an extremely liberal trend, who argue that the market mechanism by itself, without the intervention of the state and any other subjects, is capable of regulating the entire force of relations, including social and labor relations, or theorists who preach totalitarianism, defending the idea of ​​moral -political and economic unity, common interests of the nation, realized through a strong state.

Social partnership allows you to restore a certain balance in relations between employees and the employer, which is constantly violated due to the fact that the employer, due to his position, initially dominates in these relations. Negotiations within the framework of social partnership contribute to establishing a correspondence between economic and social needs, and this is the main condition for determining reasonable wages, taking into account real opportunities.

Social partnership should be considered as a special type of social and labor relations, providing, on the basis of equal cooperation of employees, employers and the state, an optimal balance and implementation of their main interests.

The main principles of social partnership are:

1) the authority of representatives of all parties;

2) equality of the parties in the negotiations and in the conclusion of agreements;

3) obligatory fulfillment by the parties of the agreements reached;

4) priority of conciliatory methods and procedures in negotiations;

5) responsibility for accepted obligations.

An important role in the development of social partnership in Russia is played by the implementation of the principles laid down in the conventions and recommendations of the ILO.

90. The essence and structure of social and labor relations

Social and labor relations- this is an objectively existing interdependence and interaction of the subjects of these relations in the labor process, aimed at regulating the quality of working life. Social and labor relations characterize the economic, legal and psychological aspects of the relationships between people and their social groups in labor processes. Therefore, social and labor relations are always subjective, and reflect the degree of combination of interests of the subjects of these relations.

The system of social and labor relations has a complex structure, which in a market economy includes the following elements: subjects of social and labor relations, levels and objects of social and labor relations, principles and types of social and labor relations.

The subject of social and labor relations are various aspects of a person's working life: labor self-determination, professional orientation, hiring and firing, professional development, socio-psychological development, vocational training, etc. The subject of collective social and labor relations is personnel policy. All their diversity usually comes down to three groups of social and labor relations:

1) employment;

2) related to the organization and efficiency of labor;

3) arising in connection with remuneration for work.

The main principles of organization and regulation of social and labor relations are:

1) legislative provision of the rights of subjects;

2) the principle of solidarity;

3) the principle of partnership;

4) the principle of "domination-submission".

The following types of social and labor relations are distinguished, characterizing the socio-psychological, ethical and legal forms the relationship of subjects in the process of labor activity.

1. Paternalism is characterized by strict regulation of the behavior of the subjects of social and labor relations, the conditions and procedure for their interaction on the part of the state or the leadership of the organization.

2. Social partnership is characterized by the protection of the interests of the subjects of social and labor relations and their self-realization in the policy of agreeing on mutual priorities on social and labor issues to ensure constructive interaction.

3. Competition is the rivalry of subjects of social and labor relations for the opportunity and better conditions for the realization of their own interests in the social and labor sphere (one of the forms of competition is competition).

4. Solidarity is determined by the mutual responsibility of people, based on unanimity and commonality of their interests, for changes in the system of social and labor relations and reaching agreement in making socially important decisions in the social and labor sphere.

5. Subsidiarity, expresses a person's desire for personal responsibility for achieving their conscious goals and their actions in solving social and labor problems.

6. Discrimination is an arbitrary, illegal, unjustified restriction of the rights of subjects of social and labor relations, as a result of which the principles of equality of opportunity in the labor markets are violated.

7. Conflict is an extreme degree of expression of contradictions of interests and goals of subjects in social and labor relations, manifested in the form of labor disputes, strikes.

The considered types of social and labor relations do not exist in their pure form, but act in the form of models that have a qualitative variety of types of social and labor relations. This is due to the influence of many factors: social policy in the state, the globalization of the economy, the development of social labor and production.

91. Subjects and levels of social and labor relations

The main subjects of social and labor relations are:

1) an employee (a group of employees) is a citizen who has concluded an employment contract (contract) with an employer, the head of an enterprise and an individual. An employment contract can be written or oral, but in both cases it determines the social and labor relations between its participants. An important role for an employee is played by such qualities as: age, gender, state of health, education, skill level, work experience, professional and industry affiliation. In addition, the employee must be ready and able to participate in social and labor relations.

As an employee as a subject of social and labor relations, both an individual employee and groups of employees can act, differing in their position in the socio-professional structure, orientation of interests, labor motivation, etc.

Developed labor relations presuppose the existence of institutions acting on behalf of employees, representing and protecting their interests. These are trade unions. Trade unions are voluntary mass organizations that unite employees who are connected by a common social and economic interests. The Labor Code of the Russian Federation declares the principle of trade union pluralism, according to which the number of trade unions representing the interests of workers in an industry or enterprise is not limited. Other organizational forms of association of hired workers are also possible;

2) an employer, according to the international classification of employment status, is a person who works independently and constantly hires one or more employees to carry out the labor process. Usually in world practice he is called the owner of the means of production. But in the practice of Russian social and labor relations, the employer is also a leader in the public sector of the economy who hires employees under a contract (director state enterprise), although he himself is an employee and does not own the means of production;

3) the state, as a subject of social and labor relations, performs the functions of a legislator, defender of rights, employer, arbiter, etc. The degree of implementation of each of these functions is determined by the historical, political conditions for the development of the state.

There are three levels of social and labor relations:

a) individual, when the employee and the employer interact in various combinations (bilateral social and labor relations);

b) group, when associations of employees and associations of employers interact (tripartite social and labor relations);

c) mixed, when employees and the state interact, as well as employers and the state (multilateral social and labor relations).

The relations of the subjects of social and labor relations are regulated by legislative and regulatory acts. The fundamental ones are: the Constitution of the Russian Federation, the Labor Code of the Russian Federation, the Law of the Russian Federation "On Employment of the Population", the Law of the Russian Federation "On Collective Contracts and Agreements", the Federal Law "On the Procedure for Resolving Collective Labor Disputes", the Federal Law "On the Basics of Labor Protection in the Russian Federation”, etc. In addition, legal acts issued by local governments, heads of enterprises and organizations are highlighted. Within the framework of the enterprise, local regulations governing social and labor relations are: collective agreement, employment agreement (contract), other internal regulations.

92. Sociological research in the sphere of labor

Sociological research- this is an analysis of social phenomena or processes using special methods, which allows you to systematize processes, relationships, relationships, dependencies and draw reasonable conclusions and recommendations. A specific sociological study is a system of theoretical and empirical procedures that contribute to obtaining new knowledge about the object under study in order to solve specific theoretical and social problems.

Functions of sociological research:

1) information and research (collection of social information);

2) organizational and implementation (development of recommendations);

3) propaganda (dissemination of the foundations of sociological knowledge);

4) methodical (development of new research methods).

Structurally, the research process consists of three qualitatively different, but interconnected by a certain sequence of procedures: conceptualization, cognitive procedure and objectification procedure. The essence of conceptualization is the transition from the social order to the study of the object, the development of a conceptual scheme for the study. A cognitive procedure is a path from setting research objectives to obtaining certain cognitive results in accordance with them. The procedure for objectifying primary sociological data is the translation of new, primary data about an object into a scientific-theoretical and scientific-practical result.

The main goal of the ongoing research is to increase the efficiency of labor activity while ensuring the development of employees, meeting their needs, and forming positive intra-collective relations. The most common tasks of sociological research in the sphere of labor are:

1) improving the organization's management system, increasing the validity of managerial decision-making, studying social processes that affect management efficiency;

2) increasing the level of stability of the workforce, intra-collective cohesion, leadership problems, studying the factors of excessive staff turnover;

3) development of a system of adaptation of new employees, taking into account the factors that determine the timing and success of adaptation, improving the system of selection, placement of personnel;

4) increasing the labor activity of employees based on the analysis of the processes of formation of labor motivation, the assessment of the new systems of labor stimulation being developed;

5) study of the content, working conditions, development of measures to improve them; development of recommendations for career planning, identification of factors that contribute to increasing job satisfaction;

6) improving the quality of working life; development of social programs, social support programs for employees.

Object of sociological research- this is what the process of cognition is directed to; object can be any social phenomenon or social relations containing social contradictions. The set of people with which the social problem is connected is the object of sociological research. The persons examined are called respondents.

The subject of sociological research is the most significant properties, aspects and features of the object that are subject to direct study.

The organization of a specific sociological research involves a number of stages: drawing up a research program; determination of the object and units of observation, that is, the sampling process; development of means for collecting materials - research methods; collection of material; analysis of the material and its generalization. The main methods of collecting information in sociological research are document analysis, observation, experiment, and survey.

Until now, the category of labor and production behavior of personnel has been studied fragmentarily, from the standpoint of the activation of the human factor in the social system, and many of its elements have either been ignored or not given any significant importance. As a result, it was possible to observe signs of social apathy of workers, a decrease in their professional mobility, an aggressive reaction to economic and production innovations, as evidenced by an increasing strike movement, declining production efficiency, and more.

The starting point in resolving this situation can be an analysis of the development of the processes of formation of the labor behavior of workers.

As part of the study of the role of labor behavior, human activity is brought to the fore, which in the form of certain acts, actions, deeds, the totality of which is usually considered as behavior, and is recognized as one of the expressions of social relations. The behavior of an employee is not limited to the abstract addition of labor force with the means and objects of labor, but should be understood more broadly - as production behavior with its inherent complex economic and social manifestations, in which the objective and subjective, internal and external, general and special, social and social are intertwined. -psychological, volitional and emotional, conscious and unconscious.

Labor behavior is one of the varieties of social behavior, along with economic, organizational, functional, communication, normative, deviant, etc. social behavior can be understood as a process of purposeful activity in accordance with the significant interests and needs of a person. On the one hand, it is the most complex system of adaptation and adaptation of the individual to various conditions. On the other hand, it is an active form of transformation and change in the social environment.

Labor behavior is a behavioral analogue of labor activity. Therefore, consider the concept of labor activity.

Labor activity is a rational series of operations and functions, rigidly fixed in time and space, performed by people united in a production organization. The following goals are set here:

creation of material goods, means of life support;

provision of services for various purposes;

development of scientific ideas, values ​​and their applied analogues;

accumulation, conservation, transfer of information and its carriers, etc.

Labor activity is characterized by the following properties: functional and technological set of labor operations; a set of relevant qualities of labor subjects; material and technical conditions and spatio-temporal framework of implementation; in a certain way the organizational, technological and economic connection of labor subjects with the means and conditions for their implementation; organizational and managerial structure.

Labor behavior is individual and group actions that show the direction and intensity of the implementation of the human factor in a production organization. This is a consciously regulated set of actions and deeds of an employee associated with the coincidence of professional capabilities and interests with the activities of a production organization, production process.

The structure of labor behavior can be represented as follows:

· cyclically repeating actions, similar in result, reproducing standard status-role situations or states;

marginal actions and deeds that are formed in the phases of a transitional state from one status to another;

Behavioral schemes and stereotypes, common patterns of behavior;

actions based on rationalized semantic schemes translated into a plan of stable beliefs;

actions committed under the dictates of certain circumstances;

Spontaneous actions and actions provoked by an emotional state;

· conscious or unconscious repetition of stereotypes of mass and group behavior;

· actions and deeds as a transformation of the influence of other subjects using various forms of coercion and persuasion.

Modern researchers consider the behavior of the personnel of enterprises, as a rule, from three positions. Work behavior as:

a way of being, existence and its development;

a form of human life activity aimed at transforming not only the sphere of application of labor, but also the surrounding world, the surrounding reality;

· the inclusion of a person in the process of transformation in accordance with the needs, goals and objectives of the socio-economic development of society, the production system, the person himself.

When studying the activity of an employee, a person is considered as:

· a subject of activity whose labor opportunities are aimed at transforming the sphere of labor, the economic and production potential of enterprises;

object of activity associated with human reproductive processes;

the purpose of the activity associated with raising his professional and living standards;

participant of labor, industrial, economic, social actions;

· a real product of changes in the industrial, economic, social, socio-psychological, political spheres.

There are two interrelated levels in human behavior in the sphere of production. The first is the management level, which objectively arises due to the need to organize management, coordination, stimulation, control, and accounting for the activities of employees. The second one is controlled, determined by the organizational and technological process of production activity. Thus, the functions of planning, organization, control, etc. become for some categories of personnel the main area of ​​labor activity.

Labor behavior is formed under the influence of various factors: social and professional characteristics of workers, working conditions in a broad sense, systems of norms and values, labor motivations. It is directed by the personal and group interests of people and serves to satisfy their needs.

The components of labor behavior are: needs- the need for something necessary to maintain the life of the organism, the human personality, social group, society as a whole; interests- the real causes of actions that are formed among social groups, individuals in connection with their differences in position and role in public life; motives- a conscious attitude to one's actions (a low level of motivation for production activities can lead to the creation of conditions for imitation of activities that are ultimately ineffective); value orientations- social values ​​shared by the individual, which are the goal of life and the main means of achieving it; installation- the general orientation of a person to a certain social object, preceding the action and expressing a predisposition to act in a certain way with respect to this object; labor situation- a set of conditions in which the labor process takes place; incentives- external influences in relation to a person, which should induce him to a certain labor behavior.

The effective use of knowledge about the labor behavior of workers involves its typology. Correct classification, facilitating the process of cognition, allows you to quickly find the internal patterns of development and changes in the phenomena under study and, on this basis, predict and direct their development.

The literature gives a different classification of the types of labor behavior, depending on what is put into its foundation. By subjects of behavior: individual, collective. By the presence (absence) of interactions with other subjects: implying interaction, not implying interaction. According to the degree of compliance with accepted standards: normative, deviating from the norms. According to the degree of formalization: established in official documents, not established. By production results and consequences: positive, negative. By area of ​​conduct: the actual labor process, building relationships in production, creating a working atmosphere. According to the degree of realization of labor potential: not requiring changes in the achieved degree of realization of labor potential, causing the need to mobilize various components of labor potential (as a combination of employee qualities). By the nature of the reproduction of labor potential: assuming simple reproduction of labor potential, requiring expanded reproduction of potential.

G.V. Sukhodolsky undertook identified two types of activities: unprofessional and professional. Pprofessional activity is directly connected with the internal environment of the labor process, and the relations that arise in this case are in the nature of social and labor relations. Non-professional activity is general social, indirectly affecting the production process.

M.I. Bobnev identified the following types of behavior:

· institutional, fully corresponding to the types of production activities and due to the construction of organizational forms that consolidate and regulate this activity;

· non-institutional, subject to regulation in the production activity management system, but regulation was not carried out for reasons beyond the control of the employee;

· intra-institutional- production behavior, which is not subject to the mandatory institutional system of enterprise organization. It is likely that there is a kind of arbitrary production behavior here;

· anti-institutional- production behavior directed against the normalization of behavioral activity; against the creation of systems for regulating behavior, subordinating it to the interests and goals of the enterprise.

On the basis of the activity of behavior, the following types of labor behavior are distinguished:

· initiative, an enterprising type of production behavior, involving increased production and social activity of workers;

· executive type, which is most consistent with such features of the production behavior of workers as: discipline, accuracy, conscientiousness, etc .;

· passive type, in which the employee needs a constant mood for production activities, control by the governing bodies, adjustment of behavior in the workforce;

· deviant type, characterized by the creation of conflict situations, violation of labor and technical and technological processes.

Labor behavior can also be considered depending on from goals set by the researcher.

Functional Behavior . This is a specific form of implementation of professional activity, determined by the technology of the workplace. Functional behavior is inherent in any labor process, regardless of the degree of complexity and specialization. Differences are observed only in the predominance of physical or mental stress. In one case, physical stress dominates, and in the other mental stress.

Economic Behavior . Applying his professional abilities in the production process, the individual constantly focuses on the optimal balance between costs and their compensation. Otherwise, if there is no compensation (commodity-money, in-kind, economic, social), then interest in this kind of activity will begin to fall. The following types of economic behavior can be formulated: “maximum income at the cost of maximum labor”, “guaranteed income at the cost of minimum labor”, “minimum income with a minimum of labor” and “maximum income with a minimum of labor. There are various forms of economic behavior in the sphere of distribution and consumption.

Economic behavior is characterized by the concept of efficiency. In relation to production and labor activities, efficiency is often defined as the ratio between costs and results. This characteristic can be attributed both to production and to the worker.

Economic behavior is influenced by a number of factors: technical (use of new equipment and technology), organizational (how the organization of production and labor improves), socio-economic (influence of conditions, content of labor, its rationing and payment), socio-psychological (satisfaction with work, moral and psychological climate in the team), personal (educational and cultural level of the employee), socio-political (this is the solidarity of employees, the activities of the trade union, etc.). An important factor that determines the economic behavior of the worker is his attitude to the form of ownership (when the worker is the full or partial owner of the means of production).

Organizational and administrative behavior . Its essence lies in the formation of positive motivation of the members of the labor organization. For these purposes, various kinds of incentives are actively used: moral, material, social. The subjects of organizational behavior are individual employees, social groups, which operate within the framework of functional, regulatory and sociocultural constraints, allowing them to regulate and correlate the processes of achieving their specific goals with the goals and objectives of those production organizations in the structure of which they are included.

Stratified Behavior . This is behavior associated with a professional, labor career, when an employee consciously chooses and implements in a relatively long period of time the path of his professional or official promotion.

Adaptive behavior . It manifests itself in the process of adapting an employee to new professional statuses, roles, requirements of the technological environment, etc. Such behavior reveals itself in the phase of the employee's primary entry into the production process, team, professional environment. To this type behavior also includes such types of behavior as conformist - adaptation to the attitudes of other persons, especially those higher in the hierarchical level of management, and conventional - a form of adaptation of an individual, an employee to an established or constantly changing behavioral structure, a constantly renewed system of compromises.

Ceremonial and subordination forms of behavior . These forms of behavior ensure the preservation, reproduction and transfer of significant values, professional traditions, customs and patterns of behavior, support the stability and integration of employees with the organization as a whole. These types of behavior are associated with the implementation of service, professional and job etiquette.

Characterological forms of behavior . These are emotions and moods that are realized in behavior. A person can suppress others with his strong-willed or official temperament, demonstrating qualities to which one must adapt.

The incompatibility of characterological forms of behavior in two or more persons is the cause of conflicts and conflict situations in the labor organization. One of the varieties of this form of behavior is spontaneous, unmotivated behavior that occurs under the influence of strong emotions in extreme, non-standard situations.

Destructive forms of behavior. This is the exit of the employee beyond the status-role prescriptions, norms and disciplinary framework of the labor process. The following forms of such behavior can be distinguished: illegal; administrative and managerial, associated with the excess of rights and powers, with direct failure to fulfill duties; dysfunctional (professional incompetence); individually targeted, of an extremely egoistic nature, aimed at the realization of purely personal interests; group selfishness; imitation behavior, pseudo-activity; types of group and individual behavior associated with the preservation of conservative habits and traditions, which in one way or another hinder initiative, creativity, innovation; deviant, associated with the implementation of associative habits and inclinations.

In the economic science of management and personnel management, it is also customary to divide all types of human labor activity into two components. The first component characterizes regulated labor, performed but with a given technology or scheme, when the performer does not introduce into the work any elements of novelty, his own creativity (for example, the worker performs the labor operations of a machine operator or assembler according to previously developed technological maps or processes). The second component characterizes creative work, aimed at creating new material goods or spiritual values, as well as new technologies or methods of production (the work of an entrepreneur, inventor-innovator, scientific innovator, etc.).

Thus, labor behavior: is a behavioral analogue of labor activity; is a form of adaptation of the worker to the requirements and conditions of the technological process and the social environment; acts as a dynamic manifestation of social standards, stereotypes and professional attitudes; reflects the characterological traits of the employee's personality; there is a certain way and means of human impact on the surrounding production and social environment. Labor behavior is formed under the influence of social and professional characteristics of workers, working conditions in a broad sense, a system of norms and values, labor motivations. The composition of labor behavior includes: needs, interests, motives, value orientations, attitude, work situation, incentives.

Having considered the typology of the labor behavior of workers, we can conclude that the variety of types of labor behavior indicates not only the excessive complexity of rationalizing the labor processes of various categories of workers, but also the need for their careful analysis and correct assessment, which underlie the modern mechanism of personnel management.

Labor behavior - these are individual and group actions that show the direction and intensity of the implementation of the human factor in a production organization. This is a consciously regulated set of actions and deeds of an employee associated with the coincidence of professional capabilities and interests with the activities of a production organization, production process. This is a process of self-adjustment, self-regulation, providing a certain level of personal identification.

The structure of labor behavior can be represented as follows:

· cyclically repeating actions, similar in result, reproducing standard status-role situations or states;

· marginal (from lat. marginalis - located on the edge) actions and deeds that are formed in the phases of the transition state from one status to another;

· behavioral patterns and stereotypes, frequently occurring patterns of behavior;

· actions based on rationalized semantic schemes translated into a plan of stable beliefs;

· actions committed under the dictates of certain circumstances;

· spontaneous actions and actions provoked by an emotional state;

· conscious or unconscious repetition of stereotypes of mass and group behavior;

· actions and deeds as a transformation of the influence of other subjects using various forms of coercion and persuasion.

Labor behavior is the executive side of labor activity, its external manifestation. However, behind outwardly identical labor deeds, labor activity that is different in its internal orientation can be hidden. Thus, the constant improvement of labor techniques and methods for one worker may be determined by the desire to increase his earnings, for another - by obtaining recognition from his comrades, the team, etc. To identify ways to improve the efficiency of labor activity, it is necessary to study not only its external manifestation, but also its internal essence, the nature of its internal motivating forces.

The main motivating force of a person, group, society is need, which is understood as an objectively determined request of the individual for the benefits necessary for existence and activities for their acquisition. Without food, clothing, shelter, spiritual goods, people cannot exist. And in order to have all this, they must produce, work. Therefore, people work because they need to satisfy needs. Needs activate a person. If there is no need, there can be no activity. However, the motivating force is perceived needs. Needs, being realized by people, reflect in their psyche the inconsistency of external conditions with their internal requirements and predetermine their activities to eliminate such a discrepancy.

Interestsis a concrete expression of perceived needs. Conscious needs take the form of interests in certain objects that ensure the satisfaction of needs. Interests are the real cause of social action. If the need characterizes what the subject needs for its normal functioning, then the interest answers the question of how to act in order to have the necessary to satisfy this need.

Thus, needs and interests characterize the internal conditioning of labor behavior. It should be noted that people are involved in labor activity not only from internal needs, but also under external influence. Outwardly, labor behavior is determined labor situation- a set of conditions in which the labor process takes place. The work situation affects the development and manifestation of personal needs and interests. It includes stimulation and value-normative management - social control and consists of the following main elements:

· labor incentives that have an indirect impact on the behavior of workers;

· planned and estimated indicators that serve as criteria for labor activity and perform the functions of labor values;

· administrative decisions (orders, instructions) that have a direct volitional impact on the behavior of employees;

· values ​​and norms of behavior inherent in the labor collective and expected in the behavior of its members.

The listed elements of the labor situation have a certain motivating force. Under their influence, a person can act contrary to his inner aspirations, personal interests. The significance of internal and external influences in various spheres of human activity is different. Under the influence of these influences, an internal position is formed, the personal predisposition of the employee in relation to various objects and situations, his readiness to act in one way or another. It is characterized by such concepts as "value orientations", "attitudes" and "motives".

Value Orientations - this is a relatively stable, socially conditioned attitude to the totality of material, spiritual goods and ideals, on the basis of which there is a desire to achieve certain goals. They are determined by the dominant interest in combination with the real status of the person. Thus, an employee studying in the system of correspondence and evening educational institutions and expressing a desire, in the event of an increase in the share of free time, to use it mainly for study, is oriented to study, and an employee who actively participates in the social life of the team and intends to expand this participation, to social activities. The degree of his labor activity, the quality of the work performed depends on what values ​​the employee is oriented to, what place labor activity occupies in the general system of his value orientations.

In work activity, it is possible to focus directly on:

· the social significance of work,

· wages.

In this regard, the level of consciousness of a person, the degree of awareness of the significance of the work performed, is of particular importance.

Value orientations correspond to certain attitudes.

Settings- this is the most stable orientation in a person's attitude to objects, situations, his roles, statuses, his readiness for certain actions.

motivesunlike attitudes, which may be unconscious, there is a conscious subjective attitude to one's actions, an internal reaction to the labor situation, formed on the basis of attitudes and value orientations under the influence of external influences and incentives.

Motives precede labor action, human action. motive there may be a sense of duty, satisfaction from a job well done, earnings, prestige, fear of criticism and punishment, promotion. Thus, there is a whole motivational complex that can change not only from person to person, but also from one situation to another.

The established stable structure of motives forms motivational core. Motives existing in the sphere of work are conditionally divided into three types:

material,

spiritual,

social.

In practice, these types of motives do not occur in their pure form. They are closely intertwined, and in any particular situation, only the dominant species can be distinguished.

Verbal behavior aimed at choosing motives (judgments) to explain, justify real labor behavior is called motivation. In the process of motivation, the explanation of labor behavior is carried out at the level of consciousness by correlating the situation to be explained with certain values ​​or norms.

Preceding the labor action, explaining and substantiating it, motivation can serve as an incentive to action or a means of blocking it. However, the motive is not the driving factor. It acts as a link between such regulators of labor behavior as values, needs and interests. At the same time, it should be taken into account that, although values ​​reflect certain aspects of labor activity, they should be distinguished from such regulators as needs and interests. The latter (needs and interests) are a direct expression of socio-practical activity, the social position of groups in the system of social reproduction. In values, the subject of activity, its inherent forms of communication and the conditions of life are expressed indirectly, through a system of signs and symbols, which can be given a special meaning that does not correspond to the nature of what is designated.

Only under the targeted influence of administrative influences and incentives can the maximum correspondence between the motive of activity and needs be achieved, and the necessary labor behavior be ensured.

Stimulation - this is a special, qualitatively different from value-normative regulation, way of managing people's social activities, in which human behavior is regulated by influencing not the person himself, but the conditions of his life, external circumstances in relation to the person that give rise to certain interests and needs. Thus, stimulation is a method of indirect influence on a person, in which a person can consciously choose what act to perform in accordance with individual preferences.

Incentives- these are objective, i.e. external in relation to a person, influences that should induce him to a certain labor behavior, cause his labor activity. They are the basis for the emergence and existence of motives for labor activity.

The stimulus does not act as an immediate cause, but only as a prerequisite for action. In the process of its implementation, it must be realized by the worker, pass through his consciousness. Incentives are meaningful urges, i.e. needs caused by the influence of objective factors. Understanding the needs is a necessary moment for their implementation.

The action of incentives induces a person to perform such types of work and such quantity and quality that are necessary for society. This means that incentives are aimed at the realization of public interests. Their effectiveness in attracting them to work presupposes the formation among the members of the team of a stable internal need for conscientious efficient work, i.e. formation of internal positive motivation.

Thus, in the value-normative management of labor behavior, values ​​and attitudes act as a regulatory element, in stimulation - needs and interests. Here we mean not just incentives, but incentives that are most adequate to the interests of the employee. Only under this condition can the stimulus cause the motive corresponding to it, and the latter - the desired behavior. Variants of labor behavior of a person can be different with the same incentives.

Any idea causes an interested attitude and is successfully assimilated only when it affects interests wt. Interests depend on the mental qualities of a person, his abilities, character, educational and cultural level, social experience, material security. Their development can be influenced by collectives, its individual members, society as a whole.

The decisive role in the general system of interests on present stage development of society belongs to material interests. Along with personal, there are collective and public material interests.

Also a factor in the regulation of labor behavior are the value of labor which is understood as a specific reflection in the human mind of the significance of objects, phenomena, certain aspects of social reality. For different social troupes, the same values ​​may have different significance. For some people, the most important value is the family, for others - material well-being, for others - interesting communication, etc. Labor values ​​are understood as the significance of labor in the life of society and the individual, as well as the significance of various aspects of labor activity, in relation to which the subject establishes his attitude. The study of the values ​​of labor allows you to regulate labor behavior. They represent an assessment of various aspects of the labor situation in the mind of a person.

On the basis of the values ​​inherent in the collective, rules and standards of labor behavior of its members are specially established or spontaneously formed. At its core, the norms of labor behavior serve the values ​​of labor. There is a difference between the value of the end and the value of the means. Proceeding from the fact that the value of labor consists not only in its independent significance for the development of the personality, the realization of its creative possibilities, for its self-expression, but also in the fact that labor activity is a means of achieving various benefits (a certain social status, social recognition, material well-being ), to which the members of the labor collective aspire, and which (benefits) also act as peculiar values.

FEDERAL AGENCY FOR EDUCATION

RYAZAN STATE RADIO ENGINEERING UNIVERSITY

FACULTY OF RETRAINING SPECIALISTS

TEST

by subject: "Economics and sociology of labor"

on the topic : "Labor behavior: features and characteristics of various types"

Done: student

group Z-70 Milovanova V.V.

Checked: st.pr.

Kuzminova L.A.

Ryazan 2009

THEORETICAL PART

1. Labor behavior

1.1 Determinants of work behavior

1.2 Typology of work behavior

CONCLUSION

PRACTICAL PART

Bibliography

THEORETICAL PART

1. Labor behavior

In the process of labor activity, people interact, forming social relations. The most important are the relationship of man to man and the relationship of man to work. They are one of the defining features of the nature of work. The external manifestation of a person's attitude to work is manifested in his labor behavior. In turn, the nature of the employee's labor behavior and his attitude to work determines many interrelated factors, changing which can influence the individual's labor behavior, and hence the quality of his work. Therefore, we will consider in more detail issues related to labor behavior and its determining factors.

1.1 Determinants of work behavior

Labor behavior is the executive side of labor activity, its external manifestation. However, behind outwardly identical labor deeds, labor activity that is different in its internal orientation can be hidden. Thus, the constant improvement of labor techniques and methods for one worker may be determined by the desire to increase his earnings, for another - by obtaining recognition from his comrades, the team, etc. To identify ways to improve the efficiency of labor activity, it is necessary to study not only its external manifestation, but also its internal essence, the nature of its internal motivating forces.

The main motivating force of a person, group, society is need, which is understood as an objectively determined request of the individual for the benefits necessary for existence and activities for their acquisition. Without food, clothing, shelter, spiritual goods, people cannot exist. And in order to have all this, they must produce, work. Therefore, people work because they need to satisfy needs. Needs activate a person. If there is no need, there can be no activity.

However, conscious needs have a motivating force. Needs, being realized by people, reflect in their psyche the inconsistency of external conditions with their internal requirements and predetermine their activities to eliminate such a discrepancy.

Interests are a concrete expression of perceived needs. Conscious needs take the form of interests in certain objects that ensure the satisfaction of needs. Interests are the real cause of social action. If the need characterizes what the subject needs for its normal functioning, then the interest answers the question of how to act in order to have the necessary to satisfy this need.

Thus, needs and interests characterize the internal conditioning of labor behavior. It should be noted that people are involved in labor activity not only from internal needs, but also under external influence. Outwardly, labor behavior is determined labor situation- a set of conditions in which the labor process takes place. The work situation affects the development and manifestation of personal needs and interests. It includes stimulation and value-normative management-social control and consists of the following main elements:

Work incentives that have an indirect impact on the behavior of workers;

Planned and estimated indicators that serve as criteria for labor activity and perform the functions of labor values;

administrative decisions (orders, orders) that have a direct volitional impact on the behavior of employees;

· values ​​and norms of behavior inherent in the labor collective and expected in the behavior of its members.

The listed elements of the labor situation have a certain motivating force. Under their influence, a person can act contrary to his inner aspirations, personal interests. The significance of internal and external influences in various spheres of human activity is different. Under the influence of these influences, an internal position is formed, the personal predisposition of the employee in relation to various objects and situations, his readiness to act in one way or another. It is characterized by such concepts as "value orientations", "attitudes" and "motives".

Value Orientations- this is a relatively stable, socially conditioned attitude to the totality of material, spiritual goods and ideals, on the basis of which there is a desire to achieve certain goals. They are determined by the dominant interest in combination with the real status of the person. Thus, an employee who studies in the system of correspondence and evening educational institutions and expresses a desire, in the event of an increase in the share of free time, to use it mainly for study, is oriented to study, and an employee who actively participates in the social life of the team and intends to expand this participation is oriented towards social activities. . From what values ​​the employee is oriented, what place labor activity occupies in common system his value orientations, depends on the degree of his labor activity, the quality of the work performed.

In work activity, it is possible to focus directly on:

· the social significance of labor when an employee strives to perform the most important and necessary work for society, even if it is not always interesting from the point of view of the content of labor or beneficial from the point of view of its payment;

· wages when an employee seeks to work overtime or perform high-paying jobs to increase their earnings;

· working conditions when an employee strives to work with normal working conditions, with comfortable shifts, a good microclimate in the team, even with lower pay or low labor content.

In this regard, the level of consciousness of a person, the degree of awareness of the significance of the work performed, is of particular importance.

Value orientations correspond to certain attitudes.

Settings- this is the most stable orientation in a person's attitude to objects, situations, his roles, statuses, his readiness for certain actions.

motives unlike attitudes, which may be unconscious, there is a conscious subjective attitude to one's actions, an internal reaction to the labor situation, formed on the basis of attitudes and value orientations under the influence of external influences and incentives.

Motives precede labor action, human action. The motive can be a sense of duty, satisfaction from a job well done, earnings, prestige, fear of criticism and punishment, promotion. Thus, there is a whole motivational complex that can change not only from person to person, but also from one situation to another.

The established stable structure of motives forms the motivational core. Motives existing in the sphere of work are conditionally divided into three types:

· material when a person performs work based on motives that are not related either to the nature and content of labor or to the social environment, because work for him is a simple economic necessity, a means of earning money and ensuring independence of existence;

· spiritual when a person does his job because he likes his profession, the content of labor activity. At the same time, he feels the joy of creativity, emotional uplift, experiences aesthetic pleasure in the very process of labor;

· social when a person performs his work, guided not so much by its content, but by the fact that it provides him with a certain place in the social structure of the team, in society. At the same time, he clearly understands its social significance, receives moral satisfaction from work, and enjoys the respect of his comrades.

In practice, these types of motives do not occur in their pure form. They are closely intertwined, and in any particular situation, only the dominant species can be distinguished.

Verbal behavior aimed at choosing motives (judgments) to explain, justify real labor behavior is called motivation. In the process of motivation, the explanation of labor behavior is carried out at the level of consciousness by correlating the situation to be explained with certain values ​​or norms.

Consideration of its functions is important for understanding the nature of motivation. Explaining and substantiating the behavior of the subject, motivation thereby fulfills its main, immediate function. In addition, it performs a regulatory function, which consists in blocking some actions and deciding on the start of others. It also, by explaining people's behavior in a certain way and determining various opportunities for the subject to communicate with other members of the team, establish communication with them, performs a communicative function and acts as a means of self-awareness and awareness of the subject of his social environment, the formation and socialization of his personality. Motivation also acts as a mechanism by which old ideals, norms, and value orientations are corrected and new ones are formed. This happens if the old values ​​and norms cannot provide such a rationale for behavior that contributes to the realization of the needs that have arisen.