| Аннотация | Socio-economic changes are accompanied by the growing complexity of labor and transformation
of its content in the direction of innovative and creative aspects. The spread of such labor makes it necessary
to search for new approaches to motivate employees to use their labor and creative potential effectively.
Our study considers new forms of non-financial incentives such as taking part in participatory governance,
creating management systems designed to ensure the involvement of talented and creative employees in
innovation projects and promotion of their career advancement. The goal of our research is to study
the impact of traditional (fair pay, good working conditions, etc.) and modern (creative approach,
participation of employees in corporate management, etc.) motivation factors on the quality of labor
potential and parameters of its implementation (in particular, productivity and wages). The novelty of our study consists in the fact that it tests methodological aspects that characterize the quality of labor potential
and individual parameters of its implementation in the population groups that differ in their degree of
satisfaction with motivation factors, taking into account the degree of their relevance. The difference
between the approach we apply and the existing ones is that in our case it is not only possible to overcome
the problem of judgment motives as objectified social facts, but also to justify a thesis according to which
the role of modern motivation factors in the work of the population is underestimated. In particular, the
latter is due to the fact that the results of the analysis have shown that the low importance of modern
motivation factors is associated with a higher quality of labor potential, productivity and wages, while
the high importance of traditional motivation factors can often lead to opposite results. Methodological
provisions regarding the assessment of specific aspects of labor activity and daily life of the population
concerning their satisfaction with them and their importance can be used as a tool to analyze the existing
or emerging motivation systems at the organizational level. |
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