Labor behavior of the organization. Resolution of social and labor conflicts

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 wealth, 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 managerial 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 the main area of ​​work for some categories of personnel.

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 attitude to production activities, control by management 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 employee.

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 determining the economic behavior of a 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 that operate within the framework of functional, regulatory and socio-cultural restrictions that allow 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. This type of 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.

Each type of labor activity can be divided into two main characteristics: psychophysiological content (the work of the sense organs, muscles, thought processes, etc.); and the conditions under which work is carried out. The structure and level of physical and nervous loads in the process of labor activity are determined by these two characteristics: physical - depend on the level of labor automation, its pace and rhythm, the design and rationality of the placement of equipment, tools, equipment; nervous - due to the volume of processed information, the presence of industrial danger, the degree of responsibility and risk, the monotony of work, relationships in the team.
The content and working conditions change significantly and ambiguously under the influence of scientific and technological progress. The functions of transforming the object of labor are increasingly transferred to technology, the main functions of the performer are control, management, programming of its activities, which significantly reduces the cost of physical energy.
Thus, in general, we can talk about a reduction in motor components and an increase in the importance of the mental component of labor activity. In addition, the NTP creates technical prerequisites for the withdrawal of the employee from the zone of industrial hazards and dangers, improves the protection of the performer, and frees him from heavy and routine work.
However, an excessive decrease in motor activity turns into hypodynamia. The growth of nervous loads can lead to injuries, accidents, cardiovascular and neuropsychiatric disorders. An increase in the speed and power of equipment can lead to inconsistency in the parameters of its operation and the ability of a person to react and make decisions. New technologies often lead to the emergence of new production hazards and hazards, negative impact on the environment.
The problem is to "attach" technology to human capabilities, to take into account its psychophysiological characteristics at the stages of design, construction, operation of the "man-machine" system. All this determines the need to study the physiological and mental processes in human labor activity.

62. The concept of labor behavior

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 workers, working conditions in a broad sense, systems of norms and values, labor motivations. 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.
The content of labor behavior is reflected in the following provisions:
1) labor behavior reflects the functional algorithm of the production process, and is a behavioral analogue of labor activity;
2) labor behavior is a form of adaptation of the employee to the requirements and conditions of the technological process and the 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, enterprising 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. Attitude is the general orientation of a person to a certain social object, preceding the action and expressing the predisposition to act in one way or another regarding this 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 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 behavior is realized in the process of adapting the 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- this is an activity aimed at maintaining the normal behavior of an individual, group or society by various means of social influence. 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.
2. Meaningful and formal. Content control reflects the depth, severity, effectiveness of control. It is not the content quality of organizational and labor relations that is subjected to formal control, but external signs (stay at the workplace), then it is important to determine the degree of imitation of labor actions.
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 leader's activities should be dominated by the negative motivation of subordinates, based on the fear of punishment, 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.

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 workers, working conditions in a broad sense, systems of norms and values, labor motivations. 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 of labor activity;
2. labor behavior is a form of adaptation of the worker to the requirements and conditions of the technological process and the 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 is a certain way and means of human influence on the industrial and social environment around him.

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Among the leading categories of the sociology of labor are social behavior and its modifications - labor, economic, organizational, functional, communication, production, demographic, normative and deviant. They reflect the properties of the main subjects of social life: individuals, groups, collectives. social behavior a derivative component of the social environment, which is refracted in the subjective characteristics and acts of actors, as well as the result of the subjective determination of human activity.

In this sense 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 of the individual to various conditions, a way of functioning in the system of a particular society. On the other hand, it is an active form of transformation and change in the social environment in accordance with the objective possibilities that a person independently designs and discovers for himself, in accordance with his own ideas, values ​​and ideals. A variety of social behavior is labor activity and labor behavior.

It is necessary to distinguish between these concepts. Labor activity — it is a rational series of operations and functions, rigidly fixed in time and space, performed by people united in a production organization. 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 related to 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 repeated actions, of the same type in terms of results, 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 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 can be differentiated according to the following criteria:

1. according to the subject-target orientation, i.e., according to 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, i.e., 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.

So, labor behavior:

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

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

3) acts as 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) reflects the characterological traits of the employee's personality;

5) there is a certain way and means of human impact on the industrial and social environment surrounding him.

Types of labor behavior, regulation mechanism

In the specialized literature, one can find various classifications of types of labor behavior. It depends on what is taken as its basis. Accordingly, various types of labor behavior can be proposed:

It is practically difficult to limit the types of labor behavior to this list. To identify the degree of implementation of traditional positive types of behavior, sociological surveys, as a rule, include a block of questions that reflect the production requirements for an employee and correspond to the prevailing idea of ​​\u200b\u200ba "good" or "bad" employee. So in the course of a sociological survey of workers, the task is usually to detect the desire and the very fact of the manifestation of socially approved behavior according to the following features:

- fulfillment and overfulfillment of production standards;

- improving the quality of their work and products;

— rationalization and inventive activity;

– exact compliance with the requirements of production technology;

- saving raw materials, fuel, electricity;

- taking care of machines and mechanisms;

— advanced training and business skills, etc. All these types of behavior can be attributed to performing. Management behavior traditionally includes the participation of workers in the management of production, in the exchange of experience, etc. Of course, when characterizing labor behavior, it is necessary to be flexible.

Labor behavior is formed under the influence of various factors: primarily the social and professional characteristics of workers, working conditions in the broadest sense of the word (including working and living conditions at work, wages, etc.), systems of norms and values, work motivations. It is directed by the personal and group interests of people and serves to satisfy their needs.

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 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. . 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 determining role in the general system of interests at the present stage of the 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 consciousness of a person 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.