The doctoral candidate of PhD, ZH.S. Bulkhairova
Management chair, Kazakh Agro Technical
University of S.Seifullin, Kazakhstan
PROPOSALS TO INCREASE THE
MOTIVATION OF RURAL POPULATION ACTIVITY
Traditionally, the
motivation correlated with employment of the individual worker or team. What
about the motivational mechanism in agriculture, it can be thought of as a
complex process material, spiritual and social impacts of the employed in the
labour process, the rural population with the purpose of orienting it to
increase economic activity, productivity and work quality, as well as business
development. Unlike other industries, the implementation of such a mechanism in
agricultural production factors associated with natural, technological and
manmade, which inevitably reduces the role of the motives totality [1].
At the moment there are
many definitions of motivation:
Motivation is a complex
measures on management of labour employee behavior [2, P. 149].
Motivation is the process
encouraging people (person) to a specific type of activity, which aimed at the
achievement goals through a different incentives and motives that particular
person considers valuable [3].
Motivation - management
function, based on the motives of human behavior in the practice of the
management of its activities [4, P. 218].
Motivation - the motivation
to activity and human activity (social group, community), which associated with
the desire to satisfy certain requirements [5, P. 17].
And so, to increase the
motivation activity in the rural population must develop a motivational model,
which should take into account the following principles: form and pay system
must be closely linked to specific outcomes, with the exception of signs
equalization with pay, each employee must receive payment only depending on the
quantity and labor quality; the employee assessment, you must apply the
criteria clear to all employees in the staff and each employee individually; it
should not be that motivational model was created benefits and privileges for
one workers category at the expense of another, and especially wages;
motivational model should not contribute to the emergence and development as such
situations in which workers' interests can be in conflict with development
objectives in the enterprise as a whole; to create additional incentives for
all employees whose performance superior to the average performance of this workers
category.
Thus, the modern
motivational model should provide a solution to the economic activity
motivation for rural workers, the honest promotion, productive labor, the
formation as personal and collective interest in developing, strengthening and
expanding agricultural production.
Study the motivation
experience and employees encouragement in households, research some sociological
aspects of the rural workers motivational preferences allowed to justify a new
motivation model in rural areas, applicable for different social rural
population groups, including the following stages of the motivation system:
financial motivation (differential cash compensation); professional and career
development (professional development at the expense of the employer); and
moral incentives (promotion for professional excellence); social motivation
(catering and medical care, the transportation cost to the workplace and
others). Due to changes in age, education, living situation can occur, the
motives structure, attitudes, changing the attitude of the employee's wage, the
perception and evaluation (how the fairness and adequacy). Therefore, the motivational
rural workers preferences classified on various bases, based on more or less
stable motivation factors, internal and external influence on the working
environment of the rural worker, which is based motivational model.
Objective preconditions for
the manifestation of the essential differences in the interests in the
agricultural enterprises are determined by the peculiarities in the legal
status and responsibilities the various socio-professional workers groups - as status
higher, wider and more responsible the employee functions, than diverse and
deeper identification his personal interests with the interests in the company.
The lowest level in the hierarchy form of wage earners, for whom the main and
almost the only interest and motivation to participate in the company activities
is material (financial) compensation, but may be a short-term interests combination
in the economy. Subsequent groups form a workers co-owners in the company -
managers, professionals and workers. For employees of these groups is
characterized by a combination motif material rewards, their varying degrees
self-realization abilities and aspirations to work, on the one hand, on the
other, voluntary replacement own goals the goals in the company.
So the formation of an
employees class under the conditions in a market economy requires an
appropriate level labor cost, its comparison with the productivity existing
living standards.
Satisfaction and importance
of wages determine the degree and nature its influence on the worker relation
to labour and labour market indicators. Based on their own subjective
assessment, the worker seeks to restore the justice balance, balancing
relationships and eliminating tension between itself and the environment.
Motivational sphere of the employee and his motivational complex to determine,
first of all, the objective economic needs and interests specific to the
production. The study showed that the greatest motivational sphere has an
employee that is a direct contractor, the owner's productions facilities and
the finished product, and performing administrative functions. In this regard
it should be noted that the workers motivation in family enterprises as a
peasant (farmer) economy is higher than in companies and production
cooperatives, provided that the employee is a contractor, and owner.
Motivational complex depends on the knowledge level, experience and skills,
development needs and interests, incentives and their application, satisfy the
initial and additional economic employee needs.
The least motivational
sphere at the employee performing in the work, whose task is to perform simple
operations throughout his career. Therefore, employees with a higher level
motivational complex (qualified professionals) should ensure the opportunity to
participate in the production management, to create conditions for the
rationalization practice, to develop responsibility for the safety and use
fixed and current production assets. If necessary, give them a the shares part,
on which dividends are paid, providing attitude this social group workers to
the production means, and on this basis to develop social partnerships in the
enterprise or organization, which in turn activates the personal human
factor. Workers with a medium level
motivation complex (seasonal and temporary workers) should be secure for those
areas, where high productivity, there is a clear communication the work results
with pay, for which the most important are incentives.
Thus, the labour motivation
of workers in agricultural production under other equal conditions depends on
the level production, which independent the unit, where workers work and their
social status. Under this model, the organization labour remuneration of the
employee is directly determined from at least three conditions: its
qualification, the actual labor contribution, the results in the company.
The study domestic and
foreign experience has shown that the organization of payment systems and
incentives are insufficient contributes to the formation the labour activity in
agricultural enterprises. As practice shows, the lack an elaborated mechanism
applying progressive systems of incentives caused a sharp deterioration in the
social situation and workers' living standards. In agricultural enterprises
almost done promoting quality and efficient operation with maximum savings.
Therefore, to increase agricultural workers' motivation and stimulation, in our
opinion, it is advisable to consider a number of basic requirements: the
clarity and concreteness an incentive provisions on wages and additional
payments, a clear statement is the job duties, the creation an objective
evaluation system and the exclusion subjectivity, the dependence of wages on
the difficulty and work responsibility, the possibility unlimited wages growth,
taking into account the individual results the employee, providing the
stimulating role of wage, strengthening its connection with the results economic activity in agricultural
organizations [2].
In the material incentives
system for specific measures necessary liability for insufficient quality work,
errors and omissions, as lower wages as an economic punishment almost never
used, and the deprivation of the careless worker's wage by firing generally not
included in the economic mechanism arsenal. Therefore, when the formation the
incentives employees system in agricultural enterprises should take into
account the reflection of the work results and the degree of their
independence, the property relations.
It should also be noted
that due to the severity and this problem complexity has no simple solutions,
especially at the level of individual agricultural enterprises with hard
financial situation. In these conditions it is necessary to connect the trade
unions and the social partnership practice. In addition, you must summarize the
accumulated positive experience in identifying opportunities for improving
motivation in agriculture and through the information system and consultation
services on widely in the agricultural enterprises of different forms ownership
and management. The importance considering this recommendation problems
requires a clear definition of the organizational aspects their decision, which
was linked to the priority areas technical and technological modernization in
the agricultural sector, the introduction innovative technologies in
agriculture, other economic and social factors and conditions that promote the
growth labor productivity in the agricultural sector and increasing the labour motivation [6].
Thus, we can conclude that
work motivation is a complex and important process [3]. The main motivation objectives
in agriculture are: to attract new highly skilled workers; the retention and
preservation in rural areas of highly qualified specialists; to minimize staff
turnover and the workforce stabilization; the staff development, including
managers, the desire to improve professional knowledge and skills.
The list of the used
literature:
1.Chemyakina S. S. Motivational mechanism in the management of agro-economic systems// Problems of modern
economy, № 2 (30), 2009
2. Nagibin M. I. Labour motivation
as a factor of economic development in agriculture // Herald of the Russian
state agrarian correspondence University. 2012. No. 13 (18). P. 147-150.
3. Zakharov, A.N. Features
and problems of labor motivation in agriculture// Vestnik NGII No. 1 (32) /
2014
4.Carolev Y. B., Korotnev V.
D., Kochetkova G.N. Management in agriculture. M: The Colossus. 2007. 424 P.
5.Paronyan A. S., Paronyan
A. A. Labor motivation and the regulation of employment in the village // New
technologies. 2011. No. 2. P.116-119.
6.Kuvshinov A. I.
Theoretical foundations of employees motivation in agricultural enterprises //
Bulletin of the Orenburg state agrarian