To evaluate the work of an employee, it is necessary to determine the standards for the performance of the tasks assigned to him, to have a clear understanding of the process in which he acts, and the goal that both he and the organization need to achieve. The newspaper "Delo" tells about how to determine the effectiveness of the work of employees in a joint project "MBA in 90 days" with the business school "MIM-Kyiv".

The effective work of personnel is the achievement by employees, within the framework of an agreed process, of the result (goal) of the required quality with the optimal use of resources.

Increase

The diagram (if you go from top to bottom) shows the sequence of steps that you need to go through in order to consciously manage the effectiveness of the work of the staff.

1. Formulate the specific goals of the organization.

2. Develop a model of the internal structure of the organization, which will make it possible to achieve the goals. At this level, those business processes that need to be implemented are considered; they are decomposed into functions that employees are able to perform.

3. Build an organizational structure for the implementation of processes. Often this does not happen. Therefore, it is necessary to check the resulting model of the internal structure for its compliance with the goals set for the organization.

4. Formulate a model for describing the activities of personnel for the implementation of all the processes necessary for the organization within the framework of the established organizational structure. The final documents are the responsibility matrix and job descriptions (JD). DI should contain: the goals of the position, functions (the work that the employee must perform to achieve the goals), expected performance standards (set targets when evaluating performance), key competencies that the employee must have to achieve the goals of the position and meet standards, as well as a negotiated compensation system for the position.

5. After the assessment of competencies, it is necessary to establish the relationship between performance and the presence of certain competencies. Competencies speak about the potential capabilities of an employee. Performance evaluation within competencies is ideally based on a set of KPIs - key performance indicators. KPIs determine the level of achievement of the results of an employee's activities that is acceptable within the framework of the organization's business processes.

In the presence of all the listed elements of the personnel performance management system, regular assessment allows you to fairly objectively make managerial decisions that lead to an increase in work efficiency. As can be seen from the diagram, the complexity lies not in the evaluation procedure itself, but in the presence of an objective basis for the evaluation of the organization and the corresponding conclusions.

You can manage employee performance using the following control levers:

Training and development of personnel, which makes it possible to develop the necessary competencies;
performance-based payment system;
moving to another position where the employee can fully reveal his abilities for the benefit of the organization;
dismissal if there is no place in the organization for the realization of those abilities that the employee carries.

Evaluation of the effectiveness of the activities of winders was carried out on the basis of a study of the nature of the dynamics of their performance.

The study of the nature of the performance dynamics of winders was based on a number of theoretical provisions developed by Soviet and foreign researchers. According to these provisions, the working capacity of a person during the working day is not a value

stable, it is characterized by phase development. The main phases of working capacity are: a) the phase of developing or increasing working capacity, which can last from several minutes to 1.5 hours, depending on the specifics of labor and its organization, as well as on the individual characteristics of a person; b) the phase of high stable performance can be maintained for 2-2.5 hours or more, depending on the complexity and severity of labor; c) the phase of falling performance, due to the development of fatigue. The ratio of these phases in time determines the nature of the performance dynamics. Performance evaluation criteria are production and psycho-physiological indicators.

Evaluation of the effectiveness of the performance dynamics of winders was determined on the basis of four types of labor productivity dynamics identified by V. S. Raevsky.

Type I is characterized by a gradual increase in labor productivity over a period of several minutes to 1.5-2 hours, its stabilization at a high level for 1-2 hours and a subsequent decrease due to developing fatigue.

Type II - the highest labor productivity in the first hour of work and its decrease in the subsequent hours of the first half of the shift.

Type III - multiple fluctuations in labor productivity (increase and decrease) throughout the entire shift.

Type IV - a high pace and a steady rhythm of labor productivity from the first minutes and for 4 hours of the working day. .

I, II and III types of dynamics of labor productivity V. S. Raevsky refers to ineffective.

The study of the performance of winders was carried out on 10 workers selected from 15 who performed "high" winding. The studied workers were divided into two groups according to a number of the same type of indicators: age, general education, level of work in a given specialty, and performance indicators. The first group consisted of five young workers who had worked for 4-5 years; the second - out of five middle-aged workers who worked

20-25 years old. The performance dynamics of each winder was studied at least 6 times on different days of the week during a full work shift.

As production indicators, time costs for the manufacture of one unit of production and their distribution in the process of work, as well as the variability of the time spent on the implementation of one unit of production during the working day, were taken into account.

Changes in the nature of movements observed in the process of activity were taken as psychophysiological indicators of working capacity. These indicators were identified on the basis of the assumption that the coordination of movements reflects the changes that occur in the main mental and. psychophysiological processes under the influence of work. These include indicators that characterize the violation of the rhythm of movements during the manufacture of one product (fluctuations in the speed of the machine and the time spent on winding the layer), the nature and dynamics of errors made by the worker during the working day.

Quantitative indicators of the performance dynamics of the winders were processed by methods of graphical and statistical analysis: arithmetic means, mean errors and rank correlations were calculated, the reliability of which was established for a significance level of 0.05.

When processing the obtained data on the time spent on the manufacture of one winding and constructing the performance curve, only the time spent on eliminating "permanent" interference 3 was taken into account. “Permanent” interference included failures in operation due to the change of the reel, which, as a rule, occurs during the manufacture of each winding, provided for by the technology, and failures in operation due to errors made by the winder.

A graphical analysis of the performance curves revealed in their nature a discrepancy with the patterns of phase change. Frequent fluctuations, reflecting

3 Interferences, which were rare and had little effect on the performance dynamics of winders, did not take into account the increase in the time spent on manufacturing one winding, did not always make it possible to identify a period of stable performance, in the same cases when it was allocated, its duration was short, approximately 40-60 minutes .

These data, as well as the results of statistical processing of timing in terms of average time spent on manufacturing one winding (M), diversity indicators (standard deviation a and coefficient of variation - v), quantitative indicator of errors, the elimination of which took up to 10% of useful working time, as well as comparative graphic and correlation

analysis of the dependence of changes in the performance curve on errors, which revealed a fairly clear correlation between the increase in time spent

winding, and errors (for example, Fig. 10), made it possible to determine the nature of the performance dynamics. Such performance dynamics refers to the third inefficient type of labor productivity (according to the classification of V. S. Raevsky), the main characteristic of which is multiple fluctuations in labor productivity throughout the entire work shift. In winders, these oscillations occur, as it was found, as a result of erroneous actions and arrhythmic regulation of the speed of winding the wire, which often and sharply changes (for example, from 1720 to 860 rpm), which leads to a violation of the rhythm of winding the layers and to an increase in the time of their execution, for example, from 6 to 12 s. The revealed changes in the rhythm of work, according to our assumption, are a kind of regulation of the consistency of actions performed by female workers, aimed at maintaining the continuity of the production process. In those cases when the regulation is disturbed, there are serious changes in the motor sphere (delayed or hasty or inadequate movements appear), which we observed in winders, leading to errors. Violations of the coordination of performed actions are due to violations in coordinated work, actualized in the activity of mental and psychophysiological functions, resulting from the deterioration of the functional state of female workers. Thus, changes in the processes of visual perception due to an increase in the duration of fixations and an increase in the number of corrective eye movements are one of the reasons for the violation of sensorimotor coordination and the weakening of attention functions: attention is distracted from the main object of labor, its stability is disturbed, and the ability to concentrate decreases. As a result of a disturbance in the distribution of attention, emotional tension increases and the possibility of timely implementation of a spatio-temporal assessment of actions before the end of the winding of the layer decreases. These phenomena reduce the ability of the worker to work effectively.

So, sanitary and hygienic working conditions, features of the organization of the workplace, high-speed

The regime of work and vocational training turned out to be the reasons that negatively affected the functional state of female workers and thus influenced the efficiency of their work. So it was installed diagnosis the reasons for the low efficiency of the work of winders, which corresponded to the original objective of this study. But this diagnosis was not of a symptomatic nature (that is, it did not come down to highlighting the signs of any particular “disease”), but rather the nature of the identified syndrome, reflecting a whole range of adverse factors that adversely affect a person in the course of his professional activity. Therefore, the diagnosis that we made in this study was the material for building a program for further comprehensive solutions to the issue of increasing the efficiency of winders, since a whole group of specific psychological, engineering-psychological and sanitary-hygienic tasks was identified, each of which required a special purposeful solution. In general, all the identified tasks represented a single set of goals for optimizing the activities of winders of medium-sized transformers of the 2nd shop of the electrical plant named after. V. V. Kuibyshev. This caused the need to address them within the framework of ergonomics.

The corresponding set of works was carried out on the basis of the psychological characteristics of the professional activities of the winders by a whole group of various specialists: psychologists, hygienist, engineer, anthropologist, engineering and technical workers of the workshop and the NOT department, whose joint work resulted in ergonomic research. As a result, the plant was given specific recommendations on: organization of the learning process; workplace organization; organization of the work regime of winders producing “high” winding, some of which were tested in production conditions (in terms of training and work regime) and accepted by the plant for implementation.

§ 4 . EXPERIMENTAL STUDY

70. Efficiency of labor activity: the concept, methods of improving the efficiency of labor activity in the field of management.

Labor efficiency is satisfaction with the process and results of work. Prospects for a professional career largely depend on the suitability of the subject of labor to perform specific job functions.

Operational efficiency is the cause of satisfaction with the content of labor and the consequence of satisfaction with working conditions and material rewards.

The efficiency of a person's labor activity largely depends on the subject and tools of labor, the working capacity of the body, the organization of the workplace, and the hygienic factors of the working environment.

Labor efficiency - the effectiveness of the labor activity of the personnel, expressed in achieving the greatest effect with minimal labor costs. In contrast to the economic efficiency of production, which is measured by the ratio of the result to the expenditure of all labor—living and materialized—economic efficiency is determined by the ratio of the result obtained to the expenditure of living labor in all spheres of human activity; in the sphere of material production, in non-productive sectors, in personal subsidiary and household

performance - the value of the functional capabilities of the human body, characterized by the quantity and quality of work performed in a certain time. During labor activity, the performance of the body changes over time. There are three main phases of successive states of a person in the process of labor activity:

– induction phase, or increasing efficiency; during this period, the level of performance gradually increases compared to the original; depending on the nature of the work and the individual characteristics of a person, this period lasts from several minutes to 1.5 hours, and with mental creative work - up to 2 ... 2.5 hours;

–high stability phase; it is characterized by a combination of high labor indicators with relative stability or even some decrease in the intensity of physiological functions; the duration of this phase can be 2 ... 2.5 hours or more, depending on the severity and intensity of labor;

–declining phase, characterized by a decrease in the functionality of the main working organs of a person and accompanied by a feeling of fatigue.

Evaluation of labor productivity - direction of the business assessment of the organization's personnel in terms of the effectiveness of the work performed by the assessed employee. This takes into account:

Indicators of direct results of labor;

Indicators of the conditions for achieving labor results;

Indicators of professional behavior;

Indicators characterizing personal qualities.

1. One of the most important elements improving the efficiency of labor activity human is improvement of skills and abilities as a result of labor training .

From the point of view of psychophysiological, industrial training is a process of adaptation and a corresponding change in the physiological functions of the human body for the most effective performance of a particular job. As a result of training (learning), muscle strength and endurance increase, the accuracy and speed of working movements increase, and physiological functions recover faster after work is completed.

2. Correct location and layout of the workplace , ensuring a comfortable posture and freedom of labor movements, the use of equipment that meets the requirements of ergonomics and engineering psychology, provide the most efficient work process, reduce fatigue and prevent the risk of occupational diseases.

3. Optimal human posture in the course of labor activity provides high working capacity and labor productivity. Incorrect body position in the workplace leads to the rapid onset of static fatigue, a decrease in the quality and speed of the work performed, as well as a decrease in the reaction to hazards. A normal working posture should be considered one in which the worker does not need to lean forward more than 10 ... 15 °; tilting back and to the sides is undesirable; the main requirement for a working posture is a straight posture.

A change in posture leads to a redistribution of the load on muscle groups, improves blood circulation conditions, and limits monotony. Therefore, where it is compatible with the technology and conditions of production, it is necessary to provide for work both standing and sitting, so that workers can change the position of the body at their discretion.

4. When organizing the production process, one should take into account anthropometric and psychophysiological features of a person , its capabilities in relation to the magnitude of effort, pace and rhythm of operations performed, as well as anatomical and physiological differences between men and women.

5. A significant impact on the performance of the operator has the correct choice of the type and placement of organs and control panels for machines and mechanisms . To better distinguish the controls, they should be different in shape and size, painted in different colors or have markings or appropriate inscriptions. When grouping several levers in one place, it is necessary that their handles have a different shape. This allows the operator to distinguish them by touch and switch levers without taking his eyes off the job.

6. Periodic alternation of work and rest contributes to maintaining a high stability of performance. There are two forms of alternating periods of work and rest at work:

Introduction of a lunch break in the middle of the working day

And short scheduled breaks.

The optimal duration of the lunch break is set taking into account the distance from the workplace of sanitary facilities, canteens, and the organization of food distribution. The duration and number of short-term breaks are determined on the basis of observations of the dynamics of working capacity, taking into account the severity and intensity of labor.

In addition to regulated breaks, there are micropauses - breaks in work that occur spontaneously between operations and actions. Micropauses ensure that the optimal pace of work and a high level of performance are maintained. Depending on the nature and severity of the work, micropauses make up 9...10% of the working time.

7. High performance and vitality of the body is supported rational alternation of periods of work, rest and sleep of a person . During the day, the body reacts differently to physical and neuropsychic stress. In accordance with the daily cycle of the body, the highest performance is noted in the morning (from 8 to 12 h) and daytime (from 14 to 17 h) hours. In the daytime, the lowest working capacity, as a rule, is observed between 12 and 14 hours, and at night, from 3 to 4 hours, reaching its minimum. Taking into account these patterns, the shift work of enterprises, the beginning and end of work in shifts, breaks for rest and sleep are determined.

The alternation of periods of work and rest during the week should be regulated taking into account the dynamics of working capacity. The highest efficiency falls on the 2nd, 3rd and 4th day of work, on the following days of the week it decreases, falling to a minimum on the last day of work. On Monday, working capacity is relatively lowered due to workability.

Elements rational mode of work and rest are industrial gymnastics and a set of measures for psychophysiological unloading, including functional music.

Industrial music helps to reduce fatigue, improve the mood and health of workers, increase efficiency and productivity. However, functional music is not recommended for use when performing work that requires a significant concentration of attention (more than 70% of the working time), during mental work (more than 70% of the working time), with high intensity of the work performed, non-permanent workplaces and in unfavorable sanitary and hygienic conditions of the external environment. environment.

To relieve neuropsychological stress, combat fatigue, and restore working capacity, relaxation rooms or rooms for psychological unloading have been successfully used recently. They are specially equipped rooms in which, at the time allotted for this, during the shift, sessions are held to relieve fatigue and mental stress.

The effect of psycho-emotional unloading is achieved by aesthetic interior design, using comfortable furniture that allows you to be in a comfortable relaxed position, broadcasting specially selected musical works, saturating the air with beneficial negative ions, taking tonic drinks, simulating the natural environment in the room and reproducing the sounds of the forest, sea surf, etc.

One of the elements of psychological relief is autogenic training based on a complex of interrelated methods of mental self-regulation and simple physical exercises with verbal self-hypnosis. This method allows you to normalize mental activity, emotional sphere and vegetative functions. As experience shows, the stay of workers in the rooms of psychological unloading helps to reduce fatigue, the appearance of vivacity, good mood and improve well-being.

Any economic activity is aimed at achieving a result,

effect. the effect- this is an action, a result that is characterized by a certain quantitative value. Obtaining results is always associated with certain costs. The ratio of the result to the cost, which is carried out to achieve it, is called efficiency.

The results of economic activity are most often reflected in the volume of production and profit. Therefore, the most important performance indicators are productivity and profitability indicators.

Labor productivity can be measured relative to all economic resources that are involved in the production process, or to individual resources: materials, production assets, labor, energy, etc. In the analysis of the effectiveness of production activities, the analysis of labor efficiency is of great importance.

Labor efficiency - this is an economic category that characterizes the effectiveness of human labor in any area of ​​economic activity and reflects all the constituent aspects: quality, quantity, intensity, productivity, profitability, normative conditions and labor safety, internal assessment of work by the employee, his behavior. The level of labor efficiency is characterized by a system of indicators that complement each other.

In the areas of material production such indicators can be: the type of product, the range and range of products, the total number of products per unit of working time, the volume of production in monetary terms, the labor costs for the production of a unit of output.

In the field of non-material production indicators of the effectiveness of labor activity are: the type and volume of the result, its scientific or artistic value, relevance, timeliness, convenience, attentiveness, as well as the volume of activity in monetary terms and the cost of work per unit volume of activity.

Measurement of the effectiveness of the total labor of society in many countries of the world is carried out according to such indicators as the gross national product, which is the market value of all final goods and services produced by national enterprises over a certain period.

The criterion of labor efficiency is the degree of compliance of the achieved level of production with the needs of society in socially useful goods and services.

measure of effectiveness is determined by the capabilities of society, the availability of production resources and the degree of their use.

The essence of the problem of increasing the efficiency of labor is to achieve the set goal with minimal costs of living and materialized labor, to which is due to the growing needs of citizens in goods, services and other socially useful goods and the need to constantly satisfy them with limited production resources.

Increasing the efficiency of labor is associated with the main goal of society - ensuring constant and high rates of economic growth based on an increase in the total volume of the country's real GNP, including GNP per capita.

Labor efficiency is a complex socio-economic category that has different aspects.

Economic aspect. Forms of manifestation:

- the volume of output per unit of labor. Indicators - labor productivity;

- profit from a certain type of activity to labor costs. Indicators - the profitability of labor.

Psychophysiological aspect. Forms of manifestation - the impact of the labor process on the human body. Indicators - not harmful, favorable working conditions and labor safety; the content of labor and the optimal boundaries of its distribution; the general development of the physical, mental strengths and abilities of a person in the labor process; elimination of the negative impact of the production environment on working conditions.

Social aspect. Forms of manifestation - the harmonious development of the worker. Indicators – professional development of the employee; expansion of the production profile; strengthening of socio-political activity.

In a broad sense, an increase in labor efficiency means the constant improvement by people of all aspects of economic activity, the constant finding of opportunities to work better, to produce more high-quality consumer goods with the same or less labor costs.

9.2. Labor productivity and profitability

In modern scientific and educational literature, there are two approaches to determining the essence and content of labor productivity.

Performancecharacterized by the ratio of the volume of production to the corresponding costs of labor, materials, equipment, energy, as well as the ratio of the total cost of resources.

Labor productivity - This is an indicator of its efficiency, effectiveness, which is characterized by the ratio of the volume of products of work or services, on the one hand, and the amount of labor expended on the production of this volume, on the other.

Labor productivity is the effectiveness of useful labor, which determines the effectiveness of its application (use) in a specific period of time.

Labor productivity can be assessed on a scale: society, region, industry, enterprise, organization, workshop, production site, team and individual employee.

In practical activities, when analyzing and planning labor productivity, it is assumed that it is a category that shows economic efficiency, the effectiveness of human labor, which can be displayed by direct indicators - production and labor intensity of products.

Working out- this is a direct indicator of the level of labor productivity, which is determined by the number of products (works, services) produced by one employee per unit of working time and is calculated by the formula:

where: W - development; IN

Q is the volume of manufactured products; V

T is the cost of working time (average number of employees)

At the enterprise, production can be determined in different ways, depending on what units the volume of production and labor costs are measured.

Methods for determining output at enterprises:

natural method;

Conditionally natural (conditionally accounting) method;

The labor method (as a measure of production, its labor intensity in standard hours, i.e. labor costs norms, is used);

cost method

If production is measured natural indicators(in pieces, tons, meters, etc.), then the corresponding indicators of labor productivity are called natural. Natural indicators are accurate, very visual and eloquent, however, they have a significant drawback: the impossibility of applying to heterogeneous products. If the company produces several types of similar products, the output can be expressed in terms of conditionally natural indicators, which bring different products to the same measurement (for example, different types of fuel are converted into reference fuel with a heat generating capacity of 7000 kcal/kg).

In a market economy, the value of natural indicators is significantly reduced, since cost indicators play a dominant role in all aspects of economic life. value we call production indicators in which the volume of production is measured in monetary units. These indicators are the most universal, they allow you to compare labor productivity in the production of fundamentally different goods. If we take the cost indicator of net production as the volume of production, then both the growth in product quality and its need in the market will be taken into account.

Performance indicators depend not only on the volume of products produced, but also on the unit of measurement of working time. Working time can have a different expression: hour, day, quarter, year.

Relationship with labor intensity:

∆PP = Zt x 100 / 100 - Zt

where, ∆PP is the increase in labor productivity in %;

Zt - reduction in the labor intensity of products in%

Labor intensity- an inverse indicator of the level of labor productivity, which is characterized by the amount of working time spent on the production of a unit of output (work, services) and is calculated by the formula:

Where Q is the labor intensity of products

T - labor costs

V - production volume

Relationship with labor productivity (output):

Зt = ∆PP x 100 / 100 + ∆PP

For planning and analysis of labor at the enterprise, different types of labor intensity are calculated.

Technological complexity Тm is determined by the labor costs of the main workers - both pieceworkers and time workers. It is calculated according to production operations, main parts, assemblies, finished products.

Labor input To is determined by the labor costs of auxiliary workers who are engaged in servicing production.

Production labor intensity Tn shows the labor costs of the main and auxiliary workers to perform a unit of work.

Labor intensity of control Тv is determined by the labor costs of managers, specialists, technical performers.

Each of the indicated indicators of labor intensity can be normative, planned (design), actual.

Normative labor intensity is determined on the basis of labor standards: time standards, output standards, service time standards.

Planned labor intensity differs from the standard by the amount of labor costs reduction planned in the current period due to the implementation of organizational and technical measures.

Actual labor intensity - this is the sum of already completed labor costs for the amount of work performed or the output of manufactured products.

1. Significance of labor productivity growth.

2. Indicators and methods for measuring labor productivity.

Topic10. Salary and functioning mechanism

Plan

1. Modern approaches to understanding the essence of wages (SW)

(social-legal and economic approach, aspects of the socio-economic category of the RFP).

2. Functions of wages and principles of its organization

(reproductive, social, stimulating, optimal, regulating).

3. The mechanism for organizing wages in a market system (state

regulation, contractual regulation, factory mechanism).

4. The essence of the main elements of remuneration in organizations (tariff

system, forms and systems of wages, bonus systems).

5. The main provisions of the organization of wages in developed countries

(independence in the choice of forms and systems, personal interest, the validity of the tariff system, the predominant use of hourly wages, the spread of labor rationing, the individualization of labor income, tuition fees, etc.).

Almost everyone works to secure and improve their lives. The work uses mental and physical abilities. Today, in the modern world, work activity is more extensive than it was before. How is the process and organization of work? What types are there? Why does a person refuse to work? Read more for answers...

The concept of labor activity

Work is the mental and physical effort applied to achieve a certain result. A person uses his abilities for consistent work and its conclusion. Human work is aimed at:

1. Raw materials (a person works with them to bring them to the final result).

2. Means of labor are transport, household equipment, tools and equipment (with their help, a person makes any product).

3. The cost of living labor, which is the salary of all personnel in production.

A person's work activity can be both complex and simple. For example, one plans and controls the entire process of work - this is mental ability. There are workers who write down the indicators on the counter every hour - this is physical work. However, it is not as difficult as the first one.

Labor efficiency will be improved only when a person has certain work skills. Therefore, they accept people for production not those who have just graduated from a university, but those who have experience and skill.

Why does a person need a job?

Why are we working? Why does a person need a job? Everything is very simple. To fulfill human needs. Most people think so, but not all.

There are people for whom work is self-realization. Often such work brings a minimum income, but thanks to it, a person does what he loves and develops. When people do things that they like, then the work is better. Career also refers to self-realization.

A woman who is completely dependent on her husband goes to work only in order not to degrade. Home life often “eats up” a person so much that you start to lose yourself. As a result, from an interesting and intelligent personality, you can turn into a home "hen". Surrounding such a person becomes uninteresting.

It turns out that the labor activity of the worker is the essence of the personality. Therefore, you need to evaluate your abilities and choose the work that not only brings income, but also pleasure.

Varieties of labor activity

As mentioned earlier, a person applies mental or physical abilities for work. About 10 types of labor activity were counted. All of them are varied.

Types of labor activity:

Physical labor includes:

• manual;
• mechanical;
• conveyor labor (work on the conveyor along the chain);
• work in production (automatic or semi-automatic).

Types of mental work include:

• managerial;
• operator;
• creative;
• educational (this also includes medical professions and students).

Physical work is the performance of labor with the use of muscle activity. They may be partially or completely involved. For example, a builder who carries a bag of cement (the muscles of the legs, arms, back, torso, etc. work). Or the operator records the readings in the document. The muscles of the hands and mental activity are involved here.

Mental work - reception, use, processing of information. This work requires attentiveness, memory, thinking.

Today, only mental or physical labor is a rarity. For example, they hired a builder to renovate the office. He will not only make repairs, but also calculate how much material is needed, what is its cost, how much work costs, etc. Both mental and physical abilities are involved. And so it is with every job. Even if a person works on a conveyor. This work is monotonous, the production is the same every day. If a person does not think, then he will not be able to perform right actions. And this can be said about any kind of work activity.

Motive of labor activity

What motivates a person to do a certain job? Of course, this is the financial side. The higher the salary, the better a person tries to do his job. He understands that a poorly done task is worse paid.

Motivation of labor activity is not only in monetary terms, there are also intangible aspects. For example, many people will be happy to work if you create a friendly atmosphere for them in the team. Frequent staff turnover at work cannot create warmth among employees.

Some workers need social needs. That is, it is important for them to feel the support of leaders and colleagues.

There is a type of people who need attention and praise. They should feel that their work is in demand and they are not in vain putting their efforts into work.

Certain employees want to fulfill themselves through work. They are ready to work tirelessly, the main thing for them is to give impetus.

Therefore, it is necessary to find the right approach to each employee so that they have a motivation for work. Only then will the work be done quickly and efficiently. After all, every person needs to be encouraged to work.

Organization of labor activity

Each production or enterprise has a certain system, according to which the labor activity of a person is calculated. This is done so that the work does not go astray. The organization of labor activity is planned, then fixed in certain documents (schemes, instructions, etc.).

The work planning system specifies:

• the workplace of workers, its lighting, equipment and plan of activity (a person must have all the necessary materials for work);
• division of labor activity;
• methods of work (actions that are performed in the process);
• acceptance of labor (determined by the method of work);
• working hours (how long the employee should be at the workplace);
• working conditions (what is the load of the worker);
• labor process;
• quality of work;
• work discipline.

In order to have high productivity in the enterprise, it is necessary to adhere to a planned organization of work.

The labor process and its types

Each work is done with the help of a person. This is the labor process. It is divided into types:

• by the nature of the object of labor (the work of employees - the subject of work is technology or the economy, the labor activity of ordinary workers is associated with materials or any details).
• according to the functions of employees (workers help to produce products or maintain equipment, managers monitor the correct work);
• on the participation of workers in the level of mechanization.

The last option is:

1. The process of manual work (in labor activity no machines, machines or tools are used).
2. The process is in machine-manual work (labor activity is performed using a machine tool).
3. Machine process (labor activity takes place with the help of a machine, while the worker does not apply physical force, but monitors the correct course of work).

Working conditions

People work in different fields. Working conditions are a number of factors that surround a person's workplace. They affect his work and health. They are divided into 4 types:

1. Optimal working conditions (1st class) - human health does not get worse. Supervisors help the employee to maintain a high level of work.
2. Permissible working conditions (2nd class) - the employee's work is normal, but his health periodically deteriorates. True, by the next shift it is already normalized. According to the documents, the harmfulness is not exceeded.
3. Harmful working conditions (3rd class) - harmfulness is exceeded, and the employee's health deteriorates more and more. Hygiene standards exceeded.
4. Dangerous working conditions - with such work, a person runs the risk of getting very dangerous diseases.

For optimal conditions, the employee must breathe clean air, the humidity of the room, the constant movement of air, the temperature in the room should be normal, it is desirable to create natural lighting. If all the norms are not observed, then a person gradually receives harm for his body, which will affect his health over time.

Quality of work

This category is the most important for labor activity. After all, proper work affects the volume and quality of products. The workforce requires professional skills, qualifications and experience. These qualities make it clear what kind of work a person is capable of. Very often, people are not fired at enterprises, but first they are trained, eventually improving their qualifications.

First of all, a person himself must be aware of responsibility in work and approach it qualitatively. If you show your literacy and professionalism, then the management will decide on advanced training and promotion. Thus, the quality of work is improved.

Conclusion

It can be concluded that a person needs to work for several reasons. It is advisable to choose a labor activity according to your abilities and sympathy. Only then will the work be done with dignity and quality. Be sure to pay attention to working conditions. Always remember what your health depends on. In the process of work, be very careful, as work-related injuries are not excluded, which entail not only problems for the employee, but also for the management. For successful, high performance, adhere to all the rules and regulations by which the enterprise operates. Always leave all the problems at home, and go to work with a smile, like on a holiday. If the day starts with a good mood, then it will end the same way.