Open AccessANALYSIS AND DIRECTIONS FOR IMPROVING THE SYSTEM OF INCENTIVES FOR EMPLOYEES IN THE CIVIL SERVICE
Author(s) -
Elena Ivanova,
Елена Колесниченко
Publication year - 2021
Publication title -
aktualʹnye napravleniâ naučnyh issledovanij xxi veka: teoriâ i praktika
Language(s) - English
Resource type - Journals
ISSN - 2308-8877
DOI - 10.34220/2308-8877-2021-9-2-49-61
Subject(s) - incentive , objectivity (philosophy) , transparency (behavior) , civil servants , audit , business , consistency (knowledge bases) , public relations , service (business) , civil service , public service , marketing , economics , computer science , political science , accounting , microeconomics , law , philosophy , epistemology , artificial intelligence , politics
The article examines the actual problem of stimulating the work of civil servants. The authors analyzed the theoretical aspects of motivation and stimulation and concluded that the interpretations of the concepts of motivation and stimulation have significant differences, and the emphasis should be on the combination of material and non-material tools. The analysis of the motivation system for civil servants was carried out on the basis of materials from one of the departments of the regional administration. It was revealed that for certain structural divisions of the civil service, an outflow of personnel is characteristic, and the main reasons are: dissatisfaction with the level of material support; discrepancy between the level of wages and the costs of individual resources for the implementation of labor activities; lack of recognition of their merits. The authors analyzed the content of tangible and intangible instruments in the public administration system and concluded that the main principles of intangible incentives for civil servants should be: justice, equal opportunities, objectivity, consistency, transparency, awareness. Recommendations on the effective use of the system of non-material incentives are offered: ways of non-material incentives for an employee should be tangible; carry out only an objective assessment of the results of activities; the criteria should be made clear, transparent and easily verifiable; the indicators, in accordance with the achievement of which the incentive is carried out, must be achievable; control at all stages of measures for non-material incentives for employees.