Theory trefoil, or staff leasing

Theory trefoil - a way the most efficient use of human capital. Staff Leasing originally arose because of inconsistencies availability of labor and the need for them, because of the needs of organizations in diverse specialists on different dates.

Dmitry Anatolyevich Ashirov, professor, doctor of economic sciences, rector of Moscow State University of Economics, Statistics and Informatics of public relations.

The reaction of business to tend to rise in price of the labor force was the emergence of new organizations that are identified as Charles Handy organization shamrocks. Shamrock - this method is the most effective use of human capital.

The first piece, by Handy, - these are the main staff of the new organization. All of them are professionals, technicians, skilled workers and managers are essential for the future of the organization, as they are the carriers of the knowledge that this organization is distinguished from all others. They have high earnings (in Russian - thousands of dollars a month), additional benefits. Most of these employees incentives based on involvement in the profits, ownership and management. Corporation assumes that such employees will work hard for 70 hours a week and completely give themselves to the work. Their goal - and career advancement through the ranks. Some professionals, they are extremely valuable, and they are well paid, although a significant portion of this payment (perhaps 40%) contingent on the performance of the group and (or) company. Permanent organization is small and in need of help here - the second sheet of trefoil.

The second piece - outside contractors. It consultants, contractors and other professionals hired from the outside to work on specific projects or for work that does not have the critical importance to the organization (ie, not forming part of the expertise possessed by key personnel), or to perform routine duties, who do not want to take on the professionals. Often these people are working on the basis of leasing staff. In this category are employees of other companies working on contracts professionals or technicians. Often it is the former permanent employees of the company, with which it now maintains contractual relationships. They are paid for performance, not by time spent to achieve these results, and the organization little control over their daily activities. Handy notes that managers are tempted to exploit these workers by paying them the minimum remuneration for the maximum amount of work, and recommends that companies do not allow it.

The third piece - time and part-time workers. This piece of shamrock on Handy, is a flexible part of the company's workforce - workers, who are invited to provide a constant, day and daily operation of the enterprise or the performance of peak workload. "Roughly speaking, - says Handy, - they form a labor market where employers go out of necessity, and then, if they wish, paying these people as little as possible." Some of the workers in this category want to break out of such rides as soon as possible and find a permanent job - either as full-time employees or full-time contract. Others simply want to earn some money. Some of them work for a few hours in several places, and so earn a living. Someone is using this opportunity as a kind of apprenticeship in preparation for a future permanent job.

Handy notes that most of the flexible workforce, apparently, never shows the same determination and (or) those ambitions that are inherent to busy professionals on a permanent basis, but, according to our guru, a lot depends on how they are treated, "If these people are treated as casual labor, they are responsible for this attitude negligence. If a flexible labor force must become a valuable part of the organization, the organization must be prepared to invest in these workers and provide them with training, even one that will allow them to gain the skills needed for employment in other companies. It should give these workers a certain status and well-known franchise (including paid leave and the right to receive sickness benefits). In this and only in this case, the organization will receive the assistance of temporary and part-time employees, which it needs, and the level that it needs. "

Staff Leasing

Connection of two ideas - the theory of shamrock with human capital theory (changed the outlook on the creation and reproduction of human resources, as well as their role in the process of production) - is practically realized in the form of leasing staff.

More than 1% of the total number of employed people in the U.S. and Western European countries are in the state employment agency, lizingodateley1. Every year the number of international companies specialized in the leasing personnel, increased 1.5 times, while their total turnover now exceeds $ 60 billion a year.

Inconsistency cash labor and the need for them

Staff Leasing originally arose because of inconsistencies availability of labor and the need for them, because of the needs of organizations in diverse specialists on different dates. To solve this problem it is necessary to develop a program of qualitative and quantitative changes in the parameters of labor resources of the enterprise. This program may involve staffing needs through additional training of the latter, the hiring of experts to a certain profile or through the leasing staff. But then the staff leasing has become increasingly used to reduce personnel costs in the framework of the trefoil.

By leasing relations in the field of personnel management resorting if necessary to attract highly qualified specialists. If the demand for them is of a permanent nature and the scope of their activities is within the accounting, audit, legal and other knowledge areas in which there are specialized companies that often resort to the help of experts.

Finally, a leasing scheme is used, if a company wants to minimize their tax losses in calculating the so-called payroll and simplify relations with outside specialists. For example, many companies can not use the classical forms of employment and employee motivation because face three major challenges: the company's policy to suspend the development of new priorities, the high turnover of highly qualified personnel due to changes in the compensation policy of the company, staff reductions and budget expenditure on staff head offices, while maintaining the need for labor related professionals. In such a situation there is a need to involve specialists temporarily on other conditions of employment.

There are two types of services in the field of personnel leasing - Providing temporary use of individual professionals and the formation of the state of the organization.

By analogy with physical capital, the first type of lease can be compared to operating leases as operating leases employees tend to be short-lived. Under the second type of lease is often a translation of leased employees in its own staff of the organization.

Overseas rental specialists covering almost all categories of staff. In Russia, the most common leasing office personnel and sales department, technicians and workers.

Formation of the leasing staff

Consider forming circuit leasing staff recruitment agency, lessor.

Step 1. The lessor selects specialists as required by the lessee. Domestic employment agencies operate mainly under the order for leasing specialists, while foreign employment agencies provide staff leasing staff in accordance with the needs of the market, regardless of whether a particular order at the moment. Since leasing professionals may have access to confidential information in the future are leased to various organizations, they are selected with the help of special methods involving detailed checking. Abroad with the recruitment agencies have special security services, which conduct such checks. For candidates are very important acceptability of such unusual form of employment and job satisfaction on the basis of leasing a personal career plan.

Step 2. After matching candidates with the lessee (or the lessee if the state is formed in the future), experts accepted the lessor and the staff are permanent, full-fledged members of the employment agency. Agency introduces new employees to the employment contract and the code of ethics of leasing specialist.

Step 3. Experts provided the lessee to perform specified functions within the agreed period.

The following is a diagram of the interaction of the lessor and the lessee to meet temporary staffing needs by leasing relationship.

Step 1. The definition of the problem situation and the particular needs of the lessee in the labor force (qualification of specialists, their composition and terms of use).

Step 2. Selection of a specific embodiment of the lessee leasing scheme. Being coordinated by the agreement defining the terms of the lease, the salary of specialists, as well as agency commission (20-30% of the salary of a specialist). One of the most important points of the lease agreement are the volume of work and evaluation criteria that are within the prescribed period shall perform expert. Recruitment agency guarantees the lessee quality of work, as well as non-proliferation of any business information obtained in the course of professional work in the organization.

Step 3. Recruitment for the lease, if this is necessary. (When the staff is available from the already formed leasing staff recruitment agency, this is not necessary.) In rare cases of formal reductions already existing staff transferred from the state to the state of the lessee lessor, the lessor and then returns the same professionals on contracts of lease.

Step 4. Documenting the lessor tripartite leasing relations with the lessee and specialists.

Step 5. Monitoring by the recruitment agency for the amount of work performed by a specialist. The agency ensures that the lessee only specialist performing a job that matches their qualifications, and in the amounts specified leasing contract. Labor disputes and conflicts that arise between the lessee and the hired employee decides recruitment agency.

Staff Leasing in Russia

Overseas recruitment agencies are not limited to a set of ready professionals in the leasing staff and nurture their own leasing potential. Such agencies are selected talented young people are investing in it means in order to eventually deliver highly professional rental companies that need them.

Development of personnel leasing in Russia slowed due to imperfections in the legislative framework, the opacity of the vast majority of companies, as well as the volatility of demand for highly skilled professionals provided they are temporary attraction. Russian labor legislation does not provide leasing relations in the sphere of labor recruitment. Thus, the problems are resolving issues an occupational injury leasing specialists in the performance of official duties, as well as their use of inventory items.

But despite all the difficulties, in the leasing of personnel in Russia a good future as it will allow many companies to carefully address the issue of the optimum use of staff in the organization.

The advantages and disadvantages of leasing staff

Leasing has certain advantages.

1. Reducing administrative costs and time on HR administration, accounting, reporting, etc.

2. Set the right personnel in the short term in any amount.

3. Reducing the costs of compensation packages not provided for temporary employees, or minimum.

4. Ability to change the employee an unlimited number of times.

5. Liked the opportunity to hire a permanent employee in the state.

6. No loss and downtime in the event of illness of key staff.

7. Reducing costs for temporary attraction of highly qualified specialists.

8. Other advantages depending upon the particular form Lease circuit.

Employee Leasing also offers certain advantages: a stable position for the leasing of employees (continuous-time, paid vacations, sick leave, recreational activities, etc.), and the constant load - the salary of temporary workers in Russia is 200-300 dollars a month (on average the same time employees, working three weeks a month, get 300-600 dollars); opportunities for students, the ability to find a job (according to statistics 10% get an offer of a permanent job).

The disadvantages of leasing include the following properties:

1. The high cost compared to the regular staff. Service Fee Recruitment is usually 12-18% of the wage bill and the unified social tax. In addition, the full amount of the VAT.

2. Possible lack of loyalty of employees to the company.

References

For preparation of this work were used materials from the site http://www.elitarium.ru/

Staff Management System

INTRODUCTION

1. PROMOTING STAFF ORGANIZATION

1.1 Personnel Management System

1.2 Control Functions

1.3 Promote and motivation

2. Practical tasks

CONCLUSION

REFERENCES

INTRODUCTION

The emergence of governance, due to the necessity to organize and coordinate the joint work of people, aimed at achieving the goals, regardless of the area in which this work was carried out: the industrial, agricultural, construction, military. Management of this work was realized mainly by the authorities - government, military and religious.

For Russia becoming a professional activity as personnel management has been and is in the underlying socio-economic and socio-political transformation therefore, the formation and development of highly skilled human resources, human capacity that can effectively implement the development plans of the organization is taking its winding path. Because the need for new methods of personnel work fairly well understood.

Finally it became clear that the implementation of radical changes in society, for drastic economic changes they need an adequate control system that would be able to on the basis of market relations and new moral and ethical positions to ensure production efficiency, to meet the needs of the population. [1]

Known abroad formula of any self-respecting firm:

- Think about profit - think about the competition

- Think of the competition - think about the quality of

- Think about the quality - think about the people can and should work in Russia.

Incentives should match the needs, interests and abilities of the employee, that is, incentive mechanism should be adequate mechanism of worker motivation. It is important to also clearly understand that the motivation - is a process of conscious choice by a person of a particular type of behavior determined by the combined action of external (stimuli) and internal (motivation) factors [2].

Consideration of the formation of the personnel of the organization (firm) factors stimulating work - will be the focus of this paper. Objectives - to consider the human resource management system, open management, encourage and motivate.

1. PROMOTING STAFF ORGANIZATION

1.1 Personnel Management System

The basic structural unit of HR is still a personnel department official responsible for acceptance and dismissal of employees, as well as the organization of their education, training and retraining. To perform the functions of the latter are often established training departments or departments of technical education.

It can be said that the concept of "management personnel" within the meaning close to the concept of "human resource management".

In this and in the other case, the object of managerial influence - the person, the difference is only in the specific approach to the worker to his work and professional skills as a resource. In fact, determining the human resource management system, we start from the position that this process of purposeful interaction and mutual influence of employees in the organization of work, as an open system that is driven by the consumer as a whole. [3]

Its source of the contradiction between the goals of employers and workers of its objectives. It manifests itself mainly in the non-compliance of the requirements for official duties of employees of the employer and the satisfaction of people working in it, the level of non-compliance of labor organization-specific technical and other conditions of production and the like.

The resolution of these contradictions is possible if you can change the existing structure, goals, staff and personnel management system transition to a new quality [4].

Thus, the development of personnel management system reflects the objective and functional characteristics of human resource management. From the point of view of the target characteristics, human resource management is regarded as a purposeful activity of employees of units engaged in the management of personnel, its linear and functional managers, which also includes the development of strategies of personnel policy, the concept of human resource management, development and improvement of human resources management system, the implementation of procedures for working with people .

Personnel management starts with the strategic goals and objectives of the organization, which must always be based on the social development, the needs and priorities of all groups.

In the case where the goals, objectives, content management process are complete logical chain where the manager can choose the most effective, well-known science and practice, options and expect to achieve results, then we can speak of a clear pattern of management. The ability to understand these laws and apply them in practice, can be called a sense of the personnel management system [5].

Made inside the organization (company) - are employees, and outside it - consumers of products or services. Necessary to turn the minds of workers to the consumer as a source of income for profit, not for extravagance, the initiator, not the mindless artist, go to social norms, based on sound economic sense, not forgetting about morality, a measure which can not be superior. The hierarchy of falling by the wayside, giving way to the culture and the market

1.2 Control Functions

Control functions determine the activities aimed at organizing the implementation of measures to manage the object (from the Latin functio - version). The concept of management has appeared in the epoch of the foundations of scientific management. The French scientist Henri Fayol (1841-1925), the following basic functions of management: forecasting, administration, organization, coordination (coordination), and control. With this understanding of governance is neither the exclusive privilege, nor personally appropriated the duty officer or directors of the company. [6]

Functional characterization of the personnel management system is a tool to achieve the goals of the organization to ensure the stability of its internal environment, or the introduction to the organization of new production processes, new elements and links that change the content and nature of the functional and linear relationships.

The essence of the process of development of human resource management system is expressed in the mastery of the staff the necessary knowledge, skills and abilities, orienting the organization of the consumer, and provides a basis for the competitiveness and sustainability of the enterprise. It is also essential that the logical sequence of activities defined by the functional structure of the management process, is the essence of technology management.

The main purpose of the content of any management function consists of two components:

1) an analysis of the system, the control of its main parameters, the quantitative determination of the factors which lead the system out of balance, and their causes;

2) identification of measures aimed at optimizing the management process.

Control functions are very diverse: the organization of production planning (forecasting, modeling, programming), coordination, motivation, control and record the progress of the tasks, marketing (Figure 1). [7]

For basis of effective personnel management The following is a set of principles.

1. Humanism - means that the personnel management should be based on the standards of business ethics.

2. The democracy - all workers have the right to participate in the management of enterprises, institutions and organizations. This right they implement a general meeting (conference) of the workforce.

3. Differentiation - a phased solution to the problem, broken down: for blocks (operational, strategic, innovative); areas of development (engineering, technology, quality); units (basic production shops, factory management, etc.), type of activity and the like.

4. Unity of command - means that the production and management activities, as well as the activities of a staff member supervises the only one authorized by a supervisor.

5. The unity of the rights, duties and responsibilities.

6. Hierarchy.

7. Performance discipline - the duty of subordinate managers follow instructions.

8. Complexity - consideration of problems in their relationship and mutual influence.

9. The scientific - the need for scientific study of all aspects of management.

10. Contact Us - between subject and object control feedback mechanism is established, which is used: dispatch, accounting and control.

11. Professionalism - the principle presupposes competent leadership and competent execution of the decisions taken.

12. Regulation - establishing rules governing the activities of the enterprise. The main documents regulating the activities of company personnel are: labor law, founding documents, internal rules, regulations intra interaction; situation; job descriptions.

13. Socio-economic adaptation - the control system is in a constant social and economic change, in connection with which it has to react to these changes, actively adapting to them.

14. The effectiveness of social and economic adaptation of the system depends largely on the development of creativity, bringing to the management of the maximum possible number of workers.

15. Subordination - the principle of subordination involves the development of the rules of discipline and determination on the basis of their junior senior official submission.

16. Goal setting - Knowledge of the objectives of the company and relevant to them, control tasks, priority development trends in the development of all types of enterprise policy.

17. Efficiency - This principle implies calculation, based on feedback, economic governance, the search for effective leadership styles of adequate motivation, organizational development, process optimization decision-making [8].

Management activity is largely dependent on the arrangements - the wisest order will only be a fiction, if not organized his execution, and the executor is not clear its purpose and it is not backed motivation. Basically the task of functioning of the organization at any level of management can be defined as the provision of the actual state of the desired.

1.3 Promote and motivate

Aristotle even once said: "Everyone is always giving the highest preference to achieve, the result of which is his ultimate goal." Stimulation as a tactic solve the problem is a focus on the actual structure of value orientations and interests of the employee, on a more complete implementation of an existing employment potential [9].

The motivation is as a strategy to overcome the crisis of labor, is a long-term impact on the employee to change the given parameters of its structure of value orientations and interests, and generate a corresponding motivational core and development on this basis of labor potential. On work motivation are influenced by various stimuli: a system of prudential regulations and incentives, wages and fairness of income distribution, the terms and substance of labor relations in the family, the team, the recognition on the part of others, and career considerations, the creative impulse and interesting work, and the constant desire to prove himself risk of severe external and internal culture of the team and so on and so forth. [10]

To motivate employees to be aware of his basic needs, which he seeks to meet the organization. If the employer or the administration can not do, that is to meet the needs of a single person, no administrative measures which do not push employees to work effectively and devotion to the organization. It is necessary to take into account the interests of employees always - ignore strictly prohibited. Motivation starts with a need.

Need - a state body that expresses the objective need, supplement, which lies outside it.

The requirements are divided into: the primary - physiological, biological, inborn. The birth include: hunger, thirst, breathing, sleeping, procreation, maternal instinct, the avoidance of pain, the secondary - the pursuit of success, recognition, power, status, security - deemed to be acquired.

The presence of a person needs is a prerequisite for its activity and, ultimately, his behavior and his actions. To promote the prestige of work, initiative, creativity, focus, such incentive systems, as profit sharing, bonus system, participation in the share capital, payment of transportation costs or attachment to vehicles executives, health care programs, training, various types of insurance, benefits and compensation is not related to the results of the formal labor system for receiving preferential loan. [11]

Human activity is not subject to the same motive - it mnogomotivatsionnaya, that is subject to a number of reasons. Motivates to achieve. Therefore, motivational cycle (all the action from start to finish), or the motivation of human activity, is a very complex process: from the appearance of the appearance of the image needs → → action to achieve the goal → satisfying needs (Fig. 2) [12].

Motivation - a process that begins with physiological or psychological needs, which creates motivation activating behavior aimed at achieving the goal or reward, satisfying the need arose.

The motives of activity - it's conscious motivations people who determine the content of the goals and, most importantly, the nature of action to achieve. Personal orientation is characterized by goals and driven by human needs. Needs can be tangible (objects, food, clothing, money) and spiritual (reading books, plays, communication, learning another culture, religion). [13]

It is important that the head direction (starting from the bottom, middle, top-level) was based on a deep morality and decency.

Theories of motivation appeared 30-40 years ago, only there are about 20. Consider the most well-known theories that are most often used in practice.

1. Abraham Maslow - was born in 1908 in New York. The representative of the School of Humanistic Psychology. The interesting thing is that the theory has received its application in practice, only 20 years after its inception. Maslow presented the needs of the individual in a hierarchical model. In the hierarchy of needs he identified five levels. At the lowest level are the physiological needs.

The needs of higher level become relevant only when satisfied the needs of the previous lower level. If satisfied the needs of the lower levels (physiological, safety), to motivate employees to work need to activate the next higher level of needs (Figure 3).

2. Herzberg - developed and published the concept in the late 60-ies of XX-th century. According to the theory of attitude to work is determined by two groups of factors. First - hygiene factors, the second - motivators.

To support the hygiene factors are: the policy of the company, the style of management methods, direct supervisor, salary, working conditions, interpersonal relations, working conditions, supervision. These factors may cause the employee dissatisfaction. And they are not - as believed Hertseberg - motivating factors. But if you meet these reasons, then that is a prerequisite for the creation of incentives for high performance.

By motivators include the need of a higher order, these include: industrial achievements, public recognition, work itself, responsibility, opportunity for career growth.

If you meet these high requirements - that's when a man raises the level of craftsmanship, quality and quantity of the work. The task of removing irritants management (hygiene factors) and the use of motivators (higher satisfaction).

3. Adams' theory was published in 1963, called - "A Theory of Justice, Equality."

Adams believed that people want to be treated fairly. He defined justice as a man's faith in the fact that compared to other people - go with it honestly. Since, according to the saying of Plato (which was based on Adams) - injustice causes discord, hatred, strife, and justice - unanimity and friendship.

Adams, the main source of work motivation believed impartiality or fairness, which is expected to see an employee in the workplace. He said: "If the compensation which an employee receives, its contribution to the implementation of the work is not equal, then the sign of injustice is the source of psychological stress." According to this theory, the adequacy of the compensation is estimated by the ratio of the input (the scale of the job) and the output (the job) has invested much - so much win.

4. The classical theory of scientific management.

Representatives of her F. Taylor, F. Gilbert and G. Grant. The basic idea of ​​this theory - the employees of the company is largely interested in the work, if their material rewards closely linked to the results of their work. Financial incentives - the only basis of best performance.

5. Theory X, Y. Authors Douglas McGregor.

The basic idea of ​​the theory is that some employees do not like working from birth. Therefore, they can only work under constant supervision, only under duress (the position of the theory of X). The position of the theory of Y, in contrast to the previous says other employees will motivate themselves in need of work, and find satisfaction in their work internally, but if the necessary conditions [14].

2. PRACTICAL TASK

The order of application of various kinds of moral and material incentives for determining the size of a modern low-profit-making organizations may be as follows:

1. The right of initiative on the application of measures of material and moral incentives provided as administration - in the person of the director and department heads - and the authority of the personnel if there is one (union).

2. Moral incentives for government employees and business as a whole has a big difference, so it is acceptable the following rewards: posting photos of employees, the foremost in the divisions and main offices, holding general meetings with the presentation of gifts, awards and certificates, personal gratitude for the meeting to help solving everyday problems of employees and corporate events.

3. The manager must always be interested in at any meeting of the successes and failures of their employees, regardless of their status in the organization. The use of measures of material and moral incentives issued order of the Director.

4. Psychologically, approval, praise, gratitude from the leadership of the enterprise, any employee is perceived as support for his efforts in the work and makes you want to not stop at the achieved performance.

5. Career opportunities, promotes the interest of the employee in his work, and high efficiency.

6. Attention to the needs of the organization's management of its employees, encourages them to be more responsible attitude to their duties.

7. In order to material incentives in the budget organization, the following types of material incentives: allowances, bonuses, prizes. The same should be done in a commercial enterprise, given its profits.

8. Allowances are established for the high performance work, the successful execution of the most demanding applications, high-quality work, tension, intensity of labor and other quality indicators of labor specific employee.

9. Co-payments are set for the extra work is not directly included in the circle of official duties of the employee.

10. Award - an additional part of the wages payable for the achievement of the expected results of work of the enterprise (firm) as a whole or its structural subdivision. It also makes sense to use individual bonuses, notes the special role of the individual employees who have reached high quantitative and qualitative results and collective bonuses aimed at motivating employees. Bonus payments made for performance for the period.

11. Individual bonuses for achieving certain results for all workers should be the order (which is important). The size of the bonus is determined on an individual basis and may be calculated as a percentage of salary, or in absolute terms the size of the income received by the firm.

12. Employee organization (company) may be paid to financial assistance in order to ensure social security, which can also be a compensatory payment in emergency situations.

13. Premium is constant additional monetary payment to the basic salary of budget organizations. Allowance is set at a certain percentage of the rate of the category of TCS (single wage-rate).

14. Surcharges compensatory nature of the working conditions that deviate from the normal installed in the amount stipulated by the legislation - again, for the public sector, as commercial organizations on this just yet save.

15. That employees of other types of work is outside the scope of their duties, for an extra fee. Surcharge is set at a certain percentage of the rate of the category of TCS (wage-rate).

16. Surcharge for the combination of professions (positions) or performing the duties of a temporarily absent employee directors established by the order within the payroll for a vacant position. Size is determined by the co-pay as agreed and fixed in the order. In commercial organizations, this situation means that the people working there initially take on several types of posts, such as secretary: she's Personnel, she setter, she's storekeeper.

17. The specific size of bonuses, additional payments to the employee is determined by the Director of the written recommendation of the director or deputy head of the department and recorded in order to specify the period of the establishment of co-pay or allowances. Allowance to the employee may be established in the contract for the entire period of its validity, as well as the order of the Director for a period. In commercial organizations where there is no deputies may likewise work with the chief executive.

18. Allowance to the employee may be established in the contract for the entire period of its validity, as well as the order of the Director for a period.

19. Premium, the premium leader budget organization established by the order of higher authorities. At the head of the commercial organization is free to set yourself any bonuses and allowances, guided only by the interests of business and its ethical standards.

20. In the face of budgetary organizations, not completed a full billing period, in agreement with the trade union committee may be awarded according to their labor contribution and actually time worked. In a commercial organization, all depends on the initiative and health of the worker, who may be encouraged, regardless of length of service.

CONCLUSION

Stimulation and motivation, as a means of labor management, opposite in direction. The first is intended to stabilize reached or the existing state of the second - just did change the situation in a given direction. But they complement each other. Because we can not move to a new level of development of the organization, or get out of the crisis without a qualitative change in work motivation.

The processes of motivation and incentives can not only match, but also oppose each other. For example, rising incomes, when there is not enough material covering not only cause an increase in motivation to work, but also reduces it. Any reform of the enabling factors of labor, if it become an end in itself, will not bring the desired results, if not take into account behavioral responses to them man. Management team will be most effective if the expectations, hopes its members will be carried out, and they will not be disappointed with the results of their work. [15]

An experienced leader and always a subtle psychologist, he is well versed in the real motives and needs of their employees so different. Some of them are really passionate about their work, try to carry out their functions in good faith, is optimal. Others are waiting for their labor basically only good reward and relate to his official duties with indifference. There is also a category of wealthy people who are just looking to escape from the routine of home, drab affairs, and enter a new circle of interesting friends, gain new experiences.

Most often, a team formed small groups with a uniform attitude to work and close to motivate behavior. Absolute meet the needs of each member of the team is almost impossible to achieve, but the trustee is required to give their employees a constant motivation and proper attention.

Traditionally, the Russian motivation has been studied as a means of improving productivity - from Stakhanova 30's to the team contract 80s. Around the world in a civilized society has long promoted a new postulate - the work should be organized so that it brings a person joy and satisfaction. Let us hope that as a result of the implementation of this postulate is achieved high productivity, efficiency and revenue growth of enterprises in our country.

Overall, our study has shown that the arts and specifically the lead manager is particularly evident in the ability to stimulate the participation of employees in the organization (company) management decisions, which ultimately may increase the intellectual capacity of the organization, its cohesion and satisfy a deep need for self-expression and identity in recognition of the results of their work, which will undoubtedly affect the ranking and profit of the organization.