Background. Building an effective system of employee motivation and stimulation is an important task for company managers due to the search for ways to increase interest, productivity; and in ...relation to young employees, also solving the problem of their retention. The purpose of the work is a comprehensive analysis of the employee motivation and incentives in PJSC MegaFon. Materials and methods. The analysis of statistical data on the structure and number of personnel of PJSC MegaFon, documents related to the motivation and stimulation of the company’s personnel, a secondary analysis of other sociological studies on the motivation of employees of PJSC MegaFon: is presented, the results of an indepth interview conducted by the authors in the Volga branch of PJSC MegaFon in 2020 are presented. Results. PJSC MegaFon strives to create favorable conditions for personal and professional development of employees. The authors analyzed the state of the personnel motivation system. The analysis of the system of financial incentives, factors of employee motivation in PJSC MegaFon was carried out, attractive aspects of work and satisfaction of employees of the company with the existing motivation system were revealed. Conclusions. The motivation system of PJSC MegaFon is quite competently built, there are monetary and intangible elements. Among the attractive aspects of working in the company, employees highlighted decent wages, satisfaction from the work process, and opportunities for career growth. During the pandemic, there is an increase in the number of tasks, the growth of areas of responsibility and the absence of changes in the remuneration system, which negatively affects motivation.
This paper aims at presenting a model for the application of the relationship between the annual employee assessment and the level of their remuneration, a relationship meant to ensure business ...competitiveness and the motivation of the efficient staff. The example we have presented is that of a building enterprise which, for the first time last year, undertook to establish a relationship between the salary level and the employee assessment results.
This study aims to test the effect of remuneration system fairness on subjective well-being and OCB. This research also aims to test the moderating role of equity sensitivity in the effect of ...remuneration system fairness on subjective well-being. The technique of sample collection employed purposive sampling technique. The hypothesis testing employed path coefficient value and t-test using SmartPLS 3.0. In accordance with the test results show that in the context of public universities in Indonesia, namely PU, employee OCB is influenced by the remuneration system variable and subjective welfare variable. This study also concludes that subjective well-being is a mediator between the two. On the other hand, the moderating role of equity sensitivity in the effect of fairness remuneration on subjective well-being is not well-proven. Theoretically, this research provides generalization to the previous studies, as well as complementing the need for balancing mediator and moderator variables in the correlation between remuneration system fairness and OCB. Practically, this study denotes that organizations need to take concern about fairness in the regulations of remuneration system.
Ambulantisierung Volkmer, Björn
Urologe. Ausgabe A,
09/2023, Letnik:
62, Številka:
9
Journal Article
Recenzirano
Durch die Verlagerung stationärer Leistungen in den ambulanten Bereich soll versucht werden, dem Mangel an Pflegekräften entgegengewirkt zu werden. Die zentrale Rolle spielt dabei der Katalog ...ambulant durchführbarer Operationen, der durch GKV-Spitzenverband (Spitzenverband der Gesetzlichen Krankenversicherungen), Kassenärztliche Bundesvereinigung (KBV) und Deutsche Krankenhausgesellschaft (DKG) verabschiedet wird. Dieser Katalog soll nach dem Entwurf des IGES-Instituts deutlich erweitert werden. Entscheidend sind dabei die sog. Kontextfaktoren, die festlegen, unter welchen Bedingungen Leistungen stationär erbracht werden dürfen. Am Ende wird die Vergütung entscheiden, ob die Ambulantisierung erfolgreich umgesetzt werden kann.
There are some serious issues with the recruitment and motivation of the faculty in the publicly-funded higher education of the Russian Federation. They are a significant reduction in the number of ...teaching staff, a substantial part of the old-age staff, an increase in the total workload and extracurricular work. The most important reason of the described problems is the issue of remuneration. In this regard, the purpose of the study is to suggest some directions for the development of the material remuneration systems for the employees in the publicly funded higher education. The methodological basis of the research are such methods as analysis and synthesis, as well as abstraction and a structurally systematic approach. As a result, it was determined that: 1) unreasonably low official salaries established by professional qualification groups do not provide the reproduction function of wages in full; 2) the differentiation of official salaries for the lecturers of the same qualification level and the position held, due to the size of the financing of budgetary institutions and the remuneration policy of the university, leads to a violation of the principle of “an equal pay for an equal work”; 3) the presence of a large number of incentive payments in the salary structure leads to the “opacity” of wages. The following recommendations are formulated: the salary structure considering the specifics of the publicly funded higher education is justified, methodological approaches to the structure of the official salaries, as well as the incentive and compensation payments are developed.
The general rules governing the remuneration of salary earners in fisheries are relatively similar across countries and across time. The form of remuneration has evolved from payment in kind to ...pecuniary payment. But there is almost always some link between the value (size) of the catch and remuneration of the crew of a fishing vessel. Introduction of Individual Transferable Quotas (ITQs) in the Icelandic fisheries did alter fundamental premises for this arrangement as size of catch per vessel is no longer an unknown parameter.
Zusammenfassung
Hintergrund
Ambulante Operationen oder tageschirurgische Eingriffe (Aufnahme, Operation und Entlassung am selben Tag) haben international stark an Bedeutung gewonnen. Dennoch zeigen ...sich noch große Unterschiede im Anteil tageschirurgischer Eingriffe zwischen den Ländern.
Ziel der Arbeit
Untersuchung der gesundheitspolitischen Entwicklung der Tageschirurgie und die Auswirkungen von Vergütungssystemen und finanzieller Anreize auf die Verlagerung stationärer Leistungserbringung zur Tageschirurgie am Beispiel von England, Frankreich und Österreich.
Methoden
Grundlage bilden strukturierte Recherchen zu nationalen Leistungskatalogen und Tarifsystemen sowie Berichten von Fachgesellschaften im Bereich der Tageschirurgie, ergänzt durch Literaturrecherchen in medizinisch-bibliographischen Datenbanken und Befragung von ExpertInnen.
Ergebnisse
In allen 3 Ländern werden die Krankenhäuser nach
diagnosis-related groups
(DRGs) vergütet. In England und Frankreich ist die Vergütung von Tageschirurgie in ein gemeinsames DRG-System integriert. In Österreich wurde 2019 ein ambulantes DRG-System eingeführt. Mit den Best-Practice-Tarifen (BPT) in England wurden höhere Tarife für die Tageschirurgie eingeführt, die zu einer Verlagerung der Leistungserbringung geführt haben. In Frankreich waren die Einheitstarife insbesondere in öffentlichen Krankenhäusern wirksam.
Diskussion
Der potenziell positive Effekt der finanziellen Anreize auf die Leistungsverlagerung kann durch nichtfinanzielle Aspekte verstärkt oder abgeschwächt werden. Die internationalen Erfahrungen können Deutschland wichtige Impulse für die Weiterentwicklung und Implementierung eines bereits vorliegenden Vergütungskonzepts sektorengleicher Leistungen geben.
Russia’s full-scale invasion of Ukraine has added new challenges, including the need to review the functionality of government authorities, budget sequestration, postponement of classification for ...the recovery period, and retention of highly qualified personnel. To ensure the sustainability and coherence of government institutions and their development, there is an urgent need to implement a reform of the remuneration system of civil servants, taking into account possible risks. The purpose of the study is to highlight and analyse the model of the remuneration system of civil servants based on the classification of positions, challenges and prospects for its implementation under martial law. Within the article, the following methods were used: formalization method, synthesis and abstraction method, abstract and logical method, dialectical method, comparative method, system method, cartographic method, questionnaires method, induction and deduction method, graphic method. It has been proven that there is an urgent need to approve the legislative framework as soon as possible, which will allow the introduction of a transparent, competitive and balanced wage system, taking into account the advantages, disadvantages and risks of the new system.
The article investigates the features of employee motivation impact on the organisation effectiveness. The purpose of the study is to clarify the theoretical foundations of motivation, improve the ...methodological approaches and substantiate the practical recommendations concerning the motivational mechanism development, which is one of the most important components in the chain of achieving high performance of modern business entities. Research objectives are to analyse the of employee motivation impact on the effectiveness of the organisation, identify and evaluate the relationship between the impact of the remuneration system on the results of the organisation’s activities, formulate recommendations to firms and their managers on promoting the system of motivation and remuneration of employees, that expands the effectiveness of the organisation.In the article the terminological analysis of the definition of “employee motivation” has been carried out. The relationship between employee motivation and the remuneration system with organisational efficiency has been formalised. The effectiveness of the motivation system and the employee incentive system at Iran software and hardware company (NOSA) has been evaluated using the questionnaire and expert survey method. The relationship between the productivity of the company’s personnel and the level of remuneration has been ascertained using the correlation and regression analysis. The recommendations to improve the efficiency of the labor motivation system at the NOSA enterprise have been formulated based on the obtained data.The results obtained allowed us to conclude that the interaction of motives and incentives is the tool that allows us to meet the needs of the employee in the most appropriate way for him – as a result of the realization of his abilities. Study of the motivation system at the NOSA enterprise indicates that the staff is not satisfied with the material remuneration. The company’s management during developing directions for improving the motivation program should take into account that the growth rate of labor productivity should outstrip the growth rate of its remuneration, otherwise the company’s resources will be spent inefficiently.
Remuneration policy is an element of company management. Remuneration systems should be flexible and evolutionary. They must consider not only the changes in the external environment but, most of ...all, the changing needs of the internal environment. In practice, this means aligning the company’s strategy and goals with the remuneration system. What is more, the remuneration policy must be consistent with all personnel substrategies, which should systematically create integrated human capital management. The aim of our research was to determine how employees perceive the appropriate structure of remuneration and how the relationships between the elements that make up the structure of remuneration are perceived. Energy sector employees were selected for the study, dividing the group of respondents by gender, age and level of education. The obtained data were submitted to multivariate correspondence analysis. The analysis of the perception map for the variables of gender, age and education, as well as the subjective assessment of the components of remuneration, allows the general assertion that both men and women believe that the amount of the fixed part of remuneration should be influenced by such elements as: work efficiency, education, seniority in the current place of employment, position in the hierarchy of the position held, as well as the level of salaries in the labor market. But people aged 60 and over with a vocational education tend to believe that the amount of the fixed part of remuneration should be influenced by collective agreements. Moreover, people aged 25–34 with higher education believe that the granting of additional benefits should not be affected by collective labor agreements.
PDF
