Khrapkina Valentyna, Doctor of Economics, Professor, National University of “Kyiv-Mohyla Academy”, Faculty of Economics, Department of Marketing and Business Management, Professor

ORCID ID: 0000-0003-3431-4369
e-mail: valentina_31@i.ua

Boretska Emiliia, student, National University of “Kyiv-Mohyla Academy”

ORCID ID: 0000-0003-3429-5639
e-mail: emiliya.boretska@gmail.com

Modern Methods of Labor Incentives

Abstract. Introduction. The article is devoted to the question of modern methods of labor stimulation. The research considers the theoretical aspects, formed a complete picture of the concept of labor incentives, systematized its main functions.

Purpose. The article substantiates the stimulation of labor as an impact not directly on the individual, but on external circumstances through benefits – incentives, which in turn motivate the worker to a certain behavior. Having considered the theoretical aspects, such functions of labor stimulation as moral function, social function and economic function are singled out.

Results. The main types of labor incentives (tangible and intangible) are identified, the details of these functions are detailed. In the research, material incentives are understood as monetary and non-monetary. Under the intangible, in turn, socio-psychological, creative and free time. A graphic image of all types of work incentives is made. The research of effective methods of labor stimulation in international companies is considered. Successful current examples of such incentives among global companies such as Google, Ultimate Software, Hilcorp Energy, NetApp, Chesapeake Energy, JM, Mayo Clinic, Stryker, Producers Assistance Corporation, Intel, Aflac, Hasbro, Robert W. Baird & Co., GoDaddy and Zappo. A research by Work.Ua has been developed, which identifies effective methods of stimulating work on the example of Ukrainian companies. The author’s own research was conducted based on a survey of 208 respondents, including 74.5% of women and 25.5% of men of working age who had experience working in Ukrainian or international companies.

Conclusion. According to the results of the study, the most effective tangible (salaries, bonuses and allowances, payment of advanced training courses, health and life insurance, payment for food and transport) and intangible (staff and management respect, career opportunities, flexible work schedule, opportunity to implement creative skills, verbal recognition of the employee) modern work incentives. The key features of these incentives are characterized and their statistical importance is highlighted.

Keywords: work; labor incentives; labor efficiency; personnel management; tangible labor stimulation; intangible labor stimulation.

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