Humanization of labor:
1) This is a concept for improving the management of labor activity, which involves a more complete use of the productive reserves of the workforce, especially intellectual and moral-psychological ones.
There are four main principles of GT:
- the principle of safety - an individual in the workplace must feel that there is no threat to his health, income level, job security in the future, etc.;
- the principle of fairness - everyone’s share, expressed in income, must correspond to the share of his contribution to achieving the goals of the company (organization). For this it is necessary: that the top administration does not set itself too high salaries, that there is an effective system of employee participation in income and payment is made not for the work performed, but for the employee’s qualification level;
- the principle of personal development - work must be organized in such a way that the unique personal qualities of each employee receive the most complete development;
- the principle of democracy - the abolition of a rigid hierarchy in the construction of the administrative apparatus, self-government of autonomous groups, election of leadership, collective democratic resolution of issues such as distribution of profits, investment policy;
2) a set of organizational, technical and socio-economic measures to change working conditions and the production environment, the content of work, forms and methods of management in order to achieve an optimal match between man and work. An integral part of G.t. are measures to enrich the content of work (see Enrichment of work). G.t. (along with and together with the democratization of management) is recognized by the world community, in particular the ILO, as a leading trend in the development of the sphere of social and labor relations.
Goals of G.t.:
1. adaptation of working conditions for a person
2. human adaptation to working conditions
Directions G.t.:
Humanization of labor processes - the humanization of technology deserves special attention as a link between the worker and the material elements of the labor process - objects and means of labor. At the same time, the technology is focused on ensuring human satisfaction with the content and methods of work, the equipment used, the opportunity to develop professional and qualification potential and ensuring labor safety and eliminating the negative impact of the technology and equipment used on the environment. Improving ergonomics and removing people from the zone of exposure to various unfavorable factors by automating production.
Improvement of the environment (industrial) environment, because We are talking about ensuring a microecology of work favorable for humans, which is formed under the influence of technological factors, as well as the general state of the surrounding atmosphere. The influence of microecology is difficult, the state of the human body is characterized by social and hygienic factors, for the assessment of which criteria of their harmfulness are used, indicators of maximum permissible concentrations and levels are used.
Aestheticization of the external design of the place of work, because this creates a favorable atmosphere and preserves the health of workers; the influence of aesthetic factors in the aggregate will be determined by the criterion of comfortable working conditions; to assess it, the method of express analysis and expert assessment of the state of working conditions can be applied using experimental data and recommendations.
Motivation for labor self-protection, formation among employees of an interested attitude towards the work performed, improvement of conditions and labor protection in the workplace. The socio-psychological factors used for these purposes consist in the implementation of organizational and educational measures to instill in employees the necessary knowledge and skills to ensure occupational safety and health, to prevent accidents when performing the functions and work assigned to them on the basis of strengthening self-discipline and increasing the level of general culture labor.
95. Social planning, types and main elements. Principles and methods for developing an organization's strategic plan
Social planning is a form of regulation of social processes in society related to the life of the population. The main task of social planning is to optimize the processes of economic and social development and increase socio-economic efficiency.
The object of social planning is social relations at all levels, including social differentiation, social structure; quality and standard of living of the population, including the level of real income in general and by social groups; quality and level of consumption; provision of housing, its comfort; provision of the population with the most important types of goods and services; development of education, healthcare, culture; determining the volume of these services provided to the population on a paid and free basis, etc.
An example is the five-year development plan of France, the five-year development plan of Japan, which are essentially the general concept of the country's socio-economic development.
Social planning has a multi-level nature: national, regional, enterprise (company) level.
Social planning focuses on the technical process of solving social problems. The core of this model, which relies on programmatic development, is a rational, carefully planned and controlled process of change designed to provide services to members of a society or a specific territorial body.
Since planning is both a science and an activity, the method must be understood not only as a method of implementation, but also as a way of developing programs or tasks.
General planning methods are characterized by what objective laws of social development the possible ways of achieving goals are based on, what they are aimed at and in what organizational forms they are embodied.
For a long time, the leading planning method was balance, which arose as a way to provide connections between the needs of society and its capabilities with limited resources. Currently, methods associated with the existence of market relations are coming to the fore, when it is especially important to see the social consequences of decisions made, to be able to coordinate the interests of all participants in the transformation, providing them with favorable conditions for the manifestation of creative activity.
The scientific nature of social planning largely depends on the use normative method. Its requirements serve as the basis for compiling indicators of social development at various levels of social organization of society. It is the standards that make it possible to carry out calculations and justify the reality of planned targets, and to determine guidelines for the development of many social processes.
Analytical method combines analysis and generalization. Its essence boils down to the fact that during planning, social progress is divided into its component parts and on this basis the directions for implementing the intended program are determined.
It is becoming increasingly important variant method, the essence of which is to identify several possible ways to solve social problems in the presence of the most complete and reliable information possible.
Complex method represents the development of a program taking into account all the main factors: material, financial and labor resources, performers, deadlines. Its application requires compliance with the following requirements: determining the pace and proportions of development of the social process, its statistical and dynamic model and developing the main indicators of the plan.
In social planning began to be increasingly used problem-target method, which is usually associated with solving key urgent problems of social development, regardless of their departmental affiliation.
Received wide recognition social experiment, during which the mechanism of action of objective laws and the features of their manifestation on the basis of one or more social institutions is clarified. The conclusions obtained help to correct the course of development of the planned process and test the predicted provisions and conclusions in practice.
An important place in social planning is occupied by economic and mathematical methods. This name is in a certain form conditional. In reality, we are talking about quantitative analysis using the planning methods already listed above. Mathematical methods do not cancel social analysis, but rely on it and, in turn, influence its further improvement.
Currently, quantitative analysis relies on methods such as linear programming, modeling, multivariate analysis, game theory etc. But all these formal-logical quantitative procedures are assigned the role of a specific tool necessary for solving various problems.
Social planning has its own objects and subjects.
Subject of social design are various carriers of management activity - both individuals and organizations, work collectives, social institutions, etc., which set as their goal an organized, purposeful transformation of social reality. A necessary feature of the subject of design is his social activity, direct participation in the design process.
Object of social design refers to systems, processes of organizing social connections, interactions included in design activities, subject to the influence of design subjects and serving as the basis for this influence. These can be objects of a very different nature: a person, various elements and subsystems of the social structure of society, various social relations.
For the first time, the general principles of planning were formulated by A. Fayol. He formulated five principles as the main requirements for developing a program of action or plans for an enterprise:
The principle of the need for planning means the widespread and mandatory application of plans when performing any type of work activity. This principle is especially important in conditions of free market relations, since its observance corresponds to modern economic requirements for the rational use of limited resources in all enterprises;
The principle of unity of plans provides for the development of a general or consolidated plan for the socio-economic development of an enterprise, that is, all sections of the annual plan must be closely linked into a single comprehensive plan. The unity of plans presupposes the commonality of economic goals and the interaction of various divisions of the enterprise at the horizontal and vertical levels of planning and management;
The principle of continuity of plans is that at every enterprise the processes of planning, organizing and managing production, as well as work activities, are interconnected and must be carried out constantly and without stopping;
The principle of flexibility of plans is closely related to the continuity of planning and implies the possibility of adjusting established indicators and coordinating the planning and economic activities of the enterprise;
The principle of accuracy of plans is determined by many factors, both external and internal. But in a market economy, the accuracy of plans is difficult to maintain. Therefore, every plan is drawn up with the accuracy that the enterprise itself wants to achieve, taking into account its financial condition, market position and other factors.
In modern planning practice, in addition to the classical ones considered, general economic principles are widely known.
1. The principle of complexity. At each enterprise, the results of economic activity of various divisions largely depend on the level of development of equipment, technology, production organization, use of labor resources, labor motivation, profitability and other factors. All of them form an integral integrated system of planned indicators, so that any quantitative or qualitative change in at least one of them leads, as a rule, to corresponding changes in many other economic indicators. Therefore, it is necessary that the planning and management decisions made are comprehensive, ensuring that changes are taken into account both in individual objects and in the final results of the entire enterprise.
2. The principle of efficiency requires the development of an option for the production of goods and services that, given the existing limitations of the resources used, ensures the greatest economic effect. It is known that any effect ultimately consists in saving various resources per unit of production. The first indicator of the planned effect can be the excess of results over costs.
3. The principle of optimality implies the need to select the best option at all stages of planning from several possible alternatives.
4. The principle of proportionality, i.e. balanced accounting of the resources and capabilities of the enterprise.
5. The principle of scientificity, i.e. taking into account the latest achievements of science and technology.
6. The principle of detailing, i.e. degree of planning depth.
7. The principle of simplicity and clarity, i.e. compliance with the level of understanding of plan developers and users.
96. Social plan and its structure. Social passport of the enterprise.
1. Planning to improve the social structure of the production team. The content of this section is developed in close connection with the labor and personnel plan, as well as with the plan for technical development and labor organization. Particular attention is paid to changes in the number and structure of workers due to mechanization and computer science of production processes, improving the organization of production and labor. The share of unskilled labor in the total volume of labor costs and the reduction in the number of workers employed in work with hazardous working conditions are taken into account. Improving the social and qualification sphere of the production team is revealed as numerous indicators characterizing the number and social composition of workers, level of education and qualifications.
2. Planning to improve working conditions and safety, strengthen the health of workers. The choice of priority direction and the sequence of measures to improve working conditions and safety, and improve the health of workers depends on the specifics of production. To analyze and develop a plan, general, technical, sanitary-hygienic, psychophysiological indicators, as well as indicators of labor safety conditions and the prevention of accidents and possible occupational diseases are widely used.
3. Planning to improve the living, social and cultural conditions of workers and members of their families.
4. Planning educational work in the team and increasing the labor and social activity of workers. The development of this section of the social development plan should be aimed at ensuring close unity of all types of educational work (ideological, political, labor, economic, moral, legal, aesthetic, physical education) in order to achieve an increase in the social activity of workers and improve social relations in the workforce. It is advisable to plan educational work in stages:
· Analysis of her condition
· Identification of trends and problems of its development
· Determination of ways (forms, methods) of carrying out educational work
The social development plan is the main means of managing social processes at the enterprise. The ability to satisfy the collective's needs for social benefits is determined by the final results of the enterprise's work and the self-supporting income of the collective. Therefore, developing a plan for social development is the work of the entire team.
The development of a social development plan provides for:
· analysis of the socio-economic situation at the enterprise;
· determining the priority of solutions to social
· registration of assignments for the development of activities and design of the creation of appropriate social and cultural facilities;
· discussion of the draft social development plan;
· allocation of necessary financial resources for implementation.
Social processes in an enterprise must be managed; these goals are served by social planning or planning for the social development of work collectives. Planning or planning for the social development of work collectives.
In parallel with the plan for the social development of the team, many enterprises are developing so-called social passports of the enterprise. It is advisable to use this experience today. The social passport of an enterprise is a set of indicators reflecting the state and prospects of social development. It characterizes the social structure of the enterprise’s staff, its functions, working conditions, provision of housing for workers, preschool institutions, and social infrastructure units at the enterprise itself. The passport reflects intra-collective relations, social activity of employees and other issues. Data from the social passport is used to develop a social development plan. In addition to social development plans, specialized social programs can be developed. Planning for the social development of work collectives ensures an increase in social efficiency, which, along with economic efficiency, is the most important prerequisite and condition for the well-being of the enterprise and its employees.
Structure of a social passport
Section 1. Social structure of the team
1.1 Changes in the socio-demographic composition of workers
1. Total number of employees, total
2. Number of employees by age groups
3. Number of core personnel, total
4. Number of support staff
1.2. Qualification and professional structure
1. Number, total, including with experience
2. Overall qualification factor
1.3. Advanced professional education:
1. Total number of operational employees, total. Including those with incomplete secondary education, with primary vocational education and with secondary vocational education.
1.4. Training and advanced training of personnel. Movement and turnover of personnel.
Section 2. Working conditions and cultural and living conditions
2.1. State of workers' working conditions
2.2. Sanitary facilities
2.3. Public catering and consumer services
3.1. Remuneration and bonuses for employees
3.2. Loss of working time caused by violation of discipline and public order.
Section 4. Condition of social infrastructure facilities.
4.1.1. Providing employees from other regions with departmental and rental housing
4.1.2. Satisfying the organization's demand for housing from employees
4.2. Medical and health institutions
4.3. Cultural and educational institutions
4.4. Development of physical culture and sports.
So far we have been talking about what kind of worker production needs: work requires professionalism, qualifications, general culture, discipline, diligence, and initiative from a person. OSC.
Now let’s approach work activity from the other side: to what extent does it correspond to human nature, how does it promote (or hinder) the development of truly human qualities in it?
With the development of industrial production, people were freed from many physical efforts when performing labor operations. However, if the artisan created a finished thing, which was the embodiment of his personal identity, which represented his personal qualities, the worker of industrial labor, along with the means of labor, is considered only as a factor of production. This violates the harmony of labor with the basic biological and psychological features inherent in the development of human vitality.
This result of industrial production is called the dehumanization of labor. The dehumanization of labor was most fully manifested in its organization according to the system of the American engineer. UGH. Taylor (1856-1915). T. Taylor developed a system of organizational measures that included timing of labor operations, instruction cards, etc., which was accompanied by a system of disciplinary sanctions and labor incentives. The differential wage system meant that a hardworking worker was additionally rewarded, and a lazy worker could not receive unearned money.
System. Taylor was characterized by the exclusion of workers from the preparation and control of the labor process; determining from above the working rhythm, norms and breaks; excluding workers from creative roles and limiting their activities to execution. Myself. Taylor wrote: “Everyone must learn to abandon his individual methods of work, adapt them to a number of introduced forms, and get used to accepting directives regarding all small and large methods of work that were previously left to his personal discretion.”
This type of labor process makes its participants feel that they, as individuals, are dominated by machines, thereby denying their individuality. They develop apathy, a negative attitude towards work as something forced, performed only out of necessity.
Working conditions are of great importance. They include the degree of danger or safety of the object and means of labor, their impact on the health, mood and performance of a person. Potentially dangerous factors are physical (noise, vibration, increase or decrease in temperature, ionizing and other radiation), chemical (gases, vapors, aerosols), biological (viruses, bacteria, fungi).
Particularly harmful, extreme working conditions cause death, severe occupational diseases, major accidents, serious injuries
Humanization of work means the process of its humanization. First of all, it is necessary to eliminate factors that threaten human health in technical environments. Functions that are dangerous to human health, operations associated with labor and monotonous labor in modern enterprises are transferred to robotics.
Modern technological processes presuppose the maximum intellectualization of labor, such an organization when the individual is not reduced to a simple performer of individual operations. In other words, we are talking about the media and content of labor, which at the present stage of scientific and technological progress can become more diverse and more creative.
Work culture is of particular importance. Researchers identify three components in it. Firstly, it is the improvement of the working environment, i.e. conditions under which the labor process takes place. Secondly, this is a culture of interaction between labor participants, the creation of a favorable moral and psychological climate in the work team. Thirdly, the participants in the labor activity understand the content of the labor process, its features, as well as the creative embodiment of the engineering concept embedded in it.
Labor activity is the most important field of self-realization in the life of any person. It is here that a person’s abilities are revealed and improved, it is in this area that she can establish herself as a person. The process of humanization of labor expands these possibilities. It is up to each of the wavas to use them.
Basic Concepts
Work. Material production. Working conditions. Work culture. Humanization
Means of labor. Subject of labor. Technology. Division of labor. Professionalism. Qualification. Discipline. Initiative
Self-test questions
1. What are the features of material production?
2. What are the main means of labor?
3. What does the content of labor depend on?
4. What is the humanization of labor?
1. What profession are you more familiar with? Think about how you can increase the productivity of this work activity.
2. Explain the meaning and origin of the proverbs “Craft is respected everywhere”, “Craftsmanship is held in high esteem everywhere”, “Who knows what, gets bread”, “The work of a master is afraid”, “You can’t redo a master’s work”, “Sent by B. God work, the devil took away the hunt."
3 German poet and scientist. JV. Goethe wrote: “Any life, any activity, any art must be preceded by a craft, which can only be mastered with a certain specialization. Acquiring complete knowledge, complete skill in the field of any one subject gives more knowledge than mastering half a hundred different subjects.” We agree are you with this statement?. Give your reasons accordingly.
Humanization of labor is the adaptation (adaptation) of one or another aspect of work activity to a person. Humanization of labor involves the creation of the most favorable conditions and organization of work for the maximum realization of the labor potential of workers.
The system of legislative norms emerging in Russia, set by the social orientation of the state, guides employers towards maintaining the following minimum necessary social working conditions, or ensuring humanization of labor and quality of working life:
ensuring the level of minimum wage;
providing additional benefits and compensation to workers employed in hazardous and hazardous industries;
raising funds for the formation of housing funds for the construction or purchase of housing;
certification of workplaces for tinder conditions and preparation for certification of production facilities for compliance with labor safety requirements.
Thus, social strategies are closely intertwined with the system of social partnership - they can serve as complementary tools, especially in determining the state of the social parameters of the organization and forming models for their improvement.
In the whole complex of social tasks of the organization, solved within the framework of strategic planning, two groups of tasks are of particular importance:
Social problems that must be solved directly in the organization in the interests of all (or most) members of the workforce. This is an improvement in working conditions, rest, relationships in the team, the form, amount of remuneration and other issues that directly affect the nature of social and production relations, by which one can judge the level of necessary social conditions. Most of these aspects are the subject of a collective agreement concluded between the employer (owner), the workforce and the industry trade union.
Social tasks characterizing the level of development of social infrastructure facilities at the enterprise, in which individual employees and local authorities are more interested. This is the provision of comfortable housing for enterprise employees, the presence of preschool institutions, health and medical institutions for employees and members of their families, the presence of educational institutions, etc. (Fig. 10.2).
Rice. 10.2. Groups interested in implementing social strategies of the enterprise
The social aspects of the organization, related to issues of social development of the organization, are especially important. The parameters of this block of social strategies must be constantly under the control of the workforce, the trade union and the owners of the enterprise and be made public. As the events of recent years show (miners' protests, public sector workers' strikes, etc.), ignoring or insufficient attention to the social indicators of a given bloc can lead to undesirable phenomena. Of course, the main subject is the collective of workers who compare their living conditions with similar conditions of workers at enterprises in a given industry in the region (city). Consequently, objective information characterizing the level of social development of the organization should be provided in comparison with similar enterprises in the territory.
The second group of social tasks can help increase the motivation of employees to improve the socio-economic indicators of production and economic activity and implement the corporate strategy of the organization.
In general, the social strategy of an organization is a holistic system of substrategies aimed at solving the entire range of problems of the organization (Fig. 10.3).
Rice. 10.3. System of social strategies of the organization
The proposed systematization of social strategies of an enterprise shows that, along with strategies implemented in the interests of the workforce, strategies can be developed in relation to consumers, suppliers and local communities, i.e. to those groups that are in the external environment. Special sub-strategies can be developed that take into account the specific characteristics of these groups.
The need to use social strategies in conjunction with the general strategies of the organization is due to the presence of a major problem - staff resistance to the implementation of strategic planning. Both Russian and foreign researchers point to this problem, in particular I. Ansoff: “When senior managers decided to put strategic decision-making on a systematic basis by introducing strategic planning, the organization resisted the new system. When planning was nevertheless carried out, many systems stopped “working”, planning began to wither, and the strategy did not have any impact on product sales. In addition to this, there has been a clear tendency to push the planning system out of the firm and return to older, less radical methods of decision-making... Resistance to change is not limited to the introduction of strategic planning. It occurs whenever organizational change entails a break in established behavior, criteria and management structure. Thus, significant strategic changes cause resistance not only to planning, but to the entire process of change. This resistance is not an accident, but a fundamental problem that deserves attention along with the formulation of the strategy itself.”
Resistance to the strategic management process is difficult to avoid, since the main factor of resistance is the organization's employees. Consequently, at the stage of strategy implementation, it is necessary to take into account the goals of all groups that associate their interests with the existence and activities of the organization, and above all the interests of members of the workforce. This is only possible if the interests of the organization’s employees are respected, i.e. when implementing social strategies within the framework of a unified corporate strategy of the enterprise.
It is clear that if one group of social strategies, influencing the level of “social development of the organization,” should be carried out by the organization independently, then the other, aimed at developing social infrastructure, should be carried out jointly with other enterprises, communities and institutions with the support of local authorities.
Analyzing the experience of strategic planning at Russian enterprises, G.B. Kleiner considers it advisable “...to begin systematically developing a strategy in a cluster-based manner. It is better to develop large blocks of strategy (which do not contain commercial secrets) not in isolation at one enterprise, but in close contact and synchronously with a group of other enterprises included in its environment. We can talk either about network partners, or about a group of geographically close enterprises, say, enterprises of the same city (village). Such group development of certain types of strategy (for example, product-market or social) could significantly reduce organizational costs, increase the realism and effectiveness of the strategy, as well as the degree of compliance with the mutual expectations of network agents. The procedure for the group formation of an integrated strategy should include the participation of enterprise teams in the process and contribute to their reaching a new level of internal balance and the formation of a favorable position in the market environment.”
Of course, the implementation of social strategies requires a significant investment of time and resources, the benefits of which may not appear immediately. In this case, a strong argument in favor of the development and implementation of social strategies can be the determination of their significance in increasing production efficiency.
Samoylyuk Tamara Andreevna, senior lecturer, Siberian State Geodetic Academy, Novosibirsk, Russia
Publish your monograph in good quality for only 15 rubles!
The basic price includes text proofreading, ISBN, DOI, UDC, BBK, legal copies, uploading to the RSCI, 10 author’s copies with delivery throughout Russia.
Moscow + 7 495 648 6241
Sources:
1. Kuznetsova O.O. Humanization of labor as one of the factors ensuring innovative development of the Russian economy // Collection of reports on the results of the international scientific and practical conference, Moscow, March 29 - April 9, 2010 / Under the general editorship of prof. Melnikova O.N. - M.: Creative Economy, 2010 – 384 pp.: ill. - c. 322-324. - http://www..
2. Chernikova S.A. Innovative approaches and prospects for the development of agricultural education in the Perm region // Formation of the humanitarian environment at the university: innovative educational technologies. Competence-based approach. - 2013. - T. 1. - P. 267-273.
3. Krainov N.N. Humanization of social and labor relations // Creative Economy. - 2011. - No. 4 (52). - c. 67-70. - http://www..
4. Aslanov D.I. Humanistic paradigm of a market economy // Creative Economy. - 2011. - No. 10 (58). - c. 50-55. - http://www..
