Lectures on economics and sociology of labor. Theoretical foundations of the discipline "economics and sociology of labor
7th ed., supplement. - M.: Norma, 2007. - 448 p.
The textbook was prepared in accordance with the exemplary program of the discipline "Economics and sociology of labor", approved by the Ministry of Education of the Russian Federation.
The author proceeds from concepts that are fundamental for both the economy and the sociology of labor: quality of life, human needs and potential, efficiency, motives, working conditions, justice, income distribution.
The textbook uses the results of work carried out by the author with the financial support of the Soros Foundation, the Russian Foundation fundamental research, Ministry of Education of the Russian Federation.
For students, graduate students and teachers of economic universities and faculties, specialists in enterprise management.
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Content
Preface to the seventh edition 10
Preface to the first edition 11
Chapter 1. Subject and methodology of the course
1.1. Initial concepts: need, benefit, resources, efficiency, norm, property, labor, quality of life, socio-economic system, income, capital 13
1.2. Labor as a process and as an economic resource 20
1.2.1. The essence of the labor process 20
1.2.2. Labor in the system of economic resources 24
1.3. General characteristics of human resource management activities of socio-economic systems 27
1.4. The structure of the sciences of labor and personnel. Their relationship with other sciences 30
1.5. Methodology for a comprehensive study of economic and social problems labor 38
Basic concepts 42
Test questions and research topics 42
Chapter 2 The quality of life
2.1. The structure of the human model in socio-economic systems 43
2.2. The concept of quality of life 45
2.3. Goals, values and human nature 47
2.3.1. On the meaning and purpose of life 47
2.3.2. Value system and human nature 52
2.4. Dynamics of civilization development processes 58
2.5. The evolution of ideas about indicators of quality of life 66
2.6. Improving the quality of life as a national idea and the goal of the activities of government bodies 71
Basic concepts 74
Test questions and research topics 74
Chapter 3
3.1. The history of the problem, or why A. Maslow did not build a pyramid of needs 75
3.2. Needs structure model 79
3.2.1. Model 79 Requirements
3.2.2. Needs of Existence 79
3.2.3. Needs to achieve goals in life 82
3.3. Dynamics of needs 86
3.3.1. Psychological aspect 86
3.3.2. Synergy aspect 87
3.3.3. Marginalist aspect 88
3.4. Principles of the general theory of needs 90
Basic concepts 92
Test questions and research topics 92
Chapter 4. Human Potential
4.1. Concepts: labor force, human capital, labor potential 93
4.2. Components of labor potential 94
4.2.1. Health 94
4.2.2. Morality 101
4.2.3. Creativity 109
4.2.4. Activity 112
4.2.5. Organization and assertiveness 115
4.2.6. Education 116
4.2.7. Professionalism 117
4.2.8. Working time resources 118
4.3. Prerequisites for Realizing Human Potential 120
4.4. The quality of the population of the country and the personnel of the enterprise 122
Basic concepts 126
Test questions and research topics 126
Chapter 5
5.1. Types of motives 127
5.2. Ends-Means Matrix 131
5.3. The structure of motivation systems 133
5.4. About motivation theories and management styles 136
5.5. Schematic diagram of the motivation of effective production activities 140
Basic concepts 142
Test questions and research topics 142
Chapter 6. Efficiency of economic activity
6.1. Structure of economic resources 143
6.2. Components of human activity 144
6.3. Essence and indicators of labor efficiency 150
6.3.1. The main aspects of the concept of "efficiency" 150
6.3.2. Labor productivity and profitability 151
6.4. The theorem on the profitability of labor components and its consequences 158
6.5. Creativity is the main source of profit in the economy of the XXI century 162
6.6. The effectiveness of investments in human capital 170
Basic concepts 173
Test questions and research topics 174
Chapter 7. Basic concepts of labor organization
7.1. Types and boundaries of the division of labor 175
7.2. Production, technological and labor processes 177
7.3. Working conditions 181
7.4. Workplace. Structure of the production operation 183
7.5. Classification of working hours 187
7.6. The system of norms and labor standards 192
7.7. The structure of tasks for optimizing labor processes and labor standards 203
7.8. Labor regulation methods. Compliance rate 207
Basic concepts 210
Test questions and research topics 211
Chapter 8
8.1. General characteristics of methods for studying labor processes and the cost of working time 212
8.2. Timing 215
8.3. Working time photo 221
8.4. Analysis of the structure of working time by the method of momentary observations 225
Basic concepts 230
Test questions and research topics 231
Chapter 9
9.1. Structure of regulations 232
9.2. Requirements for standards and the main stages of their development 237
9.3. Methods for establishing normative dependencies 240
9.4. Differentiated and consolidated standards 245
Basic concepts 252
Test questions and research topics 253
Chapter 10. Optimization of the number and structure of personnel
10.1. The structure of time standards and the sequence of establishing labor standards 254
10.2. Principal schemes for determining the number of personnel 259
10.3. Analysis of the forms of interaction of production elements in the calculation of population standards 260
10.4. The structure of optimization problems for service rates and headcount 262
10.5. General task optimization of the division of labor and headcount 265
10.6. Methods for optimizing the division of labor and the number of personnel in production systems 270
10.6.1. Cyclic processes 271
10.6.2. Non-cyclic processes 276
10.6.3. Multiphase systems (method of optimizing the division of labor for equipment maintenance) 280
Basic concepts 282
Test questions and research topics 282
Chapter 11
11.1. Principles of income generation in a market economy 284
11.2. Statistical Analysis of the Distribution of Personal Income 290
11.3. The structure of the income of an employee of the enterprise 297
11.4. Forms and systems of wages 306
11.5. Payroll calculation 309
11.5.1. Structure of wage funds 309
11.5.2. Methods for calculating regulatory wage funds 311
11.5.3. Calculation of incentive funds 316
11.6. Optimization of the structure of income of employees of the enterprise 318
11.7. On the essence of wages, or what is traded in labor markets 321
11.8. Models of formation of incomes of social groups of the enterprise 328
11.8.1. Social groups of the enterprise by sources and types of income 328
11.8.2. The relationship of market and organizational factors in setting wage rates at the enterprise 330
11.8.3. Opportunities for optimizing the distribution of enterprise income 334
11.9. Motivation models for the effective operation of an enterprise and its divisions 338
Basic concepts 341
Control questions and research topics 342
Chapter 12. Social and labor relations
12.1. General characteristics of social and labor relations 343
12.2. The problem of alienation 347
12.3. Theoretical basis and prerequisites for social partnership 350
12.3.1. Principles and experience of organizing social partnership 350
12.3.2. Opportunities for harmonizing the interests of social groups at Russian enterprises 356
12.4. Justice 359
12.5. Synergetic analysis of models of human interaction in production systems 364
12.6. Professional ethics 367
12.6.1. Morality Efficiency 367
12.6.2. General and particular in professional ethics 371
12.7. Problems of deviant behavior in enterprises 375
Basic concepts 380
Test questions and research topics 380
Chapter 13 Human Resource Management Systems
13.1. The structure of human resource management systems 381
13.2. Labor Market and Employment Management 385
13.2.1. Main characteristics of the labor market 385
13.2.2. Unemployment 388
13.2.3. Employment management 394
13.3. Productivity and payroll management 398
13.3.1. Interrelations between the problems of productivity, wages and the technical level of production 398
13.3.2. Why the levels of productivity and wages in Russia are significantly lower than in developed countries 404
13.3.3. Institutional prerequisites for increasing productivity and wages as a result of the development of new technologies 407
13.3.4. Managing the dynamics of productivity and wages at the enterprise 412
13.4. Principles for improving the management of human resources of enterprises 416
13.4.1. Kinds organizational change 416
13.4.2. The essence of transformations in the management of human resources of enterprises 419
Basic concepts 424
Test questions and research topics 425
Literature 426
Appendix. Brief description of the author's scientific results used in the textbook 435
Information about the author 442
Summary 442
Contents 443
Ivanova Natalya Alekseevna, Zhulina Elena Gennadievna
Economics and sociology of labor. Crib
Ivanova Natalya Alekseevna - Art. Lecturer at the Department of Finance and Credit
Zhulina Elena Gennadievna - Art. Lecturer at the Department of Finance and Credit
1. The subject of the sociology of labor
Work is the basis of the life of society and each of its members, enterprises, organizations: Labor is a multifaceted phenomenon. Traditionally, the concept of "labor" is defined as the purposeful activity of people aimed at creating material and cultural values.
Labor is not only an economic, but also a social category, since in the process of labor, workers and their groups enter into certain social relations, interacting with each other. In the process of such interaction, the states of these social groups and individual workers change.
Objects and means of labor do not function as such if they are not included in the process of living labor, which is the unity of people's relations to nature and relations between the participants in the process, that is, social relations. Therefore, the labor process is not just a mechanical combination of its three main components, but an organic unity, the decisive factors of which are the person himself and his labor activity.
social relations- this is the relationship between members of social communities and these communities about their social status, lifestyle and way of life, and, ultimately, about the conditions for the formation and development of the individual, and a variety of social communities.
Social relations are determined by labor relations, since employees are included in labor activity, regardless of who they will work next to. Later, however, the employee manifests himself in his own way in relationships with other members of the workforce. Thus, social relations are formed in the working environment.
Social and labor relations exist in inextricable connection and interaction, mutually enrich and complement each other. Social and labor relations make it possible to determine the social significance, role, place, social position of an individual and a group. Not a single group of workers, not a single member of a labor organization can function outside of social and labor relations, outside of mutual obligations in relation to each other, outside of interactions.
In the process of labor, the goals of the subjects of labor relations are realized. An employee is included in the labor process in order to receive income in the form of wages for the performance of specific types of work. For many workers, work is a means of self-expression and self-realization of their labor and human potential, a means of achieving a certain social status in the workforce and in society.
The owners of the means of production (employers), organizing and carrying out the labor process, realize their entrepreneurial potential in order to receive income in the form of profit. Therefore, the stumbling block is income from labor activity, the share of this income attributable to each subject of social and labor relations. This defines the contradictory nature social labor.
Sociology of labor is a study of the functioning and social aspects of the labor market. The sociology of labor is the behavior of employers and employees in response to economic and social incentives to work.
That's why subject of the sociology of labor is the structure and mechanism of social and labor relations, social processes and phenomena in the world of work. The sociology of labor studies the problems of regulating social processes, motivating labor activity, labor adaptation of workers, stimulating labor, social control in the sphere of labor, uniting the labor collective, managing the labor collective and democratizing labor relations, labor movements, planning and social regulation in the sphere of labor.
2. The subject of labor economics
The subject of labor economics is a system of socio-economic relations that develop in the process of labor activity between the employer, employee and the state regarding the organization of labor.
Market economy principles are actively implemented in the field of attracting and using labor force, social and labor relations, organization and remuneration of labor, as well as the formation and use of workers' incomes and improving the standard of living of the population. Labor economics studies the socio-economic problems of labor, the problems of ensuring the efficiency and productivity of labor on the basis of its scientific organization. The most important aspect is also the study of a person's attitude to work, the formation of job satisfaction in the system of social and labor relations that take shape at various levels of the economy.
Labor activity a person is characterized by many qualitative parameters. When organizing the labor process, it is necessary to take into account not only the economic interests of the subjects of labor relations, but also psycho-physiological, biological, moral and social factors and characteristics of the working person. Ultimately, all this necessitates the development and formation of scientific foundations for the organization of both individual and social labor, the development general rules, norms and standards of labor activity.
Currently, labor economics is studying the problems of the formation and effective use of the labor potential of society based on the rational application of economic laws for the development of production, distribution, exchange and consumption.
The main problems of studying labor economics are:
1) study of the scientific foundations of labor organization;
2) analysis of the formation and use of human capital and labor resources in the organization and in society as a whole, the reproduction of the labor force;
3) study of the essence and content of the labor market, problems of employment and unemployment;
4) disclosure of the main theories of labor motivation, the essence of needs, interests, motives and incentives to ensure high labor activity of employees;
5) consideration of the organization of remuneration, its forms and systems, wage differentiation due to both the qualitative characteristics of the labor force and differences in working conditions;
6) determination of the essence of the concepts of efficiency and labor productivity, factors of their dynamics and growth reserves; consideration of indicators and methods for measuring labor productivity;
7) disclosure of the essence and content of the organization of labor at the enterprise, analysis of its main constituent elements: division and cooperation of labor, organization and maintenance of jobs, working conditions and work regimes, rest, labor discipline, labor rationing;
8) definition of the main groups labor indicators at the enterprise;
9) study of the essence, types and content of social and labor relations and their regulation by the state.
Labor economics includes theoretical and practical issues of labor relations, considered from the point of view of the nature of their occurrence, valuation and impact on performance. The management of labor relations in society is aimed at regulating the price of labor by establishing labor legislation, influencing employment, ensuring social partnership relations, normalizing working conditions, and increasing labor productivity.
Thus, labor economics as a science studies the socio-economic relations that develop in the process of production, distribution, exchange and consumption of labor, the provision of conditions for productive labor and its protection.
3. Relationship between the sociology of labor and the labor sciences
The system of labor sciences includes many diverse and relatively independent disciplines.
Sociology of labor studies "the behavior of employers and employees in response to the action of economic and social incentives to work", the relationship of social groups in the labor process, focuses on the demographic differences of people, on differences in their education and qualifications, on the peculiarities of upbringing and political views, religion and social position.
The variety of labor sciences is due to the specifics of those labor problems that are the object of study of each of them.
Subject labor economics is a system of socio-economic relations that develop in the process of labor activity between the employer, employee and the state regarding the organization of labor. Labor economics studies the socio-economic problems of labor, the problems of ensuring the efficiency and productivity of labor on the basis of its scientific organization.
Federal Agency for Education State Educational Institution of Higher Professional Education Vladimir State University V.A. YASTREBOV COURSE OF LECTURES ON THE DISCIPLINE "ECONOMY AND SOCIOLOGY OF LABOR" Edited by Doctor of Economics, Professor Yu.A. Dmitrieva Vladimir 2008 UDC 331+316.334.22 LBC 65.24+60.561.23 Ya85 Reviewers: Candidate of Economic Sciences, Associate Professor Head. Department of Finance and Credit of the Vladimir Institute of Business E.I. Raykhelson Candidate of Economic Sciences Professor of the Vladimir branch of the Russian University of Cooperation A.P. Trutnev Published by decision of the editorial board of the Vladimir State University Yastrebov, VA A course of lectures on the discipline "Economics and sociology of labor" / VA Yastrebov; Vladim. state un-t. - Vladimir: Publishing house Vladim. state un-ta, 2008. - 84 p. – ISBN 978-5-89368-899-3. Covers all the main methodological elements of the studied discipline. Lectures are presented on the topics: "Object, subject and methodology of the discipline", "Quality of life, needs and potential of a person", "Efficiency and motivation of labor", "Organization of labor processes", "Research of labor processes and working hours", "Management of human resources”, “Optimization of labor processes and income distribution”, “Peculiarities of labor organization in industry and research organizations”, “Social and labor relations of employees of organizations”. Each topic has a set of tasks, questions and tests. Designed for 2nd year students of the specialty 080801 - applied informatics in economics, students of the 3rd - 4th courses of the specialty 080507 - management of the organization of daytime education. Il. 2. Bibliography: 8 titles. UDC 331+316.334.22 LBC 65.24+60.561.23 Vladimir State University, 2008 ISBN 978-5-89368-899-3 2 FOREWORD One of the most important areas for improving the efficiency of the national economy is applied informatics. Future specialists in this field should gain knowledge and certain skills in calculating socio-economic processes. And since the fundamental factor of these processes is human labor, the importance of applied informatics in improving the efficiency of the national economy increases many times over. The socio-economic component of labor has a dynamic, multi-variant nature and a direct or indirect connection with almost all studied disciplines of the natural and socio-economic blocks of science, starting with the effectiveness of knowing the problems of discipline, acquiring skills in calculations and ending with the application of this knowledge in practical activities. The purpose of studying the discipline "Economics and sociology of labor" is to gain knowledge in one of the most difficult areas of the economy related to labor and especially its social orientation. Only the effective use of labor and knowledge of its specifics will allow in all areas of human activity in society to achieve results at the lowest cost in the shortest period of time. The tasks of studying the discipline: - development of the conceptual apparatus; - the formation of their knowledge about labor in the system of the conceptual apparatus of the socio-economic direction; - theoretical study of the economic essence of living labor; - development in practice of methods of economic calculations of the efficiency of the use of labor; - practical application of knowledge about ways to improve the efficiency of individual and social labor. For the best organization work and orientation of the student in the sequence and volume of studying the discipline, the course of lectures includes the curriculum and thematic plans, guidelines for practical exercises in problem solving (see appendix). The study of the theoretical part of the discipline in lectures involves consolidating the material on topics practical exercises by discussing issues, solving applied problems and answering tests included in the structure of the course of lectures. To solve problems, the necessary methodological material is given. Some of the listed elements of practical 3 classes can be used by teachers in ratings to test students' knowledge at various stages of studying the discipline. As one of the methods for checking the assimilation of educational material by students, independent creative development by students of verification tasks and rating tests is considered (examples of such student developments are given). By discussing the proposed questions, solving applied problems and answering test questions, students learn to apply various economic methods in the field of efficient use of labor and independently analyze and evaluate the surrounding social reality. The proposed methodological recommendations allow the student to independently check the quality of mastering the material being studied, and the teacher to objectively assess the level of his knowledge. The course of lectures is the result of the analysis of the methodological material of a number of educational publications, the creative development of the material of practical classes and test tasks. It is structured and logically systematized in a certain sequence and consists of six topics. Each topic is preceded by an introduction that reflects the main issues and the logic of their disclosure. Next, the content of the topic is revealed, followed by exercises and a conclusion. The exercises may include questions, tasks, or tests, depending on the content of the topic and the teacher's preferences. In case of possible difficulty in solving problems or answering test questions, they can be submitted for group discussion. The course of lectures was prepared in accordance with the program for the specialties 080801 - applied informatics in economics, 080507 - management of the organization, as well as for general economic specialties as a meta-theoretical complex of issues of economics and sociology. The discipline "Economics and sociology of labor" is directly or indirectly related to the disciplines: "Economics of the enterprise", "Economics and organization of production", "Social forecasting", "Personnel management", etc. The author-compiler expresses special gratitude to Professor Yu.A. Dmitriev, a well-known specialist in the field of research and practical implementation of the labor and social processes of the national economy, for conducting an objective and valuable work on editing this publication. 4 Topic 1. OBJECT, SUBJECT AND METHODOLOGY OF STUDYING THE DISCIPLINE It is labor, and labor is not always interesting, but always meaningful and useful, that is the greatest engine of the mental and moral development of man and mankind. K.D. Ushinsky Introduction The variety of definitions of the concept of "labor" reflects its essence, significance and role in the economic and social environment. The bearer of living labor is a person, and since he is an integral part of society, the object of study of the discipline is society (collective), and the subject of study is human activity (his work). Topic content: socio-economic definition and content of the concept of "labor" as a subject of study; the formation of the science of labor and its connection with other sciences; metatheoretical nature of the science of labor. The objectives of the study of the topic: knowledge of the socio-economic essence and significance of human labor as a member of society; revealing the connection of the science of labor with other sciences of the socio-economic block; understanding that the science of labor is interdisciplinary in nature. Socio-economic definition and content of the concept of "labor" as a subject of study The multifaceted economic significance of labor and its role in society created the prerequisites for its multifaceted definition. World-famous scientists-philosophers, economists, sociologists gave comprehensive definitions of the concept of "labor". The most famous and accurate include the definitions of A. Marshall, W.S. Jevons. Noteworthy from a socio-economic point of view is the definition of V. Inozemtsev: "Labor is an activity carried out under the direct or indirect influence of external material necessity." The isolation of the forced, painful side of labor is due to the fact that for hundreds of years material wealth was the result of the efforts of the lower strata of society (slaves, serfs, proletarians, peasants), who worked 12-15 hours a day for meager remuneration. At the same time, 5 Alfred Marshall, as an adherent evolutionary development society considered the costs of production as efforts and sacrifices on the part of the worker and capitalist: for the worker - the expenditure of his own labor power, the rejection of a pleasant pastime, the severity of labor, the unpleasant sensations that accompany it; for the capitalist - the need not to consume most of the profit (income), but to invest in production at a risk to himself. It is no coincidence that in many languages of the world the words "labor" and "difficult", "work" and "slave" have common roots. According to the well-known definition of Aristotle, "a slave is an animate tool, and a tool is an inanimate slave." The structure of society has constantly evolved, the structure of the population and the labor force has changed. Now the predominant part of the population in developed countries are scientists, doctors, teachers, engineers. The share of workers and peasants is 1/3 (England, France, Germany). Knowledge workers are mostly engaged in creative activities, creating everything new and making a significant contribution to increasing national wealth. Creative activity is the desire of an individual to realize himself in a free, independent of external material conditions of activity. In the economic aspect, creative labor should be recognized as one of the types of independent labor, which, like other types, has its own psychological characteristics. Considering the essence of labor, it is necessary to single out the trinity of its aspirations: purpose, content, motives. The goal is human development and the production of goods. Content is the meaningful transformation of resources. Motives are the reasons that motivate a person to work. Formation of the science of labor and its connection with other sciences The sciences of labor began to take shape in the second half of the 19th century. Research on labor was initiated by the American engineer Frederick Taylor, the founder of the science of management at the micro level. Coming from a wealthy family of a lawyer, in 1874 he graduated from Harvard Law College, but due to deterioration of his eyesight, he could not continue his studies and got a job as a press worker in the industrial workshops of a factory in Philadelphia. Ability and education allowed him to quickly move up the career ladder, and from 1895 he engaged in research in the field of labor organization. F. Taylor comes to the conclusion that workers need to set not only the time for performing work, but also the time for rest. In the future, a whole direction was formed - the scientific organization of labor, then other private directions began to appear: the rational organization of labor, the theory of labor organization; labor organization, etc. Within the framework of the science of labor, relatively separate sections began to be distinguished: labor rationing; wage; professional selection of personnel, etc. Since the 70s. of the last century in Russia, the ethical aspect in personnel management has become noticeable. Collaboration, tolerance (tolerance), and benevolence are becoming widespread in production teams. In modern conditions, the aspiration for material and career success has been added to the listed features of work. In an effort to improve the efficiency of labor in the science of labor, the following private problem areas have been formed: labor productivity; human capital (a set of human qualities); working conditions; design of labor processes (selection best ways performance of work, their distribution by performers, etc.); regulation of labor; headcount planning; selection, training and certification; motivation (a process that encourages a person to fruitful activity); income generation and wages; labor markets and performance management; personnel marketing; personnel controlling (planning, recording and monitoring of labor indicators at operational, tactical and strategic levels); physiology and psychology of labor; ergonomics, etc. Metatheoretical nature of the science of labor The studied discipline considers the economics and sociology of labor in an integrated way, in the aggregate. The economic sciences in the historical period developed independently of sociology and considered production relations in terms of their effectiveness, out of touch with the state of the worker and social processes. However, studies by a number of economists have shown that a holistic perception of economic and sociological sciences allows us to more objectively and reasonably consider the concept of sustainable development of the national economy. When studying the discipline, it is advisable to proceed from the concept of metatheory. Metatheory is the science about science, i.e. a system of principles, methods and axioms in a certain field of knowledge. Metatheory is an approach in research, according to which economic sciences can fruitfully develop only within the framework of the system of social sciences. This concept was first proposed by the German mathematician D. Hilbert. In accordance with the metatheoretical approach, economic sciences should be considered as a subsystem of the complex of sciences about society, human behavior, the environment, and as the key to answering questions and solving problems of society. In the study and objective perception of the processes of interaction between people in industrial relations, synergetic approaches can play an important role. The content of the concept of "synergetics" is revealed in different ways depending on the direction of research. Synergetics (gr. synergeia - assistance, cooperation, complicity) is an interdisciplinary area of scientific research that studies the general patterns of the processes of transition from chaos to order and vice versa. This term was introduced in 1969 by the German theoretical physicist G. Haken. In theology, the term "synergy" means the relationship of man and God in prayer. The American mathematician S. Ulam, one of the creators of the first computers, wrote about the synergetic relationship between machine and man. The economics and sociology of labor is one of the few sciences that comprehensively studies the economic and sociological aspects of human activity. Such an integrated approach is due to the fact that the rational use of human resources involves the achievement of two interrelated goals: the creation of working conditions and the development of human abilities in labor activity; increase in labor productivity. Exercises The practical session (2 hours) is conducted in the form of a workshop and includes the following questions for discussion. 1. Understand the socio-economic content of the concepts of "labor" and "creativity", give examples and relevant situations from the surrounding real life and people's activities. 2. What is the object and subject of study in this discipline? What is its connection with other disciplines and what are the research methods? 3. What determines the quality of human life? What is the importance of consumption for a person? What are its limits and directions? 4. What forms and activates a person's potential? As a control (written) work with a rating test, students can be asked the following questions. 8 1. Define the concept of "labor". Explain and argue the significance and place of labor in social processes. 2. Expand the historical and semantic content of the concept of "labor". 3. Explain the dependence of the dynamics of the structure of society and qualitative changes in the category "labor". 4. List the types of labor known to you. What is the effectiveness of each of them. 5. Describe the characteristics of creative work. 6. Define creative work. To what extent is creative work inherent in different groups of the population? 7. Describe the manifestations and significance of creative work for the national economy. 8. Is there a connection and interdependence between economic freedom, activity and creative work of a citizen (argue)? 9. What are the main areas of work. 10. Describe the main areas of labor activity. 11. Give a definition and description of the object and subject of study of the course "Economics and sociology of labor." 12. Describe the initial stage of the formation of the science of labor and its private areas. 13. List and disclose the content of separate sections of the science of labor. 14. List and reveal the essence of the problem areas of labor science. 15. How would you explain the relationship between economics and sociology in the system of the national economy? 16. Expand the content of the phrase "sustainable development of the national economy." What is the role of labor in this development? 17. Define the concept of "metateory" and characterize its significance in the study of the science of labor. 18. What is synergetics and what is its significance in the study of labor science? 19. What goals are pursued by society when using human resources? 20. Name the main activities for human resource management in society and at the enterprise. 9 Conclusion Labor is always associated with certain internal efforts and certain internal and external violence. Creative work also requires effort and violence, but not external, but internal. The use of labor, its ordering and classification create conditions for the emergence of narrow (specific) scientific areas that are directly related to other sciences of the natural and socio-economic blocks. Various methods are used to study, analyze and study these relationships. Theme 2. QUALITY OF LIFE, HUMAN NEEDS AND POTENTIAL One of the needs deeply rooted in human nature is the desire for freedom of choice of occupations and their diversity. A. Bebel Introduction The main and determining force that encourages a person to develop is the satisfaction of needs. The level of their satisfaction determines the quality of life, and it, in turn, reflects the total potential of human activity. The cumulative concept of "quality of life" is characterized by the indicator "standard of living", i.e. by comparing what is available with a certain reference level. Topic content: the concept of quality of life. The system of values and human nature; human needs as the basis of its development; human potential and its structure. The objectives of the study of the topic: knowledge of the socio-economic content and essence of the concept of "quality of life"; determination of indicators characterizing the quality of life, establishing its connection with the level of satisfaction of human needs; analysis of the socio-economic nature of man and his priorities in the system of social values. The concept of quality of life. The system of values and human nature The quality of life is a set of characteristics that reflect the conditions of human life. Currently, there is no unified system of indicators of the quality of life in economics 10. In principle, the quality of a person's life depends mainly on two parameters - material well-being and the level of his culture. The conditions for the quality of life include: material security (food, clothing, housing, etc.); security; availability of medical care; the opportunity to get an education; the state of the environment; social relations in society. However, it is necessary to realize that the quality of life does not lie in the conditions in which the existence and activity of a person takes place, but in the ability of a person to use these conditions. Even with the highest and most complete set of conditions, a person who does not have the opportunity to use them may be at the lowest level of quality of life. At one time, Aristotle stated: "The goal of the state is a joint promotion to a high quality of life." (Quoted from: Sen A. On ethics and economics. M .: Nauka, 1996. P. 18). In the general concept of "quality of life" it is necessary to highlight the conditions in which human activity takes place. They are called the quality of working life (activity), or working conditions. These include: characteristics of the workplace; production environment (temperature, humidity, atmospheric pressure, etc.). The quantitative value of the quality of life can be assessed through its level. The standard of living of the country's population is understood as a set of living conditions: work, life, leisure, which correspond to the achieved level of development of the country's economy. Private indicators of the standard of living include: the level of all types of labor income; the level of taxes; retail price index; per capita consumption; duration working week; government spending on education, health care, social Security and social insurance, etc. The standard of living of the population is directly related to the level of its culture. The quality of life is assessed by comparing the actual standard of living with some reference (standard). Standards can be expressed in the form of norms, standards, rules, customs, traditions. Thus, the quality of life is characterized by a measure of satisfaction of human needs in relation to norms, traditions and customs. However, the quality (conditions) of life can be determined by various meanings and goals of life. Meaning is the inner meaning of something. The most common understanding of the goal as the subject of some desire, aspiration, i.e. as an object of significance to a person or group of persons. A significant number of philosophers studied the concepts of the meaning and purpose of life: Aristotle, Epicurus, Marcus Aurelius, D. Hume, A. Schopenhauer, L. Tolstoy, F. Dostoevsky, and others. Various scientific schools studied the meaning of life in different planes. Russian thinker S. Frank (1877 - 1950) wrote about what needs to be done, how to improve life so that it becomes meaningful. He was concerned about the state of spirituality, tried to show the ways of "saving" the individual in a mass society, the depreciation of basic humanitarian values (the period of the October Revolution of 1917). The German philosopher A. Schopenhauer noted that the sages of the Western world write about the moderation of material wealth, the awareness of the vileness of striving for wealth and fame as the meaning of life. He himself was convinced that there are only three values in the world: youth, health and freedom. The goals of a person's life predetermine the direction of his activity in various fields labor and use of free time. The English economist A. Marshall (1842 - 1924), entering into a debate with a number of economists of that time who argued that people live to work, and do not work to live, wrote that a person, due to his organic structure, quickly degrades if he you don’t have to overcome anything, do hard work, etc. Ultimately, philosophers agree that the meaning and goals of life lie in the accumulation of the forces of good, without which all other affairs become meaningless and harmful (for the first time this idea was expressed by the Russian scientist S. Frank). It is the forces of good that make it possible to defeat enemies, solve complex scientific problems, and so on. Good characterizes the actions of a person from the point of view of his spiritual exaltation and moral perfection. This requires personal spiritual development. The Austrian psychotherapist Viktor Frankl, after going through the Auschwitz camp, wrote: “I saw the meaning of my life in helping other people find the meaning of their lives.” (Quoted from: Enkelman N. The power of motivation. M .: Intereksport, 1999. P. 18). The problem of the meaning of life is expressed by Frankl through three groups of values: values associated with human activity (the desire for creativity, satisfaction with the work done); values of experiences (perception of beauty in all its forms - nature, music, etc.); values of relationships (a person helps others in the most difficult moments of his life). 12 The meaning of life, the system of values - these concepts are associated with man and his nature. Human nature was one of the main themes of the philosophy of the XVII - XVIII centuries. Research in this direction was carried out by D. Hume, A. Smith, J.J. Rousseau and others. Most philosophers agree that both good and evil coexist in man; altruism and selfishness. Human nature also occupied a large place in the studies of Sigmund Freud (1856 - 1939, an Austrian doctor and psychologist, the founder of psychoanalysis). For economists, human nature is interesting from the point of view of the sources of its production activity. In science, there is a wide variety of points of view on the nature of man and his destiny. Summarizing them, we can distinguish the following main goals of human activity: material wealth, power and glory, knowledge and creativity, spiritual improvement. The behavior of most people in society is determined by a combination of different goals: material wealth and power or material wealth, power, creativity, fame. The formation of human life goals depends on many factors: individual characteristics of a person; family traditions; life experience; public relations. Human needs as the basis of his development A need is a need for something that is objectively necessary for the maintenance and vital activity, development of an organism, human personality, family, social group, society as a whole. A. Einstein wrote in 1930: "Everything that is done and invented by people is connected with the satisfaction of needs." (Einstein A. Science and religion // Albert Einstein about himself / J. Wickert. Ekaterinburg: Ural LTD, 1999. P. 281). The problem of needs is closely connected with the psychological, economic and natural sciences. However, until recently, needs have been studied autonomously and piecemeal. A. Maslow (1908 - 1970, American psychologist, author of the most famous theory of motivation) defined motivation as "the study of the ultimate goals of a person." He created a classification of needs in the form of a pyramid. In the pyramid (top up), the needs are distributed in ascending order, in a hierarchical order: physiological; security; involvement; confessions; self-expression. Scientists have put forward other groups of needs. Studies of the problem of needs provide grounds for the formation of a specific model of the structure of needs. The model of the structure of 13 needs should take into account: the entire range of needs (completeness requirement); individual characteristics of people (their goals, values); priorities and levels of satisfaction of needs; the dynamics of the formation of needs, which determines the mechanism of their connection. The needs of the model can be divided into two characteristic groups: the needs of existence; the need to achieve life goals. The needs of existence. This group mainly includes human needs for food, clothing, warmth, etc. This should also include the need for belonging (to society, a group). A person cannot exist for any length of time without a team, a family, and so on. In the group of subsistence needs, levels can be distinguished: minimal - ensures human survival; basic - provides the possibility of the emergence of needs that correspond to the main goals of human life. Needs to achieve the goals of life. They can be classified into four groups: material; social; intellectual; spiritual. Material needs that exceed the basic ones for a certain group of the population are the needs for luxury. At the same time, the concept of luxury is conditional. What is considered a luxury for one group of people is the norm for another. Social needs can be classified into egoistic (freedom, power, fame, recognition, respect) and altruistic (charity, love for children, parents, people). Intellectual needs are the needs for knowledge and creativity. Spiritual needs are expressed in spiritual perfection, faith, love for God, truth, truth. There are no clearly defined boundaries between the identified groups of needs. Human needs are dynamic (mobile) in nature. Three periods can be distinguished in the dynamics of needs: strategic; tactical; operational. The strategic period is formed over decades. A person is aware of the main goals of his existence, determines his abilities and the possibilities of their realization. The tactical period covers several months. A person clearly represents several of his needs, the satisfaction of which brings him closer to the goal. The operational period is measured in hours and days. At this time, a person is focused on satisfying one major need. All other needs remain only a background for achieving the main goal. 14 The whole variety of theories of needs can be summarized in the principles (lat. principium - basis) of the general theory of needs: 1) the duality of the classification of needs (the need for existence and the achievement of goals); 2) levels of satisfaction of needs: minimum; base; 3) hierarchy of needs; 4) the primacy of the needs of existence and the secondary nature of the needs of achieving goals; 5) interest ensures the transition from the needs of existence to the needs of achieving goals; 6) periodicity of strategic, tactical, operational needs; 7) limitedness (limitedness; studied in the theory of marginal utility) of the needs of existence and the unlimitedness of the needs of achieving goals (creativity, spiritual perfection). Human potential and its structure Potential is the working capacity of a person who has physical and spiritual abilities to participate in labor activity. The most important economic problem is the influence of human abilities (qualities) on labor productivity. Human participation in production processes is characterized by such concepts as labor force, human capital, labor potential. Under the labor force is understood the ability of a person to work, i.e. his physical and intellectual abilities, which can be used productively in production. The labor force is characterized by: indicators of health, education, professionalism. Human capital is considered as a set of human qualities that determines the productivity of his labor, and serves as a source of income that meets the needs of a person and his family. A person's ability to work effectively is determined by labor potential. The latter, in turn, is characterized by the psycho-physiological capabilities of a person to work in society; his communication skills; the ability to generate ideas; the rationality of his behavior; knowledge and preparedness; offers on the labor market. The labor potential must meet certain requirements that can be expressed quantitatively, and therefore, it is possible to calculate the level of labor potential of a certain group of workers in production (qi). The calculation is carried out according to the formula, qi=Kfi/Kеi where qi is the labor potential (quality) of the personnel of this group15 for the i-th component; Кfi – actual value of the i-th component; Kei is the reference value of the i-th component. The generalized (according to the totality of components) characteristic of the labor potential (personnel quality) is determined by the formula . Exercises A practical lesson on the topic (4 hours) involves reviewing and repeating the lecture material and solving a group of problems. As a control (written) work with a rating test, students can be asked the following questions. 1. What indicators (qualitative and quantitative) can characterize a person's life? 2. What characterizes the quality of human life? 3. List the most important conditions that determine the quality of life, briefly reveal their significance. 4. What characterizes the quality of a person's working life? 5. What is meant by the level of quality of life and how is its value determined? 6. What do you understand by the meaning and purpose of life and can they determine the quality (level) of a person's life? 7. How is the purpose of a person's life determined? 8. Is there a connection between the purpose and activity of a person's life? 9. What phenomena take place when the balance and imbalance of the results of human activity and his needs? 10. What is the meaning of human life according to scientists and in your opinion? 11. What groups of values are identified by the scientist V. Frankl? 12. What is meant by human nature? What contradictory features make up the social essence of man? 16 13. List and give brief description goals of human activity. 14. On what factors and how do the goals of human activity depend? 15. What is meant by human need and with what sciences is it associated (argument)? 16. What levels of needs are reflected in A. Maslow's pyramid and what is the meaning of the figure itself? 17. Define the socio-economic model. What does the structure of the model include (take into account)? 18. What are the necessities of existence? List and expand content. 19. What relates to the needs of achieving the goal? List and expand content. 20. What periods are distinguished in the dynamics of human needs? Is there a connection between them? 21. What principles of the general theory of needs do you know? List and describe. 22. Define the labor force and list its quality indicators. 23. Define the concept of "human capital". What is the condition for its formation? 24. Define the concept of "labor potential". What properties does it have? 25. Describe the labor potential, how can you calculate its level? Tasks 1. Calculate the implementation of the plan by the mechanical department in terms of labor productivity (in standard hours), if the labor intensity of processing part A is 1.2 standard hours, part B is 0.75 standard hours. Parts A were produced in fact 12 thousand pieces, according to the plan there should be 11.7 thousand pieces; parts B according to the plan - 14.7 thousand pieces, in fact - 15.2 thousand pieces. 2. At the enterprise, losses from marriage in the reporting period amounted to 5% of the cost of production with a headcount of 800 people. In the planning period, it is planned to reduce marriage by 25%. Determine relative savings the number of employees in the planned period. 17 3. There are four main factors that affect the lead time. Their quantitative value is estimated by three experts. Expert estimates: 4 5 6 7 3 1 10 12 3 2 6 7 Using the expert method, build a model using this matrix and determine the level of reliability of the coefficient of consistency of expert estimates, build a ranking series and a graph of factors. 4. Profitability of production is determined by two main factors. The quantitative influence of factors is estimated by three experts. Evaluation matrix: 7 6 7 9 16 49 Using the expert method, build a model using this matrix and determine the level of reliability of the coefficient of consistency of expert estimates, build a ranking series and a graph of factors. 5. Determine the overall level of labor productivity in the shop, including through the introduction of new technology, based on the following conditions. In the machine shop in the planned quarter, as a result of a number of measures, 15 people were released, including seven people due to the introduction of new equipment. For the production of the planned volume of products according to the production standards of the reporting quarter, 150 people are required. Conclusion Classical philosophical thought asserts that life manifests itself not in the course of life, but in its intensity. Feeling alive is the highest and most beautiful state available to a person. The activity of a person's life is largely determined by the quality of his life, which from a socio-economic point of view can be characterized by a system of specific indicators, through which you can purposefully manage people's activities. The quality of a person's life and his creative potential are determined by the degree of satisfaction of reasonable human needs. The dependence of a person on needs encourages him to be active. 18 Topic 3. EFFICIENCY AND MOTIVATION OF WORK What is the best food? The one you have earned. Mohammed Introduction Efficiency is a generalizing indicator that reflects the degree of correlation between the results of labor and its costs. The performance indicator characterizes both physical and mental work, both collective and individual work. The income derived from the realization of a person's abilities constitutes his capital. In order to develop and improve the efficiency of the use of this capital, funds are invested in it. A person is motivated to more productive work by motivating (stimulating) labor. Topic content: labor efficiency and its indicators; investment in human and intellectual capital. Intellectual property; motivation and incentive scheme for production activities. The objectives of the study of the topic: familiarization and assimilation of the socio-economic essence of the indicators of the effectiveness of physical and intellectual labor; analysis of the relationship between labor efficiency and investment in human capital and the dynamics of labor efficiency; identification of the existing specifics of means and methods of motivation for the final result of labor. Labor efficiency and its indicators Economic indicators are quantitative values that characterize various processes, levels and criteria economic use resources of the economic system. In production activities, it is customary to distinguish four types of resources: land; work; capital; entrepreneurial ability. The earth as a species includes Natural resources , i.e. the area of the site where the production is located, climate, forest, water reserves, energy resources, etc. Labor as a resource is usually characterized by the number of workers, their qualifications, and the performance of functions. Capital reflect the technical and economic performance of equipment, tools, materials, etc. Entrepreneurial abilities are manifested in the rational use of labor, land and capital, the ability to find and apply new technical, organizational, commercial ideas. When using economic resources, their owners receive income: rent (from land), wages (from the use of labor), interest (from capital), profit (from entrepreneurial activity). The work of any employee can be differentiated into two components: α - regulated labor (according to instructions, traditions, technologies); β - creative work, aimed at innovation, the creation of new spiritual and material benefits. α-labor can be both physical and mental. α- and β-labor are fundamentally different in terms of their impact on the formation of an enterprise's income. An increase in the final product due to α-labor is possible only with an increase in the number of employees, the duration of labor and its intensity. Due to β-labor, an increase in the volume of production is possible with constant or even decreasing costs of working time and labor intensity. This can be expressed by a mathematical relationship: vαi = f (xv), where vαi is the result of α-labor of the i-th type, xv is the cost of working time; vβ = f (xts, xа), where vβ is the result of β-work, xts are creative abilities, xа is activity. In economics, it is generally accepted to define the efficiency of activity by the following expression: results efficiency = costs. One aspect of this concept is Pareto efficiency: you cannot improve performance in any of the areas without worsening them in others. Pareto Wilfredo (1848 - 1923) - Italian economist and sociologist, a representative of neoclassicism. The results of economic activity are most often expressed in terms of production volumes and profits, so efficiency is best expressed in terms of productivity and profitability. Production productivity is generally determined by the formula P=Q/I, where P is productivity, Q is the volume of products (services) for a certain period of time, I is the cost of resources corresponding to a given volume of production. 20 When analyzing labor efficiency, the ratio of profit from a particular type of activity and the corresponding labor costs is essential. This ratio of V.V. Novozhilov called the profitability of labor: ri = (Di − Zi) / Zi , where Zi > Z*, ri is the profitability of labor of the i-th type, Di is the value added from the activities of the personnel of the i-th group, Zi is the cost of personnel of the i-th group, Z* is the minimum allowable value of Zi. For the scale of the country, Di corresponds to the share of national income received as a result of the activities of the i-th team (industry, sphere, etc.) So, for any inventor, subject to 100% net economic effect from the implementation of the invention and 20% of the royalties the profitability of labor will be: rout = (Dout − Z out) / Z out = (100 − 20) / 20. In the case of Di ≥ Zi, labor is profitable, with Di
BBK U9(2) + U9(2)212
Economics and sociology of labor: Guidelines for the implementation of the control work on the discipline for students absentee form specialty 080200 – Management”. - Bryansk: BSTU, 2015. - 44 p.
Developed by: L.V. Mysyutina,
(Minutes No. 04 dated 05.11.14)
FOREWORD
The discipline "Economics and sociology of labor" involves the study of objective laws and mechanisms of the market economy. It takes into account the achievements of foreign economic theory and practice in the field of social and labor relations, the experience of domestic enterprises. The course "Economics and Sociology of Labor" is based on the study of concepts that are fundamental to both economics and sociology. These include labor resources and labor potential, quality of life, human potential, efficiency, employment, the functioning of the labor market and its regulation, social and labor relations, motivation and stimulation of labor activity, income and their distribution.
The course deals with the theory and practice of labor organization, as well as the design and management of these processes at the enterprise level. In a market economy, the importance of these problems increases, since labor productivity is becoming increasingly important in a competitive environment, and both losses and gains associated with the organization of labor significantly affect the results of an enterprise.
The issues of organization, regulation and remuneration of labor at industrial enterprises are taken as a basis, but many issues are considered in an intersectoral aspect and can be applied in various fields of activity and to various categories of personnel.
The course contains a set of questions covering research, analytical, calculation and organizational work. The relevance of studying these issues of discipline is determined by the fact that the organization of labor is a factor in the efficiency of the enterprise, since the rational organization of labor ensures the achievement of better results, and the regulation and remuneration of labor, being part of its organization, also contribute to improving the efficiency of the enterprise.
The purpose of studying the discipline is to get acquainted with the most important phenomena of the economy and show the changes that are taking place in the social and labor sphere. At the same time, the main attention is paid to the problems of improving the quality of labor potential, identifying and implementing economic and social reserves to increase the efficiency of the enterprise, developing students' practical skills in mastering the methods of planning and analyzing labor indicators, organizing, rationing and remuneration.
The tasks of studying the discipline:
· Consider the existence of issues covering research, analytical, calculation and organizational work.
· To acquaint students with modern methods of analysis.
· To give the student theoretical knowledge and practical skills of research and design of labor processes; establishing, implementing and adjusting labor standards and organizing wages in order to increase the efficiency of the enterprise.
As a result of studying the discipline, students should:
Know:
Theoretical foundations of the economics and sociology of labor at the level of the entire economy and at the level of the enterprise;
Modern methods of analysis;
The specifics of sociological research in the labor organization;
Requirements for the formation and use of labor resources, their professional training and retraining;
General concepts of standard of living and quality of life.
Have an idea:
On the labor market, employment, unemployment, general principles of social protection of the population in a market economy;
The potential of a person, enterprise, society;
The state and development of labor resources, as well as the efficiency of their use;
Be able to:
Apply modern methods of analysis adopted in the organization and regulation of labor;
Use motivational and stimulating prerequisites for the effective and fruitful activity of the workforce;
Manage labor behavior and labor conflicts;
Conduct sociological research in a labor organization.
The discipline "Economics and Sociology of Labor" is closely related to the disciplines "Fundamentals of Labor Organization", "Personnel Management", "Methods and Techniques of Specific Sociological Research", "Information Systems of Salaries and Personnel". The basic disciplines for its study are "Economic theory", "Economics of the organization", "Statistics".
WORKING PROGRAM OF THE DISCIPLINE
TOPIC 1. Labor as the basis for the development of society and an important factor of production. The essence and content of the organization and regulation of labor
The essence of the economic category "labor" and its role in the development of man and society. The concept of labor organization and its elements. Labor regulation is the most important component of labor organization. Labor as an object of sociological research. The subject and tasks of the sociology of labor.
TOPIC 2. Labor resources and labor potential
Reproduction of the population and labor resources. Labor potential: essence, indicators, structure.
THEME 3. Production and labor process. Division and cooperation of labor.
The production process, its content and types. Production operation and its elements. Division and cooperation of labor. Directions for improvement.
TOPIC 4. Organization and design of workplaces
Jobs and their classification. Workplace organization. Workplace design. Organization of workplace services.
CHAPTER 5. Working conditions at the enterprise
TOPIC 6. Classification of working time costs and methods for their study
Working hours and their classification. Methods for studying labor processes and the cost of working time. Timing technique.
TOPIC 7. Designing work methods and calculating the time for their implementation
Principles and methods of designing labor practices. Stages of designing labor methods and calculating the time for their implementation.
THEME 8. Labor norms and standards
Regulation of labor. Types of labor standards. Classification of labor standards. Normative materials on labor and their classification. Labor regulation methods.
THEME 9. The essence of the design of the organization of labor and the choice of optimal standards
Designing the organization of labor. The need for a comprehensive justification of the organization and labor standards. Typical structure of tasks for choosing an effective variant of organization and labor standards (limitations and optimality criterion).
TOPIC 10. Methodology for calculating labor standards
Rationing of manual and machine-manual labor of workers. Calculation of service standards and number in the conditions of multi-machine production. Calculation of labor standards in the State Fire Service and on automatic lines.
TOPIC 11. Formation and planning of the number of employees of the enterprise
The process of planning the number of personnel of the enterprise and its stages.
Determination of the number of personnel. The movement of personnel in the enterprise.
TOPIC 14. Standard of living and income of the population
Income and their classification. Politics and income structure of the population. The standard of living and its indicators. The quality of life of the population.
topic 15. labor organization
Labor organization and its structure. The social structure of the labor organization. The main social processes and phenomena in the labor organization. Essence, types and subjects of social and labor relations.
Topic 16. Labor behavior
The concept, structure, types and regulation of labor behavior. Essence, indicators, types, structure of the labor conflict. Control conflict situation. Characteristics of labor behavior.
Questions for the exam on the course "Economics and sociology of labor"
1. The essence, tasks and significance of the scientific organization of labor.
2. Cooperation and division of labor.
3. The concept of labor processes and their classification.
4. Production operation and its analysis.
5. Classification and organization of jobs.
6.Equipment and layout of workplaces.
7.Functions and systems for servicing jobs.
8. Essence, stages and principle of designing jobs.
10.Working hours and their classification.
11.Methods for studying labor processes and working hours.
12. Principles and methods of designing labor practices.
13. Microelement systems of standards.
14. Stages of designing labor methods and calculating the time for their implementation.
15. Rationing of labor. Scientific rationale labor standards.
16. Labor standards and their classification.
17. Labor standards.
18. The essence of the design of the organization of labor and the choice of optimal standards.
19. Structure and staff of the enterprise.
20. The process of planning the number of personnel and its stages.
21. Essence and principles of organization of wages at the enterprise.
22. Forms and systems of wages.
23. Regulation and planning of the wage fund.
24. Labor as an object of the sociology of labor. The subject and tasks of the sociology of labor.
25. Essence, indicators and structure of labor potential.
26. Reproduction of the population and labor resources.
27. Labor potential: essence, indicators, structure
28. Essence, types and forms of employment.
29. State policy in the field of employment.
30. Essence, forms, causes and consequences of unemployment.
31. Migration of the population, its types and indicators. Migration policy.
32. Level of life: indicators, indicators and social standards.
33. Standard of living and its factors. Living wage and methods of its calculation.
34. Incomes of the population and their forms. Distribution of income.
35. Socio-economic essence of wages.
36. Labor organization and its characteristics.
37. Social processes and phenomena in the labor organization.
38. Essence, subjects, levels, principles and types of social - labor relations.
39.Characteristics of labor behavior: concept, structure, types and their classification.
40. The mechanism of regulation of labor behavior.
41. The essence, causes and conditions of the labor conflict.
42. Indicators, types and forms of labor conflict. Types of conflicts and their consequences.
43. Styles of conflict resolution. Conflict management.
44. The essence of motivation and stimulation.
45. Forms of motivation and stimulation of labor.
46. Motivation of labor activity.
47. Methodology for calculating norms for various production processes.
Services and numbers
When calculating service rates and numbers, the following restriction should be observed:
k< k з н,
where k– the coefficient of the total employment of a worker servicing all the machines assigned to them; k s n – standard coefficient of employment of workers per shift, equal to:
k c n \u003d 1-T ex / T cm,
where T ex- normative time for rest and personal needs per shift; T cm- the length of the shift.
It is also necessary that the service and number norms satisfy the constraint:
k D > k D n,
where k D n- the utilization rate of one machine in terms of machine time, depending on the maintenance standards and number; k D- the coefficient of use of one machine in terms of machine time, necessary for the execution of the program, equal to
k D n \u003d D n / N,
where N- the total number of machines serviced by workers, for which service or number norms are determined in this problem; D n- the average for the planned period the number of operating machines required to fulfill the production program.
the value D n found by the formula:
D n= ,
where P k- release program k-th type; t s.k.– free machine time per unit of production k-th type; Fp- disposable fund of time of one machine in the planning period.
And numbers
Determine the preliminary value of the service rate:
H ol \u003d t c / t c + 1.
Check compliance with the restrictions on the coefficients of the total employment of the worker with the maintenance of machine tools and the use of machine time k D .
If the accepted standard of service H o ≥ H ol, then k = 1,
D \u003d D o \u003d t c / t z.
If Ho< H ol , then
k s \u003d H o / H ol ; D \u003d D about H o / H ol.
In a cyclic process
Initial data:
free machine time tc= 3 min;
working hours of the worker t= 2 min;
For the release of the required volume of products, the utilization rate of machine tools in terms of machine time must be at least k D n = 0,58;
normative coefficient of employment of multi-machine operators k s n = 0,88;
Adjustment and re-adjustment are performed by adjusters.
To solve the problem, it is necessary to find the maximum value of the service rate, at which k D n exceeds the standard value k D n= 0.58 and the employment rate of workers does not exceed the standard value k s n = 0,88.
According to the formula, the preliminary value of the service rate
H ol = t c / t + 1 = 3/2 + 1 = 2,5.
With this value H ol There are three types of service available:
1) Ho=3;
2) Ho=2;
3) maintenance of five machines by a team of two workers Ho=5, H h= 2.
It is advisable to start the analysis of these options with the value Ho=3.
For Ho= 3, taking into account the formula, we have
k c =1; D o \u003d t c / t c \u003d 3/2 \u003d 1.5.
Since in this case the employment coefficient of the worker exceeds the standard value k s n= 0.88, option Ho=3 does not meet the conditions of the problem. However, the value k can be reduced to the normative level due to the use of replacement workers, therefore, for the variant Ho=3 it is advisable to check compliance with the main condition for the implementation of the production program (the required level of use of the equipment time fund).
This condition is checked by the coefficient k D. As it was established, at H=3 D o =D o 1=1.5. With these data, the utilization rate of machines in terms of machine time:
k D \u003d D o /H o \u003d 1.5 / 3 \u003d 0.5.
This value is less than the required value k D n= 0.58. So the option Ho=3 cannot be accepted.
At Ho=2 according to the formulas we get:
k c \u003d 2 / 2.5 \u003d 0.8; D \u003d (1.5 2) / 2.5 \u003d 1.2.
Equipment utilization ratio by machine time:
k D \u003d D / H o \u003d 1.2 / 2 \u003d 0.6.
Getting a value k=0.8 and k D =0.6 satisfy the conditions of the problem ( k s n=0.8 and k D n=0.58). Since at Ho=2 restrictions on the required volume of output and the allowable workload of the worker are met, this option is valid. It remains to check the possibility of reducing the number of multi-machine operators with the third option - servicing five machines by a team (link) of two workers.
A zone of five machines served by two workers can be represented as two zones, in each of which there is H o =2.5 machines per worker. If one worker has H ol \u003d t c / t s+ 1 \u003d 5/2 \u003d 2.5, then of them D o\u003d 1.5 machine. Therefore, in this zone Ho=5 machines will operate D o\u003d 2 1.5 \u003d 3 machines. Wherein
k D \u003d D o / H o \u003d 3 / 5 \u003d 0.6.
This value satisfies the condition k D> 0.58. However, the employment rate of the worker in this case is equal to one, i.e. more than allowed k s n=0.88. To reduce the amount k to the normative one, it is necessary to introduce a replacement worker who, when k s n=0.88 will be busy replacing two multi-machine operators during 0.24 of the shift fund of time. Thus, under this option, five machines will have an average of 2.24 workers, or one worker will have an average of 5 / 2.24 = 2.23 machines (i.e. more than in the previous option with Ho=2).
The last of the considered examples makes it possible to ensure the required level of equipment utilization (that is, to ensure the implementation of the plan) with a minimum number of workers, which in this case corresponds to a minimum of total product costs. Therefore, for the conditions of the considered example, the maintenance of five machines by a group of two workers is optimal.
For non-cyclic processes
With non-cyclic processes, it is most reasonable and simple to determine the service rates according to Table 1 of the Appendix. The values of service standards are determined depending on:
from the employment rate of one worker on one machine k 1
k 1 \u003d t s / (t s + t s);
Required coefficient of utilization of equipment in terms of machine time K H D .
For many non-cyclic processes, especially in cases where multi-machine operators also perform the functions of adjusters, it is advisable to separate the main and additional functions of multi-machine operators.
1. t s= 7 min; t= 4 min; k D n= 0,59; k s n= 0,9.
2. t s= 5 min; t= 3 min; k D n= 0,57; k s n= 0,91.
3. t s= 7 min; t= 2 min; k D n= 0,6; k s n= 0,85.
4. t s= 8 min; t= 5 min; k D n= 0,54; k s n= 0,88.
5. t s= 7 min; t= 3 min; k D n= 0,54; k s n= 0,92.
6. t s= 5 min; t= 4 min; k D n= 0,53; k s n= 0,95.
7. t s= 9 min; t= 4 min; k D n= 0,56; k s n= 0,93.
8. t s= 8 min; t= 6 min; k D n= 0,55; k s n= 0,94.
9. t s= 7 min; t= 4 min; k D n= 0,61; k s n= 0,86.
10.t with= 5 min; t= 2 min; k D n = 0,57; k s n = 0,89.
Task 2. Determine the service rate and the employment rate of the main functions for one worker and a link of two people, using tables of optimal service rates with the following initial data: the required machine time utilization rate; the employment rate of a worker on one machine. Compare the norms obtained for the maintenance of machines by one worker and a link of two workers. Determine the increase in labor productivity during the transition from the individual to the collective form of labor organization.
Initial data for various task options:
1. K1 = 0,12; = 0,64.
2. K1 = 0,18; = 0,66.
3. K1= 0,16; = 0,64.
4. K1 = 0,14; = 0,62.
5. K1 = 0,12; = 0,64.
6. K1 = 0,14; = 0,66.
7. K1= 0,18; = 0,66.
8. K1= 0,18; = 0,84.
9. K1= 0,2; = 0,66.
10. K1= 0,30; = 0,60.
Topic 6. Calculation of wages for various categories of workers. Payroll planning
The remuneration of workers includes the following elements: the tariff system, forms and systems of wages, additional payments and allowances, tariff rates. Depending on the meter of labor costs (working time or the amount of manufactured products), time-based and uniform forms of remuneration are distinguished, which have their own systems. Wages are calculated according to the formulas given in table 6.
A task. Determine the tariff wages for the hours worked, piecework wages for the amount of work performed per month, the amount of additional payments for working conditions and professional excellence.
Table 6
Formulas for calculating indicators characterizing
organization of workers' wages
| Indicator | Calculation formula | Conventions |
| Tariff Discharge Coefficient | K i \u003d C h i / C h1 C h i \u003d C h1 K i | C h i- hourly rate corresponding to i-th category of work (worker), rub.; From ch1– hourly tariff rate of the first category, rub. (cop.) |
| Piece rate for j-th unit of work |  |  - production rate j th work (operation); N time j- standard time for j th job (operation) |
| Average price for multi-machine service |  | - the rate of maintenance of machines by one worker |
| piecework wages |  | is the actual volume of production j th work |
| Tariff wages for hours worked |  |  - the fund of time worked out by the worker |
A machine-tool worker of the VII category, engaged in the manufacture of particularly complex products on unique equipment (turning operation), worked 150 hours per month, including 30 hours at work with difficult working conditions, the amount of surcharge is 8%). The worker is also given a surcharge for professional skills in the amount of 16%. The initial data for the calculation are given in tables 7-8.
Table 7
Unified tariff scale for remuneration of workers of engineering enterprises
The hourly tariff rate of the 1st category is 60 rubles.
Table 8
Initial data for calculating piecework wages
Topic 7. Planning and analysis of the use of working time and labor resources
When planning the use of working time and labor resources, the balance of working time of one worker is determined; the number of main and auxiliary workers, specialists, employees and other categories of workers. The number of employees is determined by integrated and differentiated methods.
The number, structure, professional and qualification composition and personnel movement are analyzed; use of working time.
Task 1. In the base year at the enterprise, the distribution of workers according to the duration of regular and additional holidays was characterized by the following data: 40% of workers had the right to a 15-day vacation, 40% to an 18-day vacation, and 20% to a 24-day vacation.
Determine the average vacation time for one worker per year.
METHODOLOGICAL INSTRUCTIONS
Average vacation time () is defined as:
where T i- the duration of the next vacation in working days i th group of workers entitled to a particular vacation; q i– specific gravity i- ygroups of workers in the total number of workers.
Task 2. According to table 9, determine the average duration of the next and additional holidays.
Table 9
METHODOLOGICAL INSTRUCTIONS
The average duration of regular and additional holidays is determined by dividing the total number of man-days of regular and additional holidays by the number of workers.
Task 3. Determine the nominal and effective funds of working time in days, if the calendar fund in the planned year is 366 days, the number of days off - 52, Saturdays - 51, holidays that do not coincide with days off - 2. The average duration of regular and additional holidays in the calculation per worker is 17.2 days in conditions of five-day work, the average duration of study leave is 2.1 days; absenteeism due to the performance of state duties - 0.2, due to illness - 5.6, in connection with childbirth and pregnancy - 3.3 days.
METHODOLOGICAL INSTRUCTIONS
The nominal working time fund in the planning period is determined as the difference between the calendar working time fund and the number of holidays, weekends and Saturdays.
The effective working time fund in the planning period is equal to the difference between the nominal working time fund and absenteeism in the planning period, which includes absenteeism (in days) due to regular and additional vacations, study leaves permitted by law, in connection with the performance of state duties, illness, childbirth.
Task 4. Under the conditions of a five-day working week for one group of workers in the amount of 1500 people, the average length of the working day ( T c1) was 8.2 hours, and for the other - in the amount of 500 people. ( T c2) - 7.2 hours (when working in especially harmful conditions).
Number of breastfeeding mothers ( H to) and teenagers ( Ch p), which set a reduced working day by 1 hour, is respectively 50 and 20 people. The total number of working hours per year per worker, by which the length of the working day is reduced ( T hs), is equal to 245 hours. The effective working time fund ( F e) was 242.5 days.
Determine the nominal duration, the average length of the working day and the useful working time fund (in hours).
METHODOLOGICAL INSTRUCTIONS
1. Nominal working hours ( T SN, h) is determined by the formula:
where Ch R1 , Ch R2- the number of relevant groups of workers.
2. Average working day ( T s) is calculated by the formula:
3. Useful working time fund per worker ( F h, h) is determined by the formula:
F h \u003d F e. T s.
Task 5. At the site, the payroll number of employees was: from the 1st to the 5th day - 60 people; from the 8th to the 12th - 61; from the 15th to the 16th - 62; from the 17th to the 19th - 63; from the 22nd to the 26th - 64; from the 29th to the 30th - 62 people; 6th, 7th, 13th, 14th, 20th, 21st, 27th, 28th of the month - days off.
Determine the average number of employees.
METHODOLOGICAL INSTRUCTIONS
The average number of employees is determined by dividing the sum of the payroll for all calendar days of the month by the number of calendar days.
The payroll number of employees on weekends is equal to the payroll number of the previous working day.
Task 6. The net number of workers per month is 2,100 people. The nominal working time fund is 274 days, and the effective fund is 245 days. Determine the average number of workers.
METHODOLOGICAL INSTRUCTIONS
The average headcount is determined by the formula:
H c \u003d H i. K 2 ,
where K 2- the coefficient of transition from the turnout number to the payroll.
Task 7. In the base period, the actual number was 2,500 people. It is planned to increase the volume of production ( To Q) in the amount of 105% with a constant level of average output.
Determine the planned number of industrial and production personnel (PPP).
METHODOLOGICAL INSTRUCTIONS
Planned number of PPP ( Ch pl1) is determined by the formula:
Ch pl1 = Ch b. To Q.
Task 8. The actual number of PPPs in the base period ( b w) amounted to 2800 people. It is planned to increase the volume of production ( To Q) by 105%, and labor productivity ( K in) – by 106%.
Determine the planned number of PPP.
METHODOLOGICAL INSTRUCTIONS
Planned number of PPP ( Ch pl) is determined by the formula:
Task 9. It is planned to produce products on the site ( Q) in the amount of 100 thousand pieces. The rate of output per unit of time ( H in) - 2 pcs. Annual effective working time fund ( F pl) - 1929 hours, the coefficient of performance of production standards ( To ext) – 1,1.
Determine the planned number of key workers.
METHODOLOGICAL INSTRUCTIONS
Planned number of main workers ( Chor) is determined by the formula:
Task 10. The average number of workers is: in the I quarter. - 5500 people, in the II quarter. - 5610, in the III quarter. - 5720, in the IV quarter. - 5920 people. The number of workers at the beginning of the planning period is 5100 people. Workers dropped out for good reasons: in the I quarter. - 1.5%, in the II quarter. - 0.8, in the III quarter. - 1.8, in the IV quarter. – 1.1% of the average annual number of workers.
Determine the additional need of workers: 1) quarterly and annually; 2) to cover the wastage.
METHODOLOGICAL INSTRUCTIONS
The number of workers at the end of I, II, III, IV quarters is determined ( H rk i) according to the formula:
H rk i \u003d H ci. 2 - Ch rn i,
where H ci is the average number of workers in i-th quarter; Ch pH i- the number of workers at the beginning i-th quarter.
Additional need for workers ( Ch extra1) is determined by the formula:
Ch dop1 = Ch rk - Ch rn.
Additional need of workers to cover the loss ( CH extra2) is determined by the formula:
CH extra2 = 
where H sk– average quarterly number of workers; - coefficient characterizing the number of those who left for good reasons in i-th quarter.
a) main:
1.Adamchuk, V.V. Economics and sociology of labor: textbook / V.V. Adamchuk, O.V. Romashov, M.E. Sorokina. – M.: UNITI, 2009. – 407 p.
4. Bukhalkov, M.I. Organization and rationing of labor: a textbook for universities / ed. prof. M.V. Miller. - M.: INFRA-M, 2008. - 416 p.
5. Genkin, B.M. Organization, rationing and wages / B.M. Genkin. – M.: Norma, 2008. – 431 p.
6. Golovachev, A.S. Organization, regulation and wages: textbook. allowance / A.S. Golovachev, N.S. Berezina, N.Ch. Bokun and others; under total Ed. A.S. Golovachev. - 3rd edition - M .: New knowledge, 2007. - 603 p.
7. Kibanov, A.Ya. Economics and sociology of labor: textbook / ed. Doctor of Economics, prof. AND I. Kibanova. – M.: INFRA-M, 2008. – 584 p.
8. Mysyutina, L.V. Organization, regulation and remuneration of labor: guidelines for the implementation of practical tasks for students of the fourth year of the specialty "Economics and management at the enterprise (in mechanical engineering)". - Bryansk: BSTU, 2008. - 71 p.
9. Mysyutina, L.V. Organization, rationing and wages [Text] + [Electronic resource]: test tasks for seminars and exams for 4th year students of full-time education in the specialty 08.05.02 "Economics, enterprise management (in mechanical engineering)" .- Bryansk: BSTU , 2012.- 96s.
10. Mysyutina, L. V. Organization, rationing and wages: textbook. allowance / L. V. Mysyutina. - Bryansk, BSTU, 2005. - 230 p.
11. Mysyutina, L.V. Economics and sociology of labor: textbook / L.V. Mysyutin. - Bryansk: BSTU, 2009.- 295p.
12. Economics and sociology of labor: Textbook / ed. AND I. Kibanova.- M.: INFRA-M, 2009.- 584p.
b) additional:
1. Labor Code of the Russian Federation. -M.: Eksmo, 2009. - 272 p.
2. Volgin, N. A. Remuneration of labor: production, social sphere: analysis, problems, solutions / N. A. Volgin. - M.: Exam, 2004. - 222 p.
3.Genkin, B.N. Economics and sociology of labor: textbook / BN Genkin. – M.: Norma-Infra-M, 2007. – 447 p.
4. Zavelsky, M.G. Economics and sociology of labor: a course of lectures / M.G. Zavelsky. - M.: Paleotype-Logos, 2001. - 203 p.
5. Mastenbrook, W. Conflict management and organization development / W. Mastenbrook. – M.: Infra-M, 2005. – 270 p.
6.Mikushina, M.N. Labor contract. Concept, Content. Conclusion. Change. Termination. Approximate form: The law for all / M.N.Mikushina. - Novosibirsk: Thought, 2002. - 371 p.
7. Mysyutina, L.V. The concept, indicators, indicators and social standards of the standard of living of the population: materials of the 58th scientific. conf. prof.-teacher composition / ed. S.P. Sazonova / L.V. Mysyutina. - Bryansk: BSTU, 2008. - 576 p.
8. Mysyutina, L.V. Problems of wage management in industrial enterprises in a market economy // Economic and organizational problems of management in modern conditions: Sat. scientific works / ed. V.M. Panchenko, I.V. Govorova / L.V. Mysyutina. - Bryansk: BSTU, 2006. - 224 p.
9. Orlovsky, Yu. labor law Russia: textbook / Y. Orlovsky, A. Nurtdinova. - M.: Infra-M, Contact, 2003. - 432 p.
Ministry of Education of the Russian Federation
Volgograd State Academy of Architecture and Civil EngineeringInstitute of Economics and Law
Department of Economics and Project Management in Construction
BRIEF COURSE OF LECTURES
in the discipline "ECONOMY AND SOCIOLOGY OF LABOR"Compiled by: Borisova Natalya Ivanovna,
Candidate of Economics, Associate Professor of the Department of EUPS
Volgograd 2008
Lecture 1: The subject of economics and sociology of labor. Labor as the basis
human life.
^Lecture 2: Labor resources. Social and labor relations
Lecture 3: Labor market. Problems of employment and unemployment.
Lecture 4: social organization. Labor collective (organization).
Social regulation in labor collectives
^
II. PART. ECONOMIC AND SOCIAL COMPONENTS
WORK PROCESS
Lecture 5: Organization of personnel work and working conditions.
Lecture 6: Labor productivity. Organization of wages.
^Lecture 7: Labor behavior and attitude to work of workers.
Labor adaptation.
Lecture 8: Standards of living. Social protection in the sphere of labor.
^ I SECTION. METHODOLOGICAL FRAMEWORK
ECONOMICS AND SOCIOLOGY OF LABOR
Lecture number 1.
Topic: The subject of economics and sociology of labor. Labor as the basis
human life.
Plan
1. Subject and tasks of economics and sociology of labor2. The essence of labor and its role in the development of man and society.
3. Social form of labor. The nature and content of labor.
There are many disciplines in the system of labor sciences that are relatively independent, but at the same time interconnected.: Personnel management, Labor physiology, Labor psychology, Management theory, Labor statistics, Archeology, Ethnography, Ethics business relations, Demography, Labor Law, Labor Economics, Labor Sociology, etc.
Moreover, the last two sciences are united by one name "Economics and sociology of labor", since these disciplines have much in common: the object of study, the work of a person, a team, society. The differences between them lie in the subject of study.
The subject of the study of labor economics - economic relations that arise in society, regions and at specific enterprises in the process of using labor.
The subject of study of the sociology of labor - social relations and social processes in the sphere of work. The sociology of labor studies the problems of regulating social processes, motivating labor activity, labor adaptation of workers, stimulating labor, social control in the sphere of labor, uniting the labor collective, planning and regulating social processes in the sphere of labor.
In practice, the problems of labor economics and the sociology of labor are interrelated. For example, to achieve high level organization of labor, it is necessary to use not only economic, but also social criteria. Labor standards must be justified not only technically and economically, but also socially.
object studying discipline "Economics and sociology of labor" is labor.
Subject economics and sociology of labor is much broader - it is the study of the labor potential of society, the ways of its formation and rational use in the interests of increasing the efficiency of the national economy.
Investigating and analyzing social labor, the economics and sociology of labor uses the categorical apparatus, both common to both sciences and specific to each of them. TO general categories and concepts division of labor, labor cooperation, qualification of personnel, population migration, incentives, social and labor relations, etc. Economic categories and concepts: labor market, organization of labor, billing of works and workers, certification of personnel, tariff system, wage fund, time standards, labor force reproduction costs, wages, labor productivity, etc. Sociological categories and concepts - these are social processes, social relations, social group, social status, norms of behavior, value orientations, motivation, adaptation, etc.
The main tasks of the economics and sociology of labor are determined by its goal, namely the formation and rational use of the labor potential of each person and society as a whole in the event of the emergence of new social and labor relations in a market economy.
The economics and sociology of labor solves three main problems.
The first task is study of the essence and mechanisms of economic and social processes in the sphere of labor.
The second task is studying the factors and reserves of effective employment, the formation and rational use of labor potential, increasing the efficiency and productivity of labor.
^ Third task- identification of the relationship of social and labor relations with economic relations and processes occurring in a market-type economy focused on social development.
2 - ^ The essence of labor and its role in the development of man and society.
Labor is an expedient activity of people aimed at creating material wealth and cultural values. Labor is the basis and indispensable condition for human life and development. By influencing the natural environment, changing and adapting it to their needs, people not only ensure their existence, but also create conditions for the development and progress of society.
Any labor process presupposes the presence of an object of labor, means of labor, technology and labor itself as an activity to give the object of labor the properties necessary for a person.
^ Items of labor- this is all that labor is directed to, which undergoes changes in order to acquire useful properties and thereby satisfying human needs (land and its subsoil, flora and fauna, raw materials and materials, semi-finished products and components);
^ Means of labor- this is what a person uses to influence the objects of labor (machines, instruments and equipment, tools, devices), as well as with environment.
Technology- this is a way of influencing the objects of labor, the procedure for using tools.
As a result of the completion of the labor process, products of labor are formed - the substance of nature, objects or other objects that have the necessary properties and are adapted to human needs.
The labor process is a complex phenomenon. The main forms of manifestation of labor are:
^ 1. The cost of human energy. This is the psychophysiological side of labor activity, expressed in the expenditure of energy from muscles, brain, nerves, and sense organs. Human energy costs are determined by the severity of labor and the level of neuropsychological tension, they form such conditions as fatigue and weariness. Working capacity, human health and its development depend on the level of human energy consumption.
^ 2. Interaction of the worker with the means of production - objects and means of labor. This is the organizational and technological aspect of labor activity. It is determined by the level of technical equipment of labor, the degree of its mechanization and automation, the perfection of technology, the organization of the workplace, the qualifications of the worker, his experience, the techniques and methods of work used by him, etc.
^ 3. Production interaction of workers with each other both horizontally (the relationship of participation in a single labor process) and vertically (the relationship between the leader and the subordinate) determines the organizational and economic side of labor activity. It depends on the level of division and cooperation of labor, on the forms of labor organization - individual or collective, on the number of employees, on the organizational and legal form of the enterprise (institution).
Throughout the history of its existence, humanity has been learning ways to interact with nature, finding more advanced forms of organizing production, and trying to achieve a greater effect from its labor activity. At the same time, people themselves are constantly improving, increasing their knowledge, experience, production skills. There is a continuous renewal and improvement of the tools of labor and the people themselves.
Eventually, ^ The role of labor in the development of man and society is manifested in the fact that in the process of labor not only material and spiritual values are created, designed to meet the needs of people, but also the workers themselves develop, acquire new skills, reveal their abilities, replenish and enrich knowledge. The creative nature of labor finds its expression in the birth of new ideas, the emergence of progressive technologies, more advanced and highly productive tools, new types of products, materials, energy, which, in turn, lead to the development of needs.
Rice. 1.1. Labor functions
Thus, the consequence of labor activity is, on the one hand, the saturation of the market with goods, services, cultural values, on the other hand, the progress of production, the emergence of new needs and their subsequent satisfaction. This economic role of labor. The social role of labor appears in the following. The development and improvement of production has a beneficial effect on the reproduction of the population, raising its material and cultural level. In general, the economics and sociology of labor begin with the problem of the formation of the labor force and its supply on the labor market.
3 - Social form of labor. The nature and content of labor.
In the process of producing material goods, people necessarily enter into certain relationships not only with the means of production and the natural environment, but also with each other. Such relationships are called industrial relations.
Relations between people that develop in connection with their participation in social labor are public relations, which are expressed in the social form of labor.
From the moment of the appearance of mankind, labor acquires a corresponding social form. Everything that we use (clothes, shoes, furniture, food, cars) was created by the joint work of people.
Moreover, the concept of "public relations" is much broader than the concept of "relations of production", since it includes relations regarding not only production, but also other phases of the reproduction cycle: the study of demand, research and development of competitive products, their sale and consumption.
Public relations can be classified according to:
their character (class, national, regional);
content (economic, social, labor);
form (interpersonal, intergroup)
The essence and form of social labor is expressed through the nature and content of labor.
^ The content of labor - the totality of its elements, which are determined professional affiliation works, their sequence, composition, complexity, structure, purpose. Content of labor expresses the distribution of specific labor functions (executive, control and regulatory) in the workplace and is determined by the totality of operations performed. These functions are predetermined by the development of labor tools, the organization of labor, the level of social and professional division of labor, and the skill of the worker himself.
Under nature of work usually understand the features of its functioning, regardless of the content of labor, its social form. The nature of labor expresses that special thing that is inherent in social labor in every socio-economic formation and is predetermined by the type of production relations that prevail in society.
For example, modern economic reform brings all participants in production in society to market relations, radically changing production relations (change of ownership, transition to free enterprise based on various organizational and legal forms of ownership and free employment of labor).
^ The following types of labor are distinguished depending on the nature and content of labor : hired and private; personal and public; individual and collective; at will, necessity, coercion; physical and mental; reproductive and creative; varying degrees of complexity.
^ There are types of labor depending on the nature of the object and the labor process. : scientific, engineering, managerial, industrial: entrepreneurial, innovative; industrial, agricultural, transport and communication.
^ There are types of labor depending on the means and methods of labor: manual (technically unarmed), mechanized and automated (computerized); low-, medium- and high-tech; with varying degrees of human involvement
^
There are types of work depending on working conditions:
work stationary and mobile; ground and underground; light, medium and heavy; attractive and unattractive; free and with varying degrees of regulation.
Lecture #2
Topic: Labor resources. Social and labor relations
1. Basic concepts of labor resources.
2. Reproduction of labor resources
3. Formation of labor resources in the national economy and the impact of population reproduction on it.
4. The essence of social and labor relations. Factors influencing their formation.
Various concepts and definitions appear in the economic and practice of human resource management: "labor resources" (TR), "labor force" (PC), "labor potential" (TP), "economically active population" (EAP), "economically inactive population" (ENN), etc. Consider the basic concepts.
Human Resources - this is the able-bodied part of the population with physical development, mental abilities and knowledge necessary for the implementation of useful labor activities in the national economy. This means that the problems of labor resources (their reproduction, formation and use) are considered at the macro level, i.e. throughout the country and its regions. In other words, this is the working and non-working, but able-bodied part of the population.
Work force - it is a set of physical and spiritual abilities that a person possesses and which he uses every time he produces any material wealth. It is the labor force that is bought in the labor market. The better the terms of the transaction for the employee, the more fully, efficiently and fruitfully he will use his abilities,
Thus, labor resources are the part of the population that has a labor force.
^ Labor potential should be considered from two positions: as a statistical indicator and as an economic category. How statistical indicator labor potential- this is the value of the number of labor resources in the period under review, which can be achieved by involving under certain conditions in economic activity not yet employed in the economy of labor resources. This is the labor potential of the territory, region, country.
How economic category labor potential characterizes the population as a producer of material goods on the basis of the totality of all qualities that determine its ability to work (the ability and inclination of an employee to work, his state of health, endurance, type of nervous system), i.e. everything that reflects the psychological and physiological potential along with the volume of general and special knowledge, labor skills and abilities. In this case, the labor potential of a person is a qualitative assessment of the intellectual and physical abilities, as well as the level of development of the moral qualities of a person.
TO economically active population refers to the labor force, i.e. that part of the population that provides the supply of labor for the production of goods and services. This category includes both the employed population and a part of the population unemployed in social production (the unemployed).
^ Economically inactive population not included in the labor force. This category includes: 1) pupils, students, listeners, cadets studying in daytime educational institutions; 2) persons receiving an old-age pension, disability pension and on preferential terms; 3) persons engaged in housekeeping, caring for children, sick relatives; 4) persons who are desperate to find a job (i.e., who have stopped looking for it, having exhausted all possibilities), but who are able and willing to work; 5) other persons who do not need to work regardless of the source of income.
The considered concepts of labor categories have much in common, but also differ in their essence. It is necessary to understand these concepts in order to correctly solve the issues of the formation and regulation of labor resources and employment of the population.
^
Reproduction of labor resources is the process of renewing quantitative and quality characteristics economically active population, including the phases of formation, distribution (redistribution) and use.
^ The phase of the formation of labor resources includes the natural reproduction of the population (carriers of the labor force); the acquisition of the very ability to work through the system of general, special and higher education, vocational training; restoration and development of abilities to work. At the same time, education aims not only to develop a person as a carrier of labor force, but also to develop him as a person, to develop his moral qualities.
^ Phase of distribution of labor resources includes the distribution and redistribution of the total labor force by areas of application of labor, types of employment, sectors of the economy and regions in accordance with the demand and supply of regional and domestic labor markets.
^ Phase of use of labor resources includes labor activity, in the course of which the labor force is directly realized as a set of intellectual and physical abilities for work; ensuring employment of the able-bodied population wishing to realize their labor potential in socially useful work that brings a decent income to the employee and his family members.
In the process of reproduction of labor resources phase of their use is an main. This is due to the fact that it is, firstly, the phase of the implementation of the knowledge and skills accumulated during the period of formation, secondly, the phase of self-improvement of labor resources, the accumulation of practical experience, the improvement of education and qualifications, and thirdly, the longest phase throughout the entire period of a person's life.
The process of reproduction of labor resources in society is constant and continuous and is determined by the reproduction of the population. The peculiarity of the reproduction of labor resources is that it covers processes that take place not only in the sphere of the economy, but also political, legal, moral, ethical, social, national-ethnic, etc.
^ 3. Formation of labor resources in the national economy and the impact on it
population reproduction.
The level of development of society in any country is largely determined by the state of the human resource, i.e. composition of the population and labor resources. The main part of the labor force is the population of working age. The boundaries of working age and the socio-demographic composition of the labor force are determined by national legislation and are different in different countries.
In accordance with Russian legislation the working age of men is 16-59 years, women - 16-54 years. The composition of the labor force does not include a part of the population of working age: disabled people of groups I and II, as well as non-working pensioners receiving a pension at an earlier age (women who gave birth to five or more children and raised them up to 8 years old, mothers of disabled children from childhood who also raised them up to 8 years old, who, upon reaching 50 years old, receive a pension regardless of their length of service; persons who have retired early retirement due to severe and harmful conditions labor force: women aged 45-50, men aged 50-55), etc. At the same time, the labor force includes working persons of retirement age and working teenagers.
Therefore, labor resources can be divided into real And potential: real labor resources consist of the working part of the population, and potential - of the unemployed, but able to work population. Since 1993, Russia has adopted the division of labor resources according to the international system into "economically active and economically inactive population"
^ The impact of population reproduction on the formation of labor resources
The reproduction of the population is due to the demographic situation, which is determined by the structure of the population and the nature of its movement, types, types and mode of reproduction. The basis of all these processes is the socio-economic situation in the country.
Types of reproduction are expressed in the natural, migratory (mechanical) and social movement of the composition and size of the population.
^ natural movement is a consequence of the birth rate and mortality of people. Depending on which of them prevails, a natural increase or a natural decrease in the population is formed.
^ migratory movement (mechanical arrival and departure of the population) is caused by various economic, political, religious and other reasons and is associated with serious changes in the position of people, their status, life prospects. In Russia (which has a vast territory), the migration movement is mainly associated with the movement of the population from labor-surplus areas to labor-deficient ones.
^ Social movement of the population manifested in the change of various social structures: educational, professional and national, etc.
Reproduction of the population can be carried out in three modes: expanded, simple and narrowed. For expanded reproduction characterized by an excess of the number of births over the number of deaths per 1000 people. Such a regime is provided if for every 100 families there are 260 births of children or more. Simple reproduction characterized by the absence of population growth, when the number of births is equal to the number of deaths per 1000 population. narrowed reproduction(depopulation) is formed when not only there is no natural increase in the population, but also its absolute reduction occurs.
The main source of replenishment of labor resources is young people entering the working age; its number depends on the mode of population reproduction, the level of marriage and birth rate in the country, as well as on the magnitude of infant mortality. With expanded reproduction of the population and an increase in the birth rate, the number of people entering working age will increase. But with each jump in the birth rate, the replenishment of labor resources will occur only after 15 years.
Reproduction of the population and labor resources can be divided into extensive and intensive types. ^ Extensive type of reproduction labor resources means an increase in their number in certain regions or in the country without changing the qualitative characteristics of the economically active population. Intensive type of reproduction labor resources is associated with a change in their qualities; the growth of the educational level, qualifications, physical and intellectual abilities, the increase in working capacity and labor efficiency. These types of reproduction do not exist in their pure form, but complement each other.
^ The essence of social and labor relations. Factors influencing their formation.
Social and labor relations (SR) are objectively existing interdependence and interaction of subjects in the social and labor sphere, aimed at regulating the quality of working life. The term "Social and labor relations" has become widely used in the economics and sociology of labor relatively recently.
Socio-economic reform in Russia involves the solution of the following tasks as the most important: stabilization of the social, economic and political situation in society; a significant reduction in inflation; raising the standard of living of the population, etc. The solution of these problems requires the unification of all the forces of society in pursuing a coordinated policy in the field of social and labor relations and the formation of an effective system of social protection of the interests of all participants in social and labor relations.
In Russia, the theory of the formation and development of SRT is only at the stage of formation, and this explains the underdevelopment of SRT. For example, the process of forming a layer of employers is slowly going on; trade unions, which should represent the interests of workers, often conflict with each other; the state does not have effective mechanisms for the implementation of its policy in the field of SRT.
Three main factors influence the formation of SRT in society: social policy and its peculiarities in the country; economic globalization; the level of development of social labor.
^ Social politics - These are the actions of the government and government controlled aimed at improving the quality of life of people in society. The social policy defines a set of measures that contribute to the development of the STO: improving the situation on the labor market, increasing wages, labor protection and social protection.
^ Economic globalization as the process of formation of the system of international division of labor is not only characterized by the rapid growth of world trade, active flows of foreign investment, but also contributes to the growth of secondary financial markets, increasing imbalances in trade. All of these processes combine to influence and constrain macroeconomic policymaking at national levels, especially labor and HUF policies, causing serious problems around the world.
^ Development of social labor characterized by objective laws: the division and cooperation of labor, the growth of labor productivity, the replacement of labor by capital. The division and cooperation of labor as structure-forming factors of STO act in their functional form and determine the place of each worker in the labor process, his functions, duties, as well as the requirements for the quality of the labor force.
The role and place of enterprises in this system, the organizational form, the size of the enterprise, its type, industry affiliation, financial position, etc. are of great importance in the formation of the STO system. The SRT system at the enterprise level is determined by the development strategy of the organization; system of jobs, personnel policy; labor behaviour.
in Russia the legislative framework regulates SRT in the following areas: working conditions(remuneration, rest, labor protection, social guarantees); social politics(pensions, social insurance, medical insurance); employment(registration of the unemployed, professional retraining, search for vacancies, assistance in organizing new jobs); migration policy regulating the movement of labor and the resettlement of the population from unfavorable regions on the basis of "resettlement programs"; population policy, which regulates the natural processes of population reproduction on the basis of programs to help pregnant women, child benefits, improve health and reduce mortality, etc.