BBK U9 (2) + U9(2)212
Economics and sociology of labor: Guidelines for completing tests in the discipline for correspondence students of specialty 080200 – Management.” - Bryansk: BSTU, 2015. - 44 p.
Developed by: L.V. Mysyutina,
(minutes No. 04 dated 05.11.14)
PREFACE
The discipline “Economics and Sociology of Labor” involves the study of objective laws and mechanisms of a market economy. It takes into account the achievements of foreign economic theory and practice in the field of social and labor relations, and the experience of domestic enterprises. The Economics and Sociology of Labor course 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 examines issues of 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 becomes increasingly important in a competitive environment, and both losses and gains associated with the organization of labor significantly affect the results of the enterprise’s activities.
The issues of organization, standardization 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 issues covering research, analytical, calculation and organizational work. The relevance of studying these discipline issues is determined by the fact that labor organization is a factor in the efficiency of an enterprise, since rational labor organization ensures the achievement of better results, and labor regulation and remuneration, being part of its organization, also contribute to increasing the efficiency of the enterprise.
The purpose of studying the discipline is to become familiar with the most important economic phenomena 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 for increasing the efficiency of an enterprise, developing students' practical skills in methods of planning and analyzing labor indicators, organizing, rationing and remuneration.
Objectives of studying the discipline:
· Consider the availability of issues covering research, analytical, computational and organizational work.
· To familiarize students with modern methods of analysis.
· To provide the student with theoretical knowledge and practical skills in research and design of work processes; establishing, implementing and adjusting labor standards and organizing remuneration in order to increase the efficiency of the enterprise.
As a result of studying the discipline, students must:
Know:
Theoretical foundations of economics and sociology of labor at the level of the entire economy and at the enterprise level;
Modern methods of analysis;
The specifics of sociological research in labor organizations;
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, an enterprise, a 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 activities 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”, “Methodology and Technology of Specific Sociological Research”, “Information Systems of Salary and Personnel”. The basic disciplines for its study are “Economic Theory”, “Economics of Organization”, “Statistics”.
DISCIPLINE WORK PROGRAM
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 an essential component of labor organization. Labor as an object of sociological research. Subject and tasks of the sociology of labor.
TOPIC 2. Labor resources and labor potential
Reproduction of population and labor resources. Labor potential: essence, indicators, structure.
TOPIC 3. Production and labor process. Division and cooperation of labor.
The production process, its content and types. Manufacturing operation and its elements. Division and cooperation of labor. Directions for improvement.
TOPIC 4. Organization and design of workplaces
Workplaces and their classification. Organization of the workplace. Workplace design. Organization of workplace maintenance.
CHAPTER 5. Working conditions at the enterprise
TOPIC 6. Classification of working time costs and methods of studying them
Working time costs and their classification. Methods for studying labor processes and working time costs. Timing technique.
TOPIC 7. Design of work techniques and calculation of the time for their implementation
Principles and methods of designing work practices. Stages of designing labor techniques and calculating the time for their implementation.
TOPIC 8. Labor norms and standards
Labor rationing. Types of labor standards. Classification of labor standards. Regulatory materials on labor and their classification. Methods of labor standardization.
TOPIC 9. The essence of designing labor organization and choosing optimal standards
Design of labor organization. The need for a comprehensive justification of the organization and labor standards. Typical structure of problems of choosing an effective variant of organization and labor standards (constraints and optimality criterion).
TOPIC 10. Methodology for calculating labor standards
Rationing of manual and machine-manual labor of workers. Calculation of service standards and manpower in multi-machine production conditions. Calculation of labor standards in the State Border 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 an enterprise and its stages.
Determining the number of personnel. Movement of personnel in the enterprise.
TOPIC 14. Standard of living and income of the population
Income and their classification. Policy and income structure of the population. Standard of living and its indicators. Quality of life of the population.
topic 15. Labor organization
Labor organization and its structure. Social structure of labor organization. Basic social processes and phenomena in the labor organization. Essence, types and subjects of social and labor relations.
Topic 16. Labor behavior
Concept, structure, types and regulation of labor behavior. Essence, indicators, types, structure of labor conflict. Conflict management. Characteristics of work behavior.
Questions for the exam for 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 workplaces.
6. Equipment and layout of workplaces.
7.Functions and systems for servicing workplaces.
8. Essence, stages and principles of workplace design.
10.Working time costs and their classification.
11.Methods for studying labor processes and working time costs.
12.Principles and methods of designing work practices.
13. Microelement standards systems.
14.Stages of designing labor techniques and calculating the time for their implementation.
15. Labor rationing. Scientific justification of labor standards.
16. Labor standards and their classification.
17. Labor standards.
18. The essence of designing labor organization and choosing optimal standards.
19.Structure and composition of the enterprise personnel.
20.The process of personnel planning and its stages.
21.The essence and principles of organizing wages at an 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. Subject and tasks of the sociology of labor.
25. Essence, indicators and structure of labor potential.
26.Reproduction of 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. Population migration, its types and indicators. Migration policy.
32. Standard of living: indicators, indicators and social standards.
33. Standard of living and its factors. Living wage and methods for calculating it.
34.Population income and its forms. Income distribution.
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 and labor relations.
39.Characteristics of labor behavior: concept, structure, types and their classification.
40. Mechanism for regulating labor behavior.
41. The essence, causes and conditions of labor conflict.
42. Indicators, types and forms of labor conflict. Types of conflicts and their consequences.
43. Conflict resolution styles. Conflict management.
44.The essence of motivation and stimulation.
45.Forms of motivation and stimulation of work.
46. Motivation for work.
47. Methodology for calculating standards for various production processes.
Service and strength
When calculating service standards and numbers, the following restriction should be observed:
k z< k з н,
Where k z– coefficient of total worker employment servicing all machines assigned to them; k z n – standard worker employment rate per shift equal to:
k z n = 1-T ex/T cm,
Where T ex– standard time for rest and personal needs per shift; T cm– duration of the shift.
It is also necessary that the service and number standards satisfy the constraint:
k D > k D n,
Where k D n– coefficient of utilization of one machine in terms of machine time, depending on service standards and number; k D– the coefficient of utilization of one machine in terms of machine time required to execute the program, equal to
k D n = D n / N,
Where N– the total number of machines serviced by workers, for which service or number standards are determined in this problem; D n– the average number of operating machines over the planning period required to complete the production program.
Size D n found by the formula:
D n= ,
Where Pk– release program k-th type; t s.k– free machine time per unit of production k-th type; Fp– available time fund of one machine in the planning period.
And numbers
Determine the preliminary value of the service norm:
H ol = t c / t z + 1.
Check compliance with restrictions on the coefficients of total worker employment servicing machines and the use of machine time k D .
If the accepted standard of service H o ≥ H ol, That k z = 1,
D = D o = t c / t z.
If H o< H ol , That
k z = H o / H ol ; D = D o H o / H ol .
In a cyclic process
Initial data:
free computer time t c= 3 min;
worker's busy time t z= 2 min;
· to produce 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;
standard employment rate for multi-machine operators k z n = 0,88;
· adjustment and sub-adjustment are performed by service technicians.
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 worker employment rate does not exceed the standard value k z n = 0,88.
According to the formula, the preliminary value of the service norm
H ol = t c / t z + 1 = 3/2 + 1 = 2,5.
With this value H ol Three options for the form of service are possible:
1) H o=3;
2) H o=2;
3) maintenance of five machines by a team of two workers H o=5, H h= 2.
It is advisable to start the analysis of these options with the value H o=3.
For H o= 3 taking into account the formula we have
k z =1; D o = t c / t z = 3/2 = 1.5.
Since in this case the worker’s employment rate exceeds the standard value k z n= 0.88, option H o=3 does not meet the conditions of the problem. However, the magnitude k z can be reduced to the standard due to the use of replacement workers, therefore for the option H o=3 it is advisable to check compliance with the basic conditions 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, when H=3 D o =D o 1=1.5. With these data, the utilization rate of machines in terms of machine time is:
k D = D o /H o =1.5/ 3 = 0.5.
This value is less than the required value k D n= 0.58. So the option H o=3 cannot be accepted.
At H o=2 using the formulas we get:
k z =2 / 2.5=0.8; D = (1.5 2)/ 2.5 = 1.2.
Equipment utilization rate by machine time:
k D = D / H o =1.2 / 2 = 0.6.
Getting value k z=0.8 and k D =0.6 satisfy the conditions of the problem ( k z n=0.8 and k D n=0.58). Since when H o=2 the restrictions on the required volume of production and the permissible workload of the worker are met, this option is acceptable. 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, serviced by two workers, can be represented as two zones, in each of which there are H o =2.5 machines per worker. If per worker there are H ol = t c / t z+ 1 = 5/2 = 2.5, then one of them acts D o=1.5 machines. Therefore, in this zone from H o=5 machines will operate D o=2 ·1.5 = 3 machines. Wherein
k D = D o / H o =3 / 5 = 0.6.
This value satisfies the condition k D> 0.58. However, the worker’s employment coefficient in this option is equal to one, i.e. more than permissible k z n=0.88. To reduce the amount k z to the standard, it is necessary to introduce a replacement worker who, when k z n=0.88 will be busy replacing two multi-machine operators during 0.24 shifts of time. Thus, with this option, there will be an average of 2.24 workers per five machines, or an average of 5 / 2.24 = 2.23 machines per worker (i.e., more than in the previous option with H o=2).
The last of the considered examples allows us to ensure the required level of equipment utilization (i.e., ensure the implementation of the plan) with a minimum number of workers, which in this case corresponds to the minimum total costs of products. Therefore, for the conditions of the considered example, it is optimal to service five machines by a group of two workers.
For non-cyclic processes
For non-cyclic processes, it is most reasonable and simple to determine service standards 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 = t s /(t s +t s);
· required equipment utilization rate in terms of machine time K N D .
For many non-cyclic processes, especially in cases where multi-machine operators also perform the functions of adjusters, it is advisable to distinguish the main and additional functions of multi-machine operators.
1. t s= 7 min; t z= 4 min; k D n= 0,59; k z n= 0,9.
2. t s= 5 min; t z= 3 min; k D n= 0,57; k z n= 0,91.
3. t s= 7 min; t z= 2 min; k D n= 0,6; k z n= 0,85.
4. t s= 8 min; t z= 5 min; k D n= 0,54; k z n= 0,88.
5. t s= 7 min; t z= 3 min; k D n= 0,54; k z n= 0,92.
6. t s= 5 min; t z= 4 min; k D n= 0,53; k z n= 0,95.
7. t s= 9 min; t z= 4 min; k D n= 0,56; k z n= 0,93.
8. t s= 8 min; t z= 6 min; k D n= 0,55; k z n= 0,94.
9. t s= 7 min; t z= 4 min; k D n= 0,61; k z n= 0,86.
10.t with= 5 min; t z= 2 min; k D n = 0,57; k z n = 0,89.
Task 2. Determine the standard of service and the coefficient of employment by the main functions for one worker and a link of two people, using tables of optimal service standards with the following initial data: the required coefficient of utilization of the machine in terms of machine time; worker employment rate per machine. Compare the standards obtained when servicing machines with one worker and a unit of two workers. Determine the increase in labor productivity during the transition from individual to collective forms of labor organization.
Initial data for various task options:
1. K 1 = 0,12; = 0,64.
2. K 1 = 0,18; = 0,66.
3. K 1= 0,16; = 0,64.
4. K 1 = 0,14; = 0,62.
5. K 1 = 0,12; = 0,64.
6. K 1 = 0,14; = 0,66.
7. K 1= 0,18; = 0,66.
8. K 1= 0,18; = 0,84.
9. K 1= 0,2; = 0,66.
10. K 1= 0,30; = 0,60.
Topic 6. Calculation of wages for various categories of workers. Payroll planning
Remuneration of workers includes the following elements: tariff system, forms and systems of wages, additional payments and allowances, tariff rates. Depending on the meter of labor costs (working time or quantity of manufactured products), a distinction is made between time-based and uniform forms of remuneration, which have their own systems. Salaries are calculated using the formulas given in Table 6.
Task. Determine tariff wages for hours worked, piecework wages for the volume of work completed per month, the amount of additional payments for working conditions and professional skills.
Table 6
Formulas for calculating indicators characterizing
organization of workers' wages
| Index | Calculation formula | Legend |
| Tariff category coefficient | K i = C h i / C h1 C h i = C h1 · K i | C h i– hourly tariff rate corresponding i-th category of work (worker), rub.; From ch1– hourly tariff rate of the first category, rub. (cop.) |
| Piece price for the j-th unit of work |  |  – production rate per j th work (operation); N time j- standard time for j th work (operation) |
| Average price for multi-machine service |  | – standard for servicing machines by one worker |
| Worker's piecework wages |  | – actual production volume per j th job |
| Tariff wages for hours worked |  |  – fund of time worked by the worker |
A seventh category machine tool worker-piece worker, engaged in the manufacture of particularly complex products using unique equipment (turning operation), worked 150 hours in a month, including 30 hours in work with difficult working conditions, with an additional payment of 8%). The worker is also given an additional payment for professional skills in the amount of 16%. The initial data for the calculation are given in tables 7-8.
Table 7
Unified tariff schedule for remuneration of workers at mechanical 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; number of main and auxiliary workers, specialists, office workers 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 vacations 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 per worker per year.
METHODOLOGICAL INSTRUCTIONS
The average vacation duration () is defined as:
Where T i– duration of the next vacation in working days according to i- a 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 regular and additional vacations.
Table 9
METHODOLOGICAL INSTRUCTIONS
The average duration of regular and additional vacations is determined by dividing the total number of person-days of regular and additional vacations by the number of workers.
Task 3. Determine the nominal and effective working time fund in days if the calendar fund in the plan year is 366 days, the number of days off is 52, Saturdays are 51, holidays that do not coincide with weekends are 2. The average duration of regular and additional vacations in the calculation per worker is 17.2 days under five-day work conditions, the average duration of study leave is 2.1 days; absences due to government duties – 0.2, due to illness – 5.6, due to 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) in connection with regular and additional leaves, study leave permitted by law, in connection with the performance of government duties, illness, childbirth.
Task 4. Under conditions of a five-day working week for one group of workers of 1,500 people, the average working day is ( T с1) amounted to 8.2 hours, and for the other - in the amount of 500 people. ( T c2) – 7.2 hours (when working in particularly hazardous conditions).
Number of nursing mothers ( Ch k) and teenagers ( Ch p), which established a working day reduced by 1 hour, is 50 and 20 people, respectively. The total number of working hours per year per worker by which the working day is reduced ( T hs), equals 245 hours. Effective working time fund ( F e) amounted to 242.5 days.
Determine the nominal duration, the average length of the working day and the useful fund of working time (in hours).
METHODOLOGICAL INSTRUCTIONS
1. Nominal working day ( 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 using the formula:
3. Useful working time fund per worker ( F h, h) is determined by the formula:
F h = F e. T s.
Task 5. The number of workers at the site was: from the 1st to the 5th – 60 people; from 8th to 12th – 61; from 15th to 16th – 62; from 17th to 19th – 63; from 22nd to 26th – 64; from the 29th to the 30th – 62 people; 6, 7, 13, 14, 20, 21, 27, 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 turnout number of workers per month is 2,100 people. The nominal working time fund is 274 days, and the effective one is 245 days. Determine the average number of workers.
METHODOLOGICAL INSTRUCTIONS
The average number of employees is determined by the formula:
H s = H i. K 2,
Where K 2– coefficient of transition from turnout to payroll.
Task 7. In the base period, the actual number was 2,500 people. It is planned to increase production volume ( K Q) in the amount of 105% with a constant level of average output.
Determine the planned number of industrial production personnel (PPP).
METHODOLOGICAL INSTRUCTIONS
Planned number of PPP ( Ch pl1) is determined by the formula:
H pl1 = H b. K Q.
Task 8. The actual number of PPP in the base period ( B b) amounted to 2800 people. It is planned to increase production volume ( K 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 at the site ( Q) in the amount of 100 thousand pieces. Production rate per unit of time ( N in) - 2 pcs. Annual effective working time fund ( F pl) – 1929 hours, the coefficient of fulfillment of production standards ( To vn) – 1,1.
Determine the planned number of key workers.
METHODOLOGICAL INSTRUCTIONS
Planned number of main workers ( Ch or) is determined by the formula:
Problem 10. The average number of workers is: in the first quarter. – 5500 people, in the II quarter. – 5610, in the third quarter. – 5720, in the fourth quarter. – 5920 people. The number of workers at the beginning of the planning period is 5,100 people. Workers left for good reasons: in the first quarter. – 1.5%, in the second quarter. – 0.8, in the third quarter. – 1.8, in the fourth quarter. – 1.1% of the average annual number of workers.
Determine the additional needs of workers: 1) quarterly and annually; 2) to cover loss.
METHODOLOGICAL INSTRUCTIONS
The number of workers at the end of the I, II, III, IV quarters is determined ( CH rk i) according to the formula:
CH rk i = CH ci. 2 - Black i,
Where H ci– average number of workers in i-th quarter; CH rn i– number of workers at the beginning i th quarter.
Additional workers' needs ( Ch additional1) is determined by the formula:
Ch add1 = Ch rk - Ch rn.
Additional need for workers to cover loss ( H additional2) is determined by the formula:
H additional2 = 
Where Hsk– average quarterly number of workers; – coefficient characterizing the number of people leaving 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.: UNITY, 2009. – 407 p.
4. Bukhalkov, M.I. Organization and regulation of labor: a textbook for universities / ed. prof. M.V. Miller. – M.: INFRA –M, 2008. – 416 p.
5. Genkin, B. M. Organization, rationing and remuneration / B. M. Genkin. – M.: Norma, 2008. – 431 p.
6. Golovachev, A.S. Organization, rationing and remuneration: textbook. allowance / A.S. Golovachev, N.S. Berezina, N.Ch. Bokun et al.; under general Ed. A.S. Golovacheva. – 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, rationing and remuneration of labor: methodological recommendations for performing practical tasks for fourth-year students of the specialty “Economics and management in an enterprise (in mechanical engineering).” – Bryansk: BSTU, 2008. - 71 p.
9. Mysyutina, L.V. Organization, standardization and remuneration of labor [Text] + [Electronic resource]: test tasks for seminars and exams for 4th year full-time students in the specialty 05/08/02 “Economics, enterprise management (in mechanical engineering).” - Bryansk: BSTU , 2012.- 96 p.
10. Mysyutina, L. V. Organization, rationing and remuneration: textbook. allowance / L. V. Mysyutina. – Bryansk, BSTU, 2005. – 230 p.
11. Mysyutina, L.V. Economics and sociology of labor: textbook / L.V. Mysyutina. - Bryansk: BSTU, 2009.- 295 p.
12.Economics and sociology of labor: Textbook/ ed. AND I. Kibanova.- M.: INFRA-M, 2009.- 584 p.
b) additional:
1. Labor Code of the Russian Federation. –M.: Eksmo, 2009. – 272 p.
2. Volgin, N. A. Remuneration: production, social sphere: analysis, problems, solutions / N. A. Volgin. – M.: Exam, 2004. – 222 p.
3.Genkin, B.N. Economics and sociology of labor: textbook / B.N.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. Mastenbroek, U. Conflict management and organization development / U. Mastenbroek. – M.: Infra-M, 2005. – 270 p.
6. Mikushina, M.N. Employment contract. Concept, Content. Conclusion. Change. Termination. Approximate form: Law for everyone / M.N. Mikushina. – Novosibirsk: Mysl, 2002. – 371 p.
7. Mysyutina, L.V. Concept, indicators, indicators and social standards of living standards 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 at industrial enterprises in a market economy // Economic and organizational problems of management in modern conditions: collection of articles. scientific works / ed. V.M. Panchenko, I.V. Govorova / L.V. Mysyutina. – Bryansk: BSTU, 2006. – 224 p.
9. Orlovsky, Yu. Labor law of Russia: textbook / Yu. Orlovsky, A. Nurtdinova. – M.: Infra-M, Contact, 2003. – 432 p.
Ivanova Natalya Alekseevna, Zhulina Elena Gennadievna
Economics and sociology of labor. Crib
Ivanova Natalya Alekseevna – senior Lecturer at the Department of Finance and Credit
Zhulina Elena Gennadievna – senior Lecturer at the Department of Finance and Credit
1. Subject of sociology of labor
Work is the basis of the life of society and each of its members, enterprises, organizations: Labor is a multidimensional 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 labor process workers and their groups enter into certain social relationships, 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 the relations between 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 work activity.
Social relations- these are relations between members of social communities and these communities regarding their social status, way of life and way of life, and, ultimately, regarding the conditions for the formation and development of personality, and a variety of social communities.
Social relations are determined by labor relations, since workers are included in labor activities regardless of who they work next to. However, later the employee manifests himself in his own way in relationships with other members of the work team. Thus, social relations are formed in the work 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, and social position of the individual and 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 responsibilities relative to each other, outside of interactions.
In the labor process, 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 performing 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 work collective and in society.
Owners of the means of production (employers), by organizing and carrying out the labor process, realize their entrepreneurial potential in order to generate income in the form of profit. Therefore, the stumbling block is income from labor activity, the share of this income accruing to each subject of social and labor relations. This determines the contradictory nature of social labor.
Sociology of labor is a study of the functioning and social aspects of the labor market. The sociology of labor represents the behavior of employers and employees in response to economic and social incentives to work.
That's why subject of labor sociology is the structure and mechanism of social and labor relations, social processes and phenomena in the sphere of labor. The sociology of labor studies the problems of regulating social processes, motivating work, labor adaptation of workers, stimulating labor, social control in the sphere of labor, uniting the workforce, managing the workforce and democratizing labor relations, labor movements, planning and social regulation in the sphere of labor.
2. 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.
Principles of market economics are actively being introduced into the field of attracting and using labor, social and labor relations, organizing and remunerating labor, as well as generating and using 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 satisfaction with work in the system of social and labor relations that develop 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 the psychophysiological, 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 of general rules, norms and standards of labor activity.
Currently, labor economics studies the problems of formation and effective use of society's labor potential based on the rational application of economic laws of development of production, distribution, exchange and consumption.
The main problems of studying labor economics are:
1) research into 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, reproduction of the workforce;
3) research into 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, differentiation of wages due to both the qualitative characteristics of the workforce and differences in working conditions;
6) defining 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 labor organization at the enterprise, analysis of its main components: division and cooperation of labor, organization and maintenance of workplaces, working conditions and work-rest regimes, labor discipline, labor regulation;
8) determination of the main groups of 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 results. 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, providing 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 economic and social incentives to work”, the relationships of social groups in the labor process, focuses on the demographic differences of people, on differences in their education and qualifications, on the characteristics of upbringing and political views, religion and social status.
The diversity 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.
3. The essence and content of the sociology of labor6
4.Conclusion10
Introduction
Labor is the basis of the life of society and each of its members, enterprises, organizations: Labor is a multidimensional 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 labor process workers and their groups enter into certain social relationships, interacting with each other. In the process of such interaction, the states of these social groups and individual workers change.
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, and social position of the individual and 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 responsibilities relative to each other, outside of interactions.
Essence, content and significance of labor economics
Labor economics is a part of economic science that studies the patterns and economic efficiency of labor processes. By its nature, in contrast to general economic theory and sectoral economics, labor economics examines a certain range of problems (functions) that occur in any type of activity and in each sector of the economy, and because of this it belongs to the type of functional economic sciences.
The object of labor economics is labor - the central element of social production, which is found in all sectors and spheres of the economy.
Labor is also studied by other sciences, such as physiology and psychology of work, ergonomics, sociology of labor, labor law, labor statistics, occupational hygiene, etc.
For all these disciplines, labor serves as an object of study. These disciplines differ in the subject of research, i.e. by which side and what properties of the object they study.
The subject of labor economics is the economic laws of the construction and implementation of labor processes, the factors and conditions for their effectiveness, the economic relations of people arising regarding the use of labor on the scale of the country, industry, region, as well as in each of their cells - in enterprises, organizations, institutions.
Labor economics is a system that studies the process of reproduction, distribution, exchange and consumption of labor, as well as the conditions and process of interaction between the worker, the means and the subject of labor.
The system of social and labor relations considers social relations at 3 levels:
1. At the country and regional level.
2. At the level of a specific enterprise.
3. At the level of individuals.
Social and labor relations involve relations between people in work collectives regarding the labor process itself and the distribution of material goods.
Modern, social labor in a market economy consists of the following elements:
1) material elements of production (objects of labor and tools that are in private, corporate and state ownership);
2) personal elements of production, productive forces (human factor). This is, first of all, knowledge, experience, skills;
3) the purpose of labor, arising from the very essence of labor (performing specific types of work, receiving remuneration for this in the form of wages, making a profit, increasing income, realizing entrepreneurial abilities, etc.);
4) the connection between material and personal elements. A specific form of relationship between workers (owners of personal elements) and entrepreneurs (owners of material elements) is wages and profits;
5) methods of organizing labor, depending on the purpose of production, the method of connecting material and personal elements, division of labor and competition;
6) attitude towards work. For part of the population, work has no value at all and is not an important matter. For most people, work is the main activity in life. Among this category, the attitude towards work is ambivalent. Specific types of work can bring satisfaction (or dissatisfaction) with its content and social significance. The attitude towards labor as a source of livelihood is contradictory and is associated with the confrontation between employees and employers to increase their share of income.
The content of "Labor Economics" includes both theoretical and practical issues of labor and labor relations, which are considered from the point of view of the valuation of their effectiveness. Also, “Labor Economics” includes the study of such basic categories and concepts as the reproduction of the labor force on a societal scale, the functioning of the labor market, employment policy, labor organization, its conditions and payment, as well as economic analysis of labor economics indicators in order to identify trends in their changes, planning and forecasting.
With the transition of the Russian economy to market relations, the theoretical and practical understanding of labor changes, and completely new foundations for the life activity and development of society are developed.
Labor economics is currently one of the few sciences that implements an integrated approach to the analysis of economic and social aspects of labor activity.
Objectively, this is due to the fact that the rational use of human resources involves the achievement of two interrelated goals:
· creating favorable working conditions and developing human abilities in the process of work;
· increasing production efficiency.
The essence and content of the sociology of labor
The essence of the subject of labor sociology is revealed through knowledge of the patterns of social development, which reflect the most important and stable connections between various labor phenomena and processes. These include:
· laws of cooperation, distribution, division of labor, determination of human needs;
· patterns of changes in the motivation of workers’ labor behavior under the influence of lifestyle changes and work situations;
· changes in the content of labor under the influence of the results of scientific and technological progress;
· changes in labor behavior associated with the impact of external non-labor factors.
The main subject of study of the sociology of labor is the labor force (human factor). This includes:
· professional and age structure of the workforce;
· the possibility of free employment, i.e. the exercise of the constitutional human right to work;
· a system of professional training of personnel, i.e., obtaining theoretical knowledge and practical skills of the required level of qualification to perform individual production tasks in the labor process, taking into account the requirements of industrial and economic growth.
The next main subject area of study in the sociology of labor is labor relations.
These relationships develop from the moment a person is included in the labor process and are subject to regulation by legal norms in order to protect the rights of workers.
The rules of law governing the labor relations of workers are an important factor that determines the position of the employee in the labor sphere and at the same time performs important socio-economic functions on a state scale.
In order to determine the pattern of development of social relations and the place of man in the sphere of work, the sociology of labor also studies the culture of work and production.
Work culture should be understood as a number of measures that are aimed at creating a working environment that would correspond to human nature and would develop among participants in the labor process a sense of aesthetic perception both in relation to the environment of work and production, and in relation to the products produced by the employee.
The next subject of study in the sociology of labor is the way of using working time. For society and individuals, the process of organizing working time throughout the entire work shift and the attitude of workers to the rational use of working time are of great importance.
At the same time, the sociology of labor as a science also studies ways of using free time.
This is of great importance, since the form of use of time outside of work will determine how the employee will use his working time.
When studying the sociology of labor, special attention is paid to the study of a worker’s free time, which is a type of free existence chosen by a person as the best way of self-realization.
Also included in the subject area of the sociology of labor are norms of social and labor relations, norms of labor morality and the level of responsibility of the subjects of the work collective.
The concept of labor morality is a set of norms of employee behavior in the process of performing labor functions, which are based on the processes of understanding the role and significance of work in every society. Also, the sociology of labor identifies and analyzes the causes of conflict situations in the formal and informal organization of work groups, the forms of their manifestation, as well as possible ways to resolve these conflict situations.
From the above, we can conclude that the sociology of labor serves as a kind of theoretical basis for the practice of labor decisions at the macro and micro levels.
In a broad sense, it includes the sociology of entrepreneurship and covers the following areas:
a) sociological understanding of the motives and results of labor;
b) structural divisions of labor as social systems;
c) socio-psychological conflicts in the workplace.
In a narrow sense, the sociology of labor includes an analysis of all aspects of human labor activity, the study of social conditions in the workplace and their influence on the motives, intensity and results of socio-economic processes in society, as well as changes that occur under the influence of labor in the structure and activities of various social groups.
In a manual of sociology edited by Doctor of Historical Sciences, Professor V.G. Gorodyanenko sociology of labor is defined as a sectoral sociological theory that studies the patterns of formation, functioning and development of social formations (systems, communities and institutions) in the sphere of labor and related processes and phenomena.
Back in the early 60s of the last century, Jan Szczepanski noted that the scope of labor sociology includes:
· General definition of the sociology of labor and classification of its various forms and types in human communities;
· Analysis and conclusions regarding the social aspects of labor, social division of labor, development of tools and means of labor;
· Determination of factors influencing work motivation;
· Identification of factors influencing the identification of organization members with a company or association;
· Determining where the personal interests of organization members converge with the interests of the company;
· Study of phenomena and processes that disorganize the work of an enterprise, identifying ways of their impact on the labor process;
· Study of the relationship between management and ordinary members of organizations, as well as the determination of the main criteria that a manager must meet in order to have at least the formal right to lead people in the labor process;
· Study of the influence of work on the formation of various personality types, the level of their specialty and place of work in social selection.
Conclusion
Economics and sociology of labor, developing at the intersection of economic sciences and sociology, using the achievements of many other sciences - psychology, statistics, ergonomics and others - allows you to learn about the main socio-economic processes occurring in work collectives and the ability to solve problems that arise in the process work.
One of the main problems of any production, any team of workers is to create conditions for more intensive work, to increase individual and collective labor productivity.
The central concept of economics and sociology of labor is labor. Labor is an activity associated with the expenditure of mental and physical energy that people exert to satisfy their needs.
Russian sociology and labor economics are characterized by two concepts that explain attitudes towards work:
1) dependence on wages;
2) dependence on the content of work activity.
Bibliography
1. Lyasnikov N.V., Dudin M.N., Lyasnikova Yu.V., Kamilov M.B., Ivanova V.F. Economics and sociology of labor. - KnoRus Company, 2012, 288 p.
2. Odegov Yu.G., Rudenko G.G. Labor Economics. Textbook. - Wolters Kluwer. 2011 800 p.
3. Rofe A.I. Labor Economics. Lecture notes. - KnoRus company. 2015 240 p.
The work examines from a systemic perspective both the established and repeated views of scientists in numerous textbooks on the problems and tasks of social and labor relations, as well as the concepts of Tomsk scientists. Sections in which Siberian positions are not expressed are included without phrasal processing of the text. This selection from the known was successfully carried out by E.A. Soloshchenko. The textbook discusses the theories of: a) reproduction of the labor force; b) labor market, employment, motivation, decision making, egression; methodology: a) connections in the labor model; b) multifactorial wages, organizational systems for recognition and self-affirmation of personnel; elements of system analysis of labor relations; new labor paradigm; progressive wage systems, etc.
For humanitarian knowledge of the late 20th and early 21st centuries. characterized by the strengthening of the role of disciplinary self-awareness. The recent appeal of economic science to understanding its methods indicates that the general trends in the development of scientific knowledge fully apply to this subject area.
Changes in the fundamental principles of the functioning of the economy require a revision of the theoretical foundations and a search for conceptual schemes and models that are adequate to the new conditions. “If economists want to improve the quality of their recommendations,” note L. Nelson and I. Kouzes, they should rely less on certain postulates of their own theories and make wider use of empirical and interdisciplinary approaches.” The complex, interdisciplinary nature of modern knowledge leads to the fact that the subject classification of sciences is increasingly giving way to a problematic one, and adequate methodological tools are being formed. These trends are most clearly manifested in the border areas of knowledge. These undoubtedly include research in the field of labor issues - an interdisciplinary area lying at the intersection of economics, sociology, psychology, physiology, and technology.
TABLE OF CONTENTS
Chapter 1. In search of self-determination: labor economics and its methodological foundations
§ 1. The role and current state of the methodology for researching labor activity 6
§ 2. Formational approach in labor research 7
§ 3. System approach: labor relations as a complex system 11
§ 4. Activity and activity approach. 12
§ 5. Cognitive-value approach: the world of work as a sociocultural reality 16
Chapter 2. Early theoretical and methodological principles of economics and sociology of labor
§ 1. Reproductive approach to understanding the category “labor economics”
§ 2 Social aspects of labor. Subject area of labor sociology
Chapter 3. Employment theories and their application in practice
§ 1. Classical and neoclassical theories 29
§ 2. Marx on employment and unemployment 31
§ 3. The employment theory of D. Keynes and neo-Keynesianism 31
§ 4. Monetarists and neoclassical synthesis. Issues of employment in modern neoclassical theories
§ 5. The use of theories in the practical activities of states 34
Chapter 4. Labor market: essence, main components, types and models
§ 1. The essence of the labor market 35
§ 2. Features of the functioning of the labor market 36
§ 3. Main components of the market and the mechanism of their interaction 37
§ 4. Modern types and models of the labor market 40
§ 5. Russian labor market model 42
§ 6. Analysis of the enterprise’s supply of labor resources 47
Chapter 5. Employment and unemployment in the Russian economy: causes, features and ways to minimize
§ 1. The essence and causes of unemployment 52
§ 2. Types of unemployment 55
§ 3. The essence and goals of state employment policy 58
§ 4. Principles and main directions of employment policy 60
§ 5. Economic function of employment 61
§ 6. Social function of employment 64
§ 7. Active employment policy in the Russian Federation and determination of its effectiveness
§ 8. Ways to minimize unemployment 67
Chapter 6. Productivity and labor efficiency
§ 1. Methods for measuring labor productivity 69
§ 2. Labor intensity of products and its structure 76
§ 3. Factors and reserves for growth of labor productivity 78
§ 4. Analysis of labor productivity 86
Chapter 7. Work motivation: essence, methods and directions of development
§ 1. The concept of motivation and motivational process 89
§ 2. Characteristics of the motivational process 93
§ 3. Content theories of motivation 95
§ 4. Process theories of motivation 100
§ 5. Methods of motivation 102
§ 6. Motivational programs in the personnel remuneration system 110
§ 7. Motivation management at the present stage 112
§ 8. Main guidelines for work motivation in modern Russia 115
Chapter 8. Methodology and organization of multifactor wages in a corporation
§ 1. Multifactor wage formula 117
§ 2. Organization of multifactor wages 124
§ 3. Structure of contract wage systems 134
§ 4. Variable wage systems - practical aspect 142
Chapter 9. Basic elements of organizing wages and financial incentives
§ 1. Structure and components of the organization of remuneration
§ 2. Forms and systems of remuneration 153
§ 3. Wage level in Russia in 2007 160
§ 4. Foreign experience in organizing wages 163
Chapter 10. Elements of organization theory in the practice of organizing wages
§ 1. Methodology of the copula in the labor model 167
§ 2. Elements of controlling in motivational systems 188
§ 3. National characteristics of personnel and labor risks 202
Chapter 11 Organizational systems for personnel recognition and self-affirmation
§ 1. Regulatory systems in the system of organizational forms of competition in the organization of remuneration
§ 2. Ways and methods of bringing specialists to the potential of egression 225
Chapter 12. New paradigm of labor relations
§ 1. History of the development of ideas about labor and labor relations 260
§ 2. Labor relations in the concepts of Marxists and cultural scientists 262
§ 3. Labor in post-industrial society 264
§ 4. Labor institutionalism 265
§ 5. Material systems of social guarantees and protection of workers’ rights based on participation in the management of corporations
§ 6. Elements of the Soviet model of labor management 268
Chapter 13. Standard of living of the population
§ 1. Main categories and indicators of the standard of living of the population 271
§ 2. Population income: types, sources, formation process. Nominal and real wages
§ 3. Analysis of income and level of well-being of the population 283
§ 4. Aggregate consumption indicators 290
§ 5. Minimum consumer basket, consumer budget, their relationship with wages
Chapter 14. Social development of labor collectives
§ 1. Social structure of the organization 304
§ 2. Planning the social development of the team 305
§ 3. Social development service, its composition and functions 308
§ 4. Sociological research and stages of its implementation 310
§ 5. Social development plan of the enterprise 313
§ 6. Development of the institution of social partnership in Russia 315
Chapter 15. Social partnership as a form of regulation of social and labor relations
§ 1. General characteristics of social and labor relations 317
§ 2. The essence of social partnership 319
§ 3. Russian model of social partnership 321
§ 4. Interest groups in the social partnership system 326
§ 5. Content and mechanism of social partnership 332
Brief terminological dictionary 336
List of used literature 339
After studying this chapter, the student should:
know
- the essence of the concepts of “labor” and “creativity”, the main categories of labor science;
- subject field of research in economics and sociology of labor;
- main directions and trends in the development of labor science.
be able to
- use the basics of economic and sociological knowledge when studying the labor process;
- analyze problems in the sphere of labor activity taking into account the methodology of economics and sociology of labor;
- explore problems in the world of work, taking into account the characteristics of various scientific disciplines;
own
- ways of assessing and identifying creative elements in the labor process;
- skills in analyzing trends in the field of breastfeeding in the modern world;
- modern methods of collecting, processing and analyzing economic data in the field of labor and employment.
Subject and problems of the course “Economics and Sociology of Labor”
Most economists believe that the subject of the course “Economics and Sociology of Labor” is labor as a purposeful activity of people that arises in the course of interaction between people in the process and regarding production.
The complexity and versatility of the labor process attracts the attention of various scientific disciplines. It is the consideration of labor from the positions of economics and sociology that simultaneously gives the greatest objectivity and complexity to its research.
Labor Economics how science studies economic patterns in the field of labor relations, including specific forms of manifestation of the essence of labor, such as organization, payment, efficiency, employment, etc. Knowledge of the basics of labor economics allows a specialist to take an abstract and reasoned approach to the study of ongoing events and explain their driving force and evaluate the value to 1.
Experts from various countries believe that labor economics is the study of the functioning and results of the labor market, and in a narrow sense - the behavior of employers and employees in response to common incentives in the form of wages, profits and non-monetary factors in the field of labor relations, for example working conditions. Analyzing economic factors alone does not make it possible to fairly objectively assess the situation in the labor sphere.
The sociology of labor studies the behavior of employers and employees in response to economic and social incentives to work.
Social and labor relations make it possible to determine the social significance, role, place, and social position of the individual and group. They are the link between employees. Not a single member of the work collective or organization can exist outside of such relationships, outside of interactions.
Accordingly, the subject of the course in economics and sociology of labor is
socio-economic relations that develop in the labor process under the influence of various factors - economic, technical, organizational, personnel and other nature.
Expert opinion
R. J. Ernsberg and R. S. Smith believe that labor economics is the study of the functioning and results of the labor market. If we try to narrow this concept, we can say that labor economics is primarily the behavior of employers and employees in response to general incentives in the form of wages, prices, profits and non-monetary factors in the field of labor relations, such as working conditions. It is precisely this kind of incentives that, on the one hand, encourage individual choice, and on the other hand, limit it.
For the economist labor is, first of all, one of factors of production. There is a demand for labor and its supply, in the interaction of which the market price is formed. An economist is primarily interested in the efficient use of labor resources. The labor process is considered from the perspective of economic laws. The relationships between people in this process come down to the “seller-buyer” relationship. The most important concepts for an economist are the concepts of labor resources, labor market, supply and demand for labor, labor productivity, wages, working hours, etc.
Sociology studies social reality, i.e. forms of relationships between people and their groups. In sociology, more attention is paid to the subject of labor; it is emphasized that people are different: they belong to different social strata, have different interests, and can not only work peacefully, but also conflict. Therefore, the main concepts for a sociologist are such concepts as labor relations, labor control, social stratification (social inequality), work collective, labor conflict, labor motivation, alienation of labor, social partnership, etc.
Theory issues
Man as a subject of labor. Economic and sociological approaches to analyzing the position of a person involved in the labor process differ significantly. That is why the analysis of labor processes from the perspective of two scientific disciplines gives a more objective idea of a person as a subject of a group.
|
Through the eyes of an economist |
Through the eyes of a sociologist |
|
The person is independent. An atomized individual who makes independent decisions based on his personal preferences. For example, he makes his own choice of work. |
The person is dependent. Submits to social norms, belongs to social groups. For example, he follows a profession in the footsteps of his father or does not engage in activities condemned by society. |
|
The person is selfish. First of all, he cares about his own interests and strives to maximize his own benefit. For example, the employee’s desire to work less and receive more. |
The person is unselfish. It can also pursue altruistic goals, helping others. For example, he can provide services free of charge or work for little money, realizing that his work is useful for society. |
|
The person is rational. Consistently strives for the set goal, calculating various options for behavior in search of the best. |
The person is irrational and inconsistent. May follow tradition, duty, or give in to momentary passions. |
|
The person is informed. Is aware of his own needs and has sufficient information about the means and conditions for satisfying them. For example, has complete information about vacancies or trends in the labor market. |
The person is poorly informed. Incapable of calculating benefits and costs (for example, does not know all employment opportunities, is unable to assess professional prospects). |
|
Man is mobile. Can easily move around in search of better work. |
The person is immobile. Attached to place of residence, family, social circle. |
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Man is universal. It is the same in nature in space and time. |
Man is historical. It is a product of different cultures in space and time. "Economic man" is a product of Western civilization. |
The preparation of a specialist professionally engaged in economic, marketing and entrepreneurial activities presupposes a holistic perception of all course topics, mastery of a culture of thinking, an understanding of the profession and its role in connection with other types of activities.
A specialist in the field of economics and sociology of labor must be able to organize his own work and the work of his subordinates; formulate goals and outline ways to achieve them; build and use forecasts and plans; find rational approaches to solving problems; foresee the consequences of your decisions.
The course of economics and sociology of labor is closely related to many disciplines: macro- and microeconomics, law, management, sociology, statistics, etc. Economics and sociology of labor is a fairly young scientific discipline, its development takes into account the transformation of labor relations in modern society. Accordingly, many issues of labor relations are still insufficiently studied. These include bonuses, organization of mental work, creation of optimal working conditions for a specific profession, etc. The study of these issues is a long-term task for specialists, as is the process of development of labor science itself.