Economic bases of innovative activity in public health services

4. Management of the personnel of the scientific organizations

4.1 Personnel of the scientific organisations

In the present point of degree work the personnel of the scientific organisations from two points of view: from the point of view of motivation of work and from the point of view of special subculture. The question on interrelation of these points of view is interesting: on the one hand, the personnel of the scientific organisations, as well as the personnel of other spheres of activity, has usual human wants in food, habitation, etc., on the other hand, belong to closed enough social class. The given theme mentions two interconnected variables: the personnel and the organisation, in essence, the individual and group, also are brought by an attention to the question on motivation of the personnel in achievement of the purposes of the organisation, i.e. about influence on behaviour of the individual according to problems and the group purposes. There is a necessity of the analysis of motivation as systems of factors or the motive forces influencing social behaviour of the individual, and the analysis of the group affecting the individual. In details to list all? Forces?, which движут our acts, hardly probably. Therefore the author considers expedient to stop on the following approach:? Numerous evident displays of uniformity in social behaviour speak at all orientation on what? Or considered? The significant? Norm, but also not custom, and it is simple that fact, what the given type of social behaviour, in essence, most of all on the average corresponds, by an objective estimation of individuals, their natural interests, and what they focus the behaviour on these interests?. (M.Veber) [11]. Thus, the basic source of behaviour of the person is its interest. In this connection it is necessary to understand with a number of the interconnected concepts? Motivation components: requirement, interest, motive, the purpose, value. As requirement we will understand a lack something necessary for existence and development of the individual (group). Under interest? The realised requirement. Under motive? The realised actual requirement inducing the person to activity for the purpose of its satisfaction. The purpose? It something realised as means of satisfaction of requirement and acting owing to it in the form of value for the given subject. Value? It is the importance of this or that subject or the phenomenon for satisfaction of requirement [176, with. 22].

Thus, the person is not born with ready motivation, its formation is I many respects caused by a situation, factors of social and economic character.

4.2 Motivation of the personnel in the scientific organisations

As already it was told above, the motivation of the personnel of the scientific organisations in a sense does not differ from motivation of representatives of other trades. We will consider this motivation. Base of modern theories of motivation of the personnel in the scientific organisations is the theory of requirements developed by American psychologist A.Maslou (1908? 1970) [19]. A.Maslou has assumed that the person is based on satisfaction of a series of the requirements built in hierarchy or a pyramid from five groups. In an increasing order it: - physiological or base requirements (food, heat, a refuge, safety, sex etc.) ; - Requirements of safety (protection, an order); - social requirements (dialogue, an accessory to group); - requirements for respect (self-esteem and respect of others; the status, prestige, glory); - requirement for self-realisation (creative results, achievements, career) [16]. Маслоу has made the assumption that in the elementary case of requirement are satisfied one for another i.e. as soon as one requirement is satisfied, it acts as motivation for satisfaction of the following. But if at satisfaction of group of requirements, arises what? Or the new base requirement, the person will pay the attention first of all to it. From the point of view? Motivations in work? The employer considering that the person lives only bread uniform, will be nonplused, as its workers will be unfortunate and немотивированны. According to A.Maslou, the person only there lives bread uniform where in general there is no bread. It is necessary to remember three important positions of the theory of Maslou: 1) the Hierarchy of requirements reminds development of the person since the childhood till an old age: the baby requires food and heat, safety and love; in process of growth there is a gradual development of self-esteem and, at last, appears? Itself the motivated? The adult. 2) disappearance of the satisfied requirements and occurrence of others in the form of motivation is not realised process: as soon as you have got a job, you will forget at once all last hardship and will start to think of career, etc. if it does not occur, you will feel unfortunate as though and at all have no work. 3) Maslou notices that five steps are not something independent. There is a certain degree of interaction between them. The theory of Maslou is under construction on the assumption that while necessity for satisfaction of base requirements for hierarchy as is important, as, for example, requirement of a human body for the vitamins, the healthy person will be guided, basically, requirement of self-realisation of the potential. If with the person interfere in satisfaction of requirements of lower level, requirements of higher level cannot arise. A.Maslou's theory has brought the all-important contribution to understanding of that underlies aspirations of people to work. The head should understand that to motivate the person it should give the chance to it to satisfy its major requirements by means of that line of action which promotes achievement of the purposes of the organisation. It is necessary for head to investigate carefully requirements of the subordinates for the purpose of satisfaction in interests of business and group [21, with. 218].

4.3 Problem of a choice of the optimum schedule (mode) of work in the scientific organisations

The structure of workers of the innovative enterprises is not homogeneous. So, along with science officers in these organisations engineers, and also technicians and laboratorians work. Besides, and work of scientists is not homogeneous for the maintenance. It can include original and typical works, and also the works of organizational character connected with the coordination and the control over activity of experts. Certainly, as the work schedule cannot be universal for all categories of workers of scientific division and even for experts of one category. At introduction of new types of operating schedules it is necessary to pay attention not only to a kind of work of experts, but also on economic gains (expenses on heating, illumination, rent of premises, a food of workers, payment of parking places etc.) and technical possibilities (presence of phones, faxes, personal computers etc.) . Besides, new types of operating schedules can be considered and as original not monetary methods of stimulation of productivity. So, for example, according to German researchers, about 20 % of workers a flexible operating schedule consider as a primary factor of positive motivation. As a whole the work schedule is characterised by stability. Usually people work 5 days in a week, 40 hours per week, from 9 o'clock in the morning to 6 o'clock in the evening, have standard lunch time. Along with obvious advantages, such mode has also lacks: traffic jams, turns at lifts are created. Besides, people often have stresses because are late for work, they have conflicts to the chief. As new types of an operating schedule usually name: the flexible hours, the compressed working week (the summarised working day), a partial employment. The flexible operating schedule is understood as the work schedule at which the worker can choose time of arrival-leaving in certain limits which are established by a management. The compressed working week represents the work schedule in which there is an exchange between quantity of the hours fulfilled daily, and quantity of the working days within a week. So, the usual number of hours can be fulfilled not for five days, and for four (for ten hours daily) or for three days (for twelve hours daily). The Partial employment (partial hiring)? It is work with performance of the same duties, but during smaller time. The greatest distribution to the scientific organisations the flexible hours (have got flexible time, flexible working hours). It is under construction in the different ways: and #61485; the Daily choice of time of the beginning and the work termination; and #61485; Variable duration of the working day; and #61485; Allocation of the general (присутственного) time (i.e. Time established by the head when all employees should be on work). Depending on flexibility degree, it is possible to allocate various types of schedules. We will consider them in a direction from least to the most flexible. All of them are used in practice. The flexible cycle demands from workers of a choice of certain time of the beginning and the work termination, and also work under this schedule during the certain period (for example, weeks). The sliding schedule allows to change time of the beginning and the work termination, but thus it is necessary to work a full time? 8 hours. Variable day allows to change duration of the working day (for example to work one day of 10 hours, and another? 6 hours but so that as a result in a weekend it has turned out only 40 hours or for a month of 160 hours). The sliding schedule and variable day are most effective in a branch science. Abroad analogue it are laboratories of industrial firms and a private small-scale business. Very much the flexible hours demand presence of workers during the general time (for example, from 10 o'clock in the morning to 2 o'clock in the afternoon, but only on Monday and Friday). Flexible placing allows to change not only hours, but also a work arrangement? It is possible to work at home, in branches, etc. The flexible hours cannot be used in the event that the work period depends on work of any equipment, for example, for the workers performing skilled and experimental works. The great value, along with a choice of an optimum operating mode for the scientist has time effective utilisation. It is possible to allocate three reasons aggravating congestion: and #61485; Small degree of delegation of responsibility; and #61485; incorrectly selected priorities; and #61485; too big absorption in daily efforts. For optimisation of use of time principles of Pareto and Eisenhower have great value. In 1897 The Italian economist Pareto has invented the formula showing that all blessings are distributed non-uniformly. In most cases the greatest share of incomes or the blessings belongs to a small number of people. M.S.Lorentz (the American economist) has illustrated this theory with the diagramme. The doctor D. M.Dzhuran has applied the diagramme to classification of problems of quality on not numerous essentially important and numerous insignificant and named this method the analysis of Pareto. Application of a principle of Pareto is expedient and at working hours planning. In this case means that concentration of attention on the vital activity most of all influences achievement of desirable results. The rule 20/80 from here follows: concentration of 20 % of time on the most important problems can lead to reception of 80 % of results. The others of 80 % of time provide only remained 20 % of results. Eisenhower's principle is important for definition of the importance of problems. Eisenhower subdivided problems on their importance and promptness into problems And, In and С "A-problems": very important and urgent? To carry out immediately. "In? Problems": important, not urgent? To define, in their what terms it is necessary to carry out." S-problems ": less important, but urgent? To delegate. Affairs which are not neither important, nor urgent should not distract attention of the head. In connection with the aforesaid, the great value gets definition of optimum parities between workers of various qualification. Optimum it is possible to consider such parity at which science officers do not carry out functions unusual for them. There are recommendations according to which optimum parity between technicians and engineers should make 0,3 / 1 at performance of researches and 1,7 / 1 at performance of developmental works. On the average this parity should make 1 / 2. Questions of formation of target groups in scientific personnel In a general view understand as group of two and more persons who co-operate with each other in such a manner that each person influences others and simultaneously is under the influence of other persons. It is noticed that association of workers in groups allows to solve a number of problems: As much as possible to use creative potential; to involve workers in managerial process. Target groups (time creative collectives), created of engineers and science officers have the features in comparison with quality mugs as before groups more difficult purposes are put. Practice of formation of target groups of the scientists working in various research divisions of firm is extended. Creation of such groups for working out of any one important problem gives the chance to be beyond existing departments and laboratories that is the important factor of increase of an efficiency of scientific research. Target groups of experts (time creative collectives) differ from circles of quality that operate on the basis of in advance formulated problem and always carry a temporality. They can be created for different terms: from 2-3 and more years. It defines also selection of participants of groups. Groups are created as for study of separate organizational or technical questions, and for the decision of difficult cardinal problems. The overall performance of groups is influenced by following factors: the size, structure, group norms, unity, a conflictness, the status and a functional role of its members. Before formation of target group (time creative collective) it is necessary to carry out the morphological analysis which leads to splitting of the general problem into a number of subtasks and reveals possible alternatives of their decision. Each subtask breaks into stages. To generate collective of executors, it is necessary to have the list of all subtasks which should be solved in the course of work performance; characteristics of each subtask with definition of requirements to their potential executors. Besides it is necessary to have a databank on all possible executors of work. At division of a task in view into subtasks each executor should know the concept of designing of all object. The new tendency is allocation of personnel services for needs of the time organizational structures which are engaged in process of innovations. Such personnel services also carry a temporality and move on divisions according to stages of realisation of the project. The actual organizer of work on attraction and personnel development is the head of the innovative enterprise who embodies the idea and is financially interested in innovation introduction. The head of division defines quantity of executors of each subtask, recognising that one executor performs from two to three stages of work. Selection of executors is carried out proceeding from complexity of performed work. Thus the potential of executors should be a little above, than demanded. At a stage of working out and realisation of the ideas which have been put forward by target groups, sometimes there are the so-called design groups, different in the big scales of carried out works and большей number of executors. In any target group select the most prepared experts. But even at the most careful selection almost always there is a distinction between them on readiness degree to performance of a problem assigned to them. In this connection training of less skilled executors at more qualified should be provided. Short-term employment on which each expert has an opportunity better will sometimes be organised to imagine sense of a collective problem and the basic approaches to its decision. Still большее value gets preliminary training at creation of the design groups which work has more long-term and complex character. In these cases for experts special seminars can be held. The seminar program should cover acquaintance of its participants with features of the organisation of works in design group, with specificity of planning, with establishment principles приоритетности in performance of works, methods of search of optimum decisions on the basis of the analysis of real situations. The attention is given also to working off of practical skills of teamwork in group. At a seminar there is an acquaintance of experts to the future project head which should spend some employment. It allows it to come into contact and to prepare participants of design group for forthcoming activity. Upon termination of a seminar to its participants the special certificate on the right to work over the project can stand out. In the USA creation of interfirm target and design groups is observed also. Usually in their structure experts from the external research organisations are involved. As a result of such cooperation from firm innovative structures in which are occupied both members of groups, and scientific shots can separate. In this case it is possible to define the innovative enterprise as target group which is created for industrial development and adjustment of sale of production based on the new technical concept.

5. Bases of safety of ability to live

5.1 Legal bases of a labour safety

Labour safety? System of safety of a life and health of workers in the course of the labour activity, including legal, social and economic, organizational, sanitary-and-hygienic, medical-hygienic, rehabilitation and other actions. We will describe the legislation of the Russian Federation in the field of a labour safety the Legislation of the Russian Federation on a labour safety consists of corresponding norms of the Constitution of the Russian Federation, Legal bases of a labour safety [27, with. 123-127] and published according to them законодательских and other statutory acts of the Russian Federation and republics as a part of the Russian Federation. Guarantees of realisation of the rights of workers on a labour safety and standard requirements on a labour safety are established by acts of republics as a part of the Russian Federation, cannot be below guarantees and standard requirements, are provided by Legal bases of a labour safety [27, with. 125]. Actions of the present Bases extends on:? The enterprises, establishments and the organisations (further? The enterprises) all patterns of ownership irrespective of sphere of economic activities and departmental subordination;? Employers;? The workers consisting with employers in labour relations;? Workers of co-operative societies;? Students of educational institutions of the higher and average vocational training, pupils of educational institutions of average, initial vocational training and the educational institutions of the basic general education passing an industrial practice;? The military men involved for work at the enterprises;? The citizens who are serving time on a sentence of court in their work at the enterprises. On the citizens of the Russian Federation working on hiring in other states, the legislation on a labour safety of the states-employers, and on foreign citizens and persons without the citizenship, working on the enterprises which are in jurisdiction of the Russian Federation extends, the legislation on a labour safety of the Russian Federation if other is not provided international by contracts (agreements) of the Russian Federation extends. We will describe main principles of a state policy in the field of a labour safety the State policy in the field of a labour safety provides joint actions of bodies of a legislative and executive power of the Russian Federation and republics as a part of the Russian Federation, associations of employers, trade unions in the name of their corresponding bodies and other representative bodies authorised by workers on improvement of conditions and labour safeties, to the prevention of an industrial traumatism and occupational diseases. The basic directions of a state policy in the field of a labour safety are:? A recognition and maintenance of a priority of a life and health of workers in relation to results of industrial activity of the enterprise;? Coordination of activity in the field of a labour safety, other areas economic, social policy, and also in the field of protection of a surrounding environment;? An establishment of uniform standard requirements on a labour safety for the enterprises of all patterns of ownership irrespective of sphere of economic activities and departmental subordination;? The government of activity in the field of a labour safety, including the state supervision and the control of observance of legislative and other statutory acts about a labour safety;? Public control over observance of legitimate rights and interests работ6никаов in the field of a labour safety on the manufacture, carried out by workers through trade unions in the name of their corresponding bodies and others authorised by workers representative bodies;? Interactions and cooperation of state bodies, supervision and the control over employers, trade unions in the name of their corresponding bodies and other authorised workers, representative the bodies interested in working out and practical realisation of a state policy in the field of a labour safety;? Carrying out of the effective tax policy stimulating creation of healthy and safe working conditions, working out and introduction safe technicians and technologies, means collective and an individual defence of workers;? Application of economic sanctions with a view of observance by the enterprises and workers of standard requirements on a labour safety;? Maintenance of workers with the special clothes, special footwear, means collective and an individual defence, the treatment-and-prophylactic food, necessary prophylactics at the expense of means of employers;? Obligatory investigation of each accident and occupational disease on manufacture;? An establishment of indemnifications and privileges for a laborious work and works with harmful or dangerous working conditions, ineradicable at a modern technological level of manufacture and the organisation ore;? Protection of interests of the workers who suffered from unfortunate case on manufacture or have received occupational disease, and also members from families;? Preparation of experts in the field of a labour safety, including in educational institutions of the higher and average vocational training;? An establishment of the state statistical reporting about working conditions, about accidents on manufacture and occupational diseases;? Informing of workers on a condition of conditions and a labour safety at the enterprises;? Realisation of actions for propagation of an advanced experience in the field of a labour safety;? The international cooperation at the decision of problems of a labour safety. The state in the name of bodies of a legislative and executive power taking into account consultations of associations of employers. Professional the unions in the name of their corresponding bodies and other authorised workers, representative bodies develops, carries out and periodically reconsiders the co-ordinated policy in the field of a labour safety. Some words about guarantees of the worker on the rights on a labour safety. Each worker has the right to a labour safety, including:? On a workplace protected from influence of harmful or dangerous production factors which can cause an industrial trauma, occupational disease or working capacity decrease;? On compensation of the harm caused to it by a mutilation, occupational disease or other damage of the health, connected with execution of labour duties by it;? On reception of a trustworthy information a prize of the employer or the state or public bodies about a condition of conditions and labour safeties on a workplace of the worker, about existing risk of damage of health, and also about the accepted measures on its protection against influence of harmful or dangerous production factors;? On refusal without any unreasonable consequences for it from performance of works in case of occurrence of direct danger to his life and health before elimination of this danger;? On maintenance with means collective and an individual defence according to requirements of legislative and other statutory acts about a labour safety at the expense of means of the employer;? On training to safe methods and receptions of work at the expense of means of the employer;? On professional retraining at the expense of means of the employer in case of a suspension of activity or closing of the enterprise, shop, a site or liquidation of a workplace owing to unsatisfactory working conditions, and also in case of disability in connection with unfortunate a case on manufacture or occupational disease;? On carrying out of inspection by bodies of the state supervision and the control or public control of conditions and a labour safety, including on demand of the worker on its workplace;? On participation in check and consideration of the questions connected with improvement of conditions and a labour safety. The state in the name of bodies legislative, executive and judicial authority guarantees the right to a labour safety to the workers participating in labour process under the labour contract (contract) with employers. Conditions labour (contract) contract should correspond to requirements legislative and other statutory acts about a labour safety. In the labour contract (contract) authentic characteristics of working conditions, indemnifications and privileges are specified to workers for a laborious work and works with harmful or dangerous working conditions. For the period of a suspension of works at the enterprise, in shop or on a site, a workplace in a consequence of infringement of the legislation on a labour safety, standard requirements on a labour safety not because of the worker, behind it the work place, a post and average earnings remain.

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