ПРОБЛЕМЫ И ОСОБЕННОСТИ МОТИВАЦИИ РАБОТНИКОВ ГОСУДАРСТВЕННОГО БЮДЖЕТНОГО СЕКТОРА НА ПРИМЕРЕ ЕВРЕЙСКОЙ АВТОНОМНОЙ ОБЛАСТИ

Розглянуто проблеми та перспективи розвитку фінансової децентралізації в Україні. Здійснено аналіз основних показників надходжень до місцевих бюджетів під час проведення фінансової децентралізації. Розроблено пропозиції щодо подальшого здійснення реформ у сфері ефективного використання коштів місцевими органами влади. Обґрунтовано напрями щодо удосконалення відносин між державою та місцевими органами влади у процесі реалізації фінансової децентралізації та її наступних етапів.

Land use capability is one of the most widespread technical-interpretative classification systems, however, regional adaptations may be necessary because different attributes may affect it. For these adaptations, the Minas Gerais soil map was used as the starting point for this study. The criteria to define the land use capability were adapted to management levels with small (level A) and medium (level B) application of capital and modern technology (level C). The aim of the present study was to map land use capability for Minas Gerais state, Brazil, following the criteria adapted to different levels of management and measure the accuracy of the resulting maps. The system of land use capability is widely used by INCRA in evaluations of rural properties. Erosion criterion was replaced by erodibility. The information was handled in a geographic information system. For validation, soil profiles from regional pedological surveys were sampled, classified, and its land use capability was compared to the land use capability shown on the map according to the different management levels. In spite of the small scale of the soil map, the maps of land use capability exhibited adequate accuracy: 73% (management level A), 71% (B), and 50% (C). Therefore, it can be applied in initial phases of regional planning studies, in which the level of details required is reduced (for example, in ecological-economic zoning). More detailed analyses still depend on detailed field surveys, as advocated by the system of land use capability.

The article is aimed at studying the regularities of labor behavior of the individual and determining the directions for diagnosing the motivation of employees of different levels of management. The article analyzes contemporary theories of motivation: meaningful, process and field theories. The regularities of theories of motivation are determined and directions of diagnostics of personnel motivation are proposed in accordance with the identified patterns. According to meaningful theory of motivation, a person’s behavior is determined by his unmet needs; according to the process theory – one’s expectations and subjective assessments related to a particular situation and the possible consequences of its chosen type of behavior; according to the field theory – one’s personal characteristics and environmental factors (organizational culture, social environment). In this regard, the diagnostic instrumentarium for motivating staff should ensure that information about the list of needs and their hierarchy is obtained; subjective valuations of employees as to the significance and fairness of remuneration, its compliance with the efforts spent, the complexity of work, etc., further the motivational impact of organizational culture and leadership on the labor behavior of personnel be determined. The expediency of using the «Motivational Profile» questionnaire by S. Ritchie and P. Martin to determine the actual needs of the staff is substantiated; an authors’ own questionnaire was developed to obtain assessments of managers regarding the factors of motivation, as identified in the process theories of motivation and theories of the «field». The application of the «Motivational Profile» allows to determine the most significant factors of staff motivation, including the following: material encouragement, recognition, interesting and useful work, self-improvement and the desire for achievements. The authors’ questionnaire made it possible to identify the relationship between effort, result and reward. The results of the performed questionnaire survey of employees show that the system of remuneration of personnel is outdated, labor contributions significantly exceed the remuneration received, the social environment ambiguously affects their motivation. The obtained results helped to determine the problem areas in the motivation of managers, which in the future will allow to form an effective mechanism for motivating management personnel.

The article is devoted to the study of the possibilities of using artificial intelligence technologies in making managerial decisions at different levels of management. The main technologies that can be understood by AI are highlighted, as well as the key technologies used at different levels of management. Special attention is paid to the possibilities and advantages of using AI, including reducing information processing time, optimizing processes and improving the quality of planning. The article highlights the importance of using technology and, at the same time, examines the risks that need to be considered when integrating technology into the internal processes of an organization.

The modern society requires a rational, professional, stable and socially accountable public administration that serves its citizens. Analysis of the status and functioning of the Croatian public administration shows that there are still many shortcomings and problems that must be solved. This paper outlines the basic characteristics of public administration as a set of structures and processes aiming to start and implement the policies in accordance with the public interest. Also, it explores the way and the level of success of managing the common good, with special attention given to the management of the coastal area, whereas the management of the coastal area is defined as an activity comprising different levels of management – local, regional, national and international. The author stresses the need to coordinate the different levels and emphasize the importance of organizing the work process and the capabilities of the managing structure. This is necessary because the public administration often makes decisions directly influencing the citizens’ quality of life on a local and individual level. Given that the public administration has a great amount of power in all countries, it must be controlled. The author states that beside self control of public administration it is also needed to conduct the additional control. That kind of control is necessary due to the inestimable value of Croatia’s coastal and other resources. Based on the results of the research the author suggests measures to improve a continued and efficient control.

Abstract. This research was investigating relationship between dimensions of transformational leadership style of managers in different levels of education in the region and effectiveness of teacher performance. The method of research is descriptive and correlative. Statistical sample of research is including teachers of different levels of education included 387 teachers during 2013 and 2014. Then, we used randoming sample and 130 people were selected. I used questionnaire of transformational Leadership of Bass and Olive (MLQ) which is included 40 items and questionnaire of effectiveness with 50 items as well as 5 Likert scale. Cronbach's alpha reliability coefficient of the questionnaire using a preliminary study for the implementation of transformational leadership (0.96) and coefficient of effectiveness is 0.95. I used SPSS software in order to analyze both descriptive and inferential statistics. Results of research indicated that there was not significant relationship between transformational leadership style and effectiveness; whereas, significant relationship exists between dimensions of (Rational motivation, inspiration and motivation and ideal influence) and effectiveness.

The article examines aspects of the State policy of stimulating the development of small and medium-sized enterprises. However, as shown, these aspects are determined by a combination of regulatory mechanisms and tools used at different levels of management. After all, small and medium-sized businesses will not develop in unfavorable conditions for entrepreneurship. On the other hand, low-quality management at the level of economic entities also poses a problem and an obstacle for the formation and development of a powerful sector of small and medium-sized businesses of the national economy. Therefore, the aim of the study is to substantiate the macro- and micro-level instruments of economic sustainability management policy in the small and medium-sized business sector of Ukraine. The leading directions of the State policy of strengthening the economic stability of the small and medium-sized business sector of Ukraine in the wartime are identified. These are: (1) financial; (2) innovative and technological; (3) resource-based; (4) institutional. It is proved that appropriate measures should be implemented at the level of financial and economic management of small and medium-sized enterprises. These are financial and resource, intellectual and personnel, innovative technological and market instruments. Among the leading ones, the following are identified: financial and credit cooperation and the creation of internal development financing funds; the development of cooperation practices of SMEs with external partners and representatives of large businesses; the implementation of a proactive policy on preserving and improving intellectual and personnel potential; digitalization and intellectualization of business; improvement of the systems of training and development of personnel potential; application of remote forms of employment; activation of own innovative and technological activities; development of cooperation and collaboration practices in the field of high technologies; active digitization of internal and external business processes; active use of Internet marketing instruments; development of own distribution networks and systems; application of artificial intelligence technologies for the formation and implementation of marketing programs; improvement of marketing tools.

This study aimed to characterize the local chickens and their production systems and to investigate the opportunities for improvement. The study was carried out in 18 villages in northern Jordan with the participation of 120 households. Data were collected by individual interviews and surveys supported with structured questionnaires. A scoring system was developed to study the effect of different levels of management on chicken performance. The main reasons for keep local chickens were egg production and generation of income. The main features of the production systems were improper housing and inadequate hygiene. Newcastle disease, predators, and parasites were the main causes of flock losses. Purchasing rate was controlled by the chickens' phenotype, sex and age, and by season of year. The average flock size was 41.6 (+/-32.9) chickens per household, with a hen:cock ratio of 6.4:1. The average effective population size was 15.35, which indicated a high rate of inbreeding (5.52%). The main selection criterion adopted by farmers was egg production. There were positive significant correlations (p<0.001) between management level and chickens' performance. Hatchability, survivability, flock size, number of clutches, egg weight and egg mass were the major parameters that improved significantly with improvement in management level. Local chickens fulfil significant functions in the livelihood of rural smallholders; however, many constraints affected the efficiency of the production systems. Solutions should start with improving the management practices and establishing an effective breeding system.

Summary To reveal the company’s social policy publicly – in the form of certifi cates, indices or reports – occurs more and more often in the corporate practice and communication. The year 2011 has a special role among the campaign of the European Union since 1983. This year the main focus is on voluntariness, which is one of the principles of the European Union, the aim is to draw the attention of the European people to the signifi cance of voluntariness. The advantage of the companies’ voluntary programme is that through the internal communication a more effective cooperation can be ensured among the employees and nonbusiness. So more and more companies feel the need of the CSR activities, with which they can create competitive advantage for themselves. The research focuses on the nonbusiness group, and examines its relationships and cooperation with other organizations and groups. The aim of the research carried out in Hungary is to discover and unveil the aims and motivations of the above mentioned segments, and whether the opposing parties, in economic sense, are able to cooperate for one goal in the interest of the community and environment. The research raises the following questions: What kind of donations is offered from the businesses and from the civil people? Do they comply with the expectation and necessities of the nonbusiness? Is their cooperation useful? Are they able to solve their problems, to communicate effectively? The results of the research showed similarities with the literature, i.e.: the infl uencing factors of CSR are the effective communication, the realized cost and benefi ts for the donor, the empathy, the norm system of the individual and the expectation of the society. The importance of CSR appears at more and more forums (CSR market, corporate PR etc.). However, to be able to speak of appropriate CSR that is already built-in the value system of the individuals – especially from the viewpoint of society, ecological and economic sustainability – Hungary has a long way to go as there is still a great lack of empathy, internal motivation and social sensitivity, which can only be inherited through culture. Communication forms the base of offering assistance, as without it the realization of needs is not possible. The sceptics often accuse the companies that the CSR practice from their part

The success of any organization depends on the human resources, their knowledge and skills, and their competencies. Competenceis are developed for the needs of business and the organization in which the individual is working. The aim of the study was to determine how the managers of different levels judge competencies of their employees. The results showed that managers value the most employees eager to learn something new in order to improve knowledge and skills, while the least valued competence is planning and verification of the task before relalization in all of its stages. The results also showed that managers of different levels variously estimate certain competence of their employees.

El conocimiento de los efectos que tienen las tecnologías en la sociedad es el instrumento esencial para motivar el desarrollo de la investigación, ya que brinda insumos a los tomadores de decisiones y generadores de políticas que permiten proyectar el impacto de futuras inversiones. En Ecuador, el principal centro público encargado de la investigación y desarrollo de tecnologías en el sector agropecuario es el Instituto Nacional de Investigaciones Agropecuarias (INIAP), que desarrolla material genético, alternativas de manejo para incrementar y agregar valor a la producción, alternativas para el manejo del suelo y agua y la conservación de los recursos genéticos. Con el objetivo de estimar la adopción e impacto de las tecnologías agropecuarias que se generan en el país, se analizaron 37 estudios de adopción, impacto y rentabilidad económica de tecnologías generadas por el INIAP, publicados en el período 2007-2017. La tasa de adopción promedio a nivel nacional de las variedades desarrolladas por el INIAP fue del 37%, con una tasa interna de retorno promedio del 33%. Los impactos fueron positivos a nivel económico, ambiental y productivo para los agricultores que adoptaron las tecnologías. Estos resultados sirven de apoyo a los políticos y tomadores de decisiones en el país para el direccionamiento y planificación estratégica de la investigación, que permita el desarrollo de una agricultura sostenible y de referencia para la región.

In a competitive, complex business environment organizations should focus on employee turnover because its cost is high and severely impacts the stability of business. There are many reasons for employees leaving the organization e.g., their desire for higher studies, or getting substantial hike in monetary benefits with new employers etc. The main objective of this paper is to examine the impact of annual increment on employee turnover of selected sectors of India at different levels of management.

The reason behind choosing this topic " internal marketing (IM) of human resource management (HRM)" is to highlight the advantages of using IM in the organization framework. The problem of the research paper lies in not paying enough attention to employees genuine needs as they interact with each other in the sake of organization prosper. This research paper can be used as indictor to expose the weaknesses that the organization encounters daily. The current research paper attempts at examining the possibility of developing philosophy of internal marketing of human resources and its most practices, empowering staff, training courses, motivations and recognitions, and within departments communication, in order to reach targeted results such as performance, knowledge, and quality. That can be done through getting rid of processes that do not create value for the final product presented in the General Company for Electrical and Electronic Industries in Iraq. The main hypothesis of the research is to investigate whether the General Company for Electrical and Electronic Industries in Iraq applies IM as one of the significant approach to boost and alter employees' performance and attitudes in order to increase organizational commitment. The research in order to reach its target relied on the “check list” method, which is one of the case study methods that rely on personal observation and interviews mainly in its preparation. The “check list” involved different levels of management, directors, executives, and employees who work at General Company for Electrical and Electronic Industries in Iraq. The study reached a number of conclusions. The most important one is dissemination of culture and principles of IM of HRM within all units of the company. The benefits of this system lead to improve the overall company performance. Organizations should be more flexible in administrative decisions by opening diverse communication channels at all levels of management, viewing employees’ suggestions and listening to their complaints, and involving them in the decision-making process as a part of principles of internal communication.

Currently, in the Republic of Kazakhstan, the institution of professional managers and transparent forms of health organizations management, including modern management technologies, are being implemented. Thus, sufficient professional competency of managerial decision-makers should be one of the most important factors in ensuring the development of a national health system and implementation of all current reforms in the industry. This article aims to investigate the high relevance of the evaluation of health care manager’s competencies and the development of measures to improve its level.In this cross-sectional study, we have analyzed managerial competencies of different levels of healthcare managers using a special questionnaire, which was developed by EPOS health management group to assess their competencies. We interviewed 61 managers of different levels. On the basis of feedbacks, core competencies and their possession by hospital managers were identified.At the first stage, respondents were asked to assess the importance of different competencies required for their work activity. All levels of management showed the high practical importance of assessed competencies. Results of the basic level demonstrated a practical importance of competencies ranging from 73% to 85%, the middle-level managers were from 83% to 93%, and senior level results were 97% to 98%. The next stage of the survey was an assessment of respondent’s average level of self-esteem for the competencies they possessed. Mid- level managers showed a higher possession of competencies than other levels, from 56.8% to 70.2%; the basic level was from 46.9% to 59.6%; and senior level was from 41.6% to 54.7%. The questionnaire was designed in a way to highlight the training gaps as the difference between the importance attributed to the command of a given piece of knowledge, competency or skills, and the level of proficiency the managers are demonstrating currently. Finally, the third stage assessed the training required, wherein each management level has their specific training requirements. As research shows, senior managers have the highest level of required training. For senior level, the greatest needs for training are “self-management” and “quality management.” For basic level, trainings are in “HR management” and “quality management.” For middle managers, their training needs are in all domains of management.There is a discrepancy between the required and the actual competencies that different levels of health managers’ have. The largest gap between mandatory and existing competences exists at the basic level, in “Personnel Management.” A gap in the mid-level was in “Information and Financial Management”; and it was in “Quality Management” for the senior level. The proposed questionnaire could help to identify the most important training required to fill these gaps.

The role of Information and Communication Technology in achieving organization’s strategic development goals has been an area of constant debate, and as well perceived in different management dimensions. Most universities are therefore employing it (ICT) as a tool for competitive advantage to support the accomplishment of their objectives. Universities are also known to have branches or campuses that need strong and steady strategic plans to facilitate their steady expansion and growth. Besides, production of quality services from the various levels of management in these universities requires quality strategic plans and decisions. In addition, to realize the steady growth and competitive advantage, ICT not only has to be an additive but a critical component towards supporting management processes in the universities. This research sought to determine the role of ICT in supporting management processes in institutions of higher learning in Kenya. The research investigated how the different levels of management used ICT in their management processes and whether the use had any effect on management processes. The research further made recommendations to the universities on better use of ICTs in their management processes. A public university in Kenya was used as a case study in this research.