Relevant bibliographies by topics / Intangible motivation of personnel

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Intangible motivation of personnel'

Author: Grafiati
Published: 30 May 2022
Last updated: 31 July 2025

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Journal articles on the topic "Intangible motivation of personnel"

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Tret'yakova, L., and Natalia Azarova. "MANAGEMENT OF INTANGIBLE INCENTIVES FOR LABOR IN EDUCATIONAL ORGANIZATIONS." Actual directions of scientific researches of the XXI century: theory and practice 9, no. 1 (2021): 119–30. http://dx.doi.org/10.34220/2308-8877-2021-9-1-119-130.

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The article is devoted to the study of the management system of intangible incentives used for the personnel of organizations. The authors defined groups of the main tools of intangible motivation of personnel including working conditions, tools of social support, elements of corporate culture and tools of stimulation of self-realization opportunities; revealed the main principles of the system of intangible motivation of personnel representing a cycle including the following managerial stages: planning, design of methods, techniques and measures of intangible motivation of personnel; plan imp
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Reikin, Vitalii. "FEATURES OF INTANGIBLE MOTIVATION OF ORGANIZATION STAFF." Economic journal of Lesya Ukrainka Volyn National University 4, no. 32 (2023): 79–85. http://dx.doi.org/10.29038/2786-4618-2022-04-79-85.

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The article is devoted to investigation of intangible motivation of the company's personnel. Methods of non-material motivation in modern conditions are considered. At the same time, the author considers material motivation to be a necessary but insufficient condition for the development of enterprises and organizations. The essence of the concepts "motivation", "motive" and "stimulation" of labor activity is given. From the author's point of view, the possibility of achieving success should be considered a priority motivator. The conditions for effective staff motivation are clarified. The ma
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Магомедова, А. М. "Recommendations for building an effective system of non-material motivation of personnel." Экономика и предпринимательство, no. 5(142) (August 21, 2022): 1206–9. http://dx.doi.org/10.34925/eip.2022.142.5.234.

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В статье исследуются особенности проблем и разработка системы по совершенствованию нематериальной системы мотивации персонала. Рассмотрены принципы построение системы нематериальной мотивации персонала, а также необходимые факторы для построения эффективной системы нематериальной мотивации персонала. Проанализированы существующие способы нематериальной мотивации в организации и предложены основные способы совершенствования нематериальной системы мотивации персонала организации. The article examines the specifics of the problems and the development of a system for improving the intangible syste
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Алиева, П. Р., and Х. Р. Алиев. "Improving the motivation and incentive system of the organization's personnel." Экономика и предпринимательство, no. 1(138) (April 15, 2022): 1295–97. http://dx.doi.org/10.34925/eip.2022.138.1.257.

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В статье выявлена роль мотивации в управлении персоналом. Рассмотрены особенности материальных и нематериальных способов мотивации. Обоснована необходимость мотивации персонала для повышения производительности труда и достижения поставленных целей. Предложены основные пути повышения мотивации и стимулирования труда персонала. In the article the role of motivation in personnel management is revealed. The features of tangible and intangible motivation methods are considered. The necessity of motivating personnel to increase labor productivity and achieve goals is substantiated. The main ways of
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Popyk, O. "Organizational aspects of personnel’s intangible motivation in the enterprises QMS." Ekonomìka ta upravlìnnâ APK, no. 2 (169) (December 9, 2021): 181–92. http://dx.doi.org/10.33245/2310-9262-2021-169-2-181-192.

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The presented research reveals the concept of intangible motivation of personnel. The definitional content of this category has been formed, the place, components, basic principles, approaches to implementation, as well as the psychological basis of motivation, have been determined. The co-evolutionary mechanisms of the system of intangible motivation and implementation of the quality management system at the enterprise have been determined, an important attribute of which is the permanence and consistency of the use of general principles. The need to implement the principles of a quality mana
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Leskova, S. "Intangible motivation of the staff of modern enterprises." Galic'kij ekonomičnij visnik 76, no. 3 (2022): 74–80. http://dx.doi.org/10.33108/galicianvisnyk_tntu2022.03.074.

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The motivation of the staff of modern enterprises has changed, and the method of “whip and gingerbread” demotivates employees rather than motivates them. Modern enterprises should use more methods of intangible motivation, which affects the loyalty and involvement of employees, creates in them the sense of security and care on the part of enterprise management. Improving the efficiency of personnel management depends on systematic approach to the application of intangible motivation of employees, the formation of motivational programs for middle management. For this purpose the practitioners a
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Bokovets, Victoria, Oksana Kulhanik, and V. Apostolova. "PERSONNEL MOTIVATION AS AN IMPORTANT TOOL FOR EFFICIENT ENTERPRISES." HERALD OF KHMELNYTSKYI NATIONAL UNIVERSITY 298, no. 5 Part 1 (2021): 294–97. http://dx.doi.org/10.31891/2307-5740-2021-298-5(1)-51.

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The article examines the issues of increasing the efficiency of motivation of enterprise personnel. The definition of the essence of the concept of “motivational mechanism in personnel management of the enterprise” is specified, the categories of material and intangible incentives are considered.The thesis is substantiated that the complex application by employers of methods of direct and indirect motivation allows to keep the staff and increase the efficiency of labor activity, helps to increase the inclusion of employees in the labor process. The priority types of material and intangible inc
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Basik, I. V. "Intangible motivation as an effective way of managing the organization’s personnel during the COVID-19 period." Normirovanie i oplata truda v promyshlennosti (Rationing and remuneration of labor in industry), no. 2 (January 28, 2022): 90–95. http://dx.doi.org/10.33920/pro-3-2202-01.

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The article examines the impact of the COVID-19 coronavirus infection and the subsequent economic and social crises on the acceleration of business digitalization and the need to adapt the system of intangible motivation and stimulation of the organization’s personnel to the existing realities. The importance of ensuring a favorable socio-psychological climate in the company, psychological comfort of employees in the workplace, personalization and actualization of the used intangible motivation tools is reflected. The options for improving the use of the most common methods of intangible motiv
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Golovin, Ruslan B., Vladimir G. Rypalov, and Aslan U. Bekbuzarov. "DEVELOPMENT OF THE PERSONNEL MOTIVATION SYSTEM IN THE CORPORATION." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 7/2, no. 148 (2024): 219–28. http://dx.doi.org/10.36871/ek.up.p.r.2024.07.02.026.

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The article discusses issues related to modern methods of forming a personnel motivation system in a corporation. Currently, corporate governance systems strive to optimize staff motivation based on intangible factors and technologies for assessing the performance of specialists. New resources for the personnel motivation system in the corporation increase the efficiency of the organization.
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Ostapchuk, T. P., S. Y. Biriuchenko, L. Y. Lebedynets, O. V. Palii, and N. V. Sluchich. "Motivation of Staff in the Formation and Development of Personnel Potential of Healthcare Institutions of Ukraine." Business Inform 11, no. 526 (2021): 439–46. http://dx.doi.org/10.32983/2222-4459-2021-11-439-446.

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Staff motivation is considered as the main element of its development. The theoretical content of the concept of «personnel potential of enterprise» is generalized, features and problems of formation of personnel potential in healthcare institutions are specified. A motivation system which is well-built, optimized and based on the real needs of the staff successfully combines the strategic goals of the institution, the personal interests of employees and the primary needs of the population, served by a healthcare institution. Attention is paid to the constant development of the personnel poten
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Dissertations / Theses on the topic "Intangible motivation of personnel"

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Dogor, di Nuzzo Béatrice. "Recherche des déterminants de la relation entre la motivation du personnel, la compétence organisationnelle et le qualité de service intangible : application à l'hôtellerie." Nice, 2008. http://www.theses.fr/2008NICE0061.

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Коломієць, І. А. "Система стимулювання праці персоналу організації (на матеріалах ТОВ «Форнетті-Україна»)". Thesis, Чернігів, 2020. http://ir.stu.cn.ua/123456789/19979.

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Коломієць, І. А. Система стимулювання праці персоналу організації (на матеріалах ТОВ «Форнетті-Україна»): магістерська робота : 073 Менеджмент / І. А. Коломієць ; керівник роботи Кирилюк Ю. В. ; Національний університет «Чернігівська політехніка», кафедра управління персоналом та економіки праці. – Чернігів, 2020. – 76 с.<br>Метою випускної кваліфікаційної роботи є дослідження системи стимулювання праці на ТОВ «Форнетті-Україна» та визначення напрямків його удосконалення. Об’єктом випускної кваліфікаційної є система управління персоналом ТОВ «Форнетті-Україна». Предмет випускної кваліфікацій
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Vedmid, N. "Intangible methods of staff motivation." Thesis, Видавництво СумДУ, 2012. http://essuir.sumdu.edu.ua/handle/123456789/26000.

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Stepanyan, Anna. "Personnel motivation in multinational companies : standardization and adaptation." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-34842.

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With the increasing emergence of multinational companies and the increased popularity of these companies, the question of the organization of their activities becomes interesting for the HR community worldwide. These companies are renowned for deliberate management structure of human resources and their effective use. For effective use of employees’ skills and knowledge the company has to constantly motivate them by intrinsic and extrinsic motivational tools. Motivational tools which use a company may be different depending on specific features of the country that the office is located. The pu
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Дегтяренко, Олександр Олександрович, Александр Александрович Дегтяренко, Oleksandr Oleksandrovych Dehtiarenko, Ольга Володимирівна Прокопенко, Ольга Владимировна Прокопенко, and Olha Volodymyrivna Prokopenko. "Features of the personnel motivation under the market conditions." Thesis, Видавництво СумДУ, 2004. http://essuir.sumdu.edu.ua/handle/123456789/22923.

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Scheer, Stéphane. "Les outils de la motivation en entreprise." Strasbourg 1, 1991. http://www.theses.fr/1991STR15052.

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Tremblay, Michel. "Plafonnement de carrière et attitudes au travail des cadres : une étude empirique des déterminants du plafonnement de carrière et de ses effets sur les attitudes au travail des cadres québécois." Aix-Marseille 3, 1990. http://www.theses.fr/1990AIX32026.

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Cette presente recherche vise a etudier et a tester un modele de plafonnement de carriere. Trois formes de plafonnement de carriere ont ete etudiees : le plafonnement subjectif, le plafonnement objectif et le plafonnement mixte ou integre. Par ailleurs, trois groupes de predicteurs de plafonnement de carreire ont ete explores : les contraintes individuelles et familiales (l'age, l'anciennete, la charge familiale du conjoint-e), le desir de progresser (aspirations) et la capacite de progression (la scolarite, le succes anterieur, le rendement, et le type de poste occupe). Cette etude verifie au
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Brasseur, Martine. "Motivation à l'emploi et accord préalable." Paris 4, 1990. http://www.theses.fr/1991PA040008.

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La motivation au travail est fonction d'un accord individuel préalable sur les modalités et les finalités de l'emploi. Rentrant dans le champ de la psychosociologie,cette thèse définit le concept d'emploi comme une des relations d'échange,que chaque individu établit avec son environnement socio-économique,tandis que la problématique de sa motivation indissociable de son objet,ici le travail,se focalise sur sa capacité à diffuser certains signaux indiquant qu'une relation d'échange bilatéralement satisfaisante a été instaurée avec un employeur. L'accord individuel préalable conditionne la maîtr
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Estay, Christophe Louart Pierre. "La motivation entrepreneuriale." Villeneuve d'Ascq : Université des sciences et technologies de Lille, 2007. https://iris.univ-lille1.fr/dspace/handle/1908/995.

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Reproduction de : Habilitation à diriger des recherches : Sciences de gestion : Lille 1 : 2006.<br>N° d'ordre (Lille 1) : 517. Titre provenant de la page de titre du document numérisé. Bibliogr. f. 69-77. Liste des publications et communications.
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Майборода, Тетяна Миколаївна, Татьяна Николаевна Майборода, Tetiana Mykolaivna Maiboroda, and A. Krasnobaieva. "Problems of staff motivation." Thesis, Sumy State University, 2017. http://essuir.sumdu.edu.ua/handle/123456789/64656.

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The problem of personnel management is widely examined on modern enterprises. Modern technologies, innovative ideas never will be effective, to be of the maximal use without highefficiency work, proper preparation and qualification of human capitals. A management of personnel is a complicated process, because everybody is provided with an intellect, and ability to think. Nowadays, the basic problems of management of personnel is selection, forming of shots with the modern economic thinking, providing of efficiency of employees labor, maintenance of favorable climate in the company.
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Books on the topic "Intangible motivation of personnel"

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Dale, Timpe A., ed. Motivation of personnel. Gower, 1986.

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Dale, Timpe A., ed. Motivation of personnel. Facts on File, Publications, 1986.

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Uwe, Kleinbeck, and Deutsche Forschungsgemeinschaft, eds. Work motivation. L. Erlbaum Associates, 1990.

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Hagemann, Gisela. The motivation manual. Gower, 1993.

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College, Open, and University of Oxford. Delegacy of Local Examinations., eds. Motivation & skills development. Open College, 1995.

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Nyagura, L. M. Strategies to improve motivation among education personnel. UNESCO Sub-Regional Office for Southern Africa, 1997.

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Warren, Robert H. Motivation and productivity in the construction industry. Van Nostrand Reinhold, 1989.

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Gliński, Bohdan. Motivation systems in world-wide mamagement practice. European Institute For Advanced Studies in Management, 1987.

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Stoĭneshka, Raĭna. Lichnostta v biznesa: Ikonomicheska psikhologii͡a︡. Izdatelska kŭshta "TedIna", 1993.

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Lawler, Edward E. Motivation in work organizations. Jossey-Bass, 1994.

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Book chapters on the topic "Intangible motivation of personnel"

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Sparling, Heather. "Personal Motivations." In Disaster Songs as Intangible Memorials in Atlantic Canada. Routledge, 2022. http://dx.doi.org/10.4324/9781003218494-7.

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Battaglio, R. Paul. "Public Service Reform and Motivation." In Public Personnel Management. Routledge, 2017. http://dx.doi.org/10.4324/9781315527055-11.

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Dzhulai, O. A., O. G. Savchenko, and D. N. Savinskaya. "“Digital Trade Union” in the Personnel Motivation System." In Digital Economy and the New Labor Market: Jobs, Competences and Innovative HR Technologies. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-60926-9_23.

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Sas, Nataliia, Anna Fastivets, Alla Kapiton, Iryna Babenko, Lidiia Cherednyk, and Svitlana Lysenko. "Conscious management of transformations: a concept of innovative management of educational institutions." In TRANSFORMATION OF EDUCATION: MODERN CHALLENGES. TECHNOLOGY CENTER PC, 2024. https://doi.org/10.15587/978-617-8360-06-1.ch5.

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Justifying the relevance of the topic, the authors emphasise that education aimed at fulfilling the strategic objectives of economic development is determined, on the one hand, by the achievements of the basic sciences, and, on the other hand, by the development of production. The objective need to apply innovations in the management of educational institutions is determined by the Strategy for Sustainable Development of Ukraine until 2030, the transition of the EU countries (and in the future, Ukraine) to Industry 5.0, and the prospect of rebuilding the state in the face of a shortage of pers
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Predeus, N. V., N. A. Baryshnikova, and A. L. Altukhov. "Algorithm of Development of Motivation System of Industrial Enterprise Personnel." In Smart Technologies and Innovations in Design for Control of Technological Processes and Objects: Economy and Production. Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-15577-3_30.

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Smutchak, Zinaida, Karina Nazarova, Oleksii Petrochenko, Dmytro Makatora, Iurii Rega, and Ostap Olendiy. "Emotional Intelligence as a Determining Factor of the Personnel Motivation System." In Technology: Toward Business Sustainability. Springer Nature Switzerland, 2024. http://dx.doi.org/10.1007/978-3-031-54019-6_7.

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Wibawa, Dian Prihardini, and Irwan Hasibuan. "Strategy to Improve Personnel Work Performance Through Discipline, Motivation and Leadership." In Proceedings of the International Conference on Economic Management, Accounting and Tourism (ICEMAT 2023). Atlantis Press International BV, 2024. http://dx.doi.org/10.2991/978-94-6463-411-2_4.

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Voronin, V. N., M. V. Iontseva, and O. A. Kolosova. "Personnel Motivation Stratum Structure as Stability Factor Within Socio-Economic Changes." In Digital Economy and the New Labor Market: Jobs, Competences and Innovative HR Technologies. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-60926-9_86.

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Minnullina, Anna, and Rais Abdrazakov. "The Energy Saving Motivation of Certain Categories of Personnel in the Company." In International Scientific Conference Energy Management of Municipal Transportation Facilities and Transport EMMFT 2017. Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-70987-1_131.

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Cornean, Cornelia-Ecaterina. "Study on the Public Sector Personnel Motivation in the Caras-Severin County." In Studies in Systems, Decision and Control. Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-30659-5_29.

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Conference papers on the topic "Intangible motivation of personnel"

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Groysman, Alec. "The Role of Corrosion Management in Prevention of Corrosion Failures." In CORROSION 2016. NACE International, 2016. https://doi.org/10.5006/c2016-07252.

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Abstract The aim of this work is to analyze the role of corrosion management in prevention of corrosion accidents related primarily to safety of personnel and the environment. Corrosion management includes planning actions for corrosion mitigation and prevention. This is achieved by use of anti-corrosion measures, corrosion monitoring, regular inspection, study of each accident, implementation of meetings, publications of minutes, education, and knowledge transfer. Many corrosion failures are caused by mismanagement in corrosion policy. The reasons of inevitability of corrosion failures and wa
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Dinukova, Olesya Anatolievna. "LABOR MOTIVATION AND STIMULATION OF PERSONNEL." In Russian science: actual researches and developments. Samara State University of Economics, 2020. http://dx.doi.org/10.46554/russian.science-2020.03-1-152/155.

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The article considers the concepts of motivation and stimulation of personnel, defines their relationship, defines the functions of labor stimulation, analyzes material and non-material methods of labor stimulation, and identifies the increasing role of labor stimulation in connection with changes in the content of labor.
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Sadykova, F. U. "Analysis of the personnel motivation system." In Наука России: Цели и задачи. LJournal, 2019. http://dx.doi.org/10.18411/sr-10-04-2019-10.

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Romanova, Yu, V. Grickih, and Yu Popova. "MOTIVATION OF PERSONNEL IN SERVICE CONDITIONS." In Manager of the Year. FSBE Institution of Higher Education Voronezh State University of Forestry and Technologies named after G.F. Morozov, 2022. http://dx.doi.org/10.34220/my2021_262-265.

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Currently, the effective method of improving labor productivity in enterprises is the personnel motivation. It contains incentives that determine the behavior of each personality. This set of actions is aimed at improving activities. Only with a clear motivation, a person will achieve high results. An effective way to motivate personnel is considered a guarantee of the successful labor of the service organization for the implementation of its plans and strengthening the market situation. Consequently, the motivation of employees is an urgent topic for all times, not paying attention to the sys
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Drozdov, Iurii Evgenevich. "Motivation as a Means of Personnel Management." In All-Russian scientific and practical conference with international participation. Publishing house Sreda, 2021. http://dx.doi.org/10.31483/r-99207.

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Zhyvko, Oleg, Vasyl Hryban, and Serhiy Kravchuta. "MOTIVATION OF PERSONNEL IN THE ENTERPRISE SYSTEM." In 4th International Conference on economics, accounting and finance. Scientific Center of Innovative Research, 2024. https://doi.org/10.36690/iceaf-2024-67-68.

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Neskhodimova, A. S., and I. I. Saenko. "Personnel motivation is the key to business success." In ТЕНДЕНЦИИ РАЗВИТИЯ НАУКИ И ОБРАЗОВАНИЯ. НИЦ «Л-Журнал», 2018. http://dx.doi.org/10.18411/lj-12-2018-38.

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Zhuk, Zhanna. "METHODS OF MOTIVATION FOR PERSONNEL AT THE ENTERPRISE." In Transformation of the Economic System in the Modern Context: Processes, Strategies, Technologies. Publishing House “Baltija Publishing”, 2024. http://dx.doi.org/10.30525/978-9934-26-447-4-21.

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Teslenko, Irina. "PECULIARITIES OF MOTIVATION OF PERSONNEL ON POST-VOLTAGE SPACE." In 5th SGEM International Multidisciplinary Scientific Conferences on SOCIAL SCIENCES and ARTS SGEM2018. STEF92 Technology, 2018. http://dx.doi.org/10.5593/sgemsocial2018/1.5/s05.096.

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Shirahada, Kunio, and Kiyoshi Niwa. "Future-Focused Motivation Management for R&D Personnel." In 2006 Technology Management for the Global Future - PICMET 2006 Conference. IEEE, 2006. http://dx.doi.org/10.1109/picmet.2006.296677.

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Reports on the topic "Intangible motivation of personnel"

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Saxby, Peter. Non-financial incentives and their application to enhance motivation and productivity in mining industry employees. Edited by Ernesto Bonafé. University of Dundee, 2024. http://dx.doi.org/10.20933/100001307.

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The mining industry is experiencing challenges in attracting and retaining sufficient skilled employees to meet strategic aims and production objectives, despite offering relatively high financial incentives. Human resources management theory indicates that many factors contribute to employee motivation and job satisfaction, and that these in turn influence performance and employee turnover. Although financial rewards are recognised as major motivating factors in mining employee job satisfaction, non-financial motivators are also desired. This paper examines the use of non-financial incentives
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Albert, Jose Ramon, Ronald Mendoza, Janet Cuenca, Jana Flor Vizmanos, and Mika Muñoz. Evaluation of the Effects of the Performance-Based Bonus Incentive Scheme. Philippine Institute for Development Studies, 2020. https://doi.org/10.62986/dp2020.34.

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In 2012, the government established a Performance-Based Bonus (PBB) scheme to reward performance, align individual personnel and team-level efforts with agency-wide targets, and improve public service delivery in the Executive Department. The Department of Budget and Management, together with other oversight agencies and the Development Academy of the Philippines, manage the implementation of the PBB using the framework of the Results-Based Performance Management System. They deem it critical to study the effect of the PBB on government efforts to boost productivity and push reforms, as well a
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3

Alexander, Chris, and Atul Ganpatye. PR-652-203802-R01 Computed Tomography for the Development of Standards for Anomaly Detection-Characterization. Pipeline Research Council International, Inc. (PRCI), 2022. http://dx.doi.org/10.55274/r0012246.

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This report documents the testing and inspection efforts undertaken to evaluate the capabilities and limitations of X-Ray Computed Tomography (XRCT) technology from the perspective of detection and quantification of flaws in pipelines. The fundamental motivation behind this project is to leverage the capabilities of the XRCT technology for highly accurate detection and characterization of flaws in pipelines. The accurate sizing and characterization of flaws/cracks in pipelines is of great consequence in providing effective and efficient operational and repair decisions in any integrity managem
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