Problems of humanization of labor and improvement of continuous production management. Humanization of work is the main direction of improving the quality of working life Humanization of work activity as a problem
So far we have been talking about what kind of worker production needs: work requires professionalism, qualifications, general culture, discipline, diligence, and initiative from a person. OSC.
Now let’s approach work activity from the other side: to what extent does it correspond to human nature, how does it promote (or hinder) the development of truly human qualities in it?
With the development of industrial production, people were freed from many physical efforts when performing labor operations. However, if the artisan created a finished thing, which was the embodiment of his personal identity, which represented his personal qualities, the worker of industrial labor, along with the means of labor, is considered only as a factor of production. This violates the harmony of labor with the basic biological and psychological features inherent in the development of human life.
This result of industrial production is called the dehumanization of labor. The dehumanization of labor was most fully manifested in its organization according to the system of the American engineer. UGH. Taylor (1856-1915). T. Taylor developed a system of organizational measures that included timing of labor operations, instruction cards, etc., which was accompanied by a system of disciplinary sanctions and labor incentives. The differential wage system meant that a hardworking worker was additionally rewarded, and a lazy worker could not receive unearned money.
System. Taylor was characterized by the exclusion of workers from the preparation and control of the labor process; determining from above the working rhythm, norms and breaks; excluding workers from creative roles and limiting their activities to execution. Myself. Taylor wrote: “Everyone must learn to abandon his individual methods of work, adapt them to a number of introduced forms, and get used to accepting directives regarding all small and large methods of work that were previously left to his personal discretion.”
This type of labor process makes its participants feel that they, as individuals, are dominated by machines, thereby denying their individuality. They develop apathy, a negative attitude towards work as something forced, performed only out of necessity.
Working conditions are of great importance. They include the degree of danger or safety of the object and means of labor, their impact on the health, mood and performance of a person. Potentially dangerous factors are physical (noise, vibration, increase or decrease in temperature, ionizing and other radiation), chemical (gases, vapors, aerosols), biological (viruses, bacteria, fungi).
Particularly harmful, extreme working conditions cause death, severe occupational diseases, major accidents, serious injuries
Humanization of work means the process of its humanization. First of all, it is necessary to eliminate factors that threaten human health in technical environments. Functions that are dangerous to human health, operations associated with labor and monotonous labor in modern enterprises are transferred to robotics.
Modern technological processes presuppose the maximum intellectualization of labor, such an organization when the individual is not reduced to a simple performer of individual operations. In other words, we are talking about the media and content of labor, which at the present stage of scientific and technological progress can become more diverse and more creative.
Work culture is of particular importance. Researchers identify three components in it. Firstly, it is the improvement of the working environment, i.e. conditions under which the labor process takes place. Secondly, this is a culture of interaction between labor participants, the creation of a favorable moral and psychological climate in the work team. Thirdly, the participants in the labor activity understand the content of the labor process, its features, as well as the creative embodiment of the engineering concept embedded in it.
Labor activity is the most important field of self-realization in the life of any person. It is here that a person’s abilities are revealed and improved, it is in this area that she can establish herself as a person. The process of humanization of labor expands these possibilities. It is up to each of the wavas to use them.
Basic Concepts
Work. Material production. Working conditions. Work culture. Humanization
Means of labor. Subject of labor. Technology. Division of labor. Professionalism. Qualification. Discipline. Initiative
Self-test questions
1. What are the features of material production?
2. What are the main means of labor?
3. What does the content of labor depend on?
4. What is the humanization of labor?
1. What profession are you more familiar with? Think about how you can increase the productivity of this work activity.
2. Explain the meaning and origin of the proverbs “Craft is respected everywhere”, “Craftsmanship is held in high esteem everywhere”, “Who knows what, gets bread”, “The work of a master is afraid”, “You can’t redo a master’s work”, “Sent by B. God work, the devil took away the hunt."
3 German poet and scientist. JV. Goethe wrote: “Any life, any activity, any art must be preceded by a craft, which can only be mastered with a certain specialization. Acquiring complete knowledge, complete skill in the field of any one subject gives more knowledge than mastering half a hundred different subjects.” We agree are you with this statement?. Give your reasons accordingly.
Samoylyuk Tamara Andreevna, senior lecturer, Siberian State Geodetic Academy, Russia
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Sources:
1. Tsygankova I.V., Morgunov V.A. Genesis of the formation of the concept of quality of working life // Mechanical engineering technology. – 2008. – No. 1.
2. Shaburova A.V. Formation of a mechanism for the reproduction of the labor potential of workers in the context of increased innovation activity. Modern technologies, system analysis, modeling // Irkutsk State Transport University. Special issue. – 2008.
3. Mamytov E.G. Social and labor relations in market conditions. – M.: MAKS Press, 2008.
4. Solomadina T.O., Solomadin V.G. Personnel motivation management (in tables, diagrams, tests, cases). – M.: Personnel Management, 2005.
5. Gutnov R.R. Modern concept of human resource management. – M.: Sotsium, 2007.
6. Travin V.V., Magura M.I., Kurbatova M.B. Human resource management: Module 4: Educational and practical manual. – M.: Delo, 2009.
The humanization of work is an integral part of the social environment of the organization. In the modern sense humanization of labor there is an adaptation of one or another aspect of working life to a person: strengthening the social orientation of production, creating the most favorable working conditions for the employee, providing him with opportunities for self-expression and self-affirmation, realizing his abilities, labor potential and creative initiative, applying his knowledge in practice, skills and abilities.
Humanism as an integral system of views means recognition of the social value of man, the individual’s right to free and comprehensive development, and the manifestation of his abilities in all spheres of life. Humanistic ideas were initially focused on people's respect for human dignity, the perception of people's well-being as the main criterion of social relations.
The Universal Declaration, upholding humanism, proclaims civil, political, socio-economic rights and individual freedoms. Among them are recorded, in particular, the inalienable rights to work and free choice of work, fair and favorable working conditions, protection from unemployment, equal pay for equal work and remuneration that ensures a worthy existence for a person for himself and his family; to create trade unions and join them to protect their interests; to social security and a standard of living that is necessary to maintain health, well-being and a decent existence; for rest and leisure, reasonable limitation of the working day and paid periodic leave; to education, free participation in the cultural life of society, scientific progress and enjoyment of its benefits.
Can be designated six main directions(Figure No. 3) humanization of labor. These guidelines are designed to provide a humanistic approach to personnel management and the development of the social environment of the organization.
Figure No. 3
Six main directions of humanization of labor
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1. Recognition of the priority role of the person as the main component of any social system, including a separate organization (enterprise, firm). It reflects the importance of the personal, human factor of labor activity, takes into account the labor potential of the employee, his physical and spiritual abilities, as well as needs, interests and motives, thereby indicating the qualities of the subject of the labor process interacting with the material factor, objects and means of labor, the surrounding natural environment and social environment.
The potential of an individual is manifested in its physical and intellectual capabilities to achieve effective labor output. It is expressed in such qualities that make up “human capital” as health, knowledge, professional experience, and competence. In the conditions of modern scientific, technical and social progress, the expansion of the scale of mechanization and an increase in the share of automated labor, the requirements for the level of qualifications and culture of workers are increasing significantly.
2. Improving the organizational, technical and socio-economic content of the labor process. This direction of humanization of labor includes the expediency of the range of duties performed by the employee, the optimal volume, composition and nature of the functions assigned to him, the rationalization of production and labor operations, a conscious attitude to the task, the goal and the results of the efforts made. The above is directly dependent not on a person’s physical data, but also on his intelligence, qualifications, breadth and specificity of knowledge, degree of independence, initiative and responsibility.
3. Improving working conditions, health and safety taking into account the priority role of man in material and spiritual production. This direction of humanization of labor is directly related to the content and organization of work, the degree of safety of the object and means of labor at each workplace, the state of the production and social environment with everything that in one way or another affects the health, mood and ability to work of workers.
Working conditions usually include production technology, forms of organization of the labor process, characteristics of the technical means and equipment used, as well as the production environment.
Labor protection itself consists of a system for the safety of life and health of workers in the process of work. It includes legal, socio-economic, organizational and technical, sanitary and hygienic, treatment and preventive, rehabilitation and other measures.
4. Strengthening motivation and forms of incentives for employees. It is intended, as well as improving working conditions and safety, to be a source of labor activity, initiative, inspiration, and high efficiency of teamwork: A fair assessment by the administration and public of the organization of the results of the activities of an individual employee or group is a good basis for both material reward, remuneration, and and for various types of moral encouragement.
An even more significant step on this path is a person’s internal need for work, the satisfaction of which is closely connected both with compensation for labor contribution in monetary and other material forms, and with the self-realization and self-affirmation of the employee, and public recognition of his merits. There is no doubt that under normal conditions, modern man works successfully due not only to material necessity, but also to spiritual and moral principles.
5. Creating and maintaining a healthy socio-psychological and spiritual-moral atmosphere of joint activities. This universal guideline for the humanization of work, as in any other area of life, is represented, first of all, by morality, a special form of social consciousness and social connections. Moral attitudes are expressed in moral norms, which, based on public assessments, beliefs and habits of people, are perceived as certain ideals of good and evil, duty, justice, etc. These are not rules for obtaining some result due to external expediency, but an internal command to act in a given situation exactly this way and not otherwise.
Moral norms, closely related to customs, traditions, law and other types of regulation of human actions, are fixed in various kinds of principles and commandments. A person must realize his moral position himself, accept it as a guide to action, an internal motivation for behavior and self-control. Consequently, a deep perception by employees of moral values, the requirements of high morality is achieved both by education (i.e., systematic influence on the development of the employee’s character, the development of a certain culture, skills, norms of social behavior), and self-education, since a person is capable of purposefully improving his intellectual, volitional and emotional properties, the ability to interact with other people.
The process of humanization cannot do without increased attention to labor morality, those moral principles and generally valid instructions that an individual, a work group, or a team must follow in their attitude to work and its results. Such morality is expressed in statements of public opinion, rules and norms governing the motivation of labor behavior, the direction and effectiveness of the personal factor of work. Currently, the humanization of labor is based on highly moral principles, among which the understanding of labor as a vital necessity, the possibility of obtaining funds to satisfy the material and spiritual needs of people, and the realization of the social essence of man prevail. These principles include a respectful attitude towards a cause useful to society, professional and economic success, condemnation of idleness and laziness, the desire to profit at the expense of others, to enrich oneself by dishonest means. They are imbued with the confidence that the desire and readiness to work with full dedication and conscientiously should be characteristic of every person, because work is needed like air, like freedom to express oneself, like joy and the highest value.
Following the noble requirements of work morality, the attitude of employees towards teamwork and towards each other in a focused way highlights the socio-psychological climate of the organization. A stable emotional and moral state of interpersonal and group connections, a healthy atmosphere of these relationships enable each employee to feel part of the team, provide interest in the common cause, and encourage a fair assessment of the achievements and failures of both their own and their colleagues, and the organization as a whole.
One of the most effective motives for creative work is career advancement. The opportunity to undergo additional internship abroad, participate in international exhibitions, etc. is also of great importance.
6. Ensuring functional cooperation and social partnership in labor relations. Along with others, these relationships include connections between individual workers and work groups performing related labor Operations, and therefore directly interested in constructive working cooperation, mutual assistance and responsibility to each other. Equally important are elements of labor relations that have a clearly defined social character. These primarily include productive employment and social protection of workers, and the participation of employees in the management of the organization.
The level and quality of life is a criterion for the conditions of human existence, which is characterized both by the well-being of people, the degree of satisfaction of material and spiritual needs that correspond to the customs, traditions and social norms that have developed in a given society, and by the personal claims (requests) of a particular person. The most important elements of living standards are the working, living and leisure conditions of people. They are the fundamental basis of the quality of working life, the conditions in which work activity is carried out, well-being and free realization of the individual’s potential are ensured.
In general, effective personnel management in a social environment is designed to provide a favorable environment in which labor potential is realized, personal abilities are developed, people receive satisfaction from the work performed and public recognition of their achievements.
Timely completion of the social environment of all key divisions of the enterprise becomes impossible without clear planning, development, and guidance for the internal policy of the enterprise.
Timely development of the social sphere represents a transition from a less mature state to a higher level.
Strengthening material and technical support and scientific and methodological support for the development of the social environment is an urgent task for most enterprises.
When working with the organization’s personnel, it is important to take into account the established view of work as a conscious, purposeful activity, as a means of self-expression and self-affirmation of the individual, the realization of his experience, intellectual and creative potential, and moral dignity.
Comprehensive information support for social development requires studying public opinion and the mood of workers, identifying issues that cause increased attention and the greatest interest.
Even solving a small and insignificant problem for one or another employee brings one closer to achieving noticeable changes for the better in the social environment of the organization.
REFERENCES:
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2. Vorozheikin I.E. Managing the social development of an organization: Textbook. – M.: INFRA-M, 2001. 167 p.
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4. Yu. Krasovsky. Managing behavior in a company. /M.: Infra-M, 1997.- 178 p.
5. Krichevsky R. L. If you are a leader... / M., 1996. - 183 p.
6. Odegov Yu.G., Kartashova L.V. Personnel management, performance assessment. Textbook for universities. /M.: Publishing house “Exam”, 2004.- 256 p.
7. Sedegov R.S., Kabushkin N.I., Krivtsov V.N. Personnel management: Employees as a factor in the success of an enterprise. /Mn.: Publishing house BSEU, 1997.- 178 p.
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9. Tsvetaev V. M. Personnel management. /S-P.,: PETER 2000.– 163 p.
10. Zander E. Management practice / M., 1993
Vorozheikin I.E. Managing the social development of an organization: Textbook. – M.: INFRA-M, 2001. P. 12
Vorozheikin I.E. Managing the social development of an organization: Textbook. – M.: INFRA-M, 2001. P. 30
With the development of industrial production, people were freed from many physical efforts when performing labor operations. However, if a craftsman created a finished thing that was the embodiment of his personal skill, as if representing his personal qualities, an industrial worker, along with the means of labor, is considered only as a factor of production. This disrupts the harmony of labor with the basic biological and psychological features inherent in the development of human life. Those. In the process of industrial development, man turned into an appendage of the machine - man became a “factor of production.” This result of industrial production is called dehumanization of labor.
The most complete dehumanization of labor was manifested in its organization according to the system of the American engineer F.W. Taylor (1856-1915). Taylor developed a system of organizational measures, which included timing of work operations, instruction cards, etc., which were accompanied by a system of disciplinary sanctions and labor incentives. The differential wage system meant that the hardworking worker was additionally rewarded, and the slacker could not receive unearned money.
Taylor's system was characterized by the exclusion of workers from the preparation and control of the labor process; determining from above the working rhythm, norms and breaks; excluding workers from creative roles and limiting their activities to performance. Taylor himself wrote: “...The development of a scientific organization of labor involves the development of numerous rules, laws and formulas that will replace the personal judgment of the individual worker...” “The work of each worker is taken into account entirely in the management plan at least one day in advance, and Each individual worker receives, in most cases, detailed written instructions regulating in all details the lesson he must complete, as well as the means to be used on his part in the work." "Everyone must learn to abandon his individual methods of work, adapt them to a number of newly introduced forms and get used to accepting and executing directives concerning all small and large methods of work, which were previously left to his personal discretion.” Taylor F.W. Scientific organization of labor // Scientific organization of labor and management / Ed. A.N. Shcherbanya. - M.: Education, 1965. - P.217.
Although Taylor's system provided a significant increase in labor productivity and contained many rational solutions corresponding to the level of material production at the beginning of the twentieth century, a problem emerged: how possible is it to humanize human labor under the given technical and social conditions?
This type of labor process makes its participants feel that they are dominated as individuals by machines, thereby denying their individuality. They develop apathy, a negative attitude towards work as something forced, performed only out of necessity.
Are of great importance working conditions. They include the degree of danger or safety of the object and means of labor, their impact on the health, mood and performance of a person. The following groups are distinguished elements of working conditions:
1. Sanitary and hygienic elements (lighting, noise, vibration, ultrasound, various radiations, etc.).
2. Psychophysiological elements (physical stress, neuropsychic stress, monotony of work, working posture, etc.).
3. Social and psychological elements (psychological climate of the labor process, some of its social characteristics).
4. Aesthetic elements (artistic and design qualities of the workplace, architectural and artistic qualities of the interior, etc.). Encyclopedic Sociological Dictionary / Ed. ed. ak. RAS G. V. Osipova. - M.: Nauka, 1998. - P.843.
Potentially dangerous are factors:
Physical, such as noise, vibration, increase or decrease in temperature, ionizing and other radiation;
Chemical - gases, vapors, aerosols;
Biological, these can be viruses, bacteria, fungi.
Particularly harmful, extreme working conditions (for example, coal mining in mines) are dangerous due to the possibility of major accidents, serious injuries, severe occupational diseases, and even loss of life.
Humanization of labor means the process of it « humanization"- i.e. improving working conditions, improving its culture, creating conditions for creative self-realization of the employee. First of all, it is necessary to eliminate factors that threaten human health in a technical environment. Functions hazardous to human health, operations associated with great effort and monotonous labor, in modern enterprises are transferred to robotics. Modern technological processes presuppose the maximum intellectualization of labor, its organization in such a way that the individual is not reduced to a simple performer of individual operations. In other words, we are talking about changing the content of labor, which at the present stage of scientific and technological progress can become more diverse and more creative.
Of particular importance is work culture. Researchers identify three components in it. Firstly, it is the improvement of the working environment, i.e. the conditions in which the labor process takes place. Secondly, this is the culture of relationships between labor participants, the creation of a favorable moral and psychological climate in the work team. Thirdly, the participants in the work activity understand the content of the labor process, its features, as well as the creative embodiment of the engineering concept embedded in it.
Thus, humanization depends on the objectivity of labor in the process of labor activity, working conditions and attitudes towards people.
Labor activity is the most important field of self-realization in the life of any person. It is here that a person’s abilities are revealed and improved, it is in this area that he can establish himself as an individual. The process of humanization of labor expands these possibilities. Bogolyubov, L.N. Social studies: / L.N. Bogolyubov, A.Yu. Lazebnikova, A.T. Kinkulkin and others; - M.: Education, 2008. - P. 190-191.
Humanization of labor is the adaptation (adaptation) of one or another aspect of work activity to a person. Humanization of labor involves the creation of the most favorable conditions and organization of work for the maximum realization of the labor potential of workers.
The system of legislative norms emerging in Russia, set by the social orientation of the state, guides employers towards maintaining the following minimum necessary social working conditions, or ensuring humanization of labor and quality of working life:
ensuring the level of minimum wage;
providing additional benefits and compensation to employees employed in hazardous and hazardous industries;
raising funds for the formation of housing funds for the construction or purchase of housing;
certification of workplaces for tinder conditions and preparation for certification of production facilities for compliance with labor safety requirements.
Thus, social strategies are closely intertwined with the system of social partnership - they can serve as complementary tools, especially in determining the state of the social parameters of the organization and forming models for their improvement.
In the whole complex of social tasks of the organization, solved within the framework of strategic planning, two groups of tasks are of particular importance:
Social problems that must be solved directly in the organization in the interests of all (or most) members of the workforce. This is an improvement in working conditions, rest, relationships in the team, the form, amount of remuneration and other issues that directly affect the nature of social and production relations, by which one can judge the level of necessary social conditions. Most of these aspects are the subject of a collective agreement concluded between the employer (owner), the workforce and the industry trade union.
Social tasks characterizing the level of development of social infrastructure facilities at the enterprise, in which individual employees and local authorities are more interested. This is the provision of comfortable housing for enterprise employees, the presence of preschool institutions, health and medical institutions for employees and members of their families, the presence of educational institutions, etc. (Fig. 10.2).
Rice. 10.2. Groups interested in implementing social strategies of the enterprise
The social aspects of the organization, related to issues of social development of the organization, are especially important. The parameters of this block of social strategies must be constantly under the control of the workforce, the trade union and the owners of the enterprise and be made public. As the events of recent years show (miners' protests, public sector workers' strikes, etc.), ignoring or insufficient attention to the social indicators of a given bloc can lead to undesirable phenomena. Of course, the main subject is the collective of workers who compare their living conditions with similar conditions of workers at enterprises in a given industry in the region (city). Consequently, objective information characterizing the level of social development of the organization should be provided in comparison with similar enterprises in the territory.
The second group of social tasks can help increase the motivation of employees to improve the socio-economic indicators of production and economic activity and implement the corporate strategy of the organization.
In general, the social strategy of an organization is a holistic system of substrategies aimed at solving the entire range of problems of the organization (Fig. 10.3).
Rice. 10.3. System of social strategies of the organization
The proposed systematization of social strategies of an enterprise shows that, along with strategies implemented in the interests of the workforce, strategies can be developed in relation to consumers, suppliers and local communities, i.e. to those groups that are in the external environment. Special sub-strategies can be developed that take into account the specific characteristics of these groups.
The need to use social strategies in conjunction with the general strategies of the organization is due to the presence of a major problem - staff resistance to the implementation of strategic planning. Both Russian and foreign researchers point to this problem, in particular I. Ansoff: “When senior managers decided to put strategic decision-making on a systematic basis by introducing strategic planning, the organization resisted the new system. When planning was nevertheless carried out, many systems ceased to “work”, planning began to wither, and the strategy did not have any impact on product sales. In addition to this, there has been a clear tendency to push the planning system out of the firm and return to older, less radical methods of decision-making... Resistance to change is not limited to the introduction of strategic planning. It occurs whenever organizational change entails a break in established behavior, criteria and management structure. Thus, significant strategic changes cause resistance not only to planning, but to the entire process of change. This resistance is not an accident, but a fundamental problem that deserves attention along with the formulation of the strategy itself.”
Resistance to the strategic management process is difficult to avoid, since the main factor of resistance is the employees of the organization. Consequently, at the stage of strategy implementation, it is necessary to take into account the goals of all groups that associate their interests with the existence and activities of the organization, and above all the interests of members of the workforce. This is only possible if the interests of the organization’s employees are respected, i.e. when implementing social strategies within the framework of a unified corporate strategy of the enterprise.
It is clear that if one group of social strategies, influencing the level of “social development of the organization,” should be carried out by the organization independently, then the other, aimed at developing social infrastructure, should be carried out jointly with other enterprises, communities and institutions with the support of local authorities.
Analyzing the experience of strategic planning at Russian enterprises, G.B. Kleiner considers it advisable “...to begin systematically developing a strategy in a cluster-based manner. It is better to develop large blocks of strategy (which do not contain commercial secrets) not in isolation at one enterprise, but in close contact and synchronously with a group of other enterprises included in its environment. We can talk either about network partners, or about a group of geographically close enterprises, say, enterprises of the same city (village). Such group development of certain types of strategy (for example, product-market or social) could significantly reduce organizational costs, increase the realism and effectiveness of the strategy, as well as the degree of compliance with the mutual expectations of network agents. The procedure for the group formation of an integrated strategy should include the participation of enterprise teams in the process and contribute to their reaching a new level of internal balance and the formation of a favorable position in the market environment.”
Of course, the implementation of social strategies requires a significant investment of time and resources, the benefits of which may not appear immediately. In this case, a strong argument in favor of the development and implementation of social strategies can be the determination of their significance in increasing production efficiency.