Money

The concept of labor activity. General concepts of human labor activity and working conditions

social behavior each person includes such an element as labor activity. This process is strictly fixed, and includes a number of functions that a person must perform. These functions are his responsibilities and are regulated by a particular organization.

Labor activity and its essence

Specialists in the field of employment and personnel management deal with such tasks as:

creation of means of social life support)
development of ideas in the field of science, as well as the formation of new values)
development of each individual employee as an employee and as an individual.

In addition, labor and work activities have a number of specific properties. First of all, it contains a number of specific labor operations. In each enterprise, they can be different, peculiar only to this company. In addition, all enterprises differ in the material and technical conditions for the sale of products or the provision of services. This also applies to temporal and spatial boundaries.

The concept of labor activity includes two main parameters:

The first determines the psychophysical state of the employee, in other words, his ability to perform physical and mental work, despite any circumstances.
The second parameter determines the conditions in which this employee carries out his labor activity.

The loads during the execution of the work depend on these parameters. The physical ones are due to the technological equipment of the enterprise, and the mental ones are due to the volume of information being processed. It is necessary to take into account the risks that arise in the case of performing monotonous work, as well as the relationships that develop between employees.

Now many functions have been transferred to automation. Thus, the main task of a certain category of workers is to control equipment and reprogram it if necessary. As a result, the cost physical strength decreases and everything more people prefer intellectual work. Another advantage of automating some processes is the removal of workers from the area where they may be exposed to harmful effects. environment or other risks.

There is also negative side automation of production processes - a decrease in motor activity, which as a result leads to physical inactivity. Due to the large nervous stress, an emergency situation may occur, and the employee becomes more susceptible to neuropsychiatric disorders. Also, the speed of data processing is growing too actively due to the latest equipment, and as a result, a person does not have time to make the necessary decisions.

Today, one of the main problems that arises during labor activity must be solved, namely, the optimization of the interaction between man and technology. At the same time, the mental and physical characteristics of workers should be taken into account, and a number of standards have been developed.

Features and functions of labor activity

Labor activity provides for some features, in particular, concerning such processes as productive and reproductive. In this case, the first type of processes dominates over the second.

The essence of the reproductive process is to change one type of energy into another. In this case, part of the energy is spent on the task. Thus, each person tries to use his strength as little as possible and at the same time obtain a satisfactory result.

The productive process is fundamentally different from the reproductive one. This process converts energy from outside world as a result creative work. At the same time, a person practically does not spend his energy, or quickly replenishes it.

Among the functions performed by labor activity, the following should be highlighted.

Socio-economic

The essence of the socio-economic function lies in the fact that the subject of labor, which is the worker, affects the resources of the environment. The result of this activity is material goods, the task of which is to satisfy the needs of all members of society.

Controlling

The controlling function that a person's labor activity performs is to create a complex system of relations between members of the labor collective, which are regulated by norms of behavior, sanctions, and standards. This includes labor legislation, various regulations, charters, instructions and other documentation, the purpose of which is to control social ties in the team.

socializing

Thanks to the socializing function, the list social roles continuously enriched and expanded. Behavior patterns, norms and values of employees are being improved. Thus, each individual member of the staff feels like a full-fledged participant in the life of society. As a result, employees receive not only some kind of status, but are also able to feel a social identity.

Educational

It is manifested in the fact that each employee is able to gain experience, on the basis of which skills are improved. This is possible thanks to creative essence every person who is developed in one way or another. Therefore, from time to time, the requirements for the level of knowledge and skills of the members of the labor collective are increased in order to improve the results of labor activity.

Productive

The productive function is aimed at the implementation of their creativity as well as self-expression. As a result of this function, new technologies appear.

Stratification

The task of the stratification function, which is also included in the features of labor activity, is to evaluate the results of labor by consumers, as well as to reward them for the work done. At the same time, all types of labor activity are divided into more and less prestigious. This leads to the formation of a certain system of values and the creation of a ladder of prestige for professions and a stratification pyramid.

The essence of the elements of labor activity

Any labor activity is divided into separate elements relating to different areas.

Labour Organization

One of these elements is the organization of work. This is a series of activities necessary to ensure rational use labor collective in order to improve production results.

Division of labor

The success of all production processes depends on the members of the staff, each of whom must be in his place during working hours. All employees have their own labor functions, which they perform according to the contract, and for which they receive a salary. At the same time, there is a division of labor: each individual employee performs the tasks assigned to him, which are part of the overall goal towards which the company's activities are directed.

There are several types of division of labor:

the substantive provides for the assignment to certain jobs of employees who perform tasks with the help of the provided tools)
functional distribution depends on the specific functions that are assigned to each of the employees.

cooperation

Each individual branch or workshop can independently choose the personnel who will perform certain tasks. Elements of labor activity include another concept - cooperation of labor. According to this principle, the more the work is divided into different parts, the more employees need to be combined to complete the tasks. Cooperation includes such a concept as the specialization of production, that is, the concentration of the release of a particular type of product in a given unit.

Workplace maintenance

Since the efficiency and effectiveness of workers depends on the efficiency of the equipment, employees are hired to service the devices used for production purposes.

First, planning is carried out, that is, placing the place in the room in such a way as to provide the employee with comfort, as well as to effectively use the usable area.
The equipment consists in the acquisition of the necessary equipment with which the employee will perform the assigned tasks.
Maintenance involves the subsequent repair of installed equipment and its modernization to improve performance.

Norm of time

This element controls the amount of time it takes to complete a job. This indicator is not constant: a person can perform more than the norm for a certain period of time. Even if an employee works according to a certain norm for a long time, he can at any time improve the efficiency of his activities and cope with tasks much faster.

Salary

One of the most important elements and deterrents in the workplace is wages. If the employee copes with his tasks better than required, he can be promoted or given out. financial incentive. Thus, the desire to earn becomes the reason for increasing the productivity of the worker.

Ways to improve work efficiency

The result of the enterprise's activity depends not only on the increase in the number of employees and the improvement of the material and technical base, but also on the improvement of the skills of existing employees. This is achieved through on-site training. Such training, in fact, is the adaptation of the body to new psychophysiological functions that the employee must perform in the future.

To achieve the goal of labor activity, the worker needs rest. One of the most effective ways to improve the quality of the result of the work of the staff is to optimize the mode of work and rest. As a rule, the change of work and rest must be observed at certain intervals of time, namely during:

work shift (break)
days (standard working day)
weeks (weekends)
year (holiday).

The specific time allocated for rest depends on the conditions in which the employee works, as well as on the terms of the employment contract. This applies to both short-term breaks (during the working day) and long breaks (during the year). So, for most professions, the norm of short-term rest is 5-10 minutes. In one hour. Thanks to this break, you can restore the psychophysiological functions of the body, as well as relieve stress.

Motivation of labor activity

In addition to the main motivation in the form of material remuneration, an employee may have other motives that are due to certain circumstances and reasons. For example, one of the main motives is the need to be in the team, and not outside it. This factor affects another motive - the desire to assert itself, which in most cases is characteristic of highly qualified specialists seeking to get a managerial position.

Among other equally important motives, one should name the desire to acquire something new, to compete, to stability. A person can have several motives combined into one motivational whole, which determines labor activity. As a rule, there are three types of nucleus, which are characterized by the desire for:

providing,
recognition
prestige.

The first group is associated with the desire to obtain stable well-being, the second consists in trying to realize oneself as a successful employee, the essence of the third is to show one's importance and demonstrate social leadership by taking an active part in social activities.

Having decided on the motives, the employee can achieve certain successes, as well as satisfy his needs by fulfilling the tasks set by the management. Thus, it is recommended to carefully study the motivation of employees, and on its basis to develop a system of incentives that will increase the efficiency of the workforce.

The incentive system will operate more efficiently if the employer applies A complex approach in its development. Incentives should be based on the traditions established in the company, taking into account the general direction of the enterprise. At the same time, it is desirable that the employees of the enterprise also participate in the development of the incentive system.

Features of individual activity

The situation is quite different with regard to individual labor activity. Legislation Russian Federation allows, in addition to creating an enterprise, both legal entity, carrying out individual activities. As an example - private teaching of subjects, preparation of children for school, tutoring. However, such individual activity has its advantages and disadvantages, which is why many do not dare to engage in tutoring.

Such a teacher is not required to issue a license that would give him the right to exercise teaching activities. It is also much easier to keep your own accounting records. However, there are some nuances in which the tutor is obliged to pay a higher percentage of tax in comparison with organizations.

Individual pedagogical labor activity can be classified as intellectual labor. Like any other work, this type of activity is aimed at obtaining a certain income, and therefore must be registered.

Individual labor pedagogical activity may be associated not only with the conduct of extracurricular activities. It also includes the sale of goods related to the educational sphere, namely: textbooks, pens, notebooks, etc. In addition, any individual entrepreneur can develop methods and training programs.

Registration must take place in accordance with the legislation of the Russian Federation. The process is regulated Civil Code and a number of other documents. When registering, you must submit a photo, an identity document, as well as a certificate confirming the payment of the registration fee.

Labor is a fundamental form of human activity, in the process of which the entire set of objects necessary for satisfying needs is created.

Labor activity is one of the forms of human activity aimed at transforming the natural world and creating material wealth.

In the structure of labor activity, there are:

production of certain products;
materials, the transformation of which is aimed at;
devices with the help of which objects of labor are subjected to transformation;
techniques and methods used in the production process.

The following parameters are used for characterization:

labor productivity;
Labor efficiency;
The level of division of labor.

General requirements for a participant in labor activity:

professionalism (the employee must master all the techniques and methods of production);
qualification (High requirements for the preparation of a participant in the labor process);
discipline (the employee is required to comply with labor laws and internal labor regulations).

Labor relations and their legal regulation

Labor is a purposeful process of creating material and spiritual values in society. Being engaged in labor activity, receiving for it a part of the social product in the form of profit, salary, a person creates conditions for satisfying his material and spiritual needs.

The right to work is one of the fundamental human rights and freedoms and is enshrined in the Constitution of the Russian Federation.

The main labor activity of most people is work at enterprises that can be based on private, state, municipal and other forms of ownership. The labor relations of an employee with an enterprise are regulated by labor legislation.

If a person is suitable for the enterprise, then an employment contract (contract) is concluded between them. It defines mutual rights and obligations.

An employment contract is a voluntary agreement, which means that both parties have made their choice, that the qualification of the employee suits the company, and the conditions offered by the company to the employee.

The employee, together with other employees, may participate in the conclusion of a collective agreement with the administration of the enterprise, which regulates socio-economic, professional relationship, issues of labor protection, health, social development team.

labor law

Labor law is an independent branch Russian law regulating the relations of workers with enterprises, as well as derivative, but closely related to other relations.

Labor law occupies a special place in the system of Russian law. It determines the procedure for hiring, transferring, dismissing employees, the system and norms of remuneration, establishes incentives for success in work, penalties for violation of labor discipline, labor protection rules, the procedure for considering labor disputes (both individual and collective).

Under sources labor law understood regulations, i.e. acts in which the norms of labor law of the Russian Federation are fixed. The most important source of labor law is the Constitution (Basic Law) of the Russian Federation. It contains fundamental principles legal regulation of labor (Art. 2, 7, 8, 19, 30, 32, 37, 41, 43, 46, 53, etc.).

In the system of sources of labor law, after the Constitution of the Russian Federation, the Labor Code (Labor Code) occupies an important place. The Labor Code governs legal relations all workers, promoting the growth of labor productivity, improving the quality of work, raising the efficiency of social production and raising on this basis the material and cultural standard of living of working people, strengthening labor discipline and gradually turning work for the benefit of society into the first vital need of every able-bodied person. Labor Code establishes high level working conditions, all-round protection of the labor rights of workers.

Labor contract

Of the various forms of realization of the right of citizens to work, the main one is an employment contract (contract).

In accordance with Article 15 of the Labor Code of the Russian Federation, an employment contract (contract) is an agreement between workers and an enterprise, institution, organization, according to which the worker undertakes to perform work in a certain specialty, qualification or position with subordination to internal work schedule, and the enterprise, institution, organization undertakes to pay wages to the worker and ensure the working conditions provided for by labor legislation, the collective agreement and the agreement of the parties.

The definition of the concept of an employment contract allows us to distinguish the following distinctive features:

an employment contract (contract) provides for the performance of work of a certain kind (in a certain specialty, qualification or position);
involves the subordination of the employee to the internal labor schedule established at the enterprise, institution, organization;
the obligation of the employer to organize the work of the employee, create normal working conditions for him that meet the requirements of safety and hygiene.

As can be seen from the definition of an employment agreement (contract), one of the parties is a citizen who has entered into an agreement on work as a specific employee. As a general rule, a citizen can conclude an employment contract (contract) from the age of 15.

To prepare youth for productive labor it is allowed to employ students of general education schools, vocational and secondary special educational institutions to perform light work that does not cause harm to health and does not disrupt the learning process, in their free time after they reach the age of 14, with the consent of one of the parents or a person replacing him.

The second party to the employment contract (contract) is the employer - an enterprise, institution, organization, regardless of the form of ownership on which it is based. In some cases, the second party to the employment agreement (contract) may be a citizen when, for example, a personal driver, a domestic worker, personal secretary etc.

The content of any contract is understood as its conditions that determine the rights and obligations of the parties. The content of the employment agreement (contract) is the mutual rights, obligations and responsibilities of its parties. Both parties to the employment agreement (contract) have subjective rights and obligations determined by the employment agreement (contract) and labor legislation. Depending on the procedure for establishing, two types of conditions of an employment contract (contract) are distinguished:

derivatives established by the current legislation;
direct, established by agreement of the parties when concluding an employment contract.

Derivative conditions are established by the current labor legislation. These include the conditions: on labor protection, on the establishment minimum size wages, on disciplinary and material liability, etc. These conditions cannot be changed by agreement of the parties (unless otherwise provided by law). The parties do not agree on derivative conditions, knowing that with the conclusion of the contract, these conditions are binding by law.

The immediate conditions, which are determined by the agreement of the parties, are divided in turn into:

necessary;
additional.

Necessary conditions are those in the absence of which the employment contract does not arise. These include the conditions:

about the place of work (enterprise, its structural subdivision, their location);
about the labor function of the employee, which he will perform. The labor function (type of work) is determined by the establishment by the parties of the contract of the profession, specialty, qualification for which a particular employee will work;
terms of remuneration;
duration and type of employment contract (contract).

In addition to the necessary conditions, the parties, when concluding an employment agreement (contract), may establish additional terms. From the name itself it is clear that they may or may not be. Without them, an employment contract (contract) can be concluded. Additional conditions include: on the establishment of a probationary period for employment, on the provision of a place in a preschool institution out of turn, on the provision of living space, etc. This group of conditions may relate to any other labor issues, as well as social and welfare services for the employee. If the parties have agreed on specific additional conditions, then they automatically become mandatory for their implementation.

The procedure for concluding an employment contract (contract)

Labor legislation establishes a certain procedure for admission and legal guarantees of the right to work upon admission. Employment in our country is based on the principle of selection of personnel for business qualities. Unjustified refusal to hire is prohibited.

An employment contract (contract) is concluded in writing. It is drawn up in two copies and kept by each of the parties. Employment is formalized by order (instruction) of the administration of the organization. The order is announced to the employee against receipt. The current legislation prohibits the requirement for employment documents, in addition to those provided by law.

Employment contracts (contracts), according to the time for which they are concluded, are:

perpetual - on not a certain period,
urgent - for a certain period of time,
while doing a certain job.

A fixed-term employment contract (contract) is concluded in cases where labor relations cannot be established for an indefinite period, taking into account the nature of the work to be done, subject to its performance, or the interests of the employee, as well as in cases directly provided for by law.

When hiring, by agreement of the parties, a probationary period may be established in order to verify the compliance of the employee with the work assigned to him.

During the probationary period, the employee is fully covered by labor legislation. The test is set for up to three months, and in some cases, in agreement with the relevant elected trade union bodies, for up to six months. If the employee did not pass the test, then he is dismissed before the end of the specified period.

The work book is the main document on the work activity of the employee. Employment records are kept for all workers who have worked more than five days, including seasonal and temporary workers, as well as non-staff workers, provided that they are subject to state social insurance. Filling in the work book for the first time is carried out by the administration of the enterprise.

Salary

Issues of remuneration are currently resolved directly at the enterprise. Their regulation is usually carried out in collective agreement or other local regulation. The tariff rates (salaries), forms and systems of remuneration established at the enterprise may be reviewed periodically depending on the achieved production and economic results and financial position enterprises, but cannot be below the established state minimum.

Regulation of remuneration of employees of the public sector, employees employed in representative and executive power, is carried out centrally on the basis of the Unified Tariff Scale.

In an employment agreement (contract) it is advisable to indicate the amount of the tariff rate (official salary) of an employee by profession (position), qualified category and qualification category provided for in the collective agreement or other local regulatory act.

The salary of each employee should depend on the complexity of the work performed, personal labor contribution.

By agreement of the parties, a higher wage rate may be established than in the relevant act (agreement), if this does not contradict local regulations in force at the enterprise.

Establishing an individual higher wage rate should be associated with the high qualification of the employee, the performance of more complex tasks, programs and ensure equal pay for an equal quantity and quality of work.

In addition to the size of the tariff rate (official salary), the employment contract may provide for various additional payments and allowances of a stimulating and compensatory nature: for professional excellence and high qualifications, for class, for an academic degree, for deviation from normal working conditions, etc.

By agreement of the parties in the employment agreement (contract), these allowances are specified and, in some cases, can be increased in comparison with the general norm provided for at the enterprise, if this does not contradict local regulations in force at the enterprise.

The employment agreement (contract) indicates the amount of additional payments for combining professions or positions. The specific amount of additional payments is determined by agreement of the parties based on the complexity of the work performed, its volume, the employee's employment in the main and combined work, etc. Along with additional payments, the parties may also agree on other compensations for combining professions (positions), for example, additional leave, an increased amount of remuneration for the year, etc.

Various types of incentives for employees operating in an organization can also be reflected in an individual labor agreement (contract), for example, bonuses, remuneration at the end of the year, payment for length of service, payment in kind.

Types of working time

Working time is a period of time established by law or based on it, during which an employee must perform labor obligations while complying with internal labor regulations.

The legislator establishes three types of working time.

Normal working hours at enterprises, organizations, institutions not exceeding 40 hours per week.
Reduced working hours. The legislator establishes such a duration, taking into account the conditions and nature of labor, and in some cases, the physiological characteristics of the body of certain categories of workers. The reduction in working hours does not entail a reduction in wages.
incomplete work time.

Reduced working hours apply:

for employees under 18:

age from 16 to 18 years implies employment of no more than 36 hours per week;
age from 15 to 16 years old, as well as from 14 to 15 years old, students (working during the holidays) - no more than 24 hours a week;

for workers in production with harmful working conditions - no more than 36 hours a week;
a shortened week is set for certain categories workers (teachers, doctors, women, as well as those employed in the agricultural sector, etc.).

part-time work

By agreement between the employee and the administration, part-time work or part-time work may be established (both at the time of employment and subsequently). At the request of a woman, women with children under the age of 14, a disabled child under 16; at the request of a person caring for a sick family member (in accordance with the available medical document), the administration is obliged to establish part-time work or part-time work for them.

Payment in these cases is made in proportion to the hours worked or depending on the output.

Part-time work does not entail any restrictions for employees on the duration of annual leave, calculation seniority and other labor rights.

Overtime work

Establishing a specific measure of labor in the form of a norm of working time, labor legislation at the same time allows for some exceptions, when it is possible to involve an employee in work outside this norm.

Overtime work is work in excess of the established working hours. As a rule, overtime work is not allowed.

The administration of the enterprise can apply overtime work only in exceptional cases provided for by law. Overtime require the permission of the relevant trade union body of the enterprise, institution, organization.

Certain categories of workers may not be involved in overtime work. Overtime work of each employee must not exceed four hours on two consecutive days and 120 hours per year.

Almost everyone works to secure and improve their lives. The work uses mental and physical abilities. Today at modern world labor activity is more extensive than it was before. How is the process and organization of work? What types are there? Why does a person refuse to work? Read more for answers...

The concept of labor activity

Work is the mental and physical effort applied to achieve a certain result. A person uses his abilities for consistent work and its conclusion. Human work is aimed at:

1. Raw materials (a person works with them to bring them to the final result).

2. Means of labor are transport, household equipment, tools and equipment (with their help, a person makes any product).

3. The cost of living labor, which is the salary of all personnel in production.

A person's work activity can be both complex and simple. For example, one plans and controls the entire process of work - this is mental ability. There are workers who write down the indicators on the counter every hour - this is physical work. However, it is not as difficult as the first one.

Labor efficiency will be improved only when a person has certain work skills. Therefore, they accept people for production not those who have just graduated from a university, but those who have experience and skill.

Why does a person need a job?

Why are we working? Why does a person need a job? Everything is very simple. To fulfill human needs. Most people think so, but not all.

There are people for whom work is self-realization. Often such work brings a minimum income, but thanks to it, a person does what he loves and develops. When people do things that they like, then the work is better. Career also refers to self-realization.

A woman who is completely dependent on her husband goes to work only in order not to degrade. Home life often “eats up” a person so much that you start to lose yourself. As a result, from an interesting and intelligent personality, you can turn into a home "hen". Surrounding such a person becomes uninteresting.

It turns out that the labor activity of the worker is the essence of the personality. Therefore, you need to evaluate your abilities and choose the work that not only brings income, but also pleasure.

Varieties of labor activity

As mentioned earlier, a person applies mental or physical abilities for work. About 10 types of labor activity were counted. All of them are varied.

Types of labor activity:

Physical labor includes:

manual;
mechanical;
conveyor labor (work on the conveyor along the chain);
work in production (automatic or semi-automatic).

Types of mental work include:

managerial;
operator;
creative;
educational (this also includes medical professions and students).

Physical work is the performance of labor with the use of muscle activity. They may be partially or completely involved. For example, a builder who carries a bag of cement (the muscles of the legs, arms, back, torso, etc. work). Or the operator records the readings in the document. The muscles of the hands and mental activity are involved here.

Mental work - reception, use, processing of information. This work requires attentiveness, memory, thinking.

To date, only mental or physical work- a rarity. For example, they hired a builder to renovate the office. He will not only make repairs, but also calculate how much material is needed, what is its cost, how much work costs, etc. Both mental and physical abilities are involved. And so it is with every job. Even if a person works on a conveyor. This work is monotonous, the production is the same every day. If a person does not think, then he will not be able to perform right actions. And this can be said about any kind of work activity.

Motive of labor activity

What motivates a person to do a certain job? Of course, this is the financial side. The higher the salary, the better man trying to do his job. He understands that a poorly done task is worse paid.

Motivation of labor activity is not only in monetary terms, there are also intangible aspects. For example, many people will be happy to work if you create a friendly atmosphere for them in the team. Frequent staff turnover at work cannot create warmth among employees.

Some workers need social needs. That is, it is important for them to feel the support of leaders and colleagues.

There is a type of people who need attention and praise. They should feel that their work is in demand and they are not in vain putting their efforts into work.

Certain employees want to fulfill themselves through work. They are ready to work tirelessly, the main thing for them is to give impetus.

Therefore, it is necessary to find the right approach to each employee so that they have a motivation for work. Only then will the work be done quickly and efficiently. After all, every person needs to be encouraged to work.

Organization of labor activity

Each production or enterprise has a certain system, according to which the labor activity of a person is calculated. This is done so that the work does not go astray. The organization of labor activity is planned, then fixed in certain documents (schemes, instructions, etc.).

The work planning system specifies:

the workplace of workers, its lighting, equipment and plan of activity (a person must have all the necessary materials for work);
division of labor activity;
methods of work (actions that are performed in the process);
acceptance of labor (determined by the method of work);
working hours (how long the employee should be at the workplace);
working conditions (what is the load of the worker);
labor process;
quality of work;
work discipline.

In order to have high productivity in the enterprise, it is necessary to adhere to a planned organization of work.

The labor process and its types

Each work is done with the help of a person. This is the labor process. It is divided into types:

by the nature of the object of labor (the work of employees - the subject of work is technology or the economy, the labor activity of ordinary workers is associated with materials or any details).
according to the functions of employees (workers help produce products or maintain equipment, managers monitor the correct work);
on the participation of workers in the level of mechanization.

The last option is:

Process handmade(machines, machines or tools are not used in labor activity).
The process is in machine-manual work (labor activity is performed using a machine tool).
Machine process (labor activity takes place with the help of a machine, while the worker does not apply physical force, but monitors the correct course of work).

Working conditions

People work in different areas. Working conditions are a number of factors that surround a person's workplace. They affect his work and health. They are divided into 4 types:

Optimal working conditions (1st class) - human health does not get worse. Supervisors help the employee to maintain a high level of work.
Permissible working conditions (2nd class) - the employee's work is normal, but his health periodically deteriorates. True, to next shift already normalized. According to the documents, the harmfulness is not exceeded.
Harmful working conditions (3rd class) - harmfulness is exceeded, and the employee's health deteriorates more and more. Hygiene standards exceeded.
Dangerous working conditions - with such work, a person runs the risk of getting very dangerous diseases.

For optimal conditions, the employee must breathe clean air, room humidity, constant movement air, the temperature in the room should be normal, it is desirable to create natural lighting. If all the norms are not observed, then a person gradually receives harm for his body, which will affect his health over time.

Quality of work

This category is the most important for labor activity. After all right job affects the volume and quality of products. From work force professional skills, qualifications and experience are required. These qualities make it clear what kind of work a person is capable of. Very often, people are not fired at enterprises, but first they are trained, eventually improving their qualifications.

First of all, a person himself must be aware of responsibility in work and approach it qualitatively. If you show your literacy and professionalism, then the management will decide on advanced training and promotion. Thus, the quality of work is improved.

Conclusion

It can be concluded that a person needs to work for several reasons. It is advisable to choose a labor activity according to your abilities and sympathy. Only then will the work be done with dignity and quality. Be sure to pay attention to working conditions. Always remember what your health depends on. In the process of work, be very careful, as work-related injuries are not excluded, which entail not only problems for the employee, but also for the management. For successful, high performance, adhere to all the rules and regulations by which the enterprise operates. Always leave all the problems at home, and go to work with a smile, like on a holiday. If the day starts with Have a good mood, then it will also end.

Ministry of Education of Russia

Far Eastern State Technical University

Institute of economics and management

abstract

Topic: Labor and labor activity of people. labor economics

Done: student

group U-220

Shatina Love

Checked by: senior

department teacher

economic theory

Chipovskaya I.S.

Vladivostok, 2002

Introduction…………………………………………………………………….……3

1. Basic concepts of labor.………………………..…………………...4

2. Types and boundaries of the division of labor ...…………………………………... 6

3. Working conditions………………………………………………………………9

4. The subject of labor economics……………………………………………...12

5. Connection of labor economics with other sciences…………………………..16

4. Conclusion…………………………………………………………………20

5. References……………………………………………………...21

Introduction

Labor is the process of transforming natural resources into material, intellectual and spiritual goods, carried out and (or) controlled by a person, either under compulsion (administrative, economic), or by internal motivation, or both.

The labor activity of people presupposes their organization. Under the organization of labor - the establishment of links and relations between participants in production, ensuring the achievement of its goals on the basis of the most effective use collective labor.

Labor economics as a science studies patterns public organization labor in connection with its technical organization and the manifestation of economic laws in the field of social organization of labor.

1. Basic concepts about labor

Labor plays huge role in the development of human society and man. According to F. Engels, labor created man himself. The exceptional and many-sided significance of labor is enduring: it is turned not only into the distant past of mankind, its true nature and role are revealed with particular force under socialism with the liberation of labor from exploitation and even in more will manifest themselves under communism, when work becomes the first vital need of every person.

Labor is a purposeful activity of a person to create material and spiritual benefits necessary for his life. Nature provides the source material for this, which in the process of labor turns into a good suitable for meeting people's needs. For such a transformation of the substances of nature, a person creates and uses tools of labor, determines the mode of their action.

Concrete labor activity expresses people's attitude to nature, the degree of their dominance over the forces of nature. It is necessary to distinguish between labor as a creator of material goods and public form labor.

In the process of production, people necessarily enter into certain relations not only with nature, but also with each other. Relationships between people that develop about their participation in social labor, and represent a social form of labor.

The expedient planned labor activity of people presupposes their organization. The organization of labor in general terms is understood as the establishment of rational connections and relations between the participants in production, ensuring the achievement of its goals on the basis of the most efficient use of collective labor. Moreover, those connections and relations that develop between the participants in production under the influence of technology and technology express themselves the technical side of labor organization. Labor is organized and divided differently, depending on what tools it has at its disposal.

Those connections and relations of participants in production, which are due to joint participation and social labor, express the social side of the organization of labor. The relations between people in the process of labor or the social structure of labor are determined by the prevailing relations of production.

The social form of labor organization does not exist outside the relationship of man to nature, outside certain technical conditions of work. At the same time, the technical organization of labor is also under the decisive influence of social conditions.

The technical organization of labor and its social form in reality are closely connected and interdependent and represent separate aspects of a single whole. Only in theoretical analysis they can be singled out and considered separately, taking into account some specifics of their independent development.

2. Types and boundaries of the division of labor

Economic systems are based on the division of labor, that is, on the relative differentiation of activities. In one form or another, the division of labor exists at all levels: from the global economy to the workplace. The differentiation of types of activities in the country's economy is carried out by groups of industries: agriculture and forestry, mining, construction, manufacturing, transport, communications, trade, etc. Further differentiation occurs in individual sectors and sub-sectors. So, in the manufacturing industry, mechanical engineering stands out, which, in turn, is structured according to the types of manufactured machines, instruments and apparatus. Modern enterprises can be both diversified, that is, produce a wide range of products, and specialized in individual products or services. Large enterprises have complex structure, characterized by the division of labor between production units and groups of personnel.

According to the functions performed, four main groups of personnel are usually distinguished: managers, specialists (engineers, economists, lawyers, etc.), workers and students.

The main types of division of labor in the enterprise are : functional, technological, and subject .

Technological division of labor due to the allocation of stages of the production process and types of work. In accordance with the characteristics of the technology, workshops and sections of the enterprise (foundry, stamping, welding, etc.) can be created.

Substantive division of labor involves the specialization of production units and employees in the manufacture of certain types of products (products, assemblies, parts).

Based on the functional, technological and substantive division of labor, professions and skill levels are formed.

Profession characterized by the knowledge and skills necessary to perform a certain type of work. The composition of professions is determined by the objects of production and technology. As a result of technological progress, there is a constant change in the list and structure of professions. Over the last 20-30 years greatest influence The professional structure of the staff was affected by the use of computer technology and new physical and chemical processing methods.

Qualification division of labor determined by the difference in the complexity of the work. This, in turn, causes different dates training of personnel to perform their respective functions. The complexity of the work performed is the most important factor in the differentiation of wages. To quantify the qualifications of personnel, the categories of a single tariff scale are usually used, which includes 17-25 categories in different countries.

Professions and qualification groups can be considered as types of division of labor (professional and qualification).

The choice of forms of division of labor is determined primarily by the type of production. The closer production is to mass production, the more opportunities there are for the specialization of equipment and personnel to perform certain types of work. When choosing the most effective level of differentiation of the production process should be taken into account technical, psychological, social and economic boundaries of the division of labor .

Technical boundaries due to the capabilities of equipment, tools, fixtures, requirements for consumer product quality.

Psychological boundaries determined by opportunities human body, health and performance requirements. The need to take into account psychophysiological boundaries is due to the fact that high degree specialization causes the monotony of labor, which leads to adverse consequences for workers. As a result of the research, it was found that the duration of repeatedly repeating elements of work should not be less than 45 s; the work must be designed in such a way as to ensure the participation of at least five to six human muscle groups.

social boundaries are determined by the requirements for the content of labor, its necessary diversity, and the opportunities for developing professional knowledge and skills.

Economic boundaries characterize the impact of the division of labor on the economic results of production, in particular, on the total costs of labor and material resources.

The division of labor presupposes cooperation. It is carried out at all levels: from the workplace, where several workers can work, to the economy of the country and the world economy as a whole. At the enterprise, the most significant problems of labor cooperation are associated with the organization brigades .

In relation to the mode of operation of the brigades can be mixed and through (daily) .

Depending on the professional qualification composition, there are specialized and complex brigades. In the first case, workers of the same profession (turners, locksmiths, etc.) are united; in the second - different professions and skill levels. Integrated teams provide more opportunities for the development of each employee. As a rule, this type of brigades also provides the best economic performance.

3. Working conditions

Working conditions are the characteristics of the production process and production environment affecting the employee of the enterprise.

^ 1. Labor is the main and indispensable condition of human existence. Thanks to labor, man stood out from the animal kingdom. Unlike animals, man creates his own world, and creates it with his own labor.

The environment created by man, the conditions of his existence are actually the result of joint labor.

In the process of labor, material and spiritual values are created, designed to meet the needs of members of society. This allows us to single out the satisfaction of needs as the first and most important social function of labor, with which the social existence of a person begins.

The economic development of society is based on the production of material values, which is possible only through the purposeful creative activity of people. In the process of labor, a person, with the help of means of labor, causes pre-planned changes in the object of labor, i.e. living labor, materialized in the material, thereby changes this material. All three moments of the production process: material, instrument of labor and labor merge into a neutral result - the product of labor. Labor in this general form is nothing but the eternal, natural condition of human life. It is independent of any particular organization1. In any socio-economic formation and political structure society, labor retains its significance as a factor of social production.

Economic theory distinguishes three factors of production: land, labor and capital. Moreover, production as such is only possible if land and capital are united with labour. Only in the process of labor activity natural and material resources are transformed into material values. Without labor, land and capital lose their importance as factors of production.

Labor is recognized as the dominant factor and differs from the other two by the active nature of the impact on the material substance and the presence of the human, personal principle. Labor activity is carried out by people, and therefore labor bears the imprint of socio-historical conditions.

The improvement of production also occurs largely due to labor, an increase in its productivity, and the complication of its content. Labor has a significant impact on the general performance indicators of organizations, including the level of profit. Ultimately, the well-being of the employer, the economy, society as a whole depends on the efficiency of labor.

Labor, forming social wealth, underlies everything community development. As a result of labor activity, on the one hand, the market is saturated with goods, services, cultural values for which a certain need has already developed, on the other hand, the progress of science, technology, and production leads to the emergence of new needs and their subsequent satisfaction. In addition, scientific and technological progress ensures the growth of productivity and labor efficiency2.

The significance of labor is not limited to its role in social production. Spiritual values are also created in the process of labor. With the growth of social wealth, the needs of people become more complex, cultural values are created, and the level of education of the population grows. Thus, labor performs the function of one of the factors social progress and creator of society. Ultimately, it is thanks to the division of labor that the social strata of society and the foundations of their interaction are formed3.

Labor - a conscious purposeful activity to create material and spiritual benefits necessary to meet the needs of each individual and society as a whole - forms not only society, but also a person, encourages him to acquire knowledge and professional skills, to interact with other people, to complicate needs . In human nature itself, as the researchers note, the need to work as a necessary and natural condition of existence was initially laid down. Many scientists adhere to the point of view that work in itself is a source of satisfaction5, which makes it possible to realize the aspirations inherent in a person for self-expression in work. The desire to work is often associated with an individual's awareness of belonging to a human community, participation in common life, in co-creating their environment.

Among the social functions of labor, freedom-creation is also distinguished: labor manifests itself in society as “a force that paves the way for humanity to freedom (giving people the opportunity to take into account in advance the increasingly distant natural and social consequences of their actions, this function, as it were, summarizes all the previous ones, because it is in Through labor and through labor, society learns both the laws of its development and the laws of nature; therefore, other functions, as it were, “prepare” and make the free-creating function of labor, which is a function of the further unlimited development of mankind, really feasible)”6.

From an economic point of view, labor is the process of influencing natural and material resources.

Emphasizing the dynamic essence of this social phenomenon, they speak of living labor, labor activity, the main features of which are: conscious character; connection with the creation of wealth; rationality; purposefulness; public utility.

^ 2. Labor activity can be classified into types depending on the nature and content of labor; the subject and product of labor; means and methods of labor; working conditions.

According to the nature and content of labor, one can single out the labor of the owner of the means of production - independent and dependent labor - hired. This division, which takes into account the social nature of labor, due to the form of ownership of the means of production. In a certain sense, the social character of labor is reflected in the identification of its two organizational forms: individual and collective labor. The social nature of labor is manifested in the formation of ways to motivate labor (desire, perceived need, coercion)7. Accordingly, there are such types of labor as voluntary and forced.

The nature and content of labor can be considered in the structural aspect. From this point of view, two main parameters come first - the degree of intellectualization of labor and the qualification complexity of the labor function. In accordance with these parameters, it is possible to distinguish physical and mental labor, reproductive and creative, unskilled and qualified (highly qualified) or labor of varying degrees of complexity.

The second classification criterion - the subject and product of labor - takes into account the professional, functional and sectoral division of labor. On a professional basis, one can distinguish as many types of labor as there are professions (the work of a driver, engineer, teacher, etc.). Accounting functional separation labor involves the division of labor into types corresponding to the stages (stages) of production: entrepreneurial, innovative, reproductive and commercial. In accordance with the sectoral division of labor, such types are distinguished as industrial labor (mining and processing), agricultural, construction, transport, etc.

The classification of types of labor according to the means and methods used is reduced to the allocation of manual, mechanized and automated (computerized), low-, medium- and high-tech labor.

The division of labor into types, depending on the conditions in which it is carried out, makes it possible to distinguish labor carried out in normal, harmful and dangerous conditions. You can talk about work in stationary conditions and mobile, traveling work; lung, moderate and heavy, unregulated (free), regulated and strictly regulated with a forced rhythm.

The use of all four groups of features makes it possible to formulate a general description of one or another type of specific labor.

^ 3. Labor, as can be seen from the above characteristics, is a complex social phenomenon. Considering labor as a subject for study, several aspects are usually distinguished, which include: economic, social, psycho-physiological, technical and technological, legal.

The legal aspect exists when using almost any type of labor, but this does not mean that labor law is comprehensive. So when we are talking about independent work, i.e. labor of the owner of the means of production (farmer, individual entrepreneur etc.), legal regulation it is not the labor process that is subjected to, but social relations indirectly related to labor - relations for registering an individual entrepreneur (obtaining a license to carry out a particular type of activity), taxation, etc. Hired (non-self-employed) labor is also far from always regulated by labor legislation: it can carried out on the basis of civil labor contracts. In this case, the relations arising from the result of labor are subject to regulation.

The scope of labor law is only that part of hired (non-independent) labor that is associated with public attitude a special kind that arises about the process of labor (labor activity) - labor relations.