Relevance. The strategic goal of the state — giving the economic development of Russian innovative nature — cannot be achieved without a radical increase of competitiveness of Russian science, its extension to world leadership, the growth of its effectiveness. In this regard, studies to improve the quality of work in the field of research and development are of particular interest. Subject of the Study. Analysis of the process to promote scientific and research work as a mechanism for management quality level of work performance, identifying specifics of stimulating R & D work and determining approaches to the incentive system in the field of R & D. Problem. The concept of quality of work, and the problem of its increase. Legend of the predicates of quality of work: a) the complexity of the work, b) the content of the work, c) qualifications of the employee, g) the intensity and productivity of labour, d) the results of work, e) working conditions. Classification definitions: 1) the quality of work as the quality of labor (K Marx, LS Blyakhman, VA Sidorov, LV Krivenko, Frenkel’ Gomberg, etc..) 2) the quality of work as the labor process, the differences between certain types of work (S Beam, J Kotlik, IT Korogodin, KI Kurowski, EI Yevseyenko, E. Shapiro, and OL Guzakova, etc..) 3) quality of work as the results of labour (VN Belkin, MY Ivanov, AN Azriliyan etc.).
quality of labour, stimulating labour, R & D, scientists, scientific organization, the result, the quality of work performance, evaluation criteria.
1. Специфика стимулирования научно-исследовательского труда
Ключевые понятия в анализе специфики научно-исследовательского труда — потребность, мотив и стимул. Стимулирование принципиально отличается от мотивирования и выступает одним из средств мотивирования, а процесс мотивации крайне сложный и неоднозначный [Виханский, Наумов, 2009, 2].
Стимулирование труда — это внешнее побуждение, элемент трудовой ситуации, влияющий на поведение человека, материальная оболочка мотивации работников. Оно несет и нематериальную нагрузку, позволяя работнику реализовать себя как личность и работника. А.И. Пригожин, определяя стимулирование как «метод воздействия на трудовое поведение работника, опосредованно через его мотивацию», указывает, что «подход к проблеме трудового стимулирования состоит в выделении и сопоставлении, с одной стороны, системы стимулов, с другой — системы мотивов и потребностей» [Пригожин, 1995, 2]. Стимулирование эффективно, если согласуются эти две системы и вызывают целесообразное для организации трудовое поведение работника.
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