К ВОПРОСУ О МОТИВАЦИИ ГОСУДАРСТВЕННЫХ СЛУЖАЩИХ: СОЦИОЛОГИЧЕСКИЙ АНАЛИЗ

Abstract

Анализируются теоретические концепции мотивации в системе государственной службы Российской Федерации. Определено, что этот социальный феномен подразделяется на четыре уровня: базовый, средний, высший и институциональный. Отме-ченныйразрыв между ценностно-нормативной структурой государственной службы и системой мотивации приводит к нарастанию стресса у служащих и снижению удовлетворенности государственным -управлением в обществе. ; In the article is analyzed the theoretical concepts of motivation in the system of public administration. It is defined, that this social institution is divided into four levels: the basic, the middle, the elite and the institutional level. On the basic level it is the personnel of public authorities, who carry out state functions by providing public goods. The supervisors of public authorities comprise the middle level. They manage the basic level and form the practice of application of law. The high level is the political elite, who perform state management. They have imperious powers, but don't solve practical problems. The norms, values and roles, which constitute the institutional level, are consolidating element of all system. Currently the motivation of civil servants is based on the theories, which is not considered the personal aspirations, needs and values of staff of governmental bodies. It is appropriately only for basic level of public administration. The results of research show that there is a gap between normative structure and incentive system, which leads to the increase of stress and reduction of the social contentment of governance. The main goal of motivation in the public administration is the activation of the high social potential of state services by transformation their activities from support of personal welfare to the ensure of quality of life of citizens. The motivation's management should account difference in the structure of motives and values between the levels of public administration. The motivation of high and middle levels should base on the assessment of personal aspirations, needs and values with regard to the principle of fairness, which requires a clear goal-setting and development of criteria for achieving these goals. The result of their work may depend on the level of welfare of the region or the economic success of the industry in which they carry out state management. Receiving material benefits or benefits for employees on the basic level should be linked to individual performance. This should take into account that their activities mainly lies in the interaction with society, and therefore assessment of their activity is advisable by the criterion of satisfaction of consumers of public services.