Personalo motyvacijos tobulinimas Lietuvos viešajame sektoriuje (Vilniaus miesto savivaldybė)
Lukšaitė, Neringa |
Minkevičius, Aleksandras | Darbo gynimo komisijos narys / Thesis Defence Board Member |
Masiulis, Kęstutis | Darbo gynimo komisijos narys / Thesis Defence Board Member |
Židonis, Žilvinas | Recenzentas / Rewiewer |
Vaitkus, Rimantas | Darbo gynimo komisijos narys / Thesis Defence Board Member |
Obrazcovas, Vladimiras | Darbo gynimo komisijos narys / Thesis Defence Board Member |
Malkevičius, Ričardas | Darbo gynimo komisijos pirmininkas / Thesis Defence Board Chairman |
Astrauskas, Algirdas | Darbo gynimo komisijos narys / Thesis Defence Board Member |
Viešasis sektorius ir jam priklausančios įvairaus lygmens savivaldos institucijos atlieka didelį vaidmenį užtikrinant valstybės ir konkrečios vietos bendruomenės gerovę. Tačiau vis dažniau pastebimas viešojo sektoriaus organizacijų veiklos nerezultatyvumas, kuris priešpastatomas privačiajam sektoriui ir jo veiklos principams. Nerezultatyvi veikla kuria nepasitikėjimą valstybe ir konkrečiomis įvairaus lygmens savivaldos institucijomis. Todėl labai svarbu atkreipti dėmesį į tai kaip dirba valstybės tarnautojai, kaip jie yra motyvuojami darbui, nes darbo motyvacijos lygis ir darbuotojų pasitenkinimas savo darbu įtakoja vienas kitą. Darbo motyvacijai vis didesnė reikšmė skiriama ir tarptautiniuose dokumentuose, ir Lietuvos vadybinėje literatūroje. Kintantis požiūris į darbuotoją kaip į vieną svarbiausių darbo išteklių, besikeičiančios pačių darbuotojų vertybės, privataus sektoriaus teikiamų galimybių patrauklumas reikalauja iš naujo įvertinti ir tobulinti egzistuojančias darbo motyvacijos priemones bei kurti naujus motyvacijos modelius.
Public sector and various level self-government institutions belonging to it do a big role securing the wealth of state and concreat place society. However, more and more often it is possible to notice unusefulness of public sector organizations work and that it stands in front of the private sector and its activity principles. Unuseful performance creates distrust in the state and of the concreat various level self-government institutions. That‘s why it is very important to put the attention to how the state officers work, how they are motivated with their jobs, because the level of the job motivation and the workers satisfaction with their job effect each other. Nowadays the attention to the job motivation is increasing in the international documents and in Lithuania‘s management literature. The changing attitude to the worker as one of the most impotant work reservoir, changing virtues of the workers, the attractfullness of private sector alloted possibilities demand to revalue and improve already existance job motivation means and create new motivation models. The main scientists‘ motivation theoretical models and their importance, effect to job motivation are discussed. The peciularities of job motivation in public sector were analysed. The main motivation components were distinguished, on which the practical research is based, according to which the Vilnius municipality staff motivation to their job was valued. During the research period the main factors, influencing the job motivation, were detected and also the interralation connections between the motivation factors and demographical factors were determined. Also the demotivating factors were identified, the job motivation problems formulated. The material of the research showed, that there is enough of the demotivating factors for stopping the successful performance, the officers would like to change not only the working place, position, but also the character of the job. Generally mentioned reason warespondents were unsatisfied with the prompt system in moral and material system in municipality. The hyposes formulated by the work author was proved: The means of motivation don‘t justify the suspenses of officers working in the Vilnius city municipality. There is no clear and effective motivation system.