EMPLOYEE MOTIVATION AT UKRAINIAN ENTERPRISES IN THE CONTEXT OF INTERNATIONAL EXPERIENCE
Main Article Content
Abstract
Introduction. The onset of Russia’s full-scale war against Ukraine has triggered, among other challenges, the need to revise and develop new approaches to wage regulation and the preservation of labor relations. Economic activity under martial law is characterized by significant uncertainty and risk. Substantial losses in the labor force—both in quantitative and qualitative terms—hinder national recovery and development, increase the economic burden on employed individuals, and reduce contributions to state budgets and social funds while simultaneously increasing pressure on these systems. These circumstances underscore the relevance of studying international practices in labor motivation and stimulation.
Purpose. The purpose of this article is to deepen the theoretical foundations of material labor motivation in Ukraine by analyzing international experience and assessing its applicability within the national context.
Methods of research: the study employs general scientific and specialized methods, including theoretical generalization, grouping, and comparative analysis.
Results. The article defines the concept of personnel stimulation in Ukraine under martial law, where stress and instability among employees are prevalent. It examines the experience of Sweden and Germany in implementing solidarity-based wage systems that promote productivity growth, the UK’s use of individual employment contracts, France’s salary individualization practices, and the Czech Republic’s approach to wage bonuses. Based on this comparative analysis, several strategies are proposed to help sustain employee motivation and productivity even under wartime conditions.
Originality. The study refines the conceptual and terminological framework and presents a comprehensive analysis of employee motivation in Ukrainian enterprises, incorporating international practices. It offers recommendations for adapting leading European approaches to both material and non-material stimulation.
Conclusion. The findings confirm that enterprise development in Ukraine is feasible through the implementation of modern employee motivation systems. There is a pressing need to design a motivation model that reflects the specificities of the national economy, political context, cultural mindset, and traditions. However, each enterprise must independently develop its own motivational framework aligned with its strategic goals. Contemporary motivation mechanisms should integrate both material and non-material components. European experience demonstrates the effectiveness of combining these elements. Ukraine may benefit from adopting Germany’s and the UK’s productivity-based wage systems and individual contracts. Implementing effective employee stimulation measures will strengthen human resource policies and enhance employee engagement, thereby improving labor productivity—even under the challenging conditions of martial law.
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