LABOUR RELATIONS UNDER MARTIAL LAW: MAIN CHALLENGES AND THE OPPORTUNITIES FOR EMPLOYEE MOTIVATION

Abstract

The successful activity of any organization is always the result of the joint efforts of the employer and employees. The features of the formation and implementation of labour relations in Ukraine under martial law are studied in two main areas: 1) changes in Ukrainian legislation that regulate labour relations for all their subjects; 2) features of the formation of labour relations with employees who belong to the category of IDPs. The main challenges facing employers and employees are identified. Full-scale military operations on the territory of our state have led to a transformation of priorities both in the regulation of labour relations in general and in approaches to motivating personnel. It has been found that today for many employees the priority of the motives of their activity and behaviour has shifted from high-order needs to meeting the needs of security and confidence in the future. An employer who is forced to make maximum efforts to ensure the sustainability and competitiveness of the business must also worry about the preservation and effective use of the labour potential of employees, ensuring an appropriate socio-psychological climate in the team. The possibilities of motivating employees, taking into account their real needs and business opportunities, have been identified. Most of the socio-psychological stimuluses, the use of which in peacetime is mainly aimed at motivating employees with dominant high-order needs, can now also be used to meet the needs for security and care. Employers need to introduce such personnel motivation tools that will help employees feel needed, but will not burden them with additional stress of responsibility. Based on the experience of domestic enterprises, a list of stimuluses for motivating employees by enhancing the sense of involvement and security during the period of hostilities has been systematized.