The internal aspect of the theory of quality of working life is, first, the claim of the employee during his self-satisfaction in the achievements of labor as the main motivator in comparison with the salaries and careers. Secondly, the principle of work of Democracy (Democracy at work). Thirdly, the development employee in the concept of quality of working life involves the possibility of ongoing professional development. In this regard, the concept of quality of working life includes two such important areas as autonomy of the individual employee and an opportunity to develop his abilities. That is why large corporations have on their businesses not only training courses but also a system of continuous training, while corporations pay TINA training of enterprises are even beyond thy, thus encouraging their professional growth. With the same selection is concerned and such part of the wage, the cost of knowledge. In many developed countries, which have an effective system of state social support, corporations spend vill be constantly upgrading the skills more than your state.
In theoretical and empirical studies to improve the quality of working life also plays a great place working conditions, its health and safety.
Implementing the concept of quality of working life in that part of it impinges on the creation of enterprises and organizations of the network of specialized services to monitor the working environment factors and manufacturing operations that may adversely affect the health of workers. These services involved in the leadership of enterprises are developed ment programs to improve manufacturing operations and in the exam in testing and sanitary evaluation of new equipment. Because workers differ in psychophysiological characteristics, these services contribute to adapt themselves to the labor processes of these characteristics of workers. Thus, the purpose of these services - the formation of a safe and healthy working environment and promote physical and mental health workers.
The most advanced system of such services exist in Germany. With universally recognized international daddy they purchased after the entry into force of the 1985 ILO Convention number 161 on occupational health services. Implementing quality programs working life began in a number of major corporations in 70-ies with tons of pressure by unions and economic conditions, technological changes, the introduction of automated and computerized equipment. Gradually, their use spread to enterprises are TBA bilshos those of developed countries. Assessment of quality of working life began to hold the system of indicators based on statistical information and special polls, and expert evaluations. This system characterizes the quality of working life from a position of an employee, entrepreneur and society. Last position, for example, included the costs of social protection by tons of employees and their dependents, the coefficients of satisfaction with the quality of working life, etc. Measurements of quality of working life were analyzed in five groups: technology, organization, personal needs of employees, the environment and society, the workplace. How effective indicator of quality of working life of relevancy used the opportunities provided by enterprises are thy, employee expectations, given its zdibnos children and drawbacks. From November 1980. in 24 OECD countries started to use some other system of quality of working life. In this system included indicators: income distribution, use of time (duration of the paid vidpus TKI, the average hours of work time on the road to work, used work schedules) and the parameters of safety and working conditions (disturbance of normal working conditions, smertnis quantity in the workplace). All these parameters are defined and studied in two aspects: first, in the plane with trukturnoyi internal dimension (eg time on the road to work: 0-15 min, 16-30 min, 121 min and more) and, secondly in the plane of industries, occupations and so-called standard indicators (sex, age, type of household, socio-economic status, size of settlement). Much of life is at work, so the quality of working life largely determines the qualitative habitat Number of people in general. However, the quality of working life, of course, only one element of quality of life in general. In terms of stage of development of social and labor relations need a clear understanding of their relationship, the above factors of social and labor relations and the factors that determine the qualitative Number of working life, show this relationship. Quality of life - a synthetic description of the level and living conditions, which also takes into account family composition, health of its members, their social satisfaction, etc. The quality of life of the population of a territory or state is determined by the combined influence of economic, social, demographic, environmental, geographic, political, moral and other factors, both objective and subjective nature. Among them are very important zadovolenis # of work and living conditions, capabilities of the individual and his family, place of family in society, its financial condition, assessment of habitat conditions and quality of work life. Most countries use indicators and somehow those living standards recommended by the UN and its organizations (1961). Thus, ECE offers a classification in eight groups of indicators, there are different national approaches to assess quality of life. The concept of quality of life, developed by Sweden in the first place puts the work and its terms, then the economic and political capabilities of man. In the UN classification intended for any country, including developing countries, in the first place - food consumption and health. But the most complete system is quality of life of the OECD. Note that these figures became known as social indicators. The above scorecard covers nine basic aspects of human life: health, employment and quality of working life, leisure and recreation, state of the consumer goods markets, environment, personal safety, social opportunities and social activity
4. Methods of regulating social and labor relations
The main form of coordination of interests of employees and employers can be and which is based on relationships and dictatorship rule in social and labor relations of any class, body or person. Social partnership - an alternative to any dictatorship in social and labor relations, it is the most acceptable method of optimization to balance the interests of employers and employees.
For the effective functioning of social and labor relations in a market economy, according to international experience, especially experience of countries with developed market economy, requires on the one hand, the presence of an effective system of social partnership, on the other - active state activities in social and labor sphere. At the same time is extremely important to employ measures (administrative, organizational, economic, etc.) that optimize the relationship between employers and employees directly at the production level, and balances the interests of subjects and bodies that operate at this level. In expanded form methods of regulation of social and labor relations, which are used in market-type economy, may be submitted in the form of the following groups:
• legal;
• target software;
• administrative and regulatory;
• organizational vporyadkuvalni;
• contract;
• Conciliation, arbitration, mediation, conciliation;
• participatory.
Regulatory methods are the result of legislative activity of the state (legislature, executive and local governments). This form of regulation of social and labor relations involves the application of the standards contained in laws, government regulations, presidential decrees and other regulations, approved by state and local authorities.
Program targets include the development of methods and application programs in social and labor sphere, which, depending on the level of implementation are divided into national, regional (territorial), sectoral and program production level (enterprises, organizations). Thus, at the national level in Ukraine developed and implemented employment programs, social policy, development and work potential, reduce poverty and many others.
Administrative and managerial and organizational vporyadkuvalni methods used mainly at the level of enterprises and organizations and are designed to regulate relations in the system: employer - Administration Administration - employees, supervisor - the employer and the relationship between workers, which are connected by various forms of division and cooperative work. Application of these methods in practice provides organizational development regulations (orhproektiv), the provisions of units, job descriptions, schedules of working hours and rest more.
Scope of contracting methods used in social and labor sphere, related to the consultations and negotiations between social partners and the signing of agreements and contracts at different levels of social and labor relations. Using these techniques - the basis of the functioning of social partnership.
Application of Conciliation, arbitration, mediation, conciliation methods intended to prevent labor disputes and settle them without social upheaval and destructive processes. Using participatory methods involves the introduction of modern forms and methods of participation of employees in production management in adopting and implementing organizational and managerial innovations.
Conclusions
Thus, conclusions can be drawn:
Social relations - a relationship between social groups (communities) and some individuals which consist in view of their social status, manner and way of life, conditions of formation and personality development, social communities.
Labor Relations - is objectively existing interdependence and interaction of these actors in the process of labor relations, aimed at regulating the quality of working life. Meanwhile, Labor Relations, of course, subjective, because it reflects the subjective intentions and actions determined by the participants of this relationship, conscious due to their mutual dependence.
Classification of socio-labor relations on the subjects of their distribution provides the individual, involving the interaction of one employee with the employer, collective, when employers and employees interact. On the basis of pre-conditions, the subjects of social and labor relationships: a hired worker, the employer, the state
Labor Relations depending on how their regulation, methods of solving problems are classified by type.
Type of social and labor relations is determined by their nature, namely those who can read specific decisions in social and labor sphere. Important role in shaping the types of social and labor relations play an equality or inequality of rights and opportunities for actors of social and labor relations. From the extent to which and how these basic principles are combined, depending the particular type of social-labor relations and other principles that define it.
The basic principle of social and labor relations - legislative protection of rights in social and labor sphere, the definition of objects, subjects, order of their interactions, the coverage areas of business relations and enforcement of these rights.
Formation and development of social and labor relations in society is influenced by the huge number of factors, the significance of which is subject to historical, economic, sociocultural and political context. Among the main factors include the features of social policy, globalization of economy, development of social labor and production.