title: Ð¡Ð¾Ð²ÐµÑÑÐµÐ½ÑÑÐ²Ð¾Ð²Ð°Ð½Ð¸Ðµ ÑÐ¸ÑÑÐµÐ¼Ñ Ð¼Ð¾ÑÐ¸Ð²Ð°ÑÐ¸Ð¸ Ð³Ð¾ÑÑÐ´Ð°ÑÑÑÐ²ÐµÐ½Ð½ÑÑ ÑÐ»ÑÐ¶Ð°ÑÐ¸Ñ Ð Ð¾ÑÑÐ¸Ð¹ÑÐºÐ¾Ð¹ Ð¤ÐµÐ´ÐµÑÐ°ÑÐ¸Ð¸ (Ð½Ð° Ð¿ÑÐ¸Ð¼ÐµÑÐµ Ð°Ð´Ð¼Ð¸Ð½Ð¸ÑÑÑÐ°ÑÐ¸Ð¸ ÐÑÐ±Ð¾ÑÐ³ÑÐºÐ¾Ð³Ð¾ ÑÐ°Ð¹Ð¾Ð½Ð° Ð¡Ð°Ð½ÐºÑ-ÐÐµÑÐµÑÐ±ÑÑÐ³Ð°)
title: Ð²ÑÐ¿ÑÑÐºÐ½Ð°Ñ ÐºÐ²Ð°Ð»Ð¸ÑÐ¸ÐºÐ°ÑÐ¸Ð¾Ð½Ð½Ð°Ñ ÑÐ°Ð±Ð¾ÑÐ° Ð±Ð°ÐºÐ°Ð»Ð°Ð²ÑÐ°
titleType: Subtitle
title: Improvement of the motivation system of public servants of the Russian Federation (exemplified by the administration of the Vyborgsky district of St. Petersburg)
Creators: name: ÐÐ¾Ð²Ð¸ÑÐºÐ°Ñ, ÐÐµÑÐ¾Ð½Ð¸ÐºÐ°
Publisher: name: Ð¡Ð°Ð½ÐºÑ-ÐÐµÑÐµÑÐ±ÑÑÐ³ÑÐºÐ¸Ð¹ Ð¿Ð¾Ð»Ð¸ÑÐµÑÐ½Ð¸ÑÐµÑÐºÐ¸Ð¹ ÑÐ½Ð¸Ð²ÐµÑÑÐ¸ÑÐµÑ ÐÐµÑÑÐ° ÐÐµÐ»Ð¸ÐºÐ¾Ð³Ð¾
Year: 2019
Subjects: Ð¼Ð¾ÑÐ¸Ð²Ð°ÑÐ¸Ñ Ð³Ð¾ÑÑÐ´Ð°ÑÑÑÐ²ÐµÐ½Ð½Ð¾Ð³Ð¾ ÑÐ»ÑÐ¶ÐµÐ½Ð¸Ñ
Ð³Ð¾ÑÑÐ´Ð°ÑÑÑÐ²ÐµÐ½Ð½Ð°Ñ ÑÐ»ÑÐ¶Ð±Ð°
Ð¼Ð¾ÑÐ¸Ð²Ð°ÑÐ¸Ñ
ÐºÐ¾ÑÐ¿Ð¾ÑÐ°ÑÐ¸Ð²Ð½Ð°Ñ ÐºÑÐ»ÑÑÑÑÐ°
Ð¼ÐµÑÐ¾Ð´Ð¸ÐºÐ° ÐÐ°Ð¼ÐµÑÐ¾Ð½Ð°-ÐÑÐ¸Ð½Ð½Ð°
ÐºÑÑÐ¶ÐºÐ¸ ÐºÐ°ÑÐµÑÑÐ²Ð°
Ð³Ð¾ÑÑÐ´Ð°ÑÑÑÐ²ÐµÐ½Ð½ÑÐµ Ð³ÑÐ°Ð¶Ð´Ð°Ð½ÑÐºÐ¸Ðµ ÑÐ»ÑÐ¶Ð°ÑÐ¸Ðµ
ÑÑÑÐµÐºÑÐ¸Ð²Ð½Ð¾ÑÑÑ
public service motivation
public service
motivation
corporate culture
methods of the Cameron-Quinn
quality circles
public servants
efficiency

description: ÐÑÐ½Ð¾Ð²Ð½Ð¾Ð¹ ÑÐµÐ»ÑÑ Ð´Ð°Ð½Ð½Ð¾Ð¹ ÑÐ°Ð±Ð¾ÑÑ ÑÐ²Ð»ÑÐµÑÑÑ ÑÐ°Ð·ÑÐ°Ð±Ð¾ÑÐºÐ° Ð¿ÑÐµÐ´Ð»Ð¾Ð¶ÐµÐ½Ð¸Ð¹ Ð¿Ð¾ ÑÐ¾Ð²ÐµÑÑÐµÐ½ÑÑÐ²Ð¾Ð²Ð°Ð½Ð¸Ñ ÑÐ¸ÑÑÐµÐ¼Ñ Ð¼Ð¾ÑÐ¸Ð²Ð°ÑÐ¸Ð¸ Ð³Ð¾ÑÑÐ´Ð°ÑÑÑÐ²ÐµÐ½Ð½ÑÑ Ð³ÑÐ°Ð¶Ð´Ð°Ð½ÑÐºÐ¸Ñ ÑÐ»ÑÐ¶Ð°ÑÐ¸Ñ.
Ð Ð¿ÑÐ¾ÑÐµÑÑÐµ Ð¸ÑÑÐ»ÐµÐ´Ð¾Ð²Ð°Ð½Ð¸Ñ Ð±ÑÐ»Ð¸ Ð¿ÑÐ¾Ð°Ð½Ð°Ð»Ð¸Ð·Ð¸ÑÐ¾Ð²Ð°Ð½Ñ Ð½Ð¾ÑÐ¼Ð°ÑÐ¸Ð²Ð½Ð¾-Ð¿ÑÐ°Ð²Ð¾Ð²ÑÐµ Ð°ÐºÑÑ, ÑÐ²ÑÐ·Ð°Ð½Ð½ÑÐµ Ñ Ð¼Ð¾ÑÐ¸Ð²Ð°ÑÐ¸ÐµÐ¹ Ð¸ ÑÑÐ¸Ð¼ÑÐ»Ð¸ÑÐ¾Ð²Ð°Ð½Ð¸ÐµÐ¼ Ð³Ð¾ÑÑÐ´Ð°ÑÑÑÐ²ÐµÐ½Ð½ÑÑ ÑÐ»ÑÐ¶Ð°ÑÐ¸Ñ, ÑÐ°ÑÑÐ¼Ð¾ÑÑÐµÐ½Ñ Ð¾ÑÐ½Ð¾Ð²Ð½ÑÐµ ÑÐµÐ¾ÑÐµÑÐ¸ÑÐµÑÐºÐ¸Ðµ Ð°ÑÐ¿ÐµÐºÑÑ, Ð¸Ð·ÑÑÐµÐ½ Ð·Ð°ÑÑÐ±ÐµÐ¶Ð½ÑÑ Ð¾Ð¿ÑÑ Ð¸ Ð±ÑÐ»Ð¾ Ð¿ÑÐ¾Ð²ÐµÐ´ÐµÐ½Ð¾ ÑÐµÑÑÐ¸ÑÐ¾Ð²Ð°Ð½Ð¸Ðµ, ÑÐ¾ÑÑÐ¾ÑÑÐµÐµ Ð¸Ð·: ÑÐµÑÑÐ° Â«Perryâs 24Â», Ð½Ð° Ð¾ÑÐ½Ð¾Ð²Ðµ ÐºÐ¾Ð½ÑÐµÐ¿ÑÐ¸Ð¸ Â«Public service motivationÂ» (ÐÐ¾ÑÐ¸Ð²Ð°ÑÐ¸Ð¸ Ð³Ð¾ÑÑÐ´Ð°ÑÑÑÐ²ÐµÐ½Ð½Ð¾Ð³Ð¾ ÑÐ»ÑÐ¶ÐµÐ½Ð¸Ñ); ÑÐµÑÑÐ°, Ð²Ð·ÑÑÐ¾Ð³Ð¾ Ð¸Ð· Ð¤ÐµÐ´ÐµÑÐ°Ð»ÑÐ½Ð¾Ð³Ð¾ ÑÐ¿ÑÐ°Ð²Ð»ÐµÐ½ÑÐµÑÐºÐ¾Ð³Ð¾ Ð¿Ð¾ÑÑÐ°Ð»Ð°, Ð±Ð»Ð°Ð³Ð¾Ð´Ð°ÑÑ ÐºÐ¾ÑÐ¾ÑÐ¾Ð¼Ñ ÑÐ´Ð°Ð»Ð¾ÑÑ Ð¿Ð¾ÑÑÑÐ¾Ð¸ÑÑ Ð¾Ð±Ð¾Ð±ÑÐµÐ½Ð½ÑÐ¹ Ð¼Ð¾ÑÐ¸Ð²Ð°ÑÐ¸Ð¾Ð½Ð½ÑÐ¹ Ð¿ÑÐ¾ÑÐ¸Ð»Ñ ÑÐ¾ÑÑÑÐ´Ð½Ð¸ÐºÐ¾Ð². Ð¢ÑÐµÑÐ¸Ð¹ ÑÐµÑÑ Â«ÐÑÐµÐ½ÐºÐ° Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ð¾Ð½Ð½Ð¾Ð¹ ÐºÑÐ»ÑÑÑÑÑÂ», ÑÐ°Ð·ÑÐ°Ð±Ð¾ÑÐ°Ð½ Ð. ÐÐ°Ð¼ÐµÑÐ¾Ð½Ð¾Ð¼ Ð¸ Ð . ÐÑÐ¸Ð½Ð½Ð¾Ð¼. ÐÐ° Ð¾ÑÐ½Ð¾Ð²Ðµ Ð°Ð½Ð°Ð»Ð¸Ð·Ð° ÑÐµÐ·ÑÐ»ÑÑÐ°ÑÐ¾Ð² ÑÐµÑÑÐ¾Ð² ÑÐ´Ð°Ð»Ð¾ÑÑ Ð²ÑÑÐ²Ð¸ÑÑ ÑÑÑÐµÑÑÐ²ÑÑÑÐ¸Ðµ Ð¿ÑÐ¾Ð±Ð»ÐµÐ¼Ñ Ð² ÑÐ¸ÑÑÐµÐ¼Ðµ Ð¼Ð¾ÑÐ¸Ð²Ð°ÑÐ¸Ð¸ Ð½Ð° Ð³Ð¾ÑÑÐ´Ð°ÑÑÑÐ²ÐµÐ½Ð½Ð¾Ð¹ Ð³ÑÐ°Ð¶Ð´Ð°Ð½ÑÐºÐ¾Ð¹ ÑÐ»ÑÐ¶Ð±Ðµ.
Ð ÐµÐ·ÑÐ»ÑÑÐ°ÑÐ¾Ð¼ Ð²ÑÐ¿ÑÑÐºÐ½Ð¾Ð¹ ÐºÐ²Ð°Ð»Ð¸ÑÐ¸ÐºÐ°ÑÐ¸Ð¾Ð½Ð½Ð¾Ð¹ ÑÐ°Ð±Ð¾ÑÑ ÑÑÐ°Ð»Ð¸ Ð¿ÑÐµÐ´Ð»Ð¾Ð¶ÐµÐ½Ð¸Ñ Ð¿Ð¾ ÑÐ¾Ð²ÐµÑÑÐµÐ½ÑÑÐ²Ð¾Ð²Ð°Ð½Ð¸Ñ ÑÐ¸ÑÑÐµÐ¼Ñ Ð¼Ð¾ÑÐ¸Ð²Ð°ÑÐ¸Ð¸, Ð¾Ð´Ð½Ð¸Ð¼ Ð¸Ð· ÐºÐ¾ÑÐ¾ÑÑÑ ÑÐ²Ð»ÑÐµÑÑÑ Ð²Ð½ÐµÐ´ÑÐµÐ½Ð¸Ðµ Ð¸Ð½ÑÑÑÑÐ¼ÐµÐ½ÑÐ° Â«Quality circlesÂ» (ÐÑÑÐ¶ÐºÐ¸ ÐºÐ°ÑÐµÑÑÐ²Ð°). Ð¢Ð°ÐºÐ¶Ðµ Ð¿ÑÐµÐ´ÑÑÐ°Ð²Ð»ÐµÐ½Ð° Ð¾ÑÐµÐ½ÐºÐ° Ð¾Ð¶Ð¸Ð´Ð°ÐµÐ¼Ð¾Ð³Ð¾ ÑÑÑÐµÐºÑÐ° Ð¾Ñ Ð²Ð½ÐµÐ´ÑÐµÐ½Ð¸Ñ Ð¿ÑÐµÐ´Ð»Ð¾Ð¶ÐµÐ½Ð¸Ð¹ Ð² Ð´ÐµÑÑÐµÐ»ÑÐ½Ð¾ÑÑÑ ÐÐ´Ð¼Ð¸Ð½Ð¸ÑÑÑÐ°ÑÐ¸Ð¸ ÐÑÐ±Ð¾ÑÐ³ÑÐºÐ¾Ð³Ð¾ ÑÐ°Ð¹Ð¾Ð½Ð° Ð¡Ð°Ð½ÐºÑ-ÐÐµÑÐµÑÐ±ÑÑÐ³Ð°, ÐºÐ¾ÑÐ¾ÑÐ°Ñ Ð²ÑÑÐ°Ð¶Ð°ÐµÑÑÑ Ð² ÑÐ»ÐµÐ´ÑÑÑÐµÐ¼: ÑÐ°ÑÐºÑÑÑÐ¸Ðµ Ð¿Ð¾ÑÐµÐ½ÑÐ¸Ð°Ð»Ð° Ð¸ ÑÐ²Ð¾ÑÑÐµÑÐºÐ¾Ð³Ð¾ ÑÐ°Ð»Ð°Ð½ÑÐ° ÑÐ»ÑÐ¶Ð°ÑÐ¸Ñ, Ð¿Ð¾Ð²ÑÑÐµÐ½Ð¸Ðµ ÐºÐ°Ðº Ð¾Ð±ÑÐµÐ¹ ÑÑÑÐ´Ð¾Ð²Ð¾Ð¹ Ð¼Ð¾ÑÐ¸Ð²Ð°ÑÐ¸Ð¸, ÑÐ°Ðº Ð¸ Ð¼Ð¾ÑÐ¸Ð²Ð°ÑÐ¸Ð¸ Ð³Ð¾ÑÑÐ´Ð°ÑÑÑÐ²ÐµÐ½Ð½Ð¾Ð³Ð¾ ÑÐ»ÑÐ¶ÐµÐ½Ð¸Ñ.
description: The main purpose of this bachelorâs work is to develop proposals for improving the motivational system of public servants.
During the study legal and regulatory instruments related to the motivation and inspiration of public servants were analyzed. Also theoretical basis and other countriesâ experience were studied. 
As well as interviews and tests of civil servants. All of this made it possible to identify existing problems in the motivational system in the public service. Also testing was carried out, consisting of: Â«Perryâs 24Â» test, based on the concept of Public service motivation; test, taken from the Federal Management Portal, thanks to which it was possible to build a generalized motivational profile of employees. The third test Â«Assessment of Organizational CultureÂ», developed by K. Cameron and R. Quinn. Based on the analysis of test results, it was possible to identify existing problems in the system of motivation in the public service.
The result of the final qualifying work became proposals to improve the motivation system, one of which is the introduction of the Quality circles. An assessment of the expected effect from the introduction of proposals into the activities of the Administration of the Vyborgsky district of St. Petersburg is also presented, which is expressed in the following: disclosure of the potential and creative talent of employees, increasing both general labor motivation and Public service motivation.