Arhive: #1 2012


Effective fillips for the harmonization of relations in an economic organization

This paper considers the problem of harmonization of economic interests in mutual relations between the employee and the employer of the economic organization through a prism of the economic theory of stimulus. Mutual relations between the employee and the employer in the economic organization are accompanied transaction costs and the control costs which combination and size define a choice of type of the contract which typology is presented in work. A condition of maintenance of long contract relations between the employee and the employer in the economic organization is construction of the stimulating contract which maintenance allows each participant to take the maximum utility in all admissible forms. On the basis of studying of interests of each party, conditions of the conclusion and base parameters, the model of the effective stimulating contract between the employee and the employer in the economic organization is developed.

Keywords: economic theory of stimulus, contract relations, stimulating labour contract, institutional logic of mutual relations
of the employee and the employer in the economic organization

References
1. Aleksandrova E. A., Anikin S. A, Kalabina. E. G. (2011). Neobshchiy vzglyad na determinanty postroeniya stimuliruyushchego
kontrakta mezhdu rabotnikom i rabotodatelem [Nonshared look at the determinants of the construction of a stimulating
contract between employer and employee]. Sovremennye podkhody k issledovaniyu i modelirovaniyu v ekonomike, finansakh i
biznese : mat. 5-y Ezhegodnoy konferentsii Evropeyskogo universiteta v Sankt-Peterburge i Sankt-Peterburgskogo ekonomikomatematicheskogo
instituta RAN [Modern approaches to the study and modeling in economics, finance and business: proceedings
of the 5th annual conference of the European University in Saint Petersburg and Saint Petersburg Institute of Economics and
Mathematics, the Russian Academy of Sciences]. Saint Petersburg: European University in Saint Petersburg Publ., Issue 5.
2. Ioffe A. D., Tikhomirov V. M. (1974). Teoriya ekstremalnykh zadach [Theory of extreme problems]. Moscow: Nauka.
3. Krasovskiy N. N. (1968). Teoriya upravleniya dvizheniem [Theory of movement management]. Moscow: Nauka.
4. Kurzhanskiy A. B. (1977). Upravlenie i nablyudenie v usloviyakh neopredelennosti [Management and surveillance in the face
of uncertainty]. Moscow: Nauka.
5. Shelomentsev A. G. et. al. (2010). Otsenka kachestva ekonomicheskogo rosta regiona s uchetom protivorechiy vosproizvodstva
chelovecheskogo potentsiala [Assessment of the quality of economic growth in the region, taking into account the contradictions
of reproduction of the human potential]. Ekaterinburg: Institute of Economics, Ural Branch of the Russian Academy of
Sciences.
6. Kozlova O. A. (Ed.) (2010). Prostranstvennaya organizatsiya sotsialno-trudovykh sistem. Genezis i problemy razvitiya [The
spatial organization of social and labour systems. Genesis and issues of development]. Ekaterinburg: Institute of Economics, Ural
Branch of the Russian Academy of Sciences.
7. Lazear E. (1981, September). Agency, Earnings Profiles, Productivity, and Hours Restrictions. The American Economic
Review, 606-620.
8. Mac Neil R. (1985). Relational contract. What we do and do not know? Wisconsin Law Review, 483-525.
9. Russeau D. M., Wade Benzoni K. A. (1994). Linking strategy and human resource practices. How employee and customer
contracts are created. Human Resource Management, 33 (3), 463-489.
10. Guzzo R. A., Noonan K. A. (1994). Human resource practices as communication and the psychological sontract. Human
Resource Management, 33 (3).

Information about the author
Kalabina Elena Georgievna (Yekaterinburg) Ph.D. in Economics, Associate Professor at the Chair for the business
economics, the Ural State University of Economics (620219, Yekaterinburg, 8 Marta st. 62, e-mail: kalabina@ mail.ru).