E. Mayo's Theory Of Human Resource Management

Introduction

Changes in the country's economy always influence the labor market. The labor market is the environment in which the demand for labor and labor supply is formed. To date, the processes of finding and selecting employees, forming an offer from the employer and responding to it from the employee's side are much easier technologically than some time ago before the advent of electronic resources. However, this leads to a high degree of awareness of the NGO’s activities among competitors and potential employees. In these circumstances, each leader has to take care of the well-being of his or her NGO’s, where its employees are the driving force. Many employers still do not pay enough attention to the development of their personnel and

Loyalty of personnel lies in the subject area of psychology, sociology and management (Aldashev, 2009, pp.198-210 ).

Among foreign researchers, the problem of labor organization and improving the effectiveness of human resource management was dealt with: F. Taylor - founder of the scientific approach to management; E. Mayo is the founder of the theory of human relations; D. McGregor called for the search for approaches to the development of human potential; P. Drucker wrote that the management concept should be consistent with the goals, and managers should be involved in their work ( Liao, 2000, p. 254 ).

The concept of "brand" was initially considered only by specialists in the field of marketing. A. Aaker introduced the concept of "brand equity " as a collection of assets and liabilities that increase or weaken the value for its consumer. One way to measure brand equity, he put forward a brand loyalty. F. Kotler under the brand meant a set of certain characteristics and promises for the consumer, which form their value in the market ( Demetriou, 2010, p.266-278

Mr. Becker was the first to consider the notion of loyalty as an independent category. Among the most notable researchers who proposed methods for measuring loyalty: L. Porter, J. Meyer and N. Allen. Their understanding of loyalty is offered by M. Sheldon , R. Kanter , B. Buchanan . Among Russian researchers, the procedure for constructing the scale and the method of measuring the loyal attitude of the employee to the non-profit organization was created by LG. Pochebut on the basis of the application of the L. Thurstone scale . It should be noted B. I. Dominyak , who detailed the concept of organizational loyalty , different approaches to determining loyalty and provided his interpretation of the translation of the above methods of measuring staff loyalty ( Kovatch, 2016, p.157). He also developed the methodology "The possibility of realizing the motives", which reveals the reasons for this or that attitude towards the non-profit organization. Also on the limits of organizational loyalty offer K. Kharskii , M. Magura , I. Chumarin , A. Kovrov. T. Solomandina considers loyalty with t points of view of staff