The article summarizes the main arguments and counterarguments within the scientific discussion on motivation and its impact on work efficiency. The main goal of the research is to analyze the impact of motivation on work efficiency for both employees and employers during the COVID-19 pandemic. A systematization of the literary sources on motivation indicates that there are different factors of motivation. Some people are motivated by intrinsic factors, while others by extrinsic. Also, the discussion of some recent studies revealed the influence of pandemic on the motivation of people to work remotely. The majority wants to work from the office as face-to-face contacts and collaboration derives innovation. Analysis in the paper for Armenia is carried out in the following logical sequence: a survey is done, which reveals how employees and employers evaluate the impact of motivation on their work efficiency, which factors of motivation they value, also their suggestions for improving the motivation policy in their workplaces. Methodological tools of the research methods were analysis and synthesis, survey, Pearson Chi square testing. The study reveals that people mainly appreciate both intrinsic and extrinsic motivation factors. From the material incentives which are more important for respondents, the most popular are salaries, rewards and health insurance, and from nonmaterials – career advancement, healthy moral and psychological atmosphere of the organization, flexible work schedule, fair and equal conditions, training courses. According to employees, the organization’s motivation policy affects their work efficiency and plays an essential role in the organization’s success. This fact is also proved by the statistical testing, that the relationship between these two factors is significant. The main reasons why employees leave the job may be the low salary, conflicts in the team, and the impossibility of career advancement. According to employers, employees are most interested in material incentives. The survey also reveals that people are most motivated when they are in the workplace, and for only 12% of respondents remotely working is motivating. It shows that in Armenia, people prefer to work from the office. The results have both theoretical and practical significance. It may be useful for organizations to improve motivation policy by changing the available problems, especially after the pandemic. Keywords: Motivation, Work Efficiency, Intrinsic and Extrinsic Factors, COVID-19, Remotely Work.

Management is the integrating force of the activities carried out in the organization. Management is the whole process of management functions such as planning, organizing, motivating and controlling, which is performed to accomplish the main objectives of the organization by the use of people and other resources. Managers play a decisive role in all management process. They set goals, plan and organize the activities, motivate people and monitor the activities. They are also responsible for themselves and the staff. That is why it is crucial to analyze and discuss the role of managers, their psychological traits and its influence on management process. The article presents the essence of management, the roles of managers by H. Mintzberg. The main skills of managers are discussed. Also, the psychological aspects such as temperament types of managers and psychological types by Carl Jung are analyzed. In order to find out the role of managers and the influence of their psychology on management process, we have carried out a research by survey and interview among employees and managers of different spheres. The results of the survey are analyzed in the article and it is obvious that the effectiveness of management and decision-making process depends on many factors including the psychology of managers. Besides, we have processed and offered a model of manager, which shows the links between the main traits of managers and management process. The main results may be used for further studies in this sphere, also for improving the management process in organizations.

This paper summarizes the arguments and counterarguments within the scientific discussion on the issue of gender differences in decision-making and leadership positions. The main purpose of the research is to find out if there are gender differences in decision-making styles, career development, and leadership and reveal the main causes. A systematization of literary sources on the issue of gender differences in the decision-making process indicates that there are real differences: women are more sensitive, men are overconfident, men tend to be leaders more than women. Investigation of the topic proves that in leadership positions men are promoted more than women are, also there is a pay gap between genders. Analysis in the paper is carried out in the following logical sequence: the statistical data available has been analyzed, and then a survey is done, which reveals some issues of gender differences in leadership and decision-making in workplaces in Armenia. Based on the generalization of the results, the differences in decision-making are determined and the corresponding conclusions are drawn. Methodological tools of the research methods were analysis and synthesis of the available data, survey, and statistical methods: cross-tabulation with Pearson Chi-square testing, which proves that there are significant relationships between some factors. The paper presents the results of an empirical analysis, which shows that in Armenia women and men make decisions differently, women have fewer opportunities for career promotion. The survey reveals that women make decisions in groups, men – alone. The main characteristics of women during the decision-making process are: analytical thinking, consulting, honesty, and intuitive thinking. Also, the workers, lower and middle-level managers make decisions mainly in groups, high-level managers – alone. The survey also reveals the main reasons why men are appointed to leadership positions and the main stereotypes that hinder women’s career advancement. The results of the research can be useful for state bodies, labor markets, organizations, educational institutions, researchers, etc. Keywords: gender, inequality, decision-making, leadership, Chi-square testing, survey, gender differences.

he paper summarizes the arguments and counterarguments within the scientific discussion on the issue of tourist satisfaction evaluation. Satisfaction is the fulfilment of human needs. The distinction between tourist expectations and perceived performance shows the level of satisfaction or dissatisfaction. If expectations exceed perceived performance, this means that the customer is satisfied. Satisfaction leads to loyalty and revisits. Hence, it is crucial to evaluate the satisfaction level of tourists and find out gaps. Systematization literary sources and approaches for solving the problem indicate that many countries have their indexes to measure customer satisfaction. The main purpose of the research is to measure tourist satisfaction in Armenia. Investigation of the topic in the paper is carried out in the following logical sequence: the main literature was observed, the index and model of tourist satisfaction evaluation were elaborated for Armenia, and a survey was conducted among 385 incoming tourists during 2018. Methodological tools of the research methods were sociological survey, IPA analysis, CSAT, NPS methods. As a result of the calculations, the main issues of service quality were detected. The main results were analyzed using Importance-performance matrix. Also Customer satisfaction score and Net promoter score were calculated. The paper presents the results of an empirical analysis that shows the main gaps in the quality of tourism services

The paper presents the arguments and counterarguments within the scientific discussion on the issue of the development of female entrepreneurship in tourism. Today female entrepreneurs consider being the driving force of economies. Many governments try to promote female engagement in many economies to cover the gender gap. The tourism sphere has a great significance in the economy of the Republic of Armenia. For Armenia, it is crucial to foster female entrepreneurship in tourism that leads to sustainable and equitable development of regions and contributes to social, economic, and environmental development. Today women face many problems for starting a business in tourism in Armenia. The problems are connected with the lack of finance, necessary knowledge, and skills in management, marketing, business organization, etc. The research aims to explore the main competencies and needs of sustainable entrepreneurship and female entrepreneurial skills in the tourism sector. Systematization literary sources and approaches for solving the problem unveiled many studies on promoting female entrepreneurship in tourism. Investigation of the topic in the paper is carried out in the following logical sequence. Firstly, some literature sources were discussed, then the current tourism situation in Armenia was analyzed, and finally, the main results of surveys were presented. The methodological tool of the research was mainly a survey based on a questionnaire, which includes about 50 questions and 45 questions regarding the main skills. The study applied quantitative and statistical methods to analyze the survey results. The survey engaged women who have or plans to start a business in tourism. The results indicate that women have many problems with starting a business. Also, they have difficulties in business development, doing innovations, marketing and attracting tourists, etc. They rate their skills level at a medium-rare, and the majority want to improve their skills for doing business, marketing, communication, analytical, decision-making, and other skills. The results could be the basis on which many steps are taken to promote sustainable female entrepreneurship in tourism.