The primary goal of the study is to form an effective model for countering external threats to the corporate security of engineering enterprises in the context of COVID-19. The priority of forming a methodological basis for ensuring the corporate security of enterprises today is determined primarily by two key circumstances. First, is the need to create safe conditions for development under the influence of COVID-19. Secondly, the importance of the role of corporations functioning today, which they already play in economic processes. The modeling methodology was applied to show the functioning of the system for counteracting external threats to the corporate security of engineering enterprises in the context of COVID-19. COVID-19 has had a significant impact on the activities of engineering enterprises around the world, especially concerning foreign economic activity. Because of the study, the main stages and processes of countering external threats to the corporate security of engineering enterprises in the context of COVID-19 were identified.

Relationship between motivation and evaluation of the personnel in the enterprise management system as a purposeful influence on employees' performance is substantiated; the new tasks set before employees in modern challenging conditions are outlined. There are defined today's new challenges that are becoming a reality and are determining the new tasks set for national management. The basic essential components of personnel motivation and evaluation are presented; the content analysis of the personnel assessment tasks depending on manifestation of specific trends in society is made. Relevant principles of motivation and evaluation of personnel are indicated, the need for the formation of innovative mechanism for managing the personnel efficiency and work is emphasized. The mechanism is supposed to combine motivation and evaluation contexts and harmonize relations between employers, managers and employees.

The social-cultural aspects of competition are highlighted as consistent pattern of its evolution. The role of social capital and social values in the competitive environment is emphasized. The accent is made on the refocusing of the key functions of the competition towards socialization. The importance of the development of fair competition, the emerging of the contemporary ethical competencies and culture of market behavior are stressed. Generalized and analyzed theoretical assertions of the past and modern researchers have caused the hypothesis of this study, which consists in assumption about the inevitability and objectivity of the spread of socio-cultural trends in the economic space, influencing the formation of the main directions and concepts of competition, rethinking the nature of competition, its content characteristics and basic functions. The scientific validity of the theses, covered in the article, is based on such approaches: the necessity of transition from the paradigm of "competitive struggle" to the paradigm of development of fair competition is substantiated; it is argued that the functions of competition will be transformed with the processes of socialization of labor, the growth of the role of social capital and the value of human factor in economic processes; it is proved that in the conditions of the expansion of integration processes and the growth of cultural integration, competition is filled with new content and requires an adequate mechanism; the position has been developed to identify the factors, forms, and the main positive and negative aspects of competition. An important component of the researches is the emphasizing of the role of social values as a motivator, aimed at the ethical relationships forming in a competitive environment.

This article discusses the motivational aspects of personnel creative potential in today's conditions, which is a driving force for innovation. Also the objective reasons that forced staff to develop creative potential of each company, in particular, the basic principles of formation of motivational policy for the development of creativity of staff are highlighted. The presented research shows the relationship between typology of staff work and the character of motivation, as well as determines the effectiveness of the enterprise staff creative potential motivation on the basis of various motivational tools. The efficient processes of transformation will be successful only in case of the availability of creative potential of personnel able to produce innovative ideas, to support presence of the enterprise on the innovation market and to ensure its competitiveness through unconventional management solutions. Creativity is a natural human characteristic, however, subject to certain circumstances; it is not always possible to utilize it as a driving power in innovative development of an enterprise. Because of the lack of proper motivational policy, creativity often remains just a personal condition, and there is only nominal development and use of its potential. Thus, a contradiction emerges between the objective need to implement the personal creative impulse and subjective obstacles to human development.

Винничук Р.О. кандидат економічних наук, доцент кафедри менеджменту персоналу та адміністрування, Національний університет «Львівська політехніка» Любомудрова Н.П. кандидат економічних наук, доцент кафедри менеджменту персоналу та адміністрування, Національний університет «Львівська політехніка» Задорожна О.Б. фахівець відділу навчання та розвитку персоналу, Національний університет «Львівська політехніка» ЕМОЦІЙНИЙ ІНТЕЛЕКТ: МОДЕЛІ ТРАКТУВАННЯ ТА ЗНАЧЕННЯ ДЛЯ УПРАВЛІННЯ ПЕРСОНАЛОМ ОРГАНІЗАЦІЇ У статті дано еволюцію розвитку поняття «емоційний інтелект», основні важливі етапи досліджень цього питання та найважливіших дослідників, які впливали на формування моделей емоційного інтелекту особистості. Зокрема, висвітлено три основні моделі трактування емоційного інтелекту особистості, а саме моделі Рувена Бар-Она, Маєра-Саловея-Карузо та Деніела Гоулмана. В межах кожної моделі проаналізовано структуру емоційного інтелекту, визначено особливості кожної структури та охарактеризовано кожен з елементів цих структур. Окрім загальної характеристики елементів емоційного інтелекту, автори висвітлили свою думку щодо місця кожного елемента в системі управління персоналом, його вплив на різноманітні показники функціонування організації та види прояву в колективі. Визначено важливість дослідження емоційного інтелекту в теорії та практиці, а також необхідність розвитку його в кожного працівника організації.