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The article proposes the solution of an important scientific and practical task, which consists in the use of didactic systems for the organization of the educational process in order to develop managerial competence of managers. Pedagogical model development managerial competence of managers was developed. It combines the target, theoretical and methodological, motivational-volitional, diagnostic, methodical-technological, productive blocks. Their content is revealed. The purpose and specific tasks of the method development managerial competence of the manager are determined. The theoretical basis development managerial competence is considered: methodological approaches, pedagogical regularities, pedagogical principles. It is proved that one of the most important elements of the model development managerial competence of enterprise managers is a motivational-volitional block. The main motives of professional development, which encourage staff to continuous education, are considered. The essence of basic methods and means of motivation is determined. The toolkit for obtaining information on the level of formation managerial competence of the manager by functional and personal components is offered. The organizational and pedagogical conditions of manager's managerial competence development using the forms, methods and means of training, education and development are substantiated. It is proved that for the development of functional and personal competence of managers it is necessary to form educational, educational and scientific environments. The content effective block of the model is revealed. It provides for the creation of a diagnostic apparatus to determine the level development managerial competence of managers by functional and personal components (high, medium, low) and to implement typology of managers in order to adjust the management competence development methodology (self-actualized, temporarily competent, temporarily incompetent, problem). A promising direction for further research will be the testing of the developed model at specific enterprises and the development of training programs for their managers in accordance with the results.

The article is devoted to topical issues of staff motivation to ensure the environmental and economic development of industrial enterprises. Has been proved that staff motivation is an important component of the management of environmental and economic development of enterprises, which ensures the active involvement of all staff in environmental activities at all stages of management. The system of ecological and economic goals of employees and enterprises, the principles of motivation, the list of methods and means of motivation has been determined. Has been proposed to solve the problem of staff motivation by combining economic and non-economic methods of influence. Has been proved that more significant results of ecological and economic development can be obtained by addressing the higher needs of human, changing human consciousness and forming a new type of personality – "ecological human".

The article analyzes the theoretical approaches and features of the definition of the concepts of «social security», «social work». Two main theoretical models of social work are considered, namely: a socially-oriented model based on assistance on the part of the State, from trade unions and social protection bodies, and a psychologically-oriented model, which is based entirely on optimizing clients’ own efforts to overcome a crisis situation. The peculiarities of street social work in the field of social security both in the domestic space and abroad are examined. The presented work is regarded as: a method of social work; the main direction of the social policy of the State; social assistance and support of citizens; a method consisting in providing social services to their customers on the street. The main directions and principles by which social work should be carried out are indicated. Prospects for further research at the level of analysis are the study of the peculiarities of the organizational foundations for the implementation of street social work in wartime. In the applied aspect, specific mechanisms and technologies of social work in the field of social security remain insufficiently studied. It is necessary to develop a system of the State-controlled standards of social services and a classifier of social services, which will allow in the future to clearly define the main components of each social service and calculate its cost. It is also necessary to improve the reform of the current system of social protection and social security in terms of taking into account the provision of assistance by categories of expenditures.

The article is aimed at studying the regularities of labor behavior of the individual and determining the directions for diagnosing the motivation of employees of different levels of management. The article analyzes contemporary theories of motivation: meaningful, process and field theories. The regularities of theories of motivation are determined and directions of diagnostics of personnel motivation are proposed in accordance with the identified patterns. According to meaningful theory of motivation, a person’s behavior is determined by his unmet needs; according to the process theory – one’s expectations and subjective assessments related to a particular situation and the possible consequences of its chosen type of behavior; according to the field theory – one’s personal characteristics and environmental factors (organizational culture, social environment). In this regard, the diagnostic instrumentarium for motivating staff should ensure that information about the list of needs and their hierarchy is obtained; subjective valuations of employees as to the significance and fairness of remuneration, its compliance with the efforts spent, the complexity of work, etc., further the motivational impact of organizational culture and leadership on the labor behavior of personnel be determined. The expediency of using the «Motivational Profile» questionnaire by S. Ritchie and P. Martin to determine the actual needs of the staff is substantiated; an authors’ own questionnaire was developed to obtain assessments of managers regarding the factors of motivation, as identified in the process theories of motivation and theories of the «field». The application of the «Motivational Profile» allows to determine the most significant factors of staff motivation, including the following: material encouragement, recognition, interesting and useful work, self-improvement and the desire for achievements. The authors’ questionnaire made it possible to identify the relationship between effort, result and reward. The results of the performed questionnaire survey of employees show that the system of remuneration of personnel is outdated, labor contributions significantly exceed the remuneration received, the social environment ambiguously affects their motivation. The obtained results helped to determine the problem areas in the motivation of managers, which in the future will allow to form an effective mechanism for motivating management personnel.