Motivating the administrative staff of agricultural enterprises during remote work during the pandemic Covid-19

The Covid-19 coronavirus pandemic forced the administrative staff of agricultural enterprises to work from home, thus raising the issue of remote workforce motivation. Whenever employees are working from home, their activity needs coordination and control over the fulfillment of job responsibilities. The study proposes that efficient functioning and motivation of remote workforce be achieved through the creation of team, which will fully use the potential of every employee and coordinate their joint efforts for the sake of attainment of company goals and objectives. The coaching method is suggested as the way to build a team. Such team will possess a relevant intellectual potential and troubleshooting flexibility. An efficient team is capable of raising labor productivity, which will improve the company’s position on the market and will generate additional revenue for financial motivation of employees.


Introduction
Most of the employees of the agricultural enterprise work in the fresh air and the Covid-19 pandemic has not affected their working conditions . However , administrative staff , accountants, and it specialists are usually forced to work remotely . It is very important to maintain effective operational management of the agricultural enterprise in these conditions.
In this paper, we studied ways to motivate the administrative staff of agricultural enterprises during remote work during the Covid-19 pandemic Motivation plays an essential role in raising labor productivity. Nowadays, collective and personal methods of workforce motivation are not just financial; there is need for complex solutions to the problem of workforce motivation, which will achieve the desirable results with due account of the specifics of economic activity and external factors.
In the opinion of Samundeswari, R. (2019), management of modern companies does not always realize the full potential of employees, although some of them are capable of making a big input in the successful development of the enterprise. Rationalization proposals can help solve a number of production problems, generate new ideas regarding new goods and services, corporate development strategy, and many other matters.
According to Hanson, Charles (1991), many managers view various types of financial stimulation of labor activity, first and foremost salaries, as the chief instrument of workforce motivation.
Afanasieva, N. & Opanasenko, Ya. (2019) indicate the existent trend of labor productivity growth deriving from the implementation of a variety of information technologies and production robotization and automation, which increases production efficiency while reducing dependence on workforce skills. Boos In the words of Wszendybył-Skulska, Ewa (2019), many companies lacking an efficient workforce motivation system may encounter the following problems: 1) One of the two employees with the same job responsibility could be a good worker, and the other a bad one; 2) Interests and wishes of employees are sometimes disregarded in their motivation, which reduced the positive effect from motivation; 3) There is a long interval between the successful accomplishment of job responsibilities and remuneration of employees. Internal motivation is based on behavioral factors, and external motivation depends on physiological needs and external factors.
Wszendybył-Skulska, Ewa (2019), Talak, Kezban (2020) believe that internal motivation is more efficient than external one, considering that the latter usually does not have a long-term effect. Personal and internal motivation usually dominates over external motivation. However, external motivation can enhance internal one. Lehnovich, Sergey & Shaburova, Aelita (2019) suggest teambuilding as an instrument of workforce motivation. This is a set of measures whose end objective is to create a team and to bolster its efficiency.

Methods
The study project is based on the analytical methods, which allow to study addressed issues from the angle of their unity and development. The structural-functional method was used with due account of the study's goals and targets. The method allowed to study certain aspects of remote workforce motivation.

Results
The covid-19 pandemic forced agricultural enterprises to send some employees to start working from home, thus raising the issue of remote workforce motivation. Whenever employees are working from home, their activity needs coordination and control over the fulfillment of job responsibilities. To our mind, the standard motivation methods, which enhance the financial interest, will not achieve the desired result: employees will be unable to improve performance unless an efficient teamwork method is implemented in their work from home. Hence, we propose that efficient functioning and motivation of remote workforce be achieved through the creation of team, which will fully use the potential of every employee and coordinate their joint efforts for the sake of attainment of company goals and objectives. Such team will possess a relevant intellectual potential and troubleshooting flexibility. An efficient team is capable of raising labor productivity and a company's production potential. It is more likely to make correct decisions, to solve more difficult problems, and to enhance and unlock the creative potential of most employees.
As a rule, people who demonstrate a creative approach to their work and view it as professional development steps have a deeper interest in their activity.
We believe that coaching is an efficient team building method. It allows to develop practical management skills and to form efficient teams of employees working from home. Coaching could be viewed as part of a company's strategy or an independent project.
Coaching is based on the idea to help unsupervised learning of a person, which falls in line with the status of an employee working from home.
A company whose employees possess unsupervised learning skills will be better adapted to changes of the external conditions. Whenever employees have no such skills, a company becomes conservative, which is fraught with the deterioration of its market status.
A close-knit team is capable of fulfilling assignments, which are impossible for an individual, assigning roles in a project, formulating problems, and solving them together.
Employees working from home, who have personal interests and objectives, acquire team interests and objectives after they join a team. "We" becomes more important than "I." Team coaching will be interesting and beneficial for particular members of a labor collective and a company as a whole.

Discussion
Motive is an internal guideline, which steers an individual into a particular action and is viewed by him/her as a necessity. A manager always needs to stimulate employees to work consistent with the goals and objectives of a company. From our point of view, workforce motivation is a multifaceted process, which enables employees to accommodate personal needs and meet expectations from their professional activity through the achievement of goals that correlate with goals and objectives of a company, as well as a set of measures taken by a company's management to raise the efficiency and labor productivity of employees. Motivation and stimulation of labor activity are important for high performance, due diligence, and quality of work.
An efficient system of workforce motivation should correlate with a company's goals and objectives. So, in our opinion, a successful motivation system should start with the definition of a company's goals and objectives, which will be used in the construction of a workforce motivation system. Salaries are the main motivation for employees, however, companies are unable to raise salaries above a certain level, as that could affect their financial results. So, we believe that more attention should be given to non-financial motivation of employees with moral, psychological, and organizational stimulation E3S Web of Conferences 222, 06017 (2020) DAIC 2020 https://doi.org/10.1051/e3sconf/202022206017 methods, such as verbal encouragement, additional paid vacations, various corporate events, and assistance in professional development.

Conclusions
We believe that the creation of a system for motivating the administrative staff of agricultural enterprises should be based on the following basic principles: apply unified rules to determine incomes and take into account expectations of employees. A faulty motivation system should be adjusted consistent with motivation of employees. It is essential to use various non-financial forms of stimulation of employees, such as psychological climate at the work place, verbal encouragement, various status benefits, etc.
In the case of employees working from home, motivation should be combined with constant control of their activity and sporadic adjustment of the motivation mechanism.