Staff motivation

One of the main tasks of managers of enterprises of any form of ownership is personnel motivation. The questions about how employees can be interested in, what goals they set for themselves are paid a lot of attention from the administration of successful companies.

Of course, motivation plays no small role in the management of staff. And in our time, every head of the organization is trying to maximize all its resources to achieve high competitiveness of products. After all, the modern level of production cannot develop without effective motivation of workers, which must be improved more and more often.

The process of motivation is very complex and ambiguous. There are a large number of different theories of motivation trying to explain this phenomenon.

Table

Theories of Motivation

Many from time to time experience a lack of motivation at work and the unwillingness of management to take any initiative. Just some people confuse the concept of motivation and stimulation.

In the most general form, motivation is a combination of internal and external driving forces that induce a person to work, set boundaries and forms of activity and give this activity a direction oriented towards the achievement of certain goals. The effect of motivation on a person’s behavior depends on a variety of factors, in many ways individually and can change under the influence of feedback from a person’s activities. [1]

Stimulation is one of the means by which work motivation can be carried out. The stimulating effect on staff is aimed at enhancing the functioning of workers, and the motivating effect on the activation of professional - personal development of an employee. [2]

These are two different things in the same definition that should not be confused with each other. The differences, of course, are significant. After all, the natural motive of our actions - in a word, the motivation that is and always will be, but what we create ourselves in order to reduce resistance in the way of achieving a goal is a stimulus.

The stimulus is something artificial, it does not help us achieve a specific goal and most likely relates to the tool, making its achievement more simple. And motivation is more aspiration, reflecting quite a natural desire and goal. For example, you work hard not working around in order to earn as much money as possible, to open your own business. In this case, this example will be the motivation. The stimulus will already be that situation when your supervisor is scolding or praising you, constantly pushing or encouraging you with a bonus so that you can work better.

Conclusion: No need to dwell on stimulation. Let the motivation push you to a useful activity.

Thus, we come back to the problem of staff motivation, because sooner or later the leaders of organizations are wondering how to motivate employees to effectively fulfill their duties.

To assist management in identifying internal staff needs, a methodology was developed and proposed for enterprises, including the following items:

• 1.    To conduct a survey of all employees. After analyzing the survey form an opinion about the situation in the organization by the employees.

• 2.    Organize a meeting, discuss the results and make the necessary changes.

• 3.    To conduct such a method as brainstorming among managers on the topic: "Increasing employee motivation." Based on the results of the method, a plan, deadlines, responsibility for the activities are developed and implemented. Providing staff to increase motivation in the enterprise.

• 4.    After a certain time, re-survey and compare the results with the first.

The system of staff motivation, of course, can not be the same for all companies and positions. Should take into account the strategic goals, plans of the company, as well as the features of the position. It is in this case that the motivation system will become a tool that will allow the company's management to get the desired result.

Currently, each organization has its own system of employee motivation. Each of them has its own advantages, which makes its activity useful, as well as its disadvantages, which cannot realize the potential of employees. There is a complex of material and non-material motivation incentives. I believe that every manager should choose intangible methods that are appropriate to the direction of his company. After all, properly selected methods of both material and non-material motivation will allow you to achieve maximum return and loyalty of the company's employees.