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Студент гр. Ц 46 А.В. Рахкович

Консультант:

к.п.н., доцент Ю.В. Агранат

1. THEORETICAL BASIS OF PERSONNEL MOTIVATION

1.1 Basic concepts of motivation

It is clear that for a good leader of any organization the prosperity of the company depends on the activity of workers. In order to move effectively to the target, the manager must not only plan and organize work, but also to force people to perform it according to the plan treated 4, с. 98. As the main reason for achieving the overall efficiency of the organization, activity as an integral part of individual employee potential is achieved by improving labor motivation 13.

Today, the term «motivation» is understood by different scientists in different ways (first it was used by A. Schopenhauer 33).

Some renderings of the term are given in table 1.

Table 1 – The basic interpretations of «motivation»

Continuation of Table 1

From these interpretations it can be concluded that the term "motivation" is ambiguous in its interpretation. On the one hand, it is a psychological category, which is associated with the process of man's awareness of their needs and select a specific behaviors to meet them; on the other - a category of management, which is associated with the process of managing employee behavior through exposure to various environmental factors (material and spiritual resources of the organization).

In the category of the theory of motivation "motivation" is considered as the widest. In the most common form of human motivation to activity it is understood as a set of driving forces that motivate him to implement certain actions 15. An important motivation for understanding is that these forces can be both inside and outside the human.

In general, when considering the motivation of different researchers in their own way interpret the term "motivation". However, the definitions provided, of course, there are concepts such as "desire", "needs", "aspirations", "motivation", "objective" or "incentives". However, they somehow reflected in the following interpretation: motivation - is the internal state of a person, which is related to the needs of that activates, stimulates and directs its actions to the target. Also, it is important to clearly understand that the motivation - is the process of conscious choice a person of a particular type of behavior defined by the combined action of external (incentives) and internal (motives) factors.

Schematically staff motivation process is shown in Figure 1.

Figure1 – The process of motivation 17

The key concept of the theory of motivation - it is a "need" - a lack of something objectively necessary to maintain vital functions and development of the organism, the personality. There are basic needs - physiological needs of the body and the secondary - the need for psychological phenomena. Secondary needs a man more individual because they have not so much innate as the acquired character.

That is the objective existence of labor motivation system, the secondary needs significantly complicates the process of human resource management in any organization. The reasons for this are in the availability of a wide range of secondary needs, and often arise in an individual desire to hide them from others or disguise the false actions. In addition, if the primary needs of developing rather slowly, the secondary - quite dynamic over time. Many of them have evolved in the course of an individual's maturity. This applies in particular to issues such as self-esteem, sense of duty, self-assertion, etc. 16

The subjective feeling of satisfaction of the requirements defined by the term "motivation" - the result of the development of the personality of a particular individual, and exposure to the surrounding cultural environment factors. For example, in the sense of the need for food among persons seeking to earn money and buy food, the second - to steal food, and others - "beg" them from other people, etc.

Means (process) meet the requirements - this is the goal of human activity. They, like the impulses may also be formed as a function of the human culture medium, but their choice is usually more severely affected individual characteristics of each particular individual.

In turn, the work can be defined as a relationship between man and the environment, to achieve the goal.

The immediate effect of motivation is based on the action of the result known law that reflects the formation and realization in the minds of individual stable connection between his behavior and the achievement of its goals. Determine characteristic forms of motivation performance. Thus, the direct result of the motivation of a particular employee is considered to be:

– the formation of ideas about the organization;

– defining his relationship to it;

– development of possible options for response;

– the mobilization of the necessary resources;

– ensuring the adequacy of behavior, etc. 14, с. 86

All this is also an expression of the result of employee motivation, but for the purposes of the specific operation of the program and its development in the current conditions.

In general, human behavior is determined by motives. Motive - the inner motive force that causes a person to commit a certain act or behave in a certain way 26.

A variety of human needs and a variety of causes and motives of activity, however, some reasons are updated quite frequently and have a significant impact on a person's behavior, others operate only in certain circumstances.

Belih V.A. and Polkоvnikova S.G. in work 2 presented the following structure of labor motives activities, which reflected in figure 2.

Figure 2 – The motives of labor activity

In general, using the motivation of the authorities are able to coordinate staff activities; increase their labor activity; improve the moral and material condition of the workers, using various forms of compensation. Motivation changes the interests and values, creates a desire to work and develop labor potential. Thus, the motivation goal is to provide the conscientious performance of duties by staff 10. Also tasks of motivation people are:

– creation at a high positive attitude to work of employees;

– satisfaction of the basic needs of staff;

– creation of conditions for effective work with minimum costs for business;

– reduction in staff turnover and increase its loyalty 9.

In conclusion, it is worth noting that the motivation of the personnel is quite a dynamic process: the importance and influence of individual motifs change (and how the hierarchy of motives). Various factors can alter the hierarchy, but each person is inherent in the relative stability of the hierarchy of motives.

1.2 Components and tools of motivation system

Effective work in the organization is impossible without the proper use of the process of motivation. When properly motivate management of the organization is able to significantly increase the productivity of subordinates, and, conversely, when the lack of motivation of the personnel shall serve unwillingly, without making sufficient efforts to lower labor productivity.

An integrated approach to motivate management involves the use of the most complete set of tools to influence it. These agents are summarized in Table 2.

Table 2 – The main means of impact of staff motivation

Continuation of Table 2

Next, it is important to note that there are no common motivation methods that can be used for all the people living in different countries, because all the people are too different, different education, culture and mentality.

In this regard, there are certain factors of motivation that contribute to the impact on employment, as well as have increases or decreases the action. These factors are generally given in Appendix 1. Here we note that the main motivation tools (factors that increase the motivation), are:

– open two-way communication;

– proper delegation;

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