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– participation in decision-making;

– support and assistance;

– knowledge of personal needs;

– support ideas and proposals;

– information exchange;

– professional development;

– the possibility to apply the ability;

– respect for the individual and sincere praise.

In turn, the key motivating factor (lowering motivation) should include such as:

– violation of the psychological contract;

– the use of any employee skills, which he appreciates;

– ignoring the ideas and initiatives;

– lack of sense of belonging to the company;

– no sense of achievement, the results are not visible, there is a personal and professional growth;

– lack of recognition of the achievements and results from management and colleagues;

– no change in the status of employee 27, с. 51.

In general, a complex system of motivation organization contains financial incentives, as well as various non-material stimulation tools.

Generalized components and tools of motivation system are given in Table 3.

Table 3 –The components and tools of motivation system 17

Continuation of Table 3

In general, the system of motivation of labor activity of the personnel in the organization can be represented as a relationship between two aspects: the material and non-material incentives (look on the figure 3).

Figure3 – Elements of motivation system and incentive 15

Financial motivation can act as a direct financial motivation - wages and indirect - compensation and benefits, for an employee who often expressed in non-material form. When forming the system of material incentives distinguish two approaches presented in Figure 4.

Figure 4 – Approaches to formation of system of material incentives 8

In the first case, the goal is not to stimulate the direct results and motivating employees for long-term, active and voluntary participation in the solution of problems of the organization. Stimulated loyalty and employee commitment, not labor, and worker all of his creativity.

Today, increasingly used the second approach to the wage system, although in some companies there is a tendency of transition to a "lifetime employment", which significantly increases the loyalty of employees. However, the system is focused on results, the most effective when it is not monotonous. Employees quickly get used to the current system, and it ceases to have a stimulating effect.

The modern system of material stimulation of work also includes the following types of compensation and benefits 1:

– housing aid (loans on favorable terms or free of charge, assistance in obtaining housing, payment of rent);

– insurance of property (real estate, cars, etc.);

– private insurance (loan);

– additional health insurance;

– free health care workers;

– provision of mobile communications, partial payment for mobile communication costs;

– payment of transportation costs (public transport, provision of official vehicles, payment of expenses for gasoline);

– compensation for the cost of food during the working day;

– awards and bonuses of various kinds;

– partial payment of expenses for education, training;

– discounts on products and services of the company;

– «banks vacation days», which accumulate all paid days of vacation, compensatory time off.

Non-financial motivation, in turn, provides a satisfying and effective work of employees, as well as the "health" of the collective as a whole. Currently, many large companies are turning to the use of non-motivation tool. Their set can be absolutely diverse, depending on the specifics of the organization and, of course, of the staff. Non-economic (non-material) incentives personnel are shown in figure 5.

Figure 5 – Non-economic incentives staff

In conclusion, it is worth noting that each organization can not be a standard package of incentives motivating. However, the most effective methods of stimulation of work, by Korzenko N.I. 11, с. 67 include the following:

1) punishment as a means of motivating employees;

2) cash payments for the achievement of business objectives;

3) extra charge to the salary for promoting healthy lifestyles;

4) special individual rewards - bonuses for proficiency necessary to the enterprise at the moment;

5) improvement of the system of labor organization and management;

6) enterprise social policy

Thus, successfully combined the tools of motivation tangible and intangible able to rally the team, to eliminate this undesirable phenomenon of staff turnover, increase personal effectiveness of each employee and, therefore, profit organization as a whole.

1.3 Features of the creation of an effective system of staff motivation

Under market conditions, the role of the worker as an individual. In this connection, the proportion of modified stimuli and needs that are affected by stimulation of the personnel. Under a system of motivation of employees of the organization are based on the material (financial) and intangible (non-financial) incentive mechanisms. However,a clear distinction between material and non-material incentives not. They are constantly intertwined, they cause each other. But Sharova E.B. thinks that in "pure" form used in the organization of any material motivation and demotivation or immaterial would be a mistake, because Only an alliance of the two systems can contribute to the equilibrium and productive work of employees 32, с .93.

In Kibanov A. work shown that human resource management in the organization should be structured in such a way as to instill in each employee self-improvement, both professional skills and personal growth; employee should associate themselves with the "mechanism" of the body to work harder, be aware of their contribution to the activity of the enterprise, its success or failure.

Technology of formation of motivation system is a sequence of actions to prepare, develop and implement the system in the organization of human resources management system 31. Stages of formation of motivation of the personnel system in the organization and their contents are summarized in Figure 6.

Figure 6 – Technology of formation of motivation system

It is important to note that the effectiveness of subordinate management consists not only of the individual characteristics of the organization's personnel, their needs and behavior patterns, conditions and environmental factors, but also a number of other very important circumstances. M.М. Glazov in work 19shows that that the head should be taken into account in their work, are:

1. The effectiveness of motivation will be much higher if the subordinate personal goals will be adequate to the strategic and tactical objectives of the organization. Ensure fulfillment of this condition in two ways:

− by means of administrative influence in forming the subordinate objectives adequate organizational goals;

− formulate the goals of the organization as a result of the integration of personal goals subordinates.

2. The result of the motivation of subordinates directly depends on the used head forms, means and methods of management, his skills in a timely manner to select such of them, which in this situation would be optimal, and be able to implement them in a professional manner.

3. The effectiveness of motivating subordinates greatly influenced by the individual characteristics of the leader, his philosophical, moral, ethical, aesthetic, psychological, Gnostic, and other reflective qualities, as well as psychological and subordinate Manager compatibility.

4. Essential to the motivation of its slave have similar work experience of previous situations. Faith or no confidence in the head of the Declaration will be to determine the appropriate employees activity.

5. Great influence on the behavior of the employees by the composition of environmental factors: government activities, ideological and socio-economic policy. Especially brightly this effect manifests itself in a change of social and economic development in the country. The discrepancy between the subordinate position with government policy may lead to the loss of activity of the individual motives and even degradation due to the collapse of strategic perspectives and ideals.

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