The task of any leader, regardless of the size of the enterprise, is to receive the maximum possible profit. For this, appropriate personnel are selected and a staff of employees is created. Depending on the size of the enterprise, the number of employees also changes. In order for them to work effectively, a number of factors must be taken into account. One of them is labor motivation. This term means the process of stimulating employees to certain activities to achieve the goals of the enterprise by satisfying their own needs.
Labor motivation has a step structure. This process should be designed for a long period, since one-time shares, as a rule, do not bring the desired result. When developing a strategy, the following should be considered:
· Inclinations and interests of workers;
· Individual and professional qualities and development limits of employees;
· Motivational capabilities of each employee and team.
Each leader needs to timely and correctly determine the priorities of the activity. Each employee should be convinced that the growth of company profits and labor productivity is the main internal goal of himself. In this regard, it is necessary to create conditions under which the goals of the employee and the company will coincide. In addition, the employee should perceive his activities as a source of self-improvement, the basis for career and professional growth.
Labor motivation is a process that involves the use of various motives and incentives of a person. The employee’s attitude to work is largely determined by the value system of the person himself, the psychological climate in the team, the working conditions created at the enterprise, and the incentives used.
The motivation system should guarantee employees:
1. Full time.
2. Providing opportunities for career and professional growth.
3. The consistency of labor results and the level of payment.
4. Work safety.
5. A favorable climate in the team.
Labor motivation uses the following methods:
· Economic:
- Direct. Piecework or time wages, bonuses and other material incentives for quantitative and qualitative indicators, tuition.
- Indirect. Payment of expenses for travel, housing, meals on the territory of the enterprise.
· Non-cash. Promotion on a career ladder, advanced training, improvement of working conditions, participation in meetings, flexible work schedules.
Thus, it is possible to formulate the main criteria for labor motivation:
1. A clearly built model of the functioning of the organization. Each employee knows his rights and obligations.
2. Personal responsibility for the results of work.
3. Formation of a corporate atmosphere where every employee feels comfortable.
Motivation of workers can occur in different ways. It depends on many factors. You can highlight the main forms that are used most often:
1. Salary. It is used as an assessment of performance.
2. The system of benefits: bonuses, health insurance, benefits for seniority, granting loans, increasing holidays, selling products at a discount, early retirement at will, arranging transportation to the place of work, and so on.
3. Removing psychological and administrative barriers among workers. Development of mutual understanding and trust in the team.
4. Organization and conduct of various events that increase the content and attractiveness of labor, stimulate the responsibility and independence of workers.
5. The possibility of promotion and advanced training.