As the aphorism says, "cadres decide everything." The quality of work of any organization depends on the competent use of labor resources, their qualifications, the correct placement of people in positions and their management. The described factors directly affect productivity. For example, a qualified and correctly motivated sales manager will be able to bring up to three times more customers to the company than four low-skilled managers.
Psychology of personality motivation
Since the beginning of time, man has been striving for the best for himself. Previously, people did not need the same motivation as they are today. The motives of the actions of primitive people were based on the instincts of self-preservation and survival. However, in the modern world, where most of the necessary things are in abundance and there is no need to make efforts to achieve certain values, the coefficient of personal activity decreases.
According to the theory of A. Maslow, which was reflected in the pyramid of needs, created in 1943, the basis of human behavior is based on the vital needs of the individual, which can be divided into five types: physiological needs, security needs, social needs, needs for respect and recognition and the need for self-actualization, or creative expression.
Based on this, we can conclude that the motivation of the modern average person requires a definition of the goal, as a result of which his need is realized.
Company employees motivation
There is a theory of Frederick Herzberg, according to which there are a number of factors affecting the desire and ability of the employee to carry out his activities. In the event that the employee does not receive an expression of these factors, the work ceases to suit him. To maintain interest, various types of staff motivation can be applied.
The factors identified by Herzberg have an indirect identity with some of the needs identified by A. Maslow. For example, for a person who is an employee, important indicators are such aspects as: a favorable climate in the team, comfort and equipment of the workplace, self-satisfaction due to the recognition of his work by others, awareness of the usefulness of the activity. This theory, along with Maslow's theory of human needs, forms the basis of staff motivation, which will be discussed later.
Employee motivation goals
With the onset of globalization, the development of the economy and the emergence of people in recent years, entrepreneurial literacy in the world, the opening and running of their own business has become popular and in demand. People increasingly neglect working for someone and seek ways of financial freedom through entrepreneurship. According to statistics, in the Russian Federation alone over the past ten years, more than three thousand enterprises have been registered, and more than 60,000 people have become individual entrepreneurs.
However, hundreds and thousands of enterprises selling the same products or services constantly coexist on the market. To survive in such difficult conditions, the company must have high competitiveness, which consists of some aspects, the most important of which is the personnel component of the company.
For the prosperity of the enterprise requires not only the correct use of their personnel, but also to increase their literacy in their work, motivate, support and guide. Types of staff motivation are different, but a lot depends on their competent use. The employer must make efforts to interest the employee in his position. In the event that the employee does not have complaints about the activities carried out, the atmosphere inside the company and will feel its importance for production, he will linger for a long time and will bring benefits to the whole organization.
The types of personnel motivation systems are diverse, but each of them will benefit businesses and employees. Firstly, it will lead to labor productivity, which will positively affect the company's income. Secondly, a motivated employee who is satisfied with the workplace and enjoys his actions will stay in the team longer, which will affect the situation with the so-called “staff turnover”. Thirdly, the motivation of staff causes workers to strive to fulfill their duties efficiently, quickly, to strive to increase their knowledge and improve skills.
The main types of motivation of the organization’s personnel are classified into tangible (monetary) and intangible (psychological) motivation. Consider the main subtypes of stimulation.
Material motivation
The concept and types of staff motivation through material incentives do not require special explanations. Such motivation is to provide the employee with cash payments for the good performance of their job duties. Types of material motivation of staff include lump-sum bonuses, a bonus incentive system, an additional increase in salaries, interest allowances, etc.
It's no secret that money is the most important resource in everyday life. Many values ​​can be acquired on them, invested in large purchases, and directed into investments. Therefore, material motivation is the most positive solution for encouraging an employee and stimulating his performance.
Intangible motivation
Intangible motivation includes methods of psychological influence on employees. It is this type of encouragement that is most consistent with the realization of the needs of the individual according to the theories of Maslow and Herzberg. This type of incentive includes praise, a demonstration of the employee’s value, allows you to be proud of yourself and your actions, and also to feel a favorable atmosphere in the team. Each of the methods of non-material impact on the activities of personnel will be discussed below.
Awareness as a type of motivation
People are inherently very curious and inquisitive. In the enterprise team this is manifested by a desire to receive information about the plans and the actual state of affairs of the organization.
In these types of personnel motivation, you can include all kinds of planning meetings, meetings and meetings. Moreover, this way of influencing staff will not only allow employees to obtain the necessary information, but also demonstrate the openness of administrative issues at the enterprise, which will make the management of such an enterprise open, honest and close to ordinary employees in their vision of the environment.
Emphasis
Each person is pleased when they pay attention to him, when they remember and are interested in his state of affairs. Therefore, it is advisable to regularly apply this method of motivation to employees. Whether it is a congratulation on the end of the probationary period, the anniversary of employment, happy birthday, the completed project - the employee will be flattered. The main thing is that such incentives are made publicly, and a person can feel a surge of pride and joy, feel their value to management and colleagues.
Training
One of the needs of the Maslow pyramid is the desire for self-development. The higher the qualification of an employee, the more he is in demand and useful for the organization. Thus, using this method, the employer not only provides the employee with the opportunity of self-education, but also provides himself with qualified personnel who can apply the acquired knowledge to the benefit of the enterprise, which will contribute to the profitability and competitiveness of the business.
Praise, Feedback, and Choice
Other components of the pyramid of needs are the needs for self-realization and respect from others. The embodiment of these desires allows a person to feel indispensable and begin to work for the good of the enterprise, without worrying about their possible incompetence, fear of dismissal or thoughts of dissatisfaction with his activities. The praise of the employee (as well as emphasis) should be public.
Motivation through the provision of the right to choose can be done in different ways. You can ask for advice from a specific employee in a specific area, or you can use voting among employees to resolve a particular issue related to the company. Thus, the employee will feel part of a single system, will feel the opportunity to contribute to the development of the organization. Similar ways of motivation favorably affect the internal climate of the team.
Workspace comfort
Herzberg’s writings state that a convenient and comfortable workplace is an important factor that attracts an employee. This is not surprising, because most of the time a person spends at work. Therefore, it is important that each employee is comfortable and pleasant to be at his workplace and in the premises of the company as a whole.
Comfort at the workplace is determined by individual and collective requests. For example, individual methods of motivation include a personal account, a tablet with a name and a position, an equipped workplace, modern equipment, and the possibility of independent organization of the surrounding space. Collective requests include a single form, a lounge, a shared kitchen, a comfortable and spacious office, etc.
Customer loyalty system
Motivating employees, while creating an additional sales channel for the company's products or services, can be done by presenting the results of the company on a free basis or by providing a substantial discount for employees. Especially this method will be useful and applied at enterprises engaged in the supply and manufacture of consumer goods.
Group events
Nothing affects a person’s desire to work in an enterprise like the atmosphere in a team. In order to strengthen friendly relations among employees, create a favorable internal climate, various teambuildings and corporate events are necessary. This method of motivation will be especially important for companies where teamwork is a regular occurrence. Such events allow staff to get to know each other better, share additional information, rally and provide a friendly atmosphere.
The emotional upsurge of subordinates is the best motivation of staff for high-quality results. In modern conditions, when you often have to save and reduce costs, you can and should motivate financially. This increases loyalty, strengthens the team spirit, it is inexpensive and quick to bear fruit - employees enjoy labor. This means that they will again and again strive for the company and carry out their activities even better.
In conclusion, it is worth noting that it is not necessary to apply all methods of motivation at a time. Indeed, the methods, forms and types of personnel motivation in the organization and their application are different. For proper application, it is necessary to take into account the specifics of the enterprise, occupation, areas of knowledge of employees, their interests and goals.
The HR manager or HR specialist will be able to correctly determine the types of personnel motivation and the effectiveness of their use. Currently, experts in the field of the use of human resources who can correctly choose the best option for a particular company are enough in the services market.
Thus, having studied and correctly applied the types of motivation and incentives for staff, as well as taking into account his internal beliefs, any manager can get a strong team of employees that can improve profitability, competitiveness and business performance.