The essence of any activity is manifested in its functions. They imply the purpose of the activity of any organization or its general task, the type of managerial action and the scope of specific decisions.
The main functions of management, defined by Henri Fayole back in 1916, are planning, organization, control and coordination. However, the effectiveness of any business-production process cannot be determined solely by these basic functions. No less important factor than an effective organizational structure, agreed goals and clearly defined tasks is the quality of work, which directly depends on people. To increase it, motivation is used . Motivation as a management function is directly related to the motivation of personnel to work efficiency through the formation of motives. Motivation is a person’s conscious choice of a particular type of behavior, therefore, motivation as a management function should be directly aimed at increasing the labor activity of employees.
Motivation as a management function helps to develop and improve ways to maximize the result of work on the basis of a clear idea of the behavior of personnel.
In the process of developing the most effective ways to achieve results, it is necessary to use interrelated categories of behavior: needs, interests, motives and actions. For this, managers and managers use certain methods by which managerial impact on personnel is carried out. They are directly based on the laws of management, as they propose the use of various forms of influence on the personnel of the organization. Methods of motivation in management are economic and non-economic in nature. Economic methods consist in material incentives for workers by changing the level of wages, issuing bonuses or monetary compensation. Non-economic ones include organizational ones, that is, those that allow the employee to participate in the organizational activities of the company, and moral and psychological ones. Moral and psychological incentives include praise, approval or, on the contrary, censure, recognition of merit. The main demotivators that directly affect the quality of work are: incompetence of the leader, undeserved criticism, congestion or underload, ambiguity of job functions or company functions.
Many HR specialists use the classical theory of motivation, but they may not produce the desired effect if they are not adapted to the needs of a particular organization. An effective motivation system should use various types of motivation in management.
There are various types of motivation, depending on the main attribute. For example, if a sign is a group of needs, then motivation can be divided into material, labor and status. While material motivation drives a person to prosperity, labor motivation is directly related to self-realization, and status motivation is the desire to become a recognized and respected specialist, team leader or leader. According to the sources of occurrence, internal and external motivation is distinguished. Depending on the dominant method of motivation, normative (ideological and psychological impact), compulsory (power) motivation and stimulation are distinguished.
Motivation as a management function is aimed at building a motivation system that simultaneously takes into account the goals of the organization, its management and employees.