What determines the motivation of staff? Today it is generally accepted that it depends on what methods of stimulation of labor are used by managers. These methods may be tangible or intangible.
In general, we note that the motivation system has its own structure. It consists of:
- indirect material motivation;
- direct material motivation;
- intangible motivation.
Direct material motivation is associated with the monetary compensation of the employee. Labor stimulation is carried out by means of bonuses, as well as basic salaries. Under the basic salary is understood that part of the salary that is constant. The prize is something more abstract. As a rule, it is issued for work without violating existing rules, observing the work schedule, fulfilling (or overfulfilling the plan), initiative, and so on. The stimulation of labor through salary is based on the fact that in most cases a person is ready to work selflessly and hard for the amount that he considers high. Low salaries negatively affect employee motivation.
The stimulation of labor with the help of the premium is somewhat different. The fact is that the employee must understand that at any moment she can lose it. Poor work leads to the fact that the pocket is empty, and good to the fact that it is full. Yes, money is an excellent motivator.
Indirect motivation is one that is based on the provision of a so-called social package. It is also called compensatory. What it is? This is a combination of benefits and compensation. We are talking about paying hospital bills, providing leave, pension contributions, and so on. Some organizations provide incentives for labor by paying for travel to the place of work, free meals, and so on.
In this case, everything can be arranged so that the employee will regularly perform all the functions assigned to him, even for a small fee. Why? The reasons are that people quickly get used to all the good. He can work for pennies, realizing that soon he will be given a free ticket to the sanatorium, his children will be given gifts for the New Year and so on.
There is also a system of non-material incentives. In this case, it is understood as a set of methods by which labor stimulation is carried out that is not associated with any cash payments, benefits, and also compensations.
This system consists of traditional as well as non-traditional elements.
The traditional ones include:
- flexible and convenient schedule (working time);
- opportunity for career growth;
- the possibility of self-realization;
- provision of a parking space;
- carrying out corporate parties;
- various kinds of awards, diplomas;
- the opportunity to be on the board of honor.
Unconventional methods may be as follows:
- providing additional days off;
- personal gifts from superiors.
Motivation and stimulation of labor are closely related to each other. Why even spend money on encouraging an employee to conscientiously fulfill duties? Yes, all this really has to spend additional money, effort, time, however, everything pays off faster than it seems. People begin to work better, and the enterprise is successfully developing from this, it is reaching a new level. What can a team whose members work through their sleeves do? He will not advance the enterprise forward, but, on the contrary, will pull it back.
Is it possible to stimulate labor with a “whip”? In principle, yes, but it’s better to use such methods when the situation is extreme and discipline violation can be observed too often.