The concept of motivation is often found in psychology and is of no small importance for the description of human activity. Without this inducing factor, it is impossible to systematically carry out a single action, since the desire to do something gradually disappears, and there is no support stimulus in the form of a goal. Unlike naturally occurring aspirations in the human mind, such an impact can be exerted on it from the outside by other people. This makes motivation an excellent tool to direct the activities of the target group of individuals in the right direction.
After all, when there is no motivation, there is no important source of vital energy. The latter naturally leads to the fact that the activity of people's labor activity is rapidly falling. What are the main methods of motivation?
Everyone will agree that each manager should have the proper knowledge of the principles for setting goals for employees. This skill is necessary for a person who wants to optimize labor productivity at his enterprise as much as possible and lead him to success. In solving a difficult problem, methods of staff motivation proved to be especially effective. The general principles of any of them are based on such external influence, which forms in each individual employee an incentive to more active actions. Motivation is organizational, material and psychological. We consider in more detail each of the options.
Organizational method
Improving employees' skills, gaining new knowledge and skills often plays a very big role in having a desire to work. This also includes opportunities for professional growth, promotion and other attractive prospects. Organizational methods of motivation are to give employees an incentive by organizing seminars and trainings for them at the expense of the company. Also effective is the involvement of employees in the affairs of the company.
Material incentive
This method is best for attracting new employees to the production. He renders much less effectiveness on the staff who have been working for the company for a long time . However, due to its simplicity and ease of execution, material methods of motivation are the most common. It is important not to abuse such an incentive, otherwise it will cease to be meaningful to people. All sorts of bonuses and incentives should be issued no more than once every six months or a year. Otherwise, employees will begin to perceive them as part of their salary.
Psychological approach
This method is undoubtedly the most difficult to implement. At the same time, it must be remembered that moral and psychological motivation shows the highest efficiency among other methods of increasing labor productivity. It is based on the formation of a stable opinion among people regarding the work performed. The key tasks here are the following: developing a sense of responsibility for one’s activities, understanding its importance for the company, professional pride in the work performed.
For the successful application of this method it is necessary to create an appropriate atmosphere. It’s good if employees have a chance to show their creative abilities or develop new ideas on their own that will improve the work process (but not harm the overall image of the company).
Supervisor Tips
When choosing a motivational tool, you must first rely on the expectations of your employees. Depending on them, this or that method may be ineffective. How to find out the wishes of the staff? Here, all available means will come to the rescue (from direct surveys to filling out anonymous questionnaires). Based on the information received, an entire plan of further actions by the leader should be drawn up.
It is also important to remember that human expectations, aspirations and needs are not some kind of static indicator. They are changing dynamically depending on the state of society, political sentiment and economic stability. Thus, it will be wise to periodically change the familiar scheme of employee motivation, introducing constructive changes into it.