The effectiveness of any organization depends on how interested its employees are in achieving high results. Even with the latest technology used in production, but without the interest of personnel in their work, one cannot expect an increase in profitability. Today, motivation as a management function is a part of the personnel policy and a system of measures stimulating to improve the quality of labor. The choice of stimulation method depends on the established rules in the organization, its corporate policy, the relationship between bosses and employees. Properly selected motivation as a management function can significantly increase the profits of the enterprise and provide it with consistently high profitability.
Conventionally, these measures can be divided into 3 groups: financial, social and psychological. The use of only one type of incentive is not effective, because the motivation of employees can vary depending on certain circumstances. The financial group includes such measures as an increase in wages, bonuses, fines, various bonuses. Social motivation is the provision of additional benefits (rest in a sanatorium, bonus insurance, assistance in obtaining something). Psychological measures are aimed at the ambitious personality, its desire will assert itself. They can be expressed in the form of public praise from the leadership, the delivery of additional powers that enhance the status of the employee, distinguishing him from other employees.
It is worth noting that motivation as a function of personnel management is a very delicate process that affects employees by combining their personal goals and organization tasks together, which allows them to work with greater efficiency. For this reason, it is very important to choose the right concept, methods for managing motivation, and anticipate possible negative consequences. Incentive measures should not be permanent, because the staff will get used to them, and will consider them part of normal workdays. For example, a constant increase in wages will become the norm, and not an incentive to work. Employees will know that there will still be an increase in their income and will stop trying to get it. Particular attention should be paid to negative forms of employee stimulation. These include fines, punishments, reprimands. If they occur regularly, then workers will lose interest in work and will perceive their presence in the workplace as hard labor, a forced condition.
You can not underestimate the role of motivation in personnel management, because thanks to it, a person wakes up interest in work, and he tries to be useful for the company in which he works. Incentive measures should help the employee to feel at ease in the workplace, learn to make independent decisions, and develop their potential. It is very important for any person to feel necessary and useful, therefore, the manager should periodically conduct events proving his respect for the staff, show how he appreciates them and their work. It can be a meeting where he will express his gratitude for the work done to the people who deserve it.
In fact, motivation as a management function is a complex mechanism that requires constant updating. For its smooth functioning it is necessary to conduct research that identifies the needs of the staff, their desires and suggestions. It is very important for the manager to choose the right approach to employees. The system of incentive measures should be constantly updated and regulated, which will arouse interest in the activities of the staff. A properly built incentive policy will lead to an increase in employee income and an increase in the profit of the company itself.