Social motivation: incentives for personnel

motivating employees

If correctly to explain «why», they will always find a way «how» (Jordan Belfort).

Each person is brought up, develops and operates in society. Most people is not only important to take a worthy position in society and to operate successfully in selected human sphere, but also to «strokes» – marks of approval from the collective. There is a small group of people whose position in society and respect for other members is of vital importance, therefore, can be attributed to the inaccuracy of statistical data. Based on this, psychologists say that every person is important to their status in society, authority in the team. To address this need focused social motivation, also referred to as motivation of the staff.

The concept of social motivation

Social motivation – a system of measures aimed at financial, professional, moral stimulation of personnel activity in order to strengthen the personal interest of the employee to high performance. The complex of measures of staff motivation focused on the increased activity of workers and maximizing the efficiency of their activities.

Social motivation involves the achievement of public acceptance of professional achievements and involved individual qualities of the worker. Vector motivational assessment can also be drawn in the negative direction and based on the condemnation of certain negative qualities and the penalties for failure.

Social motivation – the key activity of personnel management. The policy of the company in the framework of incentive programs may be quite different, depending on a number of factors:

  • stimulus measures, which are provided in the framework of the organization;
  • the existing enterprise personnel management system, adopted the style of personnel management;
  • characteristics of institutions: the scope of its activities, number of employees, hierarchical structures, qualifications of personnel managers.

Methods of motivation

The social motivation of employees can be divided into three groups:

  • economic measures
  • organizational and administrative factors,
  • socio-psychological incentives.

Economic activities include financial incentives for staff. Include positive reinforcement (bonuses, premiums, cash and item prizes, and other tangible benefits) for the proper discharge of the employees of their professional obligations, achieving outstanding results. Among economic measures is present and «negative»: installed on the company fines or other penalties for improper performance of professional duties or breaches of discipline.

Methods of organizational and administrative influence is based on several factors:

  • power available unlimited powers of the managers of the company;
  • the necessity of submission to the established rules, the Charter;
  • prescribed in the employment contracts, the obligation to follow orders of the management;
  • perceived employee commitment to respect the chain of command;
  • the likelihood of coercion to perform professional activities because of obligations under a contract of employment.

Socio-psychological motivation based on the impact on emotional-volitional sphere of the human psyche. Provides for methods of influence on the worker, focused on his religious beliefs, moral factors, moral quality, aesthetic value, the area of interest.

Given the fact that each person has very individual qualities and personal desires, though in the framework of universal human needs, apply in the management practices of a specific method of motivation is pointless and ineffective. For example: application of methods of organizational and administrative pressure or economic incentives does not contribute to the activation of the creative potential of employees. At the same time, socio-psychological activities («sincere» conversations as «gingerbread») and organizational-administrative measures (strict control of both the «stick») does not provide incentive effects on those people for whom the only acceptable material stimulation (increase in salary).

The problem of personnel management as a result of observations, interviews, questionnaires, testing personnel in a timely manner to identify specific needs of the employee are the most relevant and active at the moment. Based on the foregoing, the duty of managers to make the right decision in choosing the ways of social motivation and act to implement them.

Read General article about the concept of «motivation».

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