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Abstract

Content

Introduction

In life we are often confronted with the word "motive". Motives are everywhere, they are driven by a man and in standard situations and throughout his life. So each person – their motives, their own motivation, their causes and drives behave exactly the way he behaves, and do what he does.

In the organizational context, the word "motivation" can be used as a symbol of the reasons that motivate employee efforts needed to add the required result. Motivation can be defined as something that causes people with the desire is to do what needs to be done[ 1 ].

Questions of motivation has long interested professionals to understand what motivates people in a given situation, which is true reasons (root causes) of their behavior. And of motivation, aims to improve labor rights, has always relied on these studies. People are seen and treated as an important resource for any organization, which depends on all its activities.

In the form in which today there is a system management with incentives person just can not do. Motivation – оne of the most important tools that allow for optimum use of all available resources and the company with the highest efficiency to mobilize human resources staff[ 2 ].

1. Theme urgency

The system of motivation there almost every enterprise. However, it can help many companies can not achieve the desired results: interest in the performance of ordinary employees, increase productivity, etc. In most cases the reason for these failures is that motivation is based only on material aspects of employee incentives. As for getting the most from employees to achieve more efficient performance and competitiveness of the enterprise motivation system for each company should be developed taking into account its specific features and staff, as staff - key [3 ].

2. Objectives and tasks of the study

The purpose of this study is to identify the key motivational factors influencing change quality and effectiveness of different categories of personnel working in organizationі and improvement of the existing mechanism to stimulate labor.

The main objectives of the study:

  1. Analysis of modern theoretical concepts of motivation and identify the most efficiency of them.
  2. Consideration of motives and incentives, the use of which makes it possible to significantly enhance motivation to action and job satisfaction;
  3. Review of international experience to stimulate labor and existing problems of motivation.
  4. Research techniques, methods, techniques motivation to improve the efficiency of the company.
  5. Develop improved methods encourage employment of workers, allowing for the performed work functions and targets organizations.

The object of the study are employees of different groups of organizations and businesses.

The study examined the structure and characteristics of motivation of different groups of staff, as well as opportunities to stimulate their work in order to improve its efficiency.

Research Methods. Methodological, theoretical and research information base were the work of leading domestic and foreign economists, sociologists, psychologists concerned with theories of motivation and stimulation of labor behavior, human resource management, corporate management strategies.

3. The essence and contemporary theories of motivation

Category of motivation should be considered one of the most common among those used to describe the mechanisms of the human psyche. It summarizes all the mental phenomena involved in the preparation of relatively complex forms of human activity, including activity organizations. In literature there are many definitions of motivation, revealing its essence from different sides. The motivation originates from the French motive and represents, in terms of Vihanskoho and Naumov [17 ], "a set of internal and external driving forces that encourage people to work, set the limits and forms of activity and add this activity-oriented, focused on achieving certain goals." Defining motivation introduced Meskon in his famous book "Principles of Management" [18 ] reads as follows: "Motivation - the process of stimulating himself and others in efforts to achieve individual and common goals of the organization." Porshneva, Rumyantsev and explain motivation as an activity that aims to enhance people working in the organization, and encourage them to work effectively to meet the goals set in the plan. [19 ]

Based on these concepts reap treat motivation as it related to the satisfaction of certain needs motivation to work, the process of activation of external and internal forces that shape behavior . Оrganization employees to achieve business objectives is the main task of management personnel. Only those employees can expect to succeed, achieve higher results to understand the meaning of their activities, seeking to achieve organizational goals. In turn heads today more and more aware that staff members – a significant capital and energy must be effectively implemented.

The concept of motivation is closely connected with the problem of personnel management. New economic relations generated by the transition, and put forward new requirements for personnel. It is not only the selection, training and placement of personnel, but also the formation of a new consciousness, mentality, and therefore methods of motivation.

Till the last time motivation as the driving force of behavior as a conscious human desire for success was not an independent object of study can not be considered legitimate. In practice, no agreement or decision can not be concluded and implemented without the involvement of a number of employees with their inherent attitudes, beliefs, goals and values.

Modern theories of motivation based on the results of psychological studies show that truth causes that induce a person to give all of the work force, are extremely complex and varied. According to some scholars, human activity is determined by its needs. Others hold the position that employee behavior is also a function of its perceptions and expectations [9 ].

The first group – the content (content-oriented) theories of motivation – those that focus on the question of the type of needs that motivate the individual or the question of under what purposes he prefers to act. The second group – a procedural theory of motivation. They tied for first place the question of how there is a particular type of behavior that he directs, supports and stops. These theories define variables and constituents of human behavior, describing their interaction to achieve the desired result [12 ].

Motivation of work - is the desire of the employee to meet their needs for certain benefits through work in achieving the organization's objectives [6 ].

The employee is motivated – hence he is interested, created a situation in which, addressing common goals of the enterprise, he thereby satisfying their personal needs. Unfortunately, many of today's organizations, people can realize itself only by 20-30%.

To give the best results and be accompanied by a healthy joyful enthusiasm, every man's work of requires three conditions:

  1. Work should be fun, it should not be hard labor, and game
  2. Any work must have some end in mind, it should not be undefined, endless webbing and require such and such results in such a period,
  3. The "class" – this is the last thing you need for easy, elegant and pleasant work[5 ].

When motivated managers need to understand the ability of spare capacity to mobilize staff and encourage him to act. Although many believe they can persuade and motivate their employees to, encouraging them to achieve better results, a cruel error [6 ]. Strong fascination employees of the organization is reducing staff turnover and absenteeism, but has no clear effect on improving efficiency. Motivation is a factor in the efficiency of labor, but too high motivation of the individual leads to many difficulties in its operation and even death from overwork [7 ].

The concept of motivation is treated as one of the management functions. It refers to the process of conscious and purposeful impact on employment behavior. The main characteristics of employee motivation are:

There is a flexible system of motivation management company which meets the following principles:

4. Modern methods of motivating workers

One of the most difficult moments in the manager are both correct choice of competitive economic management in the enterprise (tactics) and the development of strategic goals of the organization in accordance with economics laws and non- economics (strategy). This management practices have a different impact on the production and the employee. The main difficulties arise in the process of coordination of interaction between people engaged and regulate the process of production. The fact that the process of social production gives rise to many psychological and social phenomena: changing the values of the individual, changes in the social structure, demographic displacement movement of personnel, education, informal groups and leaders, etc. Choosing the right methods of influence on this "personal" part of is the main task

4.1 Tangible incentives in the system of motivation.

One of the most important forms of motivation for companies and organizations have financial incentives, which is the process of formation and use of material incentives for labor and the wage distribution in accordance with the law of distribution of the quantity and quality of work.

Remuneration policy is organized so that the employee was aware of an initiative aimed at increasing productivity, improving their skills, provided the employee an opportunity to increase their labor income [7 ].

As a general rule, wages are remuneration in money terms, the employee shall receive from the company or an individual for whom an employment contract due to perform work. Basic wage compensation recognized for their work in accordance with established labor standards (standard time, output, service, function). It installs as a wage rates (salaries) and piece rates for workers and employees. Additional salary is compensation for work in excess of the standards, employment success and creativity and special conditions. It includes bonuses, allowances, warranties and compensation, bonus.

The legal regulation of wages on the basis of laws and regulations, the general agreement at the national level, regional agreements, collective agreements, employment contracts (including contracts fatigue). This employment contract and contract as its special shape, providing ample opportunity to apply the material enterprise motivators work as causing more than the current legislation, financial incentives [13 ].

Distribution of wages includes an assessment of the quantity and quality of labor spent, the implementation on the basis of material incentives and financial sanctions. In the process of formation and use of financial incentives laid the necessary motivation employment by targeting specific employees to current and outcomes, creating a financial interest in the improvement of production, accelerating scientific and technological progress, reducing costs, realized individual and collective economic interests of workers, provided raising the prospect of financial position.

Motivating power of earnings for Ukrainian companies to grow under conditions of optimization effort on the part of managers. The most prospective measures and actions should include:

The most common and most effective method of increasing the efficiency of labor is still paying cash rewards as prizes.

In order to overcome the problem of staff turnover caused by dissatisfaction with remuneration system should follow the proportions, that under normal conditions the extended amount of additional payments should be no more than ? salary. Exceeding this figure will void motivating function, and additional cash flow will be part of the mandatory earnings. Schematically, the optimal ratio is shown in Fig.

4.2 Intangible methods of motivation

To include such moral incentives that do not involve the payment of money, services, goods, gifts. Moral incentives for workers can be defined as fixed norms of labor law means moral recognition of workers and labor groups to achieve high results. In the internal regulations of the enterprise down certain kinds of moral and material incentives in other local acts – regulations on bonuses provided indices (base), the achievement of which entitles you to an appropriate type of material and moral incentives provided to encourage deprivation [15 ].

As practice shows, the main types of moral incentives are: Ad thank you award the diploma, entering the names of the Book of Honor, placing photographs employee's Board of Honour, the Gallery of Labor Glory, honorary titles and more. Local acts include businesses, such moral encouragement as conferring the honorary title "Honored as" presentation of its own stigma and transfer to self-control, was awarded the title "Best in Profession", presenting a letter of thanks to the families of workers - of excellent quality work assignment "The best shop for quality."

One of the areas of work to improve motivation is to improve work organization. It includes goal setting, expansion work functions, enrichment work, production rotation, the use of flexible hours, working conditions.

Goal setting assumes that a properly set the goal by forming focus on achieving it takes motivating role for the employee. Expansion work functions introduces diversity in the work of staff, increasing the number of operations performed by one worker. As a result, extended duty cycle of each employee, increasing the intensity of labor.

Improving working conditions – acute problem today. In the transition to a market growing importance of working conditions as one of the most important human needs. A new level of social maturity of the individual object unfavorable conditions of employment protection. Working conditions, speaking not only necessary, but also the motive that impels to work with a particular impact can be both a factor and a consequence of productivity and efficiency.

Fee free time motivating employees do not waste your time in vain and allows the employee to devote more time to yourself and family if it will do the job previously allotted period. This method is used for people with a free schedule. Otherwise, the management are tempted to increase the workload.

Understanding and expression of interest to the worker as a moral reward the most significant for effective staff professionals. For them, internal compensation is important. This approach requires good management of informal contact with their subordinates, and the knowledge that their worries and cares. [16 ]

5. Motivating workers to example "Donhirmash"

5.1. Summary of motivation "Donhirmash"

"Donhirmash" – a large diversified engineering enterprise to produce sophisticated equipment with individual character and small-scale production. The company is located on the southern outskirts of Donetsk and covers an area of 60 hectares.

Production of "Donhirmash" successfully operated the business of the CIS, as well as in 28 countries. The main range of products that are produced (85%) - own development. Experts enterprise engaged in consumer contract supervision and technical support for the operation, supervision of the supplied equipment. Number of employees on 01.01.2009 is 1352 people.

Motivational policy "Donhirmash" focused on improving the principles of payment mechanisms and incentives. Indeed, sustainable development of enterprises in market conditions require an objective of market approaches to system evaluation and remuneration of all employees without exception. This implies that the direct material gains depending on the employee's quality of work and the outcomes of both structural production units and enterprises as a whole.

Based on a suitable piece of engineering forms hourly wage within the formation and regulation of payroll in "Donhirmash" is used:

Also used for salaries of managers, professionals, civil servants:

Among the non-traditional forms and methods of payment and incentives, used in the system of internal control "Donhirmash" include:

  1. Establishing a clear dependence of the funds allocated to payroll workers specific units of the plant, the final result on the basis of "floating" factors by which the adjusted base wage rates and salaries. At the level of factors affecting the quality and competitiveness of output, labor productivity of a particular worker;
  2. Identification of additional salary supplements to heads of departments, sections, masters for exceed goals;
  3. Extra incentives for the development of creative ideas and implementing them into production in order to expand the range of competitive products, new machinery and equipment for active dealer activity;
  4. Setting premiums for workers' skills, CIL is extremely important for the performance of tasks in accordance with the approved schedule of production;
  5. The introduction of labor merits recognition based on rating evaluation of corporate labor competition, aimed at strengthening the relationship of material and moral incentives.

At "Donhirmash" proposed a new model of motivation and incentives for workers instead of paying an annual fee for the results (so-called "thirteenth salary"), which no longer serve as encouragement, becoming a formal means of increasing wages. The essential difference between the new approach to awarding people for the overall results of the plant lies in the fact that a direct dependence of the bonus on the labor input, qualifications and seniority rights.

The basis of determining the bonus is taken the average monthly salary of the employee during the period (quarter, year), from which a scale set by the estimated amount of bonus. The scale is constructed based on three main factors, each of which is divided into three subgroups. To the mentioned three factors is the profession, the qualifications (for each next level of 3%) and work experience (1 year = 1% of salary). Given the importance of key professionals in the enterprise (steelworker, molders, blacksmiths, etc.), and role in the organization of production (line managers – masters, senior masters, heads of districts), system developers should consider the scale of higher bonus amount for these categories (+5% to salaries), and machinists for workers that are employed in the industrial districts of very intense work, set the size of the bonus is 1.5 times higher than for other professions (+ 7.5%). It provides a direct relationship sized bonus on skill level. For high-class professionals (workers 4-6 and higher level, leading specialists and managers) have a separate scale with higher bonus amount. To dishonest employees shall be subject to financial impact. Points will not be awarded to those who violated labor and technological discipline.

In order to strengthen the employees responsible for the quality of work and promote defect-free work in manufacturing plants introduced "Stamps quality." With their help assess the workers on two factors: delivery of products from the first presentation and the lack of comments by members of the Reserve. Any violation of these indicators is recorded in a note card. If within one month worker produced products without violating the quality of the funds it receives a single reward PE of 15% piecework wages. Given the quality of each operative for "Release Tag quality" is the year in addition about two average wages. If there is one block of three or more "puncture" in "Coupon as a" worker-machine-directed at improving and qualification.

5.2 Measures to improve the motivational system of "Donhirmash"

The main disadvantage of motivation work "Donenkhirmash" is the lack of attention to moral stimulation of work. Joint Stock Company to improve corporate culture to the rise of high-quality work and self-improvement workers is the road to success and prosperity. The basic principles of corporate culture, the implementation of which can positively affect the psychological climate in the team, staff job satisfaction include:

  1. Discipline and diligence;
  2. Confidence in a better future;
  3. Courage and conscious risk;
  4. Responsibility and obligation;
  5. Creativity and initiative;
  6. Competence and professionalism;
  7. Honesty, mutual respect, mutual aid;
  8. Hard work and self-improvement;
  9. A firm commitment ("My factory – my family").

"Donhirmash" should revive its own best traditions of Soviet times. In close connection with the moral aspect of corporate culture to form a semantic-symbolic components: corporate identity marks the company, its symbols, rituals. For financial incentives, the "Donhirmash" should pay more attention to improving the formation of the basic salary for the stimulation of labor workers show no interest in creativity. It is associated with FOP volume of sales and revenue, which comes from its sale, that labor should be put in dependence on the intermediate results of the workshop and the entire plant.

Due to additional types of bonuses may increase the interest of employees in ancillary professions expand service areas and more. In order to ensure the individual (personal) interest of each employee in the economic prosperity of the enterprise, eliminating personnel migration should strengthen the role of bonuses for years. In order to retain highly skilled workers in manufacturing to make financial reward for many years of work in one production to anniversaries. To increase the interest of employees in the high group results in enhancing the prestige of the enterprise to strengthen the role of compensation costs of rehabilitation and so on.

Conclusions

In this work the need to build a system of motivation of work for each company in order to best use of human resources. The main objectives of the reform of work motivation include: improvement of state and collective contractual regulation of labor, increased production efficiency and final performance results, ensuring close relationship reforming the wage system improvements to other components of the mechanism of management, strengthening social protection, ensuring their right to timely receipt of wages.

Between the productivity of the workers and the quality of the company are closely linked: staff productivity is a necessary condition of effectiveness of the company. Therefore, considering the results of the individual worker legally bind them to changes in the status of a particular company.

In the test "Donhirmash" improved evaluation system, payment, motivation to achieve the best combination in the work of personal interests of employees with those of the plant. Intraplant wage system based on most advanced forms and methods of forming uses a multifaceted arsenal of leverage on labor motivation of workers to develop their creativity and entrepreneurship. The essential difference between the new approach to awarding employees for the overall results of the plant lies in the fact that a direct dependence of remuneration of labor input, qualifications and seniority rights, as well as the ultimate profitability as structural production units and enterprises as a whole.

Implementation studied in the principles of promotion work is a prerequisite for the transition from a purely economic model of motivation and incentives to techniques that use non-economic, social, religious and other factors influence the level of labor activism. The complex system of motivation and evaluation of personnel companies have opportunities to improve the performance of both the individual worker and the entire staff of enterprises in general.

Thus, the effective motivation of work personnel should: leave the external situation features, consistency of stimulating the economic strategy of the enterprise, which actually forms the methodology to achieve the objectives and should be directed at determining sustainable income workers, leading to high results of their work and the company in general, to predict the effectiveness of the motivation of the company, which is determined by the degree of achieving economic and social objectives of both businesses and workers, which is achieved, in turn, the optimum balance of economic and social interests of stakeholders.

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