Formulation of the problem. The motivation for quality work is one of the major issues of management for any organization. Particularly acute problem faced by Ukrainian companies, including smelters, where the staffs (with rare exceptions) are not involved in the processes of governance and quality improvement. Knowing the mechanism allows the head of the motivation to diversify the forms of recognition and evaluation of employees and use them effectively in different situations. However, the problem of motivation for many years remained one of the most important in the problems of personnel management. Currently, the majority of metallurgical enterprises operating personnel with a sufficiently high level of professionalism and great potential, so the main task is to build an effective system of motivation and incentives for the development and use of human potential.
Analysis of recent research and publications. This is attended by scholars such as: Frederick Winslow Taylor, Frederick Herzberg, Douglas McGregor and many others. Also currently underway studies on this direction and they are engaged in: Malov, I., Koblev AL, Grigoriev H.YU. and Dudin, AS.
The purpose of the essay — search for the optimal strategy of motivation in the current conditions in metallurgical enterprises.
Metallurgical industry poses special requirements for personnel. Industrial enterprises pay special attention to product quality, production times, costs to manufacture products and develop new products, so the staff of metallurgical enterprises should have a number of qualities that would ensure the solution of these problems. From workers, professionals and managers need highly qualified, and in many areas. Qualification should be expressed not only in knowledge gained in educational institutions, but also in the experiences of their professional careers. Experience is especially important for workers of industrial occupations. Another requirement to the staff of metallurgical enterprises — loyalty. Only when the special staff loyalty you can build and maintain a strong stable company that is ready for change of any kind, to establish relationships with staff, based on cooperation.
And because only by knowing what motivates the man, prompting him to work, what motives underlie its actions; we can try to develop effective ¬ timely a system of forms and methods of management. It is well known that in the same organization, in the same department, under equal conditions, organization of work, people work differently. How to understand the fact that some professionals are reluctant to perform light work, while others perform challenging work with high quality and fun [1]. Is it possible to influence the position of the employee. Indeed, the impact of workers depends not only on the unilateral demands and rewards, but also on the attention and partnership. The staff of large metallurgical enterprises consists of a large number of diverse musical staff, each of which is necessary to find a special approach to the company was operating smoothly and efficiently. But unfortunately, the economic loss caused by the crisis, forcing steel companies to build enterprise management system in the regime of austerity. We have to take drastic measures, including reduction in staff costs. In the austerity of the enterprise cannot offer salaries to the extent that you want to attract or retain young professionals. And to prevent the loss of staff at least some companies are going to reduce wages gradually to all employees.
At this stage of social development motivation of young people has changed dramatically. Young and active people want to get everything from life and as soon as possible. They want to be an interesting high-paying job, live in comfort, active and diverse spend their leisure time, educate children, using all that you need to do in full, including thinking about how to give children a good education and secure future. Unfortunately, all these demands not be met immediately, but you can create conditions for their implementation. High salary does not always play a crucial role in attracting and retaining young qualified professionals, as life in small towns did not meet their needs first and foremost to the quality of life.
Importantly — the creation of a psychological atmosphere in the company, which will bring together a community of people composing the company's staff, in pursuit of a common goal. It would be wrong to assume that every employee will make an equal contribution regarding each employee in the company's culture. Of course, the working environment in one degree or another depends on all, but the foundations of corporate culture and shape its lay leaders. It is on their outlook, professional and human experience, and position in life depends on the atmosphere reigning in the team. They pick up staff and have the opportunity to create a harmonious team. After all, every director wants to ensure that staff working more efficiently. Readiness and willingness of staff to do their work is one of the key success factors of the organization. Logic of most chiefs identical: to motivate — this means financially reward or punish. This approach to the problem of motivation is entrenched in our society and the difficulty lays in the fact that adopting western organization structure of enterprises, subconsciously still focus on the outdated method of carrots and sticks.
However, the motives systematically interact with social and psychological phenomena and thus form a complex process of motivation (Fig. 1).
The starting point in the process of motivation is the need, which is based on feeling the need for certain goods, items or behaviors. Needs can be both congenital and acquired in the course of life and education. Depending on the situation or on a particular life stage expectations related to the needs may be different. It is important to grasp these differences and allow the construction of the motivational profile of a particular employee.
The next step in the process of motivation is to find opportunities to meet the arising needs. It is at this stage; the company can influence the behavior of an employee and send it to the potential for solving problems of the enterprise. This stage in terms of enterprise can be called a stage of empowerment, taking into account the motivational orientation of the employee. The company must provide a balance between the needs of staff and the company taking into account features such as employee motivation.
Defining for themselves the rules of conduct, which as a result will lead to the satisfaction of needs, the employee is to carry out specific actions. The change in the rules of the "game" has a significant influence on the result of his work and efforts.
Receive remuneration for work is the culmination of work, but does not complete the process of motivation. At this stage, commensuration expected and actually received compensation, resulting in increasing motivation, or its decline. This stage has an impact on the future behavior of the worker and leads either to eliminate the need either to the emergence of a new one.
Forming a flexible mechanism of motivation on the basis of synthesis needs of staff and opportunities employer, the company is able to cost-effectively and most efficiently to solve problems and achieve their goals. An important condition for ensuring the effectiveness of the incentives are clear and achievable objectives, a clear idea of how to achieve them.
And the Ukrainian enterprises, in particular metals, such situation that our people can be motivated only by money, money — is the main motivator. But do not agree, not only specialists in human resources, but many managers [2]. So Christer Ferling, a Swedish specialist, who is also a consultant on management, and senior manager, tells the story of the Swedish company SKF, which has a staff of 200,000 employees working in Sweden and in dozens of countries abroad. When in the course of a project to study the motivation of people tried to find out what motivates them, then virtually all countries of the list was the same. Always come first among the motivating factors was the team, working group, which includes people. On the second — then how exciting for him is out the work. In third place was a motivating factor as the ability to monitor their work, the level of autonomy in their work. The salary was only in seventh place.
What kind of team cohesion can there be a question. Conceptions of justice each has its own ... And nobody feels wrong. If we accept this fact, we can try to find unusual for our mentality means successful motivation. Over the last hundred years of world science has developed a dozen theories of motivation is known today, every qualified manager. In enterprises practicing the scientific approach to this problem, apply the principles of one of them. That one, because the views of influential theorists differ radically, and each of the ten concepts encourages the manager or personnel manager in the same situation to behave differently. Sometimes the authors theories give us a completely conflicting advice, and quite thorough grounding them, based on the results of various experiments. For example, the opposite position with respect to motivating employees occupy the adherents of theories of scientific management theory of Taylor and McGregor, Theory Y. In theory Y assumes that labor is a basic human need that can bring satisfaction. It is believed that people can exercise self-control and self-expression, if he accepts the organization's objectives. Hence the application of theory Y assumes as a means of motivating enrichment of employees, increasing their responsibilities for increasing rights. This increases the role and responsibility of employees in decision making. A theory of Taylor opposed the concept, in which the main incentive is salary. It is necessary to adhere to the theory Y, tk incentives for the Taylor system is effective in an unsaturated market, where the quantitative factors prevail over quality. But it should be borne in mind that salary to a certain level is an effective stimulus. So we can conclude that the Theory Y perspective. Since it takes into account factors that come into effect after an employee to meet the basic needs of providing a necessary and material conditions such as: the desire for career growth and creative implementation. But this should not forget about the incentives.
As can be seen in search of the perfect scheme to motivate staff at the plant is dangerous to trust as his own rational thinking and classical science. Does this mean that the motivation — just a fancy word, and no more. No, and confirmation to serve the development that lead and implement the hundreds of modern researchers around the world. For example, corporate culture — is one of the most effective means to motivate staff. After correctly implemented corporate culture can improve the process of internal communication helps to keep the team spirit of the collective, of which sometimes depends on the security company. With the departure of the employee often leaking business information, often there are situations where people are trying to sell sensitive information. This happens almost always, except when the employee feels respected and a certain attachment to the employer, when the company has a strong corporate culture, will provide a full adaptation of the employee and the appearance of his ownership of the company's mission, its successes and achievements [3]. Research in the field of management and social psychology suggest that organizations with a distinct corporate culture reach very high results in the use of human resources. In the West, corporate culture is an integral part of the company. A glance at the East, you can see a new approach to employee motivation, being introduced by the Japanese. The largest enterprises of Japan, such as Sony or Toyota, long-practiced methods of motivation, based not on money or job rewards and punishments, and in-depth analysis of personal problems and abilities of each employee [4]. This "Oriental" ideology of management, more and more into fashion in the U.S., Europe, and recently we have. Perhaps interest in it due to those successes, which reach the Japanese corporation. Assume that one technique, whatever it was, the only correct one cannot. But we can say quite clearly that in our time, requiring new look at old things, the answer to the problems of motivation to be found in the uniqueness of each individual, on that psychologists involved in management, today and put their efforts. After all, for creative professionals monetary motivation is certainly important, but in some cases, become more important motivators of self-expression as a means to meet the needs of the highest order. For example, the prestige, job satisfaction, career, power and influence, to express themselves as individuals.
In the course of the study can be concluded that the priorities of the metallurgical enterprises are improving productivity and retaining skilled workers and professionals. Unfortunately, the series presented in this paper, the method finds no proper application in the personnel management system of metallurgical enterprises. At this stage of economic development and in connection with a difficult financial situation of the metallurgical enterprises of the system used to motivate and stimulate staff have a limited set of factors affecting the behavior of the production staff. Less attention is paid to methods of non-motivation, although it is very important to take into account the psychological aspects of motivating workers, respectively, for workers formed the focus only on receipt of remuneration for work.
But I want to believe that all the manifold possibilities of motivation and incentives will be reflected in the personnel management system at each metallurgical enterprise and will help greatly improve the efficiency and effectiveness of human capital management.
It is impossible to effectively manage the organization, not having achieved the involvement of all staff, which in turn is impossible without motivation. After all, motivation as a process of encouraging yourself and others to work to achieve the goals is important in working life.
When writing this master of the abstract work is not completed yet. Final Completion: December 2011. Full text of the work and materials on the subject can be obtained from the author or his manager after that date.
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