Motivation as a function of personnel management

The effectiveness of any organization depends on how much its employees are interested in achieving high results. Even with the most advanced technology used in production, but without the interest of personnel in their work, it is not necessary to expect an increase in profitability. Today, motivation as a function of management is part of the personnel policy and a system of measures stimulating the improvement of the quality of labor. The choice of the method of stimulation depends on the established rules in the organization, its corporate policy, the relationship between the authorities and employees. Correctly chosen motivation as a function of management can significantly increase the profit of the enterprise and provide it with a stable high profitability.

Conditionally 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 may vary depending on certain circumstances. The financial group includes such measures as an increase in wages, bonuses, discharge of fines, various bonuses. Social motivation is the provision of additional benefits (rest in a sanatorium, bonus insurance, assistance in obtaining something). Psychological measures are directed towards the ambitiousness of the individual, her desire is self-assertive. They can be expressed in the form of public praise from the leadership, the handing of additional powers that increase the status of an employee, its allocation to other employees.

It is worth noting that motivation as a function of personnel management is a very subtle process that affects employees by combining their personal goals and organizational objectives into one that allows them to work with greater impact. For this reason, it is very important to choose the right concept, methods for managing motivation, and to envisage possible negative consequences. Stimulant activities should not be of a permanent nature, because the staff will get used to them, and will consider them part of ordinary workdays. For example, a constant increase in wages will become the norm, not a stimulus 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 labor and will perceive their presence in the workplace as hard labor, a forced state.

Do not underestimate the role of motivation in the management of personnel, because thanks to it a person wakes up interest in work, and he tries to be useful to the firm in which he works. Stimulating measures should help the employee feel at ease in the workplace, learn to make independent decisions, develop their potential. It is very important for any person to feel necessary and useful, therefore the leader should periodically conduct activities that prove his respectful attitude to the staff, show how he values them and their work. It can be a meeting where he will express his gratitude for the work done to those who earned it.

In fact, motivation as a management function is a complex mechanism that requires constant updating. To ensure its smooth functioning, it is necessary to carry out research that identifies the needs of the staff, its wishes and proposals. 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 work of the staff. Correctly built incentive policy will lead to an increase in employees' incomes and increase in the company's profits.