Owners of large and not very large companies know how important it is to maintain interest own employees to work. For this you need an incentive. Stimulus - This is a pushing, prompting to the actions proposed from the outside. The incentive can be based on material interest, moral or ethical, personal or public.
Methods of labor stimulation You can use a variety of. It all depends on how thought out and how the personnel management system is organized and the company is functioning in principle.
The process of using all or some incentives is called stimulating labor. Labor stimulation is used as an important component of the interest of employees in the company's work. Such stimulation and is component Motivation. And in this fundamental difference of two concepts - stimulation and motivation.
But also motivation, and the stimulation of employees is equivalent to act on the successful impulse of such vital qualities as good job or qualitative performance their duties, focus on the result, zeal, perseverance, perseverance and conception, good faith, labor discipline And even stress resistance.
Incentives in work can be the most different. Modern methods Stimulation:
Money;
respect;
self-realization;
feeling of shoulder, feeling part of the team;
praise from leadership;
Positive working atmosphere;
flexible work schedule;
the opportunity to make a personal opinion, make an idea or sentence;
the ability to improve, learn something new;
career growth;
friendly relations in the team;
recognition of merit and achievements;
Rewards for the effort;
the possibility of remote work;
independence;
premium;
creative atmosphere;
gratitude from the leadership for the work done or for overtime;
sense of satisfaction from work;
sense of confidence in the right choice of profession and position;
cooperation and constant communication;
well-established work;
Trust from the management of the company.
The labor behavior of employees can be influenced by stimulation indirectly through motivation. Stimulation as it may compensation for the spent time and force attached to work. Incentives are divided in this regard to "Material" and "Intangible", i.e "Moral". In this case, the separation is conditional, since one closely is associated with another, it follows one of the other. Even a banal premium in the form of an increase to wages can act as an act of recognition of the merit of the employee to the team, and as an assessment of his efforts, and not only as gratitude for reached result. Not always, cash compensation is put by employees in the first place. Communication with leadership, with a certain circle of persons, get into the chapter of the corner.
Modern methods of workers stimulating workers are divided as we have already noted on material and intangible.
Material methods of labor stimulation
Material methods of labor stimulation - This is, above all, a rational approach. Market relations dictate their rules, especially in labor stimulating. Right choice wage systems makes it possible to create not only material base Enterprises, but also human, personnel. Supplement systems and premiums can help more rationally use labor And managing staff is much more efficient. At the same time, it does not matter to which category the staff includes, to the working layers or to the steering. Those and others should be equally effective. An important role in attracting ore reserves and resources for work, in the preservation of valuable personnel plays the motivation of financial, remuneration for work and time spent.Social incentives - This is primarily the need for a person in self-realization, self-affirmation. A person is typical of the desire to take some particular niche in society. Power - This is what they want to, if not all, then many. Such incentives can help employees join the company's management, to become part of its driving force. The team can fully take part in making important decisions. Delegation of responsibility - an important stage Motivation.
Moral incentives provide a person to recognize. Respect for colleagues gives moral satisfaction, and recognition from the head allows you to assert yourself. By the way, the moral incentives include not only praise, but also criticism.
Socio-psychological incentives - An important part of his life, since they provide him with the possibility of communication. Normal man Treat to communicate. With the help of communication, a person is able to self-realize.
In this way, material Motivation Motivation Methods - Not everything you need to the right leader for the success of the company. Salary alone will not be able to keep truly qualified personnel. Money today decide not all.
When in the company, it comes to increasing profits, sooner or later the question arises of the motivation of employees. But what if the organization is not ready to allocate additional funds for this?
The sales expert Dmitry County is confident that people do not always want to get more money. To motivate them, you just need to be attentive supervisor and read this article.
If the motivation of employees is insufficient, the productivity and quality of their work inevitably decreases. As for the motivation, it also has a direct impact on the motivation: if a person considers himself a part of a cohesive team, united by the overall idea, then he accepts the goals of the company as its own and invest in their achievement maximum energy.
Is the motivation really so important?
In fact, motivation is much more important than many think. Dean Spitzer in his book "Super Motivation" leads the following statistics:
- 50% of people work smooth as much as it is required to only save work.
- 80% of workers can significantly increase their performance if they want.
Virtually any company can make powerful tank in growth and development, if he can maintain a stable high motivation of staff. How to achieve this? There are many ways to motivate, which can be divided into material and intangible.
Material motivation
- Raising salary. Practice shows that the increase in salary is the least effective way of motivation. Studies have shown that the motivational effect of increased salary lasts on average for about 3 months. In addition, this incentive for obvious reasons cannot be used too often.
- Prizes and bonuses.Much more an effective way - Separation of the salary of employees to a fixed part and bonuses depending on performance. This is a common practice in sales divisions or directly interacting with customers. Employees will clearly see the dependence of their income from the working indicators, and it encourages them to work more energetically. Bonuses can be paid for anything, depending on the current business tasks: for the executed plan, for attracting new customers, for the lack of desets, for high sales of new products.
- Social package.TO material incentives You can also attribute a good social package. Some companies include PMC policies for employees and their families, additional retirement insurance, preferential and other. Such a social package not only will attract more qualified employees to you, but will make them hold on to the workplace.
11 ways to motivate employees without promising them
Intangible incentives are more diverse and, with skillful use, make it possible to motivate employees without increasing costs. Emotional motivation is based on the recognition of the merit of a person, on the sense of its own need and indispensability, at pride in its work, as well as at the competition spirit and team enthusiasm.
- Opportunity for career growth.This incentive is one of the most effective because it combines an increase in the status and raising salary. Its minus - limited applications. But if you "grow" your top managers from your own employees, then promotion prospects will make them work with great zeal and return.
- Training.If you provide your best employees The possibility of additional training, departure to seminars or conference, it will also motivate them to higher results.
- Providing additional rest.Enter a special privilege for the best workers: an additional day of gurglet or the opportunity to go home early. By the way, the small Japanese company Hime & Company became famous for providing its employees paid out of charge due to " broken heart"(From 1 to 3 days depending on age).
- Contact with manual.This is another way to show the best employees that their successes are noticeable and highly appreciated. Chairman of the Board of Sberbank German Gref every month invites the best bank employees to a joint dinner in the restaurant.
- Hall of Fame.Honored praise - an excellent motivator! The message about the distinguished staff can be included in the corporate newsletter, publish in a corporate newspaper or wall newsletter, place on the website of your company or on its page in the social network. The company should know his heroes!
- Team spirit. If each employee feels like a part of the team, feels necessary and important to her, it provides a stable emotional rise. This also includes corporate trips to nature. A joint vacation with games and fun competitions is a popular means for cohesion the team and create a friendly atmosphere in it.
- Presentation of symbolic awards.This method has shown itself especially effective on manufacturing enterprises. The best workers in the solemn atmosphere are awarded memorable Cups and letters.
- Honorary title.Just renamed the position, you can make it more status and attractive. As an example, you can bring consultants from the store, which proudly referred to as "geniuses". And in the cafe of Artemia Lebedeva "Cafeterius" instead of waitresses work "Misceliers".
- Discounts "for their own."In many companies, employee loyalty is supported by providing them with discounts on goods and services of the company.
- Feedback.Give your employees the opportunity to speak, orally on the planers or in writing with the help of a "ideas box." People are nice to know that management is ready to seriously consider their ideas, comments and wishes for organizing work in the company. By the way, authors best ideas You can encourage small gifts and public gratitude.
- The possibility of remote work and free graphics.You can encourage the best employees of the company, giving them the opportunity to work out of the house (if their business activity allows). Agree, no one likes to stand in the morning traffic jams or pushed in the subway at the rush hour.
Where to begin
Remember that for different people Effective turn out to be different methods Motivation. Young ambitious employees may prefer the perspective of career growth in cash bonuses; And for people at the age of the key, there may be a manifestation of respect and recognition of their merit to the company. Therefore, we recommend that you "keep your hand on the pulse" and periodically find out what exactly the best way to motivate your employees.
There is a lawsager question: how to do it? Of course, ask the forehead is not worth it, because a significant proportion of answers will be insincere. In addition, such questions from the leadership can cause tensions and negative emotions ("They want to motivate me somehow? I probably work badly. What did I do wrong?").
To get the most accurate and truthful picture, it is necessary to formulate a question as follows: "What does people encourage people to work with maximum return?". Responding to a question in this wording, each person involuntarily describes his own deep motivation and its most effective incentives. We advise you to include this question in a small questionnaire and as much as possible to arrange it among other issues.
The questionnaire may look like this:
- Describe an ideal leader In three words.
- What does people encourage people with maximum return?
- What do you like in your work most?
- What would you change in your department?
- What is like flower and brick?
This questionnaire can be distributed to employees at the beginning of the next planner and ask for one minute to answer questions. Voila! You have the key to the motivation of each of your employee. These information can take this information with the further distribution of tasks and organization of work.
For example, if the answer to the key question questionnaire includes "creative tasks", "free schedule" and "the possibility of professional growth", then such a person is unlikely to taste boring routine affairs. It will most bright and effectively work in the spheres of PR, marketing or advertising. And if the employee pointed out as motivators "Stability", " comfortable conditions In the workplace "and the" good atmosphere in the team "- it will be able to calmly and effectively carry out routine tasks, not suffering from the lack of creativity.
In conclusion, let's say that the intangible motivation of employees based on positive emotions and corporate spirit may be a powerful engine of the growth of your company. And most importantly - it almost does not require cash investments. You only need your attention to the needs of employees and willingness to encourage their work.
The incentive is an integral component of any person. With it, people are able to see prospects, build plans for the future, analyze the events. Even a child is definitely dreaming about something. The word "stimulus" in Latin means "a stick that drives cattle", that is, has a motion semantic color. External factors can be as directed to enrichment (obtaining more money) and contributing to the creation of family and cultural values.
Intangible incentives are a set of individually significant for the identity of the parameters, which it seeks to achieve those or in other ways. As such landmarks, self-affirmation, well-being of families and children, respect for work, the desire to gain like-minded people. The types of incentives can be the most different, aimed at meeting the personal needs and affecting the values \u200b\u200bof the family. Each individual person has their own desires to which he listens.
Attractive pay for labor
Perhaps this is a very significant incentive. Stimulation in this area helps to greatly improve the monetary position in the family. As you know, the salary is never too big. Money is always not enough, because the more we have, the more increasing our requests. The desired salary can stimulate to acquire an appropriate position or receive additional education. All these criteria, as a rule, have a positive effect on a person, and it is strengthened in his decision to earn.
Material remuneration has a stimulating effect only when a person is motivated to obtain a significant result. Otherwise, it may not work out from this venture.
Self-realization
According to the modern psychologist and Coach Natalia Grace, the biggest tragedy in the world lies in the fact that a person cannot or does not want to fully implement the potential laid in it. If you cover the channel, helping to reveal your own personality, it will not strive to achieve a significant goal. And if there is no important direction, life is generally deprived of meaning.
Self-realization as an incentive can contribute to the disclosure of person's personal potential. Whatever the task of nor in front of it is an individual, he must take responsibility for its decision. Stimulus is necessarily certain actions, not just loud words and promises. No one can assert in one day and gain respect for others. All this needs to accumulate over the years, working on themselves and adjusting its own behavior as needed.
Emotional and peace of mind
Families where quarrels and scandals often occur, extremely highly appreciated the opportunity at least a short time To be in silence. If the desire is the desire to gain peace of mind, then it is commendable. True, it's no secret that you have to work a lot and stubbornly before it becomes possible to carry out this goal. Emotional equilibrium implies a person's ability to respond to provocations around others. If his own feelings are infused, he learns to be tolerant and enterprising.
Self-sufficiency and integrity of the individual are achieved only by long and fruitful work on themselves. One who hopes for a quick result is very foolished.
Welfare of children
In this case, the stimulus is the desire to be necessary and useful to the highest degree. For the sake of the well-being of his child, parents (with rare exceptions) are ready for everything. Even those identities that degrade due to regular drinking of alcoholic beverages, if it comes to children, ready to fight their own weaknesses.
An example of an incentive: a negligent mother seeks to quitting a drink because I realized the importance positive example For your Chad. I don't want to lose your parent's prestige in the eyes of my child, to become unnecessary, bad, rejected.
Health of loved ones
Probably there is nothing more important than family. Often, in the name of the well-being of native people, we are ready for everything. Suddenly, the forces appear to fight their own vices and disadvantages, the person is inspired by new feats and accomplishments. Stimulus is a kind of key to success that only personality itself can find. Health of loved ones is too serious that you can joke with him. How in this case, is it stimulated? A person begins to realize the duties assigned to him and makes the first steps to their implementation. Of course, not everything turns out right away, sometimes the moments of despair are coming, which are not compensated by anything.
If the stimulus had constructive consequences, then the positive results can be seen very soon: close to our care and seek to answer the same. And what could be more important than to see a warm smile of your children or parents?
Respect for colleagues
Anyone wants not just to take place in a certain field of activity, to get a specific specialty and become indispensable. It is imperative to feel that he is appreciated in the workplace as a person and a high-class professional. This stimulus is too serious so that you can ignore it. Today to be successful synonymously in order to have respect and recognition from the Company. No one needs weak personalities who burn their lives for sitting in bars and casinos. Now it is fashionable to be successful, strive for prosperity and full disclosure of your talents and abilities.
How can I get recognition from people with whom we meet every day at work? That's right: to demonstrate the seriousness of your intentions, to make significant efforts towards a given goal. Very few really show determination and activity. Much more often there are situations where people refuse serious actions, they do not even want to take even small attempts. Do I need to say that this approach is unpromising from the very beginning? The loser is always looking for excuses and hides them. The strong person really moves forward, develops.
Intention to study art
People from time immemorial worried painting, music, literature. These high desires became their conscious choice and great values. The desire to begin to understand the directions of art is dictated by the internal need of personality to self-development and self-improvement. What can give a person to familiarize with the world of art? Of course, spiritual enrichment. The one who is engaged in music or creating original landscapes, simply can not be poor manincapable of empathy.
Studying the history of the formation of a kind of art can act as an excellent incentive to become educated, cultural person. The necessary knowledge can be drawn from books or by communicating with like-minded people.
Instead of imprisonment
The concept of "stimulus" refers to the category external factorswhich are intentionally carried out, that is, with the participation of the will of the very person. It is impossible to make anyone to engage in its own spiritual development - the promise must proceed from the inside. The desire to work on its own character, progress in development, set up real and achievable goals - indispensable attributes of successful healthy life. Everyone has a choice, and how to use it, you need to decide. The life of a person is too short to spend it on any nonsense, to destroy the soul actions. It is necessary to take on all responsibility for your actions, then life will become easier.
One of the most important functions of the manager, the head of any rank, is the prompting of employees subordinate to him to effective and efficient work, to achieve the objectives of the organization. To perform this feature, the manager can use the mechanisms. motivation and stimulation. At the same time, the structure of the motives of any person is very complex, and is not so easy to build an effective and balanced system of stimulation. It is important to clearly understand what is a motive and incentive than they differ, and which principles should be adhere to in motivation and stimulating the labor collective.
This article discusses the markmarks marked above.
Motive and motivation concept
As already mentioned, on hard work worker (That is, they are fulfilling certain expedient operations that are rigidly fixed in space and time) can be influenced by motivation and stimulation. Consider these concepts in more detail and begin with motivation.
Motive (from lat. "Motivatio" - "Movement") - a conscious inner maturity of a person to any action.
Motivation - The process of encouraging a person to any activity to achieve certain goals.
Motive and motivation - different concepts! Motive - motivation, motivation - the process of motivation.
Motivation is studying various theories that can be divided into two large groups Motivation theories:
2) procedural theories of motivation - Learn the behavior of the individual, which causes this or that behavior, supports it and stops (the theory of expectations is granted, the theory of Motivation L. Porter-E. Lowler, etc.). Pro →
Types of motifs in labor activity and types of employee motivation
Motives B. labor activity The employee is numerous and diverse. There are always a lot of them. Together they form a motivational structure. Knowledge of the motivational structure allows the head to develop and / or choose tools (incentives) for external influence on the employee.
Motives can be classified by different criteria. Motifs are :
- biological and spiritual;
- external and internal;
- personal and public;
- short-term and stable;
- required and unconscious.
Types of motifs in labor activity :
- the motives of herldiness - the need of the employee to be in the team, feel belonging to something common;
- the motive of independence is the desire for innovation, risk, new activities;
- self-affirmation motive - execution complex workwhich is only highly qualified employees or a management position that gives a sense of significance and importance;
- stability motive - preference reliable work, with stable salary, social benefits and guarantees;
- the motive acquisition of the new - the choice of the work that can provide opportunities to expand experience, acquire knowledge, bonds, career growth, etc.;
- competitatory motive is the desire for rivalry with other employees for the status of the most successful, creative, hardworking, intelligent, etc.
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Hall of Fame - One of the tools for the intangible motivation of workers, which appears to the competence, self-affirmation, recognition.
In this case, you can allocate certain types Motivation of workers.
Motivation type - Sustaining the focus of the employee to meet a specific group of needs.
Main types of employee motivation:
1. Intangible orientation ( public significance labor, interest in work, self-development).
2. Orientation for material values \u200b\u200b( salary, premiums, benefits).
3. Balanced motivation ( the employee is focused on intangible values, but does not forget about salary and benefits).
Manage the motivation of workers, to influence their motives - very difficult. The simpler mechanism of impact on the labor collective lies in the use of incentives.
Stimulus, stimulation and types of incentives
Close, but still different from the concept of motive, is the concept of incentive.
Stimulus (from lat. "Stimulus" - a metal tip of a pole, which chased bulls) - External impact on a person or a group of people, in order to encourage any result.
It is important to understand that while the motive is an inner prompting force, an incentive is always an external encouraging factor. All workers react in their own way to the same incentives, depending on their interests, opportunities, expectations, goals, motives. The effect of the impact of the stimulus will be the higher, the more it corresponds to the internal motives of the employee.
Stimulation- the process of impact on the employee, by means of factors external environment, To increase its work activity.
Classification of basic types of incentives for workers
1. Material incentives:
a) cash:
- wage;
- premiums and surcharges;
- compensation, etc.
b) non-monetary (Benefiti - a package of social benefits):
- vouchers in the sanatorium;
- medical care and insurance;
- tuition payment;
- provision of service housing;
- payment of transportation costs.
2. Intangible incentives:
a) social:
- opportunity for career growth;
- prestige of work;
- communication in the team.
b) moral:
- respect for professionalism;
- honorary diplomas, diplomas and titles.
c) creative:
- the possibility of self-realization and self-development;
- creative and interesting work.
Basic principles of employee stimulation
That the stimulation was effective and effective, the manager must adhere to a number of certain principles of stimulation:
1. Availability - Incentives should be applied to all employees, everyone should have access to them.
2. Specialism - Remuneration should be increased gradually, smoothly, so that the employee does not receive an unreasonably large award.
3. Tangible - The incentive should be meaningful and notice for the employee.
4. Combination of material and intangible incentives - It is necessary not only to issue awards, but also to praise workers for hard work and professionalism.
5. Minimizing the gap between labor results and remuneration for it. The faster the employee receives money for his work, the better. So he will clearly understand the relationship between his work and its remuneration.
6. The policy of the whip and gingerbread. In addition to incentives, in some cases it is appropriate to apply anti-estum. Not only premiums for overfulfing the plan, but also fines for his failure.
What is interesting, incentives do not always work. It happens that despite all the efforts of the head to stimulate employees, the effect of its actions is zero. Here are just some possible causes of why stimulation does not work:
1. Lack of motivation. If the employee is not motivated in achieving the result, no incentives will make it work faster and better.
2. The inconsistency of the incentive of the needs of the employee. For example, an employee is absolutely not ambitious and does not care if he will hit the honorable board or not. At the same time, he would be happy to increase wages. But the head speaks only about the competition for the best employee of the month and not a word about the premium ...
3. Getting used. If premiums are issued often and regularly, employees will soon get used to them. The premium is no longer perceived as encouraging, but is considered as well as a granted surcharge.
4. Neonicity of the stimulation system. If employees do not clearly understand, for which indicators they are stimulated and how the same premium is calculated, there will be few stimulation. The team will begin discontent - everyone will think that they work equally or more than colleagues, and get less.
Motivation and stimulation of labor activity briefly
Many factors affect the labor activity of workers. It is climate, and working conditions (indoor humidity, level of illumination, temperature, etc.), and the amount of wages, and the relationship in the team and with the bosses, and much more.
Labor activity - execution by employees of a certain expedient operations, rigidly fixed in space and time.
The efficiency of workers' work activity is determined by motivation and stimulation.
Motive- aware of the inner maturity of a person to something.
Motivation - The process of internal motivation to something.
Everything motivation theories They are divided into 2 groups:
1) meaningful - Consider the needs of a person (for example, the pyramid of the needs of the oil).
2) Procedural - Learn the behavior of the individual (for example, the theory of expectations is groaning).
Motifs are: biological and spiritual, external and domestic, personal and public.
Stimulus - External impact on a person or group of people, in order to encourage any result.
Stimulation - The process of external influence on the employee in order to increase its labor activity.
1. Material incentives:
a) cash (salary, premiums);
b) non-monetary (vouchers, service housing, benefits).
2. Intangible incentives:
a) social (career growth, communicating in the team);
b) moral (respect, honorary certificates);
c) creative (the possibility of self-realization, creative work).
Basic principles of stimulation:
1. Availability of incentives to all workers.
2. The gradual increase in remuneration.
3. Tangle of incentives.
4. The combination of material and intangible.
5. Minimizing the gap between labor and remuneration.
6. The policy of the whip and gingerbread.
Competent stimulation of workers, when taking into account their motives, will allow the manager to achieve high efficiency The work of the labor team and their interest in achieving the objectives of the organization.
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mul, incentive, husband. (lat. Stimulus, letters A pointed stick).
1. The reason encouraging activities creating favorable conditions For the development of something. The proletariat in capitalist countries has no incentives for improving labor productivity. The distribution of income by workload is an important stimulus for the growth of labor productivity in collective farms.
2. Stimulus, reactive (psycho.).
Dictionary Efremova
m.
Interest in coming how prompting to action
motivating reason.
Dictionary of medical terms
an irritant causing a change (usually strengthening) of the body, its separate system, organ or tissue.
(from Lat. Stimulus, literally ≈ a pointed stick, which driven animals, striking), prompting to action, the motivating cause of behavior. In psychology, the concept of C. is characteristic primarily for those directions where, in the analysis of behavior, the scheme "S. ≈ Reaction "(Classical psychophysics and especially behaviorism, see also non-destroyed). The term "S." Some psychological concepts are preserved in some psychological concepts, which essentially overcome the scheme "S. ≈ Reaction. " So, for example, in the Würzburg school as S., the task or "Consciousness of the Objective" is considered. The term "S." At the same time, there is rather metaphorical character. Even more far from the initial meaning of the term "S." In the cultural and historical concept of L. S. Vygotsky, where the functional difference between the "S.-Objects" is carried out, which is sent to the action, and "S.-funds", with the help of which this action is carried out. As the latter, there are already signs.
In social and psychological studies, motives are sometimes distinguished as internal and C. as external motives to activities (see "Man and his work." [Sat], 1967, p. 38≈39).