efficiency of any organization depends on how its employees are interested in achieving high results.Even with the most modern technology used in production, but without the commitment of staff in their work, expect an increase in profitability is not necessary.Today, the motivation as a function of the control is part of the personnel policy and a system of incentives to improve the quality of the labor action.The choice of stimulation depends on the established rules of the organization, its corporate policy, relations superiors and employees.Correctly chosen motivation as a function of the control is able to significantly increase the profits of the enterprise and provide him with a stable high yield.
Conventionally, these measures can be divided into three groups: financial, social and psychological.The use of only one type of stimulation is not effective because the motivation of employees can vary depending on the particular circumstances.For the financial group includes measures such as salary increases, bonuses, fines extract, various bonuses.Social motivation is providing additional benefits (rest in sanatoriums, bonus insurance, assistance in obtaining something).Psychological measures are addressed to the individual ambition, her desire to assert themselves.This can be in the form of publicly praise from the management, delivery of additional powers, enhancing the status of the employee, the allocation of it among other employees.
It should be noted that the motivation as a function of human resource management is a very delicate process that affects the employees by matching their personal goals and objectives of the organization together, allowing them to work more efficiently.For this reason it is very important to choose the right concept, methods of management of motivation, provide for possible negative consequences.Incentive measures must not be permanent, because the staff get used to them and will regard them as part of the normal working days.For example, a permanent salary increases will become the norm rather than an incentive to work.Employees will know what will still be an increase to their income and cease to try to get it.Particular attention should be given to the negative forms of stimulation of employees.These include fines, penalties, reprimands.If they occur regularly, workers lose interest in work and will accept his presence at the workplace as forced labor, forced state.
Do not underestimate the role of motivation in personnel management, because through it the person wakes up interest in the work, and he tries to be useful to the company, which employs.Incentives should help employees feel at ease in the workplace, learn to make their own decisions and develop their potential.For anyone it is very important to feel needed and useful, so the manager must periodically carry out actions that prove their respect for the staff, to show how he appreciates them and their work.It may be the meeting where he will express gratitude for the work the people have earned it.
Actually motivation as a function of management is a complex mechanism that requires constant updating.For its smooth functioning of the need to conduct research to identify the needs of staff, his desires and suggestions.It is very important to choose the leader of the right approach to employees.The system of incentives must be constantly updated and adjusted, it will awaken interest in the activities of the staff.Properly structured incentive policy will lead to an increase in income of employees and profit growth of the company.
