Remedial theories of motivation

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When we talk about the motivation of the employees, they usually are referring to the process of encouraging employees to activities leading to the achievement of more whole organization and their own.

attempts to motivate employees to enhance their performance, there are always.The issue is that many of them end in failure.Especially if the leaders are committed to the old motivational theories, such as the "carrot and stick".In Soviet times, it was believed that people should be grateful for the opportunity to provide your family the possibility of survival.Therefore, as a motivating factor most often used is the "stick".The current approach to the work of the majority of people was quite different.Man is not just looking for an opportunity to secure a minimum subsistence level of income, but it tends to self-realization in the workplace.Older trips to the creation of the desired attitude is largely outdated.There was a need to create new ones that will enhance productivity.

approaches to employee motivation, which is most often used in enterprises at present, can be divided into two categories: substantive and procedural theories of motivation.

The first group includes those who focus on the study of the needs that underlie all human actions.These include the theories of authors such as Maslow, F. Herzberg and others.

Remedial theories of motivation is a more modern approach to the problem.They study the factors that cause a person to put some effort to achieve this goal.In addition, these theories are built taking into account the mental processes such as perception and cognition.

This group includes the theory of expectations W. Vroom, based on the contention that the need - this is not the only force that drives a person to act.

active individual will depend on its assessment of the effectiveness of the chosen method of action or type of behavior.This is the expectation of the result, which he received, performing an activity.

Remedial theories of motivation (the theory of expectations) in practice will be as follows.If a person does not feel the direct relationship between the efforts made and the results that he receives, this leads to a weakening of motivation.Such a situation may arise if the employee is not true evaluates own actions, or if the employer does not provide the necessary compensation for overtime work and so on.To solve the problem the manager must establish a clear system of rewards for results.

other procedural theories of motivation - a theory of justice, and Porter-Lawler approach D. McGregor.Let us consider the theory of equality (or justice).

According to it, people do not simply relate the effort and the result, but also to compare their level of remuneration that employees receive for the same activities.

Psychological stress occurs when the comparison shows that another employee has received greater rewards.Working motivation in such cases weaken.If a person feels that he overpaid, he not only did not reduce the level of effort, but may also increase it.

system of remuneration in the enterprise should be clearly verified and fair.At the same time workers should be informed of the basis on which they receive certain bonuses and other incentives.

Almost all procedural theories of motivation are based on the feeling of balance between the input of work and remuneration, as well as between the activities and results.

productivity of work leads to a sense of satisfaction and, therefore, in the future people will get to work with the desire to make it even better.Thus, the problem will be solved, and the motivation of employees will be increased.

Remedial theories of motivation in management complemented by classic.They allow the head to create a flexible and efficient system that improves employee productivity, taking into account the basic needs and peculiarities of perception and assessment of the situation.