Nowadays new mechanisms are being formedmanagement, which are focused on market economy. Industrial enterprises work, taking into account the requirements and laws of the market, master new directions of economic behavior, adapt all production activities to the constantly changing situation.
In addition, the contribution of the employee to thefinal result. That is why one of the main tasks of enterprises with different forms of ownership is the search for an effective method of labor management, which ensures the maximum activation of the human factor. Motivation of labor activity is the decisive causative factor of effective functioning, and if it is easier, it is a process of motivation for work.
Any manager wishing to receive from hisemployees return in the form of greater effect, should not forget about the incentives for their subordinates. It is widely believed that if an employee receives a salary, he should be content with this. There is no motivation for the work activity of the staff. In the event that he refers to his work "through the sleeves" or does not perform official duties, he may be dismissed. It turns out that he has incentives. This, of course, is a primitive statement of the situation.
Another VI.At the dawn of Soviet power, Lenin noted that, along with internal incentives, there must be material or external. This is a good motivation and stimulation of work. External incentives include payment, while internal incentives include praise, promotion, bonuses, etc. Internal motivation is considered more progressive, because it is based on the need for respect and self-realization.
In the Soviet era, the motivation for workwas very weak, the promotion of labor was scanty. Honorary diplomas in the complete absence of the arrangement of life and life could not be an adequate encouragement.
Modern management involves the creation ofThis kind of conditions, where the potential of employees will be used in the best way. Its main task is to achieve the employees' interest in labor, which makes it possible to achieve the greatest efficiency of its work.
Motivation of labor activity at presenthas problems with the promotion system all over the world. For example, the American and Japanese compensation systems are quite different. On an example of the Japanese companies it is possible to draw an unequivocal conclusion. The motivation for the labor activity of Japanese workers is conditioned by the life-long guaranteed provision of their work, whereas the American system does not provide for this. With a periodicity of 1.5-2 years, Japanese firms rotate their employees, develop them comprehensively, provide them with new horizons. In technical innovations, the Japanese see success and prosperity. Lifetime hiring is an excellent motivation and stimulation of work.
Americans do things differently, with a declineproduction is the first to reduce workers, so technological innovation for them - is, above all, a threat to themselves and their colleagues. In addition, they receive their reward for hours worked, and not for the final result.
One of the key factors ensuring successfunctioning of any enterprise, is the desire and readiness of the individual to perform his work. Therefore it is very important to know what motivation of labor activity of the personnel is the basis of his actions, what external and internal motive forces he is driving.
The deep source motivating to motivation isthe need to maintain the vital functions of the body, the development of the personality or social group. Needs are material: biological and physical, safety of existence, rest. Spiritual - knowledge, culture, science, art, religion. Social - communication, self-esteem, freedom, creativity, etc.
