The topic of my thesis: "Study of theories of motivation and the factors motivating effect on staff of the organization." Highly motivated staff - is essential for a successful organization. No company can succeed without the attitude of workers to work with high-impact, without a high level of commitment of staff members with no interest in the final result, and without their commitment to contribute to the achievement of goals. The aim of this work is to study and evaluate the impact of motivational factors at work within the organization and evaluation of the effectiveness of incentives. The implementation of this goal required the solution of the following research objectives: * Define the concept of motivation. * What is motivation?
In 1943, in the journal Psychological Review published a paper of Abraham Maslow, which was called "The Theory of human motivation."In this article, Abraham Maslow attempted to formulate human motivation based on their needs. He organized human needs on five general levels. In contrast to the well-known in his time specialists in the field of psychology as Freud and Skinner, the conclusions of which were largely theoretical or based on animal behavior, Maslow's theory of motivation was based on clinical trials with humans. * Study the effect of the motivating factors of the staff of the organization. * What methods of improving staff motivation are the most effective?
Any organization, regardless of size and status wants to contribute to the development of motivation in its employees. But before you do the question arises: which approach/method is most effective? In order to motivate you need to understand how you'll implement it; you need to understand what to do and in what direction. Employee survey is very useful in establishing the motivational factors of your workers. In addition to the information that users reveal the process of engaging staff is extremely beneficial and promotes motivation on a subconscious level ("Hawthorne effect"). “The "Hawthorne effect" is commonly referred to as an increase in productivity - or even some other outcome under study - caused by participation in the study as such.” “The term seems to be used as a social equivalent to "placebo effect”. * Assess the level of motivation of the employees of the organization subject of study - job satisfaction within the organization. * Identify possible ways to improve the motivation of workers. * Carrots and sticks/ Theory X and Theory Y by Douglas McGregor: Does it justify itself and the conditions under which effective?
Until now, the methods are applied, and in the modern office. Every year systems of personnel motivation are developing. Personnel officers coming up with more and more "sticks" and "carrots”. How could retain, attract, improve efficiency, how to encourage, how to punish the personnel in the company? Steal ideas from each other, use the international experience, and look for help from the staff themselves. Once all the systems in the different companies operate completely differently. The most important and most difficult - to fully understand what the team wants? How is it possible to motivate? Every employee should be considered as individual. That for some - flavored cake, others may seem a whip. We can observe carrots and sticks represented in Theory XY Douglas McGregor. He saw the whole process of management consisting of individuals which can be divided into 2 categories. “These sets of assumptions, called X and Y, have come to be applied to management styles; e.g., and individual is a theory X manager or a theory Y manager.” “The focus of a theory Y manager is on the person as a growing, developing, learning being, while a theory X manager views the person as static, fully developed, and capable of little change. A theory X manager sets the parameters of his or her employees’ achievements by determining their potential in light of negative assumptions. A theory Y manager allows his or her people to test the limits of their capabilities and uses errors for learning better ways of operating rather than as clubs for forcing submission to the system. He or she structures work so that an employee can have a sense of accomplishment and personal growth. The motivation comes from the work itself and provides a much more powerful incentive than the “externals” of theory X.”