THEME 7. Labor motivation. 7.1. The essence of labor motivation.

Motivation is a combination of internal and external driving forces that induce a person to work, set boundaries and forms of activity and give this activity a direction oriented towards the achievement of certain goals. The impact of motivation on human behavior individually, depends on many factors and may change under the influence of feedback from human activities.

Needs arise and are inside a person, they are quite common for different people, but at the same time they have a certain individual manifestation in each person. Eliminate needs can be different: to satisfy, suppress or not to respond to them. Needs can arise both consciously and unconsciously. However, not all needs are realized and consciously eliminated. Most needs are periodically renewed, although they can change the shape of their specific manifestations, as well as the degree of perseverance and influence on the person.

The motive causes certain actions of a person, is “inside” of a person, has a “personal” character, depends on many external and internal factors in relation to a person, as well as on the actions of other motives arising in parallel with him. The motive not only encourages a person to act, but also determines what needs to be done and how this Action will be carried out. Motives amenable to awareness. A person can influence his motives by muffling their action or even eliminating them from their motivational totality. Human behavior is usually determined not by a single motive, but by their totality, in which motives can be in a certain relation to each other according to the degree of their influence on the behavior of Man.

Motivation is the process of influencing a person in order to induce him to certain actions by encouraging certain motives in him. Motivation is the basis and core of human control. The effectiveness of management to a very large extent depends on how successfully the process of motivation is carried out.

There are two types of motivation:

·       external influence causes certain motives in a person, leading to the desired result for a motivating subject;

·       the formation of a specific motivational structure of a person.

There are two types of motivation:

·       internal, when motives are generated by the person himself, facing the task. For example, the fear of dismissal from work, although the manager has never thought about it;

·       external, when the subjects of the external environment cause impulses. For example, wages, social benefits, etc.

Motivation, considered as a process, can be represented in the form of six stages: the emergence of needs; finding ways to eliminate needs; determining the direction of action; taking action; preliminary assessment of the results; satisfaction of needs.

In the first stage, the need manifests itself in the form of a feeling that something is missing. It manifests itself at a specific time and a person takes steps to eliminate it. Conventionally, needs can be divided into three groups: physiological, psychological, social.

If the need arose, then you need to look for ways to eliminate it. This is the second stage . At the third stage, a person has such questions:

·       what should i do to eliminate the need;

·       what should I do to get what I want;

·       the extent to which I can achieve what I want;

·       as much as what i can do can eliminate the need

In the fourth stage, the person spends the effort in order

to carry out actions that, ultimately, should provide him with the opportunity to get something, to eliminate the need. Since the process of work has the opposite effect on motivation, at this stage needs adjustment can occur.

At the fifth stage, it turns out that to what extent the execution of the action produced the desired result. Depending on this, there is either a weakening, or a preservation, or an increase in the motivation to action.

At the sixth stage , depending on the degree of stress relief caused by the need, and also on whether the elimination of the need causes a weakening or increased motivation for the activity, the person either stops the activity until a new need arises, or continues to look for opportunities or take actions to eliminate the need.

Labor motivation is the employee’s desire to satisfy his needs (to get certain benefits) through work. The structure of labor motive includes:

·       the need that the employee wants to satisfy;

·       a blessing that can satisfy this need;

·       labor action necessary to obtain benefits;

·       price - the costs of material and moral nature associated with the implementation of labor action.

·       Labor motives are formed if:

·       at the disposal of society (or the subject of management) there is a necessary set of benefits corresponding to the socially conditioned needs of the person;

·       to obtain these benefits, the labor effort of the worker is necessary;

·       labor activity allows an employee to receive these benefits with lower material and moral costs than any other activities.

The motive of labor is formed only when work is, if not the only, then the main condition for obtaining benefits. If the criterion in distribution relationships is status differences, work experience, membership in a particular social group, then motives of career advancement, getting a grade, degree or rank, assignment to a workplace, etc., are formed, which do not necessarily imply an employee’s labor activity as can be achieved with the help of other activities.

·       Knowledge of the logic of the process of motivation does not provide significant advantages in managing this process. You can specify several factors that complicate and make unclear the process of practical deployment of motivation: the variability of the motivational process;

·       non-obviousness of motives;

·       the difference in the motivational structures of individuals.

Obviously, the process of motivation is very complex and ambiguous. There are many theories of motivation trying to explain this phenomenon. They are usually divided into two large groups: content and procedural theories of motivation.