Motyvavimo veiksnių nevalstybinėje aukštojoje mokykloje analizė
LTStraipsnyje nagrinėjami dėstytojų motyvavimo veiksniai. Atliktas dėstytojų motyvavimo kokybinis tyrimas, kurio tikslas - atskleisti ir išnagrinėti efektyvaus dėstytojų motyvavimo veiksnius aukštojoje mokykloje. Išanalizuotos aukštojoje mokykloje taikomos motyvavimo priemonės, pagrindiniai motyvavimo sistemos aspektai. [Iš leidinio]Reikšminiai žodžiai: Motyvacija; Motyvacijos veiksniai; Motyvavimo veiksniai; Skatinimo priemonės; Factors of motivation; Means of incentive; Motivation; Motivation factors; Promotional agents.
ENArticle analyses the problem - the undiscovered system of the lecturer's motivation factors, presupposing a more efficient work of lecturers. The chosen topic is important when attempting to analyse how an organisation should behave in order to ensure the loyalty and motivation of employees seeking to achieve the aims. Motivation of employees is a part of the common high school strategy. At a great extent it depends on the directors of the institution and on the collective of the lecturers, which is united by common objectives. The motivation measures are efficient only when they are applied individually, based on the needs, interests, values and objectives of the employees. Conclusions of the research. Interviews with the managers and heads of the departments determined that motivation is important in their job. They understand motivation as a part of their job, as a system covering human and institutional cultural aspects. The interest to determine optimal motives of employees' activity and behaviour was highlighted; this could be determined by the experience of managers and good theoretical knowledge. The main distinctive feature of the high school motivation systems is a transfer from the application of separate motivation measures to an integral, complex approach, including all possible levels of the employees' motives structure. According to the high school directors, when motivating lecturers the financial criterion outweighs other motivation levers; however, they simultaneously stress that there are no conditions to maximize the material motivating measures. High school directors name the professional development possibilities as the major activity motive.An interview with lecturers showed the main aspects of lecturer's motivation. It was determined that high school lecturers deem their job firstly, as the livelihood; secondly, as a possibility to apply their abilities and to communicate with students; thirdly, to meet their needs of self-realization and self-expression. Having analysed and compared the F. Herzberg's two-factor theory with the results of the research, we can approve the theory critics. They stated that the main drawback of this theory is that F. Herzberg did not take into account that the same factor may determine the job satisfaction for some people, meanwhile dissatisfaction for others. It means both job and motivating factors may be the sources of motivation and depend on concrete needs of people. Moreover, having carried out a more detailed analysis of each factor it becomes obvious that the meaning of satisfaction and dissatisfaction is also different. Lecturers are mainly motivated by the people who work together, whom they teach, i.e. students, then, colleagues and administration staff. The main activity motives of the high school employees are as follows: high salary, freely expressed opinion, a possibility to raise professional level and qualification, a possibility to be promoted, and cooperation. [From the publication]
