Darbuotojų motyvavimą sąlygojantys veiksniai

LTMotyvacija yra vienas iš pagrindinių fizinių ir psichologinių veiksnių, turinčių įtakos asmens veiklos produktyvumui. Motyvacijos svarba šiuolaikinėse valdymo sistemose neabejotina, nes būtent motyvacija verčia darbuotoją dirbti maksimaliai efektyviai, o tai užtikrina organizacijos darbo efektyvumą. Straipsnyje analizuojami organizacijos darbuotojų motyvavimą sąlygojantys veiksniai, prieš tai atskleidžiant darbuotojų motyvavimo svarbą bei sampratą, taikant mokslinės literatūros, straipsnių lyginamąsias analizes bei sisteminimą.

ENThere are many different motivational measures, but their efficiency depends on the particular company in which they are applied and the particular individual to whom they are applied. The most important thing is that the company and its managers make proper assessment of what is most likely to motivate their employees. The subject of the study is the factors determining employee motivation. The aim of the study is to analyse the theoretical aspects of the motivation of the company employees and the factors that determine it. Research methods: comparative analysis, systematisation of scientific literature, questionnaire survey. Conclusions: Having analysed the theoretical aspects of the concept and importance of motivation in the company, it can be argued that modern management practice identifies motivation as an essential factor that managers can introduce into the working relationships they create and supervise. As most of the studied authors maintain, incentives are a set of specific activation measures and techniques used to increase interest and activity of employees. A review of the main motivation theories suggests that motivation theories seek to explain what individuals want to achieve, what changes in performance they see and what their needs are. After examining the factors that motivate employees, it can be maintained that there are two main employee motivation factors: tangible and intangible.Material motivators include various economic incentives, the most important of which is money, while non-material motivators consist of social-psychological incentives, which, can be divided into three groups: social incentives based on communication opportunities, affection, belonging, self-expression through recognition, status, prestige, attention and self-development incentives. Employee motivation is not dependent on a single factor, but on a number of factors that need to be addressed in the context of the nature of each company activity in addition to its cultural context. The analysis of employee motivation measures shows that they are complex: economic (payment, bonuses, incentives, etc.), legal (work and relaxation time, annual leave entitlement, work safety instructions, etc.), psychological (work conditions, moral encouragement, training, career development) and philosophical (employee involvement in decision-making, communication, etc.).