Motivation as a management function

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2018-03-21 01:44:07

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The Essence of any activity is manifested in its functions.  They mean the purpose of any organization or task, the type of managerial actions and making specific decisions.

The Main functions of management defined  Henri still Palolem 1916, are the planning, organization, control and coordination. However, the effectiveness of any economic production process cannot be determined only these basic functions. No less important factor than efficient organizational structure, agreed targets and clearly defined objectives is the quality of the work, which directly depends on the people. To increase use-motivation. Motivation as a management function directly associated with the personnel motivation for performance through the formation of motives. Motivation is a conscious choice of a person of a particular type of behavior, so motivation as management function should be directly aimed at increasing labour activity of employees.

Motivation as a function of management helps to develop and improve ways of maximising the result, on the basis of a clear understanding of the behavior of frames.

In the process of developing the most effective ways to achieve results, you must use interrelated categories of behavior: needs, interests, motives and actions. To do this, executives and managers use specific methods through which the management influence on the staff. They are directly based on the control laws, as proposed to use various forms of influence on the personnel of the organization.  Methods of motivation in management are the economic and non-economic nature. Economic instruments are financial incentives for employees through changes in wages, issuance premiums or cash rewards. Non-economic are organizational, that is, those which allow the employee to participate in organizational activities of the company, and psychological. To the moral and psychological incentives include praise, approval, or disapproval, on the contrary, the recognition of merit. The main demotivators that directly affect the quality of the work are: incompetence of the head, undeserved criticism, congestion or nedovrsenoj, the ambiguity functions or functions of the company.

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Many human resources specialists use the classical theory of motivation, however, they may not give proper effect, if they do not accommodate the needs of a specific organization.  an Effective system of motivation needs to use different types of motivation in management.

There are different types of motivation depending on the main symptom. For example, if a symptom is a group of needs, motivation can be divided into material, labor and status. While financial motivation directs man to wealth, work motivation is directly related to self-actualization, and status motivation is the desire to become a recognized and respected expert, team leader or supervisor. The sources distinguish internal and external motivation. Depending on the dominant way of motivation distinguish normative(ideological and psychological impact), forced (power) motivation and incentives.

Motivation as a management function focused on building a system of motivation, which simultaneously takes into account the goals of the organization, its management and employees. 


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Alin Trodden - author of the article, editor
"Hi, I'm Alin Trodden. I write texts, read books, and look for impressions. And I'm not bad at telling you about it. I am always happy to participate in interesting projects."

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