Doctor of Science Dimitrov ².

«Prof. D-r. Assen Zlatarov» University

METHODOLOGICAL APPROACHES TO THE FORMATION OF PERSONNEL MOTIVATION

 

Motivation refers to the problems to which is paid much attention in the international community. In most cases, the enterprises only use economic incentives, but non-material incentives are not used at all [1; 2].

The problem of motivation of personnel was and remains an object of research of many generations of scientists-economists. Fundamental developments of a concept of motivation are reflected in works of such economists as M. Weber, V. Vroom, F. Herzberg, H. Emerson, A. Maslow, L. Porter, A. Smith, F. Taylor, H. Fayol and others.

It is important to investigate evolution of studying of various elements of system of motivation of workers for understanding of what special approaches to human resource management and motivation were used during the different historical periods (Table 1).

The examined theories of classics help to realize requirements, motives and factors which move personnel.

 

Table 1. Methodological approaches to the formation of personnel motivation

Representatives

Essence of idea

Methodological meaning

1

2

3

Systems approach

Scientific management school (1885–1928)

F. Taylor

The main tasks at management of company: receiving the maximum profit and ensuring welfare of his workers.

Allocated objective factors: work incentives (economic) and disciplinary actions. Offered system of bonus compensation.

Classical school of management (1920–1950)

H. Fayol

Ways of work incentives have to promote the greatest possible satisfaction of workers and heads

Developed the concept of "administration science", creation of accurate subordination in labor collectives.

School of human relations (neoclassical) (1930–1950)

E. Mayo

Manifestation of attention to people exerts considerably a greater influence on labor productivity than the previous methods of management which were directed to achievement of material benefits.

Allocated moral and psychological factors which exert impact on labor activity of workers.

School of behavioural sciences ( 1950  to present):

A.Maslow

People are motivated for search of the personal purposes that does their life significant and intelligent.

Offered the universal theory of hierarchy of requirements.

D. McClelland

Having estimated degree of expressiveness of the corresponding motive in society, it is possible to predict a tendency to economic growth with big reliability.

Offered the theory of the acquired requirements in which allocated 3 groups of requirements.

D. McGregor

On production it is necessary to create conditions for increase in motivation of workers which meet not only their physiological, social needs, but also personal.

Developed the theory of "partnership" in which divided workers on a priority of ekstrinsive or intrinsive motivation (the theory of "X" - the theory "At" - by methods of permission and encouragement is based on methods of coercion and threat).

W. Ouchi

Vision in the individual only the worker does not give the chance to operate him effectively.

Developed the theory of "Z" in which marked out the importance of creation of collectives.

F. Herzberg

If the head does not create a condition for self-expression, self-affirmation of the worker at the enterprise, the  improvements of conditions and compensation will not motivate him to work.

Developed the two-factor theory based on use of two groups of factors of motivation: internal and external.

Process approach

Quantitative school (school of strategic management) (1950  to present)

S. Adams

The person needs society and society generates a concept of justice which influences on motivation of the person.

Developed the theory of justice, the quantum merit for work leads to increase in labor productivity of personnel.

V. Vroom

Force of the inducing motive increases if expectations are high

Developed the theory of expectations according to which the motivation of personnel is defined by remuneration

L. Porter, E. Lawler

The strong motivation is observed at high expectations of the worker

Developed model of motivation in which allocated internal remunerations which depend on result and external remunerations which the organization gives. Accordingly, the justice of these awards influences on labor activity of personnel

Source-own researches.

 

Each of them contains recommendations which have practical value and can be used in management of employees. Each of the offered approaches has the right for existence, the conceptual bases, tools on studying of motivation of personnel. They do not deny, and on the contrary, complement each other.

The research of structure and the nature of motives of labor, the requirements which are in their basis, interests which workers realize in the course of work is a basis of creation of effective remedies and methods of stimulation and motivation of labor behavior and promotes achievement of high labor productivity level of personnel of the enterprises [3].

 

The list of references:

1. Michael H. Mescon, Michael Albert, Franklin Khedouri  Harper  &  Row, 1988.  P. 777.

2. Caffrey K., Chinn M., Veal M., Kay M. Biomass supply chain management in North Carolina (part 2): biomass feedstock logistical optimization. – AIMS Energy. – 2015. – Vol. 4. – No. 2. – Ð. 280–299.

3. Taylor F. W.  The Principles of Scientific Management, Harper & Brothers. – New York, 1911.