Conditional, mobile, virtual in nature. The virtuality of needs is that each of them contains its own other, a moment of self-negation. Due to the variety of conditions of implementation, age, environment biological need becomes material, social or spiritual, i.e. transforms. In the parallelogram of needs (biological need - material - social - spiritual), the dominant need becomes the one that most corresponds to the personal meaning of a person’s life, is better equipped with the means of its satisfaction, i.e. the one who is better motivated.

The transition from need to activity is the process of changing the direction of need from within to the external environment. At the heart of any activity is a motive that encourages a person to do it, but not every activity can satisfy the motive. The mechanism of this transition includes: I) selection and motivation of the subject of need (motivation - justification of the subject to satisfy the need); 2) during the transition from need to activity, the need is transformed into purpose and interest (conscious need).

Thus, need and motivation are closely related: need stimulates a person to activity, and a component of activity is always motive.

Motive of man and personality

Motive- this is what motivates a person to activity, directing him to satisfy a certain need. Motive is a reflection of need, which acts as an objective law, an objective necessity.

For example, the motive can be both hard work with inspiration and enthusiasm, and avoidance as a sign of protest.

Motives can be needs, thoughts, feelings and other mental formations. However, internal motivation is not enough to carry out activities. It is necessary to have an object of activity and correlate the motives with the goals that the individual wants to achieve as a result of the activity. In the motivational-target sphere, the social conditioning of activity appears with particular clarity.

Under [[Motivational-need sphere of personality|need-motivational sphere personality is understood as the whole set of motives that are formed and develop during a person’s life. In general, this sphere is dynamic, but some motives are relatively stable and, subordinating other motives, form, as it were, the core of the entire sphere. These motives reveal the direction of the individual.

Motivation of a person and personality

Motivation - it is a combination of internal and external driving forces, encouraging a person to act in a specific, purposeful manner; the process of motivating oneself and others to act to achieve organizational or personal goals.

The concept of “motivation” is broader than the concept of “motive”. Motive, in contrast to motivation, is something that belongs to the subject of behavior, is his stable personal property, which internally encourages him to perform certain actions. The concept of “motivation” has a double meaning: firstly, it is a system of factors influencing human behavior (needs, motives, goals, intentions, etc.), secondly, it is a characteristic of the process that stimulates and supports behavioral activity at a certain level. level.

In the motivational sphere, the following are distinguished:

motivational system of a person is a general (holistic) organization of all the motivating forces of activity underlying human behavior, which includes such components as needs, actual motives, interests, drives, beliefs, goals, attitudes, stereotypes, norms, values, etc. .;
achievement motivation - the need to achieve high behavioral results and satisfy all other needs;
self-actualization motivation is the highest level in the hierarchy of personal motives, consisting of the individual’s need for the fullest realization of his potential, the need for self-realization.

Worthy goals, long-term plans, good organization will be ineffective if the interest of performers in their implementation is not ensured, i.e. motivation. Motivation can compensate for many deficiencies in other functions, such as deficiencies in planning, but weak motivation is almost impossible to compensate for with anything.

Success in any activity depends not only on abilities and knowledge, but also on motivation (the desire to work and achieve high results). The higher the level of motivation and activity, the more factors (i.e. motives) prompt a person to activity, the more effort he is inclined to put in.

Highly motivated individuals work harder and tend to achieve better results in their activities. Motivation is one of the the most important factors(along with abilities, knowledge, skills), which ensures success in activity.

It would be wrong to consider the motivational sphere of an individual only as a reflection of the totality of his own individual needs. The needs of the individual are related to the needs of society and are formed and developed in the context of their development. Some needs of an individual can be considered as individualized social needs. In the motivational sphere of a person, both his individual and social needs are reflected in one way or another. The form of reflection depends on the position the individual occupies in the system of social relations.

Motivation

Motivation - This is the process of influencing a person in order to motivate him to certain actions by activating certain motives.

There are two main types of motivation:

external influence on a person with the aim of inducing him to perform certain actions leading to a desired result. This type resembles a trade deal: “I give you what you want, and you satisfy my desire”;
the formation of a certain motivational structure of a person as a type of motivation is educational in nature. Its implementation requires great effort, knowledge, and abilities, but the results exceed those of the first type of motivation.

Basic human motives

Emerging needs force a person to actively look for ways to satisfy them and become internal stimulants of activity, or motives. Motive (from Latin movero - to set in motion, to push) is what moves a living being, for which it spends its vital energy. Being an indispensable “fuse” of any actions and their “combustible material”, the motive has always appeared at the level of worldly wisdom in various ideas about feelings (pleasure or displeasure, etc.) - motivations, drives, aspirations, desires, passions, willpower, etc. d.

Motives can be different: interest in the content and process of activity, duty to society, self-affirmation, etc. So, the scientist to scientific activity can be motivated by the following motives: self-realization, cognitive interest, self-affirmation, material incentives (monetary reward), social motives (responsibility, desire to benefit society).

If a person strives to perform a certain activity, we can say that he has motivation. For example, if a student is diligent in his studies, he is motivated to study; an athlete who strives to achieve high results has a high level of achievement motivation; The desire of the leader to subordinate everyone indicates the presence of a high level of motivation for power.

Motives are relatively stable manifestations and attributes of personality. For example, when we say that a certain person has a cognitive motive, we mean that in many situations he exhibits cognitive motivation.

The motive cannot be explained on its own. It can be understood in the system of those factors - images, relationships, personal actions that make up the general structure of mental life. Its role is to give behavior impetus and direction towards a goal.

Incentive factors can be divided into two relatively independent classes:

needs and instincts as sources of activity;
motives as reasons that determine the direction of behavior or activity.

Need is a necessary condition for any activity, but need itself is not yet capable of giving activity a clear direction. For example, the presence of an aesthetic need in a person creates corresponding selectivity, but this does not yet indicate what exactly the person will do to satisfy this need. Perhaps he will listen to music, or perhaps he will try to compose a poem or paint a picture.

How do the concepts differ? When analyzing the question of why an individual generally comes into a state of activity, manifestations of needs are considered as sources of activity. If we study the question of what the activity is aimed at, why these particular actions and actions are chosen, then first of all the manifestations of motives (as motivating factors that determine the direction of activity or behavior) are studied. Thus, need encourages activity, and motive motivates directed activity. We can say that a motive is an incentive to activity associated with satisfying the needs of the subject. The study of motives for educational activities among schoolchildren revealed a system of various motives. Some motives are main, leading, others are secondary, side, they do not have independent meaning and are always subordinate to the leading ones. For one student, the leading motive for learning may be the desire to gain authority in the class; for another, it may be the desire to gain higher education, the third has an interest in knowledge itself.

How do new needs arise and develop? As a rule, each need is objectified (and specified) in one or several objects that are capable of satisfying this need, for example, an aesthetic need can be objectified in music, and in the process of its development can also be objectified in poetry, i.e. more items can already satisfy her. Consequently, the need develops in the direction of increasing the number of objects that can satisfy it; the change and development of needs occurs through the change and development of objects that meet them and in which they are objectified and concretized.

To motivate a person means to touch on his important interests, to create conditions for him to realize himself in the process of life. To do this, a person must at least: be familiar with success (success is the realization of a goal); to have the opportunity to see yourself in the results of your work, to realize yourself in your work, to feel your importance.

But the meaning of human activity is not only to obtain results. The activity itself can be attractive. A person may enjoy the process of performing an activity, such as being physically and intellectually active. Like physical activity, mental activity in itself brings pleasure to a person and is a specific need. When a subject is motivated by the process of activity itself, and not by its result, this indicates the presence of a procedural component of motivation. In the learning process, the procedural component plays a very important role. The desire to overcome difficulties in educational activities, to test one’s strengths and abilities can become a personally significant motive for studying.

At the same time, an effective motivational attitude plays an organizing role in the determination of activity, especially if its procedural component (i.e. the process of activity) causes negative emotions. In this case, goals and intentions that mobilize a person’s energy come to the fore. Setting goals and intermediate tasks is a significant motivational factor that is worth using.

To understand the essence of the motivational sphere (its composition, structure, which has a multidimensional and multi-level nature, dynamics), it is necessary first of all to consider the connections and relationships of a person with other people, taking into account that this sphere is also formed under the influence of the life of society - its norms, rules, ideology, politicians, etc.

One of the most important factors determining the motivational sphere of an individual is a person’s belonging to any group. For example, teenagers who are interested in sports are different from their peers who are interested in music. Since any person belongs to a number of groups and in the process of his development the number of such groups grows, naturally his motivational sphere also changes. Therefore, the emergence of motives should be considered not as a process arising from the internal sphere of the individual, but as a phenomenon associated with the development of his relationships with other people. In other words, changes in motives are determined not by the laws of spontaneous development of the individual, but by the development of his relationships and connections with people, with society as a whole.

Personal motives

Personal motives - this is the need (or system of needs) of the individual for the function of motivation. Internal mental motivations for activity and behavior are determined by the actualization of certain needs of the individual. Activity motives can be very different:

organic - aimed at satisfying the natural needs of the body and are associated with the growth, self-preservation and development of the body;
functional - satisfied through various cultural forms of activity, for example playing sports;
material - encourage a person to engage in activities aimed at creating household items, various things and tools;
social - generate different kinds activities aimed at taking a certain place in society, gaining recognition and respect;
spiritual - they form the basis of those activities that are associated with human self-improvement.

Organic and functional motives together constitute the motivation for the behavior and activity of an individual in certain circumstances and can not only influence, but change each other.

They appear in specific forms. People may perceive their needs differently. Depending on this, motives are divided into emotional ones - desires, desires, attractions, etc. and rational - aspirations, interests, ideals, beliefs.

There are two groups of interconnected motives of life, behavior and activity of an individual:

generalized, the content of which expresses the subject of needs and, accordingly, the direction of the individual’s aspirations. The strength of this motive is determined by the significance for a person of the object of his needs;
instrumental - motives for choosing ways, means, methods of achieving or realizing a goal, conditioned not only by the need state of the individual, but also by his preparedness, the availability of opportunities to successfully act to realize his goals in given conditions.

There are other approaches to classifying motives. For example, according to the degree of social significance, motives of a broad social plan (ideological, ethnic, professional, religious, etc.), group plan and individual-personal nature are distinguished. There are also motives for achieving goals, avoiding failures, motives for approval, and affiliative ones (cooperation, partnership, love).

Motives not only encourage a person to act, but also give his actions and actions a personal, subjective meaning. In practice, it is important to take into account that people, performing actions that are identical in form and objective results, are often guided by different, sometimes opposing motives, and attach different personal meaning to their behavior and actions. In accordance with this, the assessment of actions should be different: both moral and legal.

Types of personality motives

TO consciously justified motives should include values, beliefs, intentions.

Value

Value is a concept used in philosophy to indicate the personal, socio-cultural significance of certain objects and phenomena. A person’s values form a system of his value orientations, elements of the personality’s internal structure that are especially significant for him. These value orientations form the basis of the consciousness and activity of the individual. Value is a personally colored attitude towards the world, arising on the basis of not only knowledge and information, but also one’s own life experience. Values give meaning human life. Faith, will, doubt, and ideal are of enduring importance in the world of human value orientations. Values are part of culture, learned from parents, family, religion, organizations, school, and environment. Cultural values are widely held beliefs that define what is desirable and what is true. Values can be:

self-oriented, which concern the individual, reflect his goals and general approach to life;
other-oriented, which reflect the desires of society regarding the relationship between the individual and groups;
environmentally oriented, which embody society's ideas about the desired relationship of the individual with his economic and natural environment.

Beliefs

Beliefs - These are the motives of practical and theoretical activity, justified by theoretical knowledge and the entire worldview of a person. For example, a person becomes a teacher not only because he is interested in passing on knowledge to children, not only because he loves working with children, but also because he knows well how much in creating a society depends on cultivating consciousness. This means that he chose his profession not only out of interest and inclination towards it, but also according to his convictions. Deeply held beliefs persist throughout a person's life. Beliefs are the most generalized motives. However, if generalization and stability are characteristic features of personality properties, then beliefs can no longer be called motives in the accepted sense of the word. The more generalized a motive becomes, the closer it is to a personality trait.

Intention

Intention- a conscious decision to achieve a specific goal with a clear understanding of the means and methods of action. This is where motivation and planning come together. Intention organizes human behavior.

The types of motives considered cover only the main manifestations of the motivational sphere. In reality, there are as many different motives as there are possible person-environment relationships.

The work was added to the site website: 2016-06-09

;color:#000000" xml:lang="en-EN" lang="en-EN">Characteristics of motivation in the management system.

;color:#000000" xml:lang="en-EN" lang="en-EN"> 1. Motivation is a set of internal and external driving forces that encourage a person to activity, set the boundaries and forms of activity and give this activity orientation, focused on achieving certain goals.The influence of motivation on human behavior depends on many factors, and in many respects can individually change under the influence of feedback from human activity.

;color:#000000" xml:lang="en-EN" lang="en-EN">The process of using various incentives to motivate people is called the stimulation process. Stimulation has various shapes. Stimulation is fundamentally different from motivation. The essence of this difference is that stimulation is one of the means by which motivation can be achieved.

;color:#000000" xml:lang="en-EN" lang="en-EN">2. All existing theories of motivation are most often divided into two main groups: substantive and procedural.

;color:#000000" xml:lang="en-EN" lang="en-EN">2.1. Content theories motivation.

;color:#000000" xml:lang="en-EN" lang="en-EN">Substantive theories of motivation;font-family:"Roman PS";color:#000000" xml:lang="en-EN" lang="en-EN">;color:#000000" xml:lang="en-EN" lang="en-EN">are based on identifying internal motivations that force a person to act in a certain way.

;color:#000000" xml:lang="en-EN" lang="en-EN">Theory of the hierarchy of needs by A. Maslow.;color:#000000" xml:lang="en-EN" lang="en-EN">;color:#000000" xml:lang="en-EN" lang="en-EN">Maslow's theory suggests that human activity is motivated by numerous needs that exist in in a certain order. Maslow identified five main types of motivating needs, presented in ascending order:

;color:#000000" xml:lang="en-EN" lang="en-EN">Physiological needs;color:#000000" xml:lang="en-EN" lang="en-EN">.;color:#000000" xml:lang="-none-" lang="-none-">;color:#000000" xml:lang="en-EN" lang="en-EN">These are the most basic human needs, including food, water and sex. In the organization they are reflected in the human need for heat, air and wages guaranteeing survival.
;color:#000000" xml:lang="en-EN" lang="en-EN">The need for security;color:#000000" xml:lang="en-EN" lang="en-EN">.;color:#000000" xml:lang="-none-" lang="-none-">;color:#000000" xml:lang="en-EN" lang="en-EN">This is the need for a safe and healthy physical and emotional atmosphere without any threats (a crime-free society with valid laws). organization, this need is reflected in the human need for safe work, periodic incentives and job guarantees.
;color:#000000" xml:lang="en-EN" lang="en-EN">Need for belonging;color:#000000" xml:lang="en-EN" lang="en-EN">.;color:#000000" xml:lang="-none-" lang="-none-">;color:#000000" xml:lang="en-EN" lang="en-EN">This need is reflected in a person’s desire to be recognized by colleagues, to have friends, to be a member of a group, to be loved. In an organization, these needs influence the desire be on good terms with colleagues and have a positive relationship with superiors.
;color:#000000" xml:lang="en-EN" lang="en-EN">Need for assessment;color:#000000" xml:lang="en-EN" lang="en-EN">.;color:#000000" xml:lang="-none-" lang="-none-">;color:#000000" xml:lang="en-EN" lang="en-EN">This need refers to the desire to create your own positive image, to receive attention, recognition and encouragement from others. In an organization, the need for evaluation is reflected in the motivation for rewards, increased responsibility, increased status and gratitude for contributions.
;color:#000000" xml:lang="en-EN" lang="en-EN">The need for self-realization. This represents a need;color:#000000;background:#ffffff" xml:lang="en-EN" lang="en-EN">in self-expression, self-realization, the highest of needs. This need is associated with the full development of a person’s potential, increasing his competitiveness, improving a person's personality.In an organization, the need for self-actualization can be satisfied by providing a person with the opportunity to grow, take initiative, and learn to perform more complex tasks and move up the career ladder.

;color:#000000" xml:lang="en-EN" lang="en-EN">According to Maslow's theory, the needs of the lower level must be satisfied before the needs of the higher level appear. Needs are satisfied in order of priority. A person in need of physical security will make every effort to create a safer environment, ignoring the needs for evaluation or self-actualization.But once one need is satisfied, the desire to satisfy a higher level need appears.

;color:#000000" xml:lang="en-EN" lang="en-EN">McClelland's theory of acquired needs.;color:#000000" xml:lang="en-EN" lang="en-EN">;color:#000000;background:#ffffff" xml:lang="en-EN" lang="en-EN">According to his statement, the structure of higher-level needs comes down to three factors: the desire for success, the desire for power, and recognition .

;color:#000000" xml:lang="en-EN" lang="en-EN">The need for achievement. Manifests itself in the desire to achieve goals most effectively. A person usually chooses moderately complex goals and tasks, expects immediate feedback, is ready to take on for work when a clear goal and result are quickly achievable. The need is satisfied by the process of bringing the work to completion.
;color:#000000" xml:lang="en-EN" lang="en-EN">The need for participation;color:#000000" xml:lang="en-EN" lang="en-EN">.;color:#000000" xml:lang="-none-" lang="-none-">;color:#000000" xml:lang="en-EN" lang="en-EN">Manifests itself in the form of a desire for friendly relations with others, to receive approval and support. A person needs to be in constant interaction with both colleagues and with clients. To satisfy this need, the manager should not limit interpersonal relationships subordinates.
;color:#000000" xml:lang="en-EN" lang="en-EN">The need for power;color:#000000" xml:lang="en-EN" lang="en-EN">.;color:#000000" xml:lang="-none-" lang="-none-">;color:#000000" xml:lang="en-EN" lang="en-EN">Manifests itself in the desire to control resources and processes in the environment, to influence people's behavior. May manifest itself in the desire for power for the sake of power itself , or in the pursuit of power in order to achieve group goals.

;color:#000000" xml:lang="en-EN" lang="en-EN">The theory of two factors by Frederick Herzberg.;color:#000000" xml:lang="en-EN" lang="en-EN">;color:#000000" xml:lang="en-EN" lang="en-EN">Herzberg developed a needs-based model of motivation. In this model, he identified two broad categories.

;color:#000000" xml:lang="en-EN" lang="en-EN">Hygiene factors;color:#000000" xml:lang="-none-" lang="-none-">;color:#000000" xml:lang="en-EN" lang="en-EN">(health factors) influence the presence or absence of dissatisfaction these are external factors associated with the environment in which work is carried out: wages pay, working conditions, working hours, leadership style, relationships with colleagues.
;color:#000000" xml:lang="en-EN" lang="en-EN">Motivating factors;color:#000000" xml:lang="-none-" lang="-none-">;color:#000000" xml:lang="en-EN" lang="en-EN">(motivators) influence the presence or absence of job satisfaction. These are internal factors related to work: achievement, recognition, promotion, work as value in itself, an opportunity for growth.

;color:#000000" xml:lang="en-EN" lang="en-EN">2.2. Process theories of motivation;color:#000000" xml:lang="en-US" lang="en-US">.

;color:#000000" xml:lang="en-EN" lang="en-EN">Procedural theories of motivation are based primarily on how people behave in various situations. Process theories go beyond the individual employee and study the impact on motivation various factors external environment(external factors). This takes into account factors such as a person’s perception of the situation, his ability to learn and understand the surrounding reality. The most famous theories belonging to this group are:

;color:#000000" xml:lang="en-EN" lang="en-EN">S. Adams' theory of justice;color:#000000" xml:lang="en-EN" lang="en-EN">;color:#000000" xml:lang="en-EN" lang="en-EN">assumes that, when evaluating remuneration for labor results, employees strive for social equality, i.e. if the employee believes that he is underpaid compared to others, he may demand a salary increase, reduce his work efficiency, or quit.

;color:#000000" xml:lang="en-EN" lang="en-EN">The theory of expectation by Victor Vroom.;color:#000000" xml:lang="-none-" lang="-none-">;color:#000000" xml:lang="en-EN" lang="en-EN">According to expectancy theory, the presence of a need is not the only necessary condition for motivation. A person must also hope (expect) that the type of behavior he has chosen will actually lead to the intended goal.Expectations according to this model can be regarded as an assessment of the likelihood of an event.

;color:#000000" xml:lang="en-EN" lang="en-EN">Porter Lawler's theory of motivation.;color:#000000" xml:lang="-none-" lang="-none-">;color:#000000" xml:lang="en-EN" lang="en-EN">Lyman Porter and Edward Lawler developed complex theory motivation, including elements of expectancy theory and equity theory. Their model shown includes five variables: effort, perception, results obtained, reward, and satisfaction. According to Porter Lawler's model, the results achieved depend on the employee's efforts, his abilities and character, as well as his awareness of his role.

Send your good work in the knowledge base is simple. Use the form below

Students, graduate students, young scientists who use the knowledge base in their studies and work will be very grateful to you.

Posted on http://www.allbest.ru/

Motivation concept
Motivational mechanism
Economic incentives
Non-economic methods of incentives
List of sources used
Motivation concept
In the very general view A person’s motivation for activity is understood as a set of driving forces that induce a person to carry out certain actions. These forces are located outside and inside a person and force him to consciously or unconsciously perform certain actions. Moreover, the connection between individual forces and human actions is mediated by a very complex system of interactions, as a result of which different people can react completely differently to the same influences from the same forces. Moreover, a person’s behavior and the actions he takes, in turn, can also influence his reaction to influences, as a result of which both the degree of influence of the influence and the direction of behavior caused by this influence can change.
Motivation is a set of internal and external driving forces that encourage a person to act, set the boundaries and forms of activity and give this activity a direction focused on achieving certain goals. The influence of motivation on human behavior depends on many factors, is largely individual and can change under the influence of feedback from human activity.
In order to comprehensively reveal the concept of motivation, it is necessary to consider three aspects of this phenomenon:
* what in human activity depends on the motivational influence;
what is the relationship between internal and external forces;
how motivation relates to the results of human activity.
A person is encouraged to take active action, including work, by the need to satisfy various needs.
Needs are what arises and is located inside a person, which is quite common for different people, but at the same time has a certain individual manifestation in each person. People may try to eliminate needs, satisfy them, suppress them, or not respond to them in different ways. Needs can arise both consciously and unconsciously. However, not all needs are recognized and consciously eliminated. If a need is not eliminated, this does not mean that it is eliminated forever. Most needs are periodically renewed, although they may change the form of their specific manifestation, as well as the degree of persistence and influence on the person.
Needs can be innate or acquired as a result of upbringing.
By origin, needs are natural (for food, water, etc.) and social (for recognition, fame), and based on content - material and intangible.
There are three levels of need satisfaction:
minimal - ensures survival;
normal maintains the employee’s ability to work with proper dedication (reflected in a rational consumer budget);
level of luxury, when satisfaction of needs becomes an end in itself or a means of demonstrating high social status. The need for objects of conspicuous consumption, the cost of which itself becomes a need, is called artificial.
In order for the need to work, motives are needed, i.e. psychological reasons (conscious or unconscious impulses, aspirations) that motivate people to take active actions aimed at satisfying it.
We can talk, for example, about a person’s desire to possess something or, conversely, to avoid such possession; receive satisfaction from an object he already has, which he wants to keep, or get rid of it.
A motive is something that causes a person to act in a certain way. The motive is “inside” a person, has a “personal” character, depends on many factors external and internal to the person, as well as on the action of other motives that arise in parallel with it. Motive not only motivates a person to action, but also determines what needs to be done and how this action will be carried out. In particular, if a motive causes actions to eliminate a need, then these actions can be completely different for different people, even if they experience the same need. Motives are understandable. A person can influence his motives, dampening their action or even eliminating them from his motivational complex.
Human behavior is usually determined not by one motive, but by their combination, in which motives can be in a certain relationship to each other according to the degree of their impact on human behavior. Therefore, a person’s motivational structure can be considered as the basis for his implementation of certain actions. The motivational structure of a person has a certain stability. However, it can change, in particular, consciously in the process of raising a person, his education.
The following main types of motives are distinguished:
motive as internally realized needs (interests) that motivate actions (sense of duty) associated with their satisfaction;
motive as an unconscious need (desire);
motive as a tool for satisfying a need. For example, a goal can become a motive if it acquires a special meaning for a person;
motive as an intention that motivates behavior;
motive as a complex of the listed factors.
The relationship between various motives influencing people’s behavior forms its motivational structure. It is individual for each person and is determined by many factors: gender, age, education, upbringing, level of well-being, social status, position, personal values, attitude to work, ability to work, etc.
Motivation is the process of influencing a person in order to encourage him to take certain actions by awakening certain motives in him. Motivation is the core and basis of human management. The effectiveness of management depends to a very large extent on how successfully the motivation process is carried out.
The following types of motivation are distinguished:
1) labor (orientation towards earnings);
2) professional (interest in meaningful work, mastering its skills, self-expression);
imperious (acquiring a high position);
ideological (willingness to work for the common good);
master's (the desire for independence, the opportunity to increase wealth);
creative (search for new things);
collectivist, emphasizing teamwork (typical of Eastern cultures).
The motivational structure of the individual is quite stable, but can be purposefully formed and changed, for example in the process of education, which leads to changes in behavior.
To successfully manage subordinates, it is necessary to know, at least in general terms, the main motives of their behavior and ways of influencing them (developing desirable ones, weakening undesirable ones) and the possible results of such efforts.
Motivational mechanism
motivation stimulation personnel psychological
The mechanism by which conditions are formed that encourage people to act is called motivational. It consists of two elements: a mechanism of external targeted, stimulating influence (inducement and coercion) and a mechanism for the implementation of internal psychological predisposition to a particular activity.
The principles for constructing a motivational mechanism are:
linking with the structure and degree of significance of activity goals;
simplicity, clarity, fairness;
availability of necessary conditions for implementation;
possibility of adjustment;
focus on both supporting the creation of something new and its adoption;
rationality, interconnectedness of elements when they are isolated (elements of the motivational mechanism must have different durations life cycle, up to eternal).
In addition to needs and motives, the motivational mechanism includes:
aspiration - the desired level of satisfaction of needs that determines behavior. He is influenced by the situation, successes and failures. If it is achieved, then, most likely, needs do not turn into motives;
expectations - a person’s assessment of the likelihood of an event occurring, which specifies claims in relation to the situation; the assumption that the result of an activity will have certain consequences. Expectations and aspirations must be carefully taken into account so that they do not become a demotivating factor;
attitudes - psychological predisposition, a person’s readiness for certain actions in a specific situation;
assessments -- characteristics of the degree of possible achievement of a result or satisfaction of needs;
incentives - benefits, opportunities, etc., located outside the subject, with the help of which he can satisfy his needs, if this does not require impossible actions.
The motivation mechanism looks something like this:
emergence of needs;
perception of impulses coming from them;
analysis of the situation taking into account expectations, claims, incentives (the latter can be rejected or accepted;
updating (inclusion) of motives;
This process can occur either automatically, based on an attitude, or through rational assessment (conscious analysis of the information contained in the stimulus, correlating it with the needs of the individual, his values, necessary costs, situation, opportunities, prospects, etc.). As a result, some motives are selected and updated, while the rest are preserved or rejected.
5) the formation of a certain state of personality (motivation), which determines the required intensity of its actions (the degree of motivation is determined by the relevance of a particular need, the possibility of its implementation, emotional accompaniment, the strength of the motive);
6) determination and implementation of specific actions. Stimulation (stimulating influence) is the process of applying incentives that are designed to ensure either a person’s obedience in general or the purposefulness of his behavior. This is achieved by limiting or, conversely, improving the possibilities of meeting his needs.
Stimulation performs the following main functions:
economic - helps to increase production efficiency;
moral - creates the necessary moral and psychological climate;
social - forms the income and expenses of employees. The incentive principles are:
complexity, suggesting an optimal combination of all its types;
individualized approach;
understandability;
perceptibility;
constant search for new methods;
the use, along with incentives, of anti-incentives that reduce interest in obtaining results.
Incentives can be relevant (current), which is carried out through wages, and long-term (through conditions for a career, participation in property). The latter is more effective when the person has big goals, a high probability of achieving them, and has patience and determination.
There are two stimulation options - soft and hard.
Hard incentives involve forcing people to take certain actions and are based on a certain minimum value (fear). An example of this is piecework wages or payment for the final result (you may not receive it), lack of social protection(its presence weakens the stimulating mechanism).
Soft stimulation is based on an incentive to act in accordance with the value maximum. Its tool is, for example, a social package (benefits, guarantees).
When creating a motivational mechanism, it is necessary to take into account the type of person (primitive, economic, social, spiritual).
The ideal version of the motivational mechanism assumes that internal motives (desires) should take precedence over external positive motives (motivation), and those, in turn, have priority over external negative motives (coercion).
Stimulation can have a differentiated (one stimulus affects many aspects of activity, but in different ways) and undifferentiated (each goal requires special stimulation) effect
People become more motivated if they have a clear understanding of the task, meet the requirements of the job, receive team support, training opportunities, the manager provides them with assistance, shows interest and respect for their personality, gives them the right to act independently, successes are properly recognized, and various incentives are applied. , because the same ones get boring.

Economic incentives

Economic incentives relate to the additional benefits that people receive as a result of fulfilling demands placed on them. These benefits can be direct ( cash income) or indirect, making it easier to obtain direct ones ( free time, allowing you to earn money elsewhere).

Types of economic incentives for employees include wages, various forms and systems of wages, additional payments and benefits. Their functions are to attract and retain employees and improve their work efficiency.

The general principles of remuneration are:

a steady increase in its nominal and real value with an increase in worker productivity;

compliance with personal contribution;

economic and psychological validity;

changing the ratio of the constant and variable parts of remuneration depending on the situation;

use of its advanced forms and systems (for example, profit sharing);

clarity and understandability of the criteria for determining the level of remuneration (they should not be maximum and their changes should be announced in advance);

informing about sources of funds for wages;

fixing the level of wages in the contract (this obliges the subject to perceive it as normal, since he took part in its determination and agreed with it);

justice (can be internal, meaning the correspondence of wages to the quantity and quality of work, contribution to the final result, and external, implying equal remuneration for equal work).

It must be borne in mind that wages as such motivate, if the employee is at all interested in money, remuneration, significantly increases income and is paid “without delay”. In this case, ideally it is necessary for the employee to know how much he could earn and how much he actually earned.

Non-economic methods of incentives

Non-economic methods include organizational and moral-psychological methods of stimulation.

The following are considered organizational:

attracting employees to participate in the affairs of the company and giving them the right to vote in solving a number of social problems;

facilitating the opportunity to acquire new knowledge and skills, which makes people more independent, self-reliant, gives them confidence in their abilities, and allows them to control the conditions of their own activities;

enrichment of labor, which consists in the possibility for employees to obtain more meaningful, important, interesting, socially significant work that corresponds to their interests and inclinations, requiring creative abilities.

Moral and psychological methods of stimulation include the following main elements.

Firstly, creating conditions under which people would feel professional pride in their involvement in the assigned work and personal responsibility for its results.

Secondly, the presence of a challenge, providing everyone at their workplace with the opportunity to show their abilities, cope better with the task, and feel their own importance. To do this, the task must contain a certain amount of risk, but also a chance to succeed.

Thirdly, recognition of the authorship of the result. For example, distinguished employees may receive the right to sign documents in the development of which they participated.

Fourth, high praise, which can be personal and public.

The essence of personal assessment is that particularly distinguished employees are mentioned in special reports to the management of the organization, introduced to them, and personally congratulated by the administration on the occasion of holidays and family dates. In our country, this practice has not yet become widespread.

Public assessment involves the possibility of declaring gratitude, awarding valuable gifts, certificates of honor, badges, entering the Book of Honor and the Honor Board, conferring honorary titles, titles of the best in the profession, etc.

Fifthly, moral and psychological methods of stimulation include high goals that inspire people to perform effective and sometimes selfless work. The satisfaction that arises when they are achieved influences behavior in similar situations in the future.

Sixthly, psychological factors such as creating an atmosphere of mutual respect, trust, caring for personal interests, encouraging reasonable risks, tolerance for mistakes and failures, etc. are morally stimulating.

Seventh, providing everyone with equal opportunities, regardless of position, contribution, personal merit, eliminating zones prohibited for criticism.

One of the forms of incentives, essentially combining those discussed above. It's about about promotion in a position, which also gives a higher wages(economic incentive), and interesting and meaningful work (organizational incentive), and also reflects recognition of the merits and authority of the individual by entering a higher status group (moral incentive).

However, this method of motivation is internally limited: there are not many positions in the organization high rank, especially free; not all people are capable of leading and not everyone strives for this, and among other things, career advancement requires increased costs for retraining.

At the same time, when there are few vacancies, the fear of losing a job serves as a sufficient, although not ideal, incentive to ensure the desired productivity.

It must be borne in mind that the listed organizational and moral-psychological factors motivate differently depending on the length of tenure, but after 5 years, none of them provides motivation to the proper extent, so job satisfaction decreases.

Listusedsources

1. Management: Textbook under. ed. prof. IN AND. Koroleva - M.: Economist, 2004 - 432 p.

2. Vikhansky O.S., Naumov A.M. Management: Textbook, 3rd ed. - M.: Gardarika 1998 - 528p.

3 . Vesnin V.R. Management: textbook - 2nd ed. reworked and additional M.: TK Vepbi, Prospekt publishing house, 2004 - 504 p.

Posted on Allbest.ru

Concepts motivation

Despite the fact that the study of motivation is one of the pressing research issues of psychologists, sociologists, and teachers, to date no single definition of this phenomenon has been established. There are many rather contradictory hypotheses that try to scientifically explain the phenomenon of motivation and answer the questions:

why and because of what a person acts;
What needs is the individual’s activity aimed at satisfying?
why and how a person chooses a certain strategy of action;
what results the individual expects to receive, their subjective significance for the person;
Why do some people, who are more motivated than others, succeed in areas where others with similar abilities and opportunities fail?

One group of psychologists defends the theory of the predominant role of internal motivation - innate, acquired mechanisms that control human behavior. Other scientists believe that the leading cause of motivation is significant external factors affecting the individual from the environment. The attention of the third group is directed to the study of fundamental motives and attempts to systematize them into congenital and acquired factors. The fourth direction of research is the study of the question of the essence of motivation: as the dominant reason for orienting a person’s behavioral reactions in order to achieve a specific goal or as a source of energy for activities controlled by other factors, for example, habit.

Most scientists define the concept of motivation as a system based on the unity of internal factors and external stimuli that determine human behavior:

action direction vector;
composure, determination, consistency, action;
activity and assertiveness;
sustainability of selected goals.

Need, motive, goal

The term motive is one of the key concepts of psychology, understood differently by scientists within the framework of different theories. Motive (moveo) is a conditionally ideal object, not necessarily of a material nature, towards the achievement of which a person’s activity is oriented. The motive is perceived by the individual as unique, specific experiences that can be characterized as positive feelings from the anticipation of achieving the object of need, or negative emotions that arose against the background of dissatisfaction or incomplete satisfaction from the current situation. To isolate and understand a specific motive, a person needs to carry out internal, purposeful work.

The simplest definition of motive is presented by A. N. Leontiev and S. L. Rubinstein in the theory of activity. According to the conclusion of leading scientists: the motive is the mentally outlined, “objectified” need of the subject. Motive in its essence is a different phenomenon from the concepts of need and goal. A need is an unconscious desire of a person to get rid of existing discomfort ( read about). Goal is the desired result of conscious, purposeful actions ( read about). For example: hunger is a natural need, the desire to eat is a motive, and an appetizing schnitzel is a goal.

Types of motivation

IN modern psychology use various ways to classify motivation.

Extrinsic and intense

Extreme motivation(external) – a group of motives caused by the action of external factors on an object: circumstances, conditions, incentives not related to the content of a specific activity.

Intense motivation(internal) has internal reasons associated with the life position of the individual: needs, desires, aspirations, drives, interests, attitudes. With internal motivation, a person acts and acts “voluntarily”, not guided by external circumstances.

The subject of discussion about the appropriateness of such a division of motivations is discussed in the work of H. Heckhausen, although from the point of view of modern psychology, such debates are groundless and unpromising. A person, being an active member of society, cannot be completely independent from the influence of the surrounding society in choosing decisions and actions.

Positive and negative

There are positive and negative motivations. The first type is based on incentives and expectations positive character, the second – negative. Examples positive motivation are constructions: “if I perform some action, I will receive some kind of reward,” “if I do not take these actions, then I will be rewarded.” Examples of negative motivation include statements; “if I act this way, I will not be punished,” “if I do not act this way, I will not be punished.” In other words, the main difference is the expectation of positive reinforcement in the first cases, and negative reinforcement in the second.

Stable and unstable

The foundations of sustainable motivation are the needs and demands of the individual, to satisfy which the individual performs conscious actions without the need for additional reinforcement. For example: to satisfy hunger, to warm up after hypothermia. With unstable motivation, a person needs constant support and external incentives. For example: lose unwanted pounds, quit smoking.

Psychologists also distinguish between two subtypes of stable and unstable motivation, conventionally called “carrot to stick”, the differences between which are illustrated by the example: I strive to get rid of excess weight and achieve attractive shapes.

Additional classification

There is a division of motivation into subtypes: individual, group, cognitive.

Individual motivation combines needs, incentives and goals aimed at ensuring the vital functions of the human body and maintaining homeostasis. Examples are: hunger, thirst, the desire to avoid pain, and ensure optimal temperature.

To the phenomena group motivation include: parental care for children, choice of activity to gain recognition from society, maintenance of government.

Examples cognitive motivation are: research activities, the child’s acquisition of knowledge through the game process.

Motives: the driving force behind people's behavior

Psychologists, sociologists, and philosophers have been making attempts for centuries to define and classify motives—stimuli that potentiate certain individual activities. Scientists identify the following types of motivation.

Motive 1. Self-affirmation

Self-affirmation is a person’s need to be recognized and appreciated by society. Motivation is based on ambition, self-esteem, self-love. Guided by the desire to assert himself, the individual tries to prove to society that he is a worthwhile person. A person strives to occupy a certain position in society, gain social status, achieve respect, recognition, and veneration. This type is essentially similar to the motivation of prestige - the desire to achieve and subsequently maintain a formally high status in society. The motive of self-affirmation is a significant factor in motivating a person’s active activity, encouraging personal development and intensive work on oneself.

Motive 2. Identification

Identification is a person’s desire to be like an idol, who can act as a real authoritative person (for example: father, teacher, famous scientist) or fictional character(for example: hero of a book, film). The identification motive is a strong incentive for development, improvement, and the exertion of volitional efforts to form certain character traits. The motivation to be like an idol is often present in the juvenile period, under the influence of which the teenager acquires high energy potential. The presence of an ideal “model” with which a young man would like to identify himself gives him a special “borrowed” strength, gives inspiration, forms determination and responsibility, and develops. The presence of an identification motive is an important component for the effective socialization of a teenager.

Motive 3. Power

Power motivation is the individual’s need to have a significant influence on other people. At certain moments in the development of both the individual and society as a whole, motive is one of the significant driving factors in human activity. The desire to fulfill a leading role in a team, the desire to occupy leadership positions motivates an individual to take consistent active actions. To fulfill the need to lead and manage people, to establish and regulate their sphere of activity, a person is ready to make enormous volitional efforts and overcome significant obstacles. The motivation of power occupies an important position in the hierarchy of incentives for activity. The desire to dominate in society is a different phenomenon from the motive of self-affirmation. With this motivation, a person acts for the sake of gaining influence over others, and not for the purpose of obtaining confirmation of his own importance.

Motive 4. Procedural-substantive

Procedural-substantive motivation encourages a person to take active action not due to the influence of external stimuli, but due to the individual’s personal interest in the very content of the activity. Is internal motivation, which has a strong effect on the activity of the individual. The essence of the phenomenon: a person is interested in and enjoys the process itself, he likes to be physically active and use his intellectual capabilities. For example, a girl takes up dancing because she really likes the process itself: the manifestation of her creative potential, physical abilities and intellectual capabilities. She enjoys the process of dancing itself, and not external motives, such as the expectation of popularity or achieving material well-being.

Motive 5. Self-development

Self-development motivation is based on a person’s desire to develop existing natural abilities and improve existing positive qualities. According to the eminent psychologist Abraham Maslow, this motivation encourages a person to make maximum volitional efforts for full development and the realization of abilities, guided by the need to feel competence in a certain area. Self-development gives a person a sense of self-worth, requires self-exposure - the opportunity to be oneself, and presupposes the presence of the courage to “be”.

The motivation for self-development requires courage, bravery, and determination to overcome the fear of the risk of losing the conditional stability achieved in the past, and giving up comfortable peace. It is human nature to hold onto and exalt past achievements, and such reverence for personal history is the main obstacle to self-development. This motivation prompts the individual to make a clear decision, making a choice between the desire to move forward and the desire to maintain safety. According to Maslow, self-development is only possible when steps forward bring more satisfaction to an individual than past achievements that have become commonplace. Although during self-development an internal conflict of motives often arises, moving forward does not require violence against oneself.

Motive 6. Achievements

Achievement motivation refers to a person's desire to achieve best results in the activity performed, to master the heights of mastery in an attractive field. High efficiency Such motivation is based on the individual’s conscious choice of difficult tasks and the desire to solve complex problems. This motive is the driving factor for achieving success in any sphere of life, because victory depends not only on natural gift, developed abilities, mastered skills and acquired knowledge. The success of any undertaking is based on a high level of achievement motivation, which determines the commitment, perseverance, perseverance, and determination of a person to achieve his goal.

Motive 7. Prosocial

Prosocial is a socially significant motivation, based on a person’s existing sense of duty to society, personal responsibility to a social group. If a person is guided by prosocial motivation, the person identifies with a certain unit of society. When exposed to socially significant motives, a person not only identifies himself with a specific group, but also has common interests and goals, takes an active part in resolving common tasks, overcoming problems.

A person driven by prosocial motivation has a special inner core; he is characterized by a certain set of qualities:

normative behavior: responsibility, conscientiousness, balance, constancy, conscientiousness;
loyal attitude to the standards accepted in the group;
acceptance, recognition and protection of the values of the team;
sincere desire to achieve the goal set by the social unit.

Motive 8. Affiliation

The motivation for affiliation (joining) is based on the individual’s desire to establish new contacts and maintain relationships with people who are significant to him. The essence of the motive: the high value of communication as a process that captures, attracts and brings pleasure to a person. Unlike conducting contacts for purely selfish purposes, affiliative motivation is a means of satisfying spiritual needs, for example: the desire for love or sympathy from a friend.

Factors that determine the level of motivation

Regardless of the type of stimulus that drives a person’s activity - the motive he has, the level of motivation is not always the same and constant for a person. Much depends on the type of activity performed, the prevailing circumstances and the person’s expectations. For example, in the professional environment of psychologists, some specialists choose to study the most difficult tasks, while others limit themselves to “modest” problems in science, planning to achieve significant achievements in their chosen field. The factors that determine the level of motivation are the following criteria:

the importance for the individual of the promising fact of achieving success;
faith and hope for outstanding achievement;
a person’s subjective assessment of the existing probability of obtaining high results;
a person’s subjective understanding of standards and standards of success.

Ways to motivate

Today, various methods of motivation are successfully used, which can be divided into three large groups:

Social – staff motivation;
Motivation for learning;

Here is a brief description of the individual categories.

Staff motivation

Social motivation is a specially developed comprehensive system of measures, including moral, professional and material incentives for employee activities. Personnel motivation is aimed at increasing worker activity and achieving maximum efficiency his work. The measures used to motivate staff activity depend on a variety of factors:

incentive system provided at the enterprise;
management system of the organization in general, and personnel management in particular;
features of the institution: field of activity, number of staff, experience and chosen management style of the management team.

Methods of motivating staff are conventionally divided into subgroups:

economic methods (material motivation);
organizational and administrative measures based on power (the need to obey regulations, maintain subordination, follow the letter of the law with possible application coercion);
socio-psychological factors (impact on the consciousness of workers, activating their aesthetic beliefs, religious values, social interests).

Student motivation

Motivating schoolchildren and students is an important link for successful learning. Correctly formed motives and a clearly understood goal of activity give educational process meaning and allow you to obtain the required knowledge and skills and achieve the necessary results. The voluntary emergence of motivation to study is a rather rare phenomenon in childhood and adolescence. That is why psychologists and teachers have developed many techniques for creating motivation that allows one to fruitfully engage in educational activities. Among the most common methods:

creating situations that attract attention and interest students in the subject (entertaining experiments, non-standard analogies, instructive examples from life, unusual facts);
emotional experience of the presented material due to its uniqueness and scale;
comparative analysis scientific facts and their everyday interpretation;
imitation of a scientific dispute, creating a situation of cognitive debate;
positive assessment of success through the joyful experience of achievements;
giving facts elements of novelty;
updating educational material, his approach to the level of achievement;
use of positive and negative motivation;
social motives (the desire to gain authority, the desire to be a useful member of the group).

Self-motivation

Self-motivation is individual methods of motivation based on the internal beliefs of the individual: desires and aspirations, determination and consistency, determination and stability. An example of successful self-motivation is a situation when, despite intense external interference, a person continues to act to achieve a set goal. There are various ways to motivate yourself, including:

affirmations – specially selected positive statements that influence an individual on a subconscious level;
– a process that involves the individual’s independent influence on the mental sphere, aimed at the formation of a new model of behavior;
biographies outstanding people – effective method, based on the study of the lives of successful individuals;
development of the volitional sphere - performing activities “through I don’t want”;
visualization is an effective technique based on mental representation and experience of achieved results.