Motivation tools and the motivation to work itself have long been an element of interest for researchers representing various fields of science. Where does this interest in this topic come from? Due to the influence of motivation on a person's professional life. This problem is still present. Among other things, due to the fact that until today no single, effective theory of motivation has been developed, the application of which would provide both managers and ordinary employees with satisfaction from a job well done and, at the same time, satisfactory wages.
How to choose employee motivation tools?
External employee motivation tools
What is the internal motivation of employees?
The position of today's companies increasingly depends on the quality of their intangible resources, i.e. human capital. It plays a strategic role in every company. It is the people who are today creating a potential source of competitive advantage. Contemporary enterprises must therefore seek appropriate means to do so. Such as appropriate motivation tools that enable proper diagnosis, assessment and development of employees' competences. It is the knowledge of employees that largely determines the company's success.
The essence of employee motivation in the organization
The concept of motivation can be defined in various ways, for example as a specific state. The person is determined to take appropriate steps to achieve their purpose. Each person has an individual level of motivation. It is different in relation to the various activities or functions it performs in the organization.
Motivating tools
From Latin the word "motus" means movement, the course of the activities of the mind. In turn, "moveo" - to set in motion, encourage someone to something, stimulate action, influence someone. The essence of motivation is contained in the above meanings. The ability to positively motivate staff in the work environment is a key feature of all managers who want to create and maintain a team capable of great achievements. Appropriate motivation tools are necessary for this, and are also an important element of the strategy employer branding.
How to choose employee motivation tools?
The employee motivation process depends on many factors, both external and internal. The company can only shape its internal structures and aspects, creating a strategy employer branding. In most cases, the elements of the external environment are independent of it. Employees and the organization function in a specific environment. Employee motivation tools cannot therefore be selected in isolation from the socio-economic realities of this space. The incentive system consists of many different elements, for example:
- motivational factors - this is the work environment, that is, all technical aspects of the company's operation and motivation tools, which are divided into tangible and intangible, and means of persuasion, which are informative or punishable;
- company task system - it consists of all tasks that must be performed, the way of their specification and transfer to employees, and the method of assessing the performance of duties by employees;
- labor costs - they include, in addition to the basic salary of employees, fixed fees related to insurance, various premiums or securing the company and employees;
- participatory system - characterized scope of the possibility of expressing opinions by employees, negotiating working conditions, the area of independent decision-making and co-decision making with superiors.
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Motivation depends to a great extent on the processes taking place in the human consciousness. It is she who determines his behavior. The main goal is the result for which the achievement of a given individual devotes his effort, time and resources. Man judges the usefulness of a given goal, and this goal must exceed the measurable and immeasurable costs used to achieve it. The subjective assessment of the probability of obtaining a positive result is also very important. Faith in its achievement will motivate you to act even in difficult moments. Therefore, effective motivation tools should be based on three basic assumptions. They are: the differentness of each person, work-related features as well as the ways and rules of conduct in the company.
External employee motivation tools
External motivation is related to the influence of the environment on a person. The individual takes action when he sees the benefits of achieving the goal - he will receive an adequate reward or profit from performing a given activity. On the other hand, the fear of not completing the task and the expected penalty are also motivating. Another typology introduces the division of motivation into positive, which refers to creating the best conditions for achieving the intended goals, and negative, which is based on the fears and strong emotions of a given person.
Motivation tools
The tools of external motivation come down to all kinds of rewards and punishments. It can be money, a promotion, a change of job, a distinction, a material award, public praise, and more private, such as personal sympathy, support, less formal contact.
You can often hear the opinion that employees are most motivated to act by money. On the other hand, factors such as promotion, professional development, good working atmosphere, employee participation, increased independence in making decisions or satisfactory job content are less important in maintaining motivation. Are you sure?
External motivational tools are something that the employee receives from others and their scope is determined at the organizational level. Practice shows that they do not always have a long-term effect on employee motivation. The more that no company is able to constantly use material tools of motivation. In this context, the role of non-wage factors in the motivation process increases. No wonder that companies are increasingly looking for knowledge and tips on how to motivate employees without incurring huge costs.
What is the internal motivation of employees?
The motivation resulting from the internal processes of a given person and their strength significantly influences the entirety of human activity. It is conditioned by four psychological factors that induce a person to undertake a specific task. First, it is the meaning attached to the activity or goal. It is its value, the power to influence the individual and all the benefits of taking up the challenge. Another aspect is competence, i.e. knowledge about the internal possibilities of effective implementation of the goal. The next tool of internal motivation is the comfort of acting according to your own, not imposed rules.
Motivating tools
Man wants to pursue the goal - as far as possible - "in his own way", maintaining autonomy and independence in action. The last element is the impact that the activity has on the individual and how the employee can influence others and the environment through the performance of the task. The combination of these aspects and their intensity forms the motivation to achieve specific goals and thus the effectiveness of achieving them
Internal motivation means that an employee performs work because of his personal interests, the will to improve himself and to fulfill his own predispositions. Internal motivation is a better basis for work than external motivation, so the supervisor should take care of it and strengthen it in various ways. Internal motivation tools are related to non-wage motivational factors. Internal motivational factors are a value in themselves - the implementation of a task is also a reward. When an employee carries out a task, he or she does it because he wants to, and not because he has to.
Material tools of motivation
The most frequently used material motivator in organizations is the remuneration obtained by employees. Remuneration for work is an important factor in linking the interests of employees with the main goals of the company. Wages are the main component of remuneration for work and it is the price of labor. Its amount is determined by the level of demand and supply in the labor market, job evaluation or as a result of negotiations between the company's management and the employee. By another definition, wages are the financial compensation that a company gives to its employees in return for their work. The remuneration may include various elements, each of which has a different motivating function.
Motivation tools
Material motivation tools are not only a basic salary. Additional remuneration components are divided into permanent elements, e.g. functional allowance, and movable ones, e.g. for overtime hours worked. A salary component may also include benefits earned on the profit or achievements of a given employee, which are settled for a specified period. All the practices applied should be based on the remuneration system constructed in the company.
Non-material incentives
Material motivation tools are not the only weapons that companies have at their disposal. Another area that the management staff can reach out to are intangible tools. They relate to the needs of employees, such as the need for respect and recognition, good relationships with others, creativity and development. These factors are based on the individual goals of employees and their ambitions. The main tools of motivation in this area are: creating a friendly organizational culture, promotion, management style, praise, distinctions, recognition, participation, training and professional improvement, evaluation of results and job positions, career planning, internal communication, employment conditions and relations, the content of the work and employee opinion polls.
A good working atmosphere, cooperation based on norms and values that are also close to the employee, strengthen their commitment and job satisfaction. Building positive emotions and good contact with superiors and colleagues can significantly affect the diligence and effectiveness of employees. The communication system is also of great importance for supporting the motivating function in the organization. Employees want to internal communication it was easy and transparent. A conflict situation arises when the employee does not receive all the necessary information or is not communicated directly to him.
Motivation or manipulation?
In the case of motivation, the difference between "motivation" and "manipulation" should be emphasized. Unfortunately, it often happens that these terms are treated as synonyms. It should be noted that motivation is not the same as manipulation, even though there is a very fine line between them. What separates these concepts is intention. In the case of manipulation, the goal is to use the manipulated one to achieve one's own goals. The purpose of motivation is to strive for the motivating belief that their goal is shared.
Motivating tools
The motivation process is about reaching a goal that is in the common interest of the motivator and motivated person. They both form a collaborative team. However, the factor that differentiates them is hierarchical dependence. This, however, is not at all tantamount to decisive centralization, limiting creativity and inventiveness of the motivated. Some interpretations of the motivating role are even inclined to prevent the manager from interfering in the activities of the staff, but only to coordinate them.
Regardless of the implemented motivation tools, there is basically one thing - employees should identify with the company's goals and strive to achieve them. Having additional tools, incl. in terms of sales supportwill contribute to your business success.
Will your company need support in this area? contact us. With the help of the tools recommended by Commplace specialists, you will soon notice the difference.
Worth knowing:
How to match the tools to the employee motivation process?
The process of employee motivation depends on external and internal factors. In order to effectively select tools, factors consistent with socio-economic aspects should be taken into account.
What influences the employee motivation system?
There are many factors that affect the motivation system. motivational factors, the task system prevailing in the company, labor costs and the participatory system. However, to a large extent, motivation depends on the processes that take place in human consciousness.
What are the material tools of motivation?
The most popular and most frequently used is, of course, employee remuneration. However, not only the basic salary is at stake, but also all kinds of extras, including, for example, bonuses or cash prizes. All these elements make up the company's remuneration system.