Personnel motivation system: paradoxes.

The activity of any company depends on how well the personnel motivation system is developed and the sequence of its implementation is observed. Very many leaders believe that the more benefits and rewards they give to the employee, the higher will be his incentive to work. The latest research of employees of employment agencies showed that the situation is somewhat different. They proved and scientifically proved that any system of personnel motivation to work contains a lot of paradoxes, which the head should take into account when developing the personnel policy of the organization.

All incentive measures rest on the human factor. They are aimed at identifying the latent potential of employees and developing such measures to direct this resource for the benefit of the company, than to ensure its stable high profit growth. The whole difficulty in creating a system is to properly assess the capacity of the staff and the need to take into account other factors that affect a person's desire to achieve results. Bill Gates said that if 20 major employees leave his corporation, he can safely announce his bankruptcy. Thus, the system of staff motivation should not only materially and socially reward all employees, but mainly allocate among them the main link that will bring maximum profit.

An interesting fact is that there are absolutely no neutral moments in the company that would not affect the efficiency of the employees. All that is available here is either motivating or demotivating. Proceeding from this thesis, the head should create such an environment around the employees, which would maximally stimulate their work and personal development. In the office, technical innovations should appear, there should be no distractions, strict adherence to the established dress code. But this does not guarantee that the increase in staff motivation will occur continuously without any disruptions. The whole reason was again the human factor. Even the most promising employee may at one point lose interest in the case, which he is engaged in. The reason for this may be changes in personal life, a rethinking of values. In this case, any methods of motivating the personnel will not have any result.

Proceeding from the above, the system of staff motivation should be based not only and not so much on a set of encouraging and exacting measures, but primarily on identifying the internal needs of the employee. It is necessary to combine his personal goals with the tasks of the organization in which he works. A person must feel the significance and value of what he produces. Only his own achievements, given to him with certain efforts, will be significant for him and will be the reason for further development.

Another pitfall of high-quality effective motivation is that the employee at some point reaches his career maximum in the company, "outgrows" it. The head, who created all the conditions for his professional and personal growth and received a valuable employee as a result, simply loses him. To avoid this situation, experts advise again to address the needs of the employee and bring his relationship with his superiors to a new level, transforming them into partnerships. This will help to keep the person important for the company in its place.

Creation of a motivational system is a very labor-consuming task, requiring knowledge of psychology, economics, and strategic thinking from specialists. Even when all the development scenarios have been worked out, an unforeseen situation can always occur. This is due to the high value of the human factor, whose actions are sometimes not controlled.