4.Мотивация

To ensure staff to work efficiently managers must know how to motivate people. By understanding the factors, influencing it they can create the conditions in which employees will perform to their maximum potential.

There are different theories

One of the most popular is Maslow hierarchy of needs. He classified human need in an ascending order of importance. Basic need at the bottom and higher need at the top. There are 5 steps

1) physiological needs ( food, water, needed to maintain life) Untill they satisfied other needs will ot motivate the people

2) security needs ( free from danger, physical pain, loose of job, need for clothing and shelter

3) social needs ( be like or loved. being belonged to a group

4) esteem needs ( to have self respect and to be esteemed by others)

5) self actualization needs ( desire to develop. to maximize potential. achieve goals)

Maslow argued that needs can be satisfied only in a systematic way. Another theory is Fredrick Herzberg’s two factor theory. He concluded that some factors couse job satisfaction and other dissatisfaction. Satisfaction factors he called motivators. They are refer to a job content:

1) challenging job

2) responsibility

3) advancement

4) recognition

This factors give rise to positive satisfaction.

Another ones are hygiene or maintenance factors refer to the context of the job

1) company policy and administration

2) relationship with colleques

3) work condition

4) quality of supervision

5) salary

6) job security

7) fringe benefits

8)personal life

Hygiene factors refer to the context of the job, while motivators refer to the content(суть).

If they do not exist in quality and quantity they give dissatisfaction but their presence do not, however give increased satisfaction.

if this thory is true manager has to pay great attention to the job content, do it more challenging and interesting, provide job enrichment programmes. geve the sense of achevemtnt.

5.Оценка работы персонала

Most organizations have some form of performance appraisal of their employees. The appraisals are usually carried out once a year. The manager makes an evaluation of the performance of the subordinate. This involves filling out a form or writing a report on the person concerned. After this, there is a meeting at which the two parties discuss the appraisal. A performance appraisal is, then, a judgment on how well a person is doing his/her work.

Appraisals help organizations to reward staff properly. They are useful when decisions have to be made about salary increases and bonuses. They are needed when managers are considering transferring or promoting staff. In these situations, they provide up-to-date information about an individual's performance, skills and career objectives.

An important purpose of appraisals is to give the subordinate feedback on how he/she is performing. The manager can talk to the subordinate about the strengths and weaknesses of his/her performance. Не/She can also discuss how the subordinate can learn to work more effectively. At appraisal interviews, subordinates can not only talk about their future, but also seek guidance from the manager. The interview may help them to think more realistically about their goals.