Employee Motivation

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Valkan was having a flashback. It’s not that he would call it this way, but one year has passed since he became a shop assistant - oops!, a senior shop assistant for already a month – in the Big Stone Ltd. his immediate superior and governor of the shop was George – a man, known in the company as initiator of changes and innovations related to staff management.

So, Valkan was standing, waiting to open the shop in 9 am. He was standing and thinking: ‘I feel good! I like it here. I realized this company is fine even as I was interviewed for the job, besides I liked George at once.’ Valkan went to the café, for he had a little hangover since last night.

‘Thank God, here is not the same as in the previous company’ the eyas senior shop assistant was thinking.

And in that company, because no one paid attention to him, in the first three days Valkan went to the toilet in a café across. He was very ashamed when everybody understood it. He had also other bad memories about the time he started to work there. But, thank God, in this company was quite better. Only after spending a week in the Big Stone Ltd. Valkan was sure that at the moment this is the best for him. There was not only a special person who trained him, but he was also walked around everywhere, introduced to managers… just fine.

It was Valkan’s turn in the café and he took twenty leva to pay. ‘Eh, twenty leva, my first bonus’ Valkan thought. Moreover, it was even as early as the second month of his work in the company. And after one more they increased his salary. It crossed his mind how he worried then. He wandered if the boss doesn’t want something else form him, but then he pondered over the reward scheme they’ve shown him and understood ‘where the hot water comes from’.

Valkan sat at a table to drink his coffee and to smoke a cigarette. At this moment between the lady from the café and a choosy gentleman began a quarrel, threatening to be the main attraction in two crossing around.

‘Eh, she shouldn’t behave like that, he’s a client’ a thought passed through Valkan’s mind and then he remembered at least three approaches he would use if he was in the lady’s shoes: the trainings had done their job.

These trainings were another cherry on top of the cake in Valkan’s work. On the sixth month, when he thought he knew everything, he was sent to series of trainings. He felt strange then: both proud that the company spends money for such things and affected that they took him for uninstructed person. However, after passing the trainings it was only the pride that left, and the wish things like this to happen again.

So, Valkan went to open the shop. He unlocked the door, looked at the hall, at the shop assistants, who were telling jokes to each other, and thought again:
‘I feel good, I like it here. Let’s see what will this day be.’

Theorem for Employee Motivation

Hypothesis:

Motivation is a result of the combination of efficient operating systems for personnel management and management skills to use the right ‘motivational levers’.

Specification:

Motivation is always a combination of several motivational factors, but at some point one of them is predominant. Here we'll talk precisely about that prevailing at a time motivational factor.

Demonstration:

While working in a company, a person passes through several different stages, each of which is distinguished with different by nature responsibilities and duties, as well as with different leading motivational factors.

The first essential stage is the selection itself. Motivation of the candidate is determined by the good, but correct presentation of the company; the position, the conditions, as well as the behavior of the interviewer himself. Positive impression and desire to work in new company will give the newly appointed employee strong motivational push to pass to next stage.

The second stage is the one of adaptation and initial training. The main motivational factor here is the willingness to adapt to new environment, as well as presentation in a good light - professional and social. The system for adaptation, initial training and orientation reduces the risks for demotivation due to confusion, incompetence, ignorance of company rules and traditions, isolation from social life of the company.

The next stage is related to employee’s consolidation and stability in the new company: leading motivational factors are the sense of dealing with the work, of employee’s belonging to the company, regulated remuneration, acquisition of social package. The systems for evaluation of employees, for remuneration and benefits, as well as the skills of the supervisor are of paramount importance to maintain high motivation.

Professional Development

Note: Motivation for professional development is not displayed equally in all employees.

Professional development is related to employee motivation to move to a higher level as an expert and/or as a head, which should lead to better financial results. Career development system which gives employee a clear perspective, and professional development system which allows reaching these perspectives by training programs, are of particular importance during this stage.

From now on the stages of validation, stability and career development follow each other until the employee reaches the threshold of his or her desire for development. Two other main types, called conditional interest and peace, become leading.

In each stage personal attitude and contribution of the supervisor is of paramount importance for maintaining a high level of motivation and commitment to work.