What is motivation: basic views and characteristics. Domestic and external motifs and labor collective motivation

Motivation is a combination of prompting factors that cause personality activity and determine the focus of its activities. Labor behavior is determined by the interaction of various internal and external motivating forces. Internal motivating forces - needs, interests, desires, aspirations, values, value orientations, ideals and motives

Psychologists have allocated two classes of motifs: internal (procedural-meaningful) and external. External motivation is called the determination of behavior by physiological needs and stimulation of the medium, and the internal (proceeding - meaningful) motivation is the condition of behavior of the factors directly related to the influence of the environment and the physiological needs of the body. Internally motivated behavior is carried out for itself and cannot be written by means of achieving an external goal. And the external motive is actualized when the main cause of behavior is to obtain something that is outside this behavior, outside this activity.

When a person gets satisfaction directly from the process itself or content, from the very behavior, the motive that prompted it can be considered internal, procedurally meaningful.

Internal motive is always a state of joy, pleasure from your business. And if activities (or behavior) spooned material benefits, social factors (status, prestige, power, external requirements), it is externally motivated.

The procedurally motivated are only such forms of activity that are carried out for the sake of activity itself (that is, the process or content of this activity prompted the activity). At the same time, the motive is a sense of efficiency, and the result of activity is the growth of various kinds of competence. Internally motivated forms of activity produce the impression of the lack of goal; Motivates the process, not the result of activity (for example, children's games, aesthetic experiences, the activity itself is attractive in itself - hobbies). Therefore, such motivation is sometimes called procedural.

The initial condition, an objective basis and constructive tool of internal motivation is the process of occurrence, formation and development of an individual consciousness as the formation of the potential of its self-organization. In this sense, the self-organization of the individual can be qualified as a targeted and conscious systematization of its perception carried out on the basis of analytical mental activities to streamline representations and mastering actions. Under this implies studies and formations of individuals aimed at itself, understanding and ensuring their satisfaction of their own needs, the accumulation and development of the necessary knowledge, assessing the personal qualities and the development of organizational skills, the enrichment of the culture of society, the achievement of a certain level of personality development, obtaining and consolidating social status .

As a rule, each activity in the organization is always encouraged by a complex, a combination of procedural - meaningful and external motives. And in some situations, external motives mainly act, and in others - procedural.

Externally motivated is all that is aimed at achieving a certain final result or purpose. Any activity that is encouraged by the achievements, power, status, requirements should be considered as externally motivated. When activities are encouraged by the desire to demonstrate (or achieve) power or social status, it is externally motivated.

All incentives that affect activation and cause procedural - meaningful motivation, have such characteristics:

Novelty and change;

Surprise;

Complexity;

Uncertainty.

Some permissible (optimal) inconsistency, inconsistency of new information with a well-known and expected is of interest, stimulates search activity, encourages and sends behavior. Games of children, manipulative behavior, indicatively research activities are obviously motivated by precisely such conditions.

The complexity and deviations from the expected are also determinants of procedural motivation. It is unexpected changes in a well-known object cause a state of strong activation. All unusual, non-standard stimulates search activity and causes positive emotions.

Internal motivation occurs in the case when the discrepancy between the current information and the internal standard (expectations) is not very large.

Studies of the state of people who enjoy the process of studying or work, studying their experiences and sensations in the process of internally motivated activities, allowed to allocate the following indicators of procedural - meaningful motivation:

1. Feeling full (mental and physical) inclusion in activities.

2. Full concentration of attention, thoughts and feelings in practice.

3. The feeling of what you clearly know how to act in one or another moment of work, a clear awareness of the goals.

4. Lack of fear for possible errors and failures.

5. The loss of the usual feeling of a clear awareness of itself and its surroundings, as if the "dissolution" in his business.

Procedural and meaningful motivation in this concept means that a person is happily given to the case, with pleasure immersed in activities. Internal motivation is a certain emotional state - joy of activity. To describe the state of a person in the process of internally motivated activity, the concept of "flow" was introduced.

The concept of "stream" determines the complete self-denial of his work, a joyful sense of activity when the individual is completely dissolved in the subject of activity when attention is entirely focused on the class that makes you forget about your own "I". "Stream" is a kind of state of joy, inspiration, delight.

To the emergence of the "flow" experience, the ratio of the capabilities of the subject and the complexity of the problem is important. If the ability to significantly exceed the complexity of the task, then the person is bored, and otherwise - anxiety. If the complexity of the task exceeds the capabilities of the subject is not much, then the conditions for the experience of the "stream" arise.

The feeling of "stream" arises from a person when it begins to enjoy the activity itself (for example, from solving mathematical tasks, sports, writing poems and the like).

The feeling of "stream" relates activities with the game, because the game most brightly presents joyful enthusiasm.

The experiences of the "stream" is not an exceptional event, it is also manifested in the form of minor everyday episodes (in dreams, fantasies, playing).

For the characteristics of internal motivation use two types of experiences:

1) feeling of their capabilities;

2) self-affirmation.

The more these two experiences are expressed, the higher the level of internal motivation. The activity in this case turns out to be the stronger internally motivated, the more it is related to the inspection of its capabilities and does not require reinforcements. The external motivation becomes when the result reached the subject attributes to external reasons (and not its capabilities) and when it acts not so much at his own desire, as as a result of external influences (for example, remuneration and punishment).

The pressure and requirements of the environment, promised remuneration and possible punishments - all this can reduce the level of the experience of self-assertion until the feeling of complete dependence (feeling "pawn"). The stronger the person feels the owner of the situation, the more she enjoys its activities and the higher his inner motivation; And the worse she succeeds, the stronger he feels like a toy of external circumstances, the more she perceives its activities impaired and motivated outside.

Features of procedural and meaningful motivation in feeling their effectiveness, feel the source of changes in the environment, strive to be the cause of own actions (and not to fall under the influence of other people). Experienced by people of their own independence, the feeling of the source of changes in the surrounding world is an important indicator of internal (procedural) motivation.

For example, when an employee feels like a subject of his activity (that is, it feels that much depends on him), it can be argued that its activity is internally motivated. And when the work perceives determined as caused by external factors and circumstances (the presence of control, remuneration, punishment, etc.), it is externally motivated. When these external factors disappear or weaken, it disappears and prompting to activities and, of course, a person is not inclined to do it alone.

Another factor is a sense of own competence, one's own capabilities - is also an important motivation (cause) to any activity and characterizes procedural and meaningful motivation.

Assessment of its abilities and its competence, confidence in its capabilities to fulfill a certain task - an important motivational factor in many activities.

Confidence in its competence is an opinion on its capabilities (abilities) to perform a specific task.

It is also possible to distinguish the so-called sense of group efficiency, the confidence of the group in the success of performing the upcoming task. In cooperative activities, members of the Group express their confidence regarding the ability of the Group as a whole to achieve success. Effective groups have a pronounced conviction regarding group efficiency.

Individuals with a strong sense of competence, meeting with difficulties, they are persistently overcome. Man's confidence in its capabilities determines the motivation and efficiency of activity.

The results of the activity may be low for two reasons:

People do not have abilities;

With sufficient abilities, they lack self-confidence.

It should be noted that a subjective assessment of its competence to a greater extent determines the positive attitude to activities than the level of development of abilities. Abilities themselves also play a big role. However, one person with average abilities can be quite confident, and the other - to feel insufficiently confident. Thus, it is the subjective perception of its abilities that the assessment of its competence determine motivation and perseverance in activities.

Thus, a significant motivational factor is not the level of abilities, but it is subjective assessment of its capabilities and confidence in the effectiveness of activities.

Employees with a strong sense of their own effectiveness set themselves difficult goals and make more efforts to achieve them.

Confidence in own competence increases when certain successes are observed in the process. The experience of successful activities is positively reflected in the sense of own competence.

You can distinguish three factors that affect the confidence of a person in their abilities:

The success of the previous tasks (success experience and failures);

Observation of others;

Verbal belief.

Consider each other from these factors in the order of their significance for the development of self-confidence.

Successful experience in the past is one of the most important sources of confidence in their sipa. After a series of success, confidence increases in their abilities, and failures reduce it. Failures at the initial stage of activity have an extremely negative impact on such convictions.

But if the failures are attributed to such an unstable internal factor, as a lack of efforts (that is, when a person explains the reason for his failure to work, he did not have done proper efforts), then the negative impact of failures decreases and failures practically do not affect its perception of their own competence and self-esteem. . Such an explanation of the causes of failures mitigates the influence of negative experience, the feeling of own competence and confidence in their abilities. An explanation of their failures by deficiency of effort does not lead to the formation of a sense of helplessness and does not reduce the assessment of its own competence.

Observations for the achievements of other people are the following source of confidence in their own opportunities. When a person sees that the colleague successfully coped with the problem, it adds self-confidence.

The demonstration of the model (by another person) is essential, not only the skills, but also a successful strategy, perseverance, the desire to try several ways and options in solving the problem. A person adapts from others, except for skills and skills, perseverance, the desire to overcome obstacles and difficulties. Watching for another person the subject can imitate, borrow and use a similar strategy in its actions.

The most powerful influence, as a rule, make people from the nearest environment. However, it is possible to imitate the models of television, literary, etc.

If employees receive feedback relative to their success (positive information about successful tasks), then their confidence in their abilities perform the following task grows. Indicating employees to the fact that their own efforts contribute to the success in the activities of the organization, the leaders encourage their persistent actions. Under the influence of such feedback, the subordinates will continue to make efforts and work a lot to achieve success.

But only information about the successful or unsuccessful fulfillment of the task is not enough to develop a sense of own competence. In order for the subordinate to felt more competent, important information (feedback) about which skills of the subordinate improved and how it will help him in the future.

To obtain successful results of activity, the ownership of the person overcoming the difficulties and manifestation of perseverance is equally important.

Showing that the beginning of any activity is always accompanied by many disadvantages, the first embodiment of a complex task, in most cases, is imperfect, and that, thanks to efforts, perseverance and changing strategy, it is possible to significantly improve the results of activities, the head demonstrates a strategy to overcome difficulties. Such modeling makes a stronger effect on motivation than the familiar demonstration of some skills. It is important to indicate subordinates to the improvement of specific skills, that is, it is precisely the successful performance of activities.

Competitions undermine procedural-mean motivation. Evaluation of the results of each employee, based on the comparison of its achievements with the achievements of others, should be considered as undesirable actions, significantly affect human self-esteem. It is more expedient to compare the results of the activities of each individual employee with its previous efforts necessary to achieve success. People are usually not inclined to provide efforts to achieve much importance. Overestimating the role of abilities, they, as a rule, do not perceive efforts as a significant factor that provides success.

Explanation of the causes of failure is also an important motivational factor. When a person explains the reasons for the failure of effortlessness, it contributes to the creation of a positive image and self-esteem, while the recognition that the Contractor failed due to the absence of abilities, reduces self-esteem, self-esteem and confidence.

The desire of people to support self-esteem and high self-esteem is an important motivating factor in any activity. Individual often believes that the ability is the main factor to achieve success, and their absence is the main reason for failures. Such an installation may cause an unwanted tendency to avoid failure to preserve positive image, self-esteem and high self-esteem.

The desire to avoid failures leads to other negative consequences. Trying to avoid failure, a person puts himself or very low, or very high goals. Low goals and easy tasks, as a rule, guarantee success. Choosing them, a person retains self-esteem and stable self-esteem. Some people set themselves high (often unattainable) goals so that it is easier to experience failure and justify, referring to the complexity of the task.

Thus, the feeling of employees of their own competence is a significant sign and factor in the development of procedural and meaningful motivation. The nature of feedback between the head and subordinate significantly affects the motivation of the work of the subordinate. For example, when in the process of work there are positive feedbacks (approval, positive assessment), then procedural and mean motivation is enhanced. If negative feedback predominate (unsatisfactory feedback, which indicate non-professionalism or the incompetence of employees), then the internal motivation of workers is reduced.

However, it should be noted that the evaluation of the results may be perceived by dildum:

As evidence of competence, grows, thereby increasing procedural and meaningful motivation;

As a manifestation of external control, weakens, in this case procedural motivation.

For example, the head so appreciated the work of the subordinate: "You worked well." This approval can be perceived by subordinate, on the one hand, as evidence of its own competence. But, on the other hand, it may be subordinate to be perceived as a kind of psychological control (i.e., as a confirmation that he fulfilled all the requirements of the manager). The psychological effects of these two subjective interpretations of the same circumstance procedural and meaningful motivation will be opposite. In the first case, the internal motivation of the subordinate will grow, in the second, will decrease.

So, each managerial effect may have different meaning for subordinates and different content. If the control exposure is perceived by subordinates as feedback (information about success), then it enhances the sense of personal involvement, autonomy, competence, contributing to an increase in the internal motivation of the subordinate. If the management action acquires the meaning of control over behavior (that is, it is perceived by subordinates as external pressure and control), it reduces procedural and meaningful motivation.

Thus, responsible for the increase or weakening of the internal motivation of subordinates is not only managerial effect in itself, but also its value (Іnformuch or controlling) for subordinates.

The factors that have a positive impact on the procedural and meaningful motivation of employees should be attributed to the situation of free choice. The choice, which is carried out by the employees themselves (for example, the choice of tasks or approaches to solving them), gives them the opportunity to feel freedom and self-determination in work. A sense of employees of constant regulation and control by the head significantly reduces procedural and meaningful motivation. Naturally, under such conditions, they begin to perceive their activities as a forced, due to outside, that is, externally motivated.

Of course, work can be carried out under the influence of external factors. However, as soon as approval and punishment weakens, and the external control is eliminated, the motivation of the employee is weakened.

If there is also an external motivation to internal motivation for internal motivation, then the tendency to activities and, accordingly, the level of procedural and meaningful motivation decreases. In other words, permanent remuneration (external stimuli) reduce internal motivation to interesting activities. It is important to draw attention to the fact that only internal motivation is reduced, that is, interest in the process and content that are primary attractive for human activity. In the process of obtaining regular remuneration (i.e. external reinforcement) for a certain period of time, the overall level of motivation will be quite large. However, after the abolition of remuneration, interest in the activity itself (namely, its process and content) will be weaker than before the start of external reinforcement.

It has been established that the material remuneration reduces the indicators of procedural and mean motivation is stronger than symbolic or verbal (verbal). Expected remuneration is more weakened by procedural and meaningful motivation than unexpected.

All these data are valid, provided that the activity first caused a significant hobby in people. Remuneration reduced the pleasure of an interesting task, but increased the pleasure of uninteresting, and so much that work on the latter began to bring greater joy than the fulfillment of the first.

The promise of remuneration leads to awareness of possible pleasure. If there is a feeling of decline in competence and a decrease in self-affirmation, the internal motivation is weakened.

Thus, circumstances that provide autonomy workers and support their competence and self-confidence, strengthen procedural and meaningful motivation. And the circumstances that put pressure on employees control them, emphasize their incompetence, do not provide clear and adequate information regarding progress in the process, only weaken procedural and meaningful motivation.

Psychology distinguished two types of motivation-positive and negative. Positive motivation is considered as an attempt to succeed in its activities. This implies the manifestation of conscious activity in achieving success in his work. This condition is associated with the manifestation of positive emotions and feelings. But the negative motivation includes everything that is associated with the punishment not only material, but also moral, that is, what is associated with condemnation.

Motivation should be sent in the direction of personnel to achieve the organizational goal. Effective, as already noted, it will be only in case of motivation through individual needs or understanding of the possibility of satisfying individual needs by implementing organizational tasks. And the more closely this relationship will be, the more effective there will be motivation.

According to І.Murashko, the motivation model is formed from consecutive stages, namely:

Determination of human needs and incentives.

Distributing needs causes tensions.

External circumstances, favorable opportunities and goals affect tensions.

To meet needs, it is necessary to spend efforts.

Efforts lead to the achievement of a certain level of indicators that are based on weaknesses.

For the achieved indicators, remunerations that satisfy the initial needs and incentives are provided.

This scheme is implemented cyclically: the satisfaction of some needs causes others, the satisfaction of which will again require certain efforts.

In addition to the needs of human labor is motivated by other factors, such as abilities, surroundings, etc.

When creating your own motivation systems in each organization is provided with the advantage of individual motivation factors. It depends on the size of the organization, the state of the life cycle, on which it is located, the possibility of attracting resources, personal perception and feasibility of using certain factors management.

As a rule, external factors are initially more severely influenced, but their action is limited in time. Domestic factors are considered longer by the term and deeper motivators, but they require an individual approach to each member of the Organization and the creation of appropriate conditions for labor, communicating outside work, changes in the psychology of relationships manager-subordinate, changes in the philosophy of organizing management, understanding what is the highest value Organizations is an initiative, creative, highlyotized personnel.

at the same time, it is necessary to understand that internal and external factors do not perform antagonists - they are complementary, and human behavior is determined by the simultaneous action of many motives.

For effective motivation of members of the organization, it is necessary:

Determine the level of remuneration that would satisfy working;

Establish the desired level of productivity, which should be achievable;

Determine Fair ratio: Results - Remuneration;

Outline the fair use of penalties and encouragement;

Create appropriate conditions for employee self-realization;

To form clear and achievable goals of the organization, the achievement of which will allow the work even more motivated;

Create the conditions for the balanced use of the internal and external factors of the labor motivation of members of the organization.

External, with respect to the staff of the system, motivation, can work with greater or less efficiency in the organization, but no motivational event will be successful if a person does not have internal motivation.

Internal motivation - This is a psychological state of a person who is characterized by positive emotions caused by attitudes to the work performed, to the team in which the person works, and the environment. The peculiarity of the inner motivation is that the impact on it from the organization in a positive side is very difficult, whereas where-motivation due to the organization is found very often.

Demotivation - Partial or complete loss by a person internal motivation to fulfilling its official duties.

When a person comes to a new place of work or study, it has a lot of internal motivation, since new tasks appear, new perspectives, new horizons.

Since, according to experts, the organization cannot affect the internal motivation in the positive direction, it is necessary to make every effort to soften the possible demotivation factors.

The main factors of demotivation of employees are:

Violation of the agreements that were achieved in hiring or change position;

Unrealizations of any employee skills, which he himself appreciate;

Ignoring ideas and initiatives;

Lack of sense of involvement in the organization;

The lack of sense of achievements, which is manifested in the absence of its own professional growth and visible results;

Lack of recognition of achievements and results by leadership and colleagues;

Lack of changes in the status of an employee.

Accounting for possible demotivation factors When determining the problem of tasks, the employee, attracting it to various projects and the creation of an atmosphere of involvement in the organization of the organization will retain the high level of human internal motivation, which will contribute to the effective use of its potential.

Organizations can choose one of the two personnel strategies using well-known motivational forces based on knowledge of internal motivation.

Strategy for using situational advantages. This strategy is based on the use of an excess of cheap labor situation. At the same time, minimize the material and stimulating base for employees by: establishing a general low wage; Establishing a low level of wage for the so-called trial period when a person is trying to work with the maximum return, in order to gain a fit in the workplace; Permanent rotation of frames, etc.

The second strategy is based on the constant improvement of internal motivation, using the tactics of attracting and holding highly qualified workers.

External motivation is some of the enjoyable consequences for humans or the results of activities (remuneration, praise, success) that encourage him to fulfill any activity.

A person after performing certain activities can get approval, a positive assessment, material remuneration, that is, a positive reinforcement. Satisfaction due to a positive reinforcement is associated with activities, thus the connection is established "Activities - Pleasure". A person has a desire and in the future to enjoy (praise, material remuneration, etc.), which motivates it to fulfill the activities that bind to pleasure.

If the process of activity or its result is not supported (i.e., no approval, no remuneration and, accordingly, pleasure), then in this case it is less likely that in the future a person will strive to perform this activity on high or sufficient to organize level.

Positive experiences that are associated with a certain activity perform the role of emotional reinforcement of what has happened before or during the experience. As a result, a person will strive to perform what caused satisfaction or what has given the opportunity to avoid discontent. If some action was combined with a pleasant experience, then the combination of positive emotions with activities strengthens motivation to this activity.

Certain forms of behavior secure and repeated in the future when they are accompanied by positive consequences (remuneration, approval, the possibility of asserting). And the probability of their repetition, as a rule, decreases if these actions are not associated with pleasant emotions, or, on the contrary, are accompanied by something negative (punishment, disapproval, etc.).

If a person receives a positive reinforcement (approval, remuneration) for certain forms of behavior, such actions are fixed and in the future are reproduced, and by resorting to punishment, a person is forced to avoid certain actions. Getting punishments for certain actions or inaction, a person will act in the future "as needed" not because she wants so much, but because it is afraid of punishment. And when the threat of punishment disappears, the previous unwanted forms of behavior are restored.

Speaking exclusively to the punishment, according to many psychologists, it is impossible to form internally motivated activities. In the case of using punishment it is advisable to combine with positive reinforcement.

To form the necessary organizational behavior, such actions should be allocated to workers who are socially desirable and support their approval, award and other types of reinforcements. You can allocate various types of positive reinforcement of organizational behavior.

Praise (approval): The head approves the actions of his subordinate for the high results of work. Positive reinforcement (praise) to a certain extent depends on the mutual relations of the head and subordinate. Praise managers with whom the subject of activity (subordinate) is in good relationships, as a rule, has a great influence. The monotony of approval forms and systematic use of them reduces the effect of such reinforcements.

Privileges and increase status. The increase in formal or informal status has the effect of positive reinforcement. The expectations of increasing status makes a noticeable effect on the individual (stimulates to activities).

Progressive firms can use this motivational factor in management. A sufficiently branched control system (the presence of many divisions, groups) provides a significant impact on the motivation of both the governing composition and ordinary workers. A person has an incentive to become a head of even a small structural unit or group, and achieving the desired status, he is trying to rise even higher on the hierarchical staircase.

The ability to get certain privileges, increase wages, the ability to manage and thereby satisfy your need to power - significant motivational factors. It encourages a person to seek his position, make great efforts to receive it. It naturally seeks to rise higher in the management hierarchy. The ability to influence people and be a subject of change ("source"), not an object and a passive performer of someone else's will, is quite attractive. After all, a person seeks to independently influence, determine, decide, and not be the object of exposure to other people.

Trust, attention, assessment of your abilities, the ability to demonstrate yourself by the leader (leader) - all this encourages a person to work even more.

Ratings, points, test indicators. Estimates "Good" and "Excellent", high rating, high test points make a significant encouraging effect. It should be noted that a more differentiated estimation system has more motivational value. In this case, the subordinate can compare its own achievements not only with the results of other people, but also with its previous achievements. It stimulates not only a positive assessment, but also the vision of prospects, the desire to exceed their achievements.

Material reward. Prizes, gifts, premiums, monetary remuneration makes a great influence on the motivation of any activity. But with systematic use, these forms of positive reinforcement may adversely affect proceeding and meaningful motivation.

The main thing in reinforcement is the presence of positive emotions with which we associate certain activities to which you strive to formal interest. For reinforcement to a certain extent, it does not matter where there is a source of positive emotions: in approval, in symbolic remuneration or in material incentives. The most important thing is a combination of pleasure with a certain activity. If, when performing activities, learn how to cause pleasure, it is thus you can form an interest (or procedural and meaningful motivation) to this activity. If you praise yourself, reward chocolate or other sweets for the successful performance of activities, it may have a self-docking effect (and contributes to the formation of interest, motivation to activities).

The stronger the pleasure that a person received from reinforcement or a self-dockpinn of a certain form of organizational behavior, the stronger the behavior (or activity) will be fixed.

It is very important to know that it is from a particular person who will cause the greatest pleasure, which form reinforcement will be effective. Information about the hierarchy of the needs and motives of the personality to select the appropriate form of reinforcement is important.

Motivation is a motivation to activities due to the prediction of pleasure associated with this activity. Having satisfied after the fulfillment of certain work, a person involves such pleasure and in the future, which will encourage him to fulfill this activity. Thus, the power of pleasure, the intensity of positive emotions is an important factor in the formation of motivation to activities.

External reinforcement is more efficient if it is combined with rapid and adequate feedback relative to success or failures. This records and marks the result of activities, progress or deterioration from important components of activity. This allows a person to follow the effectiveness of its activities.

Reinforcement has the greatest impact when it is combined with a phased program, that is, when the desired forms of organizational behavior of a person are achieved and reinforced gradually.

In the organizational behavior of the employee, it is necessary to allocate small fragments and create such conditions that would have given the opportunity to achieve maximum success and minimize failures. Each fragment must be small and simple. The person moves to the next task only when successful in the execution of the previous one will achieve. All elements are small and uncomplicated, their execution is accompanied by positive emotions, pleasure due to the successful task, recruited the necessary number of points, verbal and symbolic approval, material remuneration, etc.

In such a situation, a person struggles with himself, and not with others, and such an approach, on the one hand, has all the advantages that comes, and on the other - failure does not cause any negative consequences.

Any behavior is fixed due to the positive reinforcement, and the repetition of such behavior without a positive reinforcement contributes to its extinction. This also applies to socially unwanted organizational forms of behavior (theft, violence, deception, etc.). The psychocorrection strategy is to stop reinforcing the socially unwanted form of behavior.

If a person has a certain interest in the process and maintenance, then providing an external reinforcement, the overall level of motivation may increase.

By providing external reinforcement, for a certain time, a sufficiently high overall level of motivation can be maintained, since there is also an external reinforcement in the form of material remuneration, symbolic or verbal approval to procedural motivation. After the cessation of regular reinforcement, there is a decrease in procedural and meaningful motivation (interest in the content of the activity).

Positive reinforcement reduces procedural and meaningful motivation in such cases:

If the external reinforcement forms the feeling that you are manipulated;

If a person has no sense of pride for their achievements;

When the activity is supported, which the person has already performed with interest (that is, well and without awards);

When the reinforcement does not depend on the achievements (that is, when it is supported by the performance of activities, regardless of how a person executed it);

When both kind and satisfactory results are supported;

If the awards are used very often, there is a threat of suggestion, the awards are ineffective if they become familiar procedures.

Thus, it can be said that motivation is one of the factors that ensures effective performance.

Good afternoon friends! Elena Nikitina with you, and today we will talk about an important phenomenon, without which there would be no success in any undertaking - motivation. What is it and what is it needed for? What makes up, which species is subdivided and why the economy studies it - read about it below.

Motivation - This is a system of internal and external motives forcing a person to act in a certain way.

At first glance, this is something abstract and distant, but without this, neither desire nor the joy of their implementation is impossible. And indeed, even the journey will not bring happiness to someone who does not want to go there.

Motivation is associated with our interests and needs. That is why it is individual. It also determines the aspirations of the individual and at the same time due to its psychophysiological properties.

The key concept of motivation is the motive. This is the perfect (not necessarily existing in the material world), the achievement of whose activities are directed.

S. L. Rubinstein and A. N. Leontyev understand the motive as a certain need for a person. The motive is different from the need and goal. It can also be considered as a conscious cause of human actions. He is aimed at meeting the need, which may not be realized.

For example, the desire to attract the attention of extravagant clothing is designed to close the urgent need for love and accessories, which is characteristic of people's durable.

From the purpose of the motive is distinguished by the fact that the goal is the result of activities, and the motive is its cause.

The need is informative.

The motive is interest in reading (most often on a specific topic).

Activities - reading.

The goal is new impressions, pleasure from tracking the plot, etc.

To more specifically submit your own motivation, answer questions:

1. Why am I doing something?
2. What needs I want to satisfy?
3. What expect results and what are they meaningful to me?
4. What makes me act in a certain way?

Main characteristics

Motivation phenomenon can be described through the following characteristics:

1. Directional vector.
2. Organizations, sequence of actions.
3. Stability of selected goals.
4. Establish, activity.

According to these parameters, the motivation of each personality is studied, which is important, for example, at school. These characteristics have great importance and when choosing a profession. Sales Manager, for example, should be steadily focused on high income and is active in achieving the goal.

Stages of motivation

Motivation exists as a process and includes several stages:

1. First the need arises.
2. A person decides how it can be satisfied (or not satisfying).
3. Next, you need to determine the purpose and ways to achieve it.
4. After that, the action is performed.
5. At the end of the action, the person receives or does not receive a remuneration. Under the remuneration is meant any success. The performance effect affects further motivation.
6. The need for action disappears if the need is completely closed. Or remains, while the nature of actions may change.

Motivation species

Like any complex phenomenon, motivation varies on different bases:

• By source of motifs.

Extreme (external) - A group of motifs based on external incentives, circumstances, conditions (work to get salary).

Intrinus (internal) - A group of motifs emanating from internal needs, the interests of a person (work, because work like it). Everything inner is aware of a person as a "gusting of the souls", since it comes from his personal features: a warehouse of character, inclinations, etc.

• According to the results of actions.

Positive - the desire of a person to do something in the hope of positive reinforcement (recycled to get the ration).

Negative - Installation perform an action to avoid negative consequences (coming to work on time, so as not to pay the penalty).

• Sustainability.

Sustainable - There is a long time, it does not need additional reinforcement (an avid tourist again and again conquers the trails, without fear of difficulties).

Unstable - Need additional reinforcement (the desire to learn can have one to be strong and conscious, the other is weak, fluctuating).

• Coverage.

In the management of the team distinguish personal and group Motivation.

Application scope concept

The concept of motivation is used both in everyday life - to regulate the behavior of the identity itself and members of its family, and from a scientific point of view - in psychology, economics, management, etc.

In psychology

Science about the soul studies the connection of motives with the needs, goals, desires, interests of a person. The concept of motivation is considered by the following main directions:

• behaviorism,
• psychoanalysis,
• cognitive theory
• humanistic theory.

The first direction argues that the need arises when the body deviates from a certain ideal norm. For example, hunger arises, and the motive is designed to return the person to the original state - the desire to take food. The method of action is determined by the subject that can satisfy the need (you can cook soup or eat something ready). This is called reinforcement. Under the influence of reinforcements, behavior is formed.

In psychoanalysis, the motives are considered as a reaction to the needs formed by unconscious impulses. That is, in turn, based on life instincts (in the form of sexual and other physiological needs) and death (everything related to destruction).

Cognitive (cognitive) theories represent motivation as a result of the representation of a person about the world. Depending on what is sent to the presentation (for the future, to achieve a balance or overcoming imbalance), and behavior is developing.

Humanistic theories represent a person as a conscious person, capable of choosing a life path. The main motivating force of his behavior is aimed at implementing its own needs, interests and abilities.

In management

In personnel management, motivation is understood as the prompting of people to work for the benefit of the enterprise.

Motivation theories in relation to personnel management are divided into meaningful and procedural. The first are learning the needs of a person who make it act in a certain way. The second consider the factors affecting motivation.

Stimulating subordinates to work activities, the manager solves several tasks:

• improves employee satisfaction with work;
• it seeks behavior aimed at the necessary results (for example, an increase in sales).

At the same time, such concepts are taken into account as need, motivating, values, employee motives, as well as incentives and remuneration. Under the motivation means a feeling of a lack of something. Unlike the need, it is always aware. The motives produce a goal to close the need.

For example, the need for recognition forms the motivation to achieve career heights, and the goal can serve as the director (with intermediate stages on the way).

Values \u200b\u200bcan be all the objects of material world, important for humans. In this case, this is a social position.

The motive is understood as the desire to satisfy the need. And incentives call those external factors that cause certain motifs.

Motivation is just aimed at forming the desired motives from the employee to direct its activity in the right direction. After all, the desire to success depends on what is understood as success.

Especially for managers, we wrote about staff motivation.

In economics

Among the economic theories of motivation is interesting to the teachings of the classic of science - Adam Smith. In his opinion, labor is certainly realized by man as something painful. Different types of activity are not attractive in their own way. In early societies, when a person assigned everything that produced, the product of the labor product was equal to compensation of efforts.

With the development of private ownership, this ratio changes in favor of the cost of goods: it always seems more than efforts spent to make money on this product. Simple words, he is convinced that he works for cheap. But the person still wants to balance these components, which makes it look for more paid work.

A look at the motivation of workers in the economy is directly related to the problem of the efficiency of the enterprise. As the experience of foreign, in particular, Japanese studies showed, material stimulation is not always exhaustive. Often the activity and involvement of workers in production provides a comfortable environment, an atmosphere of confidence, respect and relationships, social guarantees and a system of various incentives (from diplomas to the award).

Nevertheless, the salary factor is important for the employee and is taken into account by many economic theories. For example, justice theory talks about the relationship of remuneration with the efforts of the team members. An employee who believes it is underestimated, reduces labor productivity.

The cost of each type of stimulation is estimated from an economic point of view. For example, authoritarian management style involves an increase in the management apparatus, which means the allocation of additional rates and salary costs.

Labor productivity in such a team is average. While attracting employees to production management, the ability to independently choose a schedule or to work remotely has a low cost and gives high results.

Remote work is good because the income depends only on you, and you do the motivation yourself. Check out - perhaps, soon you can earn money on passion.

Why do you need motivation?

The system of motives is an integral feature feature. This is one of the factors forming uniqueness. Motivation is associated with our mental peculiarities (for example, cholerics need a lot to move, get as many different impressions as possible) and physical condition (when we are sick, we don't want anything). It is incorporated by nature.

The meaning of the life of everyone is to live her scenario to realize their own goals and purpose. That is why each person seeks a unique set of values, actions and impressions. This does not mean that everything that we want is certainly good, and what you do not want, destructive and bad.

The incomparated motivation is often found, and it will be necessary to work on it so that the personality needs to overcome obstacles, including in the form of laziness, and realized herself successful. But listen to the motives, desires, interests should be to know and develop yourself.

No wonder people who wish to do anything very strongly achieve large results than others from other things being equal. As mentioned in the people, "The God of Angels is aspired."

You can manage your aspirations. If development is in place, it is also possible to achieve impressive results.

Stay with us, and you will find a lot of useful. And let everything you do bring joy!

Last updated: 30/10/2017

To understand that manages the actions of a person, it is necessary to determine the motivation of which type is based on its behavior.

Why do we behave like that, and not otherwise? What leads our behavior? Psychologists have developed a lot of different theories about motivation, including the study of whether it occurs outside (external) or from the inside (internal) person.

What exactly we mean when we say: external or internal motivation?

External motivation

External motivation takes place when we want to do any action or take part in the event to get a reward or avoid punishment.

Examples of behavior, which is the result of external motivation:

• Learning the discipline for which you want to get a good assessment.
• Room cleaning to avoid parental discontent.
• Participation in the competition to get a prize.
• Good academic performance to get an increased scholarship.

In each of these examples, the behavior is due to the desire to receive remuneration or avoid a negative result.

Internal motivation

Internal motivation encourages the performance, because it carries personal benefits. Essentially, the work is performed for itself, and not for receiving any remuneration.

Examples of behavior, which is the result of internal motivation:

· Sports, because it brings pleasure.

· Crossword solution, because you find this lesson interesting.

· The game you consider exciting.

In each of these cases, human behavior is motivated by the internal desire to do something for their own pleasure.

External motivation against the inner: What is stronger?

The main difference between the two types of motivation lies in the fact that the external is outside the person, while the inner arises from the inside. The researchers also found that two types of motivation may differ in how effective they are in the current behavior.

Numerous studies have shown that the issuance of remuneration for the behavior, which already gives pleasure, can lead to the weakening of internal motivation. In one study, for example, children who were rewarded for playing with a toy to which they have already shown interest, began to pay less attention to it.

External motivation can be beneficial in many situations, however:

• The issuance of remuneration can cause an attraction to the case that did not cause a person initial interest.
• Remuneration can be used to encourage people to acquire new skills or knowledge. As soon as the initial skills were acquired, people need additional motivation to continue learning.
• Remuneration may also be a source of feedback, allowing people to understand when their work achieved compliance with the level of stimulation.

External motivation factors should be avoided in the following situations:

• A person already finds activities attractive for himself.
• Remuneration can turn an interesting game into unattractive work.

While most people are inclined to assume that internal motivation is more efficient, it is fairly not for each situation. In some cases, people simply do not have an internal desire to perform any actions. Excessive remuneration may be excess, but if it is used reasonably, motivation factors can be a useful tool. For example, external motivation can be used to encourage people to perform work or prescription to which they have no internal interest.

Researchers came to three main conclusions regarding remuneration and their influence on internal motivation:

1. An unexpected remuneration, as a rule, does not reduce the internal motivation. For example, if you get a good exam in the exam, since you like this item, and the teacher will decide to reward you with a discount coupon in your favorite cafe, then your main motivation in order to learn well, will not be reduced. However, such promotions should be used carefully, since their excessive amount will make the reward expected.
2. The researchers found that a person's praise, which makes something better compared to others, can significantly increase the internal motivation.
3. Internal motivation will decrease if the remuneration is applied to encourage a certain task or make minimal work. For example, if parents sing generous diffilams to their child every time he performs a simple action, the child will be with a smaller hunt to perform the same task in the future.

External and internal motivation can also play an important role in the educational process. Some experts argue that traditional emphasis on such promotions as scientific degrees, good assessments and medals undermine any inner motivation that could attend students. Others believe that these factors help students feel more competent in a certain sphere and increase internal motivation.

It is very important in life to motivate yourself and other people. The effectiveness of educational or professional activities depends on this as a whole. To properly encourage, you need to know what is external, internal motivation, the features of their formation.

Definition of concepts

External motivation is an urge to activities through the length of the outside. That is, a person perceives the causes of his behavior as imposed, and he considers himself just a pawn. Such motivation is regulated by external material and psychological conditions: money, remuneration and even punishment. Improvement to action is built on incentives that leak out of the current situation.

Internal motivation is due to the needs for competence and personal choices that are leading for the human "I". With this form of the urge, people understand that they are the true cause of the implemented, and perceive themselves when interacting with the environment as an effective agent. That is, in the case of internal motivation, needs, interests, intentions, goals, desires, self-confidence, the possibility of self-realization, sense of satisfaction from labor are used.

Consider separately every type of motivation.

External motivation

Employees promised a prize, they began to work faster. Installed fines and rules, people began to focus on them, like it or not. Suddenly appeared forces to run home quickly. The offender sent a gun on you and demanded money - you will notice your wallet without delay.

All these are examples of external motivation. As already mentioned, it encourages the actual circumstances or incentives. In a different way, it can be said that it is achievements in the surrounding society. Of course, much more effective internal however, such a type of impact on individual people is better influenced.

So, what ways are suitable as an external motivation? Career growth, big salary, prestigious things (apartment, house, car), status, ability to travel, recognition.

External motivation can constantly change. Yesterday it was necessary to earn money to feed the family, and tomorrow the money will be needed for a new apartment, the car or the education of children. The most visual and classic example of such motivation is a fairy tale of goldfish and fisherman.

Internal motivation

A little child is constantly trying something or explores. It is really important for him and interesting. The person works not for the salary, but because of his beloved business. These are examples of internal motivation. As already mentioned, it does not depend on and the environment. The content itself encourages a person to do this.

What can be used as internal motivation? The possibility of personal growth, feeling of necessity, self-affirmation, the implementation of ideas, creativity, the need for communication, the fulfillment of dreams.

The internal motivation of the employee is when he considers his work as a paid hobby. Perhaps, if not all, many people would like to strive for it.

Much more efficient to use both types of motivation. The main thing is to maintain balance and equilibrium between them.

How do motivation factors

In fact, all motivational factors can be reduced to two ideas:

1. Enjoy. These are positive factors.
2. Get rid of unpleasant. These are already negative factors.

All of them can be both external and internal. The simultaneous presence of positive and negative factors favorably affects the action. It turns out a very powerful push, a kind of pull-push. On the one hand, a person wants to receive a reward, and on the other hand, avoids punishment.

External and internal motivation, positive and negative factors act differently, in various directions and always lead to unequal results. Of course, all types of exposure to a certain extent affect people. However, it can be traced that each person still gives preference to some one direction. One need to constantly customize, intimidate, and another is enough to promise a reward.

For clarity, the table is presented below, which can be used to motivate employees.

The ratio of factors and types of motivation

	Factors of external motivation	Internal motivation factors
Negative motivation	Salary reduction; demotion; non-recognition; threat to health or life.	Unrealizations; lack of communication; feeling humiliation; feeling of insecurity; lack of health.
Positive motivation	prestigious things; the ability to travel; worthy aesthetics of life; confession.	Self-realization, dream; creativity, ideas; personal growth; feeling of need; need for communication; self-affirmation; conviction in action; curiosity; health.

An example of application of motivation knowledge

The given story will tell and clearly will show how the external and internal motivation acts.

Under the windows of one elderly woman, a kids were gathered every night, who played very noisy and communicated. Naturally, the old woman did not like it, but her requests and persuasions spend their leisure in another place did not help. Then she decided to change the situation in another way.

Every day, a woman gave children fifty rubles for being very cool about her house. Of course, such an alignment guys liked! The old woman began to gradually subsoite this amount. And one day when the children seemed to be cheap, they just refused to play under her windows and did not appear there.

Here is such a tricky way a woman decided the situation. The inner motivation of children (his own desire to play under the windows) was translated into external (do it for money), but then she also disappeared.

Motivation of others

People who motivate the desire to up, do not pay attention to comfort. They drive the implementation of personal interests and objectives of the organization. Employees who have punished will not fulfill what deprives the comfort zone.

It is very important to take into account external positive factors. This is money, reliability, conditions and safety. Internal positive factors play no less role. These are achievements, growth, powers, recognition and responsibility. Only the right combination of these factors will give, in their absence, work becomes hated and unbearable. In this regard, the prompting of students or schoolchildren is no different. It is important that internal learning motivation prevailed.

Signs of motivating environment

When organizing any activity, it is important to take into account several requirements. They are simply necessary to meet the needs and forming the right motivation:

• Activities should be creative and diverse.
• The ability to evolve when performing tasks.
• Feeling belonging to the group and recognition from her side.
• The right to make decisions on their own as part of its competence.
• Feeling support and help.
• The presence of external success attributes: praise, promotion, compliments.
• The meaningfulness of the required actions.
• The opportunity to express his own opinion that will take note.
• Availability and timeliness of the information received.
• Feedback after done work.

If all these signs (or at least most) are present in the organization of activities, it can be assumed that the formation of internal motivation will be successful.

Moorotivation - Progress Engine

For meaningful movement, it is important to know where and where to go, as well as to have a huge desire. That is, self-motive is necessary. How to achieve it? Perform receptions and rules whose list is below:

• Put in front of you only feasible targets. Only so will be the desire to achieve them.
• Big goals break into small tasks.
• Get the Diary of Achievements.
• Constantly encourage yourself with reward for completed tasks.
• Try to use as little criticism as possible in your address.
• Look for like-minded people.
• Try to compete with others and become the best.
• Enjoy yourself only positive and purposeful people.
• Read books and watch movies that motivate you.

Try to implement in life if not all, then at least a few points, and you will definitely have a desire to take the case! Remember that it is important in the balance to use positive and negative factors, internal and external motivation to achieve a good result.

If you consider the life of a person as his movement forward along the path of development, it can be said that life is the process of permanent overcoming new borders, achieving the best results, self-development and personal growth. And in this process, one of the dominant roles plays the meaning of all actions and actions that make a person. What affects the human activity and his behavior? Why does he do something at all? What does it encourage? What motivates? After all, any action (and even inaction) almost always has its own motive.

So that we can communicate better with each other, so that it is easier for us to understand the people around the people and themselves, as well as other people and their own actions, should talk about what motivation is. This question is also important for psychology, such as its basics or methods. For this reason, we dedicate the subject of motivation to a separate lesson, in the process of studying which we will get acquainted with the process of forming motivation, the system of motivation, theories of motivation, its species (labor, educational, self-motivation). We learn about the methods of managing motivation and personnel, students, schoolchildren and themselves; Let's talk in detail about the methods of stimulating and increasing motivation.

What is motivation?

And the conversation about motivation should be started with a clear definition of this concept. The concept of "motivation" comes from the Latin word "MoveRe" to move. There are several motivation definitions:

• Motivation - This is a motivation to action.
• Motivation - This is the ability of a person to meet their needs through any activity.
• Motivation - This is a dynamic psychophysiological process, which manages human behavior and determines its organization, orientation, stability and activity.

Currently, this concept of various scientists is understood in different ways. Someone adheres to the opinion that the motivation is a totality of the processes responsible for the motivation and activities. Others determine motivation as a totality of motives.

Motive - This is the perfect or material subject, the achievement of which is the meaning of activity. It seems to be a person in the form of specific experiences that can be characterized by positive emotions from achieving this subject, or negative, associated with dissatisfaction in the present situation. To realize the motive, you need to make a serious internal work.

The motive is often confused with the need or goal, but the need is a subconscious desire to eliminate discomfort, and the goal is the result of the conscious process setting the goal. For example, hunger is a need, a desire to eat is a motive, and the food to which the hands of a person pulls is a goal.

Motivation is a complex psychological phenomenon, with which its diversity is connected.

Motivation species

In psychology, it is customary to allocate the following types of human motivation:

• External motivation - This is a motivation that is not related to the content of some kind of activity, but is due to external circumstances (participation in competitions to get a reward, etc.).
• Internal motivation - This is a motivation associated with the content of activities, but not with external circumstances (sports, because it delivers positive emotions.).
• Positive motivation - This is a motivation based on positive incentives (if I will not be capricious, then parents will play a computer game and the like.).
• Negative motivation - This is a motivation based on negative incentives (if I will not be capricious, then parents will not scold me, etc.).
• Sustainable motivation - This is a motivation based on the natural needs of a person (thickening thirst, hunger, etc.).
• Unstable motivation - This is a motivation that requires constant external support (quit smoking, lose weight, etc.).

Stable and unstable motivation varies and by types. There are two main types of motivation: "To something" or "from something" (it is also often called the "method of whip and gingerbread"). But there are additional motivation types:

• Individual motivationaimed at maintaining self-regulation (thirst, hunger, avoiding pain, temperature support, etc.);
• Group motivation (care for offspring, searching for its place in society, maintaining the structure of society, etc.);
• Cognitive motivation (Gaming, research behavior).

In addition, there are separate motifs that move the actions of people:

• Motive self-affirmation - The desire to assert in society, get a certain status, respect. Sometimes such desires refer to the motivation of prestige (desire to achieve and maintain higher status).
• Motive identification - The desire to resemble someone (authoritative, idol, father, etc.).
• Motive of power - The desire of a person to influence the surrounding, lead them, direct their actions.
• Procedure and meaningful motifs - prompting to action through non-external factors, but by the process and content of activity.
• External motifs - The factors that encourage actions are out of activity (prestige, material benefits, etc.).
• Motive self-development The desire for personal growth, the implementation of its potential.
• Motive achievement - The desire to achieve the best results and master the skill in something.
• Prosocious motifs (socially significant) - Motives that are associated with a sense of debt, responsibility to people.
• Affiliation Motive (Accession) - The desire to establish and maintain contact with other people, to contact and pleasant communication with them.

Any kind of motivation plays a very important role in the study of human psychology and his behavior. But what affects the motivation of man? What factors? It is to study these issues that motivation theories are applied.

Motivation theories

Motivation theories are studying and analyzing the needs of a person, their content and how they are related to its motivation. They attempt to understand that he encourages a person to some kind of activity, what needs to motivate his behavior. The study of these needs led to the appearance of three main directions:

Consider each direction in more detail.

Analyzes the factors that affect the motivation. For the most part, they are concentrated on the analysis of human needs. Content theories describe the structure of needs and their content, as well as how it all is associated with the motivation of the individual. The bias is made to understand what man prompts the activities from the inside. The main theories of this area are: the theory of hierarchy of the needs of Maslow, the theory of ERG Alderfer, the theory of the acquired needs of McCleld and the theory of two Herzberg factors.

Theory of Maslow Needs Hierarchy

The main provisions are:

• A person always feels the need for something;
• Those experienced by man strongly pronounced needs can be combined into groups;
• Groups of needs are hierarchically;
• A person prompted unsatisfied needs to actions; Satisfied needs are not motivation;
• The place of satisfied need is dissatisfied;
• In the usual state, a person comes at once a few needs, which interact comprehensively;
• The first person meets the needs that are at the base of the pyramid, then the need for a higher level needs to be influenced by a person;
• A person can meet the needs of a higher level in a large number of ways than the need for a lower level.

Pyramid needs Maslow looks like this:

In his work, "To the Psychology of Being", a list of higher needs added a list of higher needs after a while, calling them "growing needs" (existential values). But he also noted that they are difficult to describe, because All are in close relationship with each other. This list included: perfection, integrity, justice, completion, vitality, beauty, simplicity, wealth of manifestations, good, truth, ease, honesty and some others. According to the oil, growth needs often actually act as a powerful motive of human activity and are part of the structure of personal growth.

You can find out how to study the oil correspond to reality. To do this, you just need to make a list of the most significant needs for you, divide them into groups according to the pyramid of the needs of Maslow, and try to determine, Caia from needs is satisfied with you in the first place, which in the second, etc. You can also find out, the satisfaction of the needs of what level prevails in your behavior and behavior of people familiar to you.

Interesting and such a fact: Abraham Masu adhered to the opinion that the "stages of self-realization" reaches only 2% of all people. Calculate your needs with your life results, and you will see you enter into the number of these people or not.

You can get acquainted in more detail with the theory of the butter here for this.

Theory of Erg Alderfer

He believes that all human needs can be combined into three large groups:

• The needs of existence (safety, physiological needs);
• Communication needs (social needs; desire to have friends, family, colleagues, enemies, etc. + part of the needs of the Pyramid Maslow: recognition, self-affirmation);
• The needs of growth (the needs of self-expression from the Pyramid of the Oil).

The theory of the butter from the Alderfer theory is distinguished by the fact that, according to the oil, the movement from needs for needs is possible only from the bottom up. Alderfer believes that the movement is possible in both directions. Up, if the needs of the lower level are satisfied, and vice versa. Moreover, if the highest level is not satisfied, the needs of the lower, and the person's attention switches to this lowest level.

For clarity, you can take the pyramid of the needs of the oil and trace how needs satisfaction in your case. If you have noticed that we are moving up levels, then this process, according to ADDERFER, will be the process of satisfaction. If you go down in levels down, it is frustration (defeat in the desire to satisfy the need). If, for example, you cannot satisfy your growing needs, your attention will switch to the needs of communication, which will be called frustration. In this case, to return to the process of satisfaction, the low-level need should be satisfied, thereby rising to the top.

More details with the theory of Alderfer can be found.

Theory of Acquired Needs of McCleld

His theory is associated with the study and description of the needs of achievement, complicity and refuse. These needs are purchased throughout life and (provided that strong presence) have an impact on a person.

You can easily determine which of the needs have the greatest impact on your activity: if you strive to achieve the goals set more efficiently, the earlier, the motivation to meet the needs of achievement prevails. If you are striving for friendly relationships, try to install and maintain contacts, if you are important for approval, support and opinion of others, then you are asked to satisfy, mainly the need for complicity. If you notice the desire to control others, to have an impact on them, to take responsibility for the actions and behavior of others, then the desire to meet the needs of mutual.

By the way, people with the prevailing rule of dominance are divided into 2 groups:

• 1 group - people seeking power for power;
• 2 Group - People seeking power for the realization of some common cause.

Knowing what type of needs prevails with you or others, you can more deeply understand the motives of your or other people, and use this knowledge to make life and relationships with others better.

Additional information about McCllanade theory can be found along this.

Theory of two factors of Herzberg

His theory is obliged to appear the growing need to clarify the influence of material and intangible factors on human motivation.

Material factors (hygienic) are associated with man's self-expression, its internal needs, the environment in which the person acts (the amount of wage, living and labor, status, relationship with people, etc.).

Intangible factors (motivating) are associated with the nature and essence of human activity (achievements, public recognition, success, prospects, etc.).

Data on this theory very effectively use managers of companies, firms and other organizations when analyzing the work of their employees. For example, the disadvantage or absence of hygienic material factors may lead to the fact that the employee will experience dissatisfaction with its work. But if material factors are enough, they themselves are not motivating. And the absence of intangible factors does not lead to dissatisfaction, but their presence is satisfied and is an effective motivator. It should be noted that Frederick Herzberg made a paradoxical conclusion that the remuneration of labor is not a factor that motivating a person to action.

You can learn in detail about this theory.

Analyze how a person is distributed to efforts to achieve new goals, and what type of behavior will be chosen for this. In procedural theories, human behavior is determined not only by the needs, but is the function of its perception and expectations associated with a specific situation, and the possible consequences of the type of behavior that a person chose. Today there are more than 50 procedural theories of motivation, but the main in this direction is considered: the theory is awarded, the theory of Adams, the theory of porter-looler, theory of the Locke and the concept of partisipative control. Let's talk about them in more detail.

The theory of expectations is hand

This theory is based on the situation that the availability of need is not the only condition for the person's motivation to achieve anything. A person must count on the fact that the type of behavior he chose will lead him to the satisfaction of his need. The behavior of the individual is always associated with a choice of two or more options. And from what he chooses, depends on what he does and how he does it. If we speak differently, then, according to Us, the motivation depends on how much wishes to get a person and how much it is for him how much effort is he is ready to take for this.

The theory of expectations is groaning perfectly suitable in order to use it in practice to increase employee motivation in organizations, and is very useful for managers of various levels. Because The theory of expectations is reduced to the goals and needs of specific employees, the managers should make that their subordinates satisfy their needs and at the same time achieved the goals of the organization. It is necessary to try to achieve maximum conformity between what an employee can and what is required of it. To increase the motivation of subordinate managers should determine their needs, the possible results of their work and make sure that they have the necessary resources to qualitatively fulfill their duties (time, conditions, equipment). Only with the right ratio of these criteria can be achieved the maximum result, which will be useful for both the employee and is important for the organization.

You can see more details from the theory by going through this.

Theory of Equality (Justice) Adams

This theory states that a person evaluates the effectiveness of motivation not at certain factors, but given the assessments of remuneration, which were obtained by other people in similar conditions. Those. Motivation is considered not from the point of view of the needs of the individual, but on the basis of its comparison of himself with others. We are talking about subjective assessments and people compare their efforts and the result obtained with the efforts and the results of others. And here are three options: underestimation, fair assessment, revaluation.

If you again take an employee of the organization, then we can say that it estimates the amount of its remuneration with the size of the remuneration of other workers. It takes into account the conditions in which it works and others. And if the employee it seems that, for example, he is underestimated and in relation to him did unfairly, he can do as follows: intentionally distorted its contribution and results, as well as the contribution and results of others; try to make others change their contribution and results; Change the contribution and results of others; Select other parameters for comparison or just quit work. Therefore, the manager should always be attentive as to whether his subordinate injustice does not feel in relation to themselves, to achieve from workers of a clear understanding of the required results, encourage employees, taking into account what they are interested not as much as they will appreciate them, how much According to them as compared to the rest.

Porter-Lowera model

Their comprehensive motivation theory includes elements of the theory of expectations are awarded and the theory of Adams's justice theory. This model contains five variables: spent effort, perception, results obtained, remuneration and degree of satisfaction.

According to this theory, the results depend on the efforts, abilities and characteristics of a person, and from the aware of their role. The level of effort determines the value of remuneration and the degree of confidence that the accompanying efforts will really bring a certain remuneration. It also establishes compliance between remuneration and results, i.e. A person satisfies his needs with the help of remuneration for achieving a certain result.

If you explore and analyze all the components of the theory of porter-looler more details, you can understand the mechanism of motivation at a deeper level. The efforts that the person spends depends on how valuable for him is remuneration and from the faith of a person in their relationship. Achieving a person of certain results leads to the fact that it feels satisfaction and self-esteem.

There are connections between results and remuneration. On the one hand, for example, results and remuneration may depend on the possibilities that the head in the organization for its employee defines. On the other hand, the worker has its own opinion on how true the remuneration for certain results is. The result of the equity of domestic and external remuneration will be satisfied with the qualitative indicator of the value of remuneration for the employee. And the degree of this satisfaction will continue to influence the perception by an employee of other situations.

The theory of setting goals E. Locke

The prerequisite for this theory is that human behavior determines the goals that it sets itself, because It is for their achievement that it performs certain actions. It is important to notice that the setting of goals is a conscious process, and the intentive intention and goals are determined by his behavior. Guided by emotional experiences, a person estimates the events taking place around. On the basis of this, he sets itself the goals that intend to achieve, and, on the basis of these purposes, acts in a certain way. It turns out that the selected strategy of actions leads to certain results that are satisfied with man.

In order to, for example, raise the level of personnel motivation in an organization, according to the Locke theory, you can use several important principles. First, it is necessary to clearly put the goal before employees so that they definitely understand what is required of them. Secondly, the level of the tasks must be medium or high complexity, because Thanks to this, higher results are achieved. Thirdly, employees must express their consent to the fulfillment of the tasks and achieve their goals. Fourth, employees should receive feedback on their promotions, because This connection is a pointer that the right path is chosen or what more efforts must be attached to achieve the goal. And, fifth, it follows and the workers themselves attract the goals. This has a better impact on a person than when the goals put other people (impose) to him, and also contributes to a more accurate understanding by the employee of their tasks.

Participative control concept

Participative management concepts were developed in the United States thanks to experiments to improve labor productivity. From these concepts it follows that a person in the organization is manifested not only as a performer, but also shows interest in organizing its activities, working conditions, the effectiveness of its actions. This suggests that the employee has an interest in participation in various processes occurring in his organization and related to its activities, but beyond the functions performed by them.

In fact it looks like this: if the employee takes an active part in various activities within the organization and receives satisfaction from this, then it will work better, better and more productive. If the employee is allowed to make decisions on issues related to its work in the organization, it will motivate it for better fulfilling its duties. It also contributes to the fact that the contribution of the employee to the life of the organization will be much more, because Its potential is involved in the maximum.

And another important direction in the study and analysis of human needs are theories based on the specific picture of the employee.

Theories based on the specific picture of the employee, take the basis of a certain sample of an employee, its needs and motives. These theories include: the theory of McGregor and the theory of Obechi.

XY-theory of McGregor

His theory is based on two prerequisites:

• Authoritarian Guide to employees - Theory X
• Democratic employee management - theory Y

These two theories imply completely different guidelines for motivating people and appeal to various needs and reasons.

Theory X suggests that employees of the organization are initially lazy and try to avoid active activities. Therefore, they should be supervised. For this, special control systems have been developed. Based on the theory of X, without an attractive system of promotions, employees of the organization will be passive and will try to avoid responsibility.

So, for example, based on the provisions of the X theory, it follows that the average worker is experiencing dislike and reluctance to work, he likes to be driven more to be guided by, trying to avoid responsibility. To increase the motivation of employees, managers should pay special attention to various incentive programs, produce careful control of work, to direct employees. If necessary, the methods of coercion and the system of punishments should be used to implement the goal set by the organization.

The theory of Y by the starting point takes the initial ambitiousness of employees, implies their internal incentives. In this theory, employees themselves show the initiative to take responsibility, self-control and self-government, because Get emotional satisfaction from what their duties do.

From the premises of the theory Y, it follows that the average employee under proper conditions will learn to be responsible, approach work creatively and creatively, to control themselves alone. Work in this case is akin to a pleasant pastime. Stimulate the motivation of their employees to managers is much easier than in the first case, because Employees will independently strive to better fulfill their duties. It should be shown to workers that they have free space for their activities that they can express themselves and self-realize. Thus, their potential will be involved in full.

You can use the McGregor Theory in order to better understand what motivates to the exercise of a certain activity of you. Sprog the X and Y theory on yourself. Knowing what motivates you, and what approach you need for more fruitful activities, you can find the most suitable job for you or even try to specify your manager to change the strategy of your management to increase the efficiency of employees and the whole organization in Overall.

You can learn about "XY-theory for details you can.

Theory Z Ouchi.

In theory z, Japanese experiments on psychology were taken as a basis and complemented by parcels from the XY-theory of McGregor. The main for theory Z is the principle of collectivism in which the organization is represented as a whole labor clan or a large family. The main task is to bring in compliance of the goals of employees with the goals of the enterprise.

To be guided by the theory of Z in the organization of employees' activity, it should be borne in mind that most of them love to work in the team and want to have a perspective of career growth related, among other things, with their age. Also, employees believe that the employer will take care of them, and they themselves are responsible for the work performed. The company must provide its employees to training programs and advanced training. A long role is played by the period on which the employee hired. Best if you are lifetime. To increase the motivation of employees, managers should achieve their faith in common goals, pay great attention to their well-being.

Read more from Z-theory.

The most popular motivation theories considered above are the most popular but not exhaustive. The list of current motivation theory existing on these data can be supplemented with not one dozen theories (hedonic theory, psychoanalytic theory, the theory of drives, the theory of conditional reflexes and many others). But the task of this lesson is considerations of not only theories, but also methods of human motivation, which are widely used today to motivate people of completely different categories and in completely different areas.

Methods of motivation

All motivation methods that today are successfully applied in a person's life can be divided into three main categories:

• Personal motivation
• Moiotivation

Below we will look at each category separately.

Personal motivation

Personal motivation - This is a system of moral and material incentives for workers. It implies a set of measures to improve labor activity and labor efficiency. These measures can be the most different and depend on which stimulation system is provided in the organization, what is the general management system and what features of the organization itself.

Personnel motivation methods can be divided into economic, organizational and administrative and socio-psychological.

• Economic methods imply material motivation, i.e. fulfillment by employees of their duties and the achievement of certain results for the provision of material goods.
• Organizational and administrative methods Based on authorities, subordination to the regulations, laws, charter, subordination, etc. They can also rely on the possibility of coercion.
• Socio-psychological methods Used to increase the social activity of workers. There is an impact on the consciousness of people, their aesthetic, religious, social and other interests, and also there is a social stimulation of employment.

Considering that all people are different, to apply any one method for motivation is ineffective, therefore, in management practice, in most cases, all three methods and their combinations should be present. For example, the application of only organizational-administrative or economic methods will not allow to intensify the creative potential of employees. And only the social and psychological or organizational and administrative method (control, instructions, instructions) will not "hooked" those people who motivate material promotions (increase salaries, premiums, bonuses, etc.). The success of measures that increases motivation depends on the competent and integrated implementation of their implementation, as well as from systematic monitoring of employees and the skillful identification of the needs of each employee separately.

More personnel motivation You can find out from here.

- This is a very important stage on the way of formation of the students of motives, which can take care of the meaning, and the very fact of educational activities make an important goal for a student or student. In other cases, successful training will be impossible. Motivation for learning, unfortunately, by itself manifests itself quite rare. It is for this reason that it is necessary to use various methods of its formation so that it can provide and maintain fruitful learning activities during a long period of time. Methods / techniques for the formation of motivation to training activities are quite a lot. Below are the most common.

• Creating situations of entertainment This is the process of introducing interesting and entertaining experiences, vital examples, paradoxical facts, unusual analogies that will attract students' attention, and cause their interest in the subject of study.
• Emotional experiences - These are experiences that are created by haunted unusual facts and experiments during classes, as well as caused by the scale and uniqueness of the outlined material.
• Comparison of scientific and everyday interpretations of natural phenomena - This is such a reception in which some scientific facts are given and are compared with changes in the lifestyle of people, which appears interest in students and the desire to learn more, because This reflects reality.
• Creating situations of a cognitive dispute - This reception is based on the fact that the dispute always causes an increased interest in the topic. Attracting students to scientific disputes contributes to the deepening of their knowledge, attracts their attention, causes a wave of interest and the desire to understand the contested issue.
• Creating situations of success in teaching This technique is used mainly in relation to students who experience certain difficulties in learning. It is based on the fact that joyful experiences contribute to overcoming difficulties in learning.

In addition to the listed methods, there are other methods of increasing motivation to learning. Such methods are approximations of the content of educational material to important discoveries and achievements, the creation of novelty situations and relevance. There is also a positive and negative cognitive motivation (see above (positive or negative motivation).

Some scientists indicate that the content of educational activities and the content of educational material affect the motivation of students. It follows that the more interesting educational material and the more the student / student is involved in the active learning process, the more enhanced its motivation to this process.

Often, social motives are also influenced by the improvement of motivation. For example, the desire for utility or occupation of a certain position in society, the desire to earn credibility, etc.

As can be seen, in order to increase the motivation of students of schools and students of universities to learning, you can use completely different ways, but it is important to understand that these methods will always be different. In some cases, focus on collective motivation should be focused. For example, to ask each group to express their subjective opinion on a particular issue, involving students in the discussion, thereby awakening interest and activity. In other cases, it is necessary to take into account the individuality of each student, to study their behavior and needs. Someone may like to conduct your own research and then speak with the report and this will satisfy the need for self-actualization. Someone needs to be aware of their promotion on the path of teachings, then the student should praise, indicate it to his progress, even if he is very small, pick up. This will cause a sense of success and the desire to move in this direction. In another case, you need to give as much analogies between the material studied and real life so that students have the opportunity to realize the importance of what they study, thereby causing interest in them. The main conditions for the formation of cognitive activity will always be a support for the active mental process of students, conducting the educational process in accordance with the level of their development and the emotional atmosphere during classes.

Several useful advice on the motivation of students you can find in.

And the last but no less important issue that we need to consider will be a matter of self-motive. Indeed, it is often what the person seeks to what he achieves in the end depends not as much on how it motivates employers, teachers and other people around how much from how much it is capable of motivating themselves alone.

Moiotivation

Moiotivation - this is the desire or a man's desire for something, based on his inner convictions; Stimulus for the action he wants to make.

If we talk about myctoment somewhat differently, you can characterize it like this:

Moorotivation is the impact of a person on its condition when the motivation from outside ceases to influence it properly. For example, when something does not work with you and things are going out of the hands, it is bad, I want to quit everything, omit your hands, but you yourself find the reasons for yourself to continue to act.

Moisotivation is very individual, because Each person chooses different ways in order to motivate himself. But there are certain methods that have a positive impact on most people. Let's talk about them more specifically.

Affirmations

Affirmations - These are special small texts or expressions that affect human influence mainly on the psychological level.

Many successful people use affirmations in their everyday life in order to constantly have internal stimuli for anything. Very often they are used by people in order to change their attitude to something, remove psychological and subconscious blocks. In order to draw up for yourself the most effective affirmations, you should use the next reception: you need to take a blank sheet of paper and divide it with a line into two parts. On the left, the beliefs and blocks are written, which, as you think, have a negative impact on your activity. And on the right - positive affirmations. For example, you know that you have fear of communication with your boss at work, but you often have to talk with him, and because of this you constantly feel stress, discomfort and reluctance to go to work. Write on one part of the sheet "I'm afraid to communicate with the boss," and on the other - "I like to communicate with the boss." This will be your affirmation. Affirmations are usually used not isolated, but comprehensively, i.e., except that you are afraid of communicating with the boss, you must define some other fears and weaknesses. They can get quite a lot. To reveal them to the maximum, you need to do a fairly thorough work on yourself: Highlight time, create a comfortable setting so that you do not distract anything, and think carefully about what you would like to change and what you fear. After you write down everything on a piece, write to all this affirmations, cut the sheet scissors into two parts and leave only part with affirmations. So that they began to act and influence you and your life, read your affirmations every day. Best of all, if it is immediately after you wake up before bedtime. Make reading affirmation with your everyday practice. After a while you will notice change in yourself and your life. Remember that affirmations affect the subconscious level.

Detailed information about affirmations you will find.

Self-pressure

Self-pressure - This is the process of exposing a person to his psyche in order to change its behavior, i.e. The method of forming a new behavior previously not peculiar.

In order to inspire some things yourself, you need to make a list of correct statements and installations. For example, if you feel at some points of the strength and depressed state, you can use the assertion: "I am full of energy and strength!". Repeat it as often as possible: and at the moments of decline and at the moments of the usual state. From the first time you can and not notice the impact of such an impact, but with practice you will come to what you will have to notice its influence. To approval and installations produce the greatest effect, you need to adhere to several rules: approval should reflect what you want, and not what you are trying to get rid of. Do not use the "not" particle. For example, say not: "I do not feel bad," and: "I feel good." Any installation must be short and have a specific meaning. It is important to form the installation in the present time. And most importantly - repeat the installations meaningfully, and not simply seeking the text. And try to do it as often as possible.

Biographies of famous personalities

This method is one of the most effective for self-motive. He is in meeting the life of successful people who have achieved in any field of outstanding results.

If you feel that you have lost motivation to activities, achieving success, continueing work on some project or even work on yourself, do the following: Think someone from your famous personalities causes your interest and admiration. It may be some kind of businessman, the founder of some company, a coach for personal growth, a scientist, athlete, a star of cinema, etc. Find the biography of this person, articles about it, his statements or any other information. Start learning found material. Surely, you will find in the life of this person many motivating moments, examples of persistence and desire to go forward in spite of everything. During reading, you will begin to feel the desire to take yourself in hand, continue to strive for the target goal, your motivation will increase repeatedly. Read books, articles, watch movies about the life of outstanding people always, when you feel that your motivation is weak and requires feeding. This practice will allow you to always be in a tone and have a strongest motivation, because you will have a clear example of how people remain faithful to their dreams and continue to believe in themselves and their success.

About what will will be, we wrote in one of our past lessons. The impact of the power of the will on human life is impossible to overestimate. It is the strong will that helps a person to develop, self-improve and achieve new heights. She helps to always keep themselves in their hands, not to fade under pressure from problems and circumstances, to be strong, persistent and decisive.

The simplest, and at the same time, the most difficult way to develop the power of the will is to do what you do not want to do. It is "doing through I don't want", overcoming difficulties, makes a person stronger. If you don't want to do something, then the easiest will simply postpone it, leave for later. And for this reason, many people do not achieve their goals, lower their hands in difficult moments, succumb to their weaknesses and go on occasion. Getting rid of bad habits is also a workout of the power of will. If you feel that some habit is dominated by you, just give up it. First it will be difficult, because Harmful habits take energy from you. But then you will notice that you have become stronger and habit has ceased to manage your actions. Start the Will Power Training with a Small, gradually raising the bar. And in the list of your affairs, on the contrary, always choose the most difficult and make it first. Simple cases will do easier. Regular training of his own will of Will will begin to give results through time, and you will see how easier you began to cope with your weaknesses, the reluctance to do something and laziness. And this, in turn, will make you stronger and better.

Visualization

Visualization - This is another very effective method to increase your motivation. It consists in a mental representation of the desired.

It is done very simple: Try to choose the time that no one distract you, sit comfortably, relax and close your eyes. For some time just sit down and watch your breath. Breathe exactly, calm, measured. Gradually, begin to represent a picture of what you want to achieve in the imagination. Do not just think about it, but imagine it as if it already has it. If you really want a new car, then imagine that you are sitting in it, turn the ignition key, take the steering wheel, click on the gas pedal and go from the spot. If you strive to be in some important place for you, then imagine that you are already there, try to outline all the details, environment, your feelings. Detach the visualization of 15-20 minutes. After you finish, you will feel that you have a strong desire to start something to do to achieve your goal. Immediately proceed to action. Daily visualization practice will help you always remember what you want most. And most importantly - you will always have a charge of energy to do something, and your motivation will always be at a high level, which means that the desired will become even closer to you and closer.

Completing the conversation about self-confidence, it can be said that it is the most important stage in the path of self-development and personal growth. After all, not always nearby people are able to awaken in us the desire to act. And much better when a person is able to make himself, to find an approach to himself, to study his strengths and weaknesses and learn how to arouse the desire to move forward in itself, to achieve new peaks, seek the goals.

In conclusion, it is worth noting that knowledge about motivation and the use of them in their everyday life is an opportunity on the deep level to understand yourself and others, find an approach to people, make their relationship with them more efficient and pleasant. This is an opportunity to make life better. It doesn't matter if you are the leader of a large company or simply by its employee, you learn other people something or learn, help someone else to achieve or yourself strive for achieving outstanding results, but if you know what others need and You yourself, then this is the key to development, growth and success.

Literature

If you have a desire to get acquainted with the theme of motivation in more detail and understand the intricacies of this issue, you can use the sources indicated below:

• Babansky Yu. K. Intensification of the learning process. M., 1989.
• Vinogradova M. D. Collective cognitive activity. M., 1987.
• Vikhansky O.S., Naumov A.I. Management. M.: Gardica, 1999
• Gonoblin F. N. Attention and its upbringing. M., 1982.
• Dyatlov V.A, Kibibanov A.Y., Pichalo V.T. Personnel Management. M.: Prior, 1998
• Yegorzyn A.P. Personnel Management. Nizhny Novgorod: Nimb, 1999.
• Yermolaev B. A. Learn to learn. M., 1988.
• YERETSKY M. N. Improving training in the technical school. M., 1987.
• Ilyin E.P. Motivation and motifs. St. Petersburg: Peter, 2000
• Knorring V.I. Theory, Practice and Art of Management: Textbook for universities in the specialty "Management". M: Infra rate, 1999
• Lipatat VS Management of staff and organizations. M.: Suite, 1996
• Fields M. N. How to encourage students to teach and work. Chisinau 1989.
• Skhatkin M.N. Improving training processes. M., 1981.
• Strakhov I. V. Education of attention from students. M., 1988.
• Shamova T. I. Activation of student learning. M., 1982.
• Schukina G. I. Activation of cognitive activity of students in the educational process. M., 1989.

Check your knowledge

If you want to test your knowledge on the subject of this lesson, you can pass a small test consisting of several questions. In each question, only 1 option can be correct. After choosing one of the options, the system automatically moves to the next question. The points you receive affect the correctness of your answers and spent time spent. Please note that questions every time are different, and the options are mixed.