Management of motivation system of personnel at the enterprises

Abstract

The dissertation provides a theoretical and methodical generalization of the practical and scientific aspects of managing the personnel motivation system at enterprises and defines the organizational principles of the integration of tools in the management of the motivation system at enterprises. In the world as a whole, there is a constant growth of technological innovations aimed at improving and simplifying people's lives with the help of unique modifications that remain relevant and fit into established structures. As a result, it is extremely necessary for employers, managers, and specialists to develop strategies, mechanisms, and systems in order to, in some cases, support the motivation of their employees and offer them the desired satisfaction, and in others to avoid losing employees due to demotivation. From a scientific point of view, the study of modern theoretical trends in personnel motivation involves the study of various disciplines, such as sociology, psychology, organizational behaviour and management theory. Such an interdisciplinary approach allows for a deep understanding of the complex of factors influencing the formation of the employee motivation system. Management of the motivation system is a clear combination of material and non-material incentives used to increase the motivation of personnel, create effective mechanisms for the relationship between the resource potential of personnel and meeting the needs of enterprise managers in motivating corporate interests, as well as taking into account existing economic conditions and available resources. Despite numerous studies on motivation, there are many ideas and relatively little prior consensus on describing the relationship between the effects of motivation on personnel in an enterprise. At the same time, it is known that a balanced system of motivation not only contributes to the growth of the organization, but also allows employees to strive for high performance and productivity, which causes loyalty to the enterprise, as well as the achievement of desired organizational goals. Therefore, the main goal of the dissertation was to substantiate the theoretical and methodical features and practical application of management of the personnel motivation system at enterprises. General scientific and special research methods were used to achieve the goal of scientific research and implementation of the set tasks, in particular, such as: methods of synthesis and analysis, induction and deduction when determining the content of the categorical concept of personnel motivation; the method of comparative analysis - when researching existing theories of motivation to identify their methodical value; structural and functional - to determine methodical approaches to the assessment of enterprise personnel and establishing its relationship with the motivation system; statistical and analytical methods of absolute and relative values, generalizing characteristics - for characterizing the state and trends of the personnel motivation management system at Nigerian enterprises; sociological research (questionnaires, surveys, interviews) - when identifying the influence of individual factors on personnel motivation; the method of correlation-regression analysis - to determine the closeness of the relationship between labour productivity as the main indicator of the effectiveness of motivational management and independent variables of production factors; system approach, methods of analysis and forecasting, comparative methods, abstract-logical method - for theoretical generalizations and formation of conclusions regarding the identification of reserves of active motivation systems at enterprises. In addition, the techniques of grouping and classification, tabular and graphic presentation of research results are used in the work. The scientific novelty of the obtained results lies in the deepening of the theoretical and methodical foundations of increasing the effectiveness of the motivational management of enterprises and in the scientific substantiation of practical recommendations regarding the implementation of the conceptual provisions of the management of the personnel motivation system in the activities of enterprises. In the introduction of the dissertation, the author comprehensively substantiates the direction of the research, shows its connection with scientific programs and topics, defines the purpose and tasks of the research, object, subject and methods, indicates the novelty and practical significance of the obtained results, and also determines the personal contribution of the dissertation in research, approbation of results and publications on the topic of the work are submitted. In the first chapter of the dissertation research, the theoretical and methodical foundations of the personnel motivation system at enterprises are defined, the main and essential characteristics of personnel motivation are given, motivational theories and modern scientific approaches to personnel motivation are analyzed, and methodological approaches to the evaluation of the personnel management system of the enterprise and its interrelationships are specified. connection with the motivation system. The work considers various concepts and definitions of motivation, the content of which the author formulates, in contrast to the commonly known ones, as a combination of internal and external influences that encourage personnel to act consciously, achieve goals and demonstrate certain behaviour, and is also defined as a psychological process that affects a person's intensity, determination, and attention to a certain activity or goal. A systematic review was conducted, the relevant literature and data were collected, the current theories of brand management in the field of higher education were summarized, and the current direction of research was determined. The system of creating individual motivational methods in enterprises has been further developed, which is scientific and can help management to evaluate staff productivity, thereby satisfying individual achievements and the mechanism by which staff are motivated and receive appropriate support, which improves the management's motivation strategy in the enterprise. This section provides the necessary theoretical and methodical support for scientific research. In the second chapter, trends in the development and application of the personnel motivation management system at enterprises were analyzed, the characteristics of the current state of the personnel motivation system application in Nigerian enterprises were described, the impact of personnel motivation on the results of the enterprise was investigated, and methodical approaches and practice of evaluating the personnel motivation system were studied. For the first time, the author substantiated the conceptual principles of the creation and functioning of the personnel motivation management system, which, unlike the existing ones, on the basis of the integration of the appropriate tools, provides for the implementation of an effective personnel motivation system, which, thanks to its versatility and focus on identifying internal and external influencing factors, allows to carry out continuous observation, analysis of the general impact on motivation and adjustment of the obtained results, contributing to increasing the level of motivation of the staff and the efficiency of the enterprise in general, strengthening it competitive positions on the market. A methodical approach to measuring the impact of motivation on the effectiveness of the enterprise management system has been improved by regularly collecting data through surveys in order to modify and improve motivational programs based on the changing desires and preferences of employees, which should be transformed into practical ideas. In addition, the methodical approach of enterprises to the systematic assessment of their own personnel regarding productivity, abilities, habits and the general value of the employee for the company, which has not only quantitative characteristics, but also qualitative ones, has gained further development. In addition, it includes regular and informal feedback channels of management with subordinates. This assessment has several applications, including making decisions about promotion, identifying areas for personal development, and aligning personal aspirations with corporate goals. In the third chapter of the work, the organizational principles of the integration of tools in the management of the personnel motivation system at enterprises are proposed, the remuneration system is diagnosed as the main motivation tool, organizational culture as a factor for improving the motivation of the enterprise, and modern concepts of motivational personnel management systems. A conceptual approach to building effective personnel motivation systems has been improved, which necessarily include, but are not limited to: increasing individual employee motivation; increasing collective motivation; increasing the efficiency of employees; optimal use of employees' potential; the success of the organization as well as its employees. To create an effective motivation system, it is necessary to pay special attention to the nature and duration of work. An effective motivational mechanism of enterprises should be: logical; folded; flexible and acceptable. Approaches to the recognition of the concept of "effective leadership", which is seen by employees as a source of inspiration, encouragement and guidance, have gained further development. An increase in staff motivation and productivity can be attributed to skilful management. Employee motivation and engagement are enhanced with clarity that makes it easier for them to see how their individual contributions are meeting business goals. So, one of the most important resources of the enterprise is the personnel, who are able to ensure maximum efficiency under the condition of proper performance of their duties. However, it is impossible to achieve a high level of staff productivity without high-quality motivation. In particular, a deep understanding of the company's management and top management of the key components of the system and the main motivational factors in working with personnel allows us to see how a combination of material and non-material incentives contributes to the achievement of operational efficiency. These factors include the level of wages, an established system of internal communications, support of corporate culture and working conditions, etc. The implementation of the proposed measures together with the improvement of other management methods will contribute to increasing the involvement of employees in work and increasing the efficiency of the entire enterprise management system.