Motivation is the motivation for activity by a combination of different ones. What is motivation: the main types and characteristics What is the name of the external stimulus to activity

Topic of the lesson: Motives. Driving forces of personality development

Teaching method: lecture

Form of organization of student activities: group

Lesson objectives:

Educational:to characterize the concept of personality orientation; motives and motivation.

Educational:arouse the interest of students in the subject, awaken curiosity, encourage students to be active

Developing:learn to highlight the main thing, build analogies

Occupation type:formation of new knowledge

As a result of educational activities, the student must:

-Know at the presentation level:what are motivational phenomena, types of motivations

-know at the level of understanding : what is motive, motivation, direction,

-be able to to be free to navigate in the material, to speak freely on the topic, to navigate in the motives of personality behavior

Material support:lecture, synopsis

LESSON PROCESS

1. Organizational moment. Checking for student availability

2. Activation of basic knowledge

What is personality? How does this concept differ from the concepts of man, individual, individuality?

What do you think is personality orientation?

3. Setting the goals and objectives of the lesson

4. Explanation of the new material

Looking at another person, trying to understand him, we seem to ask: "What does he want? What can he do? And what is he?" These three questions are not only a program for the scientific study of personality, but also a guideline for self-knowledge.

Direction is the leading characteristic of personality. The orientation of the personality is a set of stable motives that direct a person to fulfill the assigned tasks.

Stable motives are relatively independent of current situations.

Personality orientation is based on needsas the main source of human activity. In order to live and act in the surrounding world, a person needs food, water, air, movement, he needs objects of material and spiritual culture, in other people. Needs are a person's awareness and experience of the need for what is necessary to maintain the life of his body and the development of his personality.

In psychology, need and need are distinguished. A need is an objective necessity that a person himself may not experience and not be aware of.

For example, the human body constantly needs oxygen, which enters the bloodstream through respiration. But this need becomes a need only when there is any "deficit": the respiratory organs get sick, the oxygen content in the atmosphere decreases. In this case, a person suffers from a lack of oxygen, takes some action to eliminate it, rejoices when he can breathe in deeply. The objective state - need - was transformed into a mental state - need.Needs are biological (the need for food, air, movement, rest, etc.) and social, which have historically developed in human society. Social needs are divided into material (clothing, housing, etc.) and spiritual (cognitive, aesthetic, creative, need for communication).

A characteristic feature of human needs is their actual unsaturation.

A. Maslow, one of the leading psychologists in the field of motivation research, has developed a "hierarchy of needs". It consists of the following stages: 1 - physiological needs (lower needs controlled by the body's organs: respiration, food, sexual, etc.); 2 - security needs; 3-needs for communication, social contacts; 4 - needs for recognition, respect and approval, self-esteem (prestige, social success); 5 - the need for self-actualization, in the realization of oneself.

The emerging needs induce a person to actively search for ways to satisfy them, become internal stimuli of his activities.

Motive is the motivation for activities related to the satisfaction of a specific need.

The motives are subdivided into unconscious and conscious ... TO conscious motivesbehaviors include desires, interests, inclinations, ideals, beliefs, worldview. The interests, inclinations, convictions and ideals of the individual are stable motives and in the aggregate they express the worldview of the individual, are manifested in the spiritual needs and practical actions of the individual.

A wish- this is a motive, which is based on a conscious need in content, but it does not yet act as a strong motivation for action.

Interest- this is a selective attitude of a person to an object due to its vital significance and emotional attractiveness. Human interests are extremely diverse. For example, one student seeks to study well because he has a highly developed thirst for knowledge, for another good study is a means to gain the respect of others, a third does not want to upset his parents, a fourth intends to go to college and prepares a certificate with a high score, etc.It is very important to learn how to interest yourself and others. An example is the situation described in the famous book by M. Twain "The Adventures of Tom Sawyer".

Tom is guilty, and Aunt Polly as punishment forces him to whitewash a huge fence (a well-known truth: turning work into punishment is a sure way to disgust him).

Tom set to work without any enthusiasm. A problematic situation arose before him - to complete the task and at the same time not touch the fence. And here he is visited by a brilliant idea. Tom played a scene of passionate work in front of Ben Rogers. With all his appearance, he demonstrated that whitewashing a fence is a pleasure, that it is a pleasant activity and, moreover, very unusual. And now Ben begs Tom to let him whitewash him a little and gives him his almost whole apple for this honor. From that moment on, all the boys who passed by bought from Tom the right to work, which in another psychological situation they would never have done. And without knowing it, Tom discovered the law governing the actions of people: Work is what we are obliged to do, and play is what we are not obliged to do.In terms of focus, interests are divided into material and spiritual. Materialinterests are manifested in the desire for housing amenities, for the acquisition of things that facilitate work and provide comfort. When satisfying material needs, a developing personality goes beyond material interests, to spiritual interests.

Spiritual interests -these are the interests of growth. They have separate goals related to the desire to enrich and expand life experience, to actualize personal potential.

Addiction - this is a pronounced need of the individual to engage in certain activities.

Interest and inclination have a lot in common, but there are also differences.

For example, you can enjoy going to the cinema, reading books about outstanding actors, collecting their photographs, etc. But at the same time, you may not at all strive for activities in the field of cinema. Likewise, for example, there are many sports fans who go to stadiums, actively root for their favorite teams, but themselves ... do not even do morning physical exercises. There is interest, but no inclination.

Beliefs is a system of personality motives that induce to act in accordance with their views and principles. Beliefs are the regulators of human behavior.

Ideal - this is the image by which the person is guided in the present and by which he determines the plan of his self-education. It should be noted that ideals change with age and can, depending on their content, have both a positive and a negative impact on personality development.

Worldviewman is closely related to the formation of ideals. It represents a person's system of views on the world, on a person's place in it, on a person's attitude to the surrounding reality and to himself. It affects the entire appearance of a person, on the entire set of features of behavior and action, habits and inclinations.

To unconscious motivesinclude attraction and attitudes.

Attraction - This is a vague aspiration aimed at some object or action and driven by a little expressed need.

Attitude is the willingness to act in a certain way in different situations. Installation is essential because influences the nature of behavior, perception and communication.

The term "motivation" is a broader concept than the term "motive". Most often, motivation is a combination of psychological reasons that explain a person's behavior, focus and activity.

The question of the motivation of activity arises every time it is necessary to explain the reasons for a person's actions.

Motivational phenomena are repeatedly repeated, over time, become personality traits. These features include the motive for achieving success and the motive for avoiding failure.

The personality is also characterized by such motivational formations as affiliation, rejection motive, power motive, altruism, egoism, aggression.

These motives are of great social importance, because determine the attitude of the individual to people.

Affiliation- the desire of a person to be in the company of other people, to establish emotionally positive relationships with them. The antipode of affiliation is rejection motive,which manifests itself in the fear of being rejected, not accepted personally by familiar people. The motive of power- the desire of a person to have power over other people, to control and dominate them. Altruism -the desire of a person to selflessly help other people; its antipode - selfishnessas a desire to satisfy their personal needs, neglecting the interests of other people. Aggressiveness -a person's desire to cause physical or mental harm to other people, to cause them trouble.

In the process of his entire conscious life, a person sets himself certain goals that he seeks to achieve. But before, in order to do this, to carry out certain actions, a person has to overcome various obstacles. To overcome them, a person strains his mental and physical strength, shows volitional efforts.

Repetition of the covered material

Homework

Motivation for action;

A dynamic process of a psychophysiological plan that controls human behavior, determines its direction, organization, activity and stability;

3.the ability of a person to actively satisfy their needs.

Motive

Motive (lat. Moveo - move) is a material or ideal object, the achievement of which is the meaning of activity. The motive is presented to the subject in the form of specific experiences, characterized either by positive emotions from the expectation of achieving a given object, or by negative ones associated with the incompleteness of the present position. Realizing the motive requires inner work. For the first time the term “motivation” was used in his article by A. Schopenhauer.

Types of motivation

Extrinsic motivation (extrinsic) is motivation that is not related to the content of a certain activity, but is conditioned by circumstances external to the subject.

Internal motivation (intrinsic) - motivation associated not with external circumstances, but with the very content of the activity.

Positive and negative motivation. Motivation based on positive incentives is called positive. Motivation based on negative incentives is called negative.

Example: the construct “if I clean up the table, I'll get a candy” or “if I don't mess around, I'll get a candy” is a positive motivation. The construct “if I put things in order on the table, I will not be punished” or “if I don’t play around, I will not be punished” is a negative motivation.

Sustainable and unsustainable motivation. Sustainable motivation is considered to be based on the needs of the person, since it does not require additional reinforcement.

There are two main types of motivation: "from" and "to", or "the carrot and stick method."

Also distinguish:

Individual motivations aimed at maintaining homeostasis

Hunger

Thirst

Avoiding pain

Striving for optimum temperature

Etc.

Group

Caring for offspring

Finding a place in the group hierarchy

Maintaining the specific community structure

Etc.

Cognitive

Exploratory behavior

play activity

Self-affirmation motive - the desire to establish themselves in society; associated with self-esteem, ambition, pride. A person tries to prove to others that he is worth something, seeks to obtain a certain status in society, wants to be respected and appreciated. Sometimes the desire for self-affirmation is referred to as the motivation of prestige (the desire to obtain or maintain a high social status).

Thus, the desire for self-affirmation, for raising one's formal and informal status, for a positive assessment of one's personality is an essential motivational factor that encourages a person to work intensively and develop.

Motive of identification with another person - the desire to be like a hero, an idol, an authoritative person (father, teacher, etc.). This motive encourages work and development. It is especially true for teenagers who try to copy the behavior of other people.

Striving to be like an idol - an essential motive of behavior, under the influence of which a person develops and improves. Identification with another person leads to an increase in the individual's energy potential due to the symbolic "borrowing" of energy from the idol (the object of identification): strength, inspiration, a desire to work and act as the geoorporpyre (idol, father, etc.) did. By identifying with the hero, the teenager becomes bolder. The presence of a model, an idol with whom young people would strive to identify themselves and whom they would try to copy, from whom they would learn to live and work, is an important condition for an effective socialization process.

The motive of power - the desire of the individual to influence people. Motivation for power (the need for power), under some circumstances, can be an essential driving force behind human action. This is the desire to take a leading position in a group (team), an attempt to lead people, to define and regulate their activities.

The motive of power occupies an important place in the hierarchy of motives. The actions of many people (for example, leaders of various ranks) are motivated by the motive of power. The desire to dominate and lead other people is a motive that prompts them in the process of their activities to overcome significant difficulties and make great efforts. A person works a lot not for the sake of self-development or satisfaction of his cognitive needs, but in order to gain influence on individuals or a team.

A manager may not be motivated to act by the desire to benefit society as a whole or a separate team, not by a sense of responsibility, that is, not by social motives, but by the motive of power. In this case, all his actions are aimed at conquering or retaining power and constitute a threat both to the business and to the structure he heads.

Procedural and substantive motives - motivation to be active by the process and content of the activity, and not by external factors. A person likes to perform this activity, to show their intellectual or physical activity. He is interested in the content of what he does. The action of other social and personal motives (power, self-affirmation, etc.) can enhance motivation, but they are not directly related to the content and process of activity, but are only external in relation to it, therefore these motives are often called external, or extrinsic. In the case of the action of procedural-meaningful motives, a person likes and induces the process and content of a certain activity to be active. For example, a person goes in for sports because he just likes to show his physical and intellectual activity (ingenuity and unconventional actions in sports are also essential factors for success). An individual is encouraged to go in for sports by procedural-meaningful motives when the process and content of the game cause satisfaction, and not factors that are not related to sports activities (money, self-affirmation, power, etc.).

The meaning of activity during the actualization of procedural-meaningful motives lies in the activity itself (the process and content of the activity are the factor that prompts a person to show physical and intellectual activity).

Extreme (external) motives - such a group of motives, when the motivating factors lie outside the activity. In the case of the action of extrinsic motives, it is not the content, not the process of the activity that prompts the activity, but factors that are not directly related to it (for example, prestige or material factors). Consider some types of extreme motives:

the motive of duty and responsibility to society, group, individuals;

motives for self-determination and self-improvement;

seeking the approval of others;

striving to obtain a high social status (prestigious motivation). In the absence of interest in the activity (procedural and substantive motivation), there is a desire for those external attributes that the activity can bring - for excellent grades, for obtaining a diploma, for glory in the future;

motives for avoiding trouble and punishment (negative motivation) - motives caused by the awareness of some troubles, inconveniences that may arise in case of failure to perform activities.

Self-development motive - striving for self-development, self-improvement. This is an important motive that encourages an individual to work hard and develop. According to Abraham Maslow, this is the desire to fully realize their abilities and the desire to feel their competence. As a rule, going forward always requires a certain amount of courage. A person often clings to the past, to his achievements, peace and stability. The fear of risk and the threat of losing everything hold him back on the path of self-development.

Thus, a person often seems to be "torn between the desire to move forward and the desire for self-preservation and security." On the one hand, he strives for something new, and on the other hand, the fear of danger and something unknown, the desire to avoid risk hinder his progress. Maslow argued that development occurs when the next step forward objectively brings more joy, more inner satisfaction than previous acquisitions and victories, which have become something common and even bored.

When it is possible to actualize the motive of self-development in a person, the strength of his motivation for activity increases. Talented coaches, teachers, managers know how to use the motive of self-development, pointing out to their students (athletes, subordinates) the opportunity to develop and improve.

Achievement motive - striving to achieve high results and excellence in activities; it manifests itself in the choice of difficult tasks and the desire to complete them. Success in any activity depends not only on abilities, skills, knowledge, but also on achievement motivation. A person with a high level of achievement motivation, striving to obtain significant results, works persistently to achieve the set goals.

The motivation for achievement (and behavior that is aimed at high results) even for the same person is not always the same and depends on the situation and the subject of activity. Someone chooses difficult problems in mathematics, while someone, on the contrary, limiting himself to modest goals in the exact sciences, chooses difficult topics in literature, striving to achieve high results in this particular area. What determines the level of motivation in each specific activity? Scientists identify four factors:

over yourself and over your spirit. It is constant work, patience and perseverance that make it possible to embody the most unusual and daring dreams into reality. To understand where to start, a person must rethink his life, understand the true desires and motives of his actions. What is motivation?

The history of the word and a special approach

In ancient times, the word "motivation" was not used in Russian speech. Most often, in communication, people tried to explain an incomprehensible state that prompts them to complete a particular task. This could be a desire to fulfill an important and dangerous task that would benefit the family and people, or it could even incline to criminal activity.

What is motivation, how does it affect a person's life? The concept of "motivation" comes from the Latin word "movere", which literally can be translated as movement, awakening. It was actively used to convey their own moods only at the beginning of the 18th century. Oddly enough, but noble people used this concept exclusively in the stable phrase "motivate oneself", that is, to induce action. It should be noted that motivation is a function of management, which is quite popular in the West. It is used for networking and management.

Motivation - what is it? In the modern world, people quite often pronounce the concept of "motivation", while not fully realizing the true interpretation of the word. What is the concept of motive and motivation? At the moment, there are several definitions:

• motivation - a person's conscious attraction to the fulfillment of a certain goal, which can be compensated for by both material and spiritual values;
• - the manifestation of human desire to achieve the set task, manifests itself in a change in the internal and external states;
• motivation is a definition that affects the spiritual aspects of a person's state, his ability to set high goals for himself;
• achievement motivation - the desire to achieve the best result, the desire to look for new goals and objectives;
• motivation - the ability and desire to satisfy material, biological and spiritual needs;
• - the desire to achieve a result, a psychophysiological process that controls the behavior, emotions, actions of a person.

It becomes clear that motivation is a complex and highly individual concept. The desire to achieve success appears in a person in different situations, and, accordingly, the ways to achieve the result will differ. The main elements of motivation: goals, objectives, policies, methods, tools, programs.

The best minds around the world have been studying motivation in detail. The works of V.G. Podmarkova, I.F. Belyaeva, D.S. McClelland, J. Atkinson. Most psychologists and philosophers have reflected the collected information in theories and concepts, which even now help a person to rethink life. Motivation functions, as a rule, are aimed at achieving the assigned tasks. They give the entire system integrity and stability.

Classification and possibilities of motivation

Why do we need motivation, how does it affect a person? Based on common features, motivation can be divided into 4 large groups that play a key role during the whole process.

The first is the base groups. The classification of motivation in this case will be as follows:

• material (the desire for wealth, luxury, security);
• (desire to earn a promotion at work, to receive positive sanctions in the form of a bonus or reward);
• status (urge to change position, change career, change in personal life);
• spiritual (thinking about achieving inner consistency, studying an important detail that has not yet been described).

They are responsible for the primary emergence of the desire to achieve the desired result. They are preserved throughout the entire process, while they can be changed or replaced. In some cases, they can serve as a reason for the termination of motivation. For example, when there is an easier and more affordable alternative that forces you to abandon a previously invented plan.

The second group - ways to achieve the goal:

• normative (suggestion, persuasion, information);
• forced (insults, threats, intimidation, pressure);
• stimulating (providing real benefits and conditions, concluding written and oral agreements).

They influence the choice of the means to be used during the inducement. In frequent cases, they are combined and used in certain situations. Material goods are also used for effective action. The ability to persuade / pressure the interlocutor in many cases allows you to achieve a positive result, but any success must be consolidated.

The third group is the causes of occurrence. Classification:

• internal (appears during a mental or physical process, when a person solves a problem, forms motives);
• external (sources of influence from the outside, for example, wages or orders).

Strong motivation is possible only if there are internal and external sources. At the moment when you want to quit performing the stages to achieve the goal, a person subconsciously begins to remember other reasons that further encourage him to work even more.

The fourth group - focus on achieving results:

• positive (encouragement, reward, praise);
• negative (penalties, fines, public censure).

In reality, there are cases when a person strives to achieve one result, but in the end he gets a completely different one. The mistake lies in the choice of the direction of motivation. The general characteristics of motivation will tell you how to proceed.

Types of motivations and their reflection in the psyche

It will be almost impossible to name a certain number of species. Anyone can find something new, something that will radically change his ideas and. The types of motivation in psychology have always been actively discussed among specialists. Numerous theories of philosophers have been published in many textbooks. What are the motivations?

Extrinsic motivation - does not depend on human desire, occurs with the participation of strangers or phenomena, it is difficult to control.

Intrinsic motivation is a spiritual desire to achieve a result with a clear understanding of what is needed for this, what funds will be needed.

Sustainable motivation is directly related to the biological needs of a person, for example, the desire to find water or food, arrange housing, start a family.

Unstable motivation - requires constant monitoring from the other person. It can be an encouragement to live a healthy lifestyle, quit smoking and drinking.

Individual correct motivation - affects a specific person, while it can also influence the immediate environment. For example, thirst, maintaining a favorable body temperature.

Group strong motivation - unites people in a group that seeks to achieve one goal: find a job, get married / get married.

- manifests itself in research activities, when a person, with the help of his own knowledge, seeks to study a new object.

There is also unconscious motivation, the types of motivation differ from the standard ones. So, a person has an inexplicable desire to achieve his goal, while he cannot name the reason that caused such an emotion.

The classification of motivation methods is individual for each theory. It is recommended to study this topic with the help of the works of American researchers in the field of psychosomatics.

The concept and types of motivation were derived on the basis of human behavior, taking into account his individual qualities.

The motives of the human desire for change

How to motivate people and yourself? Someone wants to climb the career ladder and achieve high results in professional activities, while someone wants to find a soul mate and arrange a cozy nest. The classification of motivation methods according to a general theme, characteristic and types made it possible to identify the key points that affect the formation of the goal. The main motives prompting a person to perform certain actions:

• self-affirmation;
• identification;
• power;
• procedural and substantive motives;
• self-development;
• achievements;
• affiliation.

Each motive plays an important role and affects the entire cognitive process. Sooner or later, a person gets a real picture, which until that time he could only keep in his own imagination. But what are the theories and concepts of motivation? What do famous psychologists and philosophers think about this?

There are 3 main theories that determine what level a person is at. These are informative, procedural, specific theories.

The content base is based on human needs. They allow you to assess the state of the individual, to consider the principle of his work, to follow the train of thought. In such a theory, a special bias is made directly to the study of the structure of human desire, its possibilities and further prospects. The task is to understand what exactly caused motivation in a person, how this process functions. Excellent works on this topic have been published by the greatest minds of all centuries. These are the famous Maslow's hierarchy of needs theory and McClelland's theory of acquired needs, Alderfer's reasoning and forms of motivation, and the thought of Herzberg's two factors.

Procedural theories are primarily concerned with the analysis of the efforts that have been made by man. Feelings that a person feels in a specific situation or when performing a task are considered. To date, there are more than 50 interesting theories, including the reasoning and conclusions of Vroom, Adams, Porter-Walter, Locke.

Specific concepts are associated with a person's perception of the external world, the ability to feel and empathize. It is based on the model of an employee who has a unique set of motives, needs, emotions.

Edwin Locke's goal setting theory

The key question of the theory - what are the goals of motivation, what prompts to set them? The author of quite interesting works about human actions and the motives of these actions is the American psychologist and philosopher Edwin Locke. Hours of hard research led the scientist to very interesting thoughts. The psychologist carefully studied the forms and methods of motivation, which were previously written by their predecessors. Collected information about the effects of external conditions on the target.

What are the stages of motivation? How does a person set a goal? It was to these questions that the psychologist was looking for intelligible answers, and in the end he created a theory of goal setting. The main idea is that a person's behavior depends on the tasks that he has set for himself. Individuals tend to worry, experience emotional ups and downs. Any change in mood will certainly be reflected in his goals.

Motivation and motives for the actions taken depend on each other. The plan of tasks chosen by a person should always lead him to a pleasant result. Using the concept of E. Locke, the leader can raise the level of activity in the team. It is enough to know a few basic principles. The most important thing is to set a clear and achievable goal. You should not come up with something unimaginably complex and try to somehow bring it to life. At the same time, to achieve the result, employees will have to try hard. As a rule, in tasks of medium and high difficulty, people strive to show all their abilities, to reveal, possibly, hidden potential. An additional plus in this situation is the ability to bring people together in a team, a common goal allows you to forget disagreements and start acting as a close-knit team.

Employees should be aware of all successes and progress in a common cause. Unreasonable secrecy and dissatisfaction with work can lead to massive disaster. At the same time, it is encouraged if employees begin to actively share and implement their ideas. In most cases, it is these thoughts that contribute to improving the quality of work, since favorable conditions appear. Who, if not a worker, knows what he needs for a successful professional activity? Maybe you need to buy new equipment for the factory or make repairs in the office? In this case, an increase in motivation plays an important role, which occurs due to the mutual understanding of colleagues.

If the goals of employees and managers differ, then a general agreement should be reached. The main task of the leader is to hear the indignation of people and, if possible, resolve the disputes and disagreements that have arisen. At the same time, the boss should encourage the employee for high-quality work. This can be both material means and ordinary praise. The main thing is to understand in what situation to use positive sanctions in relation to the employee.

Maslow's hierarchy theory

How do you find motivation? You need to have some knowledge to answer this question. In order to bring together many ideas about innate needs, the American psychologist had to do a thorough analysis of a person's character, his changes depending on the change in goal, and study the types of motivation. The main provisions of this concept read:

• a person always has a need for something, it does not depend on gender and age;
• strongly expressed needs that an individual experiences in certain situations, groups can be combined;
• the arrangement of these groups is based on a hierarchical principle;
• a person performs actions due to unmet needs;
• after a while, the person reappears dissatisfaction, he wants to get more;
• in the usual state, the individual feels several needs, they can be interconnected;
• first, the desires at the base of Maslow's pyramid are satisfied, then the upper needs begin to act;
• a person is able to find a large number of ways to satisfy high needs rather than low.

Later, the American psychologist Abraham Maslow added several more important components of the pyramid. In his work "Towards the Psychology of Being", the author highlighted the needs for growth, which turned out to be difficult to describe. This book includes such interesting qualities as perfection, the desire to be higher than others, justice, responsibility, beauty, friendliness, completeness. The author described in detail the forms of motivation.

Maslow believes that in many cases it is the needs of growth that are the most powerful motive for achieving goals. Each person can check the accuracy of these words for themselves. It is enough to write down the most significant needs, arrange them according to a hierarchical principle: at the bottom - what is satisfied in the first place, at the top - what you have to work hard for.

According to Maslow, only 2% of the population reach the stage of self-realization, while others are forced to constantly strive for perfection. Many people are motivated to take action only in critical situations.

Alderfer's ERG theory

American psychologist Clayton Paul Alderfer studied the techniques of motivation for a long time, he came to the conclusion that all the needs and desires of a person can be combined into 3 large groups. The needs depend on the following factors:

• desire to exist (due to physiological needs);
• the presence of connections (the social sphere, a person's place in society, his family, relatives and friends play an important role);
• desire for growth (self-expression and desire to change both externally and internally, there is an increase in motivation).

If the principle of hierarchy works in Maslow's theory, then Alderfer is of the opinion that needs are directed in both directions. His definition of motivation is as follows: a dynamic system that can move both up and down. For example, a person managed to fulfill the highest desire, then the need for satisfaction of the lower level of tasks is activated and intensifies, and vice versa.

For clarity, you can perform a small experiment. It is also worth filling in Maslow's pyramid and paying attention to the upper and lower levels. If there is a movement from the bottom up, then it will be a person's self-satisfaction. If the path lies from top to bottom, then this is frustration (defeat). In order to return to the process of satisfaction, it will only be necessary to complete the key task from the drawn pyramid, starting at the end and going up.

McClelland's theory

The main mechanism of motivation is built on the basis of concepts that link opportunities and ways to achieve goals. The famous American professor, creator of a unique assessment method for the apperceptive test, David McClelland developed his theory of human needs.

How to motivate yourself? According to the outstanding psychologist, there are 3 main factors that affect the desire to achieve the task:

• power - due to the desire for self-improvement, learning, a person tends to have control over others;
• success - is felt only when the work is done successfully and positive feedback is received;
• involvement is a manifestation of participatory characteristics that are clearly expressed in spiritual culture.

The psychology of motivation has been thoroughly analyzed by scientists. McClelland's theory has prompted Western experts to re-focus on the structure of entrepreneurship. It was concluded that the motivation to achieve the goal in different situations is very different.

So, a society in which people strive to actively interact with each other, to show interest in a common cause, is subject to positive changes.

Motivation mechanism: people with high needs for achievement are confident in their own success, rather than those who do not set themselves any tasks. People from the first category are more balanced, calm, active, they are able to complete a large number of difficult tasks.

As for the motivation of the entire country itself, the state should pursue the following policy:

• strive to competently use labor resources;
• create conditions for personal growth;
• set maximum performance standards.

These conditions will allow people to work efficiently and reach heights faster.

MacGregor's basic XY theory

The author of this scientific book and detailed reflections is the famous American psychologist Douglas McGregor. The scientist worked on his work for several years. He studied in detail the behavior of people, tried to find a connection between desire and opportunity. McGregor's theory contains two key aspects:

• authoritarian employee benefit X;
• democratic Employee Benefit Y.

These theories are completely different, each has certain patterns of behavior and motives. So, reflections on the X theory suggest that initially the entire population of the country is lazy and weak-willed. They try to avoid mental and physical labor, so they must be under the careful guidance of more active and skilled workers. In this case, we can conclude that it is possible to induce a person to action only with the help of incentives and rewards. For example, a person working at a factory is not at all interested in further promotion up the career ladder and improving the quality of work, he likes to be led. Managers need to create conditions that would allow the employee to show all their talents, to take care of a favorable place of work.

The principles of motivation according to theory Y consist of the idea that initially all people are active and ambitious. They have developed abilities, they are ready to fight difficulties, go to the end. Such workers can take the initiative into their own hands, they understand what responsibility and self-control are. They are not afraid to entrust any business, since they are completely satisfied with their duties and enjoy it. Hence, it should be concluded that the average worker, given favorable conditions, is able to motivate himself to achieve his goal. it is much easier for managers than in the first case, because employees themselves are ready to show interest in the work performed.

Do not forget that the main condition for human motivation is free space, the opportunity to be alone with oneself in order to better understand oneself, analyze mistakes and make fateful decisions. The XY theory can be applied by any person, it will motivate you to achieve a result, suggest the right path and display possible outcomes.

Modern theory of Z Ouchi

The concept of motivation differs in many cultures. Japanese experiments in the field of psychology and medicine pushed the brilliant American psychologist William Ouchi to create his own model Z. The principle of collectivism, when a person is presented not as a separate element, but as an important detail of the entire mechanism, is taken as a basis. And if he refuses his work, then the whole device will immediately collapse.

In order to use Theory Z, you need to understand that most employees like to work in a team, rather than cope with a difficult task alone. In addition, employees are firmly convinced that the employer will take care of them, and they, in turn, will do the job well. Model Z will be actively developed if the company meets the wishes of the employees. The manager must give the opportunity to employees to improve their qualifications, to get a career advancement.

Mutual understanding and mutual commitment are the main principles of motivation, the key to a successful business and an excellent support for. Employees interested in higher wages, receiving awards and badges, awards and changing positions will strengthen the company's position and promote it to a leading position.

Applicable in this case are motivation methods that affect staff, students and the person himself. In all cases, it is necessary to focus on material incentives and observance of moral standards. So, for example, students receive a scholarship for, and staff for quality work done on time. Self-motivation, however, is a little more complicated. It is always difficult to start, namely to find a reason for which every effort will be made. Nevertheless, it is one's own desire that can radically change not only life, but also the person himself.

Incentive reduction problem

Lack of motivation is familiar to many people. Experts name 3 main reasons that are associated with the loss of desire to achieve goals. By carefully analyzing them, a person can rethink their own behavior and find new ways to solve pressing problems. How to get motivation back:

1. Monday's Workout and Nutrition. Does a person believe himself when he says that he is going to go on a diet from Monday? Of course, it's much easier to delay a difficult task than to start right now. In most cases, such ideas are not implemented, and then completely disappear. This is especially true of the fair sex. Excellent motivation for girls in such a situation: "I'll start right now, and finish the job much earlier."
2. "I want to be unique right now and forever." A person seeks to get everything at once, dreams of possessing luxurious treasures, having a magnificent figure and a loving family. But is it really possible to immediately achieve all this? In fact, you have to choose what is more important and useful at this stage. But this does not mean at all that there is no way to achieve other goals.
3. "I can't do it because ..." It doesn't matter what the answer is, but people have heard this phrase millions of times. Instead of actually doing something significant, the person seeks to find a reason not to do it. And, as a rule, these very reasons are ridiculous and illogical.

How to develop motivation and fight your own laziness? Success doesn't just come, it needs to be planned. Loss of motivation is a sign that the individual must reconsider their needs. A person must present a real picture of what he wants, set specific deadlines, see the goal and independently pave the way to it.

Finding goals and self-motivation

What motivates people? Everyone knows that the motivation must be set with a specific goal. It should be clear and accurate, without the slightest catch. But often it is not so easy to find this very goal, and it is even more difficult to describe and characterize it. How do you create motivation? What should be done for this?

In order to try to find the very task, you will need to perform several sets of exercises every day aimed at developing the inner world of the individual, disclosing his creative potential.

Psychologists recommend monthly conducting educational trainings for company employees, trying to attract them to a specific goal. This can be an improvement in the quality of work, an increase in the number of goods produced, and an increase in the qualifications of workers. Motivation tools: awards, praise, vacations, awards.

In schools and kindergartens, interactive classes are often held aimed at encouraging children to do their homework successfully, to get praise and good grades.

How to stay motivated? In everyday life, a person himself can perform a set of motivating exercises, it is enough just to find free time and a cozy place for reflection. It can be a beautiful park with luxurious spruce and pine trees, or it can be some kind of quiet and peaceful place in the apartment itself.

There is also such a thing as achievement motivation - this is a kind of motivation associated with the desire to achieve success and avoid obstacles. For the first time this definition was deduced in the 1930s by the scientist G. Murray. Now the motivation for achievement is associated with receiving any positive emotions. It could be success in school or a promotion at work, a good purchase, or a family visit.

Developmental exercises for children and adults

Where to get motivation? These interesting complexes will help to set a goal and motivate a person to complete the assigned tasks:

The first is identification with a beloved animal. By associating oneself with a fictional character or a very real object, an individual can achieve personal growth faster. The fact is that a person subconsciously takes on the positive qualities of his beloved hero, and at the same time new goals appear. Animals are strong and wise creatures that are the main part of the world around them. By identifying with them, the individual cultivates caution, perseverance, and purposefulness.

So, to complete the exercise, you must perform the following actions:

• choose one favorite animal, paint its positive and negative qualities;
• try to imagine yourself as an imaginary creature, try to go towards your goal;
• feel like a formidable lion or a cute rabbit for 5 minutes, try to overcome all the difficulties that the animal meets on its way.

After that, you should evaluate your feelings and experiences, analyze which tasks you managed to accomplish, and which turned out to be too difficult.

The second complex is to point out an error and mark an improvement. What to do if motivation is gone, how to get it back? It is worth giving an example from life. Often, kindergarten teachers and school teachers make comments to children about performing various tasks. They point out mistakes in the performance of the test, and then disassemble complex tasks. Why is this done? Thus, the older generation motivates children to perform the same tasks, but with a higher quality.

The motivation exercise should be done several times a week. To begin with, it is worth imagining a situation when a person is one step away from a set goal. He should describe the pros and cons of this provision. As a rule, there are always more disadvantages than positive features. But this is not a reason to be upset, since the next attempt will be better than the previous one:

• there will be many mistakes, but they will not be so serious;
• there will be many difficulties on the way, but what is important is what a person has already managed to achieve;
• even if not everything goes smoothly and according to plan, but this is not a reason to give up, because the most difficult thing is over.

Daily trainings for yourself and your family

You can motivate yourself to complete tasks in a circle of loved ones, ask for advice and find out what other people think of you. Such methods of motivation help to look at yourself from the other side, to see what is being done wrong, where the mistake is made:

1. Braggart. Where to find motivation, how to develop it? This complex will help change the idea of \u200b\u200byour own life. The exercise is aimed at developing the inner world, unleashing creative potential. A person needs to imagine himself as the head of a well-known company; the head has professional workers at his disposal. For the first time, a manager should blame his employees, show his advantage, deprive employees of a well-deserved bonus. In the second case, the boss should treat his team favorably. Listen to their requests, ideas, reward the best employees of the company. So, a person clearly sees that a lot depends on himself. The result of actions directly depends on the person's attitude to the process itself. A clear understanding of goals and how to achieve them is the key to success and self-realization.
2. Analysis of excuses. How often does a person find a seemingly logical explanation for a situation, but does not say anything about the mistakes he has made? The purpose of this exercise is to understand that everything depends only on one's own strengths, and not on fictitious problems. Exercise works as a motivation mechanism, it allows you to find the missing detail, the missed action in time. Most of the reasons for failure are associated with wrong thinking, choosing the wrong path. The man himself is to blame for the failure to achieve what he wanted. But this is not a reason to give up all ideas and go into depression, this is just a starting point for new achievements. When an individual begins to look for external reasons for failure, then by this he blocks his true motives and desires. The search for other reasons may indicate that a person:

• does not know how to organize and control himself;
• does not know how to correctly prioritize;
• does not know how to perform work systematically.

To complete the exercise, you should take a blank piece of paper and write a sentence, for example: "I did not complete this task, because ...". It is necessary to analyze the justification and answer the questions:

1. Why was this justification chosen, is there an alternative to it?
2. Does it depend on external and internal factors?
3. What prevents to correct this situation?

At this stage, you should think about what measures can be taken to achieve the goal. The main tools of motivation: money, health, connections.

Consolidate results and stay motivated

There are 6 main ways to get what you want. Each of them is unique in its own way and is used in connection with specific conditions. The most important principle of any motivation is to do what you enjoy and benefit. Only such deeds allow you to get satisfaction, they are supported by an inner desire, a desire to complete the task in any way. These are the guidelines:

1. Focus on the end result. Any task requires a special approach and considerable effort. Instead of focusing on difficulties, one should recall the reason for which the whole journey will be done.
2. Think only about winning. Start by doing easy tasks and then enjoy the results. This, firstly, will cheer up and help to gain confidence, and secondly, it will fill a person with energy to perform further actions.
3. Do any difficult task. After you have successfully completed several easy tasks, you should occupy yourself with a more difficult task. If you postpone a difficult mission at the end of the day, then it will smoothly move to the next day, week, month. Thus, a difficult task will become practically impossible.
4. Take regular breaks. When a person is rested and feels a new burst of energy, it is much easier for him to start performing any task. Instead of doing tedious work for hours, you should sit back and get some rest. This will bring organization and help you do what you love without being distracted by extraneous things.
5. Don't overload yourself with unnecessary hassle. Many people are often loaded with goals and objectives, they want to achieve a lot quickly, and in the end they get nothing. The desire to be the smartest, most beautiful, strong is, of course, good, but you should not set such global goals for yourself. You should concentrate on one specific task.
6. Reward yourself for your success. Achievement motivation often appears, which must be stimulated on your own. Small prizes for each right step stimulate a person to continue to work well.

How to increase motivation? It all depends on the person and his desire, it must come directly from the soul. A person's motivation is, first of all, perseverance, patience, the ability to work, the ability to understand their needs, the ability to control the situation. Only those people who have good motivation are able to fulfill themselves in life.

Motivation is the process of encouraging a person to take action to achieve goals.

Since no economic processes can proceed without the participation of personnel motivated to implement them, we will consider this aspect in more detail.

In personnel management, motivation is considered as the processes of activating the motives of employees (internal motivation) and creating incentives (external motivation) to motivate them to work effectively. In this regard, as synonymous with the term "motivation", the terms "Stimulation" and "Motivation".

The theoretical approaches to motivation are based on ideas formulated by psychological science, which studies the causes and mechanisms of purposeful human behavior.

From these positions, motivation is defined as the driving force of human behavior, which is based on the relationship of needs, motives and goals of a person.

Thus, the motivation of work is the desire of the employee to satisfy his needs (to receive certain benefits) through work.

The concept of the motive for work includes: need, which the employee wants to satisfy; good, able to satisfy this need; labor action, necessary to obtain the good; price - costs of a material and moral nature associated with the implementation of a labor action.

A general characteristic of the process of motivation can be represented if we define the concepts used to explain it: needs, motives, goals, incentives - and show their relationship (Fig. 2.5).

: Human motives:.

Fig. 2.5. Interrelation of concepts of motivation

Needs - the need for something objectively necessary to maintain the vital activity and development of the organism, personality and social group. Needs are the source of human activity, the reason for his purposeful actions.

Distinguish between biological and social needs.

Biological needs - the need for food, water, air, procreation, housing, etc., necessary to maintain the body in a normal vital state.

Social needs - the need to belong to a clan, nationality, social group, to express oneself, to build one's own career, to be recognized, etc.

Needs are in dynamic development and tend to grow both for an individual and for society as a whole.

Incentives - motivation for action or the reason for human behavior. It is widely believed that incentives are rewards. This is not entirely correct, since the word comes from the Latin stimulus - literally: a pointed stick that was used to drive animals, and has just the opposite meaning - compulsion. There are four main forms of incentives:

• 1. Compulsion. Administrative methods of coercion are widely used in organizations: reprimand, reprimand, transfer to another position, dismissal from work, etc.
• 2. Material incentives. These are material incentives: wages and tariff rates, remuneration for results, bonuses, compensations, vouchers, preferential loans, loans for housing construction, etc.
• 3. Moral encouragement. Incentives aimed at satisfying the spiritual and moral needs of a person: gratitude, certificates of honor and titles, honor roll, academic degree, publications in the press, government awards, etc.
• 4. Self-affirmation. Internal driving forces of a person, prompting him to achieve his goals without direct external encouragement. This is the most powerful incentive, however, it manifests itself only in the most advanced members of society. For example, writing a dissertation, publishing a book, author's invention, filming a film, obtaining a second education, etc.

Motives - these are the motivations of a person to action aimed at achieving the necessary goal (result).

Objectives - This is a desired object or its state, to possession of which a person seeks.

The influence of motivation on human behavior depends on many factors, it is individual and can change under the influence of motives and feedback from human activities. Of great importance for the formation of labor motives is the assessment of the probability of achieving goals.

Any activity involves certain costs and has a price. So, labor activity is determined by the cost of physical and moral strength. High work intensity can scare off workers if there are not sufficient conditions to restore working capacity. Poor work organization, unfavorable sanitary and hygienic conditions at work, underdevelopment of the social sphere in a number of cases determine a strategy of labor behavior in which the employee prefers to work less, but also receive less, since the price of intensive labor is unacceptable for him.

However, another situation is possible when an employee, in order to maintain a certain level of well-being, is ready to pay with health for additional benefits: allowances and benefits related to working conditions, increased pay for overtime work, etc. Moreover, society, establishing such benefits, authorizes such situation.

The power of motive is determined by the degree of relevance of a particular need for the employee. The more urgent the need for a certain good, the stronger the desire to receive it, the more actively the worker acts.

A feature of the motives of labor is their focus on themselves and on others, due to commodity production. The product of labor, having become a commodity, as a use value satisfies the needs not of the worker himself, but of other people; The goods satisfy the needs of the worker through their value.

The market economy through the mechanism of competition harmonizes the motives "for oneself" and "for others". The planned economy under the conditions of the command-administrative system led to a mismatch of these motives, since in it the worker gave to society much more than he received for his labor. The reaction to this was a decrease in the quality of labor, a deterioration in the consumer properties of manufactured products.

The deeper the gap between what an employee gives to society and what he receives in return, the less work motives such as duty to people, society as a whole, the desire to bring benefit to people through his work mean less for him. At the same time, the motives of material remuneration for work are hypertrophied in his mind. These processes develop most strongly when the level of employee wages is significantly lower than the cost of the required product.

Labor motives differ:

• by needs, which a person seeks to satisfy through work;
• for those benefits, which are required by a person to meet his needs;
• for that price, which the employee is willing to pay for obtaining the desired benefits.

The diagram of the relationship of needs, motives and goals, presented in Fig. 1, helps to orientate in the characteristics of the motivational process more precisely and to see its cyclical and multistage nature. 2.6. This diagram is rather arbitrary and simplified and gives only the most general idea of \u200b\u200bthese relationships.

Fig. 2.6.

In practice, it is almost impossible to define and structure the elements that make up the motivational process due to the uniqueness of the motivational structures of different people, the non-obviousness of motives, the complex interaction between different needs, etc.

The ideas about the possibilities of motivating workers' labor have undergone great changes in management practice. The theory of motivation began to be actively developed in the 20th century, although many motives, incentives and needs have been known since ancient times.

Currently, the versatility and ambiguity of the motivation process is reflected in a number of motivational theories, which can be conditionally divided into three groups:

• initial;
• content (analysis of the needs of the main factor that determines motivation);
• procedural (taking into account the behavioral aspects of the motivational process, determined by a specific situation).

Let's consider these groups of motivations in more detail.

Introduction 3

1. The concept of motivation as a system of human incentives to activity 3

2. The system of motivation for activities in the Locomotive depot Syzran 8

3. Types, types and levels of motivation in labor activity 10

4. Analysis of the motivation system on the example of the organization Locomotive depot Syzran 15

Conclusion 19

References 20

Introduction

Motivation plays a special role in human labor activity.

Motivation is a complex psychophysiological state, which is characterized by a set of dynamically hierarchized motivations of a person to a particular activity. The difficulty in considering this problem lies in the fact that any activity - be it work, cognition, communication, etc. - is polymotivated. It is motivated not by a single motive, but by their totality.

Some motives complement each other, some are in conflict. They either reinforce each other, then distort the activity of a person, which is why he, in the end, finds it difficult to determine why he acted this way and not otherwise. Moreover, a person is not aware of many motives. Therefore, it makes no sense to build a motivational process, and organizations, relying only on individual components of a complex motivational complex.

The purpose of this work is to consider the analysis and improvement of the activity motivation system using the example of the Syzran Locomotive Depot. To do this, in the course of the work, such issues will be considered: the concept of motivation as a system of motivations of a person to work, motivation to work, types, types and levels of motivation in work, as well as an analysis of the motivation system on the example of the organization Locomotive depot Syzran

1. Motivation as a system of human incentives to activity

In order to more adequately build a motivational complex, let us consider the point of view of B.V. Kharazishvili, who analyzed motivation from the point of view of its components. He reasoned as follows. The prerequisite for human behavior, the source of his activity is the need. In need of certain conditions, a person seeks to eliminate the deficit that has arisen. The emerging need causes motivational excitement (of the corresponding nerve centers) and induces the body to a certain type of activity. At the same time, all the necessary memory mechanisms are revived, data on the presence of external conditions are processed, and on the basis of this a purposeful action is formed. In other words, an actualized need causes a certain neurophysiological state - motivation.

Thus, motivation is a need-driven excitation of certain nervous structures (functional systems) that cause directed activity of the body.

The admission into the cerebral cortex of certain sensory excitations, their strengthening or weakening, depends on the motivational state. The effectiveness of an external stimulus depends not only on its objective qualities, but also on the motivational state of the body (after satisfying the passion, the body will not react to the most attractive woman).

Hence, the motivational states conditioned by the need are characterized by the fact that the brain simulates the parameters of objects that are necessary to satisfy the need, and the schemes of activity for mastering the required object. These patterns - programs of behavior - can be either innate, instinctive, or based on individual experience, or re-created from elements of experience.

The implementation of activities is monitored by comparing the achieved intermediate and final results with what was previously programmed. Satisfaction of the need relieves motivational stress and, causing a positive emotion, "approves" this type of activity (including it in the fund of useful actions). Failure to satisfy the need causes negative emotion, increased motivational stress and, at the same time, search activity. Thus, motivation is an individualized mechanism for correlating external and internal factors that determines the ways of behavior of a given individual.

In the animal kingdom, the ways of behavior are determined by the reflex correlation of the external environment with actual, pressing organic needs. So, hunger causes certain actions depending on the external situation. In human life, the external environment itself can actualize various needs. So, in a criminally dangerous situation, one person is guided only by the organic need for self-preservation, the other is dominated by the need to fulfill civic duty, the third is to show courage in a fight, to excel, etc. All forms and methods of a person's conscious behavior are determined by his relationship to various aspects of reality ... The motivational state of a person differs significantly from the motivational state of animals in that they are regulated by a second signaling system - the word. From here we turn to the types of motivational states of a person.

The motivational states of a person include: attitudes, interests, desires, aspirations and inclinations.

Attitude is a stereotypical readiness to act in a specific situation in a certain way. This readiness for stereotypical behavior arises from past experience. Attitudes are the unconscious basis of behavioral acts, in which neither the purpose of the action nor the need for which they are performed is realized. The following types of installations are distinguished:

1. Situational motor (motor) attitude (for example, the readiness of the cervical vertebrae for head movement).

2. Sensory-perceptual setting (waiting for a call, highlighting a significant signal from the general background sound).

3. Socio-perceptual attitude - stereotypes of perception of socially significant objects (for example, the presence of tattoos is interpreted as a sign of a criminalized personality).

4. Cognitive - cognitive - attitude (the prejudice of the investigator regarding the guilt of the suspect leads to the dominance of accusatory evidence in his mind, exculpatory evidence recedes into the background).

5. Mnemonic setting - setting to memorize meaningful material.

The motivational state of a person is a mental reflection of the conditions necessary for the life of a person as an organism, individual and personality. This reflection of the necessary conditions is carried out in the form of interests, desires, aspirations and drives.

Interest is a selective attitude towards objects and phenomena as a result of understanding their meaning and emotional experience of significant situations. A person's interests are determined by the system of his needs, but the connection between interests and needs is not straightforward, and sometimes it is not realized. In accordance with the needs, interests are subdivided by content (material and spiritual), by breadth (limited and versatile) and sustainability (short-term and stable). Direct and indirect interests are also distinguished (for example, the interest shown by the seller to the buyer is an indirect interest, while his direct interest is the sale of goods). Interests can be positive or negative. They not only stimulate a person to activity, but they themselves are formed in it. His desires are closely related to the interests of a person.

Desire is a motivational state in which needs are correlated with a specific object of their satisfaction. If the need cannot be satisfied in a given situation, but this situation can be created, then the focus of consciousness on creating such a situation is called striving. Striving with a clear idea of \u200b\u200bthe means and modes of action required is intention. A kind of aspiration is passion - a persistent emotional desire for a certain object, the need for which dominates over all other needs and gives the appropriate direction to all human activities.

The prevailing aspirations of a person for certain types of activity are his inclinations, and the state of obsessive gravitation towards a certain group of objects - drives.

Motivational states mobilize consciousness to search for appropriate goals and make a specific decision. Making a decision about a specific action is associated with the awareness of the motive of this action, with conceptual modeling of its future result. A motive is an argument in favor of a chosen action, a conscious urge to achieve a specific goal, a necessary element of a conscious, volitional, deliberate action.

So, the concept of motivation includes all kinds of incentives for human behavior. Motive is a conscious element of motivation.

It is necessary to distinguish between the concepts of "motive" and "motivation". Motivation is a general urge to be active in a specific direction. The most elementary form of motivation is drives - experiences of unconscious needs, mainly of a biological nature. The drives do not have a specific purposefulness and do not generate a specific volitional act. The general contours of goals are formed at the stage of desires, but desires are not yet associated with making a decision. At the next stage of pre-action, at the stage of striving, a person decides to act in a certain direction in a certain way, overcoming certain difficulties. At the same time, the conditions and means of achieving the arisen intentions, the possibilities of their implementation are being considered. As a result, the intention arises to perform a certain action.

Human behavior is activated by a wide range of motives, which are a modification of his needs: drives, interests, aspirations, desires, feelings. Concrete actions of a person are realized in the system of concepts. A person understands why this particular goal should be achieved, he weighs it on the scales of his concepts and ideas.

Positive and negative feelings can be motives for activity in a certain direction: curiosity, altruism, selfishness, self-interest, greed, jealousy, etc.

However, feelings, emphasizes B. V. Kharazishvili, being a general motivation for a certain type of action, in themselves are not a motive for action. So, selfish aspirations can be satisfied by various actions. Motive is the closure of the motivation on a specific goal. There can be no deliberate but unmotivated actions.

2. The system of motivation for activities in the Locomotive depot Syzran

With regard to management, motivation is the process of motivating staff to work. Any leader, if he wants to achieve effective performance of his subordinates, must not forget about the incentives for them to work.

Motivation is the process of creating a system of incentives to achieve the goals set for the employee on the basis of taking into account and using his needs, values, beliefs, and worldview.

N.K. Semenov emphasizes that a conclusion can be made about motivation only by observing the behavior or statements of people who are a resource that is fundamentally different from all others that the manager controls.

Human activity at enterprises and organizations, including the Locomotive depot Syzran, has a targeted character, moral value, which has a significant impact on the manners and behavior of a person at work. The attitude towards managers is formed under the influence of the microclimate in the Syzran locomotive depot, personal problems and other factors that are vital for the employee and have a great impact on his motivation.

The difficulty of identifying feelings and emotions of a person is also explained by the fact that each person working at the Syzran Locomotive Depot is a unique individual. Each of them is the result of the evolution of many factors, which are a unique combination that characterizes a particular personality.

The effectiveness of any specific impact on workers depends on the individual and the specific situation that has arisen. Ideally, managers should study subordinates so well that they can align their working methods and approaches to employees with their individual qualities. Studies of human behavior show that they tend to be more similar to each other, especially in the field of motivating needs and motives of behavior.

If the manager prefers to use the idea of \u200b\u200bsimilarity in motivation, rather than differences among employees, in managerial activity, then in this case there is a greater chance of achieving success in production activities. This does not mean that the personal interests of the individual will be rejected. Knowing about the individual needs and demands, in the management of the primary level there is a real opportunity to take into account these differences and link them with the main, general trends in the development of motivation of the employees of the unit.

A conciliatory approach in primary-level management is based on the similarity of motives to a much greater extent than on their difference, and is more preferable for enhancing employee motivation and improving production performance. A conciliatory approach also contributes to the cohesion of the workforce and creates a sense of belonging to a single team.

Quite often, motivation is seen as something that one person can give or do, perform for him. Managers sometimes talk about the conditions for granting employees the right to motivation or the existence of conditions to motivate them. However, positive employee motivation is not easily achieved, as it reflects an internal stimulus or impulse. Motivation cannot come inward from the words of others or be injected intravenously. It arises inside a person.

A person is motivated when he wants to follow the path that is stimulated. Ultimately, motivation is a critical factor in an organization's success. This is a category that has been supported by numerous studies.

3. Types, types and levels of motivation in work

When forming a motivational complex of personnel, the head of the Locomotive depot Syzran flexibly combines different types, types and levels of motivation.

Intrinsic motivation is why a person puts in his efforts, why he acts day after day, striving to make his life and the lives of others better. Intrinsic motivation is the "fuel" that sustains and does not give up at the moment of overcoming difficulties and setbacks. Intrinsic motivation includes:

Dream, striving for self-realization;

Striving for creativity;

Self-affirmation, demand;

Conviction;

Curiosity;

Personal growth;

The managers of the Syzran Locomotive Depot know: there is no negative result, there is just a result that must be worked with, and then defeat turns into a victory. Therefore, you should never reduce the internal motivation of staff. But you cannot rely solely on it. Because man is a social being and the need for recognition in him is extremely strong. But balance is important here.

External motivation includes:

Career;

Status, recognition;

Prestigious things (house, car, etc.);

The ability to travel.

Extrinsic motivation is constantly changing, it increases with success and decreases with failure, what pleased you yesterday can annoy you today, and vice versa. It depends on the predominant type of motivation: "OT motivation" or "K motivation". Even Freud said that man, like an animal, seeks to avoid suffering and get pleasure. Without accepting a too simplified interpretation of human behavior, you still need to consider what a person wants to get away from and what he wants to come to. “OT motivation” is a female type of motivation aimed at saving from hunger, poverty, etc. by revising stocks, switching to austerity, etc. Motivation K is a masculine type of motivation aimed at finding reserves and striving to increase profits instead of cutting costs. If a person focuses on "OT", then he, as a rule, is fixated on the past and his problems, if "K" is more important for him, then he is directed towards the future, focuses on achievements, while avoiding current problems.

The head of the Syzran Locomotive Depot, forming “K motivation” in his employees, is primarily focused on the future. He outlines specific goals for the organization's activities (or clarifies if they are outlined), and then presents them in a way that gives the people following him powerful motivation and a sense of confidence. This requires:

1. Vision of perspective. The leader provides a specific direction and image of the desired future, and does not simply draw up a set of alternative or possible directions.

2. Perspective stability. People need to be sure that the direction or purpose presented by the leader will not be unexpectedly changed or corrected. If the goal or direction changes dramatically during the implementation phase, it often becomes disastrous for the business.

3. Perspective inspiration. A leader's vision of a perspective should spark people's imaginations. To a large extent, it all depends on how much the leader himself is really inspired by the vision. If the leader's imagination is not "seething", he will never inspire subordinates.

4. Revitalizing perspective. The leader's vision should encourage people to take personal part and take action to achieve the goal. If this does not happen, then the leader has failed to communicate his vision to others.

5. Stages of perspective. When a step-by-step implementation of the leader's plans is necessary, then he must present to people those next steps that people can easily understand.

At the Locomotive depot Syzran, the level of motivation is also taken into account in the activities of the personnel.

S. Polukeev, having analyzed Gumilyov's ideas about passionarity, proposed nine levels of motivation for consideration. The most serene and comfortable life on the third level.

THE THIRD LEVEL of motivation - “The life of a quiet man in the street, adapted to the environment”, living according to the principle: “My house is on the edge, I don’t know anything”, who is “always happy with himself, his dinner and wife”. According to Alexander Zinoviev, this is "Homo Sovetikus" of the era of developed socialism, or an ideal dear to the heart of every Leninist: "A minimum of effort with maximum economy!"

THE FOURTH LEVEL - "Striving for the improvement of life without risk" - without the risk of losing something: a dacha, extra earnings, etc. Between the third and fourth levels is the COMFORT ZONE. In this zone, according to Gumilev, sluggish selfish people live, guided by a consumerist ideology, which are characterized by "philistine musty life."

FIFTH LEVEL - "Finding luck with risk." The keywords here are LUCK and RISK. This is the world of games for luck without guarantees of success, in the hope of "chance" and a smile of fortune. Beginning traders and businessmen start from this level of motivation.

SIXTH LEVEL - "Striving for the ideal of knowledge and creativity." For most people, work by profession is, first of all, a VOCATION AND SELF-REALIZATION. Compared to entrepreneurship and risk-taking, this seems to be a rather prosperous zone of creativity. But the risk here lies elsewhere - not to receive the RECOGNITION of your CALL, which comes either posthumously, or does not come at all!

SEVENTH LEVEL - "Striving for the ideal of success." It is from this energy level that big business starts. This is the WINNER'S ZONE, which is making serious efforts to achieve the goal.

EIGHT LEVEL - "Striving for the ideal of victory." People who are guided by this level of motivation strive to win at all costs. These are real fighters, champions.

NINTH LEVEL - "Sacrifice". To shine in the WINNER'S ZONE, you have to pay with refusal, renunciation or sacrifice. As long as a person is like an overflowing vessel, he is immune to anything new.

When moving from one level of motivation to another, higher one, a person takes responsibility, makes a volitional decision and makes a choice, overcoming fear - the fear of being more free. Leaving the usual ZONE OF COMFORT, a person runs the risk of dying or being rejected, funny or deceived. And so at each stage of development - a new level of motivation, a new volitional effort and their own sacrifice and renunciation.

However, over the past 10-15 years, about 80% of the population of our country has degraded from the COMFORT ZONE to levels below the third, into the LONG ZONE.

THE SECOND LEVEL is "Failure to regulate needs." Who is incapable of changing their needs? One who has what he has, not what he wants. Those who have nothing to lose, the fear of losing is stronger than the desire to gain, therefore, he stops in his growth and dies, losing everything.

FIRST LEVEL - "Failure to meet needs." This is already poverty. A person lives according to the principle of "Four D": to finish eating, to donate, to degrade and to live out.

The paradox lies in the fact that people indulge themselves with the illusion that they live in a COMFORT ZONE, while in fact they live in the DEBT ZONE.

The task of the leader, S. Polukeev emphasizes, is to discover what is in a person that is holy, living, human. Add fuel to the fire, if it is still flickering, awaken those desires that are sleeping, so that a person begins to willingly work for the future.

But this is possible only if the leader himself is at least at the sixth level.

4. Analysis of the motivation system on the example of the organization Locomotive depot Syzran

The rapid improvement of information technology - a powerful factor in the renewal of all areas of work - requires a willingness to perceive and assimilate new things. Everyone has to learn. Consider the features of the content and organization of personnel labor and priority areas of management on the example of the organization of the Locomotive depot Syzran

Table 1.

Features of the content of labor in the Locomotive depot Syzran (LDS)

Features of the content and organization of work	Specificity of labor motivation and personnel management
1	2
Almost all operations and services cannot be carried out by one specialist. Labor in LDS is initially collective in nature.	The desire of each employee to realize that their own well-being and confidence in the future depends on the activities of the organization
The relative decline in the earnings of the bulk of workers in comparison with the recent period of their activity	It is necessary to search for new methods of motivation, as well as to improve and strengthen the stimulating role of material reward.
The influence of specific (special and extreme) factors in the labor process	Strong motivation is necessary as a factor in achieving the goals of the organization and as a tool to increase psychological stability
A high degree of responsibility for the operations performed and decisions made	Increased interest in error-free operations and the most balanced decision-making
Constant updating (complication) of the range of operations performed, the introduction of new computer technologies, etc.	It is necessary to constantly monitor the level of qualifications and compliance with the workplace and the functions performed by employees (testing and certification)

It can be seen from the table that HR managers at the Syzran Locomotive depot should pay special attention to factors affecting the motivation of personnel.

Let's consider these factors in more detail.

Labor in LDS is initially collective in nature. Almost all types of activities cannot be carried out by one employee. It is advisable to stimulate each employee in such a way that he realizes that his own well-being and confidence in the future depends on the success of the organization. This is facilitated by the strengthening of group motivation and its combination with the individual.

Constant updating (complication) of the range of work operations carried out, the introduction of new computer technologies are necessary to speed up and simplify activities. To fill in the missing knowledge and professional skills, it is advisable to use in the practice of personnel management a variety of trainings, seminars, "round tables" where narrow professional knowledge is acquired in the course of specially organized training, as a result of communication with more knowledgeable and competent colleagues in these matters. It is necessary to monitor the compliance of workers' qualifications with new stages of development through testing, certification and other forms of control of knowledge and skills.

A high degree of responsibility for the operations carried out and the decisions made is characteristic of almost all employees of the Syzran Locomotive Depot.

The high degree of responsibility of top and middle managers is also evident. All the work of these personnel is to some extent associated with risks, and their consequences affect the activities of the organization as a whole. Therefore, it is advisable to stimulate interest in the maximum possible error-free conduct of activities and balanced decision-making. The effect of them, as a rule, is reflected in the work of the entire organization. In addition, positive decision-making should be encouraged.

The nature, content and quality of workers' activities are influenced by specific (special) factors in the labor process. So, to the question: "Do you often feel negative mental states (stress, severe fatigue, irritability, etc.) associated with your work?" - the answer is “quite often”, - every third employee gives. The data of opinion polls make it possible to clarify the reasons for such negative conditions.

Of the negative factors among workers in the first place (21.22%) - uneven workload during the day (month, year). A high degree of responsibility takes place in the work of one in five of the interviewed top and middle managers. Of the factors common to all categories of workers, long-term computer work, monotony, etc. prevail. Workers at the Syzran Locomotive Depot often work overtime; typical and traditional processing. On some days, the working day can be extended by several hours.

In addition to specific (special) factors related to work, workers are also affected by the consequences of ordinary, general stressful phenomena inherent in all Russians. These are the threat of losing their jobs, the rise in the cost of living, legal social insecurity, the danger associated with an increased criminal situation in the country. Hence the unproductive mental tension, emotional breakdowns, intolerance, the desire in any way to reduce the traumatic force of tension. This often leads to premature fatigue, decreased attention, deterioration in well-being, activity and, as a consequence, an increase in the number of errors, deterioration in the quality of work and other undesirable phenomena.

The action of specific (special) factors, leading to the emergence of negative mental states in subjects of labor, negatively affects the efficiency and reliability of activities. Compensation for the negative impact of negative functional states that take place in the activities of the personnel of the Syzran Locomotive Depot is carried out by subjects of labor through volitional efforts with the connection of reserve capabilities.

The analysis shows that the activities of top and middle managers take place in extreme conditions characterized by constant and intense action of specific (special) factors. The latter can pose a potential threat to managers. Negative functional states are strongly expressed, and work under these conditions requires recovery.

The activities of workers, associated with episodic, unstable action of specific factors, can be attributed to special conditions, after which rest is necessary.

Functional states that arise in subjects of labor in difficult conditions of activity refer to the type of functional states of dynamic mismatch, characterized by a violation of adequate physiological and behavioral reactions, unjustifiably high psychophysiological Activity and lead to a violation of its (activity) structure, decrease in efficiency and reliability. Negative psychological states, on the one hand, can become an inhibiting factor in activity and initiative, on the other hand, they can stimulate hasty decisions and actions.

Taking into account the difficult working conditions of employees, it is necessary to approach the issue of motivation of their work accordingly. First, it requires a psychological readiness to work in these conditions. Secondly, we need a system of positive motivations as the main component of the sustainability of professional activity in quantitative and qualitative aspects, as well as in the temporal aspect of professional activity.

The presence within one Locomotive depot Syzran of sectors, departments, and subdivisions that are completely different in terms of functions and industry affiliation presupposes the use of various motivation methods, personnel assessment systems, approaches and principles of bonuses and material rewards.

Thus, the work in the Locomotive depot Syzran has features that are advisable to take into account when developing a motivational policy and in the practice of personnel management.

Conclusion

Thus, motivation plays a huge role in human labor activity. It is very important for the head of any organization to take this into account when developing motivational policies and in the practice of personnel management.

The theories and ideas for understanding motivation studied in this work are fundamental in nature and have been presented in many publications. The largest number of interpretations is devoted to convergence, similarity of motives, and not differences.

List of references

1. Smironova G.B. Management. - M .: "Dashkov and K", 2002

2. Personnel management: a tutorial. Ed. AND I. Kibanova, L.V. Ivanovskaya. M: PRIOR Publishing House, 1999

3. Shekshnya EB. Personnel management of a modern organization. - M .: Intel-synthesis, 2002

4. Psychology of work. / Ed. prof. K.K. Platonov. - M., INFRA-M, 2004

5. Cherednichenko I.P., Telnykh N.V. Psychology of management. - Rostov-on-Don, Phoenix, 2004

6. Shipunov V.G., Kishkel E.N. Fundamentals of management activities: personnel management, management psychology, enterprise management. - M .: Higher school, 2000

Cherednichenko I.P., Telnykh N.V. Psychology of management. - Rostov-on-Don, Phoenix, 2004 - P. 254

Shekshnya EV. Personnel management of a modern organization. - M .: Intel-synthesis, 2002 - P. 187

Personnel Management: A Study Guide. Ed. AND I. Kibanova, L.V. Ivanovskaya. M: PRIOR Publishing House, 1999 - P. 180

Smironova G.B. Management. - M .: "Dashkov and K", 2002 - p. 278

Smironova G.B. Management. - M .: "Dashkov and K", 2002 - P. 141

 

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