Predpokladajme, že s firemnými myšlienkami sú oboznámení všetci zamestnanci firmy, zároveň chápu ich súvislosť s prácou, ktorú vykonávajú. Nemusia však byť oslovení týmito myšlienkami natoľko, aby ich prijali za svoje.
Kde by sme mohli nájsť nejaký impulz, ktorý dokáže inšpirovať človeka k práci pre plnenie firemných myšlienok a cieľov? Tieto podnety by sme mohli hľadať medzi motívmi a stimulmi. Motívy a stimuly predstavujú pohonné sily, ktoré nám pomáhajú konať činy. Medzi nimi je však zásadný rozdiel: zatiaľ čo motívy pôsobia zvnútra – sú naše, stimuly prichádzajú z vonku – našimi sa len stávajú.
Ak sa spoliehame na motiváciu, znamená to, že činnosť, ktorú od ľudí vyžadujeme, dáme do súvislosti s ich už existujúcimi vnútornými potrebami a určitými stimuláciami zamestnancov. Vieme, že motivácia bude pôsobiť aj bez nášho vplyvu tak dlho, pokiaľ činnosť, ktorú po ľuďoch vyžadujeme bude v súlade s ich aktuálnymi motívmi. Takéto využitie motivácie vyžaduje špeciálne schopnosti: potrebujeme vedieť odhadnúť aktuálne motívy ľudí.
Európske nariadenie GDPR sa týka nás všetkých
Dramatické sankcie za nedodržanie GDPR nariadenia EÚ už postihujú malé spoločnosti na Slovensku. Sprísnili sa pravidlá spracovania osobných údajov občanov EU a zvýšili sa dramaticky sankcie. Rozšírila sa aj teritoriálna pôsobnosť, tzn. že sa začala uplatňovať na európske organizácie a aj na organizácie, ktoré nie sú usadené v EÚ, ak ponúkajú služby dotknutým fyzickým osobám v EÚ. Neváhajte ak nemáte ešte ošetrené GDPR nariadenie vo vašej spoločnosti a nechajte si vypracovať GDPR dokumentáciu u outsourcingovej spoločnosti SAFEDATA. Firma Safedata.sk vypracovala viac ako tisícky dokumentácií pre spoločnosti na celom Slovensku.
Pokiaľ by sme vsadili na stimuláciu, dostali by sme sa do úplne odlišnej situácie. O ľuďoch nám síce bude stačiť vedieť o niečo menej (hlavne ak sa budeme môcť spoľahnúť, na všeobecne pôsobivé stimuly typu finančnej odmeny), avšak stimulácia bude odlišná len do tej doby, pokiaľ bude pôsobiť podnet. Akonáhle prestaneme investovať potrebný čas, úsilie alebo firemné prostriedky, musíme očakávať, že žiaduca ľudská činnosť sa čoskoro zastaví.
Voľba medzi motiváciou a stimuláciou teda závisí od konkrétnych podmienok, vrátane schopností manažéra. Potupne ako rastie význam motivácie a klesá potreba stimulácie, sa celý proces hľadania podnetov za priaznivých okolností môže presunúť z rúk manažéra a dostáva sa do priamej kompetencie človeka, ktorý prácu vykonáva.
59 thoughts to “Motivácia a stimulácia zamestnancov pre lepší výkon”
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