Motivation And Emotional Competence

On the motivation of staff said and written much. But somehow it happened that in practice the system of motivation is reduced only to a differentiated pay system: do bigger and better – get more, do less and less – You get less. Of course, it works, at least in most cases. But is that enough for today? After all, the labor market in recent years has changed significantly. Whereas previously employers chose their employees from a large number of candidates, it is now increasingly the workers themselves choose the most suitable for a working environment that best suits the company. Especially if you are skilled professionals, lack of which there are already well on the market. And they have not only a high salary and good benefits package.

They choose a company that can best meet their emotional needs: respect, recognition, status, comfort, and so on. It is noticed that the higher social status, the more attention he pays to satisfy their emotional needs. And the final decision about choosing a company is, as a rule, in the emotional sphere. The same can be said about those who are already working in the company. I must admit that people decide to stay in their company or not, guided solely by emotion. Staff remain in the company if their manager can create a "comfortable" atmosphere.

And the decision is entirely emotional. There are many examples, when employees were leaving the high-paying jobs just because they do not receive moral satisfaction. On the other hand, remained at work at low wages, if everything else was fine, that is, they were emotionally satisfied. If a person feels emotionally discomfort, then sooner or later he will leave the company. If it still persists, then its productivity will be very different from that to which he is really capable of. After all, energy workers, aimed at work depends not only on wages, it largely depends on how he feels.