A Typology of Techniques for Motivation of Personnel at Mechanical Engineering Enterprises

• Main Authors: Melnyk Olga G., Bodaretska Olha M.
• Format: Article
• Language: English
• Published: PH "INZHEK" 2015-03-01
• Series: Problemi Ekonomiki
• Subjects: mechanical engineering enterprise; mechanical engineering industry; motivation; motivation technique
• Online Access: http://www.problecon.com/_inc/kachka_pdf.php?year=2015&volume=3_0&pages=143_148&abstract=2015_03_0%27))%20{return%20false}

The purpose of the article is to develop a typology of techniques for motivation of personnel at mechanical engineering enterprises providing for systematization of their forms on the basis of a number of the existing features and identified new ones, which are justified by the requirements of today. There has been proved the fragmentary character of developments in this area making it impossible to form basic prerequisites for studying the concept. It has been found that certain features of the typology of methods for motivating employees may also be signs of a typology of techniques for motivation of personnel at enterprises of mechanical engineering industry. Among the current signs of a typology of techniques for motivation of personnel at mechanical engineering enterprises it is proposed to use the following ones: the nature of the impact; results obtained, object of the impact; direction; nature of the objectives; scope of the anticipated changes in the existing motivation system; nature of the needs, at which the techniques are directed. In addition, expediency of introducing new features of the typology, namely: the novelty level (classic and innovative motivation techniques), level of individualization (individual and standard); level of formalization (formalized at the high, medium and low level), source of the need for formation and implementation (the techniques, which necessity is specified by the enterprise, and the techniques, which necessity is specified by the business environment), origin («field» and «office» ones). These results allow forming a holistic view of the diversity of techniques for motivation of personnel at mechanical engineering enterprises as well as reasonable choosing among them their individual types at improving the motivation system. Prospects for further research in this direction should be allocation and systematization of the factors influencing the choice of one or another technique for motivation of personnel at enterprises of mechanical engineering industry.