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Job satisfaction and professional motivation of staff. What are the reasons for dull work? Causes of the professional crisis

Regardless of the nature of your activity, whether you are a boss or a hired worker, a factory manager or a machine operator, a doctor or a nurse, a lawyer or a typist, a teacher or a student, a housewife or a maid - every person, while he is busy with his work, should find satisfaction in it. It is not difficult to do this. Satisfaction is a psychological attitude, a state of mind. This is something that is subject to us, that a person is able to completely control. He can force himself to find satisfaction and find a way to do it.

The task is made easier if the work is to one's liking, if the person is disposed towards this kind of occupation. When the work is “not to his liking”, he experiences moral and emotional discomfort, he feels bad at work. Such feelings and disappointments can be neutralized. To do this, you need to use PPU, set yourself up to master the skill of your craft.

Jerry Asam is a descendant of Hawaiian kings. He uses PPU, serves in advertising agency Hawaiian branch big international organization and loves his work, which he knows well and owns all its secrets. She gives him satisfaction. So he does what is natural for him, what he likes. Nevertheless, he also has days when he wants things to go more fun. In advertising and in trade, if you do not analyze, do not think about how and how you can improve the situation, do not plan your actions, such days can plunge you into despondency. Jerry turns to books for advice these days. From them he extracts a lot of useful things, which he uses in his business. Then he gathers his comrades and teaches them what he himself has learned. He introduces them to the most productive methods advertising work that were prescribed by the company's instructions. He takes them with him and shows in practice how much easier and more efficient it is to work if you use economical methods, plan your work and approach it with a positive psychological attitude. He teaches his comrades how to set high goals for themselves and achieve them with the help of PPU.

Every morning, Jerry's group would get together and everyone would say in unison, “I feel great! I'm happy! I can move mountains! Laughing and clapping each other on the shoulder, they went about their business, and each did his task. They worked in such a way that the old and more experienced agents only marveled. Every week they presented their reports, from which the president of the company and Commercial Director broke into a wide smile.

Can we say that Jerry and his team members are satisfied with the results and are satisfied with their work? Of course you can. And that's why:

They have studied the peculiarities of their work well; they know its rules and apply them in such a way that work becomes natural for them, they like it.
They constantly set new goals for themselves and strive to achieve them. They know that what a person understood and believed in, that he will achieve.
Using the motivation of themselves, they set themselves a positive psychological attitude.
Job satisfaction gives them great pleasure.

“I feel great! I'm happy! I can move mountains!

Another advertiser from the same organization heard about Jerry's work motivation. He was an eighteen-year-old student who worked in advertising during the summer holidays. He learned something about this during a two-week theoretical course. Namely:

The skills that an employee learns during the first two weeks of practice remain with him for life
Having set a goal for yourself, try to achieve it with all your might.
Set high goals.
When things get tough, cheer yourself up like this: “I feel great! I'm happy! I can move mountains! and set yourself up to move on in the right direction.

After working the first two weeks, he set himself a clear goal: to achieve a bonus. To get it, he had to conclude at least a hundred contracts in a week.

And then Friday came. The working day was over, and he still had twenty contracts to conclude. But our agent did not want to give up his plan. He remembered well what was taught in the courses: what a person learned and believed in, that he can achieve. His colleagues finished work on Friday, and he was back in the office early on Saturday morning. It's three o'clock in the afternoon and he hasn't got a new contract. He was taught that in trade it is not so much the goods that are important as the mood of the seller.

He also remembered Jerry's self-motivation, which he said five times in a row: I feel great! I'm happy! I can move mountains! By five o'clock he had signed three contracts. There were seventeen to go. He remembered that

"Successful is he who does not tire of trying." He repeats Jerry's self-motivation over and over again. By eleven o'clock he collapses from fatigue, but he is really happy: there are twenty contracts in a day! Goal achieved! He received the coveted award and made an important conclusion for himself: do not get tired of trying - and failure will turn into success.

It's all about the mental attitude

Thus, the motivation of Jerry Asam and his comrades in job satisfaction was a mental attitude. A conscious positive psychological attitude helped the young student to receive both an award and great job satisfaction.

Take a look around. Look at those who are satisfied with their work and those who are not. What makes them different? Satisfied can control his mood, he positively looks at things. He tries to see the good in everything, and if there is none, he first looks for the reason for this in himself and tries to find some way out. He is trying to learn something in order to do his job better, and in this way he finds satisfaction and approval from his superiors in it.

The dissatisfied cling tenaciously to their OPU. It looks like they are happy with their dissatisfaction. They will always find something to complain about: working hours are too long, lunches are too short, the boss is a bore, vacation pay is low and no benefits. Or they grumble about topics that are completely unrelated to work: Susie showed up dressed like me; John writes like a chicken paw, etc., etc. Complain about everything they don't like. And in this they also succeed, in fact, becoming the most miserable, and not only at work, but in general in life. They are all at the mercy of the OPU.

This can be seen in any job. If you want to be satisfied and happy, everything is in your hands: watch your mood and turn your talisman from OPU to PPU. Thus, you will embark on the path of seeking satisfaction and joy. By bringing this mood to work, you will start working in such a way that others will simply gasp. The work will become a joy, its execution will make you smile and the results of your work - too.

A certain purpose gave her new strength

Not so long ago, while studying the Science of Success in our courses, we started talking about the attitude to our work, and a young woman from the last row raised her hand. Standing up, she said:

I came here with my husband. Everything you say may be true of working men, but it does nothing for housewives. You men have something new and new people at work every day. But housework is something completely different. Housework is ... it's a daily painful hard labor.

Such a question turned out to be a complete surprise: it means, indeed, for someone, work can be “daily hard labor”. Helping this young woman means helping others for whom work has become a painful routine. We asked what makes her job that way, and found out the following: as soon as she makes the beds, they are again in a mess, just washed the dishes - again full of dirty, wash the floors - again trodden.

As soon as you finish the job, you immediately have to start it all over again.

It's really disappointing, - the presenter agreed. - Tell me, are there any women who enjoy doing homework.

Well, there is, probably.

What do you think they find interesting in this work, what can captivate them? After a moment's thought, the woman answered:

Maybe their very attitude to it. Probably, they look at their work more broadly, they see something beyond the boundaries of the hateful cycle...

This is where the "dog is buried." The secret to job satisfaction is "seeing beyond the vile circle." It is the certainty that the work will lead to "something more". This refers to the housewife and clerk, gas station worker and corporation president. Routine daily activities will bring satisfaction if they serve as bridges to overcome obstacles. Each case is a step in the right direction.

The Benefits of Looking Ahead

Therefore, the answer to this woman's question is to set a certain goal for herself, the achievement of which could be helped by the performance of her household chores. The woman herself volunteered to set such a goal for herself: she had long wanted the whole family to go on a trip around the world.

Well, quite a worthy goal, - the presenter approved. - Now set yourself a deadline. When would you like to travel? - When the child is twelve. So six years from now.

Now let's see. Here is something you have to do. First, you need money. The husband will have to work hard for a year. You will need to develop a route. Get to know the countries you want to visit a little. Do you think that making the beds, washing the dishes, cleaning the apartment, and preparing meals can serve as bridges leading to this goal?

A couple of months later, the heroine of our story came to visit us. Already at first glance it was clear that we were facing a woman who had something to show:

It's amazing how the idea of walkways to look ahead works! I have absolutely no hardships left at home, any work has become a bridge to the intended goal. As I clean up, I think and plan my time. Shopping is a broadening of my horizons: I began to specifically buy products from different countries which we will have to consume while traveling. And our lunches and dinners have become a real school. If lunch is Chinese noodles with egg, I try to read something interesting about China and the Chinese, and then I tell it at the table. All household chores became to my liking. I am sure that the old attitude towards them will not return.

No matter how boring and tedious your work may be, if it leads to a good goal, it cannot but please you. This will be confirmed by workers in all walks of life. Let's say a young man dreams of becoming a doctor, but the path to this goal lies through studying at school. The choice of work will depend on many factors - work schedule, location, wages and much more. Personal inclinations do not play a big role in this case. Even a very capable and promising young man can end up selling soda water, washing cars, or digging earth.

Work in itself cannot bring great joy. It should give results, bring the desired goal closer. Realizing that with the help of work he moves towards the desired goal, a person can endure any hardship. It happens, of course, that the cost of the work does not justify the result. In this case, you need to change jobs. When a person feels bad at work, the poison of dissatisfaction can poison his whole life. When the work is still worth the effort, but you don’t like something about it, wake up the stimulus of dissatisfaction in yourself. Dissatisfaction can be positive and negative, constructive and destructive - it all depends on the circumstances. Remember: a positive mental attitude is positive only in a certain situation.

Awaken the stimulus of dissatisfaction!

President of the insurance company Franklin Charles Becker says:

I affirm that every person experiences dissatisfaction. Not in the sense of angry irritation, but in the sense of "holy discontent", thanks to which reforms and progress are made in our history. And I wish you to always experience dissatisfaction. This will force you to improve and improve not only yourself, but everything that surrounds you.

The impulse of dissatisfaction makes a saint out of a sinner, a success out of a failure, a rich out of a beggar, a conqueror out of a loser, a happy out of a miserable one.

What do you do when you make a mistake? When everything falls apart? When do you meet one misunderstanding? When do you fail? When everything is hopeless? When it seems that everything is lost and there is no way back? When there is no way out of a terrible situation?

Do you do nothing and give yourself up to fate? Are you hiding your head? Are you afraid? Are you trying to run away?

Or do you have an incentive to dissatisfaction? Are you trying to turn bad luck into good? Do you rely on your faith, a cold mind, a positive act, counting on a successful outcome, which is sure to happen?

There is no bad without good. You will probably agree that the experiences and difficulties that took place in the past helped you to achieve successes that would have been difficult to count on without past failures.

Dissatisfaction can drive success

Albert Einstein was dissatisfied with Newton's law, which did not answer some questions. This led to his discovery of the theory of relativity. From this theory follow such discoveries as the splitting of the atomic nucleus, the transition of energy into matter and vice versa, the exit of man into outer space and many other amazing accomplishments that would have been impossible if Albert Einstein had not been unsatisfied with Newton's law.

Of course, we are not all Einsteins, and our dissatisfaction is unlikely to change the world. But it can change our private lives and push us in the direction of our personal goals. That's what happened to Clarence Latzer when the job didn't satisfy him.

Is it worth it to be upset? Clarence Latzer worked for many years as a streetcar conductor in Clanton, Ohio. One day he woke up and felt that he was terribly tired of work. All the time the same. He is tired of her and no longer wants to be a conductor. And the more he thought about it, the more he hated the work. His dissatisfaction turned into hatred.

But, when you have worked in one place for many years, as Latzer worked in his tram company, you can’t just quit your job. At least if you want you to have bread and butter.

I must say that Latzer attended the Science of Success courses and knew that if you wish, you can feel completely happy. It's all about the proper mental attitude. So Clarence took a good look at the whole situation and asked himself, "How can I make my job more fun?" And he found the answer. Clarence decided it would be best if he did good for his passengers. There was no shortage of passengers, a lot of people passed by him, It cost him nothing to establish good relations with many people. “So I will try to make sure that every trip with me at least slightly improves people's mood,” thought Clarence.

Clarence's idea appealed to his passengers. His friendliness and readiness to serve a person were greeted with delight. Clarence's cheerfulness and courtesy cheered up the passengers and himself.

But Clarence's superiors looked at this idea differently. He was called "on the carpet" and asked to stop inappropriate courtesy with customers. However, Clarence did not consider it necessary to obey: he was happy at work, and the passengers were happy. He and the passengers thought he was doing great.

But he got fired!

So Clarence got in trouble. “That’s good, too,” he thought. At least, that's how he was convinced in the Science of Success courses. Clarence decided that he should talk to me (I was living in Canton at the time) and see what was really good about his position. He called me and we met.

I have read your book Think and Grow Rich, Mr. Hill, and attended your Science of Success courses. And now I have started a streak of bad luck, - said Clarence and outlined his story. - What should I do now?

Well, let's look at what happened to you, - I said. - You were disappointed in your work, it began to cause you a feeling of dissatisfaction. Your steps were absolutely correct. You turned to your best capital

Friendly and affable disposition to people, they began to better fulfill their duties, tried to better satisfy customers.

The problem is that your superiors did not have the intelligence to discern the true meaning and value of your initiative. But it's excellent! You can now boldly develop your abilities by setting yourself a lofty goal. And I explained to Clarence that he could apply his abilities and benevolence with great success in other places, not necessarily in a tram. So he went to work and was hired as an insurance agent for a local branch of a wealthy New York company. Clarence's very first client was the president of the tram company where he used to work. Clarence gave all his talents free rein and left this gentleman's office with a signed contract for $100,000!

As a result, Clarence became the best agent in town for this insurance company.

When a person is out of place

The character, features and abilities of a person can be good and useful in one place and cause a completely different attitude in another. After all, a person is inclined to do as he himself wants more. Therefore, anyone can be "out of place" when they have to do something unpleasant. In this case, it is better to change the place or working conditions yourself.

But this is not always possible. In this case, you can try to change the working environment, to adapt it more to your habits and inclinations, that is, to adapt the "place to the person." Such a decision can also change your psychological attitude from negative to positive.

Finally, you may have an ardent desire to adapt yourself to an unfavorable work environment, to change your inclinations and habits. On this path, great difficulties may await you, you may experience moral and spiritual discomfort. In this case, it is necessary to show a certain firmness, especially at the first stage. When you pass these tests, new features of your character will prevail over the old ones, work will become more natural for you, you will begin to get satisfaction from it.

In order for success to be guaranteed, during the internal struggle you need to strictly monitor your physical condition, moral and spiritual balance. In the next chapter, we will talk about how you can eliminate your mental discord.

Guide 14

INFORMATION FOR THINKING

Satisfaction is a psychological attitude.
Your mental attitude is in your power, you can completely control it.
I'm happy! I feel great! I can move mountains!
Set a high goal for yourself!
Learn the rules and put them into practice.
Once you set a goal, try your best to achieve it.
Look into the future. Seek new perspectives for yourself.
Develop a dissatisfaction stimulus.
If you are in the wrong place, think about what you can do.

FAILURE CAN BE A BRIDGE OR A DEAD END DEPENDING ON HOW YOU LOOK AT IT

Possible consequences of job dissatisfaction include:

job rejection;
deterioration in performance;
choice of an individualistic model of behavior at work.

The two most famous forms job rejection are: 1) absenteeism; 2) voluntary dismissal. Absenteeism- this is the desire of the employee to be absent from the workplace. Studies have found that there is a weak positive relationship between job dissatisfaction and absenteeism; the higher the level of dissatisfaction, the higher the probability of absence from the workplace. In the model of absenteeism, two factors are distinguished that affect the presence of a person at work: on the one hand, this is the motivation (or desire) to be present, and on the other hand, the objective opportunity to be present (Table 4.3). The desire to be present, in turn, is influenced by two main reasons: job dissatisfaction and the organization's absenteeism policy. It is clear that if the organization has a "hard" policy regarding absenteeism, then the impact of job dissatisfaction weakens, since absence from the workplace without good reason will be severely punished, up to and including dismissal. In other words, dissatisfaction with work significantly affects absenteeism only under conditions of a "soft" policy of the organization regarding absenteeism - in these conditions it becomes the cause of absenteeism.

Table 43

Absence factors

Another important consequence of job dissatisfaction is the dismissal of an employee, but own will. The relationship between the level of job dissatisfaction and staff turnover is stronger and more stable than the relationship with absenteeism (here the correlations reach values of 0.4). Researchers consider the phenomenon of voluntary dismissal as outcome of an individual decision-making process, in which one thinks, that quitting is a more effective way to resolve a difficult situation, how, For example, increase the productivity of their activities. Recently, the problem of staff turnover, and especially highly qualified personnel, has become increasingly important for organizations. This is due to the fact that, firstly, organizations invest heavily in highly qualified employees; secondly, it becomes more and more difficult to find a suitable candidate in the labor market; thirdly, the search for an employee in itself is a rather costly process. So, in one of the foreign studies, it was considered that filling the vacancy of a middle manager big company operating in a saturated market costs about 64 thousand dollars. This amount includes the cost of finding a new employee, losses due to the temporary absence of an employee; costs associated with relocation, adaptation and training. It must also be taken into account that care good worker damages the emotional atmosphere of the company. Thus, the task of retaining highly qualified specialists and managers is a task of paramount importance for the organization.

The general procedural model of voluntary dismissal is shown in Fig. 4.2.

According to this model, the emergence of the desire to quit depends on two factors: job satisfaction and commitment to the organization. At the same time, the situation on the labor market plays an important role in making a decision to quit: it affects both the very possibility of the idea of leaving, and the implementation of this intention. Based on this model, organizations should actively deal with the problem of job satisfaction, since dissatisfaction can "start" the process of first mental, and then real dismissal of their own free will. Timely diagnostics of the level of satisfaction and adequate measures to improve it are an important preventive tool to prevent the voluntary dismissal of employees.

Rice. 4.2.

Numerous studies of the relationship between job satisfaction and performance indicate that there is a direct, but not very strong positive relationship between them. In other words, a decrease in job satisfaction does not lead to a noticeable decrease in performance indicators. Researchers offer two options for explaining this interesting fact.

Firstly, quite often there is no opportunity for a significant change in the quality and productivity of the work performed. In these cases, the work is organized in such a way that employees must strictly comply with the specified standard of quality and quantity of products (or services) - if this standard is violated, punishment in one form or another automatically follows. This can be seen especially clearly in the works conveyor type where strict adherence to technological discipline comes to the fore. Under such conditions, labor productivity has a very small “corridor” for changes and, accordingly, does not depend much on the attitude to work - job satisfaction or dissatisfaction.

Secondly, it can be assumed that Satisfaction and performance are not directly related, and depend on the third factor - receiving various kinds of rewards. In this case, the achieved performance indicators lead to the receipt of both tangible and intangible rewards. If the employee considers these rewards deserved, then he thereby recognizes the existence of a relationship between reward and performance. This, in turn, leads to two consequences: 1) greater diligence and the achievement of high quality work; 2) high level satisfaction. If the remuneration is assessed by the employee as undeserved (unearned), then it does not have a noticeable effect on diligence and job satisfaction.

In contrast to the weak relationship between satisfaction and performance, there is a strong influence of satisfaction on model selection social behavior At work. As a rule, the model of social behavior at work in organizations is not strictly regulated, which leaves sufficient scope for the voluntary choice of the model by the employee. On one end of the range of social models are models of collegial behavior, and on the other - individualistic. Models of collegial behavior are implemented at work in such forms of behavior as helping colleagues in solving complex problems; defect prevention common work; fight against negative phenomena (theft, vandalism, etc.); strengthening the reputation of the organization in external environment; putting forward proposals that improve the work of departments, etc. In models of individualistic behavior, the forms of working behavior are directly opposite: the employee is aimed at fulfilling only his direct tasks. functional duties, and everything that happens in his working environment, he cares little.

The choice by the employee of a command or individualistic model of behavior has an indirect, but nevertheless noticeable impact on the efficiency of the unit and the organization as a whole. With a high degree of probability, one can expect that job dissatisfaction will lead to the choice of an individualistic model of behavior, with all the ensuing negative consequences for the effectiveness of the organization. Conversely, job satisfaction leads to the choice of a team behavior model, since employees want to “thank” the organization for attention and good attitude in this way.

Olga Arkhipova, a psychologist, coach and career consultant, head of the Business Leader Center at the Moscow Regional Humanitarian Institute, talks about how to overcome dissatisfaction or disappointment in the profession.

Young doctors experience the most disappointment: they enter medicine with a great desire to treat people and the desire to engage exclusively in medical practice, but instead they are faced with a large number of administrative work, which, in their opinion, has a very weak relation to medicine.

Causes of the professional crisis

As a rule, a feeling of dissatisfaction with a career or even disappointment in a profession falls on a period of professional crisis, which happens not only among doctors, but also among representatives of any other professions. Each specialist periodically undergoes a reassessment of values when he begins to analyze his professional achievements, compare them with the achievements of colleagues and think about how his current activities meet his expectations. Periods of reassessment of values often coincide with age-related crises that occur in people first around the age of 30, and then after 40. To successfully solve this problem, you need to understand where professional dissatisfaction comes from. In people different ages its reasons may be different.

The first professional crisis can occur in professionals under the age of 30 years. Many young doctors complain of frustration and professional fatigue and even begin to think about leaving the profession altogether. Most often this happens because at work they are not doing what the university prepared them for: they want to treat patients and conduct diagnostics, but instead they are forced to fill out a huge number of various forms and forms. Most doctors are not ready for such a volume of administrative work, but it is not always possible to refuse it: in municipal medical institutions, they are forced to adapt to the rules dictated by the healthcare system. At first, this causes them dissatisfaction, but over time, dissatisfaction grows and can lead to serious disappointment in the profession and even force the specialist to leave medicine forever. This will be a great loss not only for healthcare, but also for the employee himself: mastering the medical profession requires a lot of time and effort, and it is difficult to come to terms with the fact that all this turned out to be wasted.

Professional dissatisfaction can be experienced by people of any age, even specialists with extensive experience are not immune from this. If you experience dissatisfaction or even disappointment with your work, do not rush to write a letter of resignation or part with the profession - try changing working conditions first. This can be done in different ways.

Unfortunately, the existing order in the public health system is very often perceived by doctors as a hostile structure that prevents them from fulfilling their professional duty. The doctor thinks: "I want to do a job - to treat people, but instead they force me to do NOT a job - fill out a bunch of papers and write reports." In most cases, this causes dissatisfaction and irritation because doctors do not understand the requirements of the system: where these requirements come from, why they are exactly like that, and what is the point of writing so many papers. To overcome this dissatisfaction, there is a great way: you need to understand more deeply how the medical document management system works, why there are so many forms to fill out and how all these documents make the system work. Having understood this, the doctor will understand the necessity and importance of working with documents, and then it will no longer seem meaningless and useless to anyone.

The ability to discuss professional issues with management is important in all professions. This is taught to managers, but little attention is paid to such skills in the training of doctors. Meanwhile, the ability to competently negotiate with management and competently express your ideas and options for solving the problem will be a more correct and convenient way to increase satisfaction from professional activity than a letter of resignation. It is necessary to develop the skill of negotiating and with the help of them to achieve not only our own, but also mutual benefits. For example, if it is necessary to fill out so many papers, is it possible to make sure that it is not me who does this? Maybe entrust this to a nurse? Is it possible to make me do less of what I'm not interested in?

Remember that in any institution there are always resources that can be attracted to improve the working conditions of an individual employee. Your task is to get to these resources. To do this, you need to clearly understand what exactly you want to achieve, who makes this decision, how you can influence the opinion of this person and what arguments will be convincing for him. By understanding this, you will be able to act with purpose and create the most effective working environment for yourself within the capabilities of your organization.

Tip three: take a broader look at the professional field of activity

If something cannot be changed within the health care institution where you currently work, you can consider employment in medical institutions other form. For example, if you like treating people but don't like filling out a lot of paperwork, you can move from a clinic to a hospital or private clinic, where there will be less paperwork. To do this, you need to carefully familiarize yourself with the various employment options that exist in your specialty, and figure out what duties and working conditions you can expect in another institution.

Tip #4: Think About Teaching

Teaching in specialized educational institutions(universities or colleges) is available to any qualified specialist. It is never too early to start teaching practice - even a young doctor can find an interesting discipline for himself and start preparing students for professional activities. Changing jobs in a healthcare facility teaching activities in the field of medicine will help you realize your career ambitions, keep yourself as a specialist and start enjoying and satisfying your professional activities.

Tip Five: Consider Near-Medical Activities

If you cannot realize yourself directly in medical profession, you can get satisfaction (including material) from near-medical activities. These can be publications in popular blogs, maintaining your own blog on the Internet, informing the population in a certain field of medicine - i.e. work related to raising public awareness about the prevention of various diseases. Such work will help to realize oneself as a professional. There are other near-medical areas: the sale of medical equipment, medical PR, medical management. Near-medical activities can be not only less organized, but also more profitable.

Thus, every doctor who is dissatisfied with his work has various options solving this problem in a way that improves working conditions and at the same time preserves himself as a professional.

Hidden threats to professional well-being

But we must not forget that every solution to the problem of professional dissatisfaction can have pitfalls. For example, if you decide to leave a public health facility for a commercial clinic, you may not only have less paperwork, but also less satisfaction from work, because you will treat people who need it a little less than the less well-to-do and less wealthy patients of the municipal clinic.

If in your youth, choosing the profession of a doctor, you dreamed of serving people, improving their quality of life and benefiting everyone who needs your help, then working in a commercial clinic may prevent you from realizing these aspirations. Thus, if the principle of service is important to you, if it is in this that you see your vocation and the meaning of life, then it might be better for you to work in a municipal institution. In this case, awareness of one's moral duty and desire to benefit people will help to endure the hard work of a doctor and a pile of paperwork more easily.

Job satisfaction is closely related to the loyalty of the staff, the devotion of employees to their organization, their desire to make every effort in its interests, to share its values and goals. “By studying satisfaction, we get information about the strength of staff attachment to the company. If a valuable employee is balancing on the verge of being fired, then this situation is very dangerous and undesirable for the organization. On the other hand, if a bad employee is completely satisfied with his work and is not going to quit, this is food for thought for the manager. This means that the company has created very favorable conditions for lazy, stupid, inefficient workers. Job satisfaction data is actually information about the company's personnel risks.

The following elements or indicators of job satisfaction can be distinguished:

the content and nature of the work (its intensity, significance, results);
working conditions;
remuneration, material reward;
the degree of prestige of the work;
leadership (management style, labor assessment, moral stimulation, selection system and placement of personnel);
career and personal development, prospects for raising the rank, qualifications, etc .;
environment, psychological climate in the team.

Satisfaction with the content and nature of the work takes center stage. Interest in the process of activity can be an important motivating factor. The set of features of an activity that prompts a person to perform it is called in psychology procedural content(or intriguing) motivation. "An intriguing motive is always a state of joy, pleasure from one's work." We can talk about high procedural and content motivation in those cases when a person achieves high results not because he is promised a large reward or his work is tightly controlled, but because he enjoys the very process of activity.

Studying people who enjoy their work, scientists have identified the following indicators of process-content motivation:

feeling of full involvement in the activity;
full concentration of attention, thoughts and feelings in practice;
the feeling that you clearly know how to act at one time or another, a clear understanding of the goals;
lack of fear possible errors and failures;
loss of the usual sense of awareness of oneself and one's environment, as if "dissolving" in one's business.

Focusing on these indicators, managers can adjust both their management actions and the process of employees' activities.

American behavioral scientists identify three "mental states" experienced by an employee that determine his job satisfaction and professional motivation: sense of importance(the employee must feel that his activity is worthwhile and important in the value system he has adopted); sense of responsibility(he must be sure that he is personally responsible for the result of his actions); knowledge of the result(he should be able to evaluate the results of his work).

In accordance with these views, T. Solomanidina and V. Solomanidin present the principles of designing work from the point of view of the satisfaction of its performers. They included the following in their list:

work must have a goal, i.e., lead to a certain result;
workers should evaluate the work as important and deserving to be done;
work should enable the employee to make the decisions necessary for its implementation, i.e., be autonomous within the established limits;
performing duties, the employee must receive feedback, evaluated depending on the efficiency of labor;
work should bring fair, from the point of view of the employee, remuneration.

Performing work that meets these requirements, a person experiences pleasant feelings that encourage him to work well. Such inclusion in the work due to positive feelings from the quality performance of their duties, and not under the influence external factors American scientists call intrinsic motivation. This concept is the same as the term procedural and content motivation, but more related to labor or professional activity.

Based on ideas about positive mental states, motivating a person, was developed by American scientists J. Richard Hackman, Greg Oldham and others. model of motivational characteristics of work (rice. 1). In this model, certain parameters of work are considered as sources or causes of positive psychological states, feelings of employees, which, in turn, determines various aspects of motivation.

Rice. 1. Model of motivational characteristics of work

A job that meets all the described requirements evokes a sense of satisfaction with the content of the work, motivates employees, and gives a sense of ownership. Such work or professional activity, according to the authors of this model, has high motivational potential. It should be noted that it does not equally induce people to more efficient operation. Scientists have found a direct relationship between the need for personal growth and high motivation when performing work with high motivational potential. People who do not have a pronounced need for personal development, work with high motivational potential does not motivate.

Based on the model of motivational characteristics of work, the authors of the concept proposed work enrichment technology, which represents a set of methods for improving work parameters and the order in which they are used. There are only five such methods: increasing the diversity of skills and abilities; improving the integrity of work; increasing the importance of work; increase in autonomy; feedback optimization.

With the aim of increasing the variety of skills and abilities used it is possible to combine certain functions or supplement those that were not previously performed by the employee. Improving the integrity of work can be achieved by adding final operations, during which the employee will deal with the visible result of the activity. However, it should be remembered that adding lower-level work activities that do not add value to the work usually leaves the worker feeling dissatisfied and reduces the level of motivation. Increasing the importance of work associated with informing the employee about how specifically the results of his work will be used. When formulating any task, psychologists recommend mentioning goals, that will really depend on the speed and quality of this work. For increasing autonomy you can send some managerial functions subordinates. Of course, such a transfer of functions can only be successful if the employee is sufficiently qualified and informed. Giving him the opportunity to plan and distribute work in advance, taking into account his inclinations, to choose the optimal pace of work will also contribute to the improvement of this parameter of work. Feedback optimization requires the creation of mechanisms that would allow the employee to regularly and adequately provide information (truthful, accurate, detailed and timely) about the success of his activities.

The work enrichment process is a clear sequence steps, which includes diagnostics of the motivational potential of work ( rice. 2) and its subsequent changes. The authors of the concept warn that job enrichment may fail due to poor job diagnostics and workers' reactions to it.

Rice. 2. Diagnostics of the motivational potential of work

Psychologists note that for some people it is very important that the work be dynamic. For others, to be satisfied with the intensity of work, significant results are needed. For the third, it is important that the work is filled with meaning and gives them the opportunity to develop their personality. Satisfaction with the content of the work, therefore, is closely related to individual needs and personality traits.

An important indicator is job satisfaction. This includes everything related to the ecology and ergonomics of the workplace: the availability and convenience of the location of tools, lighting, quality drinking water used in the office, etc.

Satisfaction with working conditions is related to the degree of staff awareness of the current state of affairs in the company. “If employees feed only on rumors and speculation, and reliable information is not brought to them, then various fears arise, for example: “they have something to hide, then the rumors about bankruptcy are not without foundation, therefore, it’s time to advertise looking for a new job.” Of course, the information system should not jeopardize the preservation trade secret enterprises.

One of the main elements of informing is to convey to the staff the vision of the future of the organization, its goals. Successful leaders, by presenting their vision of the organization, activate both themselves and the staff.

The working conditions should also include such features as the location of the company, convenient mode (schedule), opportunities for interesting meetings, trips, etc.

Satisfaction with wages, material rewards is closely related to the subjective assessment of the degree of fairness of relations. Therefore, management should pay attention to the following points:

whether the level of payment of your employees corresponds to the level of payment of similar specialists in other companies;
whether the efforts and remuneration of employees of the enterprise are correlated.

The most important conditions satisfaction with management are favorable corporate culture, optimal leadership style, communicative and managerial competence of the head. This is the ability to make decisions, take responsibility, the ability to organize work, express gratitude. An important element management activities that influences satisfaction with management is the delegation of authority and responsibility to staff.

In the process of socio-psychological research, it was found that employees of organizations prefer a caring leader focused on people and processes. At the same time, organizational skills and professionalism are expected from him.

The question of who and how evaluates the work of specialists is essential, since the results of such an assessment form the basis of the system of material remuneration. Subjectivism, errors in assessment and unfair incentives destroy the loyalty and motivation of employees, which becomes a brake on the development of the company's culture, and can cause contradictions and conflict situations.

For most employees, the relationship with the immediate supervisor is important. They expect not only the payment of a certain amount of money, but also attention to their personality. The inaccessibility of the manager or mutual misunderstanding between management and employees can significantly reduce the efficiency of the enterprise.

Career satisfaction. A significant part of the employees strives for official or career growth. Therefore, the limitation career development can lead to pronounced dissatisfaction and even aggressive behavior.

A very significant component is satisfaction with the environment. Often, it has such a strong effect on mood, ability to work, desire to continue working in this place that, under certain negative circumstances, a person may decide to quit. Because of this, trainings have recently been in demand, the purpose of which is to form team relations in the team. At the same time, for job satisfaction, it is enough that the environment does not cause negative emotions, such as irritation. Psychologists also recommend avoiding the creation of any special privileges for management, which increase the gap between him and other employees.

According to psychologists, job satisfaction is inversely related to the number of restrictions imposed by the organization on the employee in the form of rules, regulations, etc. “If an employee sees that the amount of restrictions imposed exceeds his subjective norm, the chances of loyalty will decrease. The practical consequence of this phenomenon is the need to correctly acquaint the applicant with new restrictions for him. He must know the reason for this or that rule and what happened before it arose.

As long as the employee has not realized what rules he will have to follow, you can not talk about his loyalty. Allegiance is sworn to someone in particular, and not to the next king, whoever he may be.

In general, at the individual level, job satisfaction for everyone is associated with the satisfaction of a unique combination of his actual needs. Achieving this goal puts forward as one of the main tasks personnel management study of the needs of applicants for vacant positions and employees of the enterprise. One of the practical and enough effective tools that can be used for this purpose is the methodology for studying the motivational profile of a personality, which was developed by American scientists Sheila Ritchie and Peter Martin. These scientists identified twelve basic human needs and proposed a test to examine their relative importance (relevance) to that worker. The authors of the methodology call the quantitatively expressed significance of these needs the motivational profile. Features of the motivational profile are taken into account not only when deciding whether the applicant vacant position professional requirements but also in the implementation of activities aimed at increasing job satisfaction. The motivational profile allows you to implement the principle of the leading motive, which encourages the employee to remain committed to the company.

Consider an example. Information was sent to the personnel department of the enterprise that one of the employees, who coped with her duties very successfully, expresses her intention to leave this job. When studying her motivational profile, the need for recognition was identified as the most relevant. The management practically did not notice her good work. Human Resources recommendations were given to the manager regarding the need to recognize a job well done, expressing verbal gratitude. This was enough to increase the employee's job satisfaction and keep her in the organization. This did not even require additional financial costs.

To study the degree of job satisfaction, you can use R. Kunin's job satisfaction test. With regard to this test, K. Harsky, who cites this technique in his book, does not indicate statistical data on the average indicators of loyal workers. But such data is not difficult to obtain on a sample of company employees. To do this, it is necessary to test a group of successfully working employees and calculate the average score of their satisfaction. In the future, this indicator can be used to compare with it the degree of satisfaction of other employees. In addition to its diagnostic value, the test is of interest in educational purposes. The work of managers with this tool draws their attention to important aspects job satisfaction of staff.

Job satisfaction test
(R. Kunina)

Read each statement carefully. If you agree with the statement, write “yes” next to its number.

I know what awaits me at work tomorrow, in the near future.
I have the materials, equipment and other resources needed to do my job well.
I have been praised for Good work(for achievements) within the last seven days.
The manager cares about me on a personal level, coping with my affairs and the affairs of my family.
I have the opportunity to develop my skills and improve my knowledge.
My opinion at work is taken into account, taken into account.
The mission of the company is close and clear to me, my work is consistent with the mission.
My employees and colleagues are generally loyal to the company.
I have a good friend(s) at work.
There has been a conversation over the past six months in which my work has been reviewed and properly assessed.

Results processing: Each “yes” answer counts as 1 point. The points are added together. The higher the score, the higher job satisfaction.

LITERATURE

Solomanidina T. O., Solomanidin V. G. Motivation labor activity personnel // Personnel management. - M., 2005.
Zanyuk S. S. Psychology of motivation. - K.: Elga-N; Nika Center, 2001.
Hackman J.R., Oldham G., Jenson R., Pady K. New strategy work enrichment // Barry M. Stowe. Anthology of organizational psychology. - M.: Vershina, 2005.
Harsky K. Reliability and loyalty of the staff. - St. Petersburg: Peter, 2003.

second: Poteryahin Alexander
Source: HR Director

Motivation, Incentives, Remuneration, KPI, Benefits and Compensation

More and more employers are beginning to treat their employees as an important resource of the organization and in connection with which they begin to “squeeze” everything possible out of the staff. And sometimes, on the contrary, there is an employee with “irrepressible” energy, constantly and strongly rooting for the cause, for work, spending almost all possible time at work in search of money and moral satisfaction. Both in the first and in the second case, “burnout” of a person is possible. A stormy rise, euphoria, a giant jump in activity, high efficiency, and then ... nothing. The person breathes out. An emotional upsurge is replaced by a recession, apathy comes, or even worse, depression.

What should be done so that a person does not “burn” at work? Firstly, it is necessary to deal with the causes of the described phenomenon, and secondly, to find a way out of the situation. There are three main causes of employee burnout:

1. Excessive workload;

2. Constant focus on work;

3. Lack of sources of emotional "recharging".

Well, the range of problems is defined, now let's move on to solutions.

Excessive workload solved by two simple actions: planning and prioritization of the significance of the tasks set by the management. The word "plan" for many is associated with something negative and bureaucratic, but, nevertheless, it is very useful tool management and self-management. And when it comes to the implementation of some large or long-term project, you simply cannot do without it.

Remember at least the heroes of Hollywood action movies, who now and then joyfully say "I have a plan!" or are interested in the main character, who decided to commit a crazy act: “Do you have a plan?”.

In terms of prioritization, the so-called “ABC analysis” helps a lot, when all available cases are divided into three groups in descending order of importance (A - very important, B - current work, C - not important), and then they are planned to be completed, starting from the most important. If there are several important tasks that need to be solved in the first place, then they can be divided within one group into subgroups (A1, A2, etc.) and solved either in order of entering production, or based on which case has more short lead time.

Regular "cleaning" of the desktop, keeping a diary and other similar actions can be useful.

Concerning excessive focus on work, then there is only one solution - it is necessary to develop the skill of switching attention. Before you go home, it is important to complete all work tasks and take stock of the day. It is necessary to find out for yourself what worked and what did not; what are the problems and how can they be solved. It is useful to linger for ten minutes, pour yourself coffee (or another suitable drink) and slowly, sitting relaxed in an armchair, write down everything that has been done in your diary. And what needs to be done tomorrow. If you've had a busy day, take a walk before heading home - for example, by making an extra circle around the house. Our thinking is inert and if you do not pause between work and home, you will surely bring your mood and work problems home. As a result, domestic troubles (and possibly even scandals) are guaranteed for you. In addition, on the approaches to the house, it is worth remembering what good links you with your family. In general, you need to switch your attention and tune in to the home wave.

By the way, many psychologists notice that most everyday and everyday troubles are born as a result of the so-called “role conflict”. A vivid example of such a situation is the case when the leader, having come home, does not have time to switch and continues, by inertia, to “build” his household members as subordinate employees.

If we add a long absence of emotional recharging to the “conflict of roles”, then in addition to burnout, we will also get a powerful syndrome chronic fatigue. That is why everyone should look for an emotional recharge for himself, which will help to be in good shape. For one, it will be yoga classes, for another - gatherings with friends, for the third - a beautiful stranger. There can be no single recipes here, there is only one advice: seek and you will find. Look for new impressions, new emotions, new ideas, new contacts.

On this course of personal "fire safety" let me complete.

P.S. In the process of preparing the article, I asked different people the question of what to do in order not to “burn out” at work. Below are the most interesting opinions and answers.

Pavel, regional manager: Go on vacation.

Lyudmila, legal adviser: Personally, I proceed from the fact that even if you “burn out” at work, the employer will not erect a monument to you. Therefore, I have two ways not to burn:

1. Correctly organize your work process, prioritizing the urgency of completing tasks;

2. It is easier to treat possible "jambs" and cuffs from the authorities for them. are mistaken All- and bosses as well.

Sergey, head of commercial department: Find a normal job, then you won't burn! But this is a joke, of course, but in general it is necessary to plan things. At the same time, it is important that this is done not only by the employee himself, but also by the authorities. Indeed, in work it is necessary to proceed from the realities of the workload of each employee. And one more thing: the fact that you know the work a little better than others is not a reason for you to be loaded much more than others.

Natalia, sales manager: First of all, you need to change your attitude and outlook on your life. Including to work. One and the same work can be done easily and with pleasure, or it can be done by overcoming all sorts of difficulties that we ourselves create for ourselves.

Sergey, quality management system manager: When there is a large stream of cases that you need to complete, then you immediately need to build a plan for their implementation. It should be aimed at solving the most global, primary tasks. In the planning process, it is important to consider your real capabilities and, if necessary, do not hesitate to ask for help.

Often the situation of "burning at work" arises as a result of pressure from management on the employee. How to be in that case? Tantrums don't help. I believe that it is necessary to try to explain your problems and options for their implementation, naturally, with embellishment and an increase in the number of resources (ask for more - they will give just as much as you need).

As for the lack of desire to go to work - this certainly happens. To fight this, in my opinion, you can direct your activities in a slightly different direction. Because the lack of desire to go to work is most often the result of routine and monotonous work. In general, the recipe is simple: do something else, then you will return to the “boring” one.