KEY MODELS AND METHODS OF PERSONNEL MOTIVATION AND THEIR MANAGERIAL SIGNIFICANCE
DOI:
https://doi.org/10.32782/3041-2005/2025-2.18Keywords:
personnel motivation, managerial strategies, expectancy theory, equity theory, two-factor theory, hierarchy of needs, material and non-material incentives, flexible employment, remote work, organizational culture, motivational strategiesAbstract
This article examines the key models and methods of personnel motivation, as well as their managerial significance for enhancing organizational effectiveness. The authors analyze traditional and modern theoretical approaches to motivation, including Vroom's Expectancy Theory, Adams' Equity Theory, Herzberg’s Two-Factor Theory, and Maslow’s Hierarchy of Needs, and explore their practical application in modern settings, particularly in the context of flexible employment and remote work. Special attention is given to the impact of both material and non-material incentives on employee motivation, as well as the importance of combining these elements to achieve maximum effect. Additionally, the article presents the results of empirical studies that confirm the effectiveness of various motivational strategies in enterprises, such as Starbucks, where a combination of material and non-material incentives has been successfully implemented. The article also provides recommendations for managers on how to apply motivational models based on contemporary trends in personnel management. This article makes a significant contribution to the development of practical aspects of personnel motivation and offers valuable recommendations for the implementation of effective motivational strategies in the rapidly changing work environment, particularly in the context of digital transformation and changes in organizational culture.
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