SOME POWERFUL TECHNIQUES FOR INTANGIBLE INCENTIVES EMPLOYEES

Abstract

We investigated the methods of increase of labour productivity. The focus was on the motivation of employees to work more and better. We have performed a study of scientific sources, modeling and testing some techniques. The orthodox view is that the managers prefer to use the material motivation of the personnel as the main tool. To the best of our knowledge there are no results in the literature regarding how to rapidly increase productivity without large investments in motivation. Literature rewiew shows that experts in motivation support the methods of material motivation. We found in literature that 12% of employees have money as the main motive of work only. In other words the methods of intangible incentives are important for 88% of employees. We chose 2 powerful techniques of intangible incentives: competition and training. Competition shows growth of the educational productivity to 28,22%. It was not required expenditures of money or other resources. The economic results of our traininng are the following: the purpose of the order was achieved as the speed and quality of work of managers grew by 57-96%; comprehensive approach to the development of managerial skills and competencies brought additional 180 man-days; saving of budget staff development amounted to $30,500 through the use of new patented technologies of training managers. That is why we suggest competition and training as a powerful techniques of intangible incentives.