Theme-1: The meaning and essence of the subject of “Personal motivation”

Theme-1: The meaning and essence of the subject of “Personal motivation”
The science of “parsonal motivation” is today one of the most relevant subjects in the economic, social sciences and education. The effective implementation of market relations in the republic depends primarily on the effective use of human resources. The liberalization of the country's economy, as well as the effective use of human resources in the direction and motivation of a particular goal, in the solution of a number of socio-economic issues, is required.

In fact, the science of "Personal motivation" focuses on the formation of theoretical knowledge and practical skills in the field of motivating and increasing interest of the personal in the enterprise, organization, institutions in such matters as the attitude of a person to life, the stability of his employment, the direction of his work and the level of his satisfaction with it.

Taking into account the above, it is also necessary to reflect and develop new concerted and practical changes in the science of "Personal motivation". The subject of the science of "Personal motivation" is a system of socio-economic relations in which an employee in the process of Labor finds a decision under the influence of orientation, arousing interest, motivation or other factors of character in order to achieve certain goals. This approach allows to exclude issues that are not important and to deepen the study and mastering of science, to expand their outlook in terms of market demands among students in the field of Labor Relations, to deepen the economic and social benefits between the employer and the hired workers in the labor process.

The aim of Science Education is to create a level of knowledge and skills that students will be able to apply the basics of personal motivation to practice. It is aimed at shaping the theoretical and practical aspects of personal motivation that ensure the achievement of the ultimate goal of enterprise, organization and firms in students.

Function of science - to teach students the behavior of employees in the conditions of economic relations, i.e. production, taqsimlash, exchange and consumption, to study the objectives of management, to base its actions, to have theoretical knowledge on the satisfaction of the needs associated with employee labor, to teach the application of classical and modern theories in the field of Labor motivation in enterprises and organizations of Uzbekistan, , it consists of training employees to develop conclusions and recommendations on the fundamentals of Labour motivation, the impact of organizational culture on employee motivation, rewarding employees, improving the system of personal motivation and remuneration for Labour.

Motivating the actions of personal in labor activity is the object of research in a number of disciplines, such as Labor Economics, Sociology, Social Psychology, labor management.

The basis of human behavior is motivations. Motivations-arise in the influence of the needs and interests of a person's behavior, and are manifested as an image of the interests that replace the needs in the event of the fulfillment of certain labor actions in the human imagination. That is, motivation is a complex psychological concept.

This word first appeared at the beginning of the 20 century A.It was used by Shopengauer to explain the causes of human and animal behavior. Motivations can not exist in a ready-made form from the birth of a person, but are formed during the individual life of a person. Motivations can not move without reason. Motivations, in contrast to stimuli of both internal and external (interceptive) nature, always have an internal character. When it comes to external motivations and motivations, either the external influence of other persons, or the charm of an object, is implied.

Two definitions are given to motivation in the literature:

1. Motivation is the process of the formation of motivation, that is, the internal process that is inherent in a particular individual (closed from the point of view of other people).

2. Motivation is the process of motivating a person to activity by influencing him or her.

Motivation in the management of Labour is seen as the process of activating the motivation of the person (internal motivation) and creating incentives (external motivation) to motivate them to productive labour. Therefore, as synonyms of the concept of motivation, the concepts of motivation and motivation are also used. The purpose of motivation is an expression from the formation of a set of conditions that motivate a person to carry out actions aimed at achieving the goal with the highest output.

In the process of planning and organizing work, the leader determines what exactly the organization should do, in his opinion, who, when and how he should do it. When these decisions are made efficiently, the leader will have the opportunity to coordinate the actions of a large number of people and, together with them, to realize the potential of the Working Group. It is unfortunate that leaders often go to the mistaken opinion that a certain organizational structure or a certain type of activity works "fluffy" on paper, which means that even in life they are so "gives work". But this is a vision that is far from reality. In order to achieve a productive shake towards the goal, the leader must coordinate the work of the people and force them to do the work. Often the reason why managers are called executive managers is because the main content of their activities is to ensure the performance of the work of a particular organization. Managers ensure the fulfillment of their decisions through the practical application of the basic principles of motivation.

A deep study of the concept of motivation from the point of view of psychology does not allow to accurately determine what exactly motivates a person to Labor. However, the study of the behavior of a person in labor reveals some general aspects of motivation and makes it possible to create practical models of motivation of an employee in the workplace. In order to understand the essence of motivation, it is necessary to apply to theories of motivation, to master the content of such important concepts as need and appreciation.

Primary and secondary needs. Psychologists note that when a person feels something's physiological or mental deficit, then the need arises. Although a particular person can have a state of needs at a certain time, in the sense of consciously feeling it, there are such needs that any person will feel them.

Primary needs are by nature physiologically and generally innate in nature. For example, the need for food, water, breathing, sleep and sexual intercourse. Secondary needs are spiritual needs by nature. Such needs are the needs for success, respect, attachment, authority and belonging to someone or something in the sentence.

Need and motivational act. Needs can not be directly tracked or evaluated. About their existence can only draw conclusions depending on the actions of people. While psychologists observed people, they found that needs serve as a motivating factor in their implementation. When a person feels a need, then aspiration Awakens. Desire is a feeling of a shortage of something that has a certain direction. It is an embodied expression of the need in the act of achieving the goal.

A simplified model of behavior motivated by needs.

The goals in this place are those that are perceived as a means of satisfaction of needs. When a person achieves his goals, his needs are satisfied, partially satisfied or not satisfied.

The complexity of motivation with the help of needs. It is necessary to emphasize that not all workers feel a great need for achievement and independence. Just as fingerprints of people differ from each other, their nature is different from each other. Specific human needs, the goals of each person's own imagination that lead to the satisfaction of these needs, as well as the types of actions that are taken in achieving this goal, are countless.

The leader must take into account the element of coincidence and always remember that there is never the best method in motivating. What is productive in motivating some people is absolutely irrelevant to other people. In addition, organizations tend to complicate the practical implementation of the theory of motivation intended for individual individuals.

Awarding. In the course of the analysis of the problem of motivation, we will dwell on the application of reward for the purpose of motivating people to do common activities. The word about motivation the concept of "reward" is not limited to money or enjoyment, which is often associated with it. Appreciation is all that a person considers valuable for himself. But the concept of value has its own aspects in every person, and it is also kind of rewarding as well as assessing its relative value.

Internal and external awarding. At the disposal of the leader there are two main types of awarding: internal and external awarding styles. Internal awarding is given directly by the labor itself. The sense of achievement of the result, the meaning and significance of the work being done, the sense of self-esteem can be an example of this. The friendly relations and communication that arise during work activities are also regarded as internal awarding.

External awarding is the kind of "awarding" that comes to fantasy in the first place when you hear this word. External awarding does not come directly from the labor itself, but is given by the organization. Monthly, service promotion, service status and honor marks, praise and gratitude, as well as additional payments are manifestations of external destinies. In order to know what proportion internal and external awarding should be applied for the purpose of motivation, the administration must first identify the needs of its employees.