In economically develop countries, where motivation specialists do not always consider wages as the main means of motivation. When creating motivational systems, they emphasize other elements, aiming for long-term employee identification with the organization and loyalty to it. Long-term business practice has clearly shown that financial incentives for employees alone are not enough.
This is especially true for people with higher than average incomes
Other reasons become very important for chinese overseas asia number data them: greater freom of decision-making, wider scope of actions, career, etc. However, in the conditions of Lithuania, there can be no doubt that for at least a few more decades, for the majority of citizens, monetary remuneration will be one of the most important incentives to work efficiently and qualitatively.
Therefore, before starting to gather employees
Having defin the work assign to each, it is necessary to define his salary, because the salary system, which is still creating economic prosperity bulk lead for Lithuania, is the basis of employee motivation. Salaries in an organization are not just a simple fix amount. This is a part of the motivational system that nes to be develop very carefully. It is necessary to have a good understanding of the laws of its functioning and the effect of motivation.
Therefore, in this work, sufficient attention is paid
To salary as an aspect of the motivation system. It is a long and complex process that requires multifacet knowlge, experience and a ology is a social network detail analysis of the activities of each specific organization. In order to effectively motivate your employees, you ne to conduct an employee motivation study and only it will tell you what motivates your employees and what doesn’t. Do not motivate your staff bas on your personal preferences. For example: You think that a luxurious company Christmas party will be a good motivation for the whole team, but it turns out that people would rather have one more day off.