Doctor of Sociological Sciences V. I. Gerchikov created a typological concept of labor motivation, which links the employee's behavior in the workplace (active, constructive, passive, destructive) and the type of his motivation (achievement or avoidance). In his reasoning, the researcher relied on the analysis of management practice. He described 5 pure types of motivation. At the same time, 1 of them refers to the motivation of avoidance (lumpenized), and all the rest - achievement.
Prevailing motives of employees depending on the dominant type of motivation:
Type of motivation Prevailing motives
Instrumental (IN) Money, achievements (quantitative indicators of work efficiency)
Professional (PR) The zalo database essence of the activity, self-development, creativity, diversity, recognition of one's own uniqueness and qualifications
Patriotic (PA) Relationships with the team and management, involvement in the team and the common goal, recognition of merits to employees
Master's (HO) Independence, high results, often influence and power (to complete tasks)
Lumpenized (LU) Maintaining strength and health, not wanting to take responsibility, adhering to traditions, often – power and status (for a favorable position in the company)
Having determined the type of employee motivation, management can better control their development. In the table below, you can see the features of professional development of employees depending on the type of motivation:
Motivational type Career guidance Attitude towards learning
For the sake of the cause For the sake of power
Instrumental average average neutral or passive-negative
Professional tall are absent active, positive
Patriotic low low positive
Master's medium or high low neutral-negative
Avoidant (lumpenized) are absent medium or high active-negative
For each of the above types, recommendations for managing employee development have been developed:
Instrumental type. Such an employee is usually not interested in the training offered by the organization's HR department.
For the purpose of professional development, training hours (preferably in a distance learning format) can be included in the structure of working hours (the employee will receive payment for the time of his development).
The most suitable motivation system is a premium, bonuses and fines. Thus, linking the material incentive system with the results of the annual employee assessment, which determines the progress in development, can be used as a method of managing professional development. Based on the fact that an employee with an instrumental type of motivation has average career requests, he himself can show interest in improving his skills, as this will allow him to take a position with a higher salary.
Professional type. Such an employee wants to realize himself in his work and is interested in constantly developing in his professional field. Therefore, it is necessary to give him the opportunity to climb the career ladder, see recognition of the results of his work and learn at the expense of the organization. It is necessary to set goals for such a person that are interesting to him. For example: explain what he will be able to achieve after training if he increases the effectiveness of his work activity.
Developing employees based on their motivation
Patriotic type. Employees in this group have a positive attitude towards training. However, they are not so interested in professional development. It is important for such people to see recognition of their achievements in work and training. This can be done through the presentation of certificates, public gratitude from the employer. Documentary confirmation of the acquired skills and knowledge in the form of certificates and diplomas is also highly valued by personnel with a patriotic type of motivation. These people are ready to work for the common good, so they can be given separate tasks for organizing professional training and mentoring in the process of adaptation of new employees.
The master type. They like freedom of action and highly value the opportunity for career growth. When offering such employees professional training, it is necessary to provide them with a choice of several programs, forms and conditions. In order to strengthen the desire to develop in employees with the master type of motivation, it is necessary to provide them with career growth for high-quality performance of tasks.
Avoidant (lumpenized) type. Due to the lack of desire to work in these people, constant control is needed. It is not so easy to motivate them, so the most effective method of development management will be punishment (fines, threats of dismissal, etc.). The professional training program in the case of such employees should be as simple as possible.