EVALUATION OF STAFF MOTIVATION MODELS AND THEIR IMPACT ON TEAM INTERACTION PRODUCTIVITY

Abstract

In the context of the transformation of the economic environment, the instability of the labor market and the growing significance of the influence of motivational factors on labor productivity, the problem of effective personnel motivation has become particularly urgent. The need to adapt existing motivation models to new challenges has increased: digitalization, flexible work formats, emotional intelligence and employee involvement in management processes. The relevance of research on the topic of motivation is due to constant changes in the labor market, increased competition for talents, the development of new forms of work and changing expectations of employees. The purpose of the study is to trace the evolution of theoretical and practical models of personnel motivation and systematize various approaches and models of motivation. Using the example of a group of manufacturing enterprises, to analyze how the relationship between classical and modern approaches can help improve existing ones and create integrative flexible models of motivation, with the prospect of development in conditions of transformations. The article substantiates the need for a comprehensive approach to building a motivational policy that takes into account the needs of employees, corporate culture and strategic goals of the organization. When writing the article, the following research methods were used: empirical data collection, methods of logical and comparative analysis, correlation analysis, and others. As a finding of the study, classical theories of motivation (Maslow's hierarchy of needs, Herzberg's two-factor theory, Vroom's expectation theory) and modern approaches based on the concepts of flexible management, psychological factors, and intangible motivation were structured. The factors that most influence personnel motivation in conditions of change and transformation were identified. Particular attention was paid to the use of combined models that allow adapting motivational strategies to individual and group needs of employees. It was emphasized that the most effective are mixed models of motivation that combine material incentives with intangible, personally oriented approaches. The originality of the study lies in the combination of theoretical analysis of motivation models with empirical study of their impact on team interaction, which allowed to identify new ways to increase the effectiveness of personnel management, which consist in a comprehensive approach to the use and evaluation of motivation models from the perspective of modern managerial realities. The practical value lies in the fact that the materials of the article can be useful for managers, HR specialists and researchers in the field of personnel management.