The situation is as follows: you have been invited to take the post of Director of Personnel in a big British company, which employs approximately 1,500 people within an extensive network. Services are the main activity of the company. The staff turnover is at the level of 5-6% per year. The management of the company is built on the principle of vertical links with clearly distinguished activities. The average wage comes to $ 2,500 after taxation. In the present state of affairs, the company is experiencing a period of rapid growth and hiring about 10-15 people monthly in various positions. At the moment, there is not any adequate system of non-monetary motivation in the company. Here comes the task: suggest some principles that may underlie a non-monetary incentive system for employees. What steps will you take and what resources will you need to implement the planned program? What pros and cons for the company personnel do you see in the proposed program?
The possible solution: to engage the maximum number of employees in a common workflow, it is necessary to provide the highest match of the employees' and organization's objectives. Only by feeling themselves a part of a team, the person will work for others as if in their own interests. Such problems must be solved in the process of corporate culture formation and while implementing the various methods of motivation. Intangible motivation is the most flexible tool of influence. Since financial motivation satisfies only one demand, the meaning of non-financial motivation measures is to identify other employees' needs and meet them in exchange for more efficient and intensive labor. The really effective intangible motivation measures require a lot of time, attention and effort. However, the impact of their implementation greatly stimulates the development of the company, guarantees the stability and increasing revenue. In order to plan such events, one must set the goals for motivation improvement (involvement of employees in company innovations; social protection of employees; increasing of the qualification and professional interests of the staff).