The Improvement of Labor Activity Motivation of Workers in the Process of Their Socialization in the Organization: The Influence of Organizational Culture

Abstract

The article considers organizational culture as the basis for a system of managing motivation of workers' labor activity. It is the control of labor motivation of workers taking into account the features of organizational culture that enables to successfully solve the task of multidimensional and diversified disclosure of human potential in the organization. The authors developed recommendations for improving the motivation of workers' labor activity in the process of their socialization in the organization that contribute to activation of labor behavior of personnel. In the course of the research the set of basic principles of collective motivation of labor activity of workers formed under the influence of established organizational culture was determined. Possible mechanisms for motivating the labor activity of workers are suggested that is hierarchical, clan, market, adhocratic in accordance with the type of organizational culture. The study specifies the directions of socialization of workers in the organization that are determined by the influence of organizational culture on the development of labor motivation. Alternative models of arranging interaction between workers for the purpose of their socialization in work collective of the organization are presented, considering such types of interaction as competition and cooperation. Practical use of the recommended mechanisms for motivating labor activity will enable organizations to develop effective systems for workers' stimulation, to optimize the process of their socialization taking into account the peculiarities of organizational culture.

Effects of leadership and reward systems on employees' motivation and job satisfaction: an application to the Portuguese textile industry

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“…For Nientied and Toska (2019), the development of new behaviours by employees are due to the organizational context and the personal experiences of each employee, which allow them to increase, or not, their work motivation. However, Glaz et al. (2017) mention that collective motivation, i.e.…”

“…The motivation system can be seen as a process that allows changes in the methods to achieve employees' motivation through changes in the working environment and conditions (Glaz et al, 2017). When employees feel admired and involved in the organization's processes, such as decision making, they will improve their productivity levels and consequently be more motivated (Dobre, 2013).…”

A Methodical Approach to the Assessment of Human Resources` Interactions

“…Labor motivation is important for human resources management (Glaz & Rusetskaya, 2017;Keizer, 2017;Bridoux, Coeurderoy, & Durand, 2017). Scholars, investigating the influence of internal and external motives, concluded that interactions as the internal motive promote the intensification of innovation activity by high rates of progress.…”

The Correlation Between Motivation and Employee Satisfaction in the Service Industry

“…Literature Review Nahavandi and Malekzadeh (1999), mentioned by Al-Sada, Al-Esmael and Faisal (2017, p.165), refer to motivation as an "inner force that drives individuals to accomplish personal and organizational goals" or a "state of mind, desire, energy, or interest that translates into action". Glaz et al (2017) argue that motivation should be treated like a process that fosters changes in workplace conditions to increase the employees' commitment, productivity, and loyalty toward the organization. In addition, highly motivated employees can be seen as a source of competitive advantage since they are more likely to put in extra effort to fulfill their tasks.…”