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Student
Title
Supervisor
Faculty
Educational Programme
Final Grade
Year of Graduation
Valeriya Markina
Analysis and improvement methods of the motivation system
Bachelor’s programme
2014
Thesis: Analysis and improvement methods of the motivation system.This work is devoted to the study the methods of motivation as well as ways of improving the strategy of tangible and intangible incentives for the staff of OJSC "Sberbank of Russia". In competitive environment the primary goal of any organization is development and expansion zones of influence. Despite advanced technology, the main resource of any company is people. Improving and maintaining the level of employees’ performance is crucial for the success of the whole organization. In this way the main task for leaders is to create conditions that support motivation of the staff and make people work effectively towards achieving the company objectives. The rapidly changing economic environment in our country and the emergence of market relations cause the changes in human values. Many workers believe that in order to meet their needs, they should have the position (status), power and useful contacts with the right people. During last few years executives of companies have began to realize the need of improving immaterial motivation of the staff, because financial incentives lose their significance to employees.Object of study is OJSC "Sberbank of Russia". The subject of this study is the existing motivation system in OJSC "Sberbank of Russia".The primary aims of the proposed study include investigation of the existing motivation system and development of recommendations for improving the system in OJSC "Sberbank of Russia", which will be based on the results of this analysis. The main purpose of this study is based on the statement that there is no universal approach for developing an effective incentive system. despite a great impact of the scholarly disputation, the problem of influence of tangible and intangible motivation on the performance of employees is relevant nowadays. That is why all managers face the challenge of analyzing and improving staff motivation system. The research will focus on some important aspects such as: 1.Review of the existing theories of motivation.2.Overview of the methodological aspects of the analysis of motivation.3.Analysis of the existing motivation system in OJSC "Sberbank of Russia".4.Development of recommendations to improve the incentive system in OJSC "Sberbank of Russia".Hypothesis of the study was the assumption that the development of an effective system of staff motivation is a complex process, where communication links within the organization have a significant role.The aim of the research was achieved by the development of qualitative sociological methods; particularly interview and questionnaire were conducted. The study was based on the analysis of existing theories of staff motivation. Primary data about the level of performance of sales managers was collected through semi-structured interviews with the head of the organization OJSC "Sberbank of Russia". The second survey form is closed-ended questionnaire for sales managers. It is designed to provide important information about their level of job satisfaction.In the study author proposed recommendations to improve the incentive system in OJSC "Sberbank of Russia".1.Changing methodology of monthly bonuses sales managers; 2.Development of an individual approach to the formation of plans. 3.Using the principle of "cafeteria incentives" in the development of intangible incentives; 4.Maintenance and development of sustainable communication links within the organization;5.Qualitative selection of candidates 6.Support of the values and principles of the Bank's corporate culture.Theoretical novelty and practical significance of the study are presented in solving the problem of employees’ motivation in the company; it can be extensively used in the financial motivation system and in the solving of high personnel turnover problem. The results can be used for developing and implementing the strategy of human resource policy.

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