5-20-1-PB - Verslas Teorija ir praktika Business Theory and...

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VERSLAS: TEORIJA IR PRAKTIKA BUSINESS: THEORY AND PRACTICE 2010 11(1): 39–48 ISSN 1648-0627 print / ISSN 1822-4202 online doi: 10.3846/btp.2010.05 CREATIVE PROACTIVE-CONCLUDING THEORY OF MOTIVATING Martina Blašková University of Žilina in Žilina, Univerzitna 1, 010 26 Žilina, Slovakia E-mail: [email protected] Received 3 April 2009; accepted 18 November 2009 Abstract. The article deals with necessity to change the understanding of human resource philosophy to the new philosophy: philosophy of human potential. In these intentions, it is very important to motivate human potential in the organisations. But, in the area of motivating, situation within the organisations isn’t sufficient. Thereto the article gives an introductive presentation of a new theory of motivating: creative proactive-concluding theory of motivating. The theory leads the managers to utilize an individual approach to their employees and use perceptiveness to the needs and expectations of the employees and organisa- tional environment. The model of theory contains a demand to harmonize existing motivational programs with new original motivational elements. It is based upon the trust between the manager and employee. The model also reflects the need to create differenced motivational programs for each employee and manager. Keywords: human resource, human potential, motivation, motivating, theory of motivation, research, managers. KūRYBINGUMą SKATINANTI MOTYVAVIMO TEORIJA Martina Blašková Žilinos universitetas, Univerzitna 1, 010 26 Žilina, Slovakija, El. paštas [email protected] Įteikta 2009-04-03; priimta 2009-11-18 Santrauka. Straipsnyje nagrinėjamas poreikis keisti požiūrį į žmogiškųjų išteklių valdymą, naudoti žmogiškojo potencialo kon- cepciją. Svarbu plėtoti žmogiškąjį potencialą organizacijose. Tokį uždavinį spręsti organizacijose yra problemiška. Straipsnyje pristatoma šiuolaikinė motyvavimo teorija – kūrybingumą skatinanti motyvacijos teorija. Ji leidžia vadovams taikyti individualų požiūrį į darbuotoją ir suvokimą apie darbuotojų poreikius bei lūkesčius ir organizacinę aplinką. Teorinis modelis tenkina reika- lavimą sujungti esamas motyvavimo programas ir naujus originalius motyvavimo elementus. Jis pagrįstas vadovo ir darbuotojų tarpusavio pasitikėjimu. Be to, modelis išreiškia poreikį kurti individualias motyvavimo programas kiekvienam organizacijos darbuotojui ir vadovui. Reikšminiai žodžiai: žmogiškieji ištekliai, žmogiškasis potencialas, motyvacija, motyvavimas, teorija, tyrimas, vadovas.
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1. Introduction A motivation of employees and managers is a phenomenon which always attracts greater and more serious attention. A permanent tension of the external and also internal en- vironments, and a plenty of predicable and unexpected influences, lead executives of the organisations to the effort to use and strengthen viability and strategic successfulness of their action. There increases the intent to require and continuously obtain higher and higher level of the emplo-
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