Principles of Personnel Motivation

Principle & Practice of Management

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Principles of Personnel Motivation

Principle of Personnel Motivation

A good system of motivation should be based on certain principles devised by various experts from time to time. Following are the important principles of Personnel motivation:
Personnel Motivation
1. The principle of participation: It is one of the most important principles of Personnel motivation that people in the organisation should be induced to participate in decision-making process in matters concerning them. Participation involves consultation with subordinates in matters relating to their jobs. This opportunity lets the people carry out the decisions carefully in the accomplishment of the objectives because of they, themselves were the parties to the decision. Participation makes people more interested and increases their enthusiasm for the job. However, participation should be limited to those decisions only where people can contribute something meaningful to the organisation.
2. The principle of communication: The people in the organisation must be informed about the matters concerning the result or objectives of the organisation because of the more a person knows about a matter, the more interest and concern he will develop. Communication helps make work purposeful, gives meaning to the job and makes people feel important in the organisation. The organisation must also provide an opportunity to the workers to tell their grievances to their seniors. Two-way communication—upward and downward will be more meaningful in motivating the workers.
3. The principle of recognition: People will be motivated to work hard if they get continuing recognition for their efforts. If superiors have a praise for outstanding performance, a credit for efficient service and an appreciation of good work for their subordinates, they will feel satisfied with their work and, they will have a feeling of being approved for their work. Thus, recognition tends to motivate the people to work. The management should follow the rule “praise in public and criticism in private”.
4. The principle of the delegation of authority: People in the organisation should be allowed to share the responsibility of taking decisions affecting the goals of the organisation by delegating the authority for accomplishing the result. Giving people authority to make their own decision gives them a vested interest in the result they accomplish and they feel that they are a part of the organisation.
5. The principle of individuality: People are different physically and psychologically. The management should not assume that all people in the organisation can be motivated by the same needs or desires. So, the management should ascertain first the needs, craving satisfaction in the particular individual’s mind and then motivating situation should be created.
Everyone should be treated differently in a way that they all feel important for the organisation.
6. The principle of guidance: The job of the management is to guide his subordinates towards the attainment of goals. The managers should give suggestions instead of orders.
Managers should also guide their subordinates by setting an example of good conduct. They often presume at times though erroneously that their superior’s conduct is the appropriate one for adoption. So, the manager should play the positive role and be a person worth copying.
7. The principle of confidence: The management should show confidence in its subordinates. This will instil confidence in them. Managers should adopt the attitude that they are sure of their (workers) good performance. This confidence will motivate them to do their best.
Thus, the above principle can be followed for motivating the people at work. It should also be noted that the management must create a feeling of belonging, team spirit and group cohesiveness among them by following the above principles.