FORMATION OF THE MOTIVATIONAL MECHANISM OF ENTERPRISE AT DIFFERENT STAGES OF THE LIFE CYCLE

Abstract

The article examines the essence of the concept of "motivational mechanism" and analyzes the approaches of various authors to the problem of forming an effective toolkit for motivating employees. Certain regularities and trends in research on the motivational mechanism are analyzed. The motivational mechanism is viewed as a set, a set of types of motivation to achieve a result. The authors emphasize the repeatability of the process and, in addition to the set of incentive tools, include other economic levers and tools for measuring the results of motivational activities.

The motivational mechanism, defined as a supporting business process, acts not only as an abstract element but also as a key catalyst for maintaining and preserving a high level of productivity and efficiency of employees in an organization. Its role can be compared to a necessary driving mechanism that unlocks the potential and maximizes the creative contribution of each team member.

In this context, the motivational mechanism acts as a true manager of the internal energy flow in the organization, providing an impetus to achieve high results and exceed own expectations. It interacts with other business processes, coordinating their actions and directing them to achieve strategic goals.

This mechanism is also defined by its flexibility and ability to adapt to changes in the internal and external environment of the enterprise. It is an important human capital management tool that takes into account the individuality of employees and the diversity of their motivational factors.

The article describes the stages of implementation of the motivational mechanism at different stages of the enterprise life cycle. At the initial stages, when the company is just starting its activities, the emphasis is on stimulating the creativity and initiative of employees, as well as on attracting and retaining highly qualified specialists. At the stage of expansion and development of the company, it is important to focus on stability and professionalism, using financial and career incentives. Thus, taking into account the stages of the enterprise life cycle in the formation of a motivational mechanism is the key to achieving harmony between the needs of the enterprise and the expectations of the staff, contributing to the sustainable development and success of the organization.