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Motivation management

Motivation management in Human Resources and People Management

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Motivation management in Human Resources and People Management

The following article is part of the self-preparation for the modern BVOP® Human Resources Management Professional Certification program.

Motivation may be considered as a general willingness for involvement in activities and an emotional state. It may fluctuate, and different factors may influence that.

  1. Commitment management

Motivation may also be considered as a total result of someone's perception, self-confidence, beliefs, emotions.

The Business Value-Oriented People Management (BVOPPM) office participates in improving the perception and self-confidence of individuals inside the organization, discusses beliefs, and supports individuals in managing their emotions.

Additional factors influencing people's motivation may be external subjective negative or positive events, in an organizational context.

Negative events and factors may include:

  • Low wage
  • Poor working conditions
  • Comparing to others
  • Rumors
  • Reprimands
  • Harassment
  • Abuse
  • Discrimination
  • Overwork
  • Inadequacy
  • Lack of development opportunities

The Business Value-Oriented People Management (BVOPPM) office needs to be aware of these and all other possible factors and events that may cause drops in people's motivation and try to improve it.

Positive events and factors may include:

  • Spreading a noticeable people-oriented culture
  • Organizational stability
  • Meaningful work
  • A general sense of stability
  • General sense of purpose
  • Clear responsibilities
  • Realistic objectives
  • Professional and personal development
  • Acknowledgment
  • Recognition
  • Announcing of achievements
  • Positive management style
  • Transparency
  • Clear bonus system
  • Social packages
  • Healthy working environment
  • Modern working environment

The BVOPPM office participates in supplying these factors or organizes events with other organizational offices.

Commitment management

If people’s motivation is at some satisfactory level, this does not mean that their commitment automatically increases.

The commitment may be considered as a habit and as a part of a person’s personality.

Some people are more committed than others. Those with low commitment may cause waste for the organization.

Motivation is a factor, which enhances work, speed, communication, and participation in activities. Still, the BVOPPM office may need to train people or organize their activities, so the desired level of commitment can be achieved with time.

The BVOPPM office participates with other organizational offices to define clear, measurable objectives and comprehensible outcomes of the commitment or its low levels.

Comments from the BVOP™ community on “Motivation management”


Motivation is a willingness for activities and an emotional state that can be influenced by various factors. It is shaped by perception, self-confidence, beliefs, and emotions. The BVOPPM office works on improving these factors in individuals within the organization. External events can also impact motivation, such as low wages, poor working conditions, comparisons to others, rumors, reprimands, harassment, abuse, discrimination, overwork, inadequacy, and lack of development opportunities.

The BVOPPM office aims to improve people's motivation by being aware of potential factors and events that may cause drops. Positive factors include a people-oriented culture, organizational stability, meaningful work, a sense of purpose, clear responsibilities, realistic objectives, professional and personal development, acknowledgment, recognition, announcing achievements, positive management style, transparency, a clear bonus system, social packages, and a healthy and modern working environment. The office is involved in providing these factors or organizing events with other offices.

Commitment is not automatically increased even if people are motivated. It is a habit and part of a person's personality. Low commitment can be wasteful for the organization. Motivation enhances work, speed, communication, and participation, but training or organizing activities may be necessary to achieve the desired level of commitment. The BVOPPM office works with other offices to define clear objectives and outcomes for commitment levels.

Comments on “Motivation management in Human Resources and People Management”

  1. Dido

    Hello, everyone! I have always wondered how a company's employees can be motivated if they simultaneously receive low salaries and if their work involves boring, old projects that do not bring any employee some development. I work at such a company, and I can say that my motivation tends to zero. The human resources department organizes some meaningless events. Sometimes bosses come from far and speak meaningless words or talk about the approaching optimistic future of the company and the development of our projects. Of course, we listen in silence and finally applaud. We all know these are nonsense. I have been working at this company for five years, and all of them are the same. I don't think an organization can motivate its employees with artificial factors and strategies.

  2. BVOP

    It sounds like you are experiencing a lack of motivation in your current job. It is important for companies to understand that motivation is not just about offering employees high salaries or flashy events. To truly motivate employees, companies must offer meaningful work that allows employees to grow and develop their skills. Additionally, providing opportunities for employees to give feedback and be involved in decision-making processes can also help to increase motivation. It is important for companies to listen to their employees and address their concerns about work that may feel boring or unfulfilling. Ultimately, motivation comes from a sense of purpose and meaning in one's work, and companies that prioritize this will be more successful in retaining and engaging their employees.

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