Abstract
At a time where the work has changed of sense and reorganize itself, where the competition is global, the motivation of associates becomes again a priority problem. During the twentieth century, several have been the writers to interest in the work motivation. It was a change period due to the industrial and technological development with a more important taking in consideration of people in term of personality. Indeed, the man becomes little by little not only someone which is able to accomplish repetitive tasks but a person which can have a true potential for company.
Through this evolution, the employees have seen new needs to meet which could be financial or not, what implies a necessary adaptation for firms. Today, the competitiveness and performance of an enterprise is based for a large part on the staff motivation and effectiveness of motivational strategies implemented by an enterprise depends on complicated features concerning the individuals, the organizer as well as the economical, technological and cultural environment. What means that there is no universal ways of proceed to motivate but techniques which have to be adapted for every sort of worker. In order to satisfy these growing new needs in the work motivation, companies could select tools which will be more oriented on financial aspect (individual and collective performance) but which can have equally their limits. It is not enough that's why we see to appear new methods which are non financial and which corresponds more to the new expectations of work protagonists.
In order to reach its objectives, every company has to get from its employees an important work quality and productivity . From this perspective, it is necessary to adopt an adapted organization and to gather together the appropriate competences but above all to maintain and to develop the motivation of all the staff. To this end, it is advisable to wonder about the suitable methods to create the involvement of everyone, the means to implement them given the firm and wage earners or again on their effectiveness.
Currently, the work allows to middle managers to fulfill themselves through a professional activity whom the social dimensions gain ground : it is anymore only the occasion of an exchange between material rewards and individual efforts. Since few years, we see to appear new compensation forms because even if the remuneration always seems to be one of the deciding factor in motivation, it is possible that it can't be a motivation source in some case : for example when the payment is insufficient.
