Staff Motivation, the Main Component of Human Resource Management

According to the generally recognized and accepted definition, motivation sets forth that the human condition is always based a set of motives ? needs, tendencies, effects, interests, intentions, ideals ? that support the achievement of certain actions, deeds, attitudes or "all internal motives of conduct, whether innate or acquired, conscious or unconscious, basic physiological necessities or abstract ideals". Motivation remains the engine powering individual behavior, the reason that triggers actions, deeds and reactions, because it emphasizes behavior. In human activity, work is its central area, both in terms of its role in the historical genesis of the human being and its role in ontogenesis of the mature personality. In the work context, motivation can be defined as the availability of the employee to get involved and make a concerted effort to achieve professional goals. In the above mentioned context, motivation is regarded as a result of the transaction between the individual and the organizational context in which he operates, rather than the result of individual motivational dominants. Thus, job performance may occur when there is a fair overlap between individual expectations and organizational demands. It is necessary to distinguish between motivation through identification and motivation through use. The first leads the employee to internalize goals consistent with those of the organization and the second determines him to use the organization to his own purposes.