Authors: C. Botez, Isabella Brujbu, Luana , R.V. Murariu


Management of human resources represents the science of elaboration and implementation of the staff strategy and policy for a most efficient attainment of the objectives of an organisation. Motivation is one of the defining activities of human resource management, as it influences in a decisive way participation to the fulfillment of objectives, both by the extent of rewards or of material/moral-spiritual sanctions, and by the motivation criteria applied. Motivation is defined as the sum of the internal and external energies which initiate, control and support an orientative effort for attaining an objective of the organisation, which will simultaneously satisfy one’s individual needs. The motivation function aims at stimulating the employees for reaching performance. It begins with the recognition of the fact that the individuals are unique natures, and that the motivational techniques should be adapted to the needs of each one in part. Individual motivation is maximum when the employee is conscious of his own competence, working within a structure which requires the best from his part and turns to good account his abilities.
To be motivated in his activity, an individual should have the certainty that, by developing some activity, his own needs will be also fulfilled; one’s motivation as to the work he/she performs is determined by a series of motivational factors, of intrinsic (individual) and extrinsic (organisational) nature. Motivation is related to more profound feelings of growth and development; an increased particiption may indicate a higher level of motivation. People are motivated or demotivated according to their inner state. Motivation is especially important in determining the behaviour, even if it is not the only element generating it; factors of biological, psycho-social, organisational and cultural nature may also have a certain influence.