Study On The Staff Motivation Model In Rostelekom Company

Nowadays incentive problems of modern management become increasingly important.Staff motivation is the main guarantor of effective use of resources and stimulating ofpotential employees. The main objective of the incentive and motivation is the usage ofexisting human resources in order to enable companies to get the best results andachievements.Motivation and incentive problems have a certain time history since the former USSRand till current Russia. During the Soviet era there were a lot of research works concerningthe questions in this field, and very often many advanced collective experiences werespread and applied to all over the country. Then much prominence was given to Westerntheories studies (such as Maslou’s, Herzberg’s, Porter ‘s theories and others). However, afterthe collapse of the Soviet Union the incentive practices, labor incentives and staff motivationpractices almost had not been changed and remained their former level within further10years. Whether it is academic circles or practitioners they all don’t have enough researchand experience about staff motivation problem, and especially important is the study ofRussian national conditions. It greatly limits the Russian enterprise management level andthus hamper the development of enterprises both in whole Russia. At the present time, withthe Russian economic recovery and stability a tuning-point change takes place in this field,most of the Russian state and private sectors aware of from the practice: the new marketeconomy relations success depends on advanced and effective labor motivation model.Rostelekom company as a typical state-owned enterprises also had discovered theimportance of labor incentives and staff motivation, and continuously improve its motivationmodel. Rostelekom is one of the largest enterprises in Russian telecommunications industry,it was established in1993, it provides a wide range of telecommunications services(telephony, data, TV and value-added solutions) to residential, corporate and governmentalsubscribers and third party operators across all regions of the Russian Federation. The enterprise formed a special business relationship and system, which helped it tobecome one of the Russia’s leading companies. In spite of enterprise incentive modelcontinuous improvement, Rostelekom, like many other Russian companies can not avoid theimproper usage of human resources problem. In my opinion, Rostelekom company as atypical state-owned enterprise is sufficient to represent the status of the Russian enterprisemanagement level. I hope that thanks to Rostelekom staff motivation problem research wecan easier understand the current situation and incentive model of the most Russiancorporate employee. And hope that on this basis, we can get the general method of staffmotivation, the general framework and the general pattern of Russian enterprises.And undoubtedly this has a very important theoretical and practical significance.In order to find the existing problems and propose system improvements andimplementation, this research work used questionnaires, interviews, data analysis and theoryof the method to study the model and current status of Rostelekom Siberian branch inUlan-Ude.The main research includes:(1) On the basis of research background, objectives, methods and meaning, Western,Chinese and Russian studies, made the review of the basic concepts and significance of themotivation, the classic motivation theories, employee motivation and methods andclarified the research questions of this article.(2) Research work also includes the comparative analysis of Japanese, American,European and Russian staff motivation systems, the analysis both of each motivationmodel’s advantages and disadvantages. This part has a very solid foundation for my lateridentification and research.(3) Secondly, material and non-material stimulation of the Rostelekom company hadbeen thoroughly analyzed and reviewed. On this basis, through the use of questionnaires andstatistical analysis methods to analyze the incentive status of the Rostelekom personnel,including present situation of both material and non-material motivation, personnel’sspiritual motivation current status, job promotion status, the status of the working conditions,self-fulfillment opportunities, the psychological atmosphere situation in company. (4) And then, I made some improvement proposals and implement solutions to enrichthe incentive model. From the working environment, the difference between incentiveincentive target, mental incentive and equity incentive model of these five aspects to madethe detailed analysis and review and described the improvement measures forimplementation into seven stages.Finally, summarized the research work and its results and made the conclusion.