DP Studios

Already author ADRIOLO, Leonardo (2008) tells that, the motivation nor always this related to the remuneration, therefore exists other necessities that are related to the satisfaction, the example cited for it is of Luke Pittard, that after to receive a prize from the lottery and to be millionaire, if felt tired not to have nothing to make, thus appearing to the necessity of returns to its old job in the McDonalds, for better understanding of this work, needs to not only analyze the theory of Maslow, but also of Herzberg with its theory of the two factors. Theory of the Two Factors: Freederick Herzberg (1959) developed the theory of the Two Factors of the Motivation, that identifies different factors as being basic in the satisfaction in the work, calls of Factors of Hygiene and Factors of Motivation. The excellent aspects of the work to the necessities of animal nature are called Hygienical factors. The important aspects of the work for the growth necessities are called factors Motivation. These two factors will be presented in pictures 3 and 4 where Herzberg concludes that the satisfaction and the insatisfao in the work were products of two types of different experiences.

Traditional InsatisfaoConcepo No-satisfaoFatores Satisfaction of motivation InsatisfaoFatores Satisfaction of No-insatisfao hygiene Picture 3: Conceptions of the satisfaction in the work. Source: SOUTO, Eduardo. Organizacional behavior: the impact of the emotions. Translation technique of Jean Pierre Marras. So Paulo: Cengafe Learning, 2009,151 P. Fatores of motivation (Sources of satisfaction in the work) Factors of hygiene (Sources of insatisfao in the work) Interest in the work Responsibility Recognition Accomplishment Advance and crescimentoCondies of work Politics of the company Supervision Fellow workers Wage I sanction and security in the job. Picture 4: Examples of motivation factors and hygiene Source: SOUTO, Eduardo. Organizacional behavior: the impact of the emotions. Translation technique of Jean Pierre Marras.

The labor market today is a very interesting state: on the one hand, a large number of job offers, with another – the same number of applicants. Despite this, very often the situation when HR Manager, revising, about three dozen possible candidates, refuses to everyone. Why is this happening? More recently, to employ qualified it was relatively easy. Most Organizations can easily enable the employee to an established workflow through various training activities. Now, the situation looks quite different.

Employee qualification requirements tightened. Learning process and development must be continuous. So, these educated, motivated, unique and talented people is getting smaller. Simply because the demand for them increases. Very soon, these experts will does "scarce commodity".

I note that speaking about the "stars", we are not just talking about qualified experts, and we mean people with boundless energy, the driving force with unlimited potential, who can create and preserve the value of his company. And these "stars" are truly unique! For recruiters are beating the best companies. For their sake, we have scans of 30 candidates. "Stars" can be anywhere. They can be as active, and passive search. They may be in the current stream of applicants. Do not be afraid to "sift the sand" for the sake of their "diamonds." However, the stars are not just difficult to draw, but even harder to keep …. So how do these "stars" get? In First of all, we must review the standard methods of searching and selecting personnel. Sam recruiter must be unique.