Multiparadigmal analysis of employee motivation theories

The article presents the results of the theoretical study of key employee motivation theories. They are considered from the standpoint of different scientific paradigms corresponding to different conceptions about the determinants of the behavior of an employee. The theoretical and methodological foundations of the classification of existing motivation theories, as well as the key psychological patterns underlying them are highlighted. It is shown that needsbased motivation theories are formed within the framework of classical rational thinking. The main methods of motivation in this case are objectification, satisfaction, as well as deprivation of the needs of the employee by creating a system of rewards and punishments. Process-based motivation theories are based on anon-classical approach to personality. The main method of employee motivating within the framework of process-based theories is to create a system of corporate (organizational) culture that translates key attitudes. The approaches to personnel motivation implemented in some world's leading companies go beyond the framework of the classical and non-classical paradigms and correspond to the third, post-non-classical scientific paradigm. The main method of employee motivating in this case is to create the most favorable conditions for development, provide freedom ofchoice, freedom of creativity and support for innovation. The image of an employee's personality, which is being formed within the framework of the post -non-classical scientific paradigm, does not lead to oblivion of non-classical approaches to motivation, which in turn do not deny theories developed in the framework of classical scientific thinking. On the contrary, each subsequent paradigm implicitly includes the previous one as a special case, essentially being formed on its basis and gradually going beyond the usual subject field for the previous theory. It is also shown that the generalization of the current approaches to the problem of employee motivation in the framework of post-non-classical scientific paradigm make it possible to sufficiently universalize them, thus creating the necessary basis for the development of practical motivation tools.