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Issue № 81. August 2020

Motivating Innovative Behavior of Employees

Ekaterina V. Batovrina

PhD, Associate Professor, Human Resource Management Department, School of Public Administration, Lomonosov Moscow State University, Moscow, Russian Federation.

The organizations’ success in the diverse environment, under the high level of risks and competition strictly depends on the innovative behavior of personnel. The article reveals the main approaches to determining the employees’s innovative behavior which are the process, multitask and personal ones. The features of intrinsic and extrinsic motivation of innovative behavior are considered. The particular attention is paid to the methods of extrinsic motivation of staff innovative behavior that can be easily used in the organizational environment. Five groups of extrinsic motivation methods are identified. These are the methods that ensure the independence of employees in performing their tasks, recognition of their creative merit, initiative and innovation, fair compensation that takes into account the employees’ efforts and contribution to achieving the organizational goals, as well as the methods related to staff professional activity, creation of organizational climate that contributes to realization of employees intellectual and creative potential. Traditionally, the intangible motivation factors are considered as an addition to the basic tangible rewards for employees. The results of the analysis of compensation packages of the world largest innovative companies’ employees are presented. The results of the SEO-analysis of the positive feedback from the Russian innovative organizations employees on the practice of their compensation and benefits are discussed. The study has shown that the tangible motivation for staff innovative behavior consists of minimizing their material and domestic problems by paying decent wages and providing a social package that includes at least health insurance and free meal. Nevertheless, the people engaged in creative, innovative work are strictly interested not only in the tangible rewards, but also in the intangible motivation factors such as team, corporate culture, experience, work content, tasks and projects. It confirms the relevance of using an integrated approach to motivating employees’ innovative behavior.


Innovative behavior, innovativeness, internal motivation of employees’ innovative behavior, external motivation of employees’ innovative behavior, compensation and benefits, compensation package.

DOI: 10.24411/2070-1381-2020-10086

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