Many managers complain that their staff do not have energy, lack of passion, or even that the employee with the present state of jobs. However, according to Maslow's hierarchy of needs perspective, human nature itself has been the desire to pursue higher level needs. When we carefully examine these managers to be implemented in the enterprise incentives, they found: their incentives is not comprehensive. The following eight incentive model should apply the same management in order to achieve the desired effect, otherwise, rely on 12 kinds of incentive model, power and success can only be temporary, does not develop Yongjiu.
The so-called incentives stimulate employee means the target in the pursuit of a degree when ready.
Target excitation
Behavioral scientists think: are motivated more by the desire originated in the needs of people, an unmet demand is the motivational starting point is the key cause behavior. Because of unmet demand will result in the individual inner tension, causing individuals to take certain actions to meet the demand to remove or mitigate the tension.
Goal is to encourage business needs into the needs of employees. In order to relieve the needs of the tensions brought him, he will work harder. Achieved initial results in staff time, managers should also be the results of feedback to the staff. Feedback can make employees aware of their level of effort is adequate, the need for more efforts to help them after the completion of milestones to further enhance their goals.
Encourage the use of goals is important to note three points:
First, encourage goal setting to meet the needs of the object. Objects that should inspire the work of the achievements obtained with the legitimate expectations of linked, so that a positive incentive to show the purpose of object behavior.
Second, the goals must be clear. For example: "Sales this month to increase the previous month," the goal of such as "this month to the previous month sales up 10%" more stimulating this goal.
Third, set goals both realistic and challenging. Target too difficult, elusive people; goals too low, affecting people's expectations, hardly inspiring. Regardless of whether the target objective can be achieved, as long as the employee can not be perceived goal to achieve, the extent of their efforts is reduced. Goal setting should be like the apple tree, as not standing ground Abstract, but as long as the jump can reach them. Correct approach should target long-term goal broken down into stages.
Material incentives
The so-called material incentives, that is, to satisfy their material needs from start to adjust the material interests, which motivated and inspired people to control their behavior upward trend. Material incentives and more to pay, pay, bonuses, fines and other forms, in the present socio-economic conditions, material incentives are an indispensable means of incentive, it rewards according to strengthen the distribution and mobilization of the working staff have great enthusiasm for the role.
Emotional motivation
Emotional motivation for the induction of material benefits is not, nor is to stimulate spiritual ideals, it means the leader and the led to feelings of connection between the means of the incentives. Everyone needs to care and thoughtfulness, a cordial greeting, some comforting words can inspire people to act as the driving force.
Incentive to pay attention to the use of emotional duality of emotions: positive emotions can enhance people's energy, negative emotions can weaken the people's vitality.
Emotional motivation is to cultivate positive emotions motivate target. The many ways, such as: communication ideas, solve problems and comfort of home visits, communication and entertainment, criticism to help, joint work, democratic consultations. As long as the real leader of caring, respect, care incentive target, through the exchange of fully reflect the feelings of a "human touch", he will send you the sincere feelings of his voluntary acceptance of your leadership turned into a conscious action.
Negative incentive
According to American psychologist Skinner's drive in theory, can motivate behavior into positive motivation and negative motivation, that is what we usually reward and punishment. The so-called positive incentive is consistent with organizational objectives of the individual expectations of behavior incentives to make such acts more frequently, improving individual initiative. The Wei River is a negative incentive against the organizational goals of the individual expectations of the conduct of non-punitive, so that this behavior does not recur, so that individual initiative in the right direction for the transfer target.
In the organization, the positive incentives and negative incentives are necessary and effective, Yin Wei these two ways 浼?incentive effects not only directly on Geren, and will indirectly affect the Zhou Wei De's individual and Qunti. Through positive role models and the typical negative rousing form a good style, it will produce positive invisible code of conduct and regulations than the boring dogma more intuitive, more specific, more specifically, to the whole group behavior-oriented and more positive and lively.
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