Pu dexiang

(Zhaoqing College, Zhaoqing, Guangdong, 52606 1)

Abstract: Happiness management can conform to the laws of human nature and respect human subjectivity, which is an organic combination of management rationality and humanistic care. Analyzing happiness management from the perspective of organizational behavior is conducive to the thorough spiritual revolution and concept promotion of managers and employees' psychology and behavior, and is of great significance to obtaining people's all-round happiness, social happiness of groups and organizational value happiness, which embodies the management value and charm of the "perfect" realm of happiness management.

Keywords: happiness management; Values; The realm of "supreme goodness"

With the progress of society and the development of science and technology, the improvement of wealth level leads to the gradual decrease of marginal utility of wealth stimulation, which leads to the continuous improvement of people's pursuit of happiness, so people attach great importance to happiness level; With the rapid development of knowledge economy and the arrival of the era of management revolution following the industrial revolution and productivity revolution, knowledge workers will become the new force of the organization. How to manage knowledge workers and their productivity is the biggest management challenge for enterprises. The development of people-oriented management requires people-centered management, taking work as an opportunity for self-realization, taking people as the main object of management and the most important resource of enterprises, and renewing personal value; The continuous improvement of people's subjective consciousness makes it very difficult to "control" in management, and self-management is particularly important; With the requirement of the country to evaluate economic development with happiness index, it is urgent for organizations to manage happiness. All these require organizations to examine the ultimate goodness of management from the perspective of happiness.

Happiness is an eternal theme that human society has been exploring. What is happiness and how to improve it are the ultimate goals of economics and management psychology. There are different opinions about the understanding of happiness. Socrates believes that happiness is determined by wisdom and knowledge. Plato believes that happiness is only the concept of "goodness". Epicurus believes that happiness is a happy experience, a happy life is the highest goodness we are born with, and a happy life constitutes the ultimate foundation and goal of the meaning of life. Democritus believes that happiness is not wealth, but integrity and prudence. Locke believes that happiness is happiness, and extreme happiness is the greatest happiness we can enjoy. Freud believed that happiness comes from the satisfaction of instinct, especially sexual instinct. Ryff et al. (1995) believe that happiness is not only to get happiness, but more importantly, to get a perfect experience by giving full play to one's potential. Bentham (1789) holds that human nature is to pursue happiness, and human behavior is to seek advantages and avoid disadvantages, and the happiness of the vast majority of people is the moral code and legislative basis. Hobson (1958) believes that the purpose of life is to pursue welfare, and the foundation of welfare is wealth. Therefore, the distribution of productive forces and consumer goods should use the least labor cost to obtain the greatest human utility and the greatest welfare. Amatia? Sen (1993) thinks that happiness is a function of all kinds of things and abilities he can do. The author believes that happiness refers to a subjective reflection and psychological experience of human beings who realize that their needs have been met and their ideals have been realized in the constant pursuit of survival superiority and happiness. It includes three meanings: from the material level, happiness is the happiness experienced by meeting material needs or physiological needs, which is closely related to the improvement of people's material survival and development environment, reflecting the state that the difference between individual needs and social material conditions is gradually narrowing; From the social level, happiness is the happiness that people experience when their social needs are met. In value, happiness reflects people's value orientation to a certain extent. Happiness management is the mechanism operation process of giving full play to everyone's wisdom and advantages, coordinating the resources of the organization, and enhancing the happiness maximization of the members of the organization. As a new stage of management development, happiness management is not only a kind of values, but also a methodology. Its essence lies in inspiring people, self-realizing people, educated people and happy people's thoughts, and its essence is to change people's lives and make people happy. From the perspective of organizational behavior, happiness management focuses on the development goals of individuals, groups and organizations. By stimulating people's potential and shaping high-quality talents, people's material happiness, social happiness of groups and value happiness of organizations can be achieved.

First, the individual level: individuals get incentives for people's overall happiness.

Any organization in society is made up of people, and no organization can be separated from management. The core of management lies in people, and the vitality of an organization comes from the enthusiasm of every member of the organization. In the face of real people, managers must stimulate the initiative, enthusiasm and creativity of organizational members, so as to truly establish a reasonable and effective division of labor and cooperation among organizational members and realize organizational functions that isolated individuals cannot achieve. Therefore, understanding and grasping human nature and achieving organizational goals by motivating each organization member are essential qualities and skills for managers. This involves the assumption of human nature in management, that is, the view of human nature in management. It refers to the manager's basic estimation or opinion on the needs, work objectives and work attitude of the managed, and it is the manager's understanding and judgment on the human nature of the managed. The hypothesis of human nature is the foundation, management principle, method and means for managers to manage the managed. In western management theory, the hypothesis of human nature has undergone a continuous evolution from "economic man", "social man", "self-actualized man" to "complex man". At the same time, the incentive theory has also experienced a historical evolution from Taylor's single currency stimulus to meeting various needs, from the generalization of incentive conditions to the clarification of incentive factors, from the study of incentive basis to the exploration of incentive process. According to different research levels, incentive theory can be divided into two types: content-based incentive theory and process-based incentive theory. Content-based incentive theory focuses on various basic factors that determine the incentive effect, studies the complexity and composition of people's needs, and holds that the task of managers is to create a working environment that actively meets various individual needs, including Maslow's hierarchy of needs theory, Herzberg's two-factor theory, Oldford's erg theory and mcclelland's achievement demand theory. The process-based motivation theory focuses on the generation of motivation and the psychological process from motivation to specific behavior, that is, the basic process and mechanism of motivation realization, including reinforcement theory, goal setting theory, expectation theory and fairness theory. It can be seen that the core issue of motivation lies in mobilizing people's enthusiasm and maximizing the potential and ability of employees. Motivation is essentially a process in which managers know human nature, understand human nature and constantly influence and shape human nature. These inspiring thoughts reflect people's ever-changing understanding of human nature in management activities. Therefore, the core idea of modern management is to change people's lives, make people happy and happy, truly embody their humanity and promote people's overall happiness. People's overall happiness is mainly reflected and implemented in individual development, which is manifested in the free development of people's personality. Specifically, it is to respect individual's labor and creation, pay attention to individual's needs and development, trust individual's ability and consciousness, match individual's personality traits and abilities with work to the maximum extent, meet individual's needs and development through incentives, improve individual's satisfaction with work, and realize individual's value in the process of contributing to the collective. People's overall happiness is not only the means of happiness management, but also the purpose of happiness management. Happiness management takes the realization of people's overall happiness as the ultimate goal, pays attention to people's needs, motives, qualities, values and happiness, and stimulates people's enthusiasm and initiative to the maximum extent. Happiness management insists on managing for the ultimate goodness of human beings, and regards management not only as a kind of regulating behavior, but also as a kind of humanistic care activity, which not only pays attention to work efficiency and contribution, but also attaches importance to the exertion of people's knowledge and creativity. At this time, incentive management is not only the need of organization and social development, but also the need to make people happy and full of happiness.

Second, the group level: realize social happiness through group interaction.

The so-called group interaction is the process of mutual action based on meaningful symbols. Marx said: If people are human beings and the relationship between people and the world is interpersonal, then you can only exchange love for love and trust for trust. Group interaction is the premise of the formation and maintenance of human groups, and groups are the result of human interaction. In group interaction, the interaction between members will form certain group norms. Group norms refer to universally recognized standards and norms of behavior established by groups. These standards are recognized by every member and must be observed by every member. Group norms may be formally stipulated within the group, but most of them are spontaneously formed in the group, and can subtly influence the individual's behavior and personality development. These norms are quite binding on the individual behavior of members, controlling and guiding the behavior of groups and individuals, transforming the disorderly behavior of individuals into the orderly behavior of groups, and the group value orientation tends to be consistent and the behavior orientation tends to be unified. Once the group norm is formed, it becomes a powerful external force to guide and restrain the group behavior, so that members consciously restrain themselves with norms and regard norms as their own code of conduct. Group norms affect the behavior of group members by establishing clear criteria for judging right and wrong. The formation of norms is closely related to the personality characteristics, situational requirements, task characteristics and historical traditions of group members, and is restricted by psychological factors such as imitation, suggestion and obedience and group atmosphere. It mainly obtains this need through the process of socialization. The process of socialization includes three aspects: first, the interaction between people and society in the process of socialization, focusing on the internalization of social norms and the formation of social roles; The second is to pay attention to personal growth, the formation of personal personality and self and the general social learning process in the process of socialization; Third, pay attention to the cultural inheritance in the process of socialization, and pay attention to the influence of a cultural model passed down from generation to generation on the common personality and social behavior of its members. From the group level, people's socialization is realized through group education and individualization. Group enlightenment and individualization complement each other: without group enlightenment, there is no individualization; Without individuality, social education is meaningless. Group education is a process of imparting group knowledge, inculcating behavioral norms, learning vocational skills, cultivating values, establishing life goals, and acquiring group social roles. Individualization refers to the process in which socialized subjects learn and receive group education in a certain way, and transform group goals, values, norms and behavior patterns into their own stable personality materials and behavior response patterns. Individualization is realized in individual activities. It is a process in which the individual's internal psychological structure interacts with the external social and group cultural environment, and the latter is selected and adapted. In addition, the natural neoclassical organization theory holds that a group is an aggregate, and the motives, reasons and needs of individuals joining the group may be different, and their participants seek the same or different interests. However, they realize that the group is a social group that strives to adapt and survive in a specific environment, and regard the group as a social system with needs or requirements. Barnard pointed out that people are not based on common or common goals, but on personal reasons. Because of their repetition, through the influence on behavior habits and thinking habits,

Through their promotion of unified thinking, they become systematic and organized. Groups exist only to meet the needs of people's contact, and contact is the universal and only motivation of members. The interaction of intra-group coordination and communication is not only beneficial for individuals to understand and meet their own needs, but also conducive to increasing the factors of interpersonal consistency. More importantly, it is a very important topic for happiness management to meet the social needs of group members through socialization.

Third, the organizational level: the humanistic value of obtaining happiness in organizational culture.

An organization is a social entity with clear goals, well-designed structure and coordinated activity system, and always keeps in touch with the external environment. When we look at the internal and external environment of the organization, we can see that the environment, objectives, structure and coordinated activity system of the organization have all changed, which leads us to look at the goals of the organization from the perspective of happiness. As early as around 430 BC, Xenophon first put forward the criteria for judging the quality of management. He believes that the standard to test the management level is whether wealth increases, and the central task of management is to obtain more wealth, that is, the optimal state of management is to maximize wealth. Classical economics believes that the growth of wealth will definitely bring happiness to people. Therefore, as long as we study the causes of wealth and focus on economic growth, social happiness and happiness will naturally be no problem, so the amount of wealth is regarded as a major indicator of indirectly measuring the level of welfare. Will the acquisition of wealth definitely enhance happiness? Easterling put forward the famous "easterlin paradox", that is, when wealth increases, people's average happiness level does not increase. Easterlin paradox means that economic growth is not equal to the improvement of social welfare, and factors other than income or economic growth will significantly affect the level of personal happiness. Humanistic psychologists also believe that an important factor that determines people's happiness is people's desire for happiness and happiness. This desire increases with the increase of income. When people's basic living needs are met, the relative rather than absolute income level begins to affect people's happiness level. Therefore, happiness, not income, should be the main concern of policy makers. It is from this angle that humanistic economics has constructed its own theoretical system. People-oriented economics holds that economics is the theory of minimizing human life cost and maximizing happiness satisfaction, happiness is the ultimate goal of human being's only rationality, and people-oriented economics is to solve the problem of maximizing happiness satisfaction under the constraint of limited life cost. Therefore, the goal of the organization is to maximize the happiness of stakeholders.

Organizational structure refers to the constituent elements in an organization and their relationships, and describes the framework system of the organization. It mainly involves the composition of enterprise departments, basic post setting, power and responsibility relationship, business process, management process and internal coordination and control mechanism of enterprises. Organizational structure directly affects the effectiveness and efficiency of internal organizational behavior of enterprises, thus affecting the realization of enterprise goals. The essence of organizational structure is to make the system elements more coordinated and matched, and show higher order by designing the human behavior route and the configuration of things that conform to the internal laws of the system. Therefore, in order to cope with the increasingly complex external environment and the limited rationality of managers, organizations must design certain structures to reduce unnecessary costs and improve the efficiency of organizational operation. From the perspective of information, organizational structure can be regarded as a process of information exchange and adjustment. As Hayek said, "the problem of people's collective behavior is actually a problem of information transmission." Since the organizational structure is regarded as a process of information exchange and adjustment, how can the organizational structure improve the information transmission efficiency of organizational operation? According to the theory of mechanism design, information efficiency is a question about the amount of information needed by economic mechanisms to achieve the set goals, that is, the information cost of mechanism operation, which requires that the designed mechanisms only need less information about consumers, producers and other participants in economic activities and lower information cost. The implementation of any economic mechanism design needs information transmission, and information transmission needs cost, so for system designers, it is natural that the smaller the dimension of information space, the better. In other words, the operation of the organizational structure requires the lowest possible information cost, which can improve the information efficiency of the organizational structure. Carson also believes that the organizational structure existing in a certain period can be interpreted as a rational response to the organizational needs of saving information costs. The optimal organizational structure is a system that can effectively allocate decision-making power under the given environment and information cost, thus forming an effective information flow structure. Organizational culture is a common value system for members of an organization, which takes organizational spirit as the core, organizational cultural idea group, organizational value orientation, organizational cultural form and organizational subculture as the main content, organizational material culture and organizational system culture as the support, organizational cultural symbols as the external recording, dissemination and output tool, and integrates organizational purpose, code of conduct, ethical system, value standards, customs and habits, beliefs and institutional provisions as a whole. Organizational values are the cornerstone of organizational culture, the operating purpose of organizations and the philosophical essence of all successful organizations. Determining the core position of values in an organization can assimilate individual goals within the organization into organizational goals, and establish common core values as the behavioral norms of members, thus achieving the realm of "governing by doing nothing" advocated by Taoism. It provides a vision for all members to move towards a common goal, and also provides guidelines for the daily behavior and business strategy of the organization. Through these standards and systems, organizational culture can restrain the behavior of organizational members, make their inner life support meaningful work in the organization, and their inner life can also be cultivated and supported through meaningful work. In this way, members of the organization can realize their meaning and value through organizational culture, so that members of the organization can get happiness and happiness, and human nature can be truly reflected.

Four. conclusion

Happiness management can conform to the laws of human nature, respect people's subjectivity, regard organization members as both the first object and the main body of organization management, pay attention to improving people's status, tap people's potential, discover people's value, develop people's quality, give full play to people's strength, give full play to the initiative, enthusiasm and creativity of organization members, and organically unify individual goals, group goals and organization goals, so that organization members can obtain material, social and valuable happiness. On this basis, promote the all-round progress and harmonious development of society. As the best paradigm of modern management, happiness management takes the ultimate goodness of management as the fundamental goal, obtains the overall happiness of people through incentives, obtains the happiness of group society through group interaction, and obtains the happiness of organizational value through organizational culture, so as to achieve the perfect situation in which the humanity of organization members can be truly reflected. As a new value system, happiness management is an organic combination of management and ethics, and also a perfect combination of people, people and things, and people and things. It should not only pursue the goal of winning profits in management, but also pay attention to human instinct, desire, self-esteem and values. It is necessary to implement both rigid management (that is, management of system, legal system and rules) and compliance management (that is, management of emotion, personality, encouragement, encouragement and flexibility); We should not only give full play to the enthusiasm of employees through incentives, but also limit this enthusiasm within a reasonable range through the norms of the system. In short, through happiness management, the whole organization should be harmonious and happy, and achieve a "perfect" state, which is the value and charm of happiness management.

refer to

[1] Feng's western happiness theory [M]. Changchun: Jilin People's Publishing House,1992:151-182.

[2] Huang Yajun. Microeconomics [M]. Beijing: Higher Education Press, 2000: 260.

[3] Hobbes. The science of wealth [M]. Shanghai: Shanghai People's Publishing House, 1958: 128

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