Question 2: What are the means and methods of effective motivation? Reprint the following information for your reference.
Effective incentive means
Motivation is one of the basic functions of management and an important task of leadership. Effective incentive must start from the starting point of incentive-demand, and comprehensively use various incentive methods. The basic methods of motivation include: image motivation, emotional motivation, confidence motivation, target motivation, performance salary system, affirmation and praise, job enrichment, participation in management, education and training, etc.
encourage
Stimulating people's motivation is a psychological process. Through encouragement, individuals are stimulated and encouraged to achieve an exciting state. It refers to the process of creating various conditions to meet the needs of organizational members, stimulating the correct motivation of organizational members and making them produce specific behaviors to achieve organizational goals.
On how to motivate, many psychologists and management scientists have conducted in-depth research and put forward a variety of systematic incentive theories and methods. Based on these basic viewpoints, we propose the following basic methods of motivation.
First, image motivation.
The image mentioned here includes the personal image of leaders and model figures in the organization and the collective image of excellent teams. No matter what kind of image, it can inspire employees' sense of honor, accomplishment and pride, and achieve the role of inspiring people. Therefore, leaders of enterprises should integrate their knowledge level, moral cultivation, work ability and personality style into their daily work, and use their good personal image to inspire leaders' thoughts and behaviors. At the same time, for the newcomers, outstanding employees, model workers and work teams who have made outstanding performance in their work, we will publicize and show their good images in depth, and call on and guide employees to imitate learning by publishing photos, issuing honorary certificates of commendation meetings, television and online publicity.
Second, emotional motivation.
Emotion is a person's psychological reaction to the outside world, including emotions and emotions. Emotional demand is the most basic demand of human beings, and it is also one of the most direct factors affecting behavior. The emotional connection between people contains infinite potential, which can transcend the influence of material interests, spiritual ideals and external pressure and produce the incentive force of "a scholar dies as a confidant". Therefore, modern leaders should not only focus on convincing people with reason, but also emphasize convincing people with emotion. Emotional motivation is to strengthen emotional communication with employees, give sincere care from employees' thoughts, life and work, think about what others think, be anxious about what others are anxious about, and be difficult for others, and establish equal and cordial feelings with employees, so that employees can feel the care of leaders and the warmth of enterprises, thus stimulating their enthusiasm, initiative and creativity.
Third, confidence motivation.
Expectation theory tells us that the degree of a person's motivation in his work is closely related to his subjective evaluation of the completion of the work and the attraction of the work reward to himself. When an individual thinks that no matter how hard he tries, he can't finish his work, his enthusiasm for work must be very low. Sometimes this happens because the work is really beyond my ability, but more often it is because I lack confidence in myself. They often can't clearly understand and evaluate themselves, don't know their strengths and weaknesses, doubt their abilities, and misjudge the possibility of achieving their goals. At this time, managers need to conduct psychological counseling in time on the basis of trusting employees, so that employees can fully realize their own advantages and potentials, give employees full encouragement, let them see future opportunities and hopes, and help them establish confidence that I can do well. Employees with good mentality, winning belief and motivation can stimulate great creativity. As an advertisement said, "Anything is possible as long as there is * * *".
Fourth, goal motivation.
Goal motivation refers to setting appropriate goals to stimulate people's motivation and behavior and achieve the purpose of mobilizing people's enthusiasm. Goal motivation needs to be decomposed vertically and horizontally on the basis of clear organizational goals, forming specific goals for all levels, departments and even employees. All levels, departments and employees take the goal as the standard and implement self-motivation and self-control in the process of achieving the goal. In the process of goal motivation, we should pay special attention to the following points: first, the setting of employees' personal goals should be combined with the characteristics of their jobs, giving full consideration to their specialties, hobbies and development, combining personal goals with organizational goals, so that organizational goals contain more personal goals, and the realization of personal goals can not be separated from the efforts made to achieve organizational goals. Second, the goal must be clear, achievable, challenging and sustainable, and cultivate employees' sense of accomplishment in creating value. Third, whether it is organizational goals or personal goals >>
Question 3: What are the main methods to motivate (1) materials? The most prominent material incentive is the incentive of money. Although money is not the only force that can motivate people, its motivating factors can not be ignored. (2) Spiritual encouragement. Spiritual motivation methods mainly include: goal motivation, environment motivation, leadership behavior motivation, example motivation and reward and punishment motivation. (3) Employees participate in management. It refers to letting employees participate in the research and discussion of organizational decision-making and management at all levels to varying degrees. (4) the work is full. That is to make the work challenging and meaningful.
Question 4: What are the ways to motivate employees?
first
"* * * advance and retreat together" at work, exchange information.
Work itself is the best stimulant. Instead of letting employees speculate on the company's development prospects, it is better to let employees focus on their own work. Worry-free future experts believe that supervisors should advance and retreat with employees in their work, and provide employees with more information and content they need in their work, such as the overall goal of the company, the future development plan of the department, and the problems that employees must focus on solving, so as to help employees complete their work. Let them know more about the company's business strategy, so as to complete the task effectively, clearly and actively.
second
"Listen" to employees' opinions and participate in decision-making.
Listening is as convincing as speaking. Supervisors should listen to employees' ideas and let employees participate in work decisions. When the supervisor and employees establish a mechanism of frank communication and two-way information sharing, the incentive effect derived from this participation in decision-making will be more significant.
third
Respect employees' suggestions and build a "communication" bridge.
Only when a successful supervisor tries his best to get the employees' minds out can the management of the department be targeted and avoid decision-making mistakes caused by subjective arbitrariness. There are many ways for supervisors to encourage employees to speak freely, such as opening employee hotlines, setting up suggestion boxes, holding group discussions and departmental dinners. However, worry-free experts believe that no matter which way the supervisor chooses, employees must be able to put forward their own questions and suggestions through these smooth channels of opinion, or get an effective reply in time.
fourth
Be a supervisor of "investing for the benefit of employees"
As the core supervisor of the team, we must "do what we like" according to the different characteristics of department employees and seek their motivation. Everyone's intrinsic motivation to be motivated is different, so the method of rewarding excellent work performance should also vary from person to person.
fifth
Take interest as a teacher and give employees more job opportunities.
Interest is the best teacher, and employees have their own favorite work content. Supervisors give employees more opportunities to carry out their favorite work content, which is also an effective way to motivate employees. New challenges at work will inspire employees to greater potential. If employees are interested in the work content, coupled with the challenges brought by the work content, employees will be fascinated and play a greater potential.
sixth
Appreciation is the best motivation.
Praise can make employees more confident in themselves, love their work more and encourage employees to improve their work efficiency. Praise for employees should also be timely and effective. When employees perform well in their work, the supervisor should immediately praise them, so that employees can feel appreciated and recognized by their superiors. In addition to verbal praise, supervisors can also use written praise, one-on-one praise to employees, public praise and other forms to boost employee morale.
seventh
Start with small things and understand the needs of employees.
Every employee has different needs. If a supervisor wants to motivate employees, he must have a deep understanding of their needs and try his best to satisfy them and improve their enthusiasm. To satisfy employees, we should start with small things and start with details.
eighth
Let "performance" speak for employee promotion
At present, there are countless companies that promote employees according to their qualifications. Experts believe that promoting employees with "seniority" does not encourage employees to create performance, but will make employees feel lazy. On the contrary, when the supervisor speaks with "performance" and promotes employees with excellent performance according to performance, the purpose of encouraging employees to pursue excellent performance can be achieved.
ninth
Competent people will give their core employees a raise.
Under the special economic situation, material incentive is still the most important form to motivate employees. Salary can not only ensure the survival of employees, but also play an incentive role because of its versatile role. However, in the case that many companies cut their expenses drastically, managers are more cautious about encouraging employees with salary increases. Experts believe that the economic crisis does not mean that there is no salary increase, but the demand for salary increase is higher. The key is to see how much value employees can bring to the company. For the core talents who create high profits for the company and develop profitable new projects, it is essential to motivate them through salary increase.
Question 5: How to motivate employees is appropriate? What are the ways to motivate employees? First, how to define the "suitability" in the problem? If you mean effective, you should pay attention to the following five points when motivating employees:
Cash reward and non-cash reward.
When asked "what kind of reward do you want", employees usually answer "cash", but when asked "what makes you feel appreciated most", the answer is in the shape of * * *, and employees with longer working years pay more attention to non-cash or even non-material rewards. Most people say that non-cash rewards bring more lasting memories and appreciation than cash.
Material rewards vary from person to person.
It is not useless to reward a senior child safety seat for single employees who go to work by subway, but the satisfaction should be halved. Employees of different ages, backgrounds and genders have different needs. Since it is a reward, they should be as flexible as possible to meet diverse needs, so as to improve their satisfaction and complete the incentive.
Refuse the instant reward of drawing cakes.
Many people describe the incentive policies of enterprises as carrots in front of donkeys, tricking you into walking ahead but not eating them. If the period of incentive strategy is set too long, it looks like painting a cake, which will make employees lose trust and motivation in such incentives. Enterprises should find ways to motivate employees immediately. If an employee's behavior is commendable, he should be rewarded immediately. Instantaneity can enlarge the psychological effect of motivation.
Behavior orientation.
Many incentive strategies have a long cycle because they are mostly result-oriented, looking at performance, data and results. Not only the cycle is long, but also the evaluation standard is very single, which is not conducive to the cultural construction of enterprises. If the enterprise goal is decomposed into many small specific behaviors and reward items, and employees can be motivated after completing these behaviors, then employees will move in the direction that the enterprise hopes to see.
Fair and open.
The so-called "not suffering from poverty but suffering from inequality", unfair incentive standards and strategies have a more serious impact on employees' enthusiasm than not encouraging them. At the same time, every incentive award is open, and employees will realize which behaviors the company hopes and advocates. Open rewards can also greatly enhance the incentive experience.
There is another point about "appropriateness". In the past, even now, in most people's minds, motivation should be an internal activity between superiors and subordinates and between the same department, which is more appropriate. In fact, between peers and different departments, if you appreciate each other's behavior and if they give you a high degree of cooperation and help in your work, you can also be motivated.
Specific methods to motivate employees are:
Cash reward. Simple and rude, easy to operate, but the effect is not as good as expected, so use it with caution;
Training incentives. The employment relationship has changed, and giving employees more development opportunities and space is a win-win strategy;
Activity motivation. Encourage employees to participate in group activities (volunteer activities, corporate culture construction activities, etc.). ) and get a reward;
Honor incentive. Publicly carry out honor selection to realize mutual recognition and praise among employees;
Welfare incentives. Provide diversified practical benefits for employees and improve their worries and difficulties outside work;
Participate in incentives. Encourage employees to participate in management, put forward effective opinions and suggestions on the company's development, and raise the awareness of participation;
Demonstration incentive. Business leaders and department heads will get different incentive effects by using their own demonstration behavior;
Negative incentives. Negligence needs appropriate punishment, but it needs to be cautious as an incentive.
To make "appropriate" incentive behavior, the most ideal method is to establish an incentive system based on growth parameters. Through this system, enterprises split corporate culture into specific incentive projects and let corporate culture land; At the same time, guide and correct the development direction in time through immediate reward for employees' behavior; Realize mutual praise of employees in an open system, increase cohesion and sense of honor; At the same time, the system can record the setting information of incentive strategy and accumulate elements for stimulating big data analysis.
Question 6: What is the goal of employee motivation? The so-called goal motivation is to combine large, medium and small goals with far, medium and small goals, so that subordinates can always closely link their actions with these goals in their work. Goal motivation includes three stages: setting, implementing and checking goals. Pay attention when setting goals, and set feasible goals according to the actual business situation of the team. An inspiring and practical goal can boost morale and motivate subordinates. On the contrary, those goals that cannot be achieved or achieved will have the opposite effect. Supervisors can formulate and issue annual, semi-annual, quarterly, monthly and daily business objectives and tasks for teams or individuals, and check them regularly to make them work towards their respective goals. Data motivation uses data to show achievements, which can more convincingly stimulate the enterprising spirit of subordinates. For various indicators that can be displayed quantitatively, it is necessary to carry out quantitative assessment, formulate and publish the assessment results, so that members can make clear the gap and have a sense of urgency to catch up. The supervisor can announce the performance progress of the team or individual during the monthly, quarterly, semi-annual assessment period, after the end or during or after the business competition, and let the outstanding performers talk about their experiences in the exhibition industry and share their own experiences, so as to boost the morale of all subordinates. Leadership motivates successful life insurance team leaders. The key to his success lies in his 99% personality charm and the exercise of 1% rights. Subordinates can work wholeheartedly for him, not because he has power in his hand, and power can't convince people. Even if he is convinced, he will only express his dissatisfaction verbally. Most of the reasons are that the supervisor has good leadership behavior. Good leadership behavior can bring confidence and strength to subordinates, motivate subordinates, and make them move forward willingly and resolutely towards their goals. As a supervisor, we should strengthen moral cultivation, be strict with ourselves and be a person who looks like it; Learn to sell and sell your goals; We should master the methods and skills of communication, praise and dealing with people. Reward incentive reward is to affirm and reward people's behavior, so that this behavior can be consolidated and developed. Rewards are divided into material rewards and spiritual rewards. People can only exert their abilities without rewards10%-30%; In the state of material reward, you can give play to your 50%-80% ability; In a proper state of spiritual reward, it can play 80%- 100%, or even exceed 100%. When the material reward reaches a certain level, there will be a phenomenon of diminishing marginal effect, while the incentive from the spirit will be more lasting and powerful. Therefore, when formulating incentive measures, we should adhere to the principle of combining material rewards with spiritual rewards. At the same time, the way should be constantly innovated, and the novel * * * and the changing * * * are of great significance. Repeated * * *, the effect will gradually decay. Reward overclocking, and the * * * effect will be reduced. Encourage the advanced, spur the backward and mobilize the enthusiasm of all subordinates through rewards. Typical incentives set up typical figures and role models in the team, often commend good people and deeds in all aspects, create typical demonstration effects, let all subordinates look up to role models, let them understand what thoughts and behaviors they advocate or oppose, encourage subordinates to learn advanced, help backward, be proactive and unite as one. As a supervisor, we should find the typical in time, summarize the typical, and use the typical (use it well, fully and flexibly). For example, set up a dragon and tiger list; Establish elite clubs; Borrow the names of outstanding employees and name a long-term reward plan; You can also give outstanding employees special holidays and so on. Caring and motivating understanding are the premise of caring. As a team leader, we should know nine things about subordinates, namely, their names, birthdays, places of origin, places of origin, families, experiences, specialties, personalities and achievements; The nine figures are the working conditions, housing conditions, physical conditions, study conditions, ideological and moral conditions, economic conditions, family members, hobbies and social contacts of subordinates. Often mingle with subordinates, exchange thoughts and feelings, thus enhancing understanding and trust, and sincerely help every subordinate. Collective honor encourages supervisors to cultivate collective consciousness by giving collective honor, so that subordinates are proud to be in such an excellent team, thus forming the power to consciously safeguard collective honor. The supervisor should be good at discovering and excavating the advantages of the team, and often instill in his subordinates the consciousness that we are the best, so that his team is the best among all similar teams. Finally, let subordinates fight for honor. As the head of the team, when formulating various management and reward systems, we should take into account the formation of collective consciousness and competitiveness. For example, carry out team competitions, challenges and so on. This not only cultivates the sense of collective honor, but also inspires subordinates ... >>
Question 7: What are the incentives for R&D personnel? 1. Take various ways, such as profit commission, profit sharing, share dividend, scientific research allowance, incentive futures, etc., so that R&D personnel can get more economic benefits in the development of high-tech innovation, thus improving their innovation enthusiasm.
2. Opportunistic incentives. Opportunities here refer to all kinds of opportunities for learning, guidance, training, communication and getting challenging jobs. When using opportunity incentives, we should also pay attention to the fact that every employee has equal opportunities.
3. Emotional motivation. Generally speaking, R&D personnel are eager for respect. Therefore, the top managers of enterprises should communicate with them more, let them participate in the decision-making discussion of enterprises, and enhance their sense of identity and dependence on enterprises.
4. Environmental incentives. A good atmosphere of scientific and technological innovation within the enterprise, the attention and understanding of all employees of the enterprise on scientific and technological R&D and innovation, especially the attention and support of the top management on the work of R&D employees, are all effective incentives for R&D employees.
5. Sales commission: This is the most common way for enterprises to motivate R&D personnel. Its content is to determine different proportions to implement the commission according to the sales of new products opened by R&D personnel after they are put into production and certain rules. This method is intuitive, transparent and easy to operate, which can greatly mobilize the enthusiasm of employees.
6. Motivation by objectives: Management by objectives is the main work content of enterprise managers, and motivation by objectives is an important means to implement management by objectives. Setting appropriate goals can stimulate people's motivation and arouse their enthusiasm. Goals can be external physical objects such as workload and scientific research projects, or internal spiritual objects such as academic level. The greater the value of achieving the goal to meet personal needs, the greater the social significance, the more inspiring the goal, the more specific the reward content after achieving the goal, and the stronger the incentive effect. On the other hand, the more likely it is to achieve the goal through hard work, the more eager R&D personnel feel, and the stronger the incentive effect of the goal.
7. Salary incentive: Under the condition of market economy, salary is the direct embodiment of labor value. Talents, they all have their own personality values, which need to be realized through corresponding salaries. Many enterprises have formulated a special wage system for R&D personnel, that is, set up a special wage zone in the enterprise, so that R&D personnel, that is, scarce talents in the enterprise, can enter the special zone and enjoy higher wages than ordinary employees. At the same time, establish a salary promotion system linked to performance, so that the salary growth rate of excellent R&D personnel is higher than that of ordinary employees, so that R&D personnel can get labor remuneration commensurate with their own efforts, so that their labor value can be realized, thus achieving psychological satisfaction.
8. Care and encouragement: Paying attention to the expectations of talents, understanding the needs of talents, and then satisfying them as much as possible has now become an effective way for enterprises to retain people. Enterprise leaders show meticulous care for their subordinates and send warmth to the hearts of the masses, which can stimulate their enthusiasm for loving the enterprise and their posts, enhance their sense of professional responsibility and identity with the enterprise, integrate their personal interests into the fate of the enterprise, and thus devote themselves to the cause. The content of care and encouragement is varied, from caring about the political progress of employees, supporting and protecting their initiative, to helping them solve their difficulties in work and life, which can all play an encouraging role. For example, when R&D personnel celebrate their birthdays, the company will give them birthday gifts and have a holiday, which will often leave a deep impression on R&D personnel and make them feel that the company really cares about their lives and work, and R&D personnel will also be more concerned about the company's development.
9. Flexible working system: According to the characteristics of R&D personnel, such as unfixed work content, continuous testing, and external information collection, R&D personnel will arrange their own commuting and working hours to replace the unified and fixed commuting time system and replace rigid attendance with flexible "labor" time. The company's assessment of R&D personnel is only the result of their work, and there is no specific time.
10. Flexible organization: adopting the project management mode, according to the different research contents of the project, people with different professional backgrounds, work experience and different age structures will form a project team to solve a certain problem on a certain topic. The project team was dissolved after the completion of the project due to the establishment of the project, maintaining high efficiency. Through this relatively temporary organization, R&D personnel can learn from each other, learn from each other's strengths and improve together, which is also the reason why the R&D team has always maintained its vitality because of the mutual flow of personnel.
1 1. Welfare incentive: reward according to the needs of R&D personnel, which can better mobilize the enthusiasm of employees. For R&D personnel who have made outstanding achievements throughout the year, according to their personal needs and company capabilities, >>
Question 8: What are the ways to motivate new employees? Generally speaking, the first part of your paper is an introduction, which introduces the purpose and significance of your whole paper and shows your point of view.
And the ways and means of argumentation.
The main purpose of the text is to ask questions-analyze problems-solve problems. I came across a big one when I was writing my thesis.
One of them is called Zhiyuan Paper, which contains a lot of information for your reference.
Question 9: What are the effective incentive methods in management? A more effective incentive method than salary: carrot principle
Only when employees feel respected and trusted will they try their best to contribute their intelligence to the enterprise. Therefore, respect and trust should be the first purpose of enterprise management. The most fundamental purpose of implementing incentive mechanism in enterprises is to correctly induce employees' work motivation, so that they can realize their own needs while achieving organizational goals, increase their satisfaction, and continue to maintain and carry forward their enthusiasm and creativity. It can also be said that the use of incentive mechanism is an important factor to determine the rise and fall of enterprises to a certain extent. (1) combining material incentives with spiritual incentives; (2) Establish and implement multi-track and multi-level incentive mechanism; (3) We should fully consider the individual differences of employees and implement the principle of differential incentives; (4) Entrepreneur's behavior is an important factor affecting the success or failure of the incentive system.