(A) scientific incentives to stimulate the enthusiasm and enthusiasm of employees According to the modern psychology textbook "Behavior Management", employees who get paid on time have played 20% of their work ability. If fully motivated, employees can play 80% of their work ability, that is, a person's work ability after being fully motivated is about four times that before being motivated. It can be seen that motivation can make employees give full play to their inherent potential and achieve the best combination of work and personal ability. After being fully and effectively motivated, employees can often devote themselves to their work with a comfortable and positive mood and create high-quality and efficient work results. Incentive management is to effectively stimulate employees' work motivation and mobilize their work enthusiasm and enthusiasm. According to Maslow's hierarchy of needs theory, human needs are divided into five levels, namely, self-realization needs, respect needs, social needs, safety needs and physiological needs. Maslow's demand level is arranged from low to high, with the lowest material demand and the highest ideal demand; The order of human realization is generally from low to high, that is, the ideal demand is considered after the material demand is realized. Enterprise managers should combine rewards and punishments, gratitude, "reward", competition, goals, care, role models and other forms. It is impossible to motivate employees without material benefits, but it is absolutely impossible to have only money and material things. Employees are living people, not a group of "animals" who only know the pursuit of money and interests. They have thoughts, feelings, values, social pursuits above money, and their own goals and ideals. Provincial companies write the deeds of outstanding employees into the book "Loyalty Winning", and at the same time call on them to learn from them in order to meet the high-level needs of employees, and employees will return greater enthusiasm to the enterprise. The sense of accomplishment of these outstanding employees always inspires me and other employees to be brave in innovation and keep making progress. (2) Understanding respect and enhancing employees' sense of ownership and mission With the development of productive forces, employees, as thoughtful, emotional and value-oriented social people, have a growing spiritual demand for self-realization and respect. Respecting employees is not so much an incentive as a management idea, which challenges the traditional business management ethics. Respect for employees must first respect employees' personality. That is, leaders and employees respect each other, on the premise that leaders respect employees. According to Maslow's hierarchy of needs, everyone needs to be respected. At present, enterprises must improve their employees' status as masters and enhance their enthusiasm and initiative in participating in and discussing state affairs. Once employees are respected, they often have a much greater incentive effect than money incentives. Secondly, we should respect the opinions of employees. The research of modern management psychology shows that for an enterprise, the deeper the employee's participation, the higher the work enthusiasm. Respecting employees' opinions is to broaden the channels for employees to participate in and discuss state affairs, and strengthen the communication between leaders and employees through employee congresses, rational suggestions, discussions with leaders, etc. The direct consequence of the management mode of ignoring employees' opinions will be that employees have no interest and affinity for the organizational goals put forward by enterprises, and they often "have nothing to do with themselves and hang high". Managers often talk big and employees turn a deaf ear. Third, respect the development needs of employees. Any employee's work behavior can not be simply understood as just pursuing money. At the same time, he is still pursuing personal growth and development to meet the needs of self-esteem and self-realization, especially for some high-quality employees. Most of them have their own career plans, consciously set goals in their own work and strive to achieve them. Enterprises should understand employees' career planning, help employees realize their career planning through corresponding human resource development and management policies, and finally help enterprises achieve their goals. (III) Strengthening training and education to improve employees' business skills and comprehensive quality Training and education for employees can improve employees' quality, consolidate their work skills and arouse their enthusiasm. Some economists have conducted in-depth research on the economic development of the United States and India, and believe that the improvement of people's knowledge and skills has the same effect as the increase of land and capital. Employees can increase their capital stock by learning new technologies in the production process. If education and training are added, the stock of human capital will continue to increase, thus improving labor efficiency. At present, enterprises should follow the following principles to do a good job in employee training and education. The first is the strategic principle. The development of human resources not only costs money, but also mostly involves the transfer of production technicians and management backbones, which will have a certain impact on the current work of enterprises, and the effect of training will not be "immediate". Therefore, in dealing with training, we should first set up a strategic vision, do not haggle over the immediate gains and losses, consider the long-term development of enterprises, and be willing to invest the necessary human, material and financial resources. In this regard, domestic and foreign enterprises have many successful examples. For example, one of the strategic development principles of Matsushita Electric Industrial Co., Ltd. and Seiko Co., Ltd. in Japan is: "Enterprises can save money in all aspects, but research and development expenses and education and training expenses can never be saved." The second is the principle of integrating theory with practice and applying what you have learned. Different from general education, enterprises should strengthen the development of human resources through training, which should closely focus on the production and business activities of enterprises and have strong pertinence and practicality. What the enterprise needs and what the employees lack, it is necessary to train. Be pragmatic, stress timeliness, apply what you have learned, and engage in less formalism. The third is the principle of teaching students in accordance with their aptitude. Enterprises not only have many posts, but also have uneven levels, so it is impossible to train employees by means of "urgent March" of general education. We should choose different contents and methods according to different training objects, and sometimes even make training plans for individuals. Fourth, the principle of combining all-staff training with key promotion. When training all employees, we should prioritize, prioritize, make plans, and disperse different training contents and forms. In particular, it is necessary to focus on cultivating talents such as managers and professional and technical personnel urgently needed by enterprises. Fifth, the principle of active participation. Active participation helps to enhance employees' enthusiasm for learning and improve the learning effect. Training can be conducted through "self-application" and other means to mobilize the enthusiasm of employees for training and development. (4) Establishing employee service mechanism and tapping the potential and creativity of employees in serving customers is to establish corporate image and ensure the best-selling products; And serving employees is to improve work efficiency and product quality. In the past, people always thought that enterprise leaders were above, employees were at the bottom, and subordinates served the leaders, which was in line with the traditional mindset. At present, the so-called "putting the cart before the horse" has gradually emerged, that is, "customer satisfaction" is the highest value orientation-employees serve customers, middle-level supervisors serve employees, and senior supervisors serve middle-level supervisors. Taking "service" as the link mode, the closer to "God", the higher the value to the enterprise. The author believes that employees serve customers, and enterprise leaders serve employees. Enterprises should provide good services to employees through care, cooperation and communication. Only when employees are satisfied can employees serve customers better. (5) Do a good job in ideological and political work, straighten out employees' emotions and transform employees' behaviors. Ideological and political work is to make employees correctly understand, make clear the direction and change their behavior through solving doubts and reasonable influence, which plays an irreplaceable role in tapping the potential of employees and mobilizing their enthusiasm and creativity to the maximum extent. As a management based on spiritual, moral and ethical factors, it is actually a process of "ideological exchange" between managers and employees, and between employees, just like an invisible hand regulating the operation of enterprises. With the development of economy and the enhancement of employees' subjective consciousness, its role is becoming more and more important. Ideological and political work is an effective working method of our party. As a means of enterprise management, its most basic and common forms usually include theoretical indoctrination, political study, ideological education, model demonstration, emotional exchange, life assistance, entertainment interaction and so on. These traditional ideological and political work generally focus on "speaking" and "learning", which is a kind of learning and reasoning work. Facing the specific historical period at the turn of the century, the ideological and political work, which mainly focuses on preaching, has been severely challenged by the diversification of thoughts and behaviors. In the understanding of ideological and political work, we should constantly increase the weight of "doing" in ideological and political work according to the diversity of employee needs. In addition to theoretical education, study and training, recreation and sports, we should also do practical things and solve difficult problems, so that the masses can get benefits and see practical results, and influence the masses with their actions. Including improving employees' treatment, solving life problems and increasing employees' income. It also includes the prevention of social security, the construction of employees' living communities and the cultivation of social civilization. In short, as long as it can promote the physical and mental health of employees, solve problems, be cheerful and glow with enthusiasm, it should be the focus of our ideological and political work. This is done well in our power supply enterprises. (six) the construction of corporate culture, enhance the consciousness and initiative of employees. The function of culture is a kind of people-oriented, integrated and manifested comprehensive strength through human activities. Its core is the quality and creative energy of people in the fields of economy, culture, science and technology, education and social life. The enterprise is an open system, and the sudden change and gradual change of environment will cause the changes of various components in employees' minds, involving the transfer and change of certain factors in behavior. The same people are in different cultural and psychological environments, and their labor attitudes and potentials can form a huge contrast: the upward cultural and psychological environment is full of enthusiasm; Depressed cultural and psychological environment, enthusiasm looming; In a bad cultural and psychological environment, enthusiasm will disappear like a ghost. In a harmonious, positive and uplifting cultural atmosphere, employees will be conscious, self-disciplined, self-corrected, self-disciplined and self-resolved when facing difficulties, temptations, emotional changes and conflicts of interest, and handle problems scientifically and correctly. Corporate culture, as the soul of an enterprise, is a powerful embodiment of its spiritual strength and intellectual level, and is an internal powerful driving force. Through various cultural constructions, the environment and ideological and political work are generally linked, complicated social practices play a three-dimensional role in employees' behaviors and thoughts, and spirit, material, system and hope are in a harmonious balance. Corporate culture will provide employees with the greatest external motivation through all available means and channels, and drive people's self-esteem, sense of responsibility and sense of honor with the unique persistence of cultural power to make progress. Once the corporate culture is formed, what kind of thinking attitude and behavior people adopt to treat their environment will show obvious tendency or selectivity.