The improvement of enterprise efficiency depends on the establishment of a reasonable incentive mechanism. In this paper, incentive forms are divided into three forms: explicit incentive, supervisor incentive and implicit incentive. Each incentive form has its own content and plays a specific role. The following is my paper on incentive mechanism for you, which needs to be read quickly.
The content of incentive mechanism
1, induction factor set
2. Behavior-oriented system
3. Behavior range system
4. Behavior spatio-temporal system
5. Behavior domestication system
The Function Essence of Incentive Mechanism
1, the encouraging role of the incentive mechanism
2. Weakening effect of incentive mechanism
Operation mode of incentive mechanism
Information exchange in the operation of incentive mechanism
Five principles to motivate employees
1, induction factor set
2. Behavior-oriented system
3. Behavior range system
4. Behavior spatio-temporal system
5. Behavior domestication system
The Function Essence of Incentive Mechanism
1, the encouraging role of the incentive mechanism
2. Weakening effect of incentive mechanism
Operation mode of incentive mechanism
Five principles to motivate employees
According to the definition of incentive, incentive mechanism includes the following aspects:
1, induction factor set
Inductive factors are all kinds of incentive resources used to mobilize the enthusiasm of employees. The extraction of inducing factors must be based on the investigation, analysis and prediction of individual needs of players, and then various reward forms, including various external rewards and internal rewards, are designed according to the cycle of reward resources owned by the organization. Need theory can be used to guide the extraction of inducing factors.
2. Behavior-oriented system
It is the organization's stipulation on the direction of efforts, behavior and values expected by its members. In an organization, individual behaviors induced by inducing factors may point in all directions, that is, they may not all point to organizational goals. At the same time, personal values and organizational values are not necessarily consistent, which requires organizations to cultivate leading values among employees. Behavior orientation generally emphasizes the overall concept, long-term concept and collective concept, and serves to achieve various goals of the organization. Dr. M.Leboeuf pointed out in his book how to motivate employees that the greatest principle in the world is reward; Those who are rewarded will do better, and those who are profitable will do better. He also
10 The behaviors that enterprises should reward are listed as follows:
(1) Reward those who solve the problem thoroughly, instead of just taking emergency measures.
(2) Reward risks, not avoid them.
(3) Reward the use of feasible innovations instead of blindly following them.
(4) Reward decisive action instead of useless analysis.
(5) Reward excellent work when you are not busy.
(6) reward simplification and oppose unnecessary complexity.
(7) Reward silent and effective actions and oppose grandstanding.
(8) Reward high-quality work, not hasty actions.
(9) Reward loyalty and oppose betrayal.
(10) Reward cooperation and oppose infighting. Lopov listed these behaviors that should be rewarded, and for many enterprises, they can be used as the behavior orientation of employees.
3. Behavior range system
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It is a control rule for the intensity of stimulating behavior by inducing factors. According to Fromm's expectation theory formula (M=V*E), the control of individual behavior scope is realized by changing the correlation between a certain reward and a certain performance and the value of the reward itself. According to Skinner's reinforcement theory, determining the correlation between compensation and performance according to fixed proportion and changing proportion will bring different effects on employee behavior. The former will bring rapid, very high and stable performance, and show a moderate downward trend of behavior speed; The latter will bring very high performance and show a very slow trend of behavior regression. Through the behavior range system, the level of individual efforts can be adjusted within a certain range to prevent the rapid decline of employee incentive efficiency caused by some rewards.
4. Behavior spatio-temporal system
It refers to the provisions of the reward system in time and space. The regulations in this respect include the time limit associated with specific external rewards and specific performance, the time limit for employees to combine with specific work, and the spatial scope of effective behavior. Such regulations can prevent employees' short-term behavior and geographical infinity, and make the expected behavior have certain continuity, which occurs in a certain period and space.
5. Behavior domestication system
Behavioral domestication refers to the assimilation of members by organizations, and the punishment and education of behaviors that violate the code of conduct or do not meet the requirements. Organizational socialization refers to the systematic process of bringing new members into the organization. Including educating new members on outlook on life, values, work attitude, standardized behavior, work relationship and specific work functions. So that they can become members in line with organizational styles and habits, and thus have a qualified member. Regarding various punishment systems, it is necessary to explain clearly to employees in advance, that is, negative reinforcement.
If the behavior that violates the code of conduct and does not meet the requirements actually occurs, education should be strengthened while giving appropriate punishment. The purpose of education is to improve the understanding and behavioral ability of the parties, that is, to' assimilate the organization' again. Therefore, organizational assimilation is essentially a continuous learning process for organizational members, which is of great significance to the organization. The above five aspects of the system and regulations are the elements of the incentive mechanism, and the incentive mechanism is the sum of these five elements. Among them, inducing factors play the role of inducing behavior, while the latter four play the role of guiding, regulating and restricting behavior. A perfect incentive mechanism should be a complete system including the above five aspects and two properties. Only in this way can we enter a benign running state.
The Function Essence of Incentive Mechanism
Once the incentive mechanism is formed, it will act on the organizational system itself, make the organizational function in a certain state, and further affect the survival and development of the organization. The role of incentive mechanism on organizations has two properties, namely, incentive and weakening, that is to say, incentive mechanism has incentive and weakening effects on organizations.
1, the encouraging role of the incentive mechanism
The incentive function of the incentive mechanism is that the incentive mechanism has the function of repeatedly strengthening and constantly enhancing some behaviors of employees that meet organizational expectations. Under the effect of this incentive mechanism, the organization continues to grow and develop. Such an incentive mechanism is called a good incentive mechanism. Of course, in a good incentive mechanism, there must be negative reinforcement and punishment measures to restrain employees' behaviors that do not meet organizational expectations. The inspiration of incentive mechanism to employees' behavior is that managers should be able to identify the real needs of employees and effectively combine the measures to meet employees' needs with the realization of organizational goals.
2. Weakening effect of incentive mechanism
The weakening effect of the incentive mechanism is as follows: due to the de-incentive factors in the incentive mechanism, the expected behavior of the organization to employees is not shown. Although the original intention of the incentive mechanism designer is to effectively mobilize the enthusiasm of employees and achieve organizational goals through the operation of the incentive mechanism. However, whether the incentive mechanism itself is imperfect or the incentive mechanism is not feasible, it will inhibit and weaken the enthusiasm of some employees, which is the weakening effect of the incentive mechanism. In an organization, when the factors that weaken the enthusiasm of employees play a leading role for a long time, the development of the organization will be limited until it declines. Therefore, for the incentive mechanism with weakened effect, we must eradicate the de-incentive factors and replace them with effective incentive factors.
Operation mode of incentive mechanism
The operation mode of incentive mechanism The operation process of incentive mechanism is the process of interaction between incentive subject and incentive object, and it is also the process of incentive work. The following figure shows the incentive operation mode based on the whole process of two-way information exchange:
The operation mode of this incentive mechanism begins before employees enter the working state and runs through the whole process of achieving organizational goals, so it is also called the whole incentive mode. The application of this incentive model in management practice can be divided into five steps, and its work contents are as follows:
First, two-way communication. The task of this step is to let managers know about employees' personal needs, career plans, abilities and qualities, and at the same time explain to employees the organization's goals, the values advocated by the organization, the organization's reward content, performance appraisal standards and behavioral norms. Employees should properly express their abilities and specialties, personal requirements and plans, and at the same time, employees should clearly understand the requirements of the organization for themselves.
Second, choose your own behavior. Through the two-way communication in the previous step, managers will arrange suitable posts for employees according to their personal specialties, abilities, qualities and work intentions, put forward appropriate efforts and assessment methods, and adopt appropriate management methods and put them into action; Employees start their work with proper working attitude, proper behavior and hard work.
Third, phased evaluation. Stage evaluation is to judge employees' stage achievements and work progress in time so that both managers and employees can make adaptive adjustments. The appropriate evaluation cycle should be selected for this staged evaluation, which can be determined as one week, one month, one quarter or half a year according to the specific work tasks of employees.
Fourth, year-end evaluation and reward distribution. This step is carried out at the end of the year, and employees should cooperate with managers to evaluate their work performance and get the reward resources of the organization accordingly. At the same time, managers should be good at listening to employees' own evaluation of their work.
Fifth, compare and re-communicate. In this step, employees will compare the rewards they get from the work process and tasks with other comparable people and their own past to see if they are satisfied and fair with the rewards they get from their work. By comparison, if employees feel satisfied, they will continue to work in the original organization; If you are not satisfied, you can negotiate constructively with the management to reach an agreement. If the two sides can't reach an agreement, the contractual relationship between them will be interrupted. The whole-process incentive model highlights the role of information exchange and divides the logical steps of incentive work, which is highly operable.
Information exchange in the operation of incentive mechanism
Information exchange is a process in which one member of an organization passes the decision-making premise to another member. Any member of an organization, as a decision-maker, on the one hand obtains the information needed for his decision-making from others, and on the other hand, transmits his own information to others. In the operation of the incentive mechanism, information exchange runs through the whole process, which is two-way, that is, there is information between the incentive subject and the incentive object, and there is also information between the incentive object and the incentive subject. The two sides alternately play the roles of sender and receiver of information, and even change the positions of incentive subject and incentive object. The realization of organizational goals or sub-goals often takes weeks, months or even years. During this period, leaders, managers and employees need constant promotion to maintain high morale. In the process of advancing the goal, managers' evaluation of employees' work is the most important, but it is often ignored by managers in the incentive work. The evaluation of employees' work includes the evaluation of work progress, the evaluation of work quality and the evaluation of the relationship between work progress and ultimate goal. The reward and punishment information that runs through job evaluation often directly affects the morale and enthusiasm of employees.
Five principles to motivate employees
1, the work assigned by employees should be suitable for their own work ability and workload;
2. Reward on merit;
3. Improve the working ability of employees through basic and advanced training programs, and select qualified leaders from within the company;
4. Continuously improve the working environment and safety conditions;
5. Implement the leadership method in a cooperative manner.
1, the work assigned by employees should be suitable for their own work ability and workload. Matching people and posts is the goal pursued by employees. In order to achieve the integration of people and posts, it is necessary to analyze employees and posts. Everyone's ability and personality are different, and the requirements and environment of each position are also different. Only by analyzing in advance and matching reasonably can we give full play to the role of talents and ensure the smooth completion of the work. There are four ways to promote job matching: the first one
First, a number of senior managers met with a new employee at the same time to learn about his interest, work ability and work potential from many aspects;
Second, in addition to regularly evaluating work performance, the company also has corresponding job descriptions and requirements;
Third, use the electronic database to store information about job requirements and employees' abilities, and update them in time;
Fourth, pass? Power of attorney? Senior managers recommend candidates for important positions to the board of directors.
2. Rewarding employees' contribution to the company is influenced by many factors, such as work attitude, work experience, education level and external environment. Although some factors are uncontrollable, the most important factor is the personal performance of employees, which can be controlled and evaluated. One of the principles is that an employee's income must be determined according to his performance. Whether employees' past performance is recognized directly affects the future work results.
Merit reward can not only let employees know which behaviors should be promoted and which behaviors should be avoided, but also encourage employees to repeat and strengthen those behaviors that are beneficial to the company's development. Therefore, reflecting the wage difference on the basis of work performance is an important content of establishing a high incentive mechanism. In addition, BASF also provides different benefits such as meal supplement, housing and company stock according to employees' performance.
3. Improve the working ability of employees through basic and advanced training programs, and select qualified leaders from within the company. Provide employees with extensive training plans, which are planned and organized by special departments. The training plan includes some basic skills training, as well as senior management training and training courses developed according to the actual situation of the company, with the ultimate goal of helping employees grow. With a clear organizational structure, every employee knows the position and role of his position in the company, and can easily understand what promotion channels are available and obtain relevant information. BASF has obvious internal orientation in promotion and tends to promote managers from within, which provides promotion opportunities for those who are interested in development.
4. Constantly improving the working environment and the working environment with suitable safety conditions can not only improve work efficiency, but also adjust employees' psychology. Designing working environment according to physiological needs can speed up, save physical strength and relieve fatigue; Designing a working environment according to psychological needs can create a pleasant, relaxed, positive and energetic working atmosphere. Humanized transformation of the working environment, setting up various car facilities near the factory, opening many canteens and restaurants in the company, adding toilets for manual workers, and keeping the workplace clean and safe are the most basic requirements for working conditions, but they are difficult for many enterprises to achieve. A large number of standard facilities have been established to ensure safety, which are in the charge of specialized departments, such as medical department, fire brigade and senior factory guards. , and be responsible for the safety issues within their respective scope of work. Provide regular safety guidance and protective facilities for all workers. Various security systems can also be established. For example, each floor of the building must have a specially trained employee on duty in turn. In addition to the guarantee of facilities and systems, safety in production is encouraged through incentives, and those workshops with the lowest accident rate can get safety award.
5. Implement the leadership method in a cooperative manner. In the relationship between the leader and the led, the emphasis is on the cooperative attitude. Leaders in the process of leadership, just like being led by themselves, frankly cooperate in an atmosphere of mutual respect. The tasks of BASF leaders are to agree on work indicators, delegate work, collect information, check work, resolve conflicts, evaluate subordinate employees and improve their work level. Among them, the most important task is to evaluate subordinates, give a fair evaluation according to their work tasks, work ability and work performance, so that subordinates can feel their contribution to the enterprise and realize the gains and losses in their work. What are the principles of evaluation? Praise more and blame less? Respect employees and help them complete their tasks in a cooperative way. After the task is assigned, leaders must personally check, and employees should also personally check the interim work and final work results to promote the smooth completion of the work. Edit the salary incentive mechanism in this paragraph
Salary incentive mechanism is a way for enterprises to use salary to motivate employees to take some positive actions and strive to achieve some goals, thus improving labor productivity, which has a great impact on the competitiveness of enterprises. In the modern market economy, it has become one of the main contents of human resource management of enterprises in various countries. This mechanism is particularly important for developing countries like China. 2 1 century is an era full of opportunities and challenges, an era of survival of the fittest and fierce competition in human resources. Human resources are increasingly regarded by enterprises as the key to core competitiveness and the source of competitive advantage. How to acquire talents, make good use of talents and retain talents has become a major issue in the business community. Among them, the most complicated and difficult thing is how to motivate people and how to use good people. Salary? This double-edged sword is how to effectively implement the salary incentive mechanism.
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