Goal motivation is to determine appropriate goals, induce people's motivation and behavior, and achieve the purpose of mobilizing people's enthusiasm. As an inducement, goal has the functions of starting, guiding and motivating. Only by constantly motivating yourself to pursue high goals can a person inspire his inner motivation to make progress. In fact, everyone has other goals besides money, such as power goals or achievement goals. Managers want to dig out this hidden or present goal in everyone's mind, and help them formulate detailed implementation steps to guide and help them achieve their goals in the follow-up work. When everyone's goals need to be realized strongly and urgently, they will pay close attention to the development of enterprises, have a strong sense of responsibility for their own work, and can consciously do their own work without the supervision of others. This kind of goal motivation will have a powerful effect.

Respect incentive

We often hear the saying that "the company's achievements are the result of the efforts of all employees". On the surface, managers respect employees, but when the interests of employees appear in an individual way, managers will put the overall interests of all employees in the enterprise as the priority and exclude them. They will say, "We can't just take care of your interests" or "If you don't want to leave, we can't worry about finding someone". At this time, employees will think that "attaching importance to the value and status of employees" is just a slogan. Obviously, if managers don't pay attention to employees' feelings and respect them, they will greatly dampen their enthusiasm, making their work only for remuneration, and their motivation will be greatly weakened. At this time, laziness and irresponsibility will follow.

Respect is a catalyst to accelerate the explosion of employees' self-confidence, and respect motivation is a basic way of motivation. Mutual respect between superiors and subordinates is a powerful spiritual force, which contributes to the harmony among employees and the formation of corporate team spirit and cohesion.

Participation incentive

The practical experience and research of modern human resource management show that modern employees have the requirements and desires to participate in management, and creating and providing all opportunities for employees to participate in management is an effective way to mobilize their enthusiasm. There is no doubt that few people participate in discussing their behavior without being motivated. Therefore, allowing employees to participate in management properly can not only motivate employees, but also gain valuable knowledge for the success of enterprises. Through participation, employees can form a sense of belonging and identity to the enterprise, thus further satisfying the needs of self-esteem and self-realization.

Stimulation of labor

Work itself has the power of motivation. In order to give full play to the enthusiasm of employees, managers should consider how to make the work itself more meaningful and challenging, so that employees have a sense of self-realization. Managers should carry out "work design", enrich and expand work content, and create a good working environment. But also through the two-way choice of employees and positions, employees have a certain choice in their work.

Training and development opportunities incentives

With the development of knowledge economy, the world is becoming more and more informationized, digitized and networked. With the continuous acceleration of knowledge updating, the problems of unreasonable knowledge structure and aging knowledge of employees have become increasingly prominent. Although they continue to enrich and accumulate knowledge in practice, they still need to take incentive measures such as certificate study, further study in colleges and universities, and training abroad. Through this kind of training, they can enrich their knowledge, cultivate their ability, provide them with opportunities for further development and meet their needs for self-realization.

Honor and promotion incentives

Honor is a lofty evaluation of individuals or groups by people or organizations, and it is an important means to meet people's self-esteem needs and inspire people to make progress. From the perspective of human motivation, everyone has the need for self-affirmation, glory and striving for honor. It is a good method of spiritual encouragement to give necessary honor rewards to some outstanding advanced employees. The cost of honor incentive is low, but the effect is good.

Of course, in our honor incentive, there is an incorrect phenomenon of excessive reward. For example, priority laws such as "rotating villages", "grasping castration", "ranking by officials", "grading by money", "giving priority to old comrades, giving priority to the old, weak, sick and disabled" have greatly reduced the "gold content" of honor and the typical exemplary role, which must be corrected vigorously.

In addition, promoting motivation is an affirmation of employees with good performance and high quality, and it should be included in the dynamic management system of "being able to go up and down".

negative incentive

Incentive is not all encouragement, it also includes many negative incentives, such as elimination incentives, fines, demotion and dismissal incentives.

Eliminating incentives is a punitive control means. According to the reinforcement theory in motivation, motivation can be punished, that is, using coercive and threatening control techniques, such as criticism, demotion, fine, salary reduction, elimination and so on. Create an unpleasant or stressful situation to deny some unqualified behaviors.

Modern management theory and practice point out that in employee motivation, positive motivation is far greater than negative motivation. The higher the quality of personnel, the greater the negative effect of elimination incentive. It may be easier to understand if the problem is explained by two-factor theory. The elimination incentive generally adopts a single assessment index, which causes employees' job insecurity and it is difficult for employees to have the opportunity to sum up experiences and lessons. At the same time, it will make the relationship between employees and superiors tense and the relationship between colleagues complicated, so it is difficult for employees to have long-term work plans.

Take Baidu as an example:

In the initial stage, in order to encourage employees to give full play to their wisdom and talents for the company's development, Baidu Company gave a certain proportion of company options (just like a few thousandths of the company's annual net profit) as radical bonuses for outstanding senior managers and outstanding middle managers during their tenure in the company. Let employees really change their consciousness and strive to expand the company as they treat their own company; The operation and coordination between various departments of the company are also closer and more efficient. In this way, the company will eventually form a brand-new and efficient corporate atmosphere of unity, unity of purpose and joint efforts, thus bringing the company's development to a higher and better virtuous circle track.

After Baidu went public in the United States, the company made a new adjustment, changing the original "option" holding right to "stock" holding right. However, on the first day of listing, the stock soared to 253% of the original issued shares, so the news that "Baidu's listing created dozens of millionaires overnight" appeared in the media, which also closely linked the rise and fall of the company with the vital interests of every employee and unanimously encouraged every employee to make higher and better contributions to the company's development.

In fact, multinational companies in Europe and America have already implemented this method as early as the 1990s, such as Microsoft in the United States, General Motors in the United States and Toyota in Japan.