Analysis of factors affecting employees' work enthusiasm
There are many and complicated factors that affect employees' enthusiasm in enterprises, but from the perspective of system theory, there are only two factors that affect employees' enthusiasm: external environment and internal environment. Internal environment is employees' own factors, including their achievement motivation, self-efficacy and self-motivation. The external environment is the working atmosphere, including the boss, colleagues, work motivation and work itself. Below, we will further elaborate these influencing factors respectively.
1, achievement motivation. The so-called achievement motivation refers to the internal force that drives a person to strive for success or achievement in a specific field of social activities. Strong achievement motivation makes people have high work enthusiasm, eager to do things more perfectly, improve work efficiency and achieve greater success. Achievement motivation is the basic internal factor that affects employees' work enthusiasm, and it is restricted by employees' economic, cultural and social development level in a macro way. At the micro level, giving every employee a chance to gain various successful experiences and cultivating and improving the level of achievement motivation such as self-desire will help to change their negative attitude towards work and improve their work enthusiasm.
2. Self-efficacy. Self-efficacy is defined as people's belief that they have the ability to produce a certain level of behavior that can affect their life events. The belief of self-efficacy determines how people feel, think, motivate themselves and act. Self-efficacy determines employees' judgment on their work ability. A positive and appropriate sense of self-efficacy makes employees think that they are competent for the work they undertake, so they will hold a positive and enterprising work attitude. When employees have a low sense of self-efficacy and think they are incompetent, then they will have the idea of passive avoidance and their enthusiasm for work will be greatly reduced.
3. Self-motivation. It is inevitable to encounter all kinds of setbacks and failures in the work, which will reduce the achievement motivation of employees and doubt their abilities. Therefore, we must constantly motivate ourselves and maintain a strong achievement motivation and a high level of self-efficacy.
4. The boss has a positive influence on employees. The boss is the source of employees' work instructions and the main evaluator of employees' work performance. The interaction between boss and employees plays a very important role in employees' work attitude. What kind of leaders can effectively improve the enthusiasm of employees? In the study of enterprises in China, organizational sociologists in Taiwan Province Province show that many enterprises will take family as their metaphor. Through the process of pan-familization, the ethics or role relations in the traditional family will be classified into groups or organizations outside the family, and leaders play the role of parents in the enterprise, which requires leaders to pay equal attention to kindness and prestige and treat subordinates fairly and justly. At the same time, psychological research believes that it is an important factor to effectively improve the enthusiasm of followers that leaders are keenly aware of their emotional state and understand and properly meet their needs.
5. Colleagues exert positive influence on employees. China people have always paid attention to "the right time", "the right place" and "harmony with people", among which "harmony" is the most important factor. Cultural tradition and decades of "unit system" make employees attach great importance to interpersonal relationships at work and hope to be accepted and integrated into them. Good interpersonal interaction and working atmosphere among colleagues will greatly improve employees' sense of belonging, and then mobilize their enthusiasm for work.
6. Work motivation. There is no doubt that appropriate incentives play an important role in improving employees' work enthusiasm. Incentive can be divided into rewards and punishments, material incentives and spiritual incentives from different dimensions. It is worth noting that the premise of motivation is whether employees are regarded as "economic people" or "social people". Because of the different assumptions, the incentive methods and means will be different. If employees are regarded as "economic men", incentives will focus on material aspects; If employees are assumed to be "social people", they will be given appropriate spiritual incentives as well as material incentives.
7. Work itself. The same job has different meanings for employees with different achievement motivation and self-efficacy, and employees' enthusiasm for this job is also different, even if they can actually finish this job well. This requires managers to have the ability to distinguish employees' work orientation and assign suitable jobs, which can effectively improve employees' work enthusiasm.
Cultivate leadership temperament and improve the enthusiasm of employees.
House, a famous psychologist, believes that excellent leaders point out clear goals for their subordinates with their leadership temperament, help their subordinates to clear their direction under unknown circumstances, and motivate their subordinates to struggle to achieve their goals. An interesting study shows that people with leadership qualities often use their emotional expression ability to inspire or influence others. For those leaders with leadership characteristics, a typical feature is that they can arouse, inspire and influence the emotions of others. In addition, these leaders also have the ability to attract the attention of others, which consists of communication ability and the ability to attract the attention of potential followers. These theories also imply a view that people with leadership temperament can touch the emotional depths of others. From this perspective, the leadership temperament of managers will play an inestimable role in improving the enthusiasm of employees. Below we will elaborate on the definition, structure, external performance and how to cultivate leadership temperament.
First, the definition of leadership temperament.
Leadership can be defined as a collection of basic communication skills and social skills, as well as the ability to arouse or inspire others through technical emotional communication. Leadership comes from the excellent ability to communicate with others and to arouse and motivate others to take action. The key to leadership is to have emotional communication skills, especially emotional expression. The research on leadership temperament and social skills shows that leadership temperament plays an important role in the cultivation of social expression, leadership ability, interpersonal relationship and mental health. People can improve their leadership quality and exert their interpersonal effects by improving their communication and social skills.
Jay, who studies leadership? Jay Conger defines leadership temperament as a collection of behavioral characteristics that can make others feel a charm, including the ability to explore potential opportunities, the ability to keenly perceive followers' needs, the ability to summarize goals and make them public, the ability to build trust among followers, and the ability to motivate followers to achieve leadership goals. Congo believes that whether followers regard a leader as a leader depends on the number of outstanding behaviors, the intensity of these behaviors and their relevance to the situation.
Second, the structure of leadership temperament.
The structure of leadership temperament consists of three basic communication skills, namely, transmission skills (that is, expression skills), acceptance skills (that is, skills to handle input information sensitively) and skills to standardize communication activities. The realization of these three skills involves two fields: emotional communication field and social field. Therefore, * * * has six basic social and communication skills: emotional expression, emotional sensitivity, emotional control, social expression, social sensitivity and social control skills. Emotional expression ability includes the ability to convey nonverbal emotions through facial expressions, gestures and tones. Emotional control and emotional expression make people with leadership temperament become excellent emotional "actors". A leader must have the ability to understand the emotional needs of others in addition to emotional expression and emotional control. For example, he or she must be able to read the emotions of followers in order to respond appropriately. In the temperament of a leader, social expression includes speech skills and the ability to attract others' attention in social interaction. Social expression and emotional expression complement each other. Emotional expression involves the spontaneous expression of emotions, while social expression is related to how to spontaneously transform thoughts into words and actions. Social sensitivity includes the ability to decipher and understand other people's speech information, which is closely related to the degree of understanding social norms and norms.
It is by using the skills of social sensitivity that a leader can explain the needs of various social situations. The third social skill that constitutes a leader's temperament is called social control ability, but its real meaning is much more complicated than its literal meaning. Social control ability is the basic skill to play different social roles. People with excellent social skills are excellent social actors, who can be competent for various social roles and feel at home in any social occasion. Social control ability is a basic skill closely related to the concept of social ability. To some extent, it is the ability of social control that makes a leader show confidence.
Third, the external performance of leadership temperament.
On the other hand, the social effect of a leader depends on his or her credibility in the eyes of others. Why do people with outstanding social skills and charm seem to be more honest and better at lobbying? The researchers analyzed the verbal behavior and nonverbal behavior of the subjects in the experimental video in detail, and found that compared with those without charisma, charismatic people speak more fluently, speak faster, have more emotions (show more smiles and rich facial expressions), have more hints of approaching the audience (make more eye contact, use more inclusive pronouns such as "we"), and show more gestures to express their emotions, while showing less tension.
With regard to the emotional and social skills required by a leader's temperament, the influence of the situation on an excellent leader has not been ignored. Leaders with social skills should be able to interpret the needs of the situation (and the needs of followers) and adjust their leadership behavior according to the needs of the situation. Therefore, leaders who are truly appealing and have excellent social skills are "plastic". They have strong adaptability to the environment and can cope with all kinds of situations that require leadership planning.
The survey found that people with strong expressive ability and charm are more likable, more active, more attractive, and more likely to become friends or dating objects than those who lack emotional and social skills. However, the "attraction" of these leaders does not necessarily come from beautiful or handsome static physical characteristics (such as charming faces or bodies). In fact, even if attractive people don't have static physical attraction (that is, beauty), they are more attractive than attractive but unattractive people because they have so-called "dynamic attraction". This is an attraction to communicate with others, express their ideas and inspire others.
Fourth, how to improve leadership temperament.
Most modern scholars who study leadership think that leadership is not an innate trait, and few psychologists think that leadership is a certain ability given to individuals by God. The best interpretation of leadership temperament is the collection of personal characteristics, so that people with leadership temperament can influence others, such as inspiring others, leading others, influencing others, or influencing their emotions and behaviors in some way. Relevant evidence shows that people can enhance their leadership temperament by improving their social skills.
Because leadership comes from the excellent ability to communicate with others and arouse and inspire others to take action, we can cultivate leadership through learning. Programs used to make people communicate better, such as Dell? Dale Carnegie courses, public speaking courses, interpersonal skills and social skills training programs, as well as a project called "Cultivating Leadership Temperament", do help to improve the social effects and communication skills of participants to some extent. However, there is still a lack of systematic research aimed at evaluating the effectiveness of these programs.
Influence of team atmosphere on employees' work enthusiasm
A pleasant working atmosphere is a very important factor affecting efficient work, and a pleasant and respectful atmosphere plays an important role in improving the enthusiasm of employees. How can employees actively participate in the work if they have to be in a dead and depressed working environment every day? If managers can master the skills of creating a good working atmosphere and apply them to their own work, then managers can identify those inefficient and ineffective behaviors and change them effectively, so as to obtain creative work results efficiently and easily. This paper will put forward some suggestions on creating a good team work atmosphere.
What kind of working atmosphere is pleasant and can motivate employees to work actively?
A good working atmosphere is a free, sincere and equal working atmosphere, that is, on the basis of employees' satisfaction with their work, they get along well with colleagues and bosses, recognize each other, have a sense of collective identity, give full play to the spirit of teamwork, and realize their work goals and life values in their work. In this atmosphere, every employee can actively contribute his own strength while being recognized by others, and work wholeheartedly in the direction of the organization, so as to adjust his working style flexibly and conveniently at any time in his work to make it more efficient.
So, how can we create a good and pleasant working atmosphere?
The working atmosphere is an intangible thing, but we can be sure that the working atmosphere is gradually formed in the continuous communication and interaction between employees. Without the interaction between people, the atmosphere is impossible. The system can play a limited role in this respect, and at most it only plays a most basic guarantee role. Moreover, although the internal system of enterprises in China is not perfect at present, it is more important that the system cannot be well implemented for various reasons, which requires giving full play to people's role. People are the most important factor in the environment, and a good working atmosphere is created by people.
In China, although people's ideas have undergone earth-shaking changes, the influence of traditional culture on people can't be ignored. It exerts a subtle influence on the behavior of managers and employees in enterprise organizations, and the shadow of traditional culture can be reflected in the cultures of most enterprise organizations. This can be proved by the fact that most private enterprises in China adopt family management, and most state-owned enterprises prevail paternalistic management. Under the influence of this social culture, the leader is in an absolutely prominent position and is the core figure in the work. The working atmosphere is greatly influenced by the personal leadership style of the leader, which determines that the creation of a good working atmosphere depends on the management style of the manager. The following suggestions need the practice of managers to be effective.
First of all, it is necessary to determine the clear division of labor among various departments and posts from the institutional level. Whether the cooperation between departments and posts is smooth is an important sign of the good or bad working atmosphere, and only a clear division of labor can have good cooperation. The clear responsibilities of various departments do not mean that they are not related to each other. Everything is the company's business and everyone's business. The division of responsibilities only refers to who will specifically implement the work procedures, so that there will be no situations that affect the working atmosphere, such as mutual shirking and shirking responsibilities.
Secondly, starting with the construction of enterprise culture, we should improve the work enthusiasm of employees and create a working atmosphere of mutual help, mutual understanding, mutual encouragement and mutual concern, so as to stabilize work mood, stimulate work enthusiasm, form * * * work values, and then produce a joint force to achieve organizational goals.
Third, sincere and equal internal communication is the basis of creating a harmonious working atmosphere. Bureaucracy is absolutely not allowed in enterprises. Responsibility only represents different division of labor, just the division of power and responsibility. Employees with different qualifications and levels should be encouraged to trust, help and respect each other. Every employee has the right to fully express his ideas and suggestions, and can put forward his ideas to anyone and actively communicate with them. The communicated party should also actively cooperate, answer or explain, but the principle of communication should be pragmatic and never involve other aspects.
Finally, we should attach importance to team building within the department, strive to build a learning organization and create a relaxed working atmosphere. There should be a good learning atmosphere in the department to encourage and lead team members to learn advanced technology and experience. At the same time, in the work summary, we should conduct extensive and targeted communication, share experiences and constantly sum up lessons.
Application of self-efficacy theory in improving employees' work enthusiasm
Self-efficacy and self-confidence are very similar. Self-efficacy is defined as people's belief that they have the ability to produce a certain level of behavior and influence their own life events. The belief of self-efficacy determines how people feel, think, motivate themselves and act. Therefore, improving self-efficacy can be regarded as an important way for employees to improve their work enthusiasm through self-motivation.