Studying the motivation of excellent management talents is actually studying their needs. The following are my collected papers on how to motivate outstanding management talents for your reference.
Abstract: With the rapid development of knowledge economy in today's world, the dominant factor that determines the cost of enterprises is no longer material capital, but people with subjective initiative. Excellent management talents are the core capital of enterprise competition. Therefore, it is the key to the future development of enterprises to cultivate and motivate a group of all-round excellent management talents and make them an important resource of enterprises. However, at present, many enterprises are still influenced by the old management mode, especially state-owned enterprises, which are influenced by traditional ideas and concepts, and their incentive means are relatively backward. Through the discussion of the concept of motivation, this paper studies the incentive methods of excellent management talents and the existing problems in the current incentive methods of management talents, and puts forward corresponding solutions.
Keywords: excellent management talents; Material incentives; Spiritual encouragement; submerge
With the continuous development of socialist modernization and the continuous progress of science and technology, the market competition is becoming more and more fierce, which is finally reflected in the competition for talents, and the requirements of enterprises for the quality of talents are getting higher and higher. Therefore, it is imperative to strengthen talent management. Whoever has an excellent talent team will have a foundation for success, which is the core of enterprise management innovation. People are not only the means of management, but also the content of management; It is not only the object and object of management, but also the subject and motive force of management. Therefore, whether an enterprise can successfully retain excellent management talents and play its due role has become an important part of enterprise management; Establishing and implementing incentive measures, stimulating and mobilizing employees' work enthusiasm, activating human resources and maximizing marginal efforts are the keys to sustainable development and winning competition.
First, excellent management talents.
What is an excellent management talent? Excellent management talents are talents with extensive knowledge and social experience, talents with deep understanding of human behavior and interpersonal relationships, talents with strong organizational and communication skills, and comprehensive talents with practicality, creativity, objectivity, hierarchy, efficiency and five characteristics. It can also be said that excellent management talents are the best among economic managers. They not only know why and how to do it, but also can accurately control and respond to changes in behavior.
Second, the concept and theory of incentives
What is incentive? American management scientists Barzen and Steiner made the following definition:? All the conditions, hopes, wishes and motivations that the heart wants to strive for constitute human motivation. It is an internal state of human activities. ? Effective incentives will ignite the enthusiasm of workers, make them more motivated to work, make them have the desire to surpass themselves and others, release the potential huge internal driving force, and dedicate their enthusiasm to the long-term goals of enterprises.
What is incentive theory? Including content-based motivation theory: focusing on the nature of variables that affect behavior, mainly answering the factors that affect people's behavior; Motivation theory based on process: mainly studies some key factors that play a decisive role in human behavior, makes clear the relationship between them, and predicts or controls human behavior on this basis. This kind of theory mainly includes expectation theory, goal theory and reinforcement theory; State-based incentive theory: discuss the incentive problem from the satisfaction or state of demand, mainly including fairness theory and frustration theory; Comprehensive incentive theory: This paper tries to summarize various incentive theories, overcome the one-sidedness of each incentive theory, and discuss the incentive problem from a systematic perspective in combination with the incentive process of human behavior. The purpose of studying and studying incentive theory is to establish a reasonable incentive mechanism in the organization, so as to maximize the potential of all employees and improve their performance in an all-round way.
Third, the method of encouraging outstanding management talents.
Studying the motivation of excellent management talents is actually studying their needs. Maslow pointed out that people have five needs, but these five needs vary from person to person and from time to time. Therefore, it is necessary to design various forms of external rewards and punishments and work with incentive characteristics, thus forming a set of inducing factors to meet the needs of different people and different levels. Human needs can basically be divided into spiritual needs and material needs. Therefore, incentives can also be divided into material incentives and spiritual incentives.
1. Material stimulus
Material motivation refers to the use of material means to make the motivated people get material satisfaction, thus mobilizing their enthusiasm, initiative and creativity. Material rewards include money, prizes, etc. Through material incentives, employees are encouraged to work actively and their motivation to work hard is stimulated. Its starting point is to care about the vital interests of employees, constantly meet the growing needs of people's material and cultural life, and realize the incentive purpose in the form of economic benefits, including cash incentives and non-cash incentives. At present, Chinese enterprises generally attach importance to cash incentives, so cash incentives are increasingly becoming an important factor in the incentive process. Cash incentives are divided into two categories: short-term incentives and long-term incentives. Short-term incentives include annual salary, annual performance salary and annual bonus. Long-term incentives include stock options, stock options, stock options, virtual equity, stock appreciation rights, performance stocks, restricted stocks, deferred payment plans, EVA dividends, enterprise annuities, etc. Non-cash incentives mainly include job consumption incentives, housing incentives, automobile incentives, tourism incentives, training incentives, competition incentives, cultural incentives, discipline incentives and so on.
This kind of incentive has the function of social reinforcement, and employees may feel guilty about buying luxury goods themselves. If it is a reward, employees feel that they have earned it through hard work, and their guilt will be reduced. Imagine driving a luxury sports car awarded by the company to work every day. For the whole company, this award is a symbol that everyone can see and a symbol of honor. Of course, when providing this kind of in-kind reward for employees, we should pay attention to one thing: we should fully understand personal needs and tailor the desired prizes for employees. Valuable prizes are important, but if they can't meet the needs of employees, they will have side effects. What's more, they may lose their enthusiasm for work because they don't get what they expect in return.
2. Spiritual encouragement
People not only have material needs, but also spiritual needs. Spiritual reward is an important part of the design of incentive mechanism for outstanding talents.
First, goal motivation, a psychological attraction of the organization to individuals. Setting appropriate goals and stimulating people's motivation can achieve the purpose of mobilizing people's enthusiasm.
The second is work motivation, including the setting of working conditions and the attraction of the work itself. The setting of working conditions is a health care factor, which is conducive to maintaining the enthusiasm of work. The attraction of work itself is an incentive factor, which includes job suitability, job challenge and self-realization. Maslow believes that it is a high-level demand of life, and if it can be realized, it will certainly be able to work with full emotions.
Third, decision-making incentives, that is, management and decision-making. It not only embodies the importance of excellent management talents to meet their sense of belonging and appreciation needs, but also increases their sense of identity and responsibility for enterprise decision-making. Finally, it can create greater value and benefit for the success of enterprises.
4. Honor incentive: awarding honor, encouraging internal entrepreneurship, assigning more challenging jobs, or recognizing and appreciating their behaviors and values, trusting and respecting them. Sense of accomplishment, social status, self-realization, power, mission and ideal all belong to spiritual motivation.
Four, the existing problems and solutions in the current incentive methods for managers.
At present, according to the situation in China, many enterprises have realized the importance of incentive and established a set of so-called incentive mechanism. Due to the lack of understanding of incentives and the lack of understanding of the needs of outstanding management talents, there are many problems in incentive methods.
1. There is blind obedience in the enterprise.
See other companies' incentives, will you? Draw a gourd ladle Reasonable reference can be made, but many enterprises just copy it. The effectiveness of motivation lies in demand, and only based on the demand of excellent management talents can motivation have positive significance. Therefore, in order to eliminate the blind incentive phenomenon, we must carry out scientific investigation and analysis, and formulate incentive measures for this enterprise according to these needs.
2. Pay too much attention to cash incentives
At present, most enterprises in China generally attach importance to cash incentives. They believe that only by providing employees with high salaries and generous treatment can employees get real happiness and achieve the effect of motivation. Admittedly, money is the main factor to motivate employees, but in practice, money is not the only solution, nor is it the best solution in many ways. The reason is simple: the incentive effect of money is short-lived, and cash will soon be spent and forgotten. The incentives that companies want should be long-term. In fact, many long-term effective incentive methods are often ignored. Therefore, it is not enough to rely solely on material incentives. Material incentives and spiritual incentives must be carried out simultaneously.
3. The existing incentive mechanism is not systematic enough.
Incentive mechanism is a comprehensive management work such as personnel system, distribution system, assessment system, reward and punishment method and ideological and political work. From practice, we know that no matter which method is formulated, it is impossible to cover everything. To play a long-term and comprehensive role, many ways or methods must interact, promote and complement each other. However, many enterprises lack systematic consideration when designing incentive mechanism, which can not fully stimulate the enthusiasm of talents.
4. The incentive mechanism is unscientific
The main performance is that (1) the performance evaluation standard of enterprise development level and actual situation is not clear, and the work effect of employees cannot be measured, so it is difficult to feel at ease and learn from the past. (2) Inappropriate incentives. The feasibility and effect of incentive measures were implemented without analysis. Many mechanisms are divorced from reality, contradictory and difficult to implement, let alone play an incentive role. (3) The operability is not strong. There is no procedure for implementing responsibilities, measures, rewards and punishments in combination with the actual situation of the enterprise.
5. The existing incentive mechanism is unstable.
Enterprises are constantly developing, the situation is constantly changing, and the incentive measures cannot be eternal. Therefore, the enterprise system must stand the test of time and practice and maintain long-term stability and continuity. In some enterprises, the establishment and implementation of incentive mechanism has become the baton of enterprise leaders to a certain extent, and the phenomenon of random change is serious. Therefore, it is necessary to establish a stable and effective incentive mechanism according to the development of this enterprise.
In a word, motivation is a kind of management and an art, which runs through the whole process of enterprise management. Scientific and effective incentive methods need continuous improvement, perfection and innovation in the process of enterprise growth. Management incentives can not rely on a single means, but need to be rationally planned and cross-used according to the differences of different talents and different needs and the complementarity of various incentive resources, so as to give full play to the compensation role of various incentive factors. Only by truly understanding the formulation method of incentive measures in management can we retain outstanding management talents, make enterprises develop rapidly in an all-round way, and truly achieve higher, faster and stronger!
References:
Liu. Personnel Motivation in Enterprise Management [J]. Modern Enterprise, 2006, (5).
[2] Cui Chunlei. Looking for real motivation [J]. Enterprise vitality, 2004, (9).
[3] Cheng Guoping. Incentive for managers-theory, method and mechanism [M]. Beijing: Economic Management Press, 2002:45.
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