It is said that some entrepreneurs in order to manage a good business to get all day heart failure, and some even in the ambition to die young.
Enterprise management feel "tired", mostly because of "everything" or the pursuit of "perfect", lest the enterprise such and such a problem and all day long to worry about! But the subordinate employees have no feeling, and even insensitive.
The more you do this, the more your business tends to smoke everywhere.
Either something is going on here, or there is some trouble there.
Not personally dealt with and uneasy, as a result, the leadership of the exhaustion of the extreme and little effect.
Sima Guang in the "Ziji Tongjian" on the beginning of the said: "Fu to the four seas of the wide, trillion people of the people, subject to a person, although there is a great power, the wisdom of the world, and do not run around and serve ...... ".
In many units, the leadership is also aware of the importance of employee motivation, some people had followed the past that kind of simple, didactic ideological education methods.
The result of the face of the new social situation, seemingly incompetent;
Some people have borrowed from the Western management experience, a big material stimulus, indiscriminate bonuses, the result is contrary to the wishes of not only the enthusiasm of the staff has not mobilized, but also gave rise to the staff of the psychology of the comparison between the staff, interpersonal conflicts.
It seems that the key to work is management, the key to management is to manage people, the key to manage people is to mobilize people's enthusiasm.
On the mobilization of human enthusiasm, is indeed a complex and ancient problem, and to mobilize the enthusiasm of the staff, focusing on stimulating the staff's intrinsic motivation to work, which is the root of the staff's motivation to work, which is the pursuit of every manager, but also whether the enterprise can achieve its value objectives of the important determinants.
In this article, will be from the management of the multi-faceted multi-angle in-depth discussion of the various factors affecting employee motivation, and from the temperament of the leader, the work atmosphere and employee self-motivation and other aspects of the mobilization of staff motivation measures, so that managers in the happy and all employees in step, proactive towards the same goal.
What is motivation.
Psychology sees positivity as a kind of human behavior in a state of psychological motivation performance.
It includes human cognition, emotion, will and other psychological components are in a state of excitement and activity, so that the human intellect, physical strength, ability to play the maximum vitality, and become the driving force of human behavior.
So how is human positivity formed.
Psychologists have shown that the positive behavior of people has its own formation of the law, from the point of view of its psychological mechanism, it is composed of four stages of the need-→motivation-→behavior-→goal.
From this, we can see that the need is the basis and source of positive behavior.
Because of the need to drive the person to generate motivation, which triggers the person's behavior.
At the same time, the goal as a result of the action of the over-reflection, it can lead to human needs into motivation, human behavior plays a role in orientation, motivation and so on.
Needs, motives, goals are the main factors that constitute the psychological motivation of human positive behavior.
The higher the level of people's needs, the clearer the goal, the stronger the motivation, the greater the intrinsic motivation of their behavior, and thus their work motivation will be the higher, the more lasting.
Therefore, it is necessary to be good at meeting the basic needs of the staff on the basis of to stimulate them to produce high-level needs.
To inspire them to set up achievement goals, so as to achieve the "work to motivate, with work to motivate" concept, which is the most important mobilization of motivation.
The so-called motivation refers to a certain stimulus to stimulate people's motivation, so that people have an internal motivation to move forward to the desired goal.
How to use incentives to mobilize people's motivation to do a good job, which is not only vital to the rise and fall of the enterprise and development, but also an effective leader or manager of the main responsibilities and necessary management qualities.
I, to meet the basic needs of employees needs hierarchy theory will be the basic needs of people from low to high level is divided into five levels.
That is: physiological needs, safety needs, social needs, respect needs, self-realization needs.
Physiological needs, that is, to ensure people's survival of the material enjoyment of the needs, such as clothing, food, housing, transportation, medical needs, etc., only this most basic needs to be satisfied to the extent necessary to maintain life, the rest of the needs to become a new motivational factors.
Security needs, that is, personal safety, labor safety, occupational safety, property safety and so on.
The need for safety manifests itself after the relative fulfillment of the above physiological needs.
The need for socialization is the willingness of people to establish friendship relationships, the desire for support and camaraderie, the desire to belong to a certain group, for the acceptance of the group and society.
The need for respect is the need for self-esteem and to be respected, the desire to gain reputation or prestige, and the desire to be recognized when one achieves something.
The need for self-actualization is the highest level of the most basic human needs.
This need implies that people want to accomplish work commensurate with their abilities so that their latent abilities can be realized.
Standing in the manager or leader's point of view, only to master the human needs to actively create conditions to meet people's needs, purposefully guide the need to be targeted to do a good job of management, so as to achieve the purpose of motivating people's enthusiasm.
Second, to do the so-called know people, that is, to understand the subordinates of the moral and academic, character style.
We all work together, in the same unit of the same department, but because of the different qualities of each person, talent varies, even if the same person, the ability to do things differently from time to time, there are people who are decisive, thunder and lightning can be impatient;
There are people who are resourceful, gentle and approachable, but indecisive ....... As a leader, we must use our strengths and avoid our weaknesses for the characteristics of each person.
Let the tiger go up the mountain and the dragon go down to the sea.
The other side of knowing people also includes being happy to know them.
Care for the ministry, to meet the psychological and emotional needs of subordinates, and actively help subordinates to solve practical difficulties, is an important way to mobilize the work of enthusiasm.
"Scholar for a friend with", understanding, care, trust, tolerance and respect for people, with the intention of creating a comfortable environment, it is easy to produce between people and the sensible **** Ming and emotional echo.
So, as the most direct supervisor, should often find subordinates to talk about, work achievements should be timely praise and congratulations, was frustrated by the unfortunate need to care for solace, contradictions between colleagues, should be resolved in a timely manner, and strive to re-create a pleasant, tolerant, understanding and friendly atmosphere, to get rid of the embarrassing predicament.
In a word, to consciously get along with the emotional investment, give people a sense of approachability, so that everyone tastes the collective warmth, in politics, justice, and principles, under the premise of appropriate relaxation of the management of the "reins", respect for people to trust people, to give the ministry of equal psychological satisfaction.
As a leader, if this is not assured, that is not assured, everything is to do, is to do the son to do the grandson, will also be up and down not to please, and will be busy with a lot of anxiety.
Savvy people know how to authorize, good appointment, the art of transcendence, skilled at breaking through the complexity of the affairs of the surroundings, should be entrusted with the right to really give subordinates to the maximum extent possible to tap into the use of their ability to play a positive, creative.
This on the one hand, so that colleagues have a certain degree of autonomy and to play the world of talent, on the other hand, can greatly stimulate the sense of trust and enthusiasm of colleagues, so that their duties, do their duty, to get their wisdom, into its business, but also to make their own focus on grasping the big things, planting a good "field of responsibility".
Three, to create a harmonious environment due to the character of the work unit, experience and division of labor is different, the work of the inevitable contradictions and incoherence, which requires the leadership of the height of the overall situation, the full development of democracy, listening to different views, and subordinates advocate "and", and improve unity, enhance cohesion and centripetal force, and to play a good overall function. The whole of the function of a good.
But advocating "harmony" with subordinates is not simply unprincipled reconciliation.
On the contrary, the democratic time democracy, the concentration of time concentration, the time to criticize must be criticized.
Only "and" not "unity" is liberalism, only "unity" not "and" is paternalism. It is a patriarchal style.
To this end, in the specific work, we must sing "will be good and", the deputy, comrades to respect each other, support each other, in the event of more discussion, more ventilation, consciously to do "within the concentricity of efforts, outside the support of cooperation".
Efforts to play a good internal "concerto", balanced, timely and focused, bold decision-making, and really be able to raise, put down, spread, united together.
In the dialectical relationship between "and" and "unity", should also pay attention to an educational issue, adhere to the learning system, with the correct theory to guide people, with advanced deeds to inspire people, with negative examples to caution people.
At the same time, the shortcomings and mistakes of subordinates to dare to criticize, which is a sincere love of colleagues, conscientious performance of their duties requirements.
But the criticism must master the ways and means, pay attention to the proportion, the environment, to distinguish between different objects, take different forms.
Criticism should also consider the situation of the criticized, the attitude, if the other party can not accept the moment, the atmosphere should be eased in a timely manner, the attitude of criticism should be sincere, can not be used ironically, sarcastic tone, if the criticism of the wrong, we must be bold enough to take the initiative to admit their mistakes, to eliminate the gap, in order to facilitate the unity.
Four, to do to help promote the management of the pursuit of progress, eager to become a talent is the average person's **** the same psychology.
As a leader of the subordinate progress and growth should always be concerned about, and try to help their upward development.
The kind of fear of "red apricot wall", the sense of brain drain, or to local interests as a starting point, do not give colleagues the opportunity to show their talents is wrong, is short-sighted approach.
"Wudalang open store" type of leadership is very difficult to make colleagues to devote all their energy to work.
So, to find ways and actions to make it feel that the leadership has to support the talent to stand out of the heart and enthusiasm, only then, the ministry can maximize the work of the enthusiasm and creativity, and work together to think of the work of the idea.
In the process of helping comrades to improve, everyone can establish a sense of collective honor, every specific work we can actively put forward ideas and suggestions to form a kind of hard work without fear of hardship, unity and struggle of the unit's working atmosphere, so that the individual's conscious spirit of work, like salt sprinkled in the blood, dissolved in the unit's work in general, so that the management of the intention of the comrades to dissolve in the conscious action.
Fifth, make good use of incentives to motivate people to different, flexible and diverse ways to adapt to different ages, different hobbies, different departments, different positions of people's needs and pursuits, which is an effective way to mobilize people's enthusiasm.
One is to take different incentives.
Managers should be based on the similarity and difference between the advantageous needs of people, to take different rewards, and strive to make each kind of rewards can be suitable for different people's advantageous needs, to improve the incentive effect.
The second is to incentivize the way to be flexible and diverse.
The strength of the psychological impact of incentives on workers is not entirely dependent on its economic value or the level of spiritual encouragement, but depends on the individual differences in the workers and the group atmosphere, depends on a certain type of incentive to meet the majority of the workers' advantageous needs.
Therefore, enterprises can adopt different incentives according to the characteristics of the enterprise.
For example, work incentives can be used, try to put the staff in his suitable position, and in the possible conditions of the work rotation to increase the novelty of the staff, so as to give the work to a greater challenge, to cultivate the staff's enthusiasm for the work and motivation;
Secondly, participation incentives can be used through the participation of the formation of the staff of the enterprise's sense of belonging, a sense of identity, can further satisfy the self-esteem and self-fulfillment of the staff, and can be used to motivate the staff. Further to meet the needs of self-esteem and self-realization, stimulate the enthusiasm and creativity of the staff, so that the enterprise can be further developed.
Third, managers should combine material incentives with image incentives organically.
Giving advanced and exemplary people bonuses, items, promotion, promotion can certainly play a role, but the image of incentives can make the effect of incentives to produce a sustained, strengthened role.
In short, in the tide of the market economy, in-depth study and explore how to use incentives to mobilize people's enthusiasm, is in front of the leaders and managers need to focus on solving a new problem.
Only the full use of incentives to better promote the effective operation of enterprises to improve competitiveness and survival, in order to achieve the reward and punishment of laziness to tap the inner potential.
Only the full use of incentives to mobilize the enthusiasm of workers, so that members of the enterprise quality continues to improve, business continues to be skilled, so as to maintain a strong motivation to work, in order to make the enterprise can be healthy and rapid development.