Four measures for enterprises to motivate employees Part 1
1. Sincerity
Although some people joke that "there are too few fools now, not enough", but in this world There are really no fools in the world, unless there are people with mental illness. Everyone understands clearly in their heart. Even if they don’t understand it for a while, they will always understand it afterwards. The feeling of being cheated is the biggest killer of trust, not to mention that when faced with deception, employees may not always expose it directly. Therefore, companies usually don’t know whether employees really believe it, let alone how long they can believe it. The only feasible way is to treat it sincerely. Employees, once they truly feel your sincerity, the trust you receive will be trust with a "premium" nature. You must know that winning trust is the basis for effective motivation.
2. Targeted
Since everyone’s needs are different, when implementing incentive measures, you must fully understand the real and most urgent needs of employees, and be targeted Sexual stimulation will be more effective. If an employee's most urgent problem is to buy a house, if you provide him with a car, it will not only have no motivating effect, but may become a burden to the employee. Therefore, the most effective way to motivate people must be the most direct, personalized, and targeted incentives.
3. Moderate incentives
Employee incentives have a clear utilitarian purpose, allowing employees to work hard and create value for the company to the maximum extent, but it also has deep emotional factors. A good corporate culture will unite people's hearts and make the company not only full of vitality, but more importantly, it will rely on the backbone forces that form the core, so that they can rely on the present and the future, so that the company has a steady stream of stamina on the road to development. Therefore, a good incentive policy must consider long-term goals and be an incentive with a certain emotional color. However, the difficulty lies in not being too emotional during the incentive process. We must master the principle of moderation, try not to use up all the incentives at once, and leave room for subsequent incentives.
4. Pay attention to the methods
There are many ways to motivate. There are no universally applicable rules to follow, but you can still consider some basic factors to consider the problem, such as setting goals and achieving them. If the goal requires direct benefits, it is equivalent to the "reward method". This method is more suitable for short-term goals and does not involve emotional factors. If you want to increase loyalty to the company as an incentive and the company wants to take longer-term considerations, try not to adopt such an intuitive "reward method." You must know that there is a subtle change in people's psychology when it comes to treatment. If the incentive "bounty" is directly announced, it becomes a "reward". Once it is directly linked to interests, the emotional factor will be greatly weakened. , and the biggest danger is that he will become the target of many employees who are eager for quick success and quick profit in the shortest time. Many false impressions will occur, which will deviate from the starting point of the company.
The motivational effect of corporate culture
1. The material incentives of corporate culture
The formation of corporate spirit must have a certain material foundation. The construction of corporate culture must care about the material interests of model workers. Hard work and selfless dedication are salient features of model worker behavior. However, for a long time, some companies have only emphasized selfless dedication to model workers, while ignoring the material benefits corresponding to their contributions, and even treating model workers as playing an important role in promoting the development of social productivity. The principle of material interests is regarded as something belonging to capitalism and is criticized indiscriminately, leading some people to one-sidedly believe that model workers can only talk about selfless dedication but not material interests.
With the deepening of reform and opening up and the establishment of a market economy, material interests are valued and used by more and more people. The model workers who emerged in the new era not only inherited and carried forward the spirit of entrepreneurial and selfless dedication of the model workers, but also began to pay attention to their own material interests. A very important aspect of establishing a socialist market economic system is to increase workers' income and improve their lives through the rational allocation of resources. The state faces up to and recognizes the reasonable pursuit of material interests by employees, and model workers, who are the best among the workforce, should also obtain material benefits corresponding to their contributions. Only in this way can all model workers be further stimulated to play their roles as role models, bridges, and backbones. Enthusiasm, continue to contribute to the development of the enterprise and make new achievements.
Therefore, enterprises should further improve the reward and distribution policies for model workers, create a good legal and policy environment for model workers to get rich first, allow them to get more benefits in terms of distribution, and encourage model workers to boldly obtain various material rewards for their contributions. .
2. Spiritual inspiration of corporate culture
Corporate spirit is the core of corporate culture. Spiritual stimulation plays a guiding role in the continuous production, material requirements and various corporate behaviors of enterprise employees. Model workers provide spiritual motivation for the construction of corporate culture. Some people believe that the market economy is only about labor remuneration and money, and there is no need to pursue spiritual realm. In fact, material is not everything. In the process of making great strides towards the market economy, as society accelerates development and the level of civilization improves, people are increasingly pursuing spiritual satisfaction and perfection. Therefore, if enterprises want to enable model workers to play a huge role in labor competition, they must fully affirm their labor contributions, fairly evaluate their labor results, vigorously praise their dedication, actively improve their cultural and living environment, and give them a sense of honor. , reflecting their position and value in social life, thus forming a strong cohesion. 4 Measures for Enterprises to Motivate Employees Part 2
Only when four of these needs are met can employees receive basic satisfaction.
1. Physiological needs:
Food, water, air, sexual desire, health. In order to meet the physiological needs of employees, measures such as appropriately increasing wages, improving working conditions, and establishing various welfare undertakings should be adopted to ensure the basic living conditions of employees and basically solve their problems of food, clothing, housing, and marriage. Therefore, wages and bonuses are indispensable motivational requirements.
2. Safety needs:
Personal safety, life stability, and freedom from pain, threats or diseases, etc. Managers should adopt new countermeasures based on the new situation and new environment to give employees a safe "home". At the same time, it is necessary to emphasize rules and regulations, job security, welfare benefits, protect employees from unemployment, provide medical insurance, unemployment insurance and retirement benefits, and avoid confusion caused by employees receiving double instructions. Therefore, job security and workplace safety will be powerful incentives.
3. Social needs:
The need for friendship, love and affiliation. Incentive measures: Provide opportunities for social interaction among colleagues, support and praise employees in finding and establishing harmonious and warm interpersonal relationships, and organize organized sports competitions and group gatherings, etc. It must be understood that some people have more urgent social needs than respect; some people may have more requirements for certain physical needs, and money is just one of the things that motivates them. It varies from person to person, so it is necessary to adopt targeted incentive methods and measures. Therefore, good team building and teamwork are more effective.
4. Respect needs:
Achievement, reputation, status and promotion opportunities, etc. Esteem needs include both personal feelings of achievement or self-worth and the recognition and respect of others. Motorola regards "constant respect for people" as its basic creed. According to this concept, it respects the value and personal freedom of every employee; gives employees the greatest trust; tries to meet employees' requirements; creates unity, The overall atmosphere of harmony, optimism and upward has created impressive business performance. Therefore, performance evaluation and rewards are good incentives at this time. 4 Measures for Enterprises to Motivate Employees Part 3
Enterprise competition in the 21st century is mainly the competition of human resources. Therefore, if Chinese enterprises want to survive and develop in the fierce competition, they must rely on the effective stimulation of their human resources to a certain extent. The characteristics of the enterprise itself and the current situation of its human resources management also highlight the importance of enterprises in human resources. Problems with resource incentives. Therefore, in the process of human resource incentive management, Chinese enterprises must not only combine corporate business strategy and human resources incentive mechanism, but also enhance the core competitiveness of corporate human resource management so that the company can maintain its advantages and health in a competitive environment. develop.
1. Motivation theory and motivation definition
(1) Development of motivation theory
The development of motivation theory has been studied from various aspects, and some motivation theories Focus on people's motivations and needs analysis, some focus on achievement needs, etc.
According to different research focuses and different relationships with behavior, these motivation theories can be divided into four categories: content type, process type, behavior modification type and comprehensive type.
(1) Content-based incentives. Content-based motivation theory is also called need-based motivation theory. It starts from the starting point of the behavioral process or motivation process - human needs, and explains what factors cause, maintain, and guide behavior to achieve goals. It focuses on the causes and reasons for motivation. Discuss the specific content of motivating factors (this theory believes that human behavioral motivation is caused by needs). Such motivation theories include: need hierarchy theory, ERG theory, achievement need theory, two-factor theory, etc.
(2) Process-based incentives. Process motivation theory explores and analyzes how human behavior is generated, directed toward goals, and continued from the process of unsatisfied needs to the satisfaction of needs. It basically uses a dynamic and systematic analysis method to study motivation issues. Its main task is to find out some key factors that determine behavior, clarify the interrelationship between them, and predict and control people's behavior on this basis. Behavior. Such motivation theories include: expectancy theory, equity theory, and goal setting theory.
(3) Behavior modification incentives. Behavior modification theory focuses on the analysis of people's behavioral results and is concerned with the impact of behavioral results on motivation levels. It mainly studies how to transform people's behavior and turn negative behaviors into positive behaviors, so as to achieve the expected organizational goals and give full play to people's enthusiasm. Such motivation theories include: attribution theory, behavioral reinforcement theory, and frustration theory.
(4) Comprehensive incentives. Comprehensive theory combines certain other motivation theories in order to obtain a more comprehensive explanation of human behavior. Such motivation theories include: performance-means-expectation theory, performance-satisfaction theory, motivational power model, and field dynamics theory.
(2) Definition of Incentives
Incentives are managers in an organizational system who use various resources and means to guide, stimulate and strengthen the work motivation and motivation of the managers. A general term for management activities to achieve organizational goals. It contains the meaning of stimulating motivation, encouraging behavior, and forming motivation; in a broader sense, motivation itself contains the meaning of restraint, including advocating and encouraging behaviors that are beneficial to the development of the organization and consistent with the organizational goals, and the organization Stop and control behaviors that are detrimental to or inconsistent with organizational goals. The essence of motivation is that unsatisfied needs will lead to the formation of motivation. It is the core of motivation content. In fact, motivation is a process, a process in which intrinsic needs trigger motivation, motivation promotes behavior, and points to a certain goal. The essence of conducting some kind of analysis on incentive issues is to design certain intermediary mechanisms to achieve maximum consistency between the goals of individuals and organizations, allowing them to proactively, actively and creatively develop and utilize their human resources, and to achieve their goals at work. play its due role. A study by Harvard University scholars in the United States proved that without motivation, employees only exert 20% of their personal capabilities, but after development and motivation, their potential will be unleashed to 80%. This means that as long as employees are fully motivated, the overall performance of the organization can be improved four times without adding a single person or piece of equipment. It can be seen that whether there are incentives and what kind of incentives are used have a significant impact on employees. Therefore, how to establish an effective corporate employee incentive mechanism has become the biggest problem plaguing today's companies.
2. The meaning of employee incentive mechanism
The incentive mechanism is to formulate necessary guidance, strengthening means and implementable measures through the rational allocation of organizational management resources and the optimized combination of management methods and methods. System is a relatively solidified and standardized series of systems and work standards that can motivate the thoughts, motivations, and behaviors of managers over a long period of time; the enterprise incentive mechanism is a set of organic mechanisms established by the enterprise to effectively motivate employees. An organic whole composed of incentive systems and measures, including corporate culture incentive system, salary and welfare system, personnel training system, employee promotion system and related systems. The implementation of these incentive methods, measures, and systems requires a healthy incentive environment, which is a people-oriented environment.
(1) Types of incentive mechanisms
Reward incentive mechanism. It refers to the incentive effect of using both material and spiritual rewards as incentives to make employees take reasonable actions and create good performance. Target incentive mechanism.
Combining corporate goals with employees' personal interests reflects the individual's status and role in the company, thereby creating a huge motivating effect on employees. Care about incentives. Business leaders always care about the sufferings of employees and understand their specific difficulties, which will motivate them. Participate in incentives. Participation motivation is to allow employees to participate in enterprise management, so that employees have a sense of ownership and responsibility for the enterprise, thereby motivating employees to exert their subjective initiative. Recognize the incentive mechanism. Under normal circumstances, after employees achieve certain results, they want to be recognized by everyone, especially the leaders. Therefore, when an employee achieves certain results, the leader should promptly inform the employee that he or she is aware of the achievement, and congratulate and encourage the employee, thereby motivating the employee. Fair incentive mechanism. It refers to the incentives generated by a company's fair treatment of every employee. Enterprises should provide employees with equal treatment for equal amounts of labor results to create a level playing field so that employees are happy to work for the enterprise.
(2) The role of incentive mechanism
The positive role of incentive mechanism. It means that when an enterprise implements its incentive mechanism to employees, the employees themselves will stimulate their inner potential and meet the expectations of the enterprise. The enterprise will continue to grow and develop and have strong competitiveness. Under this kind of good stimulation and supervision, all work is carried out in an orderly manner, which not only meets the needs of employees but also achieves the expected goals of the company. The negative effects of incentive mechanisms. No matter how the company formulates the incentive mechanism, it will affect or weaken some employees. When the incentive mechanism of an enterprise plays a negative role, it will inevitably limit the sustainable development of the enterprise. Therefore, enterprises must always pay attention to employees' reactions to the incentive mechanism, constantly adjust and improve based on actual conditions, and improve the incentive mechanism to achieve the best effect in serving the enterprise.
3. The necessity of establishing an incentive mechanism for corporate employees
(1) Strengthening corporate competition
The trend of global economic integration has arrived, and various companies are facing competition The pressure will increase day by day. In order to survive and develop, enterprises need to motivate all types of employees to the maximum extent, fully tap their inherent potential, and continuously improve work quality and their own competitiveness. In the current cruel market competition, only by establishing a complete incentive mechanism can we fully mobilize the enthusiasm of employees, and such enterprises can gain a firm foothold and continue to develop in the fierce competition.
(2) Meeting employee needs
Since each employee’s economic situation is different! Different levels of education and differences in social status will produce different values, which will directly affect the motivation needs of different employees. If the reasonable requirements of each employee can be met, the purpose of effective motivation can be achieved. Generally speaking, employees' demands mainly include increased salary! friendship! respect! trust! Good working conditions, meaningful work and other aspects, the current single incentive method can no longer meet the needs of employees. To this end, it is necessary to establish and improve the employee-owner incentive mechanism and enrich employee incentive content in order to meet the diverse needs of employees. At the same time, the establishment of an incentive mechanism is also a need for employees to continuously improve their own qualities. With new technology! With the application of new equipment, the business knowledge and comprehensive quality of all types of employees in the enterprise need to be continuously improved and updated. Only by establishing a scientific incentive mechanism can we establish a good learning atmosphere, bring pressure and motivation to employees' learning, fully mobilize employees' enthusiasm for learning, and continuously improve the overall quality of employees to adapt to the continuous development requirements of the enterprise.
(3) Improving corporate performance and retaining corporate talents
At present, many companies have problems with low performance and poor operation. Although the causes of the problems are multifaceted, companies The lack of effective incentive mechanism is one of the important aspects. If this situation continues, the operation and development of the enterprise will be greatly affected and restricted. The prerequisite for changing this situation is to establish and improve the enterprise's employee incentive mechanism. Competitive salary systems help companies attract and retain talent. At present, many companies are experiencing brain drain. Companies cannot retain talents, which to a large extent indicates that there is a problem with the company's incentive mechanism. The company's high personnel turnover rate and lack of certain personnel stability have brought great harm to the sustainable development of the company. It also affects the team morale and cohesion of employees within the company, which indirectly leads to a decrease in production capacity.
The core function of modern human resource management is to "attract, motivate, retain and develop people". Faced with the intricate market competition at home and abroad and the performance problems of the enterprise itself, building an employee incentive mechanism for modern enterprises is the key to enterprise human resource management. problems that urgently need to be solved.
4. Enlightenment of the American incentive mechanism to enterprises
The American enterprise incentive mechanism has evolved from the early abilityist performance evaluation to the incentive methods dominated by material incentives in pursuit of profits. With the goal of maximizing the level, it developed into the later quality of life management philosophy that the personal interests of employees are consistent with the overall interests of the enterprise. Although the performance review incentive mechanism of ableism has made a huge contribution to the prosperity of American enterprises, with the development of enterprises, the progress of society and the rising level of employee needs, employees' self-worth cannot be realized and their spiritual needs cannot be achieved. To the extent that they are satisfied, the original incentive mechanism is no longer effective. By the 1980s, American business had changed its original incentives.
(1) Adopt a diversified incentive method
Pay attention to and adopt incentive methods other than material incentives. Some companies implement comprehensive welfare plans to motivate employees, and solve employees' worries by implementing a comprehensive welfare system from the care of employees' children to the support of employees' parents. In order to develop employees' various work skills and expand their work experience, some companies adopt a job rotation system. Some companies attract and retain talents by providing flexible work schedules and alternative work locations. The establishment and implementation of these related incentive mechanisms have greatly enhanced the centripetal force of employees and the cohesion of the enterprise.
(2) Strengthen employee training
American companies have created new incentive mechanisms based on their actual conditions, such as employee training, flexible work and rest time and reasonable employee training plans, etc. The incentive measure with greater impact is “career development and planning management”. Career development and planning management is a process in which individuals find a dynamic balance between working time and leisure time. It is also a process in which the interests of the company and employees are consistent, and has a long-term motivational effect. Its incentive mechanism is established with the concept of harmonious survival and development between the enterprise and its employees, and the implementation of corresponding incentive measures is conducive to employees forming a unique work and lifestyle that suits them, thereby maximizing employee performance. efficiency and improve employees’ quality of life. In short, the innovation and development of incentive mechanisms by American enterprises is based on the original incentive mechanism, and refers to and draws on successful practical experience at home and abroad to formulate incentive mechanisms suitable for the development of the enterprise based on its own development status.
5. Measures to establish an incentive mechanism for enterprise employees
How to effectively motivate individuals in an enterprise is first based on the understanding of people. To motivate your employees, you must understand their motivations or needs. Managers must first make two points clear: first, there are no identical employees; second, employees have different needs at different stages. For different employees, individual differences should be considered, detailed analysis should be conducted to find the factors that motivate them, and different motivation methods should be adopted to provide targeted incentives. Different employees have different needs, and a specific employee also has different needs at different times and environments. These needs are mainly affected by changes in one's own wishes, changes in one's own work and living environment, and changes in social fashion! Influenced by factors such as direct or indirect needs of the family. Since there are many factors that affect employee needs, and they can change independently or cross-influence changes, we must grasp the dominant needs of employees in order to provide effective incentives.
(1) Material incentives
Material incentives are people’s most basic survival needs. Material incentives play a certain role for employees, including bonus incentives and welfare incentives. Bonus incentives. Bonus incentives for outstanding employees are an important way for companies to retain core talents and avoid being poached by other companies, causing the loss of talents and causing unnecessary impact on the company's performance. Bonus incentives are very important for small and medium-sized enterprises. At present, the bonus incentives for small and medium-sized enterprises are very limited. Business owners keep the most part for themselves and give very little to their employees. Compared with the value created by an outstanding employee, the difference is very small. This is also a basic reason why some talented people change jobs; welfare incentives.
Most companies do not have welfare incentives, which makes employees feel that they have no sense of belonging and are very uncertain about their future lives. In Japanese companies, the reason why employees are loyal is because the company gives them high retirement benefits, pensions, medical insurance, etc. The longer they work, the more benefits they receive, so they work hard. to get more benefits. For Chinese companies, establishing welfare incentives suitable for the company can make employees more loyal to the company, such as: pension insurance, medical work-related injury insurance, maternity insurance, etc.
(2) Spiritual Encouragement
In our country’s enterprises, because the overall quality of business owners is not high, there is a lack of spiritual incentives. Appropriate spiritual incentives will play a role. Get twice the result with half the effort. Honor inspires. Honor is the organization's recognition of an individual's efforts. For employees of small and medium-sized enterprises, honor is a lofty evaluation of their own value. Honor incentives mainly connect work performance, promotion, evaluation of excellence, promotion, etc., and are a kind of recognition of employees who have made contributions, so that they can better strive for the goal. In small and medium-sized enterprises, honor incentives can better cultivate employees' ideological sentiments, guide employees to work hard, be proactive, and study diligently, so as to make the greatest contribution to the enterprise; role model incentives. Through role models, teachers have the characteristics of individuality, distinctiveness, and inspiration, which inspire them to work hard; praise and motivation. This may seem simple, but it is very useful. In small and medium-sized enterprises, due to the overall quality of the business owners, praise methods are rarely used. Praise and motivation can be achieved by giving performance competition honors, and naming something after employees who have made great contributions to the company. These methods can effectively stimulate teachers' enthusiasm and creativity.
(3) Introducing an elimination mechanism
In practice, many companies spend a lot of money in the process of using material incentives, but the expected purpose has not been achieved, and the enthusiasm of employees has been compromised. It is not high, but it delays the opportunity for organizational development. The reason why motivation is effective is that people will pay special attention to the success or failure of things when their own vital interests are related, and the instinct of seeking advantages and avoiding disadvantages will turn the pressure of crisis into motivation. As you can imagine, people are reducing their income! Faced with threats such as losing their jobs, they will definitely work hard. In order to improve the competitiveness of the organization, the bottom-ranking elimination system uses scientific evaluation methods to reasonably sort employees, and the employees ranked lower will be transferred, demoted or dismissed according to a certain proportion or number. Its purpose is to enhance the employees' sense of crisis and urgency by forcibly eliminating the lowest positions, and to improve the quality and efficiency of employees' work, so as to promote the overall progress of the organization.