The company's incentives for employees
Psychology believes that incentives is a stimulus, is to promote human behavior, mobilize people's enthusiasm for an important means. What are the main incentives for the company's employees, let's learn about it!
1. Material incentives combined with spiritual incentives
People have both material needs, but also spiritual needs, accordingly, the incentive approach should adhere to the combination of material incentives and spiritual incentives. Because, the material needs of human beings is the most basic needs, but also the lowest level of need, so the material incentives is a basic form of incentives, but its incentive role is also limited. With the improvement of productivity level and human quality, people's spiritual needs are enhanced, and the form of incentives should emphasize more on spiritual incentives. In other words, material incentives are the basis, spiritual incentives are fundamental, should be based on the combination of the two, and gradually transition to mainly spiritual incentives. On this issue, we should avoid going to extremes, superstitious material incentives will lead to gold worship, superstitious spiritual incentives will lead to the only will theory or spiritual omnipotence, the facts have proved that these two practices are one-sided, harmful.
2. Combination of positive and negative incentives
Positive and negative incentives for different behaviors, and these two behaviors are common in the organization, so positive and negative incentives are necessary and effective. They not only act on the person concerned, but also indirectly affect others around them. Only by using the two in combination can we set up positive examples and negative examples, support the positive and dispel the evil, form a good atmosphere, generate invisible pressure, and make the behavior of the whole group or organization more positive and lively. However, in view of the fact that negative incentives have certain negative effects and are prone to produce frustrating behavior, they should be used with caution. Party members and cadres should adhere to the combination of positive and negative incentives at the same time, should adhere to the positive incentives.
3. External and internal incentives
People's behavior is driven by internal factors, but also by the influence of external factors; the role of internal factors is fundamental, external factors must work through the internal cause. This requires party cadres to be good at the combination of external and internal incentives, and internal incentives mainly; to focus on stimulating the high-level needs of members of the organization and the deep motivation, so that the deepest part of their hearts glow with enthusiasm and motivation to work. This kind of motivation is much more profound and long-lasting than the motivation triggered by external incentives.
4. Respect motivation
We often hear "the company's achievements are the result of the efforts of all employees" and so on, 'words, it seems that managers have great respect for the staff, but when the interests of the staff in an individual way, managers will be the overall interests of all employees in the enterprise to reject, they will say "we can not only take into account your interests" or "we can not only take into account the interests of the staff," or "the interests of the staff of the organization", or "the interests of the staff of the organization. They will say "we can not only take into account your interests" or "you do not want to do just go, we do not worry about finding people", then the staff will feel that "value and status of employees" is just a slogan. Obviously, if managers do not pay attention to the feelings of employees, do not respect the staff, will greatly discourage the enthusiasm of employees, so that they are only to get paid for the work, the incentive from then on greatly weakened. This is when things like laziness and irresponsibility will follow.
Respect is the catalyst that accelerates the outbreak of employee self-confidence, and respect motivation is a basic form of motivation. Mutual respect between the upper and lower levels is a powerful spiritual force, which contributes to the harmony between the employees of the enterprise, and helps the formation of corporate team spirit and cohesion.
5. Pay incentives
Pay incentives refers to the reasonable design of the pay system for members of the organization to motivate the method. Remuneration incentives in the remuneration is the economic aspects of the organization members through the completion of the work objectives arranged by the organization and remuneration, generally including basic salaries, bonuses, allowances and subsidies, etc.. Compared to other methods of motivation, the method of remuneration is the most direct and commonly used method of motivation. Remuneration is extremely important to employees, it is not only a means of earning a living for them, but also fulfills their sense of value and determines their satisfaction to a large extent. If pay incentives can be closely linked to the employee's work performance, its motivational effect will last for quite a long period of time. The general form of pay incentives, in addition to the direct increase in the amount of pay this way, there are indirect ways to increase the amount of pay. Such as: ① paid vacation; ② on-the-job consumption; ③ employee stock ownership; ④ special benefits.
Various ways of indirectly increasing the payroll of employees are generally welcomed by employees in practice.
6. Welfare system incentives
Welfare system is a kind of material incentives, it is from the residence, recuperation, recreation, health care, food, living facilities, insurance, marriage, childbirth, injury, illness, death and other aspects of the material care of employees. Other organizations use self-help benefit options based on the different needs of each employee. This kind of incentive to improve the production and labor conditions of employees, to meet the needs of life, lifting the worries, not only reduces the rate of absenteeism, but also allows employees to devote themselves to their work, thereby improving efficiency.
A well-developed benefits system is important for attracting and retaining employees, and it is also an important indicator of the soundness of an organization's human resources system. A well-designed welfare program not only brings convenience to employees, relieves their worries and increases their loyalty to the organization, but also improves the organization's social prestige.
Individual employee benefit programs can be divided into two categories according to government regulations. One is mandatory welfare, the organization must be implemented in accordance with the standards set by the government, such as old-age insurance, unemployment insurance, medical insurance, workers' compensation insurance, housing fund and so on. The other type is the organization's own design of the welfare program, common such as personal accident insurance, medical insurance, family property insurance, travel, clothing, lunch subsidies or free meals, health checks, club membership fees, the provision of housing or home purchase support program, the provision of buses or reimbursement of certain transportation costs, special allowances, paid holidays, and so on.
7. Career and Emotional Incentives
Career is an important yardstick by which society evaluates a person's success. Achievement of a career is a universal human need, when a person works for a cause that he believes is worth dedicating to, it is bound to glow with infinite power. Therefore, allowing employees to closely link the development of their personal careers with the future of the organization can fully mobilize the inner potential of employees. The key to career motivation is to unify the individual's career goals and the organization's career goals, if the organization's career development, the individual's career can also be developed, so that employees will seriously consider how to do a good job.
People are emotional animals, emotional satisfaction is the basic needs of employees. Emotional motivation is through the establishment of a good emotional relationship, stimulate employee morale, so as to achieve the purpose of improving work efficiency. The use of emotional incentives require managers to do the following three points: First, good at observing people's hearts, feel the subordinates' thoughts and feelings in a timely manner, and according to these changes to take the appropriate measures; Second, good at different characteristics of people, choose a different way of emotional exchanges; Third, we must be sincere, to really care, respect and trust subordinates, do not engage in formalism.
8. Training incentives
The speed of knowledge updating continues to accelerate, so that the staff knowledge structure is unreasonable and the phenomenon of knowledge aging is increasingly prominent. Although employees in practice continue to enrich and accumulate knowledge, but the organization still need to take them to the level of certificate learning, into the university advanced studies, overseas training and other incentives, through such training to enrich their knowledge, cultivate their ability to provide them with opportunities for further development, to meet the need for their self-fulfillment.
9. Honor incentive
Honor is an important connotation of the need for self-realization. Honor is the crowd or the organization of individuals or groups of lofty evaluation, is to meet people's self-esteem needs, to stimulate people to strive for an important means. For some work performance is relatively outstanding, representative of the advanced staff, you can take the form of assessment of the advanced, award certificates, the General Assembly commendation, and so on, to give the necessary honor reward. Honor incentives are inexpensive, but the effect is very good.
Motivation helps to improve organizational cohesion, promote coordination and unity of the internal components. An organization is composed of a number of individuals, work groups and a variety of informal groups of organic structures, in order to ensure the coordinated functioning of the organization, in addition to the use of tight organizational structure, strict rules and regulations to regulate, but also need to use incentives to meet the members of the multi-faceted needs, boost morale, coordination of interpersonal relations, thereby enhancing organizational cohesion, promote the various sectors of the group, members of the close collaboration.
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