Incentive theory is the core theory used to deal with the relationship among demand, motivation, goal and behavior in psychological and behavioral science. Behavioral science holds that people's motivation comes from needs, and people's behavioral goals are determined by needs, while motivation acts on people's inner activities, stimulating, driving and strengthening people's behavior. Incentive theory is an important basis of performance evaluation theory, which explains why performance evaluation can promote the improvement of organizational performance and what kind of performance evaluation mechanism can promote the improvement of performance.
Incentive theories of various schools.
Incentive theory is a summary of the principles and methods about how to meet people's needs and mobilize people's enthusiasm. The purpose of motivation is to stimulate people's correct behavior motivation, mobilize people's enthusiasm and creativity, so as to give full play to people's intellectual effects and achieve the greatest achievements. Since the twenties and thirties of this century, many foreign managers, psychologists and sociologists have put forward many incentive theories in combination with modern management practice. These theories can be divided into three categories according to their formation time and different aspects of research: behaviorism motivation theory, cognitive motivation theory and comprehensive motivation theory.
1. Behaviorist incentive theory
In the 1920s, a behavioral psychology theory was popular in the United States, and its founder was Watson. According to this theory, the essence of management process is motivation, which induces people's behavior. Under the guidance of "* * *-response" theory, the task of the motivator is to choose a set of appropriate * * *, that is, incentive means, so as to arouse the corresponding response standards and rigid activities of the motivator. Skinner, a new behaviorist, later put forward the theory of operant conditioning. According to this theory, the main means to motivate people can not only rely on the variable * * *, but also consider the intermediate variable, that is, the existence of human subjective factors. Specifically, in addition to money, we should also consider the needs of workers' subjective factors in incentives. According to the theory of new behaviorism, the content of incentive means should analyze people's material needs and spiritual needs from the perspective of social psychology, so that the satisfaction of individual needs is consistent with the realization of organizational goals. The new behaviorism theory emphasizes that human behavior depends not only on the perception of * * *, but also on the result of behavior. When the result of the behavior is beneficial to the individual, this kind of behavior will recur and play a role in strengthening motivation. If the result of an action is unfavorable to the individual, the action will be weakened or disappeared. Therefore, the use of reinforcement means such as affirmation, praise, reward or negation, criticism and punishment in education can directionally control or change learners' behavior, thus guiding them to reach the expected best state.
2. Cognitive motivation theory
Simply looking at the mechanical response of adult nervous system to objective * * * does not conform to the objective regularity of human psychological activities. For the occurrence and development of human behavior, we should fully consider human internal factors, such as ideology, interests, values, needs and so on. Therefore, these theories focus on the content and structure of human needs and how to promote human behavior. Cognitive motivation theory also emphasizes that the purpose of motivation is to turn negative behavior into positive behavior, so as to achieve the predetermined goals of the organization and obtain better benefits. Therefore, in the process of motivation, we should also focus on how to transform and transform people's behavior. Skinner's operating condition theory and frustration theory also belong to this type of theory. According to these theories, human behavior is the result of interaction between external environment and internal thoughts. Therefore, only by combining changing the external environment with changing the internal thinking and understanding can we achieve the purpose of changing people's behavior.
3. Comprehensive incentive theory
Behaviorist motivation theory emphasizes the importance of external motivation, while cognitive motivation theory emphasizes the importance of internal motivation. The comprehensive incentive theory is the synthesis, generalization and development of these two theories, which points out a more effective way to solve the problem of mobilizing people's enthusiasm. The field dynamics theory put forward by psychologist Lei Wen is the earliest comprehensive motivation theory. This theory emphasizes that for the development of human behavior, it is the result of the interaction between individuals and the environment. In fact, the external environment is only the fuse, while people's needs are the internal driving force. The direction of human behavior depends on the intensity of internal system requirements and the relationship between external leaders. If the internal demand is not strong, then no matter how strong the guidance is, it doesn't make much sense. Porter and Lawler put forward a new comprehensive incentive model in 1968, which combines the external incentive of behaviorism and the internal incentive of cognitive school. & gt
Question 2: What are the theories of motivation? Talking about how to apply various theories to enterprise management is the most important, basic and difficult function in modern management, which is determined by the information problems involved in people-oriented management and motivation. With the rapid development of management, information economics and institutional economics, modern incentive theory has made a series of breakthrough progress and become an exciting frontier of modern management theory and practice.
What is incentive? American management scientists Barzen and Steiner define motivation as follows: "All the conditions, hopes, wishes and motivations we strive for in our hearts constitute an incentive to people. -It is an internal state of human activities. " All human behaviors are caused by some kind of motivation. Motivation is a mental state, which stimulates, promotes and strengthens people's actions.
The existing motivation theories are mainly studied from the perspectives of psychology and organizational behavior. Motivation is considered to realize the will of the organization through high-level efforts, which are conditional on meeting some personal needs and motives. Therefore, the popular management incentive theory can be divided into two categories. One is the motivation theory that pays attention to people's psychological needs and motivations, including Murray's demand theory, McLelland's achievement motivation theory, Maslow's hierarchy of needs theory, Adever's ERG theory, Frederick? Herzberg's two-factor theory. The other is the theory of incentive process, which takes the dynamic system of interaction between human psychological process and behavioral process as the research object. This theory looks at incentives from a systematic and dynamic perspective, mainly including frum, Porter and Lawler's expectation theory, Adams' fairness theory and Michael? Ross's attribution theory and trajectory control theory, Skinner's reinforcement theory.
Compared with the theoretical system of incentive content, the theoretical system of incentive process is a great progress from a systematic and dynamic point of view, but it is still based on people's psychological characteristics and behavioral characteristics based on it. However, people's psychological needs are difficult to observe, evaluate and measure and belong to internal variables; At the same time, psychological characteristics must vary from person to person, from time to time, from thing to thing, and are in dynamic change, so the repeatability of various incentive methods is poor and difficult to grasp; Thirdly, with people's adaptability to incentive conditions, any incentive factor will become a healthy factor, which will lead to a serious conflict between the scarcity of incentive resources and the rigidity of incentive factors (such as wages and bonuses) in management organizations, making management incentives difficult to last. Therefore, motivation is often considered to belong to the category of management art and leadership art, and it is a daunting task.
Grasping the characteristics of incentives is the premise of effective use of incentives. At present, in the actual incentive operation, different incentive measures should be taken according to time, place and person to achieve different effects.
1. "Incentive is the core of management", and salary incentive is a commonly used incentive method in enterprises at present, because it is easier for enterprise managers to control and measure the use effect compared with internal incentives.
1. 1 The so-called effective salary incentive is only relative to the traditional use of external material factors such as wages and money to urge employees to complete enterprise work goals. More from the perspective of respecting employees' ability, desire, personal decision-making and independent choice, so as to better create an atmosphere of "integration" of employees' personal interests and corporate interests. An effective salary incentive consists of the following elements:
1. 1. 1.
The post skill wage system is the innovation of the post wage system, which forms a wage system that emphasizes personal knowledge and skills and promotes employees to achieve wage growth through the improvement of personal quality. Different from the post salary system, the post undertaker's salary is determined simply according to the characteristics of the post itself, while the job content undertaken by the post undertaker and the degree of ability to play when completing the work are regarded as the key factors of salary. Under this salary system, the company's attraction to employees with high knowledge level and strong ability is greatly enhanced, and the possibility of such employees leaving the company is reduced; On the other hand, it can also motivate employees to continuously improve their own abilities and ultimately make greater contributions to the enterprise.
1. 1.2. Flexible bonus system
As a part of salary, the main purpose of bonus is to encourage employees to make extra contributions to the company compared with salary. However, the bonuses of most domestic enterprises have lost the meaning of reward to a considerable extent and become fixed additional wages. After studying the advantages and disadvantages of bonus distribution, General Electric Company established the bonus system. & gt
Question 3: What theories does the incentive theory mainly include? Hello!
Mainly includes:
1, hierarchy of needs theory
2. Two-factor theory 3. ERG theory
4. Achievement needs theory
5, strengthen the theory
6. Equity theory
7. Expectation theory
8. Porter-Lawler comprehensive incentive model
The level is limited, that's all I know. I hope I can help you, thank you!
Question 4: Which team is the strongest in Reality 8? In the future scientific development, a planet with the same revolution speed as the earth will be planted on the back of the earth.
Question 5: What are the commonly used motivation theories? Maslow's hierarchy of needs theory, Herzberg's two-factor theory and McLelland's achievement needs theory, Fromm's expectation theory, Locke and Hughes' goal-setting theory, Porter and Lawler's comprehensive incentive model, Adams' fairness theory, Skinner's reinforcement theory and so on.
Question 6: What are the representative incentive theories? Incentive theory is a summary of the principles and methods about how to meet people's needs and mobilize people's enthusiasm. The purpose of motivation is to stimulate people's correct behavior motivation, mobilize people's enthusiasm and creativity, so as to give full play to people's intellectual effects and achieve the greatest achievements. Since the twenties and thirties of this century, many foreign managers, psychologists and sociologists have put forward many incentive theories in combination with modern management practice. These theories can be divided into three categories according to their formation time and different aspects of research: behaviorism motivation theory, cognitive motivation theory and comprehensive motivation theory. Behaviorism motivation theory In the 1920s, a behavioral psychology theory was popular in America, and its founder was Watson. According to this theory, the essence of management process is motivation, which induces people's behavior. Under the guidance of "* * *-response" theory, the task of the motivator is to choose a set of appropriate * * *, that is, incentive means, so as to arouse the corresponding response standards and rigid activities of the motivator. Skinner, a new behaviorist, later put forward the theory of operant conditioning. According to this theory, the main means to motivate people can not only rely on the variable * * *, but also consider the intermediate variable, that is, the existence of human subjective factors. Specifically, in addition to money, we should also consider the needs of workers' subjective factors in incentives. According to the theory of new behaviorism, the content of incentive means should analyze people's material needs and spiritual needs from the perspective of social psychology, so that the satisfaction of individual needs is consistent with the realization of organizational goals. The new behaviorism theory emphasizes that human behavior depends not only on the perception of * * *, but also on the result of behavior. When the result of the behavior is beneficial to the individual, this kind of behavior will recur and play a role in strengthening motivation. If the result of an action is unfavorable to the individual, the action will be weakened or disappeared. Therefore, the use of reinforcement means such as affirmation, praise, reward or negation, criticism and punishment in education can directionally control or change learners' behavior, thus guiding them to reach the expected best state. Cognitive motivation theory simply looks at the mechanical response of adult nervous system to objective * * *, which does not conform to the objective regularity of human psychological activities. For the occurrence and development of human behavior, we should fully consider human internal factors, such as ideology, interests, values, needs and so on. Therefore, these theories focus on the content and structure of human needs and how to promote human behavior. Cognitive motivation theory also emphasizes that the purpose of motivation is to turn negative behavior into positive behavior, so as to achieve the predetermined goals of the organization and obtain better benefits. Therefore, in the process of motivation, we should also focus on how to transform and transform people's behavior. Skinner's operating condition theory and frustration theory also belong to this type of theory. According to these theories, human behavior is the result of interaction between external environment and internal thoughts. Therefore, only by combining changing the external environment with changing the internal thinking and understanding can we achieve the purpose of changing people's behavior. Comprehensive motivation theory Behaviorism motivation theory emphasizes the importance of external motivation, while cognitive motivation theory emphasizes the importance of internal motivation. The comprehensive incentive theory is the synthesis, generalization and development of these two theories, which points out a more effective way to solve the problem of mobilizing people's enthusiasm. The field dynamics theory put forward by psychologist Lei Wen is the earliest comprehensive motivation theory. This theory emphasizes that for the development of human behavior, it is the result of the interaction between individuals and the environment. In fact, the external environment is only the fuse, while people's needs are the internal driving force. The direction of human behavior depends on the intensity of internal system requirements and the relationship between external leaders. If the internal demand is not strong, then no matter how strong the guidance is, it doesn't make much sense. Porter and Lawler put forward a new comprehensive incentive model in 1968, which combines the external incentive of behaviorism with the internal incentive of cognitive school. In this model, there are variables such as effort, performance, personal quality and ability, personal perception, internal motivation, external motivation and satisfaction. In this model, Porter and Lawler regard the incentive process as a unified process of interaction among external factors, individual internal conditions, behavior performance and behavior results. It is generally believed that only satisfaction can lead to performance. However, they emphasize that performance is the first way to get satisfaction, while reward is based on performance, and people's satisfaction with performance and reward in turn affects the future incentive value. The degree of people's efforts to a certain homework is determined by the incentive value obtained when completing the homework and the expected probability that individuals may get rewards after their efforts. Obviously ... >>
Question 7: What are the theories of motivation? How to apply various theories to enterprise management can be divided into content-based incentives, process-based incentives and behavior modification incentives. Under it, there are different motivation theories, such as Maslow's hierarchy of needs, which divides needs into different levels to meet, Alderfer's ERG theory, Herzberg's two-factor theory, McLelland's achievement motivation theory, Furong's expectation theory, reinforcement theory and frustration theory. Specific applications in enterprises can be found on the enterprise management consulting website.
Question 8: What are the effective methods of motivation and the relationship between the four content-based motivation theories? Briefly describe Xiong Chuanwu's "comprehensive incentive theory".
(1) The "comprehensive incentive theory" mainly consists of three parts: "comprehensive incentive, whole process incentive and total factor incentive". (2) Staff incentives: ① Other incentives; ② Self-excitation; ③ The meaning and important characteristics of mutual excitation.
(3) Whole-process motivation: ① Starting from meeting the needs; ② Work hard in all aspects of management (planning, execution and value).
(4) All-factor incentives: ① Real material incentives; ② The explicit and implicit factors of spiritual motivation should play a unified role; ③ Fully understand the special incentive value of activities.
Question 9: What are the three theories about motivation in psychology? 5 points behaviorist incentive theory,
Cognitive motivation theory and
Comprehensive incentive theory