1, what is incentive?
Motivation is to stimulate and encourage, that is, to use some external incentives to mobilize people's enthusiasm and creativity, so that people have an internal motivation to move forward towards the expected goal.
2. Maslow's hierarchy of needs theory and its application.
Maslow divided human needs into seven levels: physiological needs, security needs, friendship and belonging needs, respect needs, knowledge needs, beautiful needs and self-realization needs. When applying it to management, we should pay attention to two points:
(1) Grasp the needs of employees and meet the needs of different levels. Managers should understand and master the needs of employees and their changing and developing laws, and take corresponding organizational measures according to different levels of needs to guide and control people's behavior. Pay special attention to strengthening or transforming the highest demand to make it consistent with organizational or social needs.
(2) Meet the needs of different people. Maslow's hierarchy of needs theory is only the requirement of ordinary people. In fact, everyone's demand does not develop in strict order from low to high, and it needs specific analysis, because people's demand intensity is different under different circumstances.
3. The application of two-factor theory
Herzberg's two-factor theory emphasizes intrinsic motivation, which is of epoch-making significance in organizational behavior and provides a new idea for managers to better stimulate employees' motivation.
(1) When implementing incentives, managers should pay attention to distinguishing between health care factors and incentive factors. The satisfaction of the former can eliminate dissatisfaction, and the satisfaction of the latter can produce satisfaction.
(2) Managers should not ignore health care factors in management. If the health care management measures are not done well, it will lead to employee dissatisfaction and affect the improvement of labor efficiency. On the other hand, there is no need to excessively improve medical care factors, because doing so can only eliminate employees' dissatisfaction with their work, but can not directly improve employees' work enthusiasm and efficiency.
(3) If managers want to motivate employees persistently and efficiently, they must improve their work content, redesign their work tasks, pay attention to spiritual encouragement, praise and recognition, and give people opportunities for growth, development and promotion. Only by using these internal factors to mobilize people's enthusiasm can we play a greater incentive role and maintain it for a longer time.
4. Briefly introduce the ERG theory.
This theory systematically expounds a new demand type model and develops the theories of Herzberg and Maslow. He compressed Maslow's hierarchy of needs into three needs, namely, survival (e), interrelation (r) and growth (g).
5. The main content of achievement needs theory.
The theory of achievement needs motivation mainly studies what people need when their physiological needs are basically met. McLelland believes that after people's physiological needs are met, there are three basic incentive needs, namely:
(1) The need for power;
(2) sense of belonging and social needs;
(3) achievement needs.
6. The content of expectation theory
Expectation theory is a theory that explains the incentive process by examining the causal relationship between people's hard work and their ultimate reward, and realizes the ultimate reward goal by choosing appropriate behavior. According to this theory, when people have the need and the possibility to meet this need, their enthusiasm is very high. The level of motivation depends on the product of expected value and titer. Namely: excitation intensity = titer × expected value (m = v.e)
7. Enlightenment of Expectation Theory
(1) Managers should not pay attention to general incentives, but should pay attention to the incentives that most members of the organization think have the greatest effect.
(2) When setting the incentive target, the comprehensive value of its effectiveness should be improved as much as possible. If the monthly bonus not only means the income of the current month, but also is linked to the year-end distribution, salary adjustment and the title of advanced worker, the comprehensive value of its effectiveness will be greatly increased.
(3) Appropriately increase the actual titrations of different people, and increase the titrations of expected behaviors and unexpected behaviors of the organization. If only rewards are not punished and rewards and punishments are clear, the incentive effect will be very different.
(4) Properly control expected probability and actual probability. The expected probability is neither the greater the better nor the smaller the better. The key is to be suitable. When an expected probability is much higher than the actual probability, it may cause setbacks, while if the expected probability is too small, it will reduce the motivation of a target. The actual probability is better than the average personal expectation probability, which benefits most people. However, the actual probability should be adapted to the titer. If the titer is large, the actual probability can be smaller, and if the titer is small, the actual probability can be larger.
8. Adams' theory of fairness.
People's work motivation is not only influenced by the absolute value of their remuneration, but also by the relative value of their remuneration. That is, everyone compares the proportion of personal returns and contributions with others. If the proportion is equal, they think it is fair and reasonable, and they are satisfied, so they feel comfortable and work hard. Otherwise, you will feel unfair and unreasonable, which will affect your work mood. This comparison process also includes comparison with my historical contribution rate.
9. The application of equity theory in management.
The basic idea put forward by the fairness theory exists objectively, and as managers, we should get some useful enlightenment from it:
(1) Reward employees fairly. Demanding fairness is a common social phenomenon in any society. Fairness theory links the distribution of incentives and rewards for the first time, which shows that people should pursue fairness, thus revealing many phenomena in real life.
(2) Strengthen management and establish an equal competition mechanism. People's work motivation is not only influenced by absolute remuneration, but more importantly by relative remuneration. When people feel fair and reasonable subjectively, their mood will be comfortable, and people's potential will be fully exerted, thus making the organization full of vitality and vitality. This enlightens us that managers must adhere to the principle of "from each according to his ability, distribution according to work" and closely link the contribution of employees with the remuneration they deserve.
(3) Educate employees to correctly choose the comparison object and understand the unfair phenomenon. The theory of fairness shows that fairness stems from personal feelings, and the standards of personal judgment of rewards and payments are often biased towards their own advantages, thus making employees feel unfair and unfavorable to the organization. Therefore, managers should be able to detect possible deviations in personal understanding with keen eyes, do a good job of guidance in time, and ensure the enthusiasm of personal work.
10, type of reinforcement
According to the nature and purpose of reinforcement, it can be divided into four types: (1) positive reinforcement, (2) punishment, (3) negative reinforcement (avoiding learning) and (4) natural fading (also known as attenuation).
1 1. Application of reinforcement theory in management
Managers should follow the following principles when applying reinforcement theory to transform their subordinates' behaviors:
(1) Different reinforcement methods should be adopted according to individual needs;
(2) Establish a goal system, gradually realize the goal, and constantly strengthen behavior;
(3) Timely feedback and reinforcement;
(4) Combining rewards and punishments, rewarding the superior and punishing the inferior.
12, the main content of attribution theory
Attribution theory holds that people's past success or failure is mainly attributed to four factors: effort, ability, task difficulty and opportunity. These four factors can be further classified according to internal and external factors, stability and controllability: from the internal and external factors, effort and ability belong to internal factors, and task difficulty and opportunity belong to external factors; From the perspective of stability, ability and task difficulty belong to stable factors, while efforts and opportunities belong to unstable factors; From the perspective of controllability, effort is a controllable factor, while the difficulty and opportunity of the task are beyond personal control.
What is a setback?
Frustration refers to the emotional state when people are engaged in purposeful activities and encounter obstacles and interference from the environment, so that their needs and motives are not satisfied.
How to recognize setbacks?
Frustration is both a bad thing and a good thing. On the one hand, setbacks are disappointing and painful; Make some people negative, decadent, and even devastated; Or cause rude negative confrontation, leading to intensified contradictions; It may also make some weak-willed people lose hope in life and so on. On the other hand, setbacks may teach people a lesson and make them smarter; Setbacks can make people who make mistakes wake up, realize their mistakes, learn from them and change their course; It can also sharpen people's will and make them more mature and strong; It can also inspire people to work hard and rise from adversity. The frustration theory belongs to the category of motivation because success and frustration are two possible results of individual behavior. In order to achieve the goal, we should actively guide and maintain the incentive effect; When encountering setbacks, we should protect people's enthusiasm so that people do not have negative and confrontational behaviors.
How to face setbacks?
In the face of setbacks, some people take a positive attitude, but others take a negative attitude, even a confrontational attitude. An effective supervisor must deeply understand the psychological defense mechanism, understand the nature of defensive behavior after setbacks, and strive to provide psychological counseling for subordinates, so as to increase positive constructive behavior and eliminate negative destructive behavior. In order to eliminate the possible negative effects of behavioral setbacks, several common practices abroad are: timely understanding, eliminating and forming the root causes of setbacks; Improve the frustration tolerance of subordinates and employees; Or use "mental venting" therapy. The theory of frustration suggests that in the face of setbacks, people should avoid negative or even confrontational attitudes by changing the environment, distinguishing right from wrong and psychological counseling, and adopt a positive attitude to change people's behavior and develop in a positive direction. The theory of frustration is of great practical value to management.
16, the inspiration of comprehensive incentive model
(1) Improve internal excitation;
(2) Improve the external incentive mechanism.
17, six incentives and methods
(1) Ideological and political work;
(2) rewards and punishments;
(3) Design of works;
(4) Employees participate in management;
(5) Training incentives;
(6) example motivation.
18, requirements for effective incentives
(1) Reward the expected behavior of the organization.
(2) Be good at discovering and using differences.
(3) Grasp the time and intensity of incentives.
(4) Incentives should be tailored to individual needs.
(5) System design incentive strategy system.
It is an important duty of leaders at all levels to use various incentive theories to stimulate the enthusiasm of organization members, and it is also a necessary prerequisite for achieving organizational goals. In order to make the incentive effective, the above requirements must be met in the incentive process.