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Chapter 1336 The decisive battle is about to begin (please subscribe for support!)

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The purpose of incentives is to stimulate people's motivation for correct behavior, mobilize people's enthusiasm and creativity, so as to give full play to people's intellectual effects and make the greatest achievements.Since the 30s and [-]s, many foreign management scientists, psychologists and sociologists combined with the practice of modern management have put forward many incentive theories.

Incentive theory refers to the process of maximizing employees' commitment to the organization and work through specific methods and management systems. EMBA, CEO12 chapters, and MBA and other mainstream business management education have introduced common incentive theories and methods of establishing incentive mechanisms .

Motivation theory is the category of management psychology. The early research on motivation theory is the research on "needs", which answers the question of what is the basis or what can motivate employees to work, including Maslow's hierarchy of needs theory , Herzberg's two-factor theory, and McClelland's achievement needs theory.

The most representative Maslow's hierarchy of needs theory proposes that human needs are hierarchical, developing from the lowest level to the highest level.

The needs are ranked in order of importance as follows: physiological needs, safety needs, belonging and love needs, esteem needs, and self-actualization needs.And it is proposed that when the needs of a certain level are satisfied, this need stops its motivational effect.

The process school in motivation theory believes that there is a process to achieve organizational goals by satisfying people's needs, that is, it is necessary to influence people's needs by formulating certain goals, so as to stimulate people's actions, including Fromm's expectation theory, Locke and Hugh. Adams' goal setting theory, Porter and Lawler's comprehensive motivation model, Adams' fairness theory, Skinner's reinforcement theory and so on.

These theories can be divided into three categories: behaviorist motivation theory, cognitive motivation theory and comprehensive motivation theory according to the formation time and the different aspects of research.

Behaviorist incentive theory: In the 20s, a behaviorist psychological theory was popular in the United States, and its founder was Watson.This theory holds that the essence of the management process is incentives, through incentives.induce human behavior.

Under the guidance of the "stimulus-response" theory, the task of the motivator is to choose a set of appropriate stimuli, that is, incentive means.To cause the corresponding behavioral response of the motivator.

New behaviorist Skinner later put forward the theory of operant conditioning.This theory holds that the primary means of motivating people cannot rely solely on stimulus variables.Also take into account the existence of intermediate variables, that is, human subjective factors.

Specifically, in addition to the stimulus factor of money, the needs of laborers' subjective factors should also be considered in the incentive means.According to the theory of new behaviorism, the content of incentive means should start from the social psychological point of view, deeply analyze people's material needs and spiritual needs, and make the satisfaction of individual needs consistent with the realization of organizational goals.

New behaviorist theory emphasizes that people's behavior is not only determined by the perception of stimuli.And it also depends on the outcome of the behavior.When the outcome of behavior is beneficial to the individual, the behavior will be repeated and play a reinforcing role.

If the outcome of the behavior is unfavorable to the individual, the behavior diminishes or disappears.

Therefore, the use of reinforcement methods such as affirmation, praise, reward or negation, criticism, and punishment in education can control or change learners' behavior in order to guide them to the expected best state.

Cognitive motivation theory: Behavior is simply regarded as the mechanical response of the human nervous system to objective stimuli, which does not conform to the objective laws of human psychological activities.

For the occurrence and development of human behavior, it is necessary to fully consider the internal factors of human beings, such as ideology, interest, value and needs.Therefore, these theories all focus on the content and structure of human needs and how they drive people's behavior.

Cognitive motivational theory also emphasizes.The purpose of incentives is to transform negative behaviors into positive behaviors, so as to achieve the predetermined goals of the organization and achieve better benefits.

therefore.In the incentive process, we should also focus on how to transform and transform people's behavior.Other theories belonging to this type include Skinner's Operant Conditioning Theory and Frustration Theory.

These theories believe that human behavior is the result of the interaction between external environmental stimuli and internal thoughts and cognitions.Therefore, only by combining the change of external environmental stimuli with the change of internal thinking and understanding can the purpose of changing people's behavior be achieved.

Comprehensive motivation theory: Behaviorist motivation theory emphasizes the importance of extrinsic motivation, while cognitive motivation theory emphasizes the importance of intrinsic motivation.The comprehensive incentive theory is the synthesis, generalization and development of these two types of theories, and it points out a more effective way to solve the problem of mobilizing people's enthusiasm.

The field dynamics theory proposed by the psychologist Lewin is the earliest comprehensive motivation theory.This theory emphasizes that for the development of human behavior, it is firstly the result of the interaction between the individual and the environment.

The stimulation of the external environment is actually just a kind of fuse, while the needs of people are a kind of internal driving force.The direction of human behavior is determined by the interrelationship between the strength of the needs of the internal system and the external leads.If the internal needs are not strong, then.No matter how strong the lead is, it doesn't make much sense.

Porter and Lawler proposed a new comprehensive motivation model in 1968, combining the behaviorist extrinsic motivation and the cognitive school's intrinsic motivation.Included in this model are variables such as effort, performance, individual qualities and abilities, individual perceptions, intrinsic motivation, extrinsic motivation, and satisfaction.

in this mode.Porter and Lawler regard the motivation process as a unified process of interaction among external stimuli, individual internal conditions, behavioral performance, and behavioral results.

Most people think that there is performance only when there is satisfaction.But they emphasize that performance can be satisfied first, rewards are based on performance, and people's satisfaction with performance and rewards will in turn affect the value of incentives in the future.

The degree of effort that people put on a certain task is determined by the incentive value obtained when completing the task and the expected probability that the individual feels that he may be rewarded after making efforts.

Obviously, the higher the incentive value for an individual, the higher his expected probability, and the greater his effort to complete the homework.

At the same time, the results of people's activities depend not only on the degree of individual effort, but also on the individual's quality, ability, and individual's perception of the role of their work.

Porter and Lawler's motivation model further analyzes the relationship between individual job satisfaction and activity results.They point out that job satisfaction depends on the consistency of the incentives obtained with the desired outcomes.

If the incentive is equal to or greater than the desired outcome.Then the individual will be satisfied.If the link between incentives and labor outcomes weakens, people lose confidence.

The basic idea of ​​motivation theory is to take corresponding management measures according to the needs of people.To stimulate motivation, encourage behavior, and form motivation.

Because people's work performance depends not only on ability, but also on the degree of motivation.It is usually expressed in a mathematical formula: work performance = f (ability x motivation).Therefore, the theory of motivation in behavioral science and the theory of human needs are closely integrated.

(1) Maslow's hierarchy of needs theory

The famous psychologist Maslow divided human needs into five levels from low to high, namely: physiological needs, safety needs, social and belonging needs, esteem needs, and self-actualization needs.

It also believes that human needs can be divided into different levels. At a specific moment, if all human needs are not met, then satisfying the most important needs is more urgent than satisfying other needs. Satisfaction creates a higher level of need.

when a need is met.Another higher-order need then takes over.From the perspective of motivation, no need will be fully satisfied, but as long as it is partially satisfied, the individual will turn to pursue other needs.

According to Maslow's point of view, if you want to motivate someone, you must understand the level of needs that person is in, and then focus on meeting the needs at or above this level.

For example, a hungry person is more eager for you to give him a few steamed buns or bread, rather than you admiring how handsome or outstanding he is.

(2) Two-factor theory

Motivation factors - Hygiene factor theory is the American behavioral scientist Frederick Herzberg (Fredrick Herzberg) put forward, also known as the two-factor theory.Two-factor theory is his most important achievement.

In the late 20s, Herzberg and his assistants surveyed 50 engineers and accountants in the Pittsburgh area of ​​the United States.

As a result, he found that what makes employees feel satisfied belongs to the job itself or the content of the job; what makes employees feel dissatisfied.It's all about the work environment or work relationship.He called the former motivators and the latter hygiene factors.

- Hygiene factors include company policies, management practices, supervision, interpersonal relationships, material working conditions, wages, benefits, etc.Job dissatisfaction arises when these factors deteriorate below levels considered acceptable.

But when people think these factors are good, it just eliminates dissatisfaction and does not lead to positive attitudes, which creates a kind of neutral state that is neither satisfied nor dissatisfied.

- Factors that bring about positive attitudes, satisfaction, and motivation are called "motivators." These are factors that satisfy individual self-actualization needs, including: achievement, appreciation, challenging work, and increased job responsibilities.and opportunities to grow and develop.

If these factors are present, people can be more motivated.

Start from this meaning.Herzberg considered traditional incentive assumptions, such as wage incentives, improved interpersonal relationships, and the provision of good working conditions.Neither would generate greater motivation; they would eliminate dissatisfaction and prevent problems, but these traditional "motivators" would not generate greater motivation even at their optimum level.

According to Herzberg's research, managers should realize that hygiene factors are necessary, but once they neutralize dissatisfaction, they cannot produce more positive effects.Only "motivation factors" can make people have better work performance.

The two-factor theory tells us that the depth and effect of motivation caused by satisfying various needs are different.

The satisfaction of material needs is necessary, the absence of which can lead to dissatisfaction, but even when satisfied, its effect is often very limited and not sustainable.

To mobilize people's enthusiasm, we must not only pay attention to external factors such as material benefits and working conditions, but more importantly, pay attention to work arrangements, use of talents, personal growth and ability improvement, etc., pay attention to spiritual encouragement, praise and recognition , Pay attention to giving people opportunities for growth, development and promotion.

With the solution of people's material "well-off" problem, people's demand for spiritual "well-off" is becoming more and more urgent.

(3) Expectation theory

The American psychologist Froome proposed the Expectation Theory in 1964.The theory holds.The power of motivation comes from the product of valence and expected value, that is: incentive utility = expected value x valence.

That is, the forces that push people to achieve their goals.is the product of two variables if one of them is zero.The utility of incentives is equal to zero.

Valence is a subjective estimate of the benefits or value to individuals after the goals of the enterprise and the team are achieved, and its value.

The expected value is a subjective estimate of the possibility of achieving the corporate goal and the possibility of fulfilling the personal requirements after the corporate goal is achieved.These two estimates will be constantly revised and changed in the course of practice, and a so-called "emotional adjustment" will occur.

For example, I think I have the ability to complete this task. After completing the task, I estimate that the boss will definitely fulfill his promise to give me a promotion salary, and the salary increase is my greatest expectation.Therefore, my enthusiasm for work must be very high; on the contrary, any change in any variable will affect my enthusiasm for work.

The manager's task is to make this adjustment conducive to achieving the greatest motivating power.Therefore, expectation theory is a process theory of motivation.

Forms of incentives: 1. General forms of incentives: work incentives, achievement incentives, criticism incentives, training and education incentives

2. Several contemporary incentive practices: Performance wages: General Motors cancels the annual subsidy and replaces it with performance wages. 10%, 25%, 55%, and 10% of the number of employees strengthen wage differences;

Dividends: When unit performance breaks the preset target, encourage collaboration and team work;

Employee stock ownership plan: p&g; total bonus: only effective when it truly reflects the company's prosperity;

knowledge wages;

Flexible work schedule.

Taken together, it can be seen that motivation is at work.It is important, but motivation is also very common in your ordinary life.It is always accompanied by your growth.

When you were just born, in order to guide you to walk and talk, your parents constantly used some things to motivate you to speak and walk; when you were about to enter school, in order to let you go to school obediently, To motivate you in every possible way;

When you start school, your teachers will continue to motivate you to make your academic performance better; when you are about to graduate from college.Your parents will start motivating you again to find a good job.find a good wife;

When you are in love, the impulse in your heart will motivate you to pursue the girl you like; when you are working.Your boss will continue to motivate you and want you to make good grades;

Even when you are old, your children will continue to motivate you and let you always pay attention to your physical exercise. This is because your children want you to have a healthier old age and a longer life.

Therefore, it can be said that the word motivation is full of people's life, and a person's life is constantly growing in different motivations!

Leng Xin's level of knowledge is indeed very low, but he still knows some ways to motivate people, otherwise, no matter how strong Leng Xin is, he will not be able to build a black--astringent--will--group ---Weaving.

Don’t look at a Hei—————————— organization——organization is very simple, and there are some big bosses, or some illiterate, some people with very limited knowledge, you think that Hei—————— --- Will --- Organization --- The organization is very good for leadership and so on. If you really think so, then you will be caught.

Hei-shi-hui-group-organization looks very simple, and there are some big bosses inside, but if you want to really lead a black-shi-hui-group ——Weaving is not that easy.

It can be seen from this that although Leng Xin's knowledge level is indeed not high, his ability is still good, but it is a pity that his ability is used in the wrong direction.

With Leng Xin's current method of motivating his subordinates, if Leng Xin uses this motivating method in his normal career, he will actually have some achievements.

...............................................................................................................

Three minutes passed slowly. During these three minutes, Leng Xin caught another net of fish, and the two brothers Xu Chang and Xu Jie who were hiding in the stern of the fishing boat were now ready to escape.

The blood and bloody clothes on Xu Jie's whole body have been cleaned up, and Xu Jie is now carried on Xu Chang's back, and the two brothers are together back to back.In this way, when Xu Jie can swim, Xu Chang can swim with peace of mind because Xu Jie faces upwards, and there is no need to worry about letting Xu Jie drink water when he swims.

Moreover, if this is done, the wound on Xu Jie's shoulder will be exposed to the sea and will not be immersed in the sea.

This is very good for Xu Jie's wound healing, and it can also reduce the chance of the sand tiger shark chasing and killing them.

If Xu Jie's wound is soaked in seawater for a long time, blood may still ooze from his wound, and the sand tiger shark's sense of smell is not so strong, and the bloody smell from Xu Jie's wound will soon be wiped out by the sand tiger. The shark smelled that at that time, one could imagine what would happen to the brothers Xu Chang and Xu Jie.

Leng Xin, brothers Xu Chang, and Xu Jie have already made preparations here, and at this time, the sand tiger shark has already approached the fishing boat where Leng Xin, Xu Chang, and Xu Jie are located, and the decisive battle is about to begin! (to be continued)

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