Incentives for "combination of boxing,"

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Many managers complain that their employees have no vitality, lack of passion, even think employees satisfied with the status quo, no progress. However, according to Maslow's hierarchy of needs theory, human nature itself has a constant pursuit of higher level needs. When we examine them carefully to managers in enterprises in the implementation of incentives, only to find that their incentives is not comprehensive. The following eight excitation mode should be used for managers at the same time, to achieve the effect, otherwise, only one or two kinds of incentive model exerting force, can only be achieved, not achievement permanently.

The so-called motivation, inspire employees to pursue certain objectives of willing.

Target incentive

Behavioral scientists believe that human motivation more originated in man's desire, an unmet needs are the starting point for exciting engine, is also the key causing the behavior. Because the unmet demand leads to personal inner tension, leading to personal take some action to meet the demand to relieve or reduce its tension.

Target incentive is for the enterprise needs into employees ' needs. In order to relieve the tension of him, he will work harder. In the employee obtaining interim results, the management would also have to put the results back to the employee. Feedback can make employees aware of their efforts on the adequacy of the level, the need for additional efforts, thereby helping them after completing the milestones and further improve their goals.

Use the target incentive must pay attention to three points:

One is the target set must meet the needs of inspiring objects. That is, to put to work encouragement object's achievements with its right to obtain the desired, make the incentive object shown positive purpose of sex.

Second, the objectives must be clear. For example: "this month, sales revenue increased than the previous month" so as "this month, the sales revenue growth of more than 10% last month" so more incentive.

The third is the set of target both realistic and challenging. Objective difficulty is too big, so elusive that; target is too low, the impact on people's expectations, making it difficult to inspiring. Regardless of whether the target objective can be achieved, as long as the employee's subjective opinion target is not met, the extent of their efforts will be low. Goal setting should like apples on the tree, stood in underground pick, but as long as the jump up to pick up. The correct approach to the long-term goal should be broken down into stages.

Material incentive

The so-called material incentive, from satisfying the person's material needs to be adjusted material interests, and thus stimulate the motivation of the up and control its behavior. Material incentive to pay, wage cuts, bonuses, fines, etc., in the current socio-economic conditions, substances stimulating incentive is an indispensable means for strengthening the merit principle and the mobilization of staff assigned to work with enthusiasm.