The significance of employee motivation:

1. Keep employees in a continuous * * * and working state, thus making their work more efficient;

2, let employees have a clear life career planning, make the work more purposeful, thus more * * *;

3. Serve the team consciousness of the company, so that every employee has a sense of mission and a sense of identity with the company;

4. "The company is the ship, and the employees are the people who drive the ship", and every part is very important. The motive is to increase the power of the ship;

What is the importance of encouraging employees? ?

I think an enterprise is a pyramid. Employees are actually the base of the pyramid, but effective employees are talents, and their importance and role come out. In fact, I think the landlord should ask the manager what strategies should be implemented in order to arouse the enthusiasm of employees and create wealth and profits for the company or enterprise. This mainly involves the reward and punishment system. Generally speaking, there are two main categories: spiritual and material. How much effort should be made depends on specific problems. For the contemporary social reality, humanized management is also very important. Finally, for an enterprise, corporate culture is also an indispensable part. Of course, for the establishment of corporate culture, if it is a new enterprise, you need to set an example and put forward requirements for the current employees. Only through continuous development can we accumulate our own corporate culture. I wish the landlord to be an excellent boss.

On the significance and function of personnel motivation

First, the meaning of personnel incentives

Motivation means encouragement and encouragement. People's behavior stems from people's motivation, and motivation stems from people's needs. Motivation is the internal motivation caused by needs, and behavior is the external performance of people under the control of motivation. To maintain and consolidate behavior, we must strengthen internal motivation. Without "reinforcement", it is difficult for an action to last until the end.

Personnel motivation is to use the theory and method of motivation to meet or limit the various needs of personnel in different degrees, thus causing changes in their psychological status, so as to achieve the purpose of stimulating motivation and causing behavior, and then control and regulate behavior through positive and negative reinforcement.

Second, the function of personnel motivation

1, which is conducive to mobilizing the enthusiasm of employees.

Motivation acts directly on individuals, and its role is to fully mobilize the enthusiasm, initiative and creativity of employees, so that people's potential ability can be maximized.

2, conducive to the formation of a good collective concept and social influence.

Motivation not only directly affects individuals, but also indirectly affects others and the surrounding environment. Its role is very important for forming a good collective concept and social influence.

3, is conducive to the improvement of the quality of employees.

By using different incentive means, strengthening the guidance of employees' incentive direction is helpful to improve their moral literacy, knowledge literacy and professional quality.

I hope the above answers are helpful to you!

What is the significance of employee motivation to the development of enterprises?

The five levels of motivation and their practical significance are as follows:

1. Institutional incentives: Institutions not only bind people, but more importantly, motivate people. Therefore, enterprises should first carry out system reform and establish an effective human resource management system that "soothes people's hearts". Without this foundation, employee motivation is out of the question.

2. cultural motivation: motivation is the soul of corporate culture, and enterprises should have a spiritual strength? This is a kind of spiritual encouragement. If it is separated from this level, encouragement will have no taste.

3. At the level of file motivation, that is, employee performance file motivation, a kind of "reputation capital" is established in the society through the form of Internet inquiry. Extending this level, incentives will become available resources for enterprises.

4. Vision incentive level: Vision incentive is actually a part of corporate culture incentive, and its core is to make the individual's development in the enterprise match the development goal of the enterprise through the vision incentive for employees, thus creating "* * * the same vision". If this level is extended, incentives will become intangible assets of enterprises.

5. Self-motivation, that is, employees' self-motivation. From an individual point of view, only by establishing a good self-intention can a person change from "passive" to "active" and become an excellent professional; From the manager's point of view, only by paying attention to employees' self-image and listening to their voices can we "properly apply for jobs", stimulate employees' enthusiasm and add value to the enterprise. This is the highest level of enterprise employee motivation.

The meaning of employee motivation

1. hierarchy of needs theory (American psychologist Maslow)

-Requirements include:

● Physiological needs. Such as clothing, food, sleep, shelter, water, transportation and sex.

● Safety requirements. For example, to ensure their own safety and get rid of unemployment and property losses.

● Social needs. Such as emotion, communication, belonging needs.

● Need to be respected. For example, self-esteem (strength, achievement, ability, confidence, independence and freedom) is respected (prestige, appreciation, attention and high praise).

● The need for self-realization. It is characterized by spontaneity, problem-solving, self-reliance, constant freshness, sense of humor, strong interest, unconstrained imagination, anti-trend spirit, creativity and democratic character.

-at a certain stage, people's various needs coexist, but only one need can achieve a dominant position.

-in different periods, the demand structure is dynamic, generally from low to high, and gradually satisfied from outside to inside.

-Meet the upstream mechanism: the unsatisfied lower-level demand is always dominant, and only when it is met can the next higher-level demand be activated to become dominant.

-Downward mechanism of frustration: After higher-level needs are not met and frustrated, lower-level needs become dominant again.

2. Motivation-health two-factor theory (American psychologist F. Herzberg)

Incentive factors (internal factors) Health care factors (external factors)

Job Maturity, Enterprise Policy and Management

Trust and appreciation supervision at work

The job itself is both challenging and interesting. salary

The sense of responsibility and interpersonal relationship in the workplace

The development prospect of work, working environment or conditions

Personal promotion opportunities, job security

Position, position

Personal life

-Motivation is satisfaction. With it, you will be satisfied and have motivation.

-Health care factors are unsatisfactory factors, without which opinions and negative behaviors will arise.

3. Equity theory (J.S. Adams, USA, 1963)

Oa Ob

Ia Ib

Oa is the client's income and remuneration, Ia is the client's income and remuneration, Ob is the reference object's income and remuneration, Ib is the reference object's income and remuneration.

(1) When both sides of the above formula are equal, the parties feel fair;

(2) When the left side of the above formula is greater than the right side (>), the parties feel that they have taken advantage, and their behaviors are as follows:

-the parties have a guilty conscience and work harder.

-the parties feel at ease.

(3) When the left side of the above formula is smaller than the right side (

-the parties strive for more rewards and treatment.

-The parties concerned reduce their efforts, such as being late and leaving early, slacking off their work, giving up waste products, wasting raw materials and giving up their responsibilities.

-the parties try their best to lower the reward and treatment of reference.

-All parties hope to do more work with reference.

-refer to adjusting the understanding of these variables psychologically (similar to using the spirit of Ah Q) to balance them.

-change the reference object to obtain the effect of "less than the previous level and more than the next level".

-when the enterprise can't realize the sense of fairness, the parties resign and find another job.

(4) The sense of fairness is purely a subjective psychological reaction. In reality, people often overestimate their own input and underestimate the input and contribution of others, which leads to systematic deviation in observing problems.

4. Comprehensive incentive model (Porter and Lawlor)

Second, the incentive mechanism

Platform scheme 1: target incentive

Through the implementation of the target responsibility system, the economic indicators of the enterprise are implemented layer by layer, and each employee has both goals and pressures, generating strong motivation and striving to complete the task.

Platform Scheme 2: Demonstration Incentive

Actively influence employees through the behavior demonstration and professionalism of supervisors at all levels.

Platform Scheme 3: Respect for Incentives

Respect the value orientation and independent personality of employees at all levels, especially the little people and ordinary employees in the enterprise, so as to achieve the effect of gratitude.

Platform Scheme 4: Participation Incentive

Establish a system in which employees participate in management and put forward reasonable suggestions, and an employee stock ownership system to improve employees' sense of ownership and participation.

Platform Scheme 5: Honor Incentive

Commend employees' labor attitude and contribution, such as meeting commendation, awarding honorary certificates, honor roll, media reports inside and outside the company, home visits and condolences, sightseeing, recuperation, going out for further training, recommending social honors, selecting star pacesetters, etc.

Platform Scheme 6: Care for Incentive

Care about employees' work and life, such as establishing employee birthday tables, issuing employee birthday cards by the general manager, caring about employees' difficulties and condolences or giving small gifts.

......

How to give full play to the incentive effect of salary on employees

Salary refers to the contribution made by enterprises to employees, including employees' achievements, efforts, time, knowledge, skills, experience and creation. In the minds of employees, salary is not only their own labor income, but also represents their own value to a certain extent, represents the recognition of employees' work by enterprises, and even represents their personal ability and development prospects. Scientific and effective incentive mechanism can make employees play their greatest potential and create greater value for enterprises. There are many ways to motivate, but salary is a very important and useful method.

First, the overall salary.

At present, salary is not a single salary, nor is it a simple economic reward. From the perspective of motivating employees, salary can be divided into two categories: one is external incentive factors, such as salary, fixed allowance, social compulsory welfare, and unified welfare projects within the company. The other is the internal incentive factors, such as the personal growth of employees, the challenge of work, working environment, training and so on. If external factors fail to meet the expectations of employees, employees will feel insecure, and morale will drop, brain drain will occur, and even people will not be recruited. On the other hand, although high salary and various welfare programs can attract employees to join and keep them, they are often regarded as deserved treatment by employees and difficult to motivate. Therefore, internal compensation and external compensation should be perfectly combined, emphasizing that either side is lame. Pay equal attention to material and spiritual, which is the comprehensive salary system we advocate at present.

Second, the purpose of salary incentives

In modern enterprise organizations, how to make employees care about their salary and get the greatest satisfaction from salary has become an urgent task of salary management in Chinese enterprises. Then our salary incentive function should achieve the following purposes:

First of all, incentive compensation can ensure that compensation is competitive in the labor market and attract outstanding talents that meet the needs of enterprises. Secondly, the salary incentive for employees can retain employees, improve their morale and create greater value for enterprises. Finally, through salary incentives, short-term, medium-term and long-term economic benefits are combined to promote the interests of enterprises and employees, and the development goals of enterprises are consistent with those of employees, thus promoting the formation of interest relations between employees and enterprises and ultimately achieving a win-win situation.

Third, establish effective salary incentives.

(a) Providing fair and competitive remuneration

Fairness is one of the important components to achieve satisfaction and motivation. For employees who get paid through hard work, they must be convinced that the corresponding salary will certainly follow. If the enterprise fails to establish credibility, then employees' trust in salary will be damaged, and their enthusiasm and initiative will be greatly reduced.

Employees' sense of fairness in salary distribution, that is, their judgment and understanding of whether salary payment is fair, is the primary consideration in the design and management of salary system. Pay equity can be divided into internal equity and external equity. The so-called internal fairness means that the salary of different positions in the same enterprise should be directly proportional to their respective contributions, and as long as the proportion is consistent, it is fair. In other words, in terms of salary incentives, we should dare to publicize the talent advantage and emphasize that "talent advantage is the watershed of employee salary". Within the enterprise, in order to widen the gap of salary distribution reasonably, we must first do a good job evaluation and job analysis within the enterprise. Through the analysis of the complexity, difficulty, responsibility, knowledge, ability and work attitude of the post, it is also the key to fundamentally solve the internal fairness of salary to quantitatively evaluate the post value. External fairness actually means that the salary provided by enterprises is competitive, that is, the salary level of enterprises is compared with the market salary level, so that the salary level of enterprises is compared with the average salary level of enterprises with similar scale in the same industry in the region, so as to ensure that the salary of enterprises remains competitive in the market and attract and retain the core employees they need.

(2) Design welfare projects that meet the needs of employees.

Employee personal welfare items can be divided into two categories: one is compulsory welfare, and enterprises must implement it according to the standards stipulated by * * *, such as endowment insurance, unemployment insurance, medical insurance, industrial injury insurance, housing accumulation fund, etc. The other is the welfare items designed by the enterprise itself, such as travel, physical examination, club membership fees, providing housing or purchasing support plans, providing buses or reimbursing certain transportation expenses, paid holidays, etc. ......

How does employee option play an incentive role?

Options (options)

Also known as option, it is a derivative financial instrument based on futures. The essence of option is to price the rights and obligations in the financial field separately, so that the transferee of the right can exercise his right to trade or not to trade within a specified time, and the obligor must perform it.

Option incentive

Option incentive is a typical model of equity incentive, which refers to the phenomenon of low salary and insufficient incentive for senior managers of the company. In order to better motivate operators, reduce agency costs and improve governance structure, it is an attempt to plan stock options within the company.

For example, a certain number of stock options are granted to executives, and managers can buy company shares at a pre-agreed price. Obviously, when the company's stock price is higher than the price specified in the grant option, the executives can exercise the option to buy the stock and make a profit by buying it at the specified price and selling it at the market price. In this way, executives will have the motivation to improve the intrinsic value of the company, thus increasing the company's share price and benefiting from it.

Theoretically, in practical work, employees are generally required to work in the company for several years, such as five years, to reach a certain position, such as director level, and then they can buy shares in the company at an agreed price. Generally speaking, this price is the listing price, which is much lower than the market price.

Simply put, it is to send money to old employees.