Employee Motivation: A Powerful New Model
By Nitin Nohria, Boris Groysberg & Linda-Eling Lee 2008-08-01 How to create the best employee performance is manager for a long time of challenge. In recent years, the neural science, biology and evolution of interdisciplinary rearch areas such as psychology, humans have told us four basic emotional needs, and the force driving or what we all the basis of their behavior. The empirical rearch shows that, but the employee can create better performance. Therefore, to motivate employees, managers should understand the driving force and can take what measures to meet the driving force.
Acquirement: Get people always try to get some things, to increa the scarcity of his happiness. When the force satisfied, we will feel happy. Converly, it will feel dissatisfied. This force is often the relative (we always compare themlves with others), and it was difficult to satisfy (we always want more).
Combination: Many animals are combined with their parents and relatives or clo relationship between population, but establish the relationship between human expanded into larger groups, such as organization, community and nation. "Driving", people will generate loving, caring, strong positive e
motions, etc. Converly, it will appear as negative emotional loneliness cynical. In the work environment, when the staff for onelf is a member of the organization are proud of their motivation and will greatly improve, And when they had rebelled against their will and morale.
Understand: We are eager to understand about the world around them, and then put forward various theories to explain all things, and put forward the reasonable action and countermeasures. When things em pointless, we will feel frustrated, While looking for answers to questions, the challenge will let us full of passion. In the working environment, workers work done if challenging, and allows them to grow and learn, they will be incentive, And when they do look no value or no future, will be demoralized.
Defen: In the face of threats defen, to protect themlves, to protect our property and achievements, family and friends, thoughts and beliefs, it is natural to us.
This force is rooted in the "fight but fled" basic respon, this is common, but most animals to humans, it not only the offensive or defensive behavior, but also to build a system to promote ek justice, clear goals and intention, and allow people to speak freely. The forces have been fulfilled, people think and lf-confidence otherwi will fear and hate strong negative affection.
The four driving are independent of each other, no condary, also cannot substitute mutually. To fully motivate employees, managers must satisfy all four driving force. In fact, every emotional force can u different organizations leverage to satisfy the most effectively.
Reward System: "gain" the most easily through the organization of driving system of rewards. Of cour, it also depends on the organization's reward system can effectively define employee performance, will reward with different performance, and give the best chance of promotion of personnel.
Culture: If it meet the "combination" force among employees, cultivating strong friendship, the most effective way is to establish a promote teamwork, cooperation, open and friendly culture.
Post designing: It is satisfied with “understanding” force that it is the optimal way to design a meaningful and have fun and challenging positions.
Performance management and resource allocation process fairness, credible, transparent, performance management and resource allocation process, help satisfy people's "defensive driving".
In addition, the direct supervisor for employees and motivational degrees plays an important role as
organizational policy. Although do not expect to staff the whole company boss incentive system, culture, post design or management system exerting significant effect, but they clearly superior in their influence within the scope of a certain power. For example, in recognition, managers can lect and tasks, the rewards and employee performance.
In the organization of managers only under the condition of the utmost efforts to satisfy all four driving force, the employee can most effectively improve the incentive effect on employees, improve the organizational performance.
rerved.
Talent "flow" and "left"
By Peter Cappelli 2003-05-01
理想之国For other company employees openly, it rarely occur in the past, but now it is already ud the enterpri. The rapidly changing demands of the market rapidly changing constantly updated the organization. However, no one is willing to e his talent was away. Once the excellent employees leave, the enterpri will hit. If hope to help enterpris package and career development plan, traini
本命年的祝福语ng programs, like tinkering with the free flow of his talent market today, affirmation in isolation. Now, we have a choice: that is attractive to market-oriented strategy. This strategy, long-term, defies generalizations for employee loyalty is neither possible nor necessary, the enterpri can definitely need to keep employees and leave them what how attractive scheme, will focus on the talent to keep up.
Today, many enterpris in staff loyalty are dependent on salary, but many attractive salary is a kind of mechanism. Other personnel loss can be ud to reduce the method is: the post to design - the United States through the heavy UPS tedious work load from the driver package for other employee, stripping there was more to keep the driver, To cultivate employees work or specific project team loyalty, Hire skills in talent market demand is not high on the staff, The staff in the work place much temptation job-hopping, And other companies to provide staff into pairs across the company's career path. If there is no way to prevent loss of personnel, the enterpri can also u outsourcing, strengthen job, work will hire employees and standardization, cross training around the short-term organizational work, etc.
If the past management methods of retaining staff to maintain a fixed water dam, so the new management methods are more like a flowing rivers, dredge its goal is to prevent water flow, but the
flow direction and speed control.
rerved.茶卡盐
Let who evaluate staff
By Frederick F. Reichheld & Paul Rogers 2005-11-01今天的天气很好>单人独马
In the era of wooden, transport and the crew that recruits the appropriate command them to the same direction with traces the OARS will not be easy. In the past, the captain of the common approach is waving the whip crew. Now, in this business, enterpri how to motivate employees when?
Recently, in order to solve the problem of all kinds of organization is a constant headache, some companies began to staff’s compensation and team performance hook, let the customer and employee's supervisor to asss performance instead. The examples:
In the enterpri, the branch managers, employees want to get promotion, they belong to the rvice quality team to achieve or exceed the average company, or any single people could not get a promotion. This company USES the performance index called "enterpri rental company rvice qu
ality index", its meaning for customer rvice in asking whether satisfaction, what percentage of people playing a full five points.
我最爱的人却伤我最深Applebee restaurants have difference to finding the best performance, 20% of the staff is divided into general 60%, performance and 20% of the worst performance, and parately calculated the loss. If managers can successfully hold the top 80% of the employee performance, it can obtain the reward. If the 20% of employees for worst performance, the managers will not be punished accordingly.
青虾仁怎么做好吃Copyright © 2005 Harvard Business School Publishing Corporation. All rights rerved.
员工激励的“四力模型”
作者：尼廷・诺里亚，鲍里斯・格鲁斯伯格，琳达－埃琳・李
发表于：2008-08-01
如何让员工创造出最佳绩效是管理者长久以来面临的严峻挑战。近年来，神经科学、生物学、进化心理学等领域的跨学科研究告诉我们，人类具有四种基本的情感需求或驱动力，而这些驱动力正是我们一切行为的基础。实证研究表明，受到激励的员工能创造出更好的业绩。因此，管理者要想激励员工，就应该了解这些驱动力以及可以采取哪些举措来满足这些驱动力。
获取人们总是设法去获取一些稀缺的东西，以增加自己的幸福感。当这个驱动力得到满足时，我们会感到高兴；反之，则会觉得不满意。这个驱动力往往是相对的（我们总是拿自己与别人进行比较），而且是难以满足的（我们总是想得到更多）。
结合许多动物都与自己的父母、亲属或种群建立密切关系，但只有人类把这种关系扩展到了更大的群体，如组织、社团和民族。“结合”驱动力得到满足，人们就会产生热爱、关怀等强烈的积极情感；反之，则会出现孤独、愤世嫉俗等消极情感。在工作环境中，当员工为自己是组织的一员而感到自豪时，他们的激励度就会大大提高；而当组织背叛了他们时，他们就会士气低落。
理解我们都渴望了解周围的世界，于是提出各种理论去解释各种事情，并且提出合理的行动和应对措施。当事情看上去毫无意义时，我们会感到沮丧；而寻找问题答案的挑战，一般会让我们充满激情。在工作环境中，员工所做的工作如果具有挑战性，并能让他们成长和学习，他们就会受到激励；而当他们所做的工作看起来毫无价值或毫无前途时，则会士气低落。
防御在面对外来威胁时，保护自己，保护我们的财产和成就、家庭和朋友、思想和信仰，是我们的天性。这种驱动力根植于“斗不过就逃”的基本反应中，这种反应是大多数动物所共有的，但对于人类来说，它不仅表现为攻击性或防御性的行为，还表现为寻求建立一系列制度来推动正义，明确目标和意图，并且允许人们畅所欲言。这种驱动力得到满足后，人们会觉得安全和自信，否则就会产生恐惧、憎恨等强烈的消极情感。
魔方六面还原公式
