How to drive the enthusiasm of the staff?

Whenever chatting with friends in business leadership positions, most of them feel that "life is very tiring, it is too difficult to manage the enterprise", especially complaining that the staff's hearts are not compulsion, no enthusiasm. It is said that some entrepreneurs in order to manage a good business to get exhausted all day long, and some even die young before their ambition. Enterprise management feel "tired" people, mostly because "everything must be personally" or the pursuit of "perfect", lest the enterprise has such and such a problem and all day long, but the subordinate employees are No feeling, or even insensitive. The more this happens, the more the enterprise tends to smoke everywhere. Either something is wrong here, or there is a little trouble. Do not personally deal with and do not rest assured that, as a result, the leadership of the exhaustion of running around and little effect. Sima Guang in the "Ziji Tongjian" said at the beginning: "the four seas of the wide, trillion people, subject to a person, although there is a great strength, high world of wisdom, do not run away and serve ......". In many units, the leadership is also aware of the importance of staff motivation, some people have used the past that kind of simple, didactic ideological education methods. As a result of the face of the new social situation, it seems incompetent; some people have drawn on Western management experience, material stimulus, indiscriminate bonuses, the result is contrary to the wishes of not only the enthusiasm of the staff has not mobilized, but also gave rise to the staff of the psychology of comparison, interpersonal conflicts. It seems that the key to work is management, the key to management is to manage people, the key to manage people is to mobilize people's enthusiasm. On the mobilization of human enthusiasm, is indeed a complex and ancient problem, and to mobilize the enthusiasm of the staff, focusing on stimulating the staff's intrinsic motivation, which is the fundamental work of the staff's motivation, which is the pursuit of every manager, but also whether the enterprise can achieve its value objectives of the important determinants. In this article, we will be from the management of the multi-faceted multi-angle in-depth discussion of the various factors affecting employee motivation, and from the temperament of the leader, the work atmosphere and employee self-motivation and other aspects of the mobilization of employee motivation measures, so that managers in the happy and all employees in step with the same goal of proactive forward. What is positivity? Psychology sees positivity as a kind of behavioral power performance in the state of psychological motivation. It includes human cognition, emotion, will and other psychological components in an excited and active state, so that the human intellect, physical strength, ability to play out the maximum vitality, become the driving force of human behavior. So how is human positivity formed? Psychologists have shown that: the positive behavior of human beings has its own formation of the law, from the point of view of its psychological mechanism, it consists of four stages of the need - → motivation - → behavior - → goal. From this, we can see that the need is the basis and source of human positive behavior. Due to the need to drive people to produce motivation, thus triggering human behavior. At the same time, the goal as a result of the action of the super-reflection, it can prompt the human needs into motivation, human behavior plays a role in guidance, incentives and so on. Needs, motives, goals are the main factors that constitute the psychological motivation of human behavior. The higher the level of people's needs, the clearer the goal, the stronger the motivation, the greater the intrinsic motivation of its behavior, and thus its work enthusiasm is also the higher, the more lasting. Therefore, we should be good at meeting the basic needs of employees on the basis of to stimulate them to produce high-level needs. Inspire them to set up achievement goals, so as to achieve "for the work of motivation, work to motivate" concept, which is the most important mobilization of motivation of a good way. The so-called incentive refers to a certain stimulus to stimulate people's motivation, so that people have an internal motivation to the desired goal. How to use incentives to mobilize people to do a good job, which is not only vital to the rise and fall and development of enterprises, but also the main responsibility of an effective leader or manager and the necessary management qualities. First, to meet the basic needs of employees Hierarchy of needs theory divides the basic needs of people from low to high level into five levels. That is: physiological needs, safety needs, social needs, respect needs, self-actualization needs. Physiological needs, that is, to ensure the survival of people's material enjoyment needs, such as clothing, food, housing, transportation, medical needs, etc., only this most basic needs to be satisfied to the extent necessary to maintain life, the remaining needs can become a new incentive. Safety needs, that is, personal safety, labor safety, occupational safety, property safety and so on. The need for safety manifests itself after the relative fulfillment of the physiological needs mentioned above. The need for socialization is that people are willing to establish friendship relationships, desire to get support and friendship, and want to belong to a group and be accepted by the group and society. The need for respect is the need for self-esteem and to be respected, the desire to gain reputation or prestige, and the desire to be recognized when one achieves something. The need for self-actualization is the highest level of the most basic human needs. This need implies that people want to accomplish work commensurate with their abilities so that their potential abilities can be realized. Standing in the manager or leader's point of view, only to grasp the needs of people can actively create conditions to meet people's needs, purposefully guide the needs of targeted management, so as to achieve the purpose of motivating people. Second, to know people, the so-called know people, that is, to understand the subordinates of the moral talent and knowledge, character style. Although we spend time together, in the same unit of the same department work, but because of the different qualities of each person, talent varies, even if the same person, the ability to do things differently from time to time, some people are decisive, thunder and lightning can be impatient; there are resourceful, gentle and approachable, but indecisive. ...... As a leader, we must be for the characteristics of each person, use their strengths, avoid their own. The leader must use his strengths and avoid his shortcomings. Let the Tiger go up the mountain, the Dragon go down to the sea. The other side of knowing people also includes being a good friend. Care for the subordinates, to meet the psychological and emotional needs of subordinates, and actively help subordinates to solve practical difficulties, is an important way to mobilize enthusiasm. "Scholar for a friend with", understanding, care, trust, tolerance and respect for people, with the intention of creating a comfortable environment, it is easy to produce between people and the rationale of **** Ming and emotional echoes. Therefore, as the most direct supervisor, should often find subordinates talk, work achievements should be timely praise and congratulations, was frustrated by the unfortunate need for care and comfort, conflicts between colleagues, should be resolved in a timely manner, and strive to re-create a pleasant, tolerant, understanding and friendly atmosphere, to get rid of the embarrassing predicament. In a word, to consciously get along with the emotional investment, give people a sense of approachability, so that everyone tastes the collective warmth, in politics, justice and principle, under the premise of appropriate relaxation of the management of the "reins", respect for people trust people, to give the subordinates to the psychological satisfaction of equality. As a leader, if this is not assured, that is not assured, everything is to do, is to be a son to do grandson, will also be up and down not pleasing, and will be busy and burnt out. Smart people know how to authorize, good appointment, the art of transcendence, skilled at breaking through the complexity of the affairs of the surroundings, should be entrusted with the right to really hand over to the subordinates to maximize the excavation and use of its ability to play a positive, creative. This on the one hand, so that colleagues have a certain degree of autonomy and to play the world of talent, on the other hand, can greatly stimulate the sense of trust and enthusiasm of colleagues, so that their duties, do their duty, to get their wisdom, into its business, but also to make their own focus on grasping the big things, planting a good "field of responsibility". Third, to create a harmonious environment due to the character of the work unit personnel, experience and division of labor, the work of the inevitable contradictions and incoherence, which requires the leadership of the height of the overall situation, the full development of democracy, listening to different views, and subordinates to advocate "and", and improve unity, enhance cohesion and centripetal force, to play a good overall function. However, and subordinates advocate "and", is not simply unprincipled reconciliation. On the contrary, the democratic time democracy, the time to focus on concentration, the time to criticize must be criticized. Only "and" not "unity" is liberalism, only "unity" not "and" is paternalism. To this end, in the specific work, to sing "will be good and", the deputy, comrades to respect each other, support each other, in the event of more discussion, more ventilation, consciously to do "within the figure of concentricity, outside the support of cooperation". Efforts to play a good internal "concerto", balanced, timely and focused, bold decision-making, and really be able to raise, put down, spread, united. In the "and" and "unity" dialectical relationship, should also pay attention to an educational issue, adhere to the learning system, with the correct theory to guide people, with advanced deeds to inspire people, with negative examples to caution people. At the same time on the shortcomings and mistakes of subordinates to dare to criticize, which is sincere love and care for colleagues, conscientious performance of their duties. But criticism must master the way and method, pay attention to the proportion, environment, to distinguish between different objects, take different forms. Criticism should also take into account the situation of the criticized, attitude, if the other party can not be accepted, the atmosphere should be eased in a timely manner, the attitude of criticism should be sincere, can not be used ironically, sarcastic tone, if the criticism is wrong, we must dare to take the initiative to admit fault, remove the gap, in order to facilitate the unity. Fourth, to do to help promote the management of the pursuit of advancement, the desire to become a talent is generally *** with the same psychology. As a leader of the subordinate progress and growth should always be concerned about, and try to help their upward development. The kind of fear of "red apricot wall", the sense of outflow of talent, or to their own interests as a starting point, not to provide colleagues with the opportunity to display their talents is wrong, is short-sighted approach. It is a short-sighted approach. It is very difficult for a "Wudalang opening a store" type of leadership to make colleagues devote all their energy to their work. Therefore, we have to find ways and actions to make it feel that the leadership has to support the talent to stand out of the heart and enthusiasm, only in this way, the ministry can maximize the work of enthusiasm and creativity, and work together to think about the work of the idea. In the process of helping comrades to improve, everyone can establish a sense of collective honor, each specific work we can actively put forward ideas and suggestions, the formation of a kind of not afraid of hard work and difficulties, unity and struggle of the unit's working atmosphere, so that the individual's conscious spirit of work, like salt sprinkled in blood, dissolved in the unit's overall work, so that the management intention to dissolve in the comrades' conscious action. Fifth, make good use of incentives to motivate people to different, flexible and diverse ways to adapt to different ages, different hobbies, different departments, different positions of people's needs and pursuits, which is an effective way to mobilize people's enthusiasm. One is to take different incentives. Managers should be based on the similarity and difference between the advantageous needs of people, to take different rewards, and strive to make each kind of reward can be suitable for different people's advantageous needs, and improve the incentive effect. Secondly, the incentive mode should be flexible and diversified. The strength of the psychological impact of incentives on employees does not depend entirely on its economic value or the level of spiritual encouragement, but depends on the individual differences between employees and the group atmosphere, and depends on whether a certain incentive is in line with the advantageous needs of the majority of employees. Therefore, enterprises can adopt different incentives according to the characteristics of the enterprise. For example, work incentives can be used, try to put the staff in his suitable position, and in the possible conditions of the work rotation to increase the novelty of the staff, so as to give the work to a greater sense of challenge, to develop the enthusiasm of the staff on the work of the enthusiasm and motivation; second can be used to participate in incentives, participation, the formation of the staff of the enterprise's sense of belonging, a sense of identity can be further to satisfy the self-esteem and the need for self-fulfillment, to stimulate the enthusiasm and creativity of the staff. Stimulate the enthusiasm and creativity of the staff, so that the enterprise can be further developed. Thirdly, managers should combine material incentives with image incentives organically. Give the advanced model character bonus, goods, promotion, promotion can certainly play a role, but the image of incentives can make incentives to produce a sustained, strengthened role. In short, in the tide of the market economy, in-depth study and explore how to use incentives to mobilize people's enthusiasm is placed in front of the leaders and managers need to focus on solving a new problem. Only the full use of incentives, in order to better promote the effective operation of enterprises, improve competitiveness and even survival, in order to achieve the rewards of diligence and punishment of laziness to tap the inherent potential. Only the full use of incentives to mobilize the enthusiasm of workers, so that members of the enterprise quality continues to improve, business continues to be skilled, so as to maintain a strong motivation to work, in order to make the enterprise can be healthy and rapid development.