http://www.chinahrd.net/blog/413/1208997/412715.html
Human Resources breeding with stress leave. Which is the enterprise to keep people very important issue, good performance incentives in order to better retain employees, ensure the stability of the organization. Went to the end of the year, many companies must give employees awards, they think nothing but incentive Hair money line, which is actually hard to tell the difference between incentives and rewards. So in the end what is the motivation, how should we do it?
Reward
Incentives and rewards, in the eyes of most people, the distinction is not particularly clear, two words have similarities, but also an enormous difference.
First, start with the definition, the meaning of the award is to give honor or property to encourage, inspire and motivate representatives are encouraged, people cheer.
Next, it is distinguished from the contents of both.
Causal levels: the main difference between the two front and, on the cause and effect. The main award is given for the result, but mostly excited because at first. If the behavior is rewarded, and the motivation is due to act;
2. Include levels: the reward is an important means of motivation, used properly, can further mobilize the enthusiasm of people, motivating people to self-improvement;
3. practical level: the reward is the work of subordinates or employees within companies to give finds its material reward.
Incentive important consideration is the intrinsic motivation of subordinates, so that employees can be enthusiastic at work, is an inner, more profound way to motivate subordinates.
Award is in recognition of the results of the work of employees, motivation is considered intrinsic motivation of employees, inspire employees to inner feelings.
We need to learn business incentives.
Business incentives, by definition, is how to create incentives and planning.
In essence incentives in terms of business incentives it is how to design and create incentives from the point of view of human nature.
The basic motivation is mainly to improve the work ethic, enthusiasm, loyalty and other employees within the organization.
From the contents of incentives, which includes mental stimulation, incentive pay, honor motivation, job incentives.
Establish an effective incentive mechanism and implementation of effective incentives are an effective way to business incentives.
Taylor in "Principles of Scientific Management," in On the Road:
"It can be defined best management model commonly used: In this management system, the workers play the greatest degree of enthusiasm; return from their employer to make some special incentives."
What is special incentives? Taylor did not answer, but he referred to enterprises and employees win-win situation.
"The fundamental purpose of scientific management is to seek the highest labor productivity, maximum efficiency is the basis for employers and employees to achieve common prosperity, an important means to achieve the maximum efficiency is to use scientific, standardized management methods instead of management experience."
Vitality comes from the mechanism, but the mechanism is the core of the incentives.
A history of management, can be said that a study of the history of how to motivate employees entrepreneurship and innovation.
Whether Taylor's scientific management theory, Herzberg's two-factor theory, McClelland's need for achievement theory, or one single one win Zhang's management, in essence, are concerned about a problem:
How to motivate employees, so that their enthusiasm and initiative are emerging?
So, the value of all the employees in what is the most important? This is the sense of accomplishment, a sense of accomplishment is the only way to incentives!
McClelland define their sense of achievement are: to succeed, the pursuit of superiority, hope to do the best needs!
? What mechanisms have the charm of "The Shawshank Redemption", the Reid looked at the prison walls, said Du Folan:
"You see, these walls are funny just jail time, you hate walls around; Slowly, you get used to living in it; eventually you will find yourself having to rely on it to survive this is called institutionalized. . "
Human behavior is the product of the mechanism, we all live in some kind of system, which it is subject, by the left and right, over time, to form a habit with a particular system stigma.
Philosophers say that human nature is both sides, different systems and different mechanisms will lead humanity from the angel and the devil did not we think of so far.
So have people say, good system can make people become angels, bad system can make people become the devil.
Mechanism design theory tells us that every person in the subjective pursue personal interests, acting in accordance with the subjective self-interest, unless the benefits, otherwise participants generally do not act from the heart.
Nobel Prize winner, the father of the theory of the mechanism Hurwitz believes that:
Mechanisms developed by designers need to give each participant an incentive to make the participants while maximizing individual interests can achieve the goal established by the designer.
Huawei quantum excitation
Incentives into the main incentive and motivation object.
In the agency, the client due to the strength of the economy in a dominant position, so we can use incentive to require the agent to act in accordance with their wishes.
This excitation with mandatory inequality of having stimulated are concerned.
From the nature and the human subject that everyone is equal.
From the object in terms of motivation, self-motivation is no longer the existence of such inequality, more of a kind of inner driving force, to achieve self-motivation.
The foundation of quantum motivation comes from quantum theory, quantum theory tells us:
If you think like normal people, then you may be out of date, may all of a sudden it will fall into the quagmire of thinking;
But if the show themselves in a unique, distinctive form, your success rate will increase.
By the same token, the information age is full of uncertainty, unpredictability, and not jumping continuity.
Cognitive models of quantum theory, will jump fluctuations, uncontrollable regarded as normal development of things, our way of thinking and implementation will have a broad and far-reaching change.
How do we solve the incentive problem in a dynamic organization, how uncontrollable, the normal incentive to achieve, we need to build a new quantum theory of motivation.
According to quantum theory point of view, the nature of incentives should be based on self-motivation of each individual part of the basis, to deal with the interaction dynamics, complexity and uncertainty.
Let's look at Huawei's think and do.
In the "Accenture chairman and chief visited the Minutes of Talks" (2015), the Ren says:
"The uncertainty of things, to deal with the elite organization. Certainty of things, supported by the platform or shared organization and services. Assessment of uncertainty is to grasp the risk assessment for certainty is efficiency and effectiveness . "
Similarly, in "human resources policies to be developed in the direction of decreasing entropy" (2016), the Ren Zhengfei also says:
"Cycle enabling each department, circulation cadres must not stop, stop on precipitation, it is impossible to accommodate future new operations. Reserves way swirls the greater the spin, put the volume coming in are active at this favorable entropy flow reduction, the company's ultra-steady-state inert does not appear. "
Huawei believes that ICT (the combination of telecommunications services, information services, IT services and applications) is a vibrant industry. Living in ICT industry, Huawei is no shortage of opportunities, just missing organizational skills.
Organizational skills, is how to systematically take the initiative to build the appropriate operational capacity, and through the organization, processes, personnel, decision-making mechanism to integrate and solidify personal abilities (individual ability is the company's insights hidden fragmentation).
Now lack of capacity, from past business does not need.
Toynbee analyzed 13 lost civilization, of which tribes are shepherds civilization, how the grass, how grazing, how to enhance the growth of sheep breeding, how meat production, how sheep shearing and other technology to the limit.
Later, climate change, the grass withered, the entire civilization disappeared, because the sheep will tribe, not farming, hunting, fishing.
Ability is forced out of business.
CT, IT, the ability to lead the advantages of OTT companies, not natural, are being forced out of business.
Huawei's early days to do the communications infrastructure industry, many engineers do not learn to communicate in a communication, not learning software in editing software, it is the case in the absence of the ability to rely on hard work and business pressures, learn to fight in the war.
Numerous cases have proved business pressures are forcing the ability to enhance, not only has the ability to battle. In this context, Huawei's motivation is different.
In the "chief representative of the Ministry and the Chinese region and the competent forum" (2017), a sermon Ren
"Just material incentives, that is, mercenaries, mercenary operations, sometimes much more powerful than the regular army. However, if there is no sense of mission driven by this spirit, this ability is short, only the regular army have driven mission and responsibility his long-term war. "
Promote the flow of talent, knowledge and ability to promote the upgrade, opened the incentive based on the contribution difference gap, break the balance, a tension, hard work and get sharing system, etc., these are familiar keywords Huawei in recent years.
Not rigid in the implementation of the company's policies. For example, in terms of incentives to pull the gap, the gap must be based on real contributions.
If the difference between the actual contribution of team members is not so big, it can not be artificially opened the incentive gap, cause we find it unfair, but hurt the team fighting.
What kind of person can be exceptional promotion? You need to generate significantly more than the average level of performance.
For example, there is a silicon photovoltaic project, broke through this project, will be a significant increase in advanced technology and lower costs, it could bring billions to the company's future profits.
There are four paths to go, the project is divided into four teams, who do not know which path to succeed.
Colleagues in which the light transmission areas with a crack, go along the path of greatest probability.
Another expert, he took another team to go along the path of the second-largest probability.
Some technicians do the third path.
Article path, then determine the probability of success is minimal, Dr let a newly recruited to do.
Later, the rank is made up of Dr. 15.
Colleagues back the whole process, Dr. Young found success not hit the jackpot, its theory and logic are established, it is achieved with the strength of this success. Like this exceptional promotion of talent gave him a five.
So, Huawei is based on the actual contribution opened the gap to motivate and reward the gap, not to widen the gap and widen the gap, that would tear the team of cultural cooperation.
This is Huawei's quantum excitation, it does not have the basic rules to follow, but it is the biggest rule is to follow the basic rules of quantum.
Collaborative incentive
Synergetic incentive system refers to the views of the various incentive objects of scientific, timely synchronized incentives, in order to achieve synergies, to obtain a best overall systems engineering organization meets portfolio.
Some scholars will inspire hierarchy of needs and expectations theory were integrated, collaborative team put forward the corresponding incentive model:
The team is excited by the collaborative team incentives into external position and team achievements composed by a team culture, team harmony degree, composed of team members encourage internal motivation.
In large Internet data background, personalized mass customization has become mainstream.
Whether it is Alibaba, represented by the earliest explorers, Amazon, Wal-Mart is the big data-driven and representatives of mining, cool special intelligence, Uber, etc. based on customers' individual drivers of large data, or everyone involved, all personalized drive the Airbnb, etc., are looking for continued development of large data-driven enterprise.
Gigwalk, Wei-off site to provide incentives, wikipedia, MOOC grading system of inspiration for designers ......
These incentives to achieve effective cooperation between the Employer, intermediaries and then package the tripartite proved the importance of reasonable and effective incentive mechanism.
Crowdsourcing effective synergetic incentive not only to a single Internet companies, but also by the widespread occurrence in big data, the impact of the Internet retail business, finance, manufacturing, and other traditional cultural industries and emerging industries.
Under the contract system from the traditional model as the core of a closed centralized steering incentives under the era of big data-driven self-service collaborative crowdsourcing, which is in the development of today's business requirements of the times, innovation is the transformation of the mode of social production.
Collaborative excitation comprising excitation explicit, implicit incentive, motivation and activity emerged excitation.
1. explicit incentives
Encourage the implementation of the "hardware", the sum is expected to receive substantial compensation within a certain time limit, and the corresponding extrinsic rewards, there are short-term incentive effects of the main incentive.
2. implicit incentive
Implementation of incentive "software", refers to the use of covert non-public incentives that encourage the body in undefended psychological unconsciously be motivated, and corresponding intrinsic rewards, there are medium-term incentive effects of the main incentive.
3. Incentive activity
The main incentive according to certain values, an expectation things around.
Active incentive to reflect on the moral, concept of good and evil and right and wrong, it is a knowledge alliance soil culture and incentives to encourage the formation of long-term incentive effects of the main incentive, is the implementation of incentive "wetware."
4. The emergence of incentive
After excitation unconscious body is activated, the excitation source utilized dominant, recessive form of incentive activity.
After the formation of the emergence of incentives, the main incentive incentive can grasp the opportunity to control the excitation frequency, to grasp the degree of motivation, between the main incentive to properly govern the behavior and the relationship between the body, promote synergies emerge.
There excitation laser, there is shock excited, both the excitation coupling interaction, i.e. a synergistic effect emerged excitation.