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1 constitute
1.1 extrinsic motivation
money
- stock
- Need to determine the standard dimension is entry time employees, with a total length of service, is now job working hours, job level, the previous year's performance, teamwork and employee overall evaluation will eventually come to share determine the nature of eligible employees can purchase and the number of shares.
- New employees (requires a certain level), that entry must be a full year employees can enjoy stake in Huawei's internal staff, employees can make purchases according to their wishes, cash or give up these three forms of choice.
1.1.1 origin principle and the principle of
- Excitation basic motivation
Motivation - Power - Action
for grassroots staff hungry, middle-level employees have a sense of crisis, senior employees have a sense of mission
- The basic contents of incentives
Decentralization of benefit + name + points
- Decentralization: rotating CEO system
- Distributions: broadband pay, bonuses, small wet shares , Partner
- Points name: honor or reputation based on a variety of incentives, including blue blood Shijie title / or various chief expert of the stars of tomorrow
- Basic guide excitation
From external to internal motivation of self-motivation
core motivation is to guide employees to achieve self-motivation, resulting in behavior of high performance, you can do without having Swagger from Endeavor
4. KSF
case study
- Selection of indicators: a more performance-oriented, higher adhesion index and profit. Such as "gross margin process," "process output value" instead of "production reached a rate plan"
- Incentive Design: looking for companies and employees can accept balance, in order to excite designed as a fulcrum
- The incentives: the beginning of the design is 50% -80% of staff salaries
- Incentive measure: target and budget direction, expand the incentive measure
- Results: The community of interests, plots
1.2 intrinsic motivation
- Intrinsic motivation
Mental perception
