According to the hierarchy of needs theory, summarize the basic methods of motivating others

According to the Hierarchy of Needs Theory:

1) When motivating employees, reasonable remuneration should be given according to the needs of employees, and the rewards must be able to meet the needs of employees to a certain extent. First of all, managers need to understand what employees want from their work, that is, they need to understand their needs, so that we can determine the appropriate prizes.

2) The work objectives should be challenging. After completing a certain difficult work task, people will have a certain sense of accomplishment, which can satisfy their need for respect or self-realization.

3) Enhance employees' ability to self-motivate through education and training. The enthusiasm and motivation of employees are usually greatly related to their own qualities. Generally speaking, the stronger the self-confidence and enterprising spirit, the more attention to high-level needs, therefore, such employees are easy to self-motivate, show high morale and enthusiasm for work, thereby enhancing their ability to self-motivate, which is an important means for managers to motivate and guide the behavior of subordinates.

The main content of the hierarchy of needs (Maslow's five-level theory of needs):

1) Physiological needs: food, water, shelter, sexual satisfaction, and other physiological needs.

2) Security needs.

The need to protect yourself from physical and emotional harm.

3) Social needs: the need for friendship, love, belonging, and re-acceptance.

4) Respect the need.

Internal respect includes self-esteem, autonomy, and a sense of achievement, while external respect includes status, recognition, attention, etc.

5) Self-realization needs: the need for growth and development, the need to give full play to one's own potential, and realize one's ideals. It is an internal drive to pursue the limits of one's abilities.

Maslow's Theory.

There are two basic arguments:

1) Man is a needy animal, and a need that has been met can no longer play a motivating role;

2) People's needs are hierarchical, and only after the needs of the previous layer are satisfied, the needs of the previous layer will show their motivational effect.

Summary. According to the motivation theory, the basic methods to stimulate and encourage the enthusiasm of employees in real work are summarized After a period of salary increase, employees fall into "salary increase fatigue", and work efficiency returns to the past, at this time, employees often look forward to another salary increase, and if the expectation of salary increase is not met, they may choose to leave. However, no company will constantly raise employees' salaries because of this, and as a result, salary increases will lead to an embarrassing situation for the company.

This is the consequence of the transformation of "motivational factors" into "health factors" for the company.

In fact, according to Herzberg's research, as long as the company can maintain a certain "health factor", employees will not be dissatisfied with their work, but they will not be highly engaged in work, and managers need to provide as many incentives as possible.

However, each incentive should not be maintained or constant for a long time, but should be adjusted in a timely manner according to the conditions of employees, work and the market, with short-term concentrated incentives as the mainstay, supplemented by long-term insignificant incentives. In order to ensure the long-term effectiveness of incentives, in order to achieve the plan to achieve the development goals of the enterprise with the help of talents.

According to the motivation theory, the basic methods of stimulating and encouraging the enthusiasm of employees in real work are summarized.

According to the motivation theory, the basic methods to stimulate and encourage the enthusiasm of employees in real work are summarized After a period of salary increase, employees fall into "salary increase fatigue", and work efficiency returns to the past, at this time, employees often look forward to another salary increase, and if the expectation of salary increase is not met, they may choose to leave. Regret is true, but no company will continue to raise employees because of this, and as a result, the salary increase will lead to an embarrassing situation for the company. This is the consequence of the transformation of "motivational factors" into "health factors" for the company.

In fact, according to Herzberg's research, as long as the company can maintain a certain "health factor", employees will not be dissatisfied with their work, but they will not be highly engaged in their work, and managers need to provide as many incentives as possible. However, each incentive should not be maintained or constant in the long term, but should be adjusted in a timely manner according to the conditions of employees, work and the market, with short-term concentrated incentives as the mainstay, supplemented by long-term insignificant incentives. In order to ensure the long-term effectiveness of incentives, in order to achieve the plan to achieve the development goals of the enterprise with the help of talents.

In fact, everyone has hidden friend needs, but everyone has different needs for different things at different stages, and there is no incentive if these needs are not met. While clubs and fans continue to emphasize fulfillment and accolade, they ignore the most basic need of a person – physical satisfaction, which has nothing to do with the accolades they receive in their current position. Only when their physiological needs are met will they have the motivation to pursue a higher level of demand.

The core of Maslow's hierarchy of needs theory is based on an understanding of human nature and hail respect, managers must understand and respect their needs, and it is impossible to form an effective incentive mechanism once this foundation is contradicted.

Content-based motivation theory focuses on the internal needs and motivations of people rather than external factors.

The most well-known content-based motivation theory is Maslow's hierarchy of needs. According to Maslow, human needs can be categorized into five levels: physiological needs, safety needs, social needs, respect needs, and self-actualization needs.

These needs are arranged in a hierarchical manner, with individuals needing to meet the needs of the lower levels before they can pursue the needs of the higher levels.

In addition to Maslow's hierarchy of needs theory, there are other content-based motivation theories, such as the ERG theory, which proposes three basic levels of needs: existence, relationship and growth, psychological contract theory focuses on the individual's expectations and commitments to the organization and the organization to the individual, and the two-factor theory proposes two motivational factors, satisfaction factor and motivational factor.

Content-based motivation theory argues that an individual's motivation and behavior are based on their intrinsic needs and desires. Meeting these needs can lead to a sense of satisfaction and fulfillment, which in turn pushes individuals to work better and pursue their goals.

The intrinsic linkages of content-based motivation theory include hierarchy of needs, motivation**, satisfaction, and fulfillment

1. Need hierarchy: Content-based incentive theory argues that human needs can be classified according to a hierarchical structure. Maslow's hierarchy of needs theory divides needs into five levels: physiological, safe, social, respectful, and self-actualized.

There is a certain correlation between these levels, and individuals need to meet the lower level needs before they can pursue the higher level needs.

2. Motivation**: Content-based motivation theory focuses on the study of the internal needs and motivations of individuals. An individual's motivation comes from satisfying his or her inner needs, which can be physiological, psychological, or social.

Meeting these needs can lead to behaviors and a sense of satisfaction and accomplishment.

3. Satisfaction and sense of achievement: Content-based motivation theory believes that satisfying an individual's intrinsic needs can bring a sense of satisfaction and achievement. When individuals feel fulfilled and accomplished, they are more likely to be self-motivated and strive for their goals.

A sense of satisfaction and accomplishment also motivates individuals to develop their potential and pursue self-realization.

A brief introduction to Takeshi Kumagawa's "Total Motivation Theory".

1) The "comprehensive incentive theory" is mainly composed of three parts: "full motivation, full motivation, and vegan incentive". (2) Incentives for all employees: Other incentives; self-motivation; The meaning and important characteristics of mutual encouragement.

3) Whole-process incentives: to arouse the needs of the beginning, to meet the needs of the end; Work all aspects of management (planning, implementation, and value).

4) Vegan incentives: Conduct material incentives worthy of the name; It is necessary to unify the explicit and implicit factors of spiritual encouragement to play a role; It is necessary to fully understand the special incentive value of activities.

Summary. The purpose of motivation is to stimulate people's motivation for correct behavior, mobilize people's enthusiasm and creativity, so as to give full play to people's intellectual effect and make the greatest achievements.

What kind of needs in management will cause incentives? How are incentives generated? What is the purpose of incentives?

The purpose of motivation is to stimulate people's motivation for correct behavior, mobilize people's enthusiasm and creativity, so as to give full play to people's intellectual effect and make the greatest achievements.

The process school in the motivation model theory believes that there is a process to achieve the goals of the organization by satisfying people's needs, that is, it is necessary to influence people's needs by formulating certain goals, so as to stimulate people's actions, including Frum's expectation theory, Locke's and Hughes's goal-setting theory, Porter's and Lawler's comprehensive incentive model, Adams's fairness theory, Skinner's reinforcement theory, etc.

Maslow's theory of the demand layer is the most widely used theory in the study of organizational incentives. Maslow's theory divides needs into five categories: physiological needs, safety needs, social needs, respect needs, and self-realization needs, from the lower level to the higher level.