Briefly describe how to properly implement incentives for discrimination and fairness?

For example, if you are an ordinary worker, there are a lot of people who can't send mail, can't talk too much, and sometimes you have to treat them fairly, because those people have been doing those things all year round if you give them differently, people will have opinions, there are internal contradictions, and the whole environment is also broken, the difference is those who do business and the like, and those who are related to performance.

In our daily life, well, the incentive method of always differentiating and treating people fairly, the difference is that there are some difficult people, we can subsidize and rescue it, and fairness means that in um, everyone in the company must improve, and they must grow.

Regarding the incentive method of difference and fair treatment, then treating people fairly is mainly about some basic basic requirements, for example, the difference between work and post, mainly to make personnel feel that this upward space can be flowed.

In a unit or a company, if yes, the incentive method of treating people fairly is that we want to give all employees a dull opportunity, but for them to create the end result is different. Implement incentives.

Briefly describe how to correctly implement the incentive method of difference and fair treatment, the correct fact is to implement it according to the right method and strategy, and to treat others fairly and justly.

In order to correctly implement the method of differential and fair treatment of people, it is actually necessary to have a very perfect system of assessment and a correct mechanism.

The method of this experience also varies from person to person. Of course, experiencing oneself is not the same as experiencing others.

Briefly describe how to properly implement incentives for discrimination and fairness? This brief description can't, look it up above.

Summary. 2. Improve the salary distribution structureIn the past, the simple salary structure can no longer meet the needs of modern enterprise management, and with the continuous development and improvement of the salary concept, the salary structure should also undergo great changes. Therefore, in addition to traditional salary, bonuses, subsidies and other salary items, enterprises should also launch salary items such as options, equity incentives and enterprise annuities, so as to give full play to the characteristics of salary items for different types of employees and improve the salary structure system of enterprises.

At the same time, a scientific salary distribution system and supervision and assessment mechanism should be formulated to avoid the unfair impact of human factors on salary distribution.

1. How to determine the pertinence and fairness of incentives.

Hurry up. 2. Improve the salary distribution structureIn the past, the simple salary structure can no longer meet the needs of modern enterprise management, and with the continuous development and improvement of the salary concept, the salary structure should also undergo great changes. Therefore, in addition to traditional salary, bonuses, subsidies and other salary items, enterprises should also launch salary items such as options, equity incentives and enterprise annuities, so as to give full play to the characteristics of salary items for different types of employees and improve the salary structure system of enterprises.

At the same time, a scientific salary distribution system and supervision and assessment mechanism should be formulated to avoid the unfair impact of human factors on salary distribution.

3. Improve the incentive mechanism of enterprises and give full play to the incentive of salary, and enterprises must establish a set of diversified and differentiated incentive mechanisms in order to effectively attract and retain talents. First, establish a diversified incentive mechanism. According to Maslow's theory of needs, if you want to fully motivate someone, you should understand the level of needs they are in and use relevant measures to meet these needs or higher needs, so as to influence the person's behavior and play a motivating role.

Therefore, enterprises need to establish a diversified incentive mechanism, consider from different demand levels, combine material incentives with spiritual incentives, and combine short-term incentives with long-term incentives. For example, special allowance incentives, that is, an incentive method for employees who have made special contributions to the enterprise, enhance their sense of belonging and loyalty to the enterprise, so that they can work harder and be more confident in their respective positions; Or various forms of training and promotion space, organize outstanding employees to participate in training courses with tourism nature, visit famous enterprises, encourage employees to study, and regularly select outstanding employees to go abroad. Second, adhere to differentiated incentives.

Adams's equity theory is an incentive theory proposed by the American scholar Adams in the 60s of the 20th century on the basis of synthesizing the concept of distributive fairness and cognitive dissonance.

The theory is that the perception of one's own reward and the cognitive dissonance of comparison lead to the psychological imbalance of the person, that is, a sense of unfairness and psychological tension. In order to reduce or eliminate this tension, the person concerned takes some kind of action to restore psychological balance. If the remuneration is fair, the person will get a sense of satisfaction, which will motivate the person to behave.

The formula is: OP IP=OC IC

OP - How you feel about what you are paid.

OC - one's own feeling about what others are being paid for.

ip - the feeling of one's own investment in one's own personal making.

ic—The feeling of one's own devotion to others.

Hello Just write about the impact of incentives on performance and good luck.

That's right.

Fairness theory is a theory that studies the impact of the rationality and fairness of wage and remuneration distribution on the work enthusiasm of employees. It was proposed by the American psychologist Adams in 1967.

This theory holds that the degree of satisfaction of employees with income can affect the enthusiasm of employees, and the degree of satisfaction of employees with income depends on a process of social comparison, and a person is not only concerned about his absolute income, but also about his relative income.

That's right, the fairness theory, also known as the social comparison theory, was proposed by the American psychologist John Stacey Adams in 1965. This theory is a motivation theory that studies the relationship between human motivation and perception, and the theory believes that the degree of motivation of employees is higher than the subjective comparative feeling of the proportion of reward and input between themselves and the reference object.

Correct, the fairness theory, also known as the social comparison theory, is an incentive theory put forward by the American behavioral scientist Adams in "The Relationship between Workers' Inner Conflict on Wage Inequality and Their Productivity", "The Impact of Wage Inequality on Work Quality", "Unfairness in Social Exchange" and other works. This theory focuses on the rationality and fairness of wage and remuneration distribution and its impact on the production enthusiasm of employees.

The same approach to motivation does not guarantee that every employee will be effective

A good approach can ensure that most people are effective

I think the fairest thing is to adopt a consistent method of rewards and punishments

The salary is divided into a number of parts, such as: basic salary, performance, results, position, rewards, evaluation, etc

In this way, wages come from many sources, so that they can be controlled, and the good ones will be rewarded more and the bad ones will be less

There are also penalties, such as attitudes, violations, results, etc., demerits, fines, etc

Slowly, the distance between employees will be widened, and the excellent can be reflected

Incentives don't work for everyone, and it's not a one-size-fits-all approach to motivation.

Fairness is a very important principle in employee management, and any unfair treatment felt by employees will affect his work efficiency and work mood, and affect the incentive effect. Employees who have achieved the same results must be rewarded at the same level; Similarly, employees who make the same mistake should be punished at the same level. If this is not done, managers prefer not to reward or penalize.

Managers must have a fair mindset when dealing with employee problems, and should not have any biases and preferences. Although some employees may be liked by you and some you don't, at work, you must treat everyone equally, and there must be no unfair words and actions.