2 Based on your own growth history, apply motivation theory to analyze how elders motivate you?

Consciousness has a regulating and controlling effect on people's physiological activities, and correct consciousness can make people have high spirits, determination, will and motivation in doing things. From a young age, our elders told us stories of heroes and great men to inspire us.

There should be a distance when you grow up, how do Li Long's mixed-race elders activate their enthusiasm? The elder interests torture model to guide us to learn well, he let the next generation more on their own work in the field, well, and go outside to wake up the wind and rain to work in the street themselves.

Motivation theory refers to the process of maximizing employees' commitment to the organization and work through specific methods and management systems.

In the process of growing up, the elders often use the theory of motivation to motivate themselves. For example, set a clear goal for me. Secondly. Educate me from personal experience.

Based on my own growth history, I applied motivation theory to analyze the motivation of my elders, and it must be through the achievements of my friends around me that I should work hard to achieve what I can achieve.

My parents would be encouraging in every detail of my upbringing. Makes me more confident.

In the process of our own growth, our elders will use some encouraging words to make us feel a kind of self-confidence.

Elders stimulate children's enthusiasm, generally through rewards and punishments.

That is, to make children more obedient and more motivated to do things through rewards and punishments.

I think it's normal to motivate yourself, whether it's based on growth history or not? It's all exciting.

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.

To achieve self-motivation at this stage, organizers need to create a positive work atmosphere where team members feel proud, motivated, and belonging. This can be done by:

1.Setting goals and challenging tasks stimulates members' motivation and motivation to participate, and can improve members' sense of teamwork and collaboration.

2.Timely feedback and praise for work achievements, encourage members to explore their own shining points and advantages, so as to build self-affirmation and confidence.

3.Provide support and resources to provide members with diverse training opportunities, resource sharing, and a quality work environment for individual growth and development.

4.Adhere to regular review and reflection, understand the thoughts and feelings of members, correct deficiencies in a timely manner, support the ability to delve into and explore problems in work, and stimulate creativity in thinking and work.

5.Encourage members to dedicate and cultivate personal values, and recognize the contributions and diversity of team members, so as to build a strong team with commonalities and values.

(1) Means and methods of incentivesAccording to the law of the movement of enthusiasm, the basic way to mobilize people's enthusiasm is to stimulate and satisfy legitimate and reasonable needs, enhance people's ideological consciousness, and create a good environment full of motivation. This can be achieved by a variety of means. The means and methods commonly used in practice are:

1. Ideological and political work.

2 Rewards and Punishments. 3 Work design.

4. Employees participate in management.

5 Training incentives.

6 Inspire by example.

In the actual management of industrial and commercial enterprises, there are a variety of incentive methods, managers can choose the appropriate incentive methods according to the actual situation of employees, in order to achieve the purpose of mobilizing people's enthusiasm for work.

(2) Requirements for effective incentivesThe use of various motivational theories to motivate the enthusiasm of organizational members is an important responsibility of leaders at all levels, and it is also a necessary prerequisite for achieving organizational goals. In order for the incentive to be effective, the following requirements must be met in the incentive process:

1 Reward the behavior expected by the organization.

2. Be good at spotting and exploiting differences.

3. Master the timing and intensity of incentives.

4 Incentives should be tailored to the individual's conditions.

5. Systematic design of incentive strategy system.

Summary. Hello, I have seen your question and am sorting out the answer, please wait a while What is the product of the motivation of the expectation theory in the multiple-choice question 1? [Score: 4.]

Hello, I have seen your question, and I am sorting out the answer, please wait for a while Hello, I am happy to answer for you, Wu Pingen Rolling Digging According to the relevant information query, the motivation of the expectation theory in the behavior incentive theory in the multiple-choice question 1 is equal to what is the product of the big orange nucleus? [Score: 4 is:.]

a.Potency Expected Value Hope mine can help you!

Answer]: Automatic force.

1.The starting point of motivation is to meet the various needs of the members of the organization.

2.Incentives are inseparable from specific methods, and losses or losses can only be carried out with the help of operable and effective methods.

3.The motivation of the person stimulated by the motivation is an automatic force, which is the high-level effort made by the members of the organization on the basis of self-consciousness and voluntariness, and this power is easier to maintain for a long time.

4.The ultimate goal of motivation is to achieve the goals of the organization, and the conscious and voluntary efforts of the members of the organization must be directed towards the set goals of the organization.

5.Motivation is a marketing process, which begins with satisfying the needs of the members of the organization and exerting influence on the motivation, so as to guide, strengthen and constrain people's behavior to meet the requirements of the organization.

Psychologists generally believe that all human actions are triggered by some kind of motive. Stuffy motivation is a mental state of human beings, which stimulates, promotes, and strengthens people's actions, so it is called motivation. Human beings act purposefully in pursuit of a need.

Unmet needs are the starting point for motivation, which in turn leads to a certain behavior. The result of the action may be that the need is satisfied, and then the pursuit of the new need occurs; The result of the behavior can also be frustration, the unmet need to pursue, and the resulting negative or positive behavior.

The so-called incentive is a systematic activity in which the organization stimulates, guides, maintains and naturalizes the behavior of the members of the organization by designing appropriate external rewards and working environments, with certain behavioral norms and punitive measures, and with the help of information communication, so as to effectively achieve the personal goals of the organization and its members. This definition includes the following:

1) The starting point of motivation is to meet the various needs of the members of the organization, that is, to meet the external and internal needs of the employees through the systematic design of appropriate external reward forms and working environments.

2) Scientific incentive work needs to reward and punish at the same time, not only to reward employees for their behaviors that meet the expectations of the enterprise, but also to punish behaviors that do not meet the expectations of employees.

3) Motivation runs through the whole process of employees' work, including the understanding of employees' personal needs, the grasp of personality, the control of the behavior process and the evaluation of behavior results. Therefore, motivation work requires patience. Herzberg says how to motivate employees:

If at first you don't succeed, try try again. 4) Information communication runs through the beginning and end of the incentive work, from the publicity of the incentive system, the understanding of individual employees, to the control of the employee behavior process and the evaluation of the results of employee behavior, etc., all rely on a certain amount of information communication. Whether the information communication in the enterprise organization is smooth, timely, accurate and comprehensive directly affects the application effect of the incentive system and the cost of incentive work.

5) The ultimate purpose of motivation is to achieve the expected goals of the organization at the same time, but also to enable the members of the organization to achieve their personal goals, that is, to achieve the objective unity of the organizational goals and the personal goals of employees.