From the perspective of motivation, how to become a good business manager

Haha, this question is a bit oblique, so give it to you, motivation is the process of stimulating people's motivation, inducing people's behavior, making them exert their inner potential, and work hard to achieve the set goals. So how can a good business manager manage employees from the perspective of motivation? This requires managers to give full play to the incentive model, what are the needs of employees--- what are the motivations of employees--- what are the behavior of employees--- what are the prerequisites for employees' satisfaction needs, there is a chain reaction in the process of incentives, and the explanation is very complicated, so I will not go into details, the incentive principle is to have a clear goal, proceed from reality, focus on encouragement, treat each other sincerely, fully decentralize, open-minded, magnanimous, etc., motivating factors are something that can affect personal behavior, What is the impact on whether a person is willing to do something, knowing that people are very willing to do things that can get paid for it, this refers to the theory of employees' needs, as well as the theory of employees' sense of achievement, etc., in fact, there are many more importance of motivation in management, and my knowledge is also insufficient, so I can only do it, I hope it will help you and.

The question is a bit tangled.

The so-called excellent enterprise managers will have different understandings at different levels, such as your leaders, your colleagues, and your subordinates.

Whether you are excellent or not is the leader's final say, but can the leader use you to motivate?

You can motivate your subordinates, and they have a hard time making you deserve it.

I can only talk about it from motivating myself.

As a manager, from the perspective of motivation, the most important point is to drive the enthusiasm of employees, and the initiative, do the right thing, do the right thing, and lead the subordinates to do the right thing.

If from the perspective of a grassroots manager, the most important point is that we must have a proactive mentality, face operational employees every day, and we must motivate employees to correctly understand the tasks assigned by superiors, and do a good job on time, quality assurance.

If from a middle-level manager, more is the implementation of the annual, monthly task indicators, how to complete these indicators, must be the subordinate departments of the fierce way and program, and get the approval of the superior authorities, and implementation, as a middle-level managers in the implementation must have a good positive attitude, and values.

If from a senior managerial level, the relevant personnel of the enterprise to where to lead, this is the problem he must think about, but also must face the matter, if from the perspective of incentives, we must be more concerned about the clothing, food, housing, transportation, and the development direction of the enterprise, so that the existing resources play a more favorable value, the selection of effective incentive mechanism, is an important thing in his daily work, tap the potential of the enterprise, and promote the enterprise to the peak of development.

In the era of intervertical and scattered networking, tools are the key ways to be used in management. Micro-recognition points management tool, which can motivate employees, can be used as a reference in management. It is a form of expression in the soft management of enterprises to motivate employees and build corporate culture.

1. Good leaders must be influential.

The basic role of a leader is to influence others to voluntarily pursue a definite goal, he has the role of commanding, motivating, communicating, coordinating, having moral qualities, cultural qualities, intellectual qualities, business qualities, physical and mental health, leadership is actually an influence on others, and good leadership depends on appropriate behaviors, skills and actions.

2. A good leader must have the ability to guide and motivate.

The ability of leaders to guide and motivate plays an important role in helping individuals or groups identify goals and motivate them to achieve certain goals. According to Maslow's hierarchy of needs theory, an effective manager should consider the needs of employees at different levels and design corresponding incentives to motivate in order to achieve organizational goals. The depths of management are incentives, and it is necessary to figure out what factors can motivate people.

3. Build a highly recognized organizational culture.

Organizational culture is the norm that governs behavior, attitudes, values, and relationships within an organization. To put it simply, organizational culture is the common value system of the members of the organization and the cornerstone of effective management. The most important thing for modern high-tech enterprises is not advanced technology, nor is it a solid economic foundation.

It is "people" - well-trained employees, organizational culture is developed from the model set by the top management, with a guiding role, normative role, cohesion effect, incentive role, innovation role and radiation effect, an employee accepts the basic values of the enterprise, will alleviate the contradiction between the manager and the managed, so that the whole enterprise towards a specific positive direction of development.

4. Pay attention to the inner feelings of subordinate employees.

As a qualified manager, you must be patient, loving, considerate of your subordinates, respect their personality, and not blindly blame and criticize your subordinates when they do something wrong.

5. Build a platform for the rapid growth of employees.

Managers should genuinely care about their subordinates, fully trust their employees' abilities, support, help and educate their subordinates so that they can continuously improve and develop. When subordinates encounter difficulties and are not competent for the job, managers should try their best to help or rearrange positions, and let everyone have a fair chance of promotion, if the department is too small to do this, do not delay the development of subordinates, to encourage them to develop horizontally to achieve their goals, then they will make the greatest motivation in the years with you.