The function of the goal incentive method is that the incentive effect of the goal and its specific

The function of the goal motivation method is to make you have a stronger motivation in your heart, and then you can achieve your own goals, and then have a stronger self-discipline, and then regulate your own daily life planning, that is, it can promote the development of a state of affairs in your study, life and work, that is, if you have a goal motivation method, it is far better than if you have no goal or other methods, because you have a good goal, motivating words, It will make you have a stronger patience to resist the more lonely and difficult years you have passed, as long as you have survived these years, you will be able to hear the sound of flowers blooming. I think that goal motivation is not only very important for individuals, but also for the whole team and the group, so no matter what, it is necessary to have goals? Success is only possible with the goal.

The goal is the direct motivation to cause the behavior!

1. The goal determines the direction of action, and the goal has a directional incentive effect, whether it is a positive direction or a negative direction;

Second, the goal determines the strength of the action, that is, the goal has quantitative prescriptiveness, and the motivation that can be stimulated by different goals is different;

Third, the goal is attainable, and it is precisely because people can see hope that they are willing to take action.

Fourth, the stage of the goal determines the limitation of the target incentive. Once a goal has been achieved and completed, new goals must be set in order to continue to motivate.

The goal is a kind of psychological gravitational attraction of the organization to the individual. Setting appropriate goals, stimulating people's motivation, and achieving the purpose of mobilizing people's enthusiasm is called goal motivation. Goals are often referred to in psychology as "triggers", i.e., external objects that are capable of satisfying a person's needs.

Goal setting should be reasonable, feasible, and closely related to the vital interests of individuals. It is necessary to set the overall goal and the stage goal, the overall goal can make people feel that the work has a direction, and the phased goal can make people feel the stage, feasibility and rationality of the work.

What is a goal motivator?

Enterprises should formulate medium and long-term development plans, and carry out extensive and in-depth publicity among employees, so that employees can see the prospects and goals of enterprise development: at the same time, enterprises should let employees participate in the formulation of medium and long-term development plans, and listen to the opinions of employees with an open mind. Participation is a manifestation of employees' need to realize their self-worth.

In the era of knowledge economy, most of the employees hope that the leaders of the enterprise can provide them with a stage to give full play to their wisdom and talents, so as to realize their self-worth, which is a high-level pursuit of the spirit of the employees of the enterprise, and should be loved and respected. Only by making employees understand the company's goals and providing them with opportunities to contribute ideas to satisfy their desire to realize their self-worth and stimulate their creative thinking can we obtain a lot of unusual ideas and valuable suggestions. Target motivation is an incentive from a long-term perspective, which is conducive to maintaining the long-term enthusiasm of employees.

Because human nature is to pursue immediate feedback, and impatience is also one of human nature. Just like the biggest reason why games are so addictive, is that you have feedback for almost every action, no matter how difficult it is, as long as it is composed of large and small feedback, it will keep you playing.

Many people know that **** is harvested by the dealer because of greed and fear, two human weaknesses, and it is easy to ignore that there is actually no patience is also a big reason. Sideways for 1 year, even if you expect it to rise, can you honestly keep waiting? A lot of people can't.

When people don't see timely feedback, they will be cranky and wonder if their actions are right.

Therefore, if you want to break this human weakness, it is best to have a very clear understanding of what you are doing. Any single seed of doubt can lead to half-assess.

Sometimes it's not enough to just be sober. There is a saying in the entrepreneurial circle that only the paranoid can survive, what does it mean? That's everyone's opposition to you (negative feedback), you have been busy for 1 year and you can't see any hope at all, but you can still go your own way like a paranoid, and then suddenly, you see the light of day.

To break the weakness of the pursuit of instant feedback, in addition to talking about cognition (sober awareness) and personality (paranoia, firmness) earlier, there is also a ** is also very powerful - emotional.

I know a person who has been chasing Banhua for 4 years, and there is no feedback, but he can keep chasing with a dead face, and then they got married after graduation.

I believe it's the power of emotion.

The same applies if you're passionate about something and not someone – without timely feedback, it can keep people going (but then again, there's a saying that interest is what makes love for something something comes from constant positive feedback, at least most of the time).

I was sure that it would make them better in the future, so people this development animation subcontractor and I said it.

The motivating effect of goals refers to the fact that setting clear goals can trigger positive motivation and effort within an individual or team and push them to work towards their goals. Specifically, the motivating effect of the goal can be achieved in the following ways:

1. Provide direction: Goals provide clear direction for individuals or teams to know what direction they should work towards. This clarity stimulates intrinsic motivation within an individual or team, allowing them to focus and take targeted action.

2.Provide challenges: Setting challenging goals can stimulate an individual's or team's sense of competition and desire to achieve. Challenging goals encourage them to go above and beyond, to improve, and to overcome difficulties to achieve higher levels of performance.

3 Provide feedback and reward mechanisms: Setting clear goals can provide clear metrics and feedback mechanisms for individuals or teams. When they achieve or get close to their goals, getting feedback and rewards can take them a step further and motivate them to be motivated and strive.

The motivational effect of goals is supported by a large body of research. For example, psychologists Edwin Locke and Gary Latham (1968) developed the goal-setting theory, which states that clear goals can increase an individual's effort and performance. Since then, many studies and empirical studies have confirmed the effectiveness of goal incentives.

In summary, the motivational effect of goals stems from the fact that they provide direction, challenge, and feedback and reward mechanisms, which can stimulate individual or team motivation, competition and desire for achievement, and thus improve work performance and achievement.

In 1954, Peter F Drucker, an American management guru, first proposed the concept of "management by objectives" in his famous book "Management Practice".

Objective management is a modern management method that is goal-oriented, people-centered, and results-oriented, so that organizations and individuals can achieve the best performance.

Management by objectives is also known as "results-based management", commonly known as accountability. It refers to a management method that determines the work objectives from top to bottom with the active participation of individual employees of the enterprise, and implements "self-control" in the work to ensure the realization of the goals from the bottom up.

Incentive function for goal management.

The American psychologist Froome first proposed it in his book "Work and Motivation" published in 1964. The expectation theory mainly studies the law of argumentation that needs to be the same as the goal. According to Froome, people are always eager to meet certain needs and achieve certain goals, which in turn have an impact on motivating people.

The magnitude of this excitation force depends on the target value (valence) and the expected probability ( expected value). Expectation theory reveals this law: the degree of understanding and importance of an individual's goal directly affects his motivation and behavior to achieve the goal.

It can be said that this degree of understanding and attention of the individual is much more important than the understanding and attention of the manager designer.

Because the goal is achieved by each member, from the characteristics of objective management, because the goal is set by the individual himself, there is a full understanding of it, the individual subjectively believes that the probability of reaching the goal is very high, and at the same time enough attention, so that the individual always hopes to achieve the expected goal through certain efforts, will be very confident, and stimulate a strong work force, produce a strong internal motivation.

Problems that should be paid attention to when using the target bold round mark to excitate:Personal goals should be as consistent as possible with the organization's goals.

The direction of the goal should be set with a clear social nature.

The difficulty of the target should be appropriately formulated.

The content of the objectives should be specific and clear.

In terms of the timing of the target, there should be both short-term phased goals and long-term overall goals.

The practice of using the goal incentive method in the wrong way such as collapsing lead is ().

a.Be clear about your goals.

b.The more difficult the objective, the better.

c.Provide supporting resources to achieve good goals.

d.Provide feedback on the progress of the shirt pattern.

Correct answer: B

(1) Employee participation in management; (2) self-management as the center; (3) emphasis on self-evaluation; (4) Pay attention to results.

Objective management starts with the formulation of goals and ends with the assessment of the completion of objectives. Work results are the standard for evaluating the degree of completion of objectives, and also the basis for personnel assessment and awards, and become the only symbol for evaluating management performance.