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1 Teaching video
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2 Teaching cou...
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3 Training pro...
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4 Teaching design
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5 Test
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6 Teaching case
【Practical training project 3】
【Task object】
Help students master the application of motivation theory.
【Task content】
(1) Each group forms a circle.
(2) According to the characteristics of the company established by the team members, they apply the theoretical knowledge they have learned to carry out the application of incentive theory.
【Task requirement】
(1) The group leader presided over the discussion.
(2) Group members learn and discuss common motivation theories.
(3) Select and develop suitable incentive theories according to the industry the company is in and the characteristics of team members.
(4) Assign one student for each group to record and summarize.
(5) After the activity, each group was required to select a representative to report the formulated incentive theory in class.
(6) The preparation time is 10 minutes.
【Task organization】
Table3-5 Team motivation theory application training task organization table
Project activities | Specific implementation | ||
Team motivation theory application training | (1) Divide the students into 8 groups, and set up a simulation company for each group. There are six people in each company. (2) Work in groups to learn and discuss common motivation theories. (3) The 8 companies select and develop appropriate incentive theories according to the industry they are in and the characteristics of team members. (4) Organize students to discuss the problems encountered in the formulation of team motivation theory. | 30 minutes | Each group has one desk and eight chairs, group data (company name, personnel arrangement) |
【Task evaluation】
Table3-6 Team motivation theory using training task evaluation form
Evaluation index | Evaluation criterion | Score (100 points) | Evaluation results | Proportion |
Team motivation theory using training performance effect | 1. Understanding of incentive concept, principles of applied incentive theory, common incentive theory, and application cases of team incentive theory. | 20 | 70% | |
2. Be able to identify mistakes in the formulation of team performance appraisal plans. | 20 | |||
3. Able to flexibly use coping strategies formulated by team performance appraisal plan. | 20 | |||
4.Keep time | 10 | |||
5. Real performance | 10 | |||
6.Obvious effect | 10 | |||
7.Activity evaluation | 10 | |||
Teaching process | Attendance, attitude and enthusiasm | 100 | 30% | |
Group overall score |
Mission | Team motivation theory | School hours | 1 |
Knowledge goal | 1. Master the concept of motivation 2. Be Familiar with the principles of motivation theory 3. Familiar with common motivational theories | ||
Capability goal | 1. Be Able to work out the team implementation details according to the company’s appraisal incentive system | ||
Instructional process design | Notes | ||
Teaching procedures and main contents |
〖Story introduction〗 Master thief, please fight The most important way to employ people is to be good at discovering, discovering and exerting the skills of subordinates. If you employ people properly, you will get twice the result with half the effort. According to the teachings of the Huai Nan Zi Dao, Chu made friends with people who had special skills and recruited them into its ranks. There is a person not Yang, known as the “Dodger”people, also be treated as guests of honor. Once, when Qi invaded Chu, it led its army into battle. Three battles, three defeats. Zifa has many wise men and brave generals under its banner, but in the face of the powerful QI army, there is simply nothing to be done. That’s when the dodger asks for a fight. Under the cover of darkness, he stole back the sleeping tent of Qi’s commander-in-chief. The next day, the son sent an emissary to return the sleeping tent to the Qi commander-in-chief and said to him, “The soldiers who went out to collect firewood picked up your tent and came to return it.”That night, the thief went back to steal the QI commander’s pillow, and sent back by the son. On the third night, the thief even the hairpin on Qi Jun’s head was stolen, and the hairpin was sent back. Qi Jun up and down heard about this, very scared, the commander said to the staff in horror: “If we do not retreat, I am afraid Zifa will send someone to take my head.”So, Qi Jun retreat without a fight.
〖Teacher inspiration〗 A team needs all kinds of people. You can’t be good in every way, but you can’t be bad in every way, and the worst person is always one day longer than the rest. A successful leader does not depend on how much he or she can do, but on a clear understanding of the strengths and weaknesses of each of his or her subordinates, this often leads to unexpected results. Similarly, as a leader, to have the capacity, perhaps is more appropriate to say that the capacity of wisdom, work is work, must not be mixed with their personal preferences. Maybe someone you look down on today is the right person to turn your career around one day. There is no fixed way to use troops, such as water without a fixed flow direction, can change according to the enemy’s situation and win, is the use of troops as God.
〖Question before class〗 What motivational theories do you know and how to apply them? （OBJECTIVE: to guide the students to enter the team motivation theory course with questions, and to grasp the related knowledge points as well as the teaching emphases and difficulties as a whole. Teaching method: The combination of questioning and explanation）
〖Related Knowledge points〗 1.Incentive concept Motivation refers to a psychological process that continuously stimulates one’s motivation and intrinsic motivation, keeps the mental process in a state of excitement, and encourages one to take action towards the desired goal. Motivation is also an important part of human resources, which refers to the psychological process of stimulating people’s behavior. The concept of motivation is used in management, which means to stimulate the work motivation of employees, that is to say, to mobilize the enthusiasm and creativity of employees in a variety of effective ways to enable them to work hard to accomplish organizational tasks and achieve organizational goals. Incentive Force = the value of the outcome of an action x the expected value
2.Principles of applied motivation theory (1) The combination of material incentive and spiritual incentive (2)Positive incentive and negative incentive, mainly positive incentive (3)Internal incentive and external incentive (4) System design incentive system
〖Teacher inspiration〗 The concept of motivation, the application of the principles of motivation theory requires mastery 3.Common Motivational theories There are several kinds of motivation theories for employees in enterprises: （1）Content incentive theory Need hierarchy theory, two-factor theory, achievement need theory （2）Process motivation theory Expectation theory, Equity theory （3）Behavioral consequence theory Reinforcement theory, attribution theory (4) Comprehensive incentive theory
〖Class questions〗 What are some common incentive theories? Answer on the spot, count in the usual time
〖Training camp〗 【Training mission】 Application Training of team motivation theory 【Mission objective】 Help students to master the application of motivation theory 【Mission content】 (1)Each group will form a circle. (2) According to the characteristics of their own companies, the team members use their theoretical knowledge to carry out the application of incentive theory. 【Mission requirements】 (1)The group leader presided over the discussion. (2）The group members study and discuss common motivational theories. (3) According to the company’s Industry and the characteristics of the team members, select and formulate the appropriate incentive theory. (4) One student from each group will be responsible for recording and summarizing. （5）At the end of the activity, one representative from each group was asked to report on the theory of motivation. (6)The preparation time is 10 minutes. 〖The golden key〗 The incentive mechanism of Haier “Haier”group from a little known near bankruptcy of small enterprises to become a world-class large enterprises, the secret of its success is the use and development of incentive mechanism. No incentive mechanism of an enterprise is invariable. It must be developed on the basis of development and renewed on some systems. Some data show that only 20% to 30% of the department employees’personal ability is enough to keep their jobs, and 80% to 90% of the department employees’ability can be brought into play if they are sufficiently motivated, the difference of 50% ~ 60% is caused by motivation.
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Class summary | |||
Summary of points of knowledge | Motivation refers to a psychological process that continuously stimulates one’s motivation and intrinsic motivation, keeps the mental process in a state of excitement, and encourages one to take action towards the desired goal. Applying the principle of incentive theory: Combine material incentive with spiritual incentive, combine positive incentive with negative incentive, give priority to positive incentive, combine internal incentive with external incentive, design incentive system. | ||
〖Think after class〗 | |||
1.Motivation concepts, principles of applied motivation theory, common motivation theory, team motivation theory application case understanding 2. Combined with the actual, can identify team motivation theory to use make easy mistakes, flexible use of team motivation theory to use the developed coping strategies.
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Reflection on the teaching of this course (idea of classroom design, actual teaching effect and tentative plan for improvement) | |||
Haier's incentive mechanism
"Haier" Group from a little-known small enterprise on the verge of bankruptcy into a world-class large enterprise, the secret of its success is the use and development of incentive mechanism.No enterprise's incentive mechanism is immutable. It must be developed on the basis of development and updated again in some systems.Data show that department employees generally only need to give play to 20% ~ 30% of their personal ability, enough to keep their jobs and not fired;If they are sufficiently motivated, they can exert 80% ~ 90% of their working ability, and 50% ~ 60% of the difference is caused by motivation.
Enterprises, now has built its own incentive mechanism system, most of the system is a complex and huge, in addition to the management system, it also includes such as above, quality prize, small index awards, labor competition, at the feast of the various welfare, recuperate out, advanced producers of selection, etc., it covers the range is various, execution is multifaceted.
Is management science, but also an art, no matter what kind of enterprises cannot leave the creativity and enthusiasm of the people, so enterprises must pay much attention to employee motivation, according to the actual situation, the integrated use of a variety of incentive mechanism, combining incentive means and purpose, change the mode of thinking, really set up to meet the needs of enterprise characteristics, time characteristics and employee of the open system of incentives, So that enterprises in the fierce market competition in an invincible position.
The main concept of "Huawei" compensation management
1 advocate the spirit of Lei Feng, never let Lei Feng suffer, devotees should be reasonable return
2. Opportunities, authority, salary, bonus, allowance, equity, bonus, retirement fund, medical security, social insurance and other forms of distribution and security
3. Establish a community of common destiny between employees and the company
4. Compensation is recognized based on contribution, responsibility, ability and work attitude
5. Ensure reasonable and competitive remuneration to attract excellent talents
6. Always focus on the three fairness aspects of compensation:
A.Foreign fair
B.Fairness inside
C.Staff fair
The income of huawei employees includes functional salary, bonus, security pension and bonus from equity.Adopt the functional salary system consistent with ability and contribution.Huawei determines employees' qualifications based on their responsibilities and contributions, and employees' salaries based on their qualifications.
The distribution of bonuses is entirely tied to the department's key performance goals and individual performance, the distribution of benefits such as secure pensions, depending on the evaluation results of work attitudes, and the separation of health insurance by rank and contribution.In this way, "marketing experts" and "research and development experts" can still get high salaries without becoming officials.
Huawei has developed a security advance pension system for its employees. The distribution is based on the assessment of employees' work attitude and dedication. A personal account is set up for each employee and the pension is paid to them every year.The above is the specific embodiment of epistemology in "Huawei" compensation management.
【 summary 】
To make compensation management bring incentive effect to employees, efforts should be made to do the following:
1. The salary should meet the needs of employees at all levels.Only by meeting the needs of employees can they be motivated to work hard.
2. Employee expectations should be reasonably met.
3. Pay should be distributed fairly.
4. Employee stock ownership plans can be used appropriately.
5. Pay should be distributed in a timely manner. Only in a timely manner can it have an incentive effect.
Pay by the piece and job security at Lincoln Electric
Lincoln Electric, with annual sales of $4.4 billion and 2,400 employees, has developed a unique approach to motivating employees.Ninety percent of the company's sales come from manufacturing arc welding equipment and auxiliary materials.Production workers at Lincoln Electric are paid by the piece. There is no minimum hourly wage, and after two years with the company, employees share a year-end bonus.Over the past 56 years, the average bonus has been 95.5% of basic salary.The economy has grown rapidly in recent years, with annual earnings of about $44,000, well above the manufacturing average of $17,000.The company has had a job security policy since 1958, and they haven't fired a single employee since then.In return, of course, employees will have to accept reduced hours during the recession;And accept the decision to change jobs;Sometimes they even have to move to a lower-paying position to maintain a minimum of 30 hours a week.Lincoln is very cost - and productivity-conscious, and if a worker produces a substandard part, the product cannot be credited to the worker's salary unless the part is modified to meet the standard.Strict piece-rate pay and highly competitive performance appraisal systems create a stressful atmosphere, and some workers feel anxious as a result, but that pressure is good for productivity.In the above case, Lincoln Electric Company mainly uses the following motivation theories to motivate employees to work actively:
1. Equity theory.Performance in production workers to take paid by piece, and at the same time the company's bonus system has a whole set of calculation formula, fully consider the company's gross margin and employee productivity and performance, the practice link income and paid on one hand, mean people obtain remuneration and completely depend on production of the individual, and has nothing to do with the position occupied.
2.Expectation theory.Most employees expect a good salary, a good bonus and a good job security when they enter the company.The company has never dismissed a single employee in 58 years, and the average annual income of employees has always been much higher than the average level of the society, even in times of economic depression, which is a true portrayal of the concrete application of expectation theory.
3.Goal setting theory.From the perspective of employees, it is convenient for employees to determine their own goals. It is not a one-size-fits-all scheme, which limits personal initiative and enthusiasm.
4.Motivational health care theory.Among them, the main health care theory is used to eliminate the factors of employee dissatisfaction. Economic depression and depression generally mean that the company has to lay off employees, but the managers of Lincoln Company do not fire any employees because of this, which naturally gives employees a sense of job security and social belonging, thus encouraging them to work harder.
The role of incentive theory in this case:
On the positive side, theoretically speaking, when the methods used by the company to motivate employees are effective or the goals and results are very attractive to employees, and employees can achieve certain goals and achieve corresponding effects with moderate labor, then incentive is successful and effective.
Negative ways, Lincoln company's incentive system to productivity and cost consciousness as the core, for a long time very effectively plays a role, promote the company's products quantity, quality, stable growth and improve, but the strict piecework wage system and highly competitive performance evaluation system, has formed a very stressful atmosphere, some workers also creates certain anxiety, so It also creates some problems for management.
1. Incentive systems still treat people as "economic".In fact, apart from economic requirements, people also have many colorful needs, especially after economic satisfaction has been fully realized.Therefore, the management should properly consider the "social" side of employees, but this is not consistent with the original intention of incentive. How to continue to effectively motivate employees and satisfy other needs of employees at the same time has become a challenge to the management.
2. Motivation causes the employee to work hard to achieve the desired goal, and when the goal is achieved, the company must provide further motivation to achieve the employee's larger goal.
3. Incentives increase costs.
Motivation can also lower employee morale.The work system of pay by piece, the stable job security policy, the annual salary income above the social average level for many years, etc., give employees a fixed impression that it means everything to be in Lincoln Company, as long as they achieve their desired goals, they are unwilling to stimulate more potential.
On the high winding eaves of oxgrass
A traveler traveling in the country was surprised to see an old farmer shoveling straw for his cattle onto the eaves of a little hut. He asked:
"Old man, why don't you put the grass on the ground so the cow can eat it?"
The old farmer said: "This kind of grass is not good quality and it will not give a damn if I put it on the ground.But if I put it under the eaves where it can barely reach it, it will try to eat until it has eaten all the grass."
Many people hold the view of "cheap goods without good goods". It is clearly a high-quality and inexpensive commodity, if you give it to him for free, he may suspect that you are shoddy and fake.
The same is true of management. No one will cherish what is too easy to get. Most of the time, a title or a little reward, no matter how small the official position or the prize is, should not be granted easily.
It is better to teach a man to fish than to give him fish.It is better to teach a man to desire than to fish.
God stole his well-documented
In employing people, the most important thing is to be good at discovering, excavating and developing the skills of subordinates.Improper use of persons, half the effort;Use the right people, get twice the work.
It is recorded in Huainan Zi Dao Ying Xun that The State of Chu made Zi Fa 'ai friends with people with special skills and recruited them into his army.There is a homely person, known as the "god thief", was also sent to treat as a guest.Once, the state of Qi invaded the state of Chu. Zi Fa led his troops to meet the enemy.The Chu army was defeated three times in three engagements.There were many wise men and brave generals under Zifa, but they were at their wit's end in front of the mighty Qi army.
Then the Dodger asked for battle.Under the cover of night, he stole back the sleeping tent of the Qi army commander.The next day, Zi Fa sent an emissary to return the sleeping tent to the commander of the Qi army and said to him, "Our soldiers who went out to get firewood found your curtains and have come here to return them."That night, the master-thief again stole the pillow from the commander in chief of the Army of Qi, and zi Fa sent someone to return it.On the third night, the god stole the hair hairpin on the head of the army commander, and sent it back.When the troops of the State of Qi heard this, they were greatly frightened. The general in charge of the qi army was horrified and said to his aides, "If I don't retreat, I'm afraid Zifa will send someone to take my head."So the Qi army retreated without a fight.
[inspired]
A team needs all kinds of people.It is impossible to be good at everything, but it is also impossible to be bad at everything. The worst person is always one day longer than others.A successful leader does not depend on how many things he can do himself, but on his ability to clearly understand the strengths and weaknesses of each subordinate, and when appropriate, to assign "inferior" employees to do what they are suitable for, which will often achieve unexpected results.
Similarly, as a leader, to be tolerant of people, perhaps more appropriate is to be tolerant of people's wisdom, work is work, never mixed with their own personal preferences.The person you despise today may be the one who will help you turn your career around.
There is no fixed way to use troops, such as the flow of water, which can win according to the changes in the enemy's situation, is to use troops like gods.
A duck has only one leg
There was a famous cook under a king. His specialty was roast duck, which was loved by the people in the palace, especially by the king.However, the king never gave the cook any encouragement, so that the cook all day long unhappy.
One day, his royal highness had a guest from afar. He held a banquet at home to entertain the distinguished guests. He ordered several dishes, one of which was the roast duck which his highness liked best.The cook did what he was ordered to do. However, when the king gave the guest one leg, but could not find the other leg, he asked the cook behind him: "Where is the other leg?"
The cook said: "I report to the king, all the ducks in our house have only one leg!"His majesty was surprised, but could not ask because of the presence of his guests.
After dinner, the king followed the cook to the duck cage to find out.It was night and the ducks were sleeping.Each duck showed only one leg.
The cook pointed at the duck and said: "Your majesty, don't all the ducks in our house have only one leg?"
After listening, he clapped loudly, woke up the duck, the duck was awakened on the spot, all stood up.
The king said, "Isn't a duck full of two legs?"
The cook said, "Yes!Right!But only by clapping hands can there be legs!"
Praise and rewards are the only effective ways to keep people at their best, and nothing kills motivation like criticism from superiors.
Motivational rewards are important when subordinates are depressed.As a manager, you should often praise the excellent performance in public or give some gifts to the excellent performance, as a source of encouragement, encourage them to continue to struggle.A little investment, can get several times the performance, why not?
If you add sugar to a drug without changing its potency, it works better.
