如何运用责任激发员工的工作热情（How to use responsibility to motivate employees）

1、如何运用责任激发员工的工作热情（How to use responsibility to motivate employees）How to use responsibility to motivate employees?Source: grassroots network () - Reader Digest of the Internet communityThe low morale of employees is the most frequently encountered problem, which is how to improve the enthusiasm of emp

2、loyees. To solve this problem, managers often use incentive and assessment methods. There are big and small enterprises, and the methods of solving problems are also different. Small enterprises can actually call the boss to participate in it, and sometimes the bosss expression, a word, an action, a

3、 small matter, you can achieve the purpose of enhancing the morale of employees. But what about a scale enterprise? What I want to talk about today is that an enterprise should be responsible for motivating and motivating employees.Directly related to a persons work performance and work motivation i

4、s stimulated degree, as director of the enterprise, with responsibility to subordinate layers have incentive point, check subordinates responsibility to pursue new incentives, step by step under the responsibility everywhere leave dark incentive.Source: grassroots network () - Reader Digest of the I

5、nternet communityIn the process of enterprise operation, not only people with the same ability often make different grades, but also people with poor ability often work better than those with strong ability. Why? Here, there is a business leader, managers of the responsibility of subordinates incent

6、ives. Behavioral science tells us that a persons performance depends not only on his ability to work, but also on how motivated his work is. In many incentive measures, responsibility incentive is more effective in stimulating peoples work enthusiasm. Therefore, if the managers can apply the respons

7、ibility inspiring art properly, they will receive unexpected incentive effect.First, to give subordinates responsibility, layers of incentivesOur business executives, quite a lot, only know the responsibility for subordinates, and ask the subordinates what to do, but rarely consider how they should

8、give subordinates responsibility and how to encourage responsibility. This is also our current many enterprises internal potential is difficult to develop, staff innovation ability is difficult to stimulate a very important reason.1, give subordinates responsibility, should be good at seizing the op

9、portunity, take the responsibility as the starting point of the implementation of responsibility incentive.As a supervisor, under the premise of balancing the overall situation of an enterprise, a basic responsibility is to scientifically and reasonably decompose the responsibility and put the enter

10、prise work goal into the post and explain it to the people. Downward accountability, do not be too hasty, casual, should be good at seizing the opportunity. If you give the responsibility of the parties is formulated in taking part in a work target, the target is confirmed, we should all participate

11、 in the goal setting of the plane immediately if the persons responsible for accountability; not work objective decision of the participants, you should work according to the size of the target, and to carefully choose the person, such as account responsibility, public accountability and responsibil

12、ity, sign responsibility book form, let people feel your responsibility to his trust and attention, make it from the first minute responsibility has been encouraging. Here, timely two words is very important. This is not only a style of work, an efficiency, but also your commitment to a responsible

13、person and trust.2, to explain the content of the responsibility, should be good at encouraging morale, in the process of clear responsibility to muster up the courage of subordinates.Every job goal in an enterprise is specific, and it breaks down into every post, and the responsibilities of each re

14、sponsible person are specific. As a supervisor, when giving subordinates responsibility, we must make clear the specific items of responsibility, and make clear the contents of the responsibility. Some executives at this level of work on the understanding is often biased, and always think that as lo

15、ng as the assignment of work, subordinates should know the responsibility, there is no need to emphasize the content of excessive emphasis. As a result, some subordinates tend to get things out of order because of the unclear limits of responsibility, let alone what motivates them. Therefore, you sh

16、ould put the subordinate branch should do as much as possible to clear the said fine, with specific responsibilities of the requirements stated, should pay attention to give the corresponding ability of subordinates sure to add responsibility to fulfill the responsibility of self-confidence, to summ

17、on the courage to work. At the same time, you should also make clear to the subordinates clearly the responsibility and form of the failure to fulfill the goal of work, the necessary pressure for the responsible person, forcing the responsible person to continuously improve the sense of responsibili

18、ty of the work.3, the statement of responsibility points, should be good at raising responsibility, to support responsibility, stimulate responsibility, assume the persons upward mobility.Whether an executive is able to make good use of the responsibility incentive is an important sign of whether yo

19、u are good at using the art of language and appropriately raising your responsibilities in the process of accountability. For example, consciously to slow down, the use of gas heavy tone tone enhance responsibility, increase the seriousness of the conversation, to make each other feel what you say i

20、s important to carefully weigh the bear the duties of the component. As another example,In the conversation, pay attention to use rational analysis to enhance the responsibility, and profoundly explain the responsibility of the responsible person to the organization, to the overall situation of the

21、impact and significance, so that the other party has been deeply trusted and you are highly valued. The key here is trust, no doubt, no use. since you give him the responsibility, the most basic thing is to trust. Trust is not only an affirmation of human value, but also a reward. The responsible pe

22、rson will be given a sense of honor, a sense of responsibility and a sense of enterprise after he has been fully trusted. Thus burst out more enthusiasm and creativity.Two, check the responsibility of subordinates should be given new incentives step by stepAs a supervisor in the decomposition of goa

23、ls, responsibility for duty to the people, your task is not only to implement step by step, to check the responsibility, but also at the process of inspecting and supervising the process of two into incentive.1, provide an opportunity to check the subordinates responsibility plan in the motivation.B

24、efore the subordinate enters the duty position, as a supervisor, he should be good at guiding his subordinates and comprehensively thinking about the goal of work, so that subordinates can realize the goal of quasi work, understand the significance of responsibility and sort out the thinking of work

25、. You can find the individual conversation, understand the responsibility understanding on responsibility, to bear the responsibility of the real attitude and basic ideas on the one hand, in order to find problems in a timely manner, immediately make incentive of further guidance, the work plan is m

26、ore perfect; on the other hand also for you after checking his responsibility for the implementation of further ideological preparation. Can also held a range of meeting, provide an opportunity for a position statement responsible person, in improve the understanding, clarify ideas on the basis of p

27、ublic commitment, he resolute, this commitment to responsible person itself, is undoubtedly a great self motivation.2, exert certain pressure, urge the progress of subordinates responsibility in urging.Be sure to tell the responsible person that you will organize personnel to make periodic necessary

28、 checks on the implementation of their responsibilities and the progress of the project. You should pay attention to: according to the predetermined time for inspection, so that the responsibility of the overall goal will be resolved into a phased goal, and reasonable arrangements for the stage work

29、. The inspection should pay attention to the scientific nature, and should use the combination of qualitative and quantitative means of inspection to ensure the convincing of the examination results. To communicate the examination results with the responsible person in a timely manner so as to make

30、sure that they are aware of their work so as to further arrange the next step. To do so, has three major incentives: one is through the implementation of advance pressure to a subordinate, make it from entering the post at the beginning of a will to accept the inspection psychological preparation, t

31、he mentality of the sense of urgency and responsibility will make it always in the excited state, in this state of excitement can often create a miracle. Two is a phased examination of responsibility, can make the responsible person because of the pressure to increase efforts, and timely reverse the

32、 unfavorable situation. Three, if the inspection result is good, will cause the responsibility person to be deeply encouraged, will add the next stage work to go up to a higher level the courage.3, grant certain authority, arouse the responsibility enthusiasm of the subordinate in care.Responsibilit

33、y and power go hand in hand. The process of giving your subordinates responsibility is also a process of giving subordinates authority. A competent supervisor who breaks down responsibilities must also be a willing and empowered supervisor. Under such a leader, everyone has the opportunity to partic

34、ipate in various affairs of the enterprise, and have their own use. For subordinates who have been given responsibility, taking responsibility is a challenge in itself, especially in an atmosphere of equal opportunity. It takes responsibility to make progress and has no other choice. When you check

35、periodically for their work, once found in the subordinate post has some problem, unless it is caused by dereliction of duty, generally do not rush to accountability, should be based on the principle of guiding, patience to help subordinates to find out the reasons the problems and solutions to the

36、problem. The leaders greatest concern for subordinates is their support at work, which is far more encouraging than other concerns. When the leadership to help subordinates to solve problems, will make much experience to subordinates in the care and warmth at the same time, also have a strong sense

37、of shame. This will motivate subordinates to produce not dry out a way not to face elders confidence, to glow the high enthusiasm of responsibility.Three, accountability subordinates must stay everywhere dark incentiveAs the director, from the basic requirements of enterprise management, if the subo

38、rdinates within the prescribed time limit failed to meet the objectives of the work, regardless of their reasons, should be held accountable accordingly. Both accountability, it can not help but have various forms of discipline, work little attention, the enthusiasm of subordinates will be frustrate

39、d. This requires our supervisor, even when investigating subordinates responsibilities,It cannot be ignored work to stimulate the enthusiasm of the staff should be in the theme, analysis of the causes of poor performance reasons based on responsibility, according to the size of the responsibility, d

40、istinguished by different forms of accountability, and as far as possible financial incentives in the dark for accountability, and strive to make subordinates a little less than a setback, encouragement.1, since taking responsibility for example, guide subordinates the wrong correction.No matter wha

41、t the specific reasons for the failure of subordinates to perform their duties, as long as subordinates dereliction of duty, business executives should be responsible for the leadership as a responsible delegation. This is not just a gesture. In fact, any dereliction of duty is in any sense a factor

42、 of your incompetence, lack of supervision, or lack of supervision. Since the leadership responsibility should also pay attention to ways and means to express remorse in as much as possible occasions, especially not to forget the face of dereliction of duty under the person saying: here is my respon

43、sibility, which is a reflection of the perfect personality is the leader, help subordinates to carry on achievement, correct mistakes, to effective weapons the benefit of war. Since the leadership responsibility to strengthen the subordinate responsibility initiative, guide subordinates the wrong co

44、rrection will undoubtedly play a major role in encouraging.2, Qujingtongyou private, suggesting that to know has died.For some really try hard, but due to various objective factors caused by irresistible, or by my limited ability and fulfill the responsibility of ineffective subordinates, for the da

45、rk for the way in the premise that I understand the work caused by dereliction of duty relations, to guide its decent initiatives resignation, the other is more suitable for the work post. Doing so will leave subordinates with a sense of self-respect and a lot of opportunities to perk up. Your pains

46、taking efforts are enough to make him behave in the future after experiencing a positive psychological experience.3, not vague deterrent major issues issues of right and wrong, is a public warning.For work, dereliction of duty caused by human factors to fulfill the responsibility of the lack of resp

47、onsibility, or even other factors but caused heavy losses to the responsible person, shall be in public to put up a pageantry liquidation of dereliction of duty, announced the punishment decision. The purpose of this action is not to punish the responsible person, but to admonish all the subordinate

48、s. You are in front of the major issues issues of right and wrong in principle, for every member is a dark incentive. Of course, openly punished, must be reasonable, to make the default and all of the subordinates are the only way to be sincerely convinced, all is the effect of warning.The following

49、 is to * * company HR department to submit papers for CEOs, summed up the incentive method is twenty eightI. mission law1. self motivationA. method:There are many ways to stimulate morale. Such as: the company executives or other successful people to explain entrepreneurial experience, make employee

50、s aware of the possibility and difficulty of career success; invited experts to lecture the company; the order of success science books to staff reading let employees speak out their ideal and to realize the ideal plan etc.B. principle:Everyone has his own dream, he is eager to succeed, and he hopes

51、 to live a better life. When employees dream of being burned again, they can show great explosive power. And they knew that to succeed, they must begin with the work at hand.2. personal commitment planA. method:Let every employee at the beginning of the development of my annual business plan to set

52、a military order. Its direct supervisor is responsible for reviewing the achievement, execution, team dynamics and team spirit, and giving necessary guidance, assistance and encouragement. But dont set too many goals for your employees, but encourage them to reach their full potential and creativity

53、.B. principle:According to the expectation probability theory, the size of a persons motivation or motivation for an activity depends on the attractiveness of the outcome of the activity and the probability of achievement of the activity. Complete goal orientation, step by step fulfillment, a sense

54、of accomplishment, team support, motivation and relief.3. set up temporary teamA. method:Make an important business plan or project done by a temporary team.B. principle:Temporary team can produce higher work efficiency, and its form of organization can inspire the members. Temporary teams have the

55、following characteristics: fewer people (the best size of 3-7 people), voluntary composition, goal oriented, usually after the completion of the task of dissolution. Appropriate, challenging and possible to reach the goal can effectively stimulate the temporary team members passion for innovation, a

56、nd temporary team practice self-management, which has certain team members into decision-making from the original control. When a person is full of responsibility, he will devote himself wholeheartedly to it.Two, survival lawFourSurvival competitionA. method:Perform a dynamic assessment of the staff

57、 so that everyone knows where they are.B. principle:Let employees understand that if they do not work hard or work without performance, they may be eliminated from the company. In a modern society where the competition for survival is fierce, the pressure of losing jobs will greatly stimulate the en

58、thusiasm of employees.C. paradigm:General Electric divides all its employees into five categories. The first is the top talent, accounted for 10%; some time is second, accounting for 15%; third is the middle level employees, accounted for 50% of their maximum elasticity, they have the opportunity to

59、 choose the next is to decide on what path to follow accounted for 15%; fourth, the need for he sounded the alarm, urging him to have progress; fifth is the worst, accounted for 10%, only to dismiss them mercilessly. The elimination mechanism gives employees full sense of urgency and gives them plen

60、ty of motivation.Three, competition5. metabolic mechanismA. method:Formulate the company, department and individual work objectives, establish the corresponding assessment mechanism, fail to reach the goal of personnel, regardless of level, qualifications, past contributions have to step down.B. pri