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一些调查表明,按时计酬的职工每天只需发挥20￣30%的能力用于工作就足以保住饭碗。但如果能充分调动其积极性,那么他们的潜力可发挥到80～90%,如果把这之间的差额用于提高劳动生产率,其效果是非常可观的。而这部分资源的开发,必须依靠有效的激励。所谓激励管理,就是创设满足职工各种需要的条件,激发职工的工作动机,使之产生实现组织目标的特定行为的过程。本文从引入激励机制入手,通过设立符合激励原则的目标激励、内在激励、荣誉激励、兴趣激励、参与激励、感情激励、榜样激励等,论述了调动职工工作的积极性的方法。
Some surveys have shown that on-time employees only need 20 to 30 percent of their daily capacity to work to keep their jobs. However, if they can fully mobilize their enthusiasm, their potential can reach 80 to 90%. If the difference between the two is used to increase labor productivity, the effect is very significant. The development of this part of resources must rely on effective incentives. The so-called incentive management is to create conditions that meet the various needs of workers and employees, motivate the work motivation of employees, and create a specific behavior that achieves organizational goals. This paper starts with the introduction of incentive mechanisms, and discusses ways to mobilize the enthusiasm of employees by setting up target incentives, intrinsic incentives, honorary incentives, interest incentives, participation incentives, emotional incentives, and model incentives that meet the incentive principles.