The specific method of goal motivation, effective motivation is related to needs, and spiritual motivation is emphasized on the basis of material motivation at work. We must combine specific conditions and specific circumstances and use appropriate incentive mechanisms. Let's look at the specific methods of goal motivation.

Specific methods of target motivation 1

Setting appropriate goals to stimulate people's motivation and achieve the purpose of mobilizing people's enthusiasm is called goal motivation, which is usually called inducement in psychology, that is, external things that can meet people's needs. Generally speaking, the more important an individual regards a goal, the greater the probability of achieving it. Therefore, the goal of equipment should be reasonable and feasible, which is closely related to the personal interests.

To set the general goal and stage goal, the general goal can make people feel that the work has a direction, but achieving the general goal is a complicated process, which sometimes makes people feel distant or slim, affecting people's enthusiasm. Therefore, we should adopt the method of big goals and small steps, divide the overall goal into several stages, and realize the overall goal by realizing several stages, so that people can feel the feasibility and rationality of the stage work.

A transmission line erection team undertook the task of erecting lines in mountainous areas. Because of the high mountains and many dangerous rocks, the whole project requires high technology and construction period. According to the situation and engineering needs of most employees' families in rural areas,

Two goals similar to employees' interests are set: one is the economic goal of getting more for more work, and the other is the time goal of the construction period, especially the latter goal, which has a great psychological impact on employees living in rural areas, so the morale of the whole team is high.

The daily work reached 15 16 hours, and finally the whole construction period was shortened by half. The whole team completed the erection task with high quality and efficiency, and of course was rewarded by the leaders.

2. Reward and punishment incentives

Reward and punishment incentives are collectively referred to as reward incentives and punishment incentives. Reward is to affirm or praise a certain behavior of people, make people keep this behavior, reward them appropriately, and further mobilize people's enthusiasm. Punishment is to deny or criticize a certain behavior of people, let people eliminate this behavior and punish it appropriately.

It can not only eliminate people's bad behavior, but also turn negative factors into positive ones. Reward is an affirmation, a positive reinforcement and a direct incentive to human behavior, while punishment is a negation and a negative reinforcement to human behavior. The psychological mechanism of indirect encouragement and reward is people's sense of honor and enterprising spirit, while the psychological mechanism of material and spiritual punishment is people's shyness and negligence.

The psychological process of unwilling to be rewarded or punished for reputation or economic loss is that the reward or punishment realized through feedback is in line with the actual situation, that is, the reward and punishment are clear, which is positive feedback, while the reward or punishment is not in line with the actual situation or unfair, which is negative feedback. Therefore, when implementing rewards and punishments, we should try our best to conform to the actual situation.

3. Evaluation and encouragement

Evaluation means that organizations at all levels evaluate the work and performance of their members. Through evaluation and appraisal, they can point out the shortcomings of employees' achievements and the direction of their next efforts in time, thus stimulating their enthusiasm, initiative and creativity.

In order to give full play to the incentive function of evaluation, we must pay attention to formulating scientific evaluation standards and setting up correct evaluation methods in the evaluation process to improve the personal quality of evaluators.

4, competition and appraisal incentives

Competition exists objectively in an organization. Under the guidance of correct thinking, competitions and competitions are of great significance to arouse people's enthusiasm. The psychological significance of competition and evaluation lies in:

(1) Competition and appraisal can stimulate motivation and make it active.

(2) Competition and appraisal can enhance the psychological cohesion of organization members, clarify the goals of organizations and individuals, stimulate people's enthusiasm and improve work efficiency.

(3) Competition and appraisal can enhance people's intelligence effect, and promote people's keen perception, accurate concentration, good memory, rich imagination, quick thinking and improved operational ability.

(4) Competition can mobilize people's non-intellectual factors and promote the improvement of collective members' labor enthusiasm.

(5) Competition and appraisal among groups can alleviate contradictions within groups and enhance the sense of collective honor.

A large American company, in order to encourage its employees, has come up with a very distinctive method: to give those who have passed the examination a goodella medal signed by the company's president, and each time five goodella medals are given, higher rewards and promotions can be obtained.

When the Goodfella Medal was awarded, the company did not deliberately arrange special occasions. The award ceremony is short and grand: when the manager enters the hall and rings the bell, people will immediately stop what they are doing and walk out of the office. The manager announced the company's decision: I hereby announce that the company has authorized me to award XXX a Goodfella medal.

In recognition of his outstanding achievements in XXX work, everyone applauded warmly, and the winner took the medal, and the ceremony ended. Boy, the name of the medal itself looks quite kind, even a little humorous.

Coupled with the manager's funny performance, the whole awarding process is full of fun, so the employees will not take this ceremony seriously, but they are very concerned about this medal, because this medal means the company's affirmation of their work.

In fact, not only the ordinary employees of this company are eager for delicious food, but also the senior managers are eager for delicious food. Therefore, every employee works hard to get a reward. When decorating his office, a newly promoted company vice president solemnly nailed the fifth medal of moral sense to the wall. He looked at his subordinates and said shyly, I'm used to goody-goody, and it's quite uncomfortable not to hang it.

5, leadership behavior incentive

Leadership behavior stimulates the motivation of subordinates through psychological mechanisms such as example, suggestion and imitation, thus mobilizing the enthusiasm of work and study, which is called leadership behavior motivation.

Leading by example is a silent command, which can effectively stimulate the enthusiasm of subordinates.

If a leader only has two hours in the office and six hours at the mahjong table every working day, he can't ask his subordinates to work hard. If a leader is conscientious and forgets to eat and sleep, his subordinates will certainly follow suit and undertake arduous tasks.

6, respect and care incentives

Leaders' respect and concern for subordinates is a powerful incentive means, which can produce positive psychological effects from respecting people's labor achievements to respecting people's personality, from caring for subordinates' political progress to helping solve practical difficulties in work and life.

During the Warring States Period, Wu Qi, the general of Wei State, was stationed in Xihe River. Once he saw a soldier with a sore and suppuration, so he knelt beside him and sucked him with his mouth. When the soldier's mother heard this, she burst into tears. People asked her why she was crying. She said that General Wu once sucked pus for the child's father, but his father rushed desperately in the war and died on the battlefield. Now the general sucks pus for my son. I'm afraid of losing my family again!

It can be seen that the concern of enterprise leaders for their subordinates, even if it is insignificant, comes from sincere concern and is an infinite incentive for subordinates. Therefore, the incentive method is called the economics of love, that is, without investing capital, as long as we pay attention to emotional factors such as care and love, we can get output.

In a word, leaders can achieve good results and achieve the expected goals if they can use various methods flexibly according to specific conditions when motivating their subordinates.

Specific methods of goal motivation 2 I. Goal motivation

Maslow, a famous American social psychologist in the 20th century, classified human needs into five levels: physiological needs, security needs, social needs, respect needs and self-realization needs, among which self-realization needs are the highest level of human needs.

Goal motivation is an incentive way to motivate employees to strive for it by formulating scientific development goals, and finally achieve the goals and meet the needs of self-realization. After the development goal is established, the work direction is clear, which urges employees to continuously improve their own quality and realize their own value in the process of realizing the development goal.

When motivating goals, there are two aspects that need attention:

First, we should pay attention to making a scientific, reasonable and practical quantitative goal according to the post responsibilities and tasks to prevent the goal from being unrealistic and out of reach.

Second, we should pay attention to the dynamic feedback of employees' performance in the process of achieving the goal, and make a fair evaluation, further strengthen employees' confidence, stimulate employees' enthusiasm, and correct the deviation of work at the same time.

Second, cultural incentives.

Corporate culture is the soul of an enterprise, and an enterprise without culture is as terrible as a person without soul. Excellent corporate culture is a pair of potential hands, which are everywhere, constantly inspiring employees to do their best and make unremitting efforts for the development of enterprises.

It is necessary to dig deep into the long-established enterprise spirit and business philosophy, take the industry values of "national interests first and consumer interests first" as the core, and actively build an excellent corporate culture that conforms to the actual situation of enterprises and has distinctive local characteristics.

By strengthening the construction of corporate culture, we can further enhance employees' sense of belonging and pride, standardize employees' daily behavior with corporate culture, stimulate employees' work passion with corporate culture, gradually transform corporate culture into employees' conscious actions, and continuously promote the sustainable and healthy development of enterprises.

Third, material incentives.

Material incentive is the most direct and effective incentive method, and whether the income distribution mechanism is scientific and reasonable is the key to determine the effect of material incentive. It is necessary to establish a scientific performance appraisal system, strictly manage the appraisal process, implement fair performance appraisal, directly link the appraisal results with employees' wages and salaries, gradually realize equal pay for equal work for all employees, truly embody the principle of distribution according to work, and use interest leverage to motivate employees to redouble their efforts and achieve better performance.

At the same time, it is necessary to actively carry out the activities of striving for Excellence, select advanced models with strong sense of responsibility, solid work and outstanding performance, enjoy more generous economic treatment, give full play to the driving and encouraging role of advanced models, set an example for cadres and workers, further enhance the pride of catching up with the advanced and striving for first-class, and create a strong atmosphere for officers to catch up with learning and entrepreneurship within enterprises.

Fourth, behavior motivation.

Action is a silent command, and the leader's behavior has a strong guiding role for employees. An excellent leader can not only use his power correctly and establish leadership authority, but also set an example by taking the lead and inspire employees to work hard with his own practical actions.

Do what employees are asked to do first. If employees are forbidden to do something, they will not do it first, which requires enterprise leaders not only to have a strong sense of responsibility and dedication, but also to take enterprise affairs as their own business, spare no effort to promote enterprise development and actively learn enterprise management and business knowledge.

Effectively improve their own quality, constantly improve their execution, and use tangible actions to influence and drive every employee to stand on their posts, be conscientious, pioneering and innovative, and work efficiently.

Fifth, emotional motivation.

Emotional motivation is an incentive way to strengthen emotional communication, coordinate the relationship between leaders and employees, make employees get emotional satisfaction and stimulate work enthusiasm. In order to strengthen emotional motivation, enterprise leaders must go deep into the front line and employees, exchange ideas and feelings, and enhance mutual understanding and trust.

First, respect employees. The need for respect is also a basic human need. We should truly regard employees as the owners of enterprises, earnestly put respect for employees into practical actions, respect employees' choices, respect employees' creation, respect employees' labor, and earnestly safeguard employees' self-esteem.

The second is to trust employees. Leadership's trust in employees can make employees truly feel the existence of their own values and get the source of motivation for hard work. Trust employees from the heart and believe that they will do well.

Learn to properly authorize and let employees do it. The third is to care for and support employees. We should always pay attention to the work and life of employees, actively do practical things, do good things and solve difficult problems for employees, and vigorously support, encourage and help employees to do their daily work.

Specific methods of goal motivation 3 I. Image motivation

The image mentioned here includes the personal image of leaders and model figures in the organization and the collective image of excellent teams.

No matter what kind of image, it can inspire employees' sense of honor, accomplishment and pride, and achieve the role of inspiring people. Therefore, leaders of enterprises should integrate their knowledge level, moral cultivation, work ability and personality style into their daily work, and use their good personal image to inspire leaders' thoughts and behaviors.

At the same time, the good image of newcomers, excellent employees, model workers and work teams who have made outstanding performance in their work will be thoroughly publicized and displayed, and employees will be called upon and guided to imitate learning through publishing photos, awarding honorary certificates of commendation meetings, television and online publicity.

Second, emotional motivation.

Emotion is a person's psychological response to external stimuli, including emotions and emotions. Emotional demand is the most basic demand of human beings, and it is also one of the most direct factors affecting behavior.

The emotional connection between people contains infinite potential, which can transcend the influence of material interests, spiritual ideals and external pressure and produce the incentive force of "a scholar dies as a confidant". Therefore, modern leaders should not only focus on convincing people with reason, but also emphasize convincing people with emotion.

Emotional motivation is to strengthen emotional communication with employees, give sincere care from employees' thoughts, life and work, think about what others think, be anxious about what others are anxious about, and be difficult for others, and establish equal and cordial feelings with employees, so that employees can feel the care of leaders and the warmth of enterprises, thus stimulating their enthusiasm, initiative and creativity.

Third, confidence motivation.

Expectation theory tells us that the degree of a person's motivation in his work is closely related to his subjective evaluation of the completion of the work and the attraction of the work reward to himself. When an individual thinks that he can't finish the work no matter how hard he tries, his enthusiasm for work is definitely low.

Sometimes this happens because the work is really beyond my ability, but more often it is because I lack confidence in myself. They often can't clearly understand and evaluate themselves, don't know their strengths and weaknesses, doubt their abilities, and misjudge the possibility of achieving their goals.

At this time, managers need to conduct psychological counseling in time on the basis of trusting employees, so that employees can fully realize their own advantages and potentials, give employees full encouragement, let them see future opportunities and hopes, and help them establish confidence that I can do well. Employees with good mentality, winning belief and motivation can stimulate great creativity. As an advertisement said, "Anything is possible as long as there is passion".

Fourth, goal motivation.

Goal motivation refers to setting appropriate goals to stimulate people's motivation and behavior and achieve the purpose of mobilizing people's enthusiasm.

Goal motivation needs to be decomposed vertically and horizontally on the basis of clear organizational goals, forming specific goals for all levels, departments and even employees. All levels, departments and employees take the goal as the standard and implement self-motivation and self-control in the process of achieving the goal.

In the process of goal motivation, we should pay special attention to the following points:

First, the setting of employees' personal goals should be combined with the characteristics of jobs, fully consider employees' personal specialties, hobbies and development, and combine personal goals with organizational goals to make organizational goals contain more personal goals. The realization of personal goals cannot be separated from the efforts made to achieve organizational goals.

Second, the goal must be clear, achievable, challenging and sustainable, and cultivate employees' sense of accomplishment in creating value.

Third, once the organizational goals or personal goals are determined, it is necessary to publicize them with great fanfare, so that all employees can deeply understand the significance and future of the work, stimulate their strong sense of professionalism and mission, and enable employees to achieve self-motivation and mutual motivation in the work process.

Finally, in the target assessment, on the basis of employees' self-evaluation, qualitative and quantitative evaluation is carried out from the aspects of morality, ability, diligence and performance, and rewards and punishments are given in time, which is clearly stipulated.

Verb (abbreviation of verb) performance pay system

This is the most basic incentive method, the main point of which is to combine performance with salary, and determine the payment of various salaries, bonuses, profit sharing and profit dividends completely according to personal performance, departmental performance and organizational performance. The implementation of performance pay system can reduce the workload of managers and make employees work hard spontaneously without the supervision of managers.

At present, many enterprises adopt the method of basic salary (monthly salary or annual salary) plus commission for the salary of general managers and ordinary employees, which not only increases turnover, but also increases personal income, which fully embodies the superiority of performance-based salary system.

When implementing the performance pay system, we need to pay attention to the following points: First, we should make clear the performance level that organizations, departments and individuals should achieve in a certain period of time. Second, we should establish a perfect performance supervision and evaluation system to correctly evaluate the actual performance. Third, pay strictly according to performance, and pay must meet the needs of employees as much as possible.

Sixth, affirmation and praise

Psychologist and philosopher william james once said, "Among all human emotions, the strongest one is the desire to be valued". Professor Conte of Harvard University further pointed out: "Salary is only a right, and only affirmation is a gift".

Kōnosuke Matsushita believes that many employees pay great attention to how to make progress in their work, hoping to get the boss's approval. So when he shows visitors around the factory, he casually points to an employee and says, "This is one of my best supervisors", which makes the defendant proud.

Therefore, what employees want most from their work is to work with people who respect themselves, get praise when they perform well, and have a sense of satisfaction with what happened.

An effective manager must get rid of the superstition of money, know and master the work of employees at any time, give recognition and affirmation in time, send a thank you and give a compliment, and fully meet the respect needs of employees.

At the same time, we must affirm and praise employees with sincere, sincere and heartfelt appreciation, give full play to the mysterious potential hidden in employees and encourage them to make progress.

There can be no purpose of winning people's hearts, rhetoric and hypocrisy. This will not only not inspire people, but will make people feel annoying.

Seven, the work is full.

Inayama Yoshihiro *, an entrepreneur living in Japan, pointed out when answering "What is the reward of work": "The reward of work is the work itself!" Profoundly pointed out the incomparable importance of internal motivation.

Relevant incentives include job expansion, job rotation and job enrichment. Job enlargement refers to the horizontal increase of work content, but the difficulty and complexity of work do not increase, in order to reduce the boredom and monotony of work. Job rotation is to communicate between jobs with the same level and ability requirements in order to cultivate employees' various abilities.

In the vertical level, job enrichment has given employees more complicated and serialized work, let employees participate in the formulation, implementation and evaluation of work rules, and let employees gain greater freedom and autonomy to satisfy their own achievements. The incentive function of job enrichment is manifested in three aspects.

Specific ways of job enrichment include: let employees complete a complete and more meaningful job. Let employees have greater flexibility and autonomy in working methods, working procedures, working hours and working progress. Give employees some responsibilities and control rights that originally belonged to superior managers, and promote employees' sense of accomplishment and responsibility.

Timely evaluation and feedback, so that employees can make necessary adjustments to their work. Establish an independent work team to accomplish important and complex tasks independently.

Today, when the problem of food and clothing for employees is solved, employees are more concerned about whether the work itself is interesting, meaningful, challenging, innovative and fulfilling, whether it can realize self-worth and so on. To meet these high-level needs of employees, it is necessary to implement job enlargement, job rotation and job enrichment to realize internal motivation.

Eight, participate in management

Participating in management is to let junior employees share the decision-making power of their superiors at a certain level and degree, so as to stimulate employees' sense of ownership, form employees' sense of belonging and identity with the enterprise, and further meet the needs of employees' self-esteem and self-realization.

The specific ways to participate in management are as follows: when making major decisions involving a wide range, you must listen to the opinions and suggestions of subordinates, grassroots and frontline. Set up a quality supervision team composed of representatives at all levels, regularly check and discuss quality problems, find out the reasons, propose solutions, and supervise the implementation of the revised plan.

Give subordinates, grass-roots and front-line employees greater decision-making power on the spot, so that they have the right to deal with all kinds of unexpected problems quickly.

Nine. Education and training

In the era of knowledge economy, the speed of knowledge updating is accelerating, and society puts forward higher requirements for enterprises and employees. Enterprises and employees should keep learning to keep up with the times. As an important way of learning, education and training can not only improve the knowledge level of employees, meet the development needs of enterprises, but also make employees contribute enthusiastically to enterprises and realize their all-round development.

Education and training should not only attach importance to the ideological education of employees, but also establish their lofty ideals and professional ethics. We should also attach importance to professional education to improve the working ability of employees. The common way of education and training is to learn "anytime and anywhere" in work practice, and constantly enrich and accumulate knowledge. Organize regular internal training to improve the professional skills of employees.

Studying, visiting and further studying in colleges and universities will broaden employees' horizons, increase their knowledge and better adapt to the needs of the times. Advocate and implement work-oriented learning and learning-oriented work, build a learning organization, and comprehensively enhance personal value and organizational performance.

Through the above methods, the ideological and moral quality, scientific and cultural quality, social activity quality, aesthetic quality and physical and mental quality of employees will be continuously improved, so that they can become "T" or "A" talents to meet the requirements of the times.