Display of digital currency
Publish: 2021-04-14 19:38:10
1. According to California Act No. 129 passed on June 28, 2014, the circulation of electronic money, points, vouchers, discount vouchers and gemcoin has been legalized in California
the news conference of gemcoin, the us rich monetary fund, was held at 11:08 a.m. on October 4, 2014 at Sheraton flushing hotel in New York
on behalf of Steve Chen, group president, Leonard Johnson, vice president of the US Regal monetary fund, announced to the New York public that gemcoin has been officially issued since September 1, 2014, and introced the intrinsic value of gemcoin, which has high appreciation potential and wide liquidity
in his speech, he affirmed the influence of gemcoin in the field of international virtual currency and the stability of its value
gemcoin issued by the us rich monetary fund is supported by AFG group's gem mines all over the world and will have wide circulation
gemcoin, the us rich monetary fund, held a grand press conference in New York on Saturday_ Figure 1-2
gemcoin is mainly circulated in gem mining and financial circles, with huge circulation. Gemcoin has gemcoin equivalent sales of the fund, issue gemcoin equivalent gifts (for example, invest $10000, get $10000 gem and get $10000 gemcoin)
the U.S. Regal monetary fund belongs to the monetary fund of AFG group, whose value is endorsed by AFG group
AFG group was founded in 2002, registered in Delaware, USA, and headquartered in Los Angeles. It is a large multinational enterprise. AFG group invests in finance, real estate fund (REIT), real estate, mining (GEM), auction, communication, biotechnology and aviation equipment. Our business covers North America, South America, Europe, Asia and Australia. The global total assets of the group reach more than 50 billion US dollars
all these have laid an incomparable market foundation for gemcoin and kept its value relatively stable
Gem Coins will be issued at US $0.05 from September 1
bitcoin has increased by 16257 times from the initial $0.06 issued in 2009 to the highest $979.45
virtual currency refers to non real currency. When virtual currency is linked with reality, virtual currency has its real value and can be traded and used to purchase goods and services. With the promulgation of ab-129 act, virtual currency has become a legal means of payment
virtual currency is mainly divided into the following categories:
1. Internet based digital currency represented by bitcoin
2. The points, vouchers and vouchers issued by businesses have commercial currency
however, the above two currencies have their own limitations. First, digital currency itself has no value. Its origin is a series of computer digital codes, and digital currency can only be used for circulation if it is accepted by both the payer and the payer. At the same time, its security has been widely questioned; The commercial currency issued by the merchant has a certain intrinsic value, which is often guaranteed by the merchant to pay, and can only be used to purchase the goods or services designated by the merchant. Both digital currency and commercial currency need a large number of users to be widely circulated
gemcoin issued by the us rich monetary fund is a new generation of virtual currency based on digital currency and commercial currency, which has carried out financial innovation. It abandons the inherent defects of traditional virtual currency and has high appreciation potential and wide liquidity
first of all, gemcoin has its intrinsic value. Its value is supported by gem mines all over the world by the holding group of American Regal Monetary Fund. At the same time, gemcoin will have wide circulation. The holding group of American Regal Monetary Fund has US $50 billion assets, and its business covers North America, South America, Europe, Asia and Australia, with more than 2 million users in the world, 3000 gem chain stores will be set up, all of which have laid an unparalleled market foundation for gemcoin
bitcoin has increased 16257 times from $0.06 originally issued in 2009 to $979.45, but it has no intrinsic value. There is no doubt that gemcoin, backed by the us rich Monetary Fund and gems, will surpass the brilliance bitcoin once created
gemcoin is strongly backed by AFG group and gem minerals, which has more room for appreciation and will lead the new trend of currency.
the news conference of gemcoin, the us rich monetary fund, was held at 11:08 a.m. on October 4, 2014 at Sheraton flushing hotel in New York
on behalf of Steve Chen, group president, Leonard Johnson, vice president of the US Regal monetary fund, announced to the New York public that gemcoin has been officially issued since September 1, 2014, and introced the intrinsic value of gemcoin, which has high appreciation potential and wide liquidity
in his speech, he affirmed the influence of gemcoin in the field of international virtual currency and the stability of its value
gemcoin issued by the us rich monetary fund is supported by AFG group's gem mines all over the world and will have wide circulation
gemcoin, the us rich monetary fund, held a grand press conference in New York on Saturday_ Figure 1-2
gemcoin is mainly circulated in gem mining and financial circles, with huge circulation. Gemcoin has gemcoin equivalent sales of the fund, issue gemcoin equivalent gifts (for example, invest $10000, get $10000 gem and get $10000 gemcoin)
the U.S. Regal monetary fund belongs to the monetary fund of AFG group, whose value is endorsed by AFG group
AFG group was founded in 2002, registered in Delaware, USA, and headquartered in Los Angeles. It is a large multinational enterprise. AFG group invests in finance, real estate fund (REIT), real estate, mining (GEM), auction, communication, biotechnology and aviation equipment. Our business covers North America, South America, Europe, Asia and Australia. The global total assets of the group reach more than 50 billion US dollars
all these have laid an incomparable market foundation for gemcoin and kept its value relatively stable
Gem Coins will be issued at US $0.05 from September 1
bitcoin has increased by 16257 times from the initial $0.06 issued in 2009 to the highest $979.45
virtual currency refers to non real currency. When virtual currency is linked with reality, virtual currency has its real value and can be traded and used to purchase goods and services. With the promulgation of ab-129 act, virtual currency has become a legal means of payment
virtual currency is mainly divided into the following categories:
1. Internet based digital currency represented by bitcoin
2. The points, vouchers and vouchers issued by businesses have commercial currency
however, the above two currencies have their own limitations. First, digital currency itself has no value. Its origin is a series of computer digital codes, and digital currency can only be used for circulation if it is accepted by both the payer and the payer. At the same time, its security has been widely questioned; The commercial currency issued by the merchant has a certain intrinsic value, which is often guaranteed by the merchant to pay, and can only be used to purchase the goods or services designated by the merchant. Both digital currency and commercial currency need a large number of users to be widely circulated
gemcoin issued by the us rich monetary fund is a new generation of virtual currency based on digital currency and commercial currency, which has carried out financial innovation. It abandons the inherent defects of traditional virtual currency and has high appreciation potential and wide liquidity
first of all, gemcoin has its intrinsic value. Its value is supported by gem mines all over the world by the holding group of American Regal Monetary Fund. At the same time, gemcoin will have wide circulation. The holding group of American Regal Monetary Fund has US $50 billion assets, and its business covers North America, South America, Europe, Asia and Australia, with more than 2 million users in the world, 3000 gem chain stores will be set up, all of which have laid an unparalleled market foundation for gemcoin
bitcoin has increased 16257 times from $0.06 originally issued in 2009 to $979.45, but it has no intrinsic value. There is no doubt that gemcoin, backed by the us rich Monetary Fund and gems, will surpass the brilliance bitcoin once created
gemcoin is strongly backed by AFG group and gem minerals, which has more room for appreciation and will lead the new trend of currency.
2. Hello friends! Prudent investment
3. For reference only
motivation is an important work of leaders. Leaders like to motivate their employees with raises and promotions, but such opportunities are rare and may not always be effective. To motivate subordinates and make them have a higher sense of belonging and involvement in the organization, leaders can start from some trivial things. It has been proved that continuous small achievements are more effective than the occasional raise and promotion. So, as a leader, what small things should we start from to effectively motivate our subordinates? First, the values of leaders. Research shows that: CEO's values can enhance or weaken the incentive effect on employees. The more a leader pays attention to the happiness of others, the more likely his subordinates are to devote themselves to the company without considering job hopping. On the contrary, the more a leader tends to focus on his own happiness, the less his subordinates invest in the company, and the more willing he is to leave the company. No one can hide his values. It is easy for people to judge his values from his speech and behavior. Modesty is an important virtue of leaders. In order to prove themselves, many leaders like to talk about their past success, and then use their own experience as the basis for decision-making. This is actually a lack of sense of security. What you have to prove to your subordinates is not how many problems you have solved in the past, but how your current ideas and suggestions can help them. If leaders find themselves wrong, sincerely say to their subordinates, "I'm wrong!" This is often easier to gain the understanding and respect of subordinates. Listening is also important. Leaders should be good at listening to subordinates, and pay attention to your body language when listening, because others will observe what your hands are doing. If you frequently look at your watch or mobile phone when talking with subordinates, it will give a signal to others: you want to end the conversation as soon as possible. When listening, pay attention to collect different opinions, especially objections. If you can't speak freely in public meetings, you might as well communicate more privately with your subordinates. Leaders often have strong motivation to achieve. When they find that they can't find a solution, they will feel lack of confidence, so they are eager to find the answer when they encounter difficulties. To be successful, leaders should see themselves more as a catalyst to solve problems than as problem solvers. They should say more things like "I'm not sure what the answer is. Let's get together.". If the decision is not approved by subordinates, don't rush to make a decision, and try to make everyone accept your decision. Another responsibility of leaders is to support employees and promote their progress in meaningful work. This can not only improve the work psychology of employees, but also improve the long-term performance of the organization. It has been proved that in order to maintain employees' inner drive and happiness, managers do not have to try their best to guess employees' psychology or manipulate various complex incentive means. As long as they can show basic respect and understanding to employees, they can focus on supporting the work itself. As a leader, your behavior pattern is very important. If you can always care and understand your subordinates, you can strengthen the sense of solidarity between you and your subordinates. If you only care about your own feelings, you may destroy the sense of trust between you. If you don't control your subordinates any more, but involve them, empower them, and motivate them to contribute knowledge and experience to reaching a consensus, you can get a huge return. Subordinates, leaders, and companies will all benefit from smarter, more effective decisions
if you motivate employees. There are many books on the market. But through my practical work, I found that material is not the root of solving the problem. Today, if we only use material to motivate employees, their enthusiasm will be effective in the short term, but after a long time, employees work for material. Without material, they would not have any enthusiasm. And the material incentive will be bigger and bigger, because people's material desire will not be satisfied. But in the end, if you want to do it, you need to ask in advance if you have a bonus or not. How to improve the work enthusiasm of employees
in the management of employees, enterprises often have such confusion: some employees who have poor performance in the enterprise, but work in other enterprises, and they have become excellent employees
why
is the value orientation of employees different from that of enterprises? Or have employees learned from their work and changed their work attitude? All of these may be reasonable, but the bigger problem may lie in the fact that the enterprise itself has not created an environment suitable for employees to develop their intelligence, and there is a psychology of seeking perfection and blaming in the employment
employees' performance comes from their passion for their own work
however, where does the passion of employees come from
Wharton Business School in the United States, through the investigation and research of 2.5 million employees in 237 companies around the world, wrote a classic book "passionate employees", which has a fundamental view: employees' work passion is obtained by satisfying employees' career pursuit
that is to say, passion is not to work overtime without salary, to smile all day, to be ambitious and to do earth shaking things. Passion, is to find ways to do a better job, make life more exciting
employees have the instinct of self motivation, and what enterprises need to do is to use this instinct to motivate them, even without spending money. In order to motivate employees, the first step is to eliminate the negative factors that hinder employees' self motivation ability; Second, develop real incentive factors in the enterprise to guide all employees to be motivated
employees' self motivation ability is based on the fact that everyone is eager for a sense of belonging, a sense of achievement and a sense of power to control their work. Everyone wants to be the master, to show his ability, to be recognized by people, and to make his work meaningful
as the saying goes, "no rules, no circles." In order to manage the employees well, any enterprise has established a complete set of management system. But while "managing" the employees well, is it equal to "using" the employees well
the original intention of implementing various management modes in enterprises is to use good people, but e to one-sided restrictive management, it ignores the phenomenon that a person can stimulate his potential better in a relaxed environment“ The contradiction between "managing people" and "employing people" is very prominent. There are significant differences in the purpose and result of "managing", which is also the ultimate manifestation of the contradiction between management and being managed. Therefore, enterprises should consider what kind of mechanism should be used to stimulate the enthusiasm of employees when they restrict and regulate the behavior of employees
first of all, we should start from the system, change some insignificant binding terms, make the system itself loose, and leave room for modification of the system itself, so that employees can understand that the system is not a permanent binding term. On the premise that employees generally accept and adapt to the system constraints, we should rece the punitive terms and increase the incentive content
secondly, the improvement of boring operation skills and proficiency should be combined with the entertainment of employees' work, such as carrying out post skill drills and performances. In the entertainment work, employees can reflect their self-worth and promote the improvement of their skills and quality
furthermore, employees are encouraged to participate in the company's grass-roots management and give suggestions for the company's management. Through the participation of these foundations, the employees themselves have a sense of "political participation" and a sense of mission, so that they can give full play to their personal strengths in the daily specific working environment. In addition, enterprises can also find useful talents with organizational ability and propaganda ability
management and being managed are the eternal contradictions of enterprise management. If an enterprise can create a space for employees to give full play to their personal advantages, create a platform that can respect everyone's labor achievements and give full play to everyone's advantages, this contradiction can be weakened; Enterprise management system is a kind of constraint, but it is also an incentive. A reasonable enterprise management system can turn "management" into "use"
only by constantly finding and coordinating the needs of both sides, can the company and employees achieve the same goals of the organization and the indivial with the help of compensation as a bridge. We must firmly believe that the vast majority of employees do not work just for salary. To really improve their work enthusiasm and efficiency, we must start from exploring their work passion!
motivation is an important work of leaders. Leaders like to motivate their employees with raises and promotions, but such opportunities are rare and may not always be effective. To motivate subordinates and make them have a higher sense of belonging and involvement in the organization, leaders can start from some trivial things. It has been proved that continuous small achievements are more effective than the occasional raise and promotion. So, as a leader, what small things should we start from to effectively motivate our subordinates? First, the values of leaders. Research shows that: CEO's values can enhance or weaken the incentive effect on employees. The more a leader pays attention to the happiness of others, the more likely his subordinates are to devote themselves to the company without considering job hopping. On the contrary, the more a leader tends to focus on his own happiness, the less his subordinates invest in the company, and the more willing he is to leave the company. No one can hide his values. It is easy for people to judge his values from his speech and behavior. Modesty is an important virtue of leaders. In order to prove themselves, many leaders like to talk about their past success, and then use their own experience as the basis for decision-making. This is actually a lack of sense of security. What you have to prove to your subordinates is not how many problems you have solved in the past, but how your current ideas and suggestions can help them. If leaders find themselves wrong, sincerely say to their subordinates, "I'm wrong!" This is often easier to gain the understanding and respect of subordinates. Listening is also important. Leaders should be good at listening to subordinates, and pay attention to your body language when listening, because others will observe what your hands are doing. If you frequently look at your watch or mobile phone when talking with subordinates, it will give a signal to others: you want to end the conversation as soon as possible. When listening, pay attention to collect different opinions, especially objections. If you can't speak freely in public meetings, you might as well communicate more privately with your subordinates. Leaders often have strong motivation to achieve. When they find that they can't find a solution, they will feel lack of confidence, so they are eager to find the answer when they encounter difficulties. To be successful, leaders should see themselves more as a catalyst to solve problems than as problem solvers. They should say more things like "I'm not sure what the answer is. Let's get together.". If the decision is not approved by subordinates, don't rush to make a decision, and try to make everyone accept your decision. Another responsibility of leaders is to support employees and promote their progress in meaningful work. This can not only improve the work psychology of employees, but also improve the long-term performance of the organization. It has been proved that in order to maintain employees' inner drive and happiness, managers do not have to try their best to guess employees' psychology or manipulate various complex incentive means. As long as they can show basic respect and understanding to employees, they can focus on supporting the work itself. As a leader, your behavior pattern is very important. If you can always care and understand your subordinates, you can strengthen the sense of solidarity between you and your subordinates. If you only care about your own feelings, you may destroy the sense of trust between you. If you don't control your subordinates any more, but involve them, empower them, and motivate them to contribute knowledge and experience to reaching a consensus, you can get a huge return. Subordinates, leaders, and companies will all benefit from smarter, more effective decisions
if you motivate employees. There are many books on the market. But through my practical work, I found that material is not the root of solving the problem. Today, if we only use material to motivate employees, their enthusiasm will be effective in the short term, but after a long time, employees work for material. Without material, they would not have any enthusiasm. And the material incentive will be bigger and bigger, because people's material desire will not be satisfied. But in the end, if you want to do it, you need to ask in advance if you have a bonus or not. How to improve the work enthusiasm of employees
in the management of employees, enterprises often have such confusion: some employees who have poor performance in the enterprise, but work in other enterprises, and they have become excellent employees
why
is the value orientation of employees different from that of enterprises? Or have employees learned from their work and changed their work attitude? All of these may be reasonable, but the bigger problem may lie in the fact that the enterprise itself has not created an environment suitable for employees to develop their intelligence, and there is a psychology of seeking perfection and blaming in the employment
employees' performance comes from their passion for their own work
however, where does the passion of employees come from
Wharton Business School in the United States, through the investigation and research of 2.5 million employees in 237 companies around the world, wrote a classic book "passionate employees", which has a fundamental view: employees' work passion is obtained by satisfying employees' career pursuit
that is to say, passion is not to work overtime without salary, to smile all day, to be ambitious and to do earth shaking things. Passion, is to find ways to do a better job, make life more exciting
employees have the instinct of self motivation, and what enterprises need to do is to use this instinct to motivate them, even without spending money. In order to motivate employees, the first step is to eliminate the negative factors that hinder employees' self motivation ability; Second, develop real incentive factors in the enterprise to guide all employees to be motivated
employees' self motivation ability is based on the fact that everyone is eager for a sense of belonging, a sense of achievement and a sense of power to control their work. Everyone wants to be the master, to show his ability, to be recognized by people, and to make his work meaningful
as the saying goes, "no rules, no circles." In order to manage the employees well, any enterprise has established a complete set of management system. But while "managing" the employees well, is it equal to "using" the employees well
the original intention of implementing various management modes in enterprises is to use good people, but e to one-sided restrictive management, it ignores the phenomenon that a person can stimulate his potential better in a relaxed environment“ The contradiction between "managing people" and "employing people" is very prominent. There are significant differences in the purpose and result of "managing", which is also the ultimate manifestation of the contradiction between management and being managed. Therefore, enterprises should consider what kind of mechanism should be used to stimulate the enthusiasm of employees when they restrict and regulate the behavior of employees
first of all, we should start from the system, change some insignificant binding terms, make the system itself loose, and leave room for modification of the system itself, so that employees can understand that the system is not a permanent binding term. On the premise that employees generally accept and adapt to the system constraints, we should rece the punitive terms and increase the incentive content
secondly, the improvement of boring operation skills and proficiency should be combined with the entertainment of employees' work, such as carrying out post skill drills and performances. In the entertainment work, employees can reflect their self-worth and promote the improvement of their skills and quality
furthermore, employees are encouraged to participate in the company's grass-roots management and give suggestions for the company's management. Through the participation of these foundations, the employees themselves have a sense of "political participation" and a sense of mission, so that they can give full play to their personal strengths in the daily specific working environment. In addition, enterprises can also find useful talents with organizational ability and propaganda ability
management and being managed are the eternal contradictions of enterprise management. If an enterprise can create a space for employees to give full play to their personal advantages, create a platform that can respect everyone's labor achievements and give full play to everyone's advantages, this contradiction can be weakened; Enterprise management system is a kind of constraint, but it is also an incentive. A reasonable enterprise management system can turn "management" into "use"
only by constantly finding and coordinating the needs of both sides, can the company and employees achieve the same goals of the organization and the indivial with the help of compensation as a bridge. We must firmly believe that the vast majority of employees do not work just for salary. To really improve their work enthusiasm and efficiency, we must start from exploring their work passion!
4. Gain confidence: in the face of powerful opponents, find faith and strength in the impossibility and despair; Let the team have morale and state
★ temper patience: the indomitable spirit of accepting challenges, withstanding tests and resolutely completing tasks under any circumstances; In the face of difficulties, try every means, do not abandon, do not give up enrance
we will never stop until we reach our goal
★ cultivate carefulness: the mentality of focusing, concentration, concentration, and doing a thing to the extreme
★ enhance the sense of responsibility: build a sense of team responsibility, train employees to turn the enterprise goal into their own goal, shoulder the company's mission, have the courage to take responsibility, and take the initiative to self review, learn and improve; Cultivate
the mentality of the person in charge of the results
★ awaken love: open the door of heart with love, eliminate the estrangement between leaders and employees, and between employees, build a loving team, create a family like harmonious and happy working atmosphere,
rece employee turnover
★ inspire gratitude: let employees appreciate the platform given by the company; Thank customers for helping me realize my dream; Be grateful for the support from the team; Thanksgiving parents give life; Thank the leaders for their commitment to me; Make
employees more dedicated, loyal, loving and cherishing their posts, and comprehensively enhance the competitiveness of the enterprise
★ unite people: unite all forces that can be united; Condense all the people who can condense; Promote teamwork and help build an excellent team that is awed by competitors!
★ temper patience: the indomitable spirit of accepting challenges, withstanding tests and resolutely completing tasks under any circumstances; In the face of difficulties, try every means, do not abandon, do not give up enrance
we will never stop until we reach our goal
★ cultivate carefulness: the mentality of focusing, concentration, concentration, and doing a thing to the extreme
★ enhance the sense of responsibility: build a sense of team responsibility, train employees to turn the enterprise goal into their own goal, shoulder the company's mission, have the courage to take responsibility, and take the initiative to self review, learn and improve; Cultivate
the mentality of the person in charge of the results
★ awaken love: open the door of heart with love, eliminate the estrangement between leaders and employees, and between employees, build a loving team, create a family like harmonious and happy working atmosphere,
rece employee turnover
★ inspire gratitude: let employees appreciate the platform given by the company; Thank customers for helping me realize my dream; Be grateful for the support from the team; Thanksgiving parents give life; Thank the leaders for their commitment to me; Make
employees more dedicated, loyal, loving and cherishing their posts, and comprehensively enhance the competitiveness of the enterprise
★ unite people: unite all forces that can be united; Condense all the people who can condense; Promote teamwork and help build an excellent team that is awed by competitors!
5. First of all, we should understand the needs and motivation of employees, which is the starting point and basis of formulating incentive measures. Maslow, a famous psychologist, divides people's needs into five levels; In addition, human needs can be divided into three aspects: life needs (including material and spiritual), work needs (including learning and creation) and rest needs (including entertainment and recreation). For each indivial, the intensity of various needs is different in different periods and different stages of development. Enterprise managers should carefully analyze and divide the needs of their employees, so as to find the entry point of motivation. Effective incentive must be targeted, otherwise it will backfire. Only by grasping the characteristics of employees' needs and motivating their strongest needs, can employees have the strongest motivation and solve the problem of insufficient motivation. Therefore, the enterprise should implement flexible incentive mechanism, according to the actual situation of the enterprise, according to the needs and motivation of different employees, formulate classified incentive measures
the so-called classified incentive refers to the establishment of incentive systems with different emphases within the overall framework of incentive mechanism according to the characteristics of enterprise proction and the knowledge structure, age level and position of employees under the principle of fairness. From the perspective of demand, employees at different levels are in different demand states. Employees at the same level have different needs e to their different life experiences, family and ecational backgrounds. Therefore, comprehensive and diversified incentive strategies must be adopted and used alternately. According to the depth of incentive level, there are three different levels of incentive means, namely material incentive, honor incentive and personal value incentive. Material incentives are more intuitive, generally reflected in wages, bonuses and benefits; Honor incentive includes all kinds of spiritual rewards, which is an important part of inspiring people; Personal value incentive is the most mature realm, and it is the most lofty belief or pursuit in people's heart. The diversity of human and demand determines that the incentive measures should be three-dimensional, and the effect of a single measure is limited
from a horizontal perspective, although the needs of each employee have different emphasis in each period, as a social person, their needs are also comprehensive. We should consider and design incentive measures from the perspective of the cross-section of the employee's indivial dynamic structure, and establish an incentive mechanism integrating reward incentive, achievement incentive and opportunity incentive. The enterprise salary design should embody the principle of fairness rather than equalitarianism, and establish the salary system matching with the performance appraisal system. While paying attention to the short-term incentive of salary plus bonus, we should also consider the use of appropriate long-term incentive measures to link the vital interests of employees with the business performance of enterprises. Some enterprises have adopted stock options, employee stock ownership and equity participation plan and other measures, and the incentive effect is obvious. In the aspect of achievement motivation, it should be noted that the strong need for achievement is the internal driving force of many aspiring employees. Some enterprises adopt competitive methods to let employees feel achievements passively, while some enterprises give employees greater autonomy to make them actively create their own achievements. Which is better depends on the specific situation of the enterprise and the characteristics of the employee structure. In terms of opportunity incentive, we should pay attention to the career planning and guidance of employees, provide training and promotion opportunities for employees, and encourage excellent employees to stand out under the principle of fairness and justice. "The power of example is infinite". On the one hand, strong opportunity motivation helps employees to develop, improve and contribute themselves, On the other hand, to encourage them to be more active in their work, to participate in the operation and management of the enterprise with a master's attitude, and to rece unnecessary internal friction and cost expenditure are undoubtedly beneficial to the development and growth of the enterprise
motivation is a double-edged sword. The influence of excessive positive motivation on a specific indivial at a specific time may turn to its opposite in a specific environment. Everyone is eager for a sense of belonging, a sense of achievement, and a sense of power to control their work. Everyone hopes that they can be independent, that their ability can be exerted, that they can be recognized by people, and that their work is meaningful. When the enterprise implements external incentives, according to the actual situation, they should comprehensively use a variety of incentive methods, combine the means and purposes of incentives, change the mode of thinking, and truly establish a system that adapts to the characteristics of the enterprise The characteristics of the times and the open incentive system of employees' needs make the enterprise in an invincible position in the fierce market competition< br /> http://www.mba163.com/glwk/rlzy/200604/33054.html
http://www.cnmanage.com/ArticleView/2005-12-27/Article_ View_ 36881.Htm
the so-called classified incentive refers to the establishment of incentive systems with different emphases within the overall framework of incentive mechanism according to the characteristics of enterprise proction and the knowledge structure, age level and position of employees under the principle of fairness. From the perspective of demand, employees at different levels are in different demand states. Employees at the same level have different needs e to their different life experiences, family and ecational backgrounds. Therefore, comprehensive and diversified incentive strategies must be adopted and used alternately. According to the depth of incentive level, there are three different levels of incentive means, namely material incentive, honor incentive and personal value incentive. Material incentives are more intuitive, generally reflected in wages, bonuses and benefits; Honor incentive includes all kinds of spiritual rewards, which is an important part of inspiring people; Personal value incentive is the most mature realm, and it is the most lofty belief or pursuit in people's heart. The diversity of human and demand determines that the incentive measures should be three-dimensional, and the effect of a single measure is limited
from a horizontal perspective, although the needs of each employee have different emphasis in each period, as a social person, their needs are also comprehensive. We should consider and design incentive measures from the perspective of the cross-section of the employee's indivial dynamic structure, and establish an incentive mechanism integrating reward incentive, achievement incentive and opportunity incentive. The enterprise salary design should embody the principle of fairness rather than equalitarianism, and establish the salary system matching with the performance appraisal system. While paying attention to the short-term incentive of salary plus bonus, we should also consider the use of appropriate long-term incentive measures to link the vital interests of employees with the business performance of enterprises. Some enterprises have adopted stock options, employee stock ownership and equity participation plan and other measures, and the incentive effect is obvious. In the aspect of achievement motivation, it should be noted that the strong need for achievement is the internal driving force of many aspiring employees. Some enterprises adopt competitive methods to let employees feel achievements passively, while some enterprises give employees greater autonomy to make them actively create their own achievements. Which is better depends on the specific situation of the enterprise and the characteristics of the employee structure. In terms of opportunity incentive, we should pay attention to the career planning and guidance of employees, provide training and promotion opportunities for employees, and encourage excellent employees to stand out under the principle of fairness and justice. "The power of example is infinite". On the one hand, strong opportunity motivation helps employees to develop, improve and contribute themselves, On the other hand, to encourage them to be more active in their work, to participate in the operation and management of the enterprise with a master's attitude, and to rece unnecessary internal friction and cost expenditure are undoubtedly beneficial to the development and growth of the enterprise
motivation is a double-edged sword. The influence of excessive positive motivation on a specific indivial at a specific time may turn to its opposite in a specific environment. Everyone is eager for a sense of belonging, a sense of achievement, and a sense of power to control their work. Everyone hopes that they can be independent, that their ability can be exerted, that they can be recognized by people, and that their work is meaningful. When the enterprise implements external incentives, according to the actual situation, they should comprehensively use a variety of incentive methods, combine the means and purposes of incentives, change the mode of thinking, and truly establish a system that adapts to the characteristics of the enterprise The characteristics of the times and the open incentive system of employees' needs make the enterprise in an invincible position in the fierce market competition< br /> http://www.mba163.com/glwk/rlzy/200604/33054.html
http://www.cnmanage.com/ArticleView/2005-12-27/Article_ View_ 36881.Htm
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