Incentives are motivations and motivations that change employee decision-making and behavior, and are typically monetary compensation.
However, monetary compensation is not the only incentive, and as will be described later, bosses, colleagues, individual evaluations, ideas, values, treatment, etc. are also incentives , and academically, “Maslow” It is deeply related to the “five-step theory of desire”.

Translated as “incentive” in Japanese, if the incentives required by employees can be fully met, the organization’s efforts for employees, the reduction of turnover rate, or the mission to be beneficial to the entire organization It is said that it can create a feeling.


Five incentives to move people

The incentives are classified in detail into the low-dimensional needs of “Mazuro’s five-step theory of desires”, “physiological needs”, “safety needs”, “affiliation and love needs”, and high-dimensional needs. Ideally, we should give five incentives to satisfy each of the “desire for approval” and the “desire for self-fulfillment.”


Material incentives

Material incentives are incentives for employees to give goods and money as rewards in order to satisfy human material needs, such as monetary rewards.
This satisfies “physiological desire” and “safety desire” in Maslow’s five-step desire theory, and satisfies the minimum desire, but when it is satisfied to some extent, the energy for employee labor It is said that it will be unsatisfactory as a product of producing.


Human incentives

Human incentives are human attractiveness such as the personality and personality of the people involved, including the bosses and colleagues who work together, as well as business partners and customers.
Also, don’t forget not only the individual involvement but also the coziness of belonging to a group mainly with colleagues.
Such human incentives satisfy the “desire of affiliation and love”, and leadership is also greatly involved in the human appeal of the boss.


Evaluation incentive

An evaluation incentive is the incentive for an organization to evaluate the work of employees in a company.
This fulfills the “need for approval” and is based on the idea that the organization recognizes and evaluates itself firmly, and picks up contributions within the organization that are not related to the outcome of the person’s work or achievements. Is important.
This evaluation leads to the material incentives mentioned above, but praising the contribution can also be a sufficient incentive.
This incentive can satisfy the “desire for self-fulfillment” and lead to the treatment in the workplace where each employee wants to reach, or the position in society outside the organization, where the organization firmly evaluates the contribution of employees. ..


Philosophy incentives

Philosophy incentives are incentives that empathize with the ideas and values ​​of the organization and management , stimulate motivation for achievement, and encourage efforts in the organization.
An easy-to-understand example is the management philosophy, which brings favorable impressions not only to consumers but also to employees, and if employees think that they are “doing meaningful work,” they have a sense of mission and values ​​throughout the organization. Can be infiltrated.
This incentive is said to be able to satisfy the “need for approval” and the “desire for self-actualization.”


Self-actualizing incentives

Self-actualizing incentives are incentives for employees to create an environment in which they can be satisfied with their work and other contributions to the organization.
Evaluation incentives and content are involved, but other than that, each of them, such as correctly understanding the needs of employees, giving them favorite jobs, giving them great authority, or a flexible and free working environment. It is important to create a work environment that can satisfy the needs of employees .
This can satisfy Maslow’s “self-actualization desire”, which is the highest level of the five-step theory of desire.


Frederick Herzberg’s Motivational Hygiene Factor Theory

The theory that cannot be excluded when talking about incentives is the “motivational hygiene factor theory”.
Frederick Herzberg, a clinical psychologist in the United States, states that there are “dissatisfaction factors” and “satisfaction factors” in the thesis “motivational hygiene factor theory” that motivates employees.
First of all, the “dissatisfaction factor” refers to the incentive that employees do not increase their satisfaction even if the incentive is given, but if they are not given, they feel dissatisfied. No matter how much you improve your salary, corporate policy, and interpersonal relationships, your satisfaction will not increase.
“Satisfaction factor” refers to an incentive that increases employee satisfaction by giving that incentive. For example, the content of work, achievement of work, and evaluation of achievement, which is also the “higher-dimensional desire” of the desire theory. And so on.

This theory is also called “two-factor theory” because it analyzes human satisfaction and dissatisfaction by dividing it into two factors.
The “flextime system” allows employees to determine the length of their daily working hours,
We are contributing to the creation of a system that enhances employee motivation, such as the “Cafeteria Plan,” in which employees can freely combine several types of welfare programs.



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