Employee incentive scheme, properly motivating employees, can not only tap the potential of employees, but also mobilize the enthusiasm of employees. More importantly, it can attract more employees to move forward together, thus strengthening the behavior of enterprise goals. The following is my incentive plan for employees. Welcome to refer to.

Employee Incentive Scheme 1 Part I Significance of Implementing Incentive

Employees are the core of all activities of an enterprise, and the development of an enterprise cannot be separated from the exertion of employees' talents. Motivation is the source of motivation for employees to work hard. Therefore, how to implement appropriate incentives for employees has become the primary concern of enterprises.

It is precisely because of the great role of motivation that many world-renowned enterprises regard motivation as a "touchstone" in management. For example, behind the success of United Airlines, General Electric Company, Wal-Mart and other big companies, the unique incentive mechanism is playing a huge role, creating high efficiency and high profits.

The second part is the guiding ideology of making the incentive plan.

First, theoretical analysis.

1, human behavior is driven by two dynamic systems. One is self-motivation and the other is superego motivation. The balance of these two forces determines the direction of human behavior. The management of people in an organization is to find ways to maintain the two driving forces at a higher level and point to organizational goals.

2. The start of "self-motivated" mainly depends on the attraction of personal interest. The specific way is to provide three kinds of incentives: reward incentives, achievement incentives and opportunity incentives.

3. The motivation of superego mainly depends on organizational goals, professional ideals, enterprise spirit, core concepts and values.

The employees of the company are highly educated, so their ego and superego intensity is higher than that of ordinary employees. The motivation strategy of knowledge workers must adapt to this higher self and superego motivation.

Second, the incentive system and incentive function

1, incentive system

2. Incentive effect

Third, long-term adherence to incentives as part of the company's corporate culture construction. The relationship between corporate culture and employee motivation is shown in the following figure:

Part III Incentive Measures

The first is to establish a trinity self-motivation mechanism of reward incentive, achievement incentive and opportunity incentive.

Improve welfare

1. Handle three insurances for employees.

2. Provide employees who have worked hard for one year with 5 days paid vacation, and less than 1 day paid vacation for one quarter.

3. In 2004, distribute sanitary washing products (washing powder, soap and shampoo) to employees once a quarter. The annual budget of sanitary washing products is 200 yuan RMB per employee, and the annual budget is 6,543,800 yuan+0.4 million yuan, based on 70 employees.

In April and May 1 day, 1 1 day and New Year's Day, employees will be paid holiday expenses according to 200 yuan (the cost is 70× 200× 3 = 42,000 yuan).

Step 5 cultivate

Quarterly training demand analysis, and make monthly training plan according to training demand survey. Take training as the welfare of employees, develop as the corporate culture of the company, and establish a learning enterprise through training.

(C) Achievement incentive system

1, authorized

(1) The boss appropriately delegates the power of subordinates to improve the sense of responsibility of employees; Enhance the challenge of each employee's work.

(2) Research has proved that even if you only give employees the right to adjust the brightness of office lights, this small power will make them more efficient.

Create power. Enterprise employees are eager to display their talents freely and give full play to their intelligence, which means that leaders should not tell employees what to do, but give them support and guidance when they are lost.

(3) This work is carried out in consultation with various departments when determining the job description.

2. Exhibition competition

(1) In 2004, the three business departments of sales, software development and system integration used data to rank employees' performance in this quarter and praised outstanding employees one by one.

(2) Compared with the current quarter, the sales realized by the sales department; The software development department compares the completion of development or testing tasks in this quarter; The system integration department compares the number and quality of customers implemented by each employee in the current quarter.

(3) The company set up a "Performance Competition" column on server 1, posted the competition results of the three major business departments every quarter, and only announced the top five outstanding departments.

(4) Publish the ranking of all employees in each department to help the employees with lower ranking analyze the reasons.

(5) Using data to express achievements and contributions can stimulate employees' enterprising spirit in a more comparable and convincing way.

3. Communication of objectives and tasks

(1) During the implementation of projects and tasks, managers should provide information to employees to enable them to complete their work well.

(2) This information includes the company's overall goals and tasks, the work that needs to be completed by professional departments and the specific issues that employees must pay attention to.

(3) The company holds an office meeting once a week and an office meeting on Monday of the first week of each month. The Director of Operations will communicate with the managers of all departments about the overall objectives and tasks of the company in the current month and the work that needs to be completed by all departments.

(4) Each department communicates with employees on Tuesday of the first week of each month the tasks of the department in that month and the specific problems that employees must focus on solving.

Step 4 work together

Employees who do practical work are experts in this work. Therefore, managers must listen to the opinions of employees and invite them to participate in making work-related decisions. Frank communication not only makes employees feel that they are part of the enterprise, but also makes them understand the strategy of the enterprise. If this frank communication and two-way information sharing become an indispensable part of the business process, the incentive effect will be more obvious.

Step 5 praise employees

(1) The manager congratulates the employees in person when they finish their work well. This kind of congratulations should be timely and specific.

(2) If you can't congratulate yourself, the manager should write a note to praise the good performance of the employees. Written congratulations can make employees see the appreciation of managers, and that kind of "flattered feeling" will last longer.

(3) After the project is successful, the company will hold a meeting to celebrate and boost morale. Celebration doesn't need to be grand, just let the team know that their work is excellent in time.

(4) Managers should also praise employees publicly to attract more employees' attention and praise.

Some managers like to praise in private and criticize in public. In fact, on the contrary, only public praise and private criticism. Only in this way can employees be more motivated.

For employees with poor performance, sometimes what the supervisor must do is to help them build confidence, give them smaller and easier tasks, let them taste the taste of success and give them positive feedback. Then give them more important tasks to gradually lead to good performance.

(5) only pay attention to the results, not the process.

When managers encourage employees, they should encourage the results of their work, not the work process. Some employees work hard, and managers can praise his spirit, but they can't be used as an example for other employees to learn. Otherwise, other employees may complicate the original simple work and even make some superficial articles to show their efforts and get praise. From the company's point of view, the company needs more employees who are willing to use their brains at work, so the company should encourage employees to achieve their work goals in the simplest way. In short, the work results are really useful to the company.

(6) Gregory Smith, an enterprise management consultant, pointed out in CEO Refesher magazine that every employee's small good performance, if recognized, can have an incentive effect. Pat the employee on the shoulder and write a short thank-you letter. This kind of informal small commendation may be better than the company's annual grand model employee commendation meeting.

6. Closely combine performance evaluation with employee development.

Linking work attitude, performance and achievement with personal salary and promotion is in direct proportion.

Opportunity incentive

Before 1 and before March 3 1, when the human resources department negotiates job descriptions with various departments, the human resources department and the managers of various departments will arrange employees to corresponding positions according to their work skills. First, do a good job in building the company's workforce and train reserve cadres; Secondly, it is also the planning of employees' career.

2. The incentive measures of employee career planning management are based on the idea that the organization and employees * * * grow together, * * * develop together and * * * live together * *, which is the best way to realize the humanistic management thought. It has a deep-seated incentive effect.

3. The Human Resources Department formulates and implements a training plan to increase employees' learning opportunities.

Secondly, the superego incentive mechanism of "enjoying the idea and building the vision" should be constructed.

1. The strong superego motivation of knowledge workers makes them have stronger socialization motivation.

2. Give employees a lofty mission.

(1) Combined with the construction of corporate culture, the company shapes employees' lofty sense of mission with corporate mission, forms a powerful internal drive hidden in employees' hearts, and points this cultural internal drive to corporate goals.

(2) For example, when an employee who cleans sewage for a living thinks that his job is to "save the increasingly polluted environment", his work morale will be greatly improved. Without this sense of mission, even a well-paid job may be just another busy job.

3. Use corporate vision to motivate employees.

(1) Now it is advocated to turn free people into social people and economic people into enterprise people, so for employees, enterprises have become their dependence and the focus of their lives, so the development prospects of enterprises are extremely important, just like the front banner of the team, which plays a role in setting the direction, encouraging and leading.

(2) If the development goals of the enterprise are defined, the development steps of each stage are planned, and these are clearly told to employees, so that employees firmly believe that their choices are right, their own enterprises will be successful, and the success of enterprises will bring personal success. In this way, employees will go forward bravely, because they firmly believe that as long as they struggle, the future is bright and achievable.

4. The powerful weapon to construct the superego incentive mechanism is the company's internal publications.

(1) Starting from the second quarter, the human resources department is responsible for the construction of internal journals of the company and the establishment of correspondent teams of various departments.

(2) The remuneration is: 5 points for each word and 10 yuan for each photo.

(3) Internal periodicals are published quarterly in the form of web pages.

Third, the construction of human environment within the company.

(1) Care and encouragement.

1. Understanding is the premise of concern. As a department manager, you should have "eight understandings" of your subordinates, namely, name, native place, origin, family, experience, specialty, personality and performance; In addition, we should pay attention to other situations, that is, work, physical condition, study, housing, family, interests and social relations.

2. The department manager should understand the practical difficulties and personal needs of employees and try to meet them. This will greatly arouse the enthusiasm of employees.

3. The company should congratulate its employees on their birthdays! The human resources department of the employees on business trip should call to express their condolences.

4. If an employee has a wedding, funeral or happy event at home, the company should express condolences, and the human resources department should be present to send RMB to 200 yuan.

(B) the incentive atmosphere of unity and cooperation

The company encourages unity, cooperation, diligence, self-discipline and innovation, and everyone strives to realize the company's vision, so that bad behaviors such as "stabbing in the back" and "office political disputes" can go to hell!

(3) Leadership behavior motivation.

1, a good leadership behavior can bring confidence and strength to employees, and motivate employees to move towards the established goals.

2. Incentive effect comes from non-power factors. Including the leader's morality, knowledge, experience, skills, etc. , and strict requirements

Self-discipline, take the lead in setting an example, set an example, etc. It is the main aspect that produces influence and motivation.

(D) collective honor incentives

1. When the company passes the performance appraisal every year, it will select two excellent departments and award them the title of "Excellent Department of the Year".

2. The company should set up a column in the office area to introduce the performance and employees of outstanding departments in the year and post photos of employees at the same time.

3, by giving collective honor, cultivate collective consciousness, thus producing a sense of pride and glory, and forming the power to consciously safeguard collective honor.

4. Choose two excellent departments. First, let there be competition among excellent departments; Secondly, it can also create a typical demonstration effect in the company, so that other departments can keep pace with excellent departments.

(e) year-end awards

At the end of each year, the president of the company will personally send each employee a beautifully packaged and meaningful book with the president's personal blessing and signature.

(6) Go sightseeing

Every spring and autumn, the company will organize two outings to enhance the unity and cooperation spirit of employees.

Fourth, treat employees as "partners"

(1) The company is committed to establishing a partnership with employees, so as to unite all employees of the Aisheng Friendship Association, put the overall interests above personal interests, and promote the development of the Aisheng Friendship Association.

(2) The policy of "employees are partners" is divided into two plans:

1, profit sharing plan

(1) Employee salaries Employees who have worked in the Aisheng Friendship Association for one year each year are eligible to share the profits of the company in that year.

(2) Profit to be shared by each employee at the end of each year = (my performance appraisal score in that year/100)× Profit to be shared.

(3) Profit due is distributed in the form of year-end bonus.

2. Employee stock ownership plan

(1) Under the circumstance that the company is not listed at present, according to the 2:8 principle of management, the key 20% employees of the company can get a share.

(2) After the company goes public, all employees can purchase the shares of the company at a price lower than the market price 15% through salary deduction or other means.

Incentive plan 2 1. The research and development of motivation theory has brought a theoretical basis for employee motivation;

1, hierarchy of needs: people's needs are divided into five types from low to high: physiological needs (food, clothing, housing and transportation), safety needs (old-age care, medical care), social needs (affection, friendship, belonging), respect needs and self-realization needs (sense of accomplishment). Different people have different leading needs and intensities under different conditions; The unsatisfied demand is the main incentive source, and the satisfied demand no longer has the incentive function; Only when the low-level needs are met will the high-level needs be pursued. Human behavior is determined by dominant needs.

2. Achievement needs theory: human needs are divided into achievement needs, power needs and affinity needs. Excellent managers often have higher demand for power and lower demand for achievement and affinity. Because people with high achievement requirements only pay attention to their own work performance, and don't care how to influence others to do excellent performance; Too much emphasis on good relations will interfere with normal working procedures.

3. Equity theory: employees tend to compare their income and investment ratio with others (whether in their own company or in other organizations) horizontally or vertically with their past income and investment (in the same organization or in different organizations). Investment includes educational background, qualifications, experience, loyalty, time, effort, creativity and performance that employees think contribute to their work. Income includes salary, bonus, welfare, honor, position, etc. Moreover, they often overestimate their own input and the income of others, and underestimate their own input and others' input. Once you feel unfair, you will change your own input or output (reduce your efforts or ask for a raise), others' input and output, change the reference object, change your perception or even resign. Therefore, foreign-funded enterprises are generally secretive about salary, oppose employee snooping and reduce internal horizontal comparison.

4. Expectation theory: motivation = valence × expectation. "Validity" refers to the value of a job or goal to meet personal needs, and "expectation" refers to the possibility that employees decide to work hard to achieve this goal. This decision includes two links: the possibility of transforming efforts into performance, and the possibility of transforming performance into expected returns. Therefore, if a goal has high value to employees, and it is likely to be achieved, and once it is achieved, it can meet the demand, then its incentive effect is the best. This enlightens us: words must be done, actions must have results, and returns will be cashed in time; Low-key commitment, value-for-money cash, let it be overjoyed; Seize the most effective incentives; Properly control the expected value and actual probability, the expected value is not as big as possible, nor is it as small as possible; Pay design should consider not only external competition, but also internal fairness.

5. Two-factor theory: Satisfaction is an important force to motivate employees to work hard, and the factors leading to satisfaction and dissatisfaction are completely different. "Health factors" include wages and benefits, working environment and labor protection. These aspects can only eliminate "dissatisfaction" but can't make employees "satisfied", and can only appease employees but can't motivate them; In other words, employees won't complain, but they won't appreciate you. "Incentive factors" mainly involve the sense of accomplishment, responsibility and respect brought by the work material and the work itself. If all these aspects are available, we can have a sense of satisfaction and play an incentive role. On the other hand, if you can't get it, it's not "dissatisfied" but "dissatisfied". "Health factors" can attract employees to enter the company, and "incentive factors" can ensure employees to do their duty. This explains why some enterprises have good wages and benefits, while others still complain about the brain drain. Therefore, we should not only raise wages, but also enrich work materials, expand the scope of work, entrust heavy responsibilities, and increase pride, sense of accomplishment and sense of responsibility.

6. Catfish theory: Norwegian fishermen activated a ship of dead sardines through a vibrant catfish. Enterprises can put a person with great potential among ordinary employees, and at the same time stipulate that 5- 10% employees will be eliminated every year to enhance their sense of crisis.

Second, employee motivation to achieve the best results, we must follow the following principles:

1, combining material incentives with spiritual incentives. Only material incentives are harmful, and only spiritual incentives are stupid. Money is the most effective short-term incentive method and the most ineffective long-term incentive method. Rewards with low money value and high reputation value are often more incentive.

2. Combination of internal and external incentives. Internal motivation is the challenge and success of the work itself, while external motivation is the reward, reward and praise outside the work.

3. Combination of positive and negative incentives. Positive motivation refers to rewarding behaviors that meet organizational goals, thus strengthening and repeating these behaviors; Negative motivation refers to restraining and punishing behaviors that violate organizational goals, so that they gradually disappear. Positive excitation should be continuous and intermittent, and the time and quantity should not be fixed as much as possible. Continuation is time-consuming and laborious, and it is also prone to diminishing effectiveness. Negative incentives should adhere to continuity, be punished in time, and eliminate employees' fluky psychology. The stimulation of punishment is more effective than reward.

4. Incentive on demand. Grasp the different leading needs of different employees in different periods, guide and meet them correctly, and be able to conduct demand investigation or make a "demand menu" for employees to choose.

5. The principles of openness, fairness and justice.

Third, under the guidance of incentive theory and principles, incentive measures are rich and colorful, and all roads lead to the same goal:

Incentive. The principle is fixed, but the forms and methods of motivation are ever-changing and interesting. Any enterprise can combine the actual needs and characteristics of management and use unique incentive methods to ignite team passion. The following incentive methods and measures are suggested:

1, improve the performance management level. At the beginning of the year, employees' work performance objectives, measurement standards and expectations are defined to enhance work motivation, bring resources at ordinary times, reduce obstacles, and conduct assessment at the end of the year. An inspiring and practical goal can boost morale and motivate employees to work hard; The goal of low expectations (unattainable) will only be counterproductive. Only when people know what they want to achieve and are really willing to achieve it will they be motivated. With the improvement of performance appraisal level, the annual salary system related to enterprise benefits can be implemented in key middle and senior management positions.

It can be said that performance management is the key point, and scientific and fair performance management can lay a good foundation for incentive measures such as salary incentive, career planning, job rotation, job promotion, succession planning, elimination of the last place, and rewards, otherwise many incentive measures will be difficult to implement. Therefore, we should strengthen the strength of performance appraisal and thoroughly solve the problem of "more work, more mistakes, more unfinished tasks, more wages deducted".

2. Salary incentives. This is the easiest and most important incentive means in the enterprise incentive mechanism, and it is also easier to control, but the operation skills are very particular, the total salary is the same, the payment methods are different, and the incentive effect is completely different, not the more the better. The more income, the lower marginal utility, the more employment and the higher marginal cost. In other words, the salary level must increase with the increase of workload, and the higher the income, the higher the incentive cost (he doesn't care about hundreds of dollars); Deterministic income and uncertain risk income are not equivalent. The greater the risk, the more compensation people need. Putting people who are afraid of risks in fixed salary posts and those who are willing to take risks in posts with large income fluctuations can reduce the average wage level. But at present, there are almost no high-risk jobs in our enterprise, and the enterprise is more mature and less risky. The sales manager's interest loss of several hundred dollars a year does not pose a risk at all. This almost risk-free annual salary system has a necessary incentive for the sales manager, but it will offset its intention for other unrelated managers, which may also be an important reason for the backward management thinking and level of our enterprise at present.

Salary is not only affirmation and compensation for employees' past work, but also employees' expectation for future work. It is not only labor income, but also represents employees' own value and enterprise recognition. Therefore, salary design should not only be competitive in the market, but also determine the relative fairness of internal job value, and must also be linked to job performance. At the same time, it is necessary to match the post grade design and design more grades, so that employees can improve their salary level through hard work and experience the sense of self-realization and respect and recognition brought about by the improvement. Every year, 20% of outstanding employees will be given a salary increase according to their performance, 10% of employees will be eliminated, their salary will be reduced or their posts will be changed, and 70% of employees will be considered in the case of a general salary increase. Be cautious about salary increase and high salary, because people care most about what they get, and the longer they have it, the greater the pain of losing it, so they can use floating salary when they raise their salary.

The launch of the stock ownership plan will enable key backbones such as technology, operation and management to subscribe for stock options, and will also make technology and management achievements into shares, enhance employees' loyalty to the enterprise and mobilize their enthusiasm. It can not only retain and attract outstanding talents for a long time, but also accumulate capital for them at a more favorable tax rate, and at the same time control the cash level paid by enterprises to senior talents at the lowest level. The option nature of stock enables enterprises to firmly control the huge assets accumulated by senior talents and make them work hard under the "golden handcuffs". On the other hand, the more the annual salary is paid in cash, the greater the threat to the long-term security of the enterprise, the higher the proportion of long-term rewards in the salary, and the higher the risk of senior talents changing jobs.

3. "Setting up posts for the people" is a clever win. Based on the viewpoint of efficient allocation of human resources, putting the right person in the right position (or part-time) can not only maximize the use of human resources and reduce the cost of human resources, but also help to give full play to the potential of employees, realize the incentive effect of enriching work materials and expanding work scope, and also contribute to the accumulation and development of human resources. Of course, "setting posts by people" is not an idle post without job information, but must be based on "setting posts by things". At the same time, when assigning tasks, try to let a department or someone take on the whole task and give them full trust and authorization, which can improve efficiency and enhance work motivation. You can also implement job rotation through the internal job-hopping system, which can enrich work materials, prevent occupational fatigue and laziness, and also help to cultivate comprehensive talents. In this process, we should pay attention to meritocracy, use the right person, encourage a person, use the wrong person and ignore a person.

4. Establish company vision and personal goals. Let all employees * * * fully participate in proposing, establishing and perfecting corporate vision, find the coordinates of their own development in the process of establishing corporate vision, and realize the unity of enterprise self and employee self. On this basis, do a good job in career management, create two promotion channels, so that every employee has a direction and hope-management categories are divided into seven levels: junior staff, intermediate staff, senior staff, chief staff (supervisor), third-level manager, second-level manager, first-level manager, senior manager and so on. And the professional categories are divided into seven levels: junior engineer, assistant engineer, third-class engineer and second-class engineer. Each post level enjoys corresponding treatment. After the annual year-end assessment, the promotion ratio and quota shall be determined according to the overall strategy and necessary conditions of the enterprise. At the same time, help employees plan their careers, have a career development dialogue with subordinates every quarter, guide and recommend subordinates, praise and criticize them, carry out targeted training, and deliver high-quality human resources in a timely and effective manner.

To carry out succession planning in management positions at all levels requires supervisors at all levels to do a good job in succession training and include it as a key performance indicator in the annual performance appraisal. In fact, a manager who can't train successors and make the department inseparable from him is definitely not a competent manager (contrary to the traditional view, a manager who thinks that the department cannot be separated is excellent). Through the implementation of the succession plan, we can not only cultivate talents, show employees the expectation of growth, and ensure the continuous improvement of the quality of human resources, but also enhance the sense of crisis of on-the-job personnel and ensure that their work will not be affected in the case of sudden departure of key positions.

5, according to the vitality curve.

According to the principle of vitality curve, 20% people in an organization are excellent, 70% people are basically competent, and 10% people should be eliminated. The elimination ratio is an incentive for excellent employees. At the beginning of the year, this regulation should be announced at the staff meeting and made clear to all employees through various carriers. This is for the survival and development of enterprises and can enhance the competitiveness of enterprises. This practice can effectively make employees understand that the enterprise is not a place to raise people, effectively lay off some people with poor potential and weak sense of responsibility every year, and avoid conflicts with employees because of layoffs, because this is a layoff system. Moreover, it has long been said that employees will secretly strive to improve their potential and work quality in order not to be laid off. If the worst person works hard, the middle person will have the pressure to act, the middle person will move, and the person in front will be touched and unable to sit still. In this way, the whole enterprise will live.

How to operate specifically? First, through the results of performance appraisal, the proportion is discharged; 2.20 If the illegal conditions violate 18 or above, they will automatically enter the ranks of dismissal; Violation of 12- 17 is optional.

6. Rewards and incentives. In addition to the commendation at the end of each year, we will also carry out an award for each activity from time to time to ensure the timeliness, pertinence and diversity of the awards. According to the size of the activity, encouragement, meritorious service, commendation and individual awards are set up through procedures such as personal declaration, department audit and general manager approval, and corresponding material rewards are given. Specific reward names can be diversified, such as sales personality award, talent training award, decoration award, management achievement award, technical achievement award, etc. It's best to have various names to ensure the novelty of the reward, and the reward methods should be constantly innovated. You can make a reward menu and let the recipients order their own food. The reward time is not fixed. At the same time, note: if the reward is too frequent, the stimulation effect will also be reduced.

7. Motivation of knowledge workers. The four main factors that motivate knowledge workers are career development and personal growth, work independence, work achievement and profit sharing. They expect to work in a way that they think is effective. Enterprises should give them a stage to display their talents and a relaxed working environment. At the same time, we should be good at listening to their voices, and generally should give priority to long-term incentives.

8. Participate in incentives. Create various opportunities to communicate with employees, let employees express their opinions, enhance understanding and let employees feel concerned. Usually pay attention to emotional adjustment, learn and use some psychological suggestion skills to influence employees. If the manager is depressed, your employees will also be affected and become less motivated. On the contrary, if managers are enthusiastic, your employees will be full of energy.

We should be good at supporting creative recommendation, fully tap the intelligence of employees, let everyone think, do and innovate, and let everyone work boldly. Don't deny the employee's recommendation easily. Once denied, employees may never dare to make comments again, and their intentions will be damaged. Whoever makes a suggestion will be responsible for its implementation and be entrusted with an important task. If it is creative and effective, it can also be named after him, such as Haier's "Cloud Smoke Mirror" and "Lei Wu Operation Method".

9. Conduct a satisfaction survey. "Motivation never starts with satisfaction." Only by understanding what employees are dissatisfied with can we understand what employees need and the incentive measures can be targeted. At the same time, the satisfaction survey can prove that enterprises care about the needs and opinions of employees. At the same time, managers should understand employees' "Nine Things" (name, birthday, native place, origin, family, experience, specialty, personality and performance) and "Nine Things" (working condition, housing condition, physical condition, study condition, ideological and moral status, economic condition, family members, hobbies and social interaction), care for their families and solve their worries. Various interest groups and recreational activities can also be established to improve the harmony and cohesion of the organization, increase social opportunities and meet their pursuit of happiness and social needs.

There is no fixed law, and all laws belong to the sects. Whether the incentive method is effective or not depends on how managers use it bit by bit in their daily work and life. They should pay attention to pertinence and effectiveness, as well as diversity, regularity and suddenness. Management is borrowing power. I hope that through various incentives, we can unite all the forces that can be United, so that everyone is willing to lend their strength to the enterprise, so that the enterprise can develop in a magnificent and invincible way.