positive psychology in staff motivation

1、<p>　　Positive Psychology in Staff Motivation</p><p>　　Abstract. Nowadays， China under the background of economic transition， the process of urbanization and industrialization is speeding up， people'

2、;s living and working under increasing pressure. Meanwhile， due to various reasons， our enterprises have not yet fully out of the shadow of the economic crisis， the development of small and medium enterprises are facing

3、various bottlenecks. In this study， incentive theory put forward a more systematic incentive policy from the perspective of positive psyc</p><p>　　Keywords： Positive Psychology， Enterprises， Incentive mechan

4、ism. </p><p>　　1. Introduction </p><p>　　Along with the progress of reform and opening up， the gap between rich and poor among the various sectors of society in China further widening and the im

5、balance of the distribution of interests. Since 2010， many employees of Shenzhen Foxconn group continuously jump off building， staff's psychological condition and the psychological quality training become a hot which

6、 more and more scholars begin to discuss and study. How to make employees more positive and optimistic， how to inspire staff potent</p><p>　　2. Theoretical foundation </p><p>　　2.1 Positive psyc

7、hology </p><p>　　Positive psychology emphasizes the positive mental power of individuals and groups， the study includes the following three aspects： </p><p>　　The first one is the subjective asp

8、ect： focuses on individual for the past （satisfaction， a sense of achievement）， now （love， happiness， happy）， the future （hope， optimism and positive outlook feelings）.The second one is the individual aspect： focus on po

9、sitive personality （self-esteem， love etc.） and personal qualities （talent， benevolence， justice， courage and so on）.The third one is the organization level： focus on positive organization structure， such as school、famil

10、y、non-business organizati</p><p>　　There is an important conclusion： positive organizational structure can promote the development of positive traits and show， and promote a positive subjective experience.

11、　　2.2 Motivation theory </p><p>　　Motivation is an important research content of management， human resource management and organizational behavior. Motivation applied to the field of management science， refe

12、rs to motivating employees， and also is to mobilize the enthusiasm and creativity of employees with various effective methods. </p><p>　　2.2.1 Hierarchy of needs </p><p>　　Hierarchy of needs the

13、ory by American humanistic psychologist Abraham Maslow is put forward for the first time is also the most widely studied theories as organizational incentive application. Maslow assumes that each person has five levels o

14、f demand： （1） physiological needs： including water， food， shelter， and other physiological needs. （2） Security needs： including security and protection， so as to avoid their physical and emotional harm. （3） Social needs：

15、 includes a sense of belonging， identi</p><p>　　2.2.2 Theory X and Theory Y </p><p>　　Douglas. McGregor a psychologist from American put forward two ideas about human nature： one is negative eva

16、luation on human nature， the assumption is that people are lazy， they don't like work and will escape from the work and responsibility of a chance， so we can only force them to achieve organizational goals， we call t

17、his hypothesis of theory X； </p><p>　　Another is a positive evaluation， believe that people will think of work as eat and sleep， once you have a clear goal you will have self-restraint and self-control， and

18、will take the initiative to undertake the work and also the independent innovation， we called theory Y. </p><p>　　2.2.3 Equity theory </p><p>　　Equity theory is also known as the theory of socia

19、l comparison， is proposed by American psychologist John Stacey Adams in 1965.Equity theory is related to people’s cognitive level and the information they grasped directly ， so most of the time it is a subjective feeling

20、. </p><p>　　Its main points are： the enthusiasm of work is not only with the individual actual salary， but more with employees’ feeling of fairness. They will always compare their own work （effort， experienc

21、e， education level） output （wages， recognition， raise） with other’s input and output， and make their own subjective judgment. 　　3. Incentive strategy based on positive psychology </p><p>　　Many studies have

22、 proved that， there was a significant positive correlation between employees’ sense of well-being get in the work and work performance. And sense of well-being or satisfaction has a positive relationship with the positiv

23、e psychological state reflected in the work. That is to say a positive mental state can promote the work performance， can let employees get more happiness at work. </p><p>　　Positive psychology believes that

24、 the motive force of individual’s development should be mainly attributed to their investment to the activities which make them enjoyable. And positive personality traits are mainly to stimulate and strengthen the indivi

25、dual potential. </p><p>　　3.1 The individual level： positive psychological capital and incentive strategy </p><p>　　Positive psychology has an important influence on organizational behavior is t

26、he recognition of traditional power of personality and put forward the concept of positive psychological capital. Psychologists in the research of positive psychology， gradually realize some features of the state of posi

27、tive psychological. Self-confidence， hopes， optimism， and strong the four positive mental states are combined by scholars into higher level concepts， and is called the positive psychological capital. Th</p><p&

28、gt;　　3.1.1 Inspire employee’s self-efficacy </p><p>　　Positive psychology attaches great importance to explore the advantage of human nature， pay attention to training employees’ potential positive psycholog

29、ical quality and personality， to help employees perceived the true success and happiness. Therefore， in the daily management， administrator shall enjoy the staff， not stingy the praise of subordinates ， detect the advant

30、ages of employees in time， which can help the staff to establish confidence， foster strengths and circumvent weaknesses， and th</p><p>　　3.1.2 Discover and develop employees' positive personality </p&

31、gt;<p>　　Now a lot of enterprises according to the actual situation of the organization， will invite experts in psychology and human resource together to develop the competency model， according to the characterist

32、ics and individual differences， to achieve human job match， improve recruitment techniques. Competency is some of the potential characteristics of the individual， such as motivation， personality， knowledge and skills. Th

33、ose with positive idea of have better social morality and better ability to </p><p>　　In the part of the theoretical research， there is a very important conclusion was that "the positive organizational

34、structure can promote the development of positive personality traits， and promote a positive subjective experience. Then through the establishment of positive organizational culture， can improve individual's personal

35、ity， and to obtain a better experience. </p><p>　　3.2.1 Regard improving employee’s satisfaction as an important part of the corporate culture. </p><p>　　In a certain extent， humanization， excel

36、lent enterprise culture can inspire the enthusiasm of the staff and promote strong cohesion and team spirit. In the enterprise management， and even the daily operation of the enterprise， through various dominant， recessi

37、ve enterprise culture， can cultivate employees’ collective identity and common development with enterprise. </p><p>　　3.2.2 Construct a relationship full of sunshine and love. </p><p>　　Interper

38、sonal relationship is an important component of incentive for employees， enterprises should pay attention to establish smooth communication channels， construct simple and harmonious interpersonal relationships， so that e

39、mployees can fully enjoy the humanistic care . </p><p>　　3.3 Environmental aspects： Positive work environment and incentive strategies </p><p>　　By two-factor theory， Herzberg think can really m

40、otivate employees is linked to factors associated with the work itself， or the direct result of the work brings， such as promotion， personal growth， recognition， responsibility and achievement， etc. These are the intrins

41、ic rewards factor. </p><p>　　3.3.1 Creating a positive work environment to motivate employees </p><p>　　More and more research is focused on how to combine incentive theory with the change of ar

42、chitecture . Research on job design factors show that， public organization can influence the employee effort. </p><p>　　3.3.2 Building a people-oriented management concept to improve the incentive </p>

43、<p>　　Managers must respect， understanding， caring ， and fully trust the staff. They should believe that the staff has the ability and potential to succeed. providing every employee with the opportunity to develop

44、 their potential and their personality. Also need to point out that we must face up to the reasonable needs of employees. </p><p>　　4. Conclusion </p><p>　　Above all， small and medium enterprise

45、s should construct the incentive mechanism through the following aspects： first， at the individual accept， through promoting employee positive psychological capital to reach the incentive effect， the managers of the ente

46、rprise should be good at discovering and cultivating the staff positive personality， stimulate self-efficacy. Second， at the organizational level， by building a positive organizational culture contributed to a good incen

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