Positive Psychology in Staff Motivation.doc

1、1Positive Psychology in Staff MotivationAbstract. Nowadays， China under the background of economic transition， the process of urbanization and industrialization is speeding up， peoples living and working under increasing pressure. Meanwhile， due to various reasons， our enterprises have not yet fully

2、 out of the shadow of the economic crisis， the development of small and medium enterprises are facing various bottlenecks. In this study， incentive theory put forward a more systematic incentive policy from the perspective of positive psychology. On personal level， training employees positive person

3、ality， inspiring their self-efficacy， providing multi-faceted training， all this can contribute to positive psychological capital. At the organizational level， by building a positive organizational culture and creating an organizational relationship full of love to contribute to good incentive effec

4、t. Keywords： Positive Psychology， Enterprises， Incentive mechanism. 1. Introduction Along with the progress of reform and opening up， the gap 2between rich and poor among the various sectors of society in China further widening and the imbalance of the distribution of interests. Since 2010， many emp

5、loyees of Shenzhen Foxconn group continuously jump off building， staffs psychological condition and the psychological quality training become a hot which more and more scholars begin to discuss and study. How to make employees more positive and optimistic， how to inspire staff potential and how to c

6、reate a positive atmosphere to enhance employee satisfaction， is a difficult problem in human resources management in the enterprise. 2. Theoretical foundation 2.1 Positive psychology Positive psychology emphasizes the positive mental power of individuals and groups， the study includes the following

7、 three aspects： The first one is the subjective aspect： 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 positive personality （self-es

8、teem， love etc.） and personal qualities （talent， benevolence， justice， courage and so on）.The third one is 3the organization level： focus on positive organization structure， such as school、family、non-business organization and company， focus on building positive social， corporate system which is cond

9、ucive to the development of peoples positive strength and quality. There is an important conclusion： positive organizational structure can promote the development of positive traits and show， and promote a positive subjective experience. 2.2 Motivation theory Motivation is an important research cont

10、ent of management， human resource management and organizational behavior. Motivation applied to the field of management science， refers to motivating employees， and also is to mobilize the enthusiasm and creativity of employees with various effective methods. 2.2.1 Hierarchy of needs Hierarchy of ne

11、eds theory 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 of demand： （1） physiological needs： including water， food， shelter， and ot

12、her physiological needs. （2） 4Security needs： including security and protection， so as to avoid their physical and emotional harm. （3） Social needs： includes a sense of belonging， identity and acceptance， communication and friendship. （4） The need to respect： the need to respect is divided into inte

13、rnal respect， such as independent， self-esteem， self-respect and a sense of achievement； external needs， such as social status， attention， appreciation and respect. （5） The need for self-realization： including growth， potential， self-realization needs. These five different levels of needs are unifie

14、d in one individual. In the different period display different need and urgent degree of need not the same. 2.2.2 Theory X and Theory Y Douglas. McGregor a psychologist from American put forward two ideas about human nature： one is negative evaluation on human nature， the assumption is that people a

15、re lazy， they dont 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 this hypothesis of theory X； Another is a positive evaluation， believe that people will think of work as eat and sleep， once you have a clear

16、goal you 5will have self-restraint and self-control， and will take the initiative to undertake the work and also the independent innovation， we called theory Y. 2.2.3 Equity theory Equity theory is also known as the theory of social comparison， is proposed by American psychologist John Stacey Adams

17、in 1965.Equity theory is related to peoples cognitive level and the information they grasped directly ， so most of the time it is a subjective feeling. 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 al

18、ways compare their own work （effort， experience， education level） output （wages， recognition， raise） with others input and output， and make their own subjective judgment. 3. Incentive strategy based on positive psychology Many studies have proved that， there was a significant positive correlation be

19、tween 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 positive psychological state reflected in the work. That is to say a positive mental state can promote the work performance， can 6let employees get m

20、ore happiness at work. Positive psychology believes that the motive force of individuals 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 individual potential. 3.1 The i

21、ndividual level： positive psychological capital and incentive strategy Positive psychology has an important influence on organizational behavior is the recognition of traditional power of personality and put forward the concept of positive psychological capital. Psychologists in the research of posi

22、tive psychology， gradually realize some features of the state of positive 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. They also noted that positive p

23、sychological capital is the core of individuals psychological factors. 3.1.1 Inspire employees self-efficacy Positive psychology attaches great importance to explore the advantage of human nature， pay attention to training 7employees potential positive psychological quality and personality， to help

24、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 advantages of employees in time， which can help the staff to establish confidence， foster strengths and circumvent weaknesse

25、s， and then improve the performance. 3.1.2 Discover and develop employees positive personality 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 characteristi

26、cs 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. Those with positive idea of have better social morality and better ability to adapt

27、 to society. The organization of the long-term perspective of all want employees with positive quality， so as to form a vibrant and active force against the problem. 3.2 Organizational level： Positive organizational culture and incentive strategy In the part of the theoretical research， there is a v

28、ery 8important conclusion was that “the positive organizational 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 individuals personality， and to obtain a

29、better experience. 3.2.1 Regard improving employees satisfaction as an important part of the corporate culture. In a certain extent， humanization， excellent enterprise culture can inspire the enthusiasm of the staff and promote strong cohesion and team spirit. In the enterprise management， and even

30、the daily operation of the enterprise， through various dominant， recessive enterprise culture， can cultivate employees collective identity and common development with enterprise. 3.2.2 Construct a relationship full of sunshine and love. Interpersonal relationship is an important component of incenti

31、ve for employees， enterprises should pay attention to establish smooth communication channels， construct simple and harmonious interpersonal relationships， so that employees can fully enjoy the humanistic care . 3.3 Environmental aspects： Positive work environment and 9incentive strategies By two-fa

32、ctor theory， Herzberg think can really motivate 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 intrinsic rewards factor. 3.3.1 Creating a posi

33、tive work environment to motivate employees More and more research is focused on how to combine incentive theory with the change of architecture . Research on job design factors show that， public organization can influence the employee effort. 3.3.2 Building a people-oriented management concept to i

34、mprove the incentive 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 their potential and their personality. Also need to point out that we m

35、ust face up to the reasonable needs of employees. 4. Conclusion Above all， small and medium enterprises should construct 10the incentive mechanism through the following aspects： first， at the individual accept， through promoting employee positive psychological capital to reach the incentive effect，

36、the managers of the enterprise 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 incentive effect. Thirdly， at the organizational level， const

37、ruct a positive organizational culture which can contribute to a good incentive effect， through the construction of a full of sunshine and love relationships， forming a unity， team spirit， and then reach an internal incentive effect. Rely on the establishment of the system， fair， stable salary syste

38、m， reward system， promotion system， training system and evaluation system long-term mechanism to enable staff management rules to follow， and thus can achieve an incentive effect. References 1 Yang Zhiqiang， Jiang Qiuwei. Positive psychology Commentary J. Neijiang Technology， 2012. 2 Liu Changjiang， Hao Fang. Positive psychology and the interpretation of happiness J. Liaoning Economic Management Cadre College，2012，05：5 -7.