Chapter 8 Chapter 7 The Art of Motivation: "Top Hat" Really Works

As the most brilliant leader, he does not have to be excellent himself, but he must have a group of excellent subordinates, and these subordinates can fully realize their potential through his leadership.This requires leaders to have the skills to mobilize the enthusiasm of subordinates. In actual work, it is almost impossible for people not to make mistakes.When your subordinates make mistakes, don't just criticize blindly, but forgiveness can better motivate them. Zhang Zhi has been a sales executive in a small food company for four years.In the four years of sales work, he has been diligent and eager to learn.Every year, his sales performance ranks first in the company, and he is a role model for other business personnel, and is deeply loved and appreciated by the boss.

However, when he was on a business trip to collect the company's payment, he received an emergency call from his mother in his hometown, telling him that his father had unfortunately suffered from stomach cancer and needed surgery urgently.At this moment, Zhang Zhi's mind was blank, and the sudden unfortunate news made this young man who never flinched in troubles shed tears of sadness.Before he had time to think about it, he rushed to the post office, took out 20,000 yuan from the company's payment and sent it home, and wrote in the message on the remittance slip: 20,000 yuan to save his father.

On the way back to the company, Zhang Zhi was frightened. As a sales supervisor, he was very aware of the company's strict financial system and iron sales discipline.Misappropriation of public funds is a big taboo for salespeople, ranging from refunds and expulsion, to serious punishments.He has never made a single penny mistake in his four years of sales work, and he dare not think about it anymore, as if he has seen a pair of cold handcuffs in front of him. On the desk of the boss of the company, there were the remaining payment and a remittance receipt from the post office. Zhang Zhi talked with the boss for more than an hour. Assistant Liu informed all the staff in the sales department that an emergency meeting will be held in one hour." Zhang Zhi thought to himself: This is definitely the end.

When all the sales staff sat in the meeting room of the company, there was no sound at the meeting place. After reaffirming the company's strict sales discipline and financial system at the meeting, the boss expressed his deep apology to Zhang Zhi.The boss checked that he didn't care enough about his subordinates, and told everyone that something happened to Director Zhang's family, so he lent 20,000 yuan to Zhang Zhi, and asked Zhang Zhi to sign an IOU, stating the specific amount to be repaid from his monthly salary. .Now the misappropriation of public funds has turned into a creditor-debt relationship between the boss and Zhang Zhi's private person. The company's payment for goods is not small, and it is handed over to the company's financial department.Zhang Zhi, who has worked in the company for four years, was deeply moved by the boss's tolerant way of dealing with the world.

In reality, many leaders are always accustomed to taking an extremely tolerant attitude towards their own mistakes. Whenever they make mistakes, they always comfort themselves by saying that failure is the mother of success; Attitude, "We strive for perfection! We don't allow failure!" Children learn to walk by falling over and over again, and they learn to speak by saying the wrong words.The road to success must be full of thorns, and there is no road to success without making mistakes. In actual work, some leaders often only see those few successful subordinates, so they don't hesitate to give them all the compliments they can think of.However, for most of the "losers" who have also worked hard, they are often not paid attention to, or even their existence is ignored.Over time, employees who have failed may lose their confidence and fighting spirit next time.If you can encourage or praise at the right time, they will definitely regain their self-confidence and find themselves.

Throughout the ages, the winner is king and the loser is bandit, which seems to be an eternal truth.In fact, this so-called "truth" is often created by people themselves.The winners are because they put in more sweat and effort than others, so they deserve flowers and applause, which is justifiable.But what about those who fail?They have also trekked hard for a certain goal.They pay no less than others, and even more than successful people.But because of one or another unpredictable reason, they have repeatedly missed success, so should their efforts be rewarded? On September 2, 1945, the Second World War was about to come to an end. On this day, Japan, the last Axis power, was about to sign a surrender treaty.

On the USS Missouri battleship in the Pacific Ocean, people are eagerly waiting to witness this historic moment. At 9 a.m., Supreme Allied Commander Douglas?General MacArthur appeared on the deck, heralding the arrival of this great moment that attracted the attention and excitement of the whole world.Subsequently, the Japanese representatives boarded the warship, and the ceremony began. Just when General MacArthur was about to sign the instrument of surrender on behalf of the Allied forces, he stopped suddenly.Hundreds of reporters and photographers at the scene were puzzled by this.None of them knew what General MacArthur wanted to do.The general turned around and greeted Major General Jonathan?Winster and Lieutenant Colonel Arthur?Parcival, ask them to come and stand behind him.

General MacArthur's move once again surprised and envied the people at the scene.Because those two officers occupy the most prominent positions in front of the historical camera.Generally speaking, it should belong to those victorious generals with outstanding military exploits.And now, that great honor was assigned to two men who had been taken prisoner early in the war. In 1942, Winster was in the Philippines and Parcival led his troops in Singapore to surrender to the Japanese army.Both had just been released from POW camps and had flown here in haste. Later, people understood the good intentions of General MacArthur.Both of these men led their subordinates to endure humiliation and give up resistance after leading their subordinates to fight hard, because they were outnumbered and had no reinforcements, and in order to avoid more sacrifices under the condition of accepting the orders of their superiors.From their bodies as thin as two sick bamboos, their haggard faces, and their trance-like expressions, it can be seen that they have suffered mentally and physically in the prisoner-of-war camp.

Although the victory of the war is over, Winster and Parcival, who are the defeated generals, are also heroes, and they also contributed to the final victory of the war. In the eyes of General MacArthur, it seemed that it was not enough for them to stand behind him. He made an even more amazing move. He gave two of the five pens used to sign the surrender document in English and Japanese. Winston and Parcival. In this special way, MacArthur expressed his respect and understanding to the two conscientious losers; he expressed his gratitude to them for their great sacrifice of personal fame and suffering in order to save the lives of their compatriots.

To be a good manager, you can't just value those who get things done.You must take seriously those subordinates who have done their best and even made great sacrifices, but for other insurmountable reasons cannot complete the task.A failure may make them lose their self-confidence and fighting spirit. If you can encourage or praise them in a timely manner to let them know that their hard work was not in vain, they will definitely regain their self-confidence and find themselves.Well, next time they will most likely not be losers, but winners. Money has a potential power to influence people's behavior. A good manager will consider giving higher salaries to his subordinates, because high salaries are a never-fading trick for recruiting outstanding talents.

Generally speaking, as long as the material needs of subordinates are met, higher wages are paid, and as long as the work is not particularly hard, subordinates are happy to do it.High wages are more attractive to employees.Of course, we do not deny that some companies have low wages, but their employees are relatively stable.Managers should also understand the truth that true geniuses should be priceless, even if they cost tens of thousands of dollars. There is such a story.A graduate student in Switzerland successfully developed an electronic pen and a set of auxiliary devices, which can be used to correct infrared photos taken by remote sensing satellites.This major invention immediately attracted the attention of the whole world.After hearing the news, a large company in the United States immediately sent someone to find the graduate student, and asked him to go to the United States to work and study under the condition of favorable remuneration.At the same time, some companies in Switzerland also wanted to keep him.So the parties launched a fierce battle for talent.These companies have to pay him a high salary, and the battle for talent is fierce.Finally, the shrewd and bold representative of the American company said: "Now we will not add it. When other companies add it, I will multiply it by 5." Although compensation is not the best method, it is often the most effective tool for motivating employees and retaining talents. Salary can provide a kind of guarantee and can give employees a kind of relief. This is like a farmer who has a piece of good land. When the weather is good, it can guarantee him a good harvest every year.Salary can meet people's basic living needs, and money can buy people the necessities of life they need.In a self-sufficient society, people can produce most of the necessities of life themselves, while in today's highly commoditized society, everyone works for money, we need money to buy everything we need, we need money to pay for it our daily expenses.Only when the salary can meet the basic living needs of employees can employees feel safe, and employees will be kept in their original positions to continue working. Otherwise, employees will consider other job options. The forms of incentives are divided into spiritual and material.Spiritual incentives are used to meet "psychological needs", and material incentives are used to meet "physiological needs".Because material is the foundation and basic condition of human existence, food, clothing, housing and transportation are the most basic needs of human beings. In this sense, material interests have eternal significance to human beings and are an eternal pursuit. Modern psychological theory holds that human behavior is a controllable system.With the help of psychological methods, conduct research and analysis on human behavior, and give affirmation and incentives, so that behaviors that are beneficial to production and society are recognized, and the purpose of directional control is achieved and strengthened, so that the motivation can be maintained , to promote the maintenance and development of these behaviors. Wages and benefits are the most important form of material incentives, which are an indirect way to meet needs.In a sense, wages and benefits are not only the satisfaction of material needs, but also the satisfaction of spiritual needs.This is because it also serves as a badge of status, a source of self-esteem and a guarantee of security.Some foreign companies attach great importance to material incentives, and believe that this is an important means to stimulate people's motivation and mobilize their enthusiasm.Procter & Gamble was on the list in the survey report of the Swedish survey agency "50 Most Popular MBA Companies".Coincidentally, Procter & Gamble still ranks among the best in a recent survey report on "the most popular foreign companies among Chinese college students".One of the important reasons why Procter & Gamble is so popular with employees is that Procter & Gamble provides employees with relatively competitive salaries.Every year, Procter & Gamble invites internationally renowned consulting companies to conduct market research, including the salary levels of similar industries and the salary levels of well-known multinational companies.Then adjust the salary level in time according to the survey results, so that P&G's salary can be sufficiently competitive. I remember a scholar said that enterprises not only need to keep people with career and relationship, but also need money and welfare to keep people.After studying the data of the past 20 years, a foreign polling organization found that in all job classifications, employees regard salary and income as the most important or the second most important indicators.Wages can greatly influence employee behavior - which companies to work for and whether they do well. Therefore, how to make employees get the greatest satisfaction from salary has become a topic that modern enterprise organizations should strive to grasp.Managers should provide employees with competitive salaries, so that they will cherish this job as soon as they enter the door, and try their best to use their abilities.Companies that pay the highest wages are the best at attracting and retaining talent, especially top performers.This is especially necessary for leading companies in the industry.Higher compensation leads to higher satisfaction and lower turnover.A well-structured and well-managed pay-for-performance system should be able to retain top performers and weed out poor performers. The essence of management is motivation.Motivation is not only the key of behavior, but also the button of behavior. What kind of button is pressed will produce what kind of behavior.So to study "how to make employees run", we must first get the key of "motivation"!Therefore, managers at all levels of the enterprise must become first-class motivational masters to stimulate the inner energy of employees. "Talents are motivated", this is Haier's concept of talent utilization.Haier believes that incentives are the most effective means to improve the quality of employees. Therefore, Haier requires managers to study the incentive mechanism of talents, rather than specific individuals.Haier strives to establish a mechanism that can give full play to its potential and provide each employee with a space to fully realize their own value. Haier will "set up a stage" for the employee "as far as he can turn".Haier emphasizes timely incentives to fully tap and develop the enthusiasm and creativity of employees.In order to encourage employees to engage in technological inventions, the Group promulgated the "Invention Remuneration Measures for Employees", and established the "Haier Award", "Haier Hope Award" and "Rationalization Suggestion Award", which are awarded according to the economic and social benefits created by the enterprise . Encouraging company employees to use their brains and tap their creativity is an incentive management method commonly used by many successful companies, and has formed an innovative culture of the company. In HP's core values, innovation is the basic spirit.David, one of the founders of HP?Packard puts "inspiring innovators to innovate" as a top priority.One year, the computer working group of Hewlett-Packard had a hard time for an unsolvable problem.After several weeks of hard work, one day, a computer engineer rushed into Jingjing's office and shouted happily: "I found the answer!"After listening to the engineer's plan, the manager was also very excited, but he didn't know how to thank the engineer.He bent down and rummaged through the drawers in the office, and finally found something, so he bowed and said to him sincerely, "This is a reward for you!" It turned out that the manager gave the engineer a banana. The only reward he could offer at that time. Since then, the banana has evolved into a small golden banana-shaped pin, which has become the company's highest reward for technological innovation.All employees who get this "banana" are proud of it. The banana itself is of little value. When it appears as an incentive item, its value suddenly increases, and it cannot even be measured by money.At this time, bananas represent a kind of affirmation of the value of employees, recognition and praise of employees.It does not have much value by itself, but it carries recognition and praise, and it will also play a role in motivating and receive the effect of motivating. Leadership is art, and motivation is the art of art. Leadership without motivation is actually leadership without art, and management without motivation is actually management without art. High pressure cannot win people's hearts, but motivation can make people's hearts accumulate.In the process of managing employees, managers must put down the whip in their hands and use incentives instead of whips to win the respect and understanding of employees. A "win-win" perfect ending!And the enterprise can also move towards further glory because of this! British actress and poet Georgette LeBlanc said: "All human kindness, kindness, charm and perfection belong only to those who know how to appreciate them." Everyone hopes to get the affirmation of others, especially the approval of superiors. Smith, a well-known American business management consultant, pointed out that every employee's inconspicuous performance, if recognized by the leader, can motivate him. However, in real work, many employees try their best to do a good job, but never get even a "thank you". The vast majority of managers take it for granted that doing things well is the work that should be done. a component. At one point in his managerial career Paul Moren thought that was the way it should be.He explained: "In the past, I often neglected to praise the achievements of my team members (and my own achievements), because I have never paid attention to this aspect personally, so I often forget to give credit to other people's achievements. Praise. Instead, I think what they have achieved is part of their prescribed work, which does not require special recognition." However, when Mo Ren arrived at Pacific Bell, he had a new understanding of the importance of giving recognition to others and praise for success.He discovered that, in fact, it was important to other people, so he decided to change his own leadership habits.To remind himself of the importance of public recognition, he compiled a priority list for recognizing others.Whenever his team achieved a key achievement, he would personally walk up to everyone on the project team and shake hands with each other.He would single out a few key team members, take them out to lunch, and he would personally call each team member to thank them for their efforts on the project.He invites everyone to a small office party for cake and coffee. Soon after actually starting to employ these motivational leadership methods, Mo Ren saw productivity increase, absenteeism decreased, and lighter interpersonal bonds were being formed among colleagues.Moreover, his own work became easier as others with whom he worked began to take greater initiative.A more collaborative work atmosphere leads to better communication and less conflict among employees. Incentives are better than management. Incentives make employees passionate, and incentives make the team more sincere and united. Managers who are good at motivating employees can win the trust and respect of employees. 1. Just Say Thank You Study after study has found that this is actually very important.In a survey of employee turnover, it was found that the number one reason people left was that they received "very limited praise and recognition".When asked which skill they thought their managers should develop to manage more effectively, employees ranked "the ability to give and appreciate the contributions of others" at the top of the list. People hope that their work will be recognized by their leaders, and the spiritual reward they most hope for is "thank you".We can start with appreciation, acknowledgment, praise, etc., as well as simple gestures and words that convey "I care about you and what you're doing."Whether it takes the form of a simple thank you or a well-crafted celebration, motivation is feedback—positive feedback, the message, "You're on the right track. You're really doing a great job. Thank you."Managers who deny their employees the gift of positive feedback are refusing to increase their chances of success. 2. Praise employees anytime, anywhere Praise is a kind of encouragement, and praise is a kind of affirmation.Praise can make ordinary life attractive, praise can turn the discordant sounds of the world into wonderful music, and praise can inspire people's sense of pride and self-motivation. The power of praise is infinite.Carnegie said: "History is made by people who can praise. Praise has only magical powers. It will not only bring joy but also infinite power." The praise motivation method is the most commonly used by managers. There is no time, place, and environment restrictions. You can praise your subordinates anytime and anywhere. A cleaner in a large company in South Korea was originally the most neglected and despised character, but it was such a person who fought desperately with the thief when the company safe was stolen one night.Afterwards, when someone claimed credit for him and asked his motive, the answer was unexpected.He said: When the general manager of the company passed by him, he would praise him from time to time, "You sweep the floor so clean."Just such a simple sentence touched the employee and made him agree with him. Many managers think that only great achievements and credits are worthy of praise. It seems that words such as "very good" and "good" must be used for praise, and in reality, many managers seem very reserved, or feel In fact, I think it's very good, but I can't open my mouth to praise the employees, or the managers pursue perfection too much at work. Even if the employees handle a small mistake, they will be caught and criticized, let alone It's time to praise. In fact, as long as you put your heart into it, praise is easier than criticism.Because everything has to be analyzed in two parts, there are always more good things than worthy of criticism.Therefore, managers might as well be more enthusiastic and don't be stingy with their praise.A heartfelt, sincere compliment will touch the other person's heart! A famous foreign entrepreneur said: "If I see an employee's outstanding work, I will be very excited, I will rush into the hall, let all other employees see the results of this person and tell Excellent point for their work." When the American entrepreneur Thomas Watson toured the company, whenever he saw the innovations and achievements of his subordinates, he would write checks on the spot to encourage them, and immediately posted notices to publicly praise them. The well-known management expert Bob Nelson said: "A sincere thank you from the right people at the right time is more meaningful to employees than salary increases, formal awards or numerous qualification certificates and medals. Such rewards are powerful in part because the manager is the first to notice the achievement of the employee in question and rewards it personally in a timely manner.” 3. Know how to applaud employees There is a famous chef under a certain prince. His specialty is roast duck, which is loved by people in the palace, especially the prince, who appreciates it even more.But the prince never gave the chef any encouragement, which made the chef unhappy all day long. One day, the prince had a visitor from afar, and he hosted a banquet for the distinguished guests at home. He ordered several dishes, one of which was roast duck, the guest's favorite.The cook followed orders, but when the prince gave a duck leg to the guest, he couldn't find the other duck leg, so he asked the cook behind him, "Where did the other leg go?" The chef said: "My lord, all the ducks raised in our house have only one leg!" The lord was surprised, but it was inconvenient to ask because of the presence of the guests. After the meal, the prince followed the chef to the duck cage to investigate.It was night and the ducks were sleeping.Each duck has only one leg exposed. The chef pointed to the duck and said, "My lord, don't all the ducks in our mansion have only one leg?" After hearing this, the prince clapped his hands loudly to wake up the ducks. The ducks were awakened on the spot and stood up. The prince said, "Don't all ducks have two legs?" The chef said: "Yes! Yes! But only by clapping your hands will you have two legs!" As a manager, it is very important to know how to applaud, encourage and reward employees. It can make your employees feel the meaning of work and get the satisfaction of respect.Encouragement from managers does not require too much. It can be a word of affirmation, a sincere compliment, a kind smile, or a look of expectation. As long as it comes from the heart of the manager, employees will definitely be motivated. full. Employees need spiritual motivation and are eager to be recognized. When you sincerely praise and thank employees, you will find that your spirit is also inspired and uplifted.Employees, on the other hand, feel appreciated and deserved credit. Liu Bei is the originator of inspiration.According to historical records, the Battle of Changban in Dangyang was an encounter between the two armies of Cao Cao and Liu Bei, and Zhao Yun, the brave general, took on the important task of protecting Liu Bei's family.Due to the ferocity of Cao's army, although Liu Bei rushed out of the siege, his family fell into the siege of Cao's army. Zhao Yun tried his best to assassinate him, and finally found Liu Bei's son A Dou. Zhao Yun broke through Cao's siege, caught up with Liu Bei, and handed over his son.Liu Bei took the son, threw it on the ground, and scolded him angrily: "For this child, I have suffered a lot from a general!"Zhao Yun picked up Adou and wept and worshiped: "Although Yun is heartbroken, he can't repay him." Liu Bei successfully "burned" Zhao Yun.This fire was lit in Zhao Yun's heart, and it never went out again. A salesman in a beverage company worked hard and achieved good results. At the end of the year, the general manager called him to the office alone and said to him: "Because of your outstanding work performance this year, the company decided to reward you with 100,000 yuan!" I am happy, thanked the general manager and took it to the door before leaving. At this time, the general manager suddenly stopped him: "Come back, I want to ask you something. How many days have you been in the company this year, and how many days have you been with your wife?" The salesman replied, "I will not be at home for more than 10 days this year." After the general manager was amazed, he took out 10,000 yuan and handed it to the salesman, saying to him: "This is for your wife. Thank you for her support of your work without complaint or regret." The general manager asked again: "How old is your son, how many days will you accompany him this year?" The salesman replied: "My son is under 6 years old, and I haven't been with him well this year." He took out 10,000 yuan and put it on the table, saying: "This is for your son, tell him he has a great father." The salesman burst into tears, thanked him and was ready to leave. When the salesman was about to leave with excitement, the general manager asked him again: "How many times have you met your parents this year, have you fulfilled your filial piety as a son?" Yes, I just made a few phone calls." The general manager said with emotion: "I want to visit my uncle and aunt with you, thank them for training such excellent talents for the company, and give them 10,000 yuan on behalf of the company." At this time, the salesman could no longer control his emotions, and said to the general manager with sobs: "Thank you for the reward from the company. I will definitely work harder in the future." The same amount is 130,000 yuan. If the boss of the company directly sends the money to the salesperson, the effect can be imagined.But with a little bit of hard work, the effect is extraordinary.Employees thought to themselves: I can meet such a considerate and caring leader in such a company, how can I not be grateful to Dade, and give the company the greatest return and support in my work. Sometimes it is not so difficult for a company to motivate employees. As long as the leaders of the company really think about the employees, sincerely thank the employees and their families, and send a piece of gratitude into the hearts of the employees, it is the best motivation. Goals are external objects that stimulate and satisfy human needs.Management by objectives is one of the main contents of leadership work, and motivation by objectives is an important means to implement management by objectives. Human needs determine the goals of people's actions.When people consciously clarify their own goals of action, and constantly compare their actions and goals, knowing their speed of progress and constantly narrowing the distance to reach their goals, their enthusiasm for action will continue to rise. A 10,000-meter runner, when people tell him that he only has 1,000 meters and he can win the gold medal by working harder, even if some parts of his body are in pain, he will be full of confidence and speed up to complete the final sprint. So, how can leaders motivate subordinates to complete tasks through goals? Generally speaking, the greater the value of the goal, the greater the social significance, the more exciting the goal, and the stronger the motivational effect. Therefore, leaders should be good at setting correct and appropriate overall goals and several phased goals to stimulate people's enthusiasm.Setting an overall goal can make subordinates feel oriented in their work, but achieving the overall goal is a long-term, complicated and even tortuous process. If there is only a general goal, it will only make people feel that the goal is far away and elusive, and it will affect the full play of enthusiasm.Therefore, it is also necessary to set a number of appropriate phased goals, adopt the method of "big goals, small steps", decompose the overall goal into several phased goals that can be achieved after hard work, and achieve the big goal by realizing these phased goals one by one. This is conducive to stimulating people's enthusiasm.Leaders should be good at combining short-term goals with long-term goals, continuously mobilize the enthusiasm of subordinates, and maintain this enthusiasm at a high level. When formulating and decomposing goals, the difficulty of the goal should be moderate. If the goal is too difficult, it is easy to lose confidence; if the goal is too difficult, it will not stimulate the motivation it should.Only the goal of "jump and reach" is the highest motivation.Because such goals satisfy individual needs with the greatest value. When setting goals, leaders should also pay attention to: 1. The goal must be clear.What to do, to what extent, must be clear. 2. Goals must be specific.What method to use to achieve it and when to achieve it must be clear. 3. Goals must be real.It can be seen and touched, and it has reached the standard that should be tested. Therefore, leaders must not only set up lofty ideals for their subordinates, but also learn to combine this ideal with real work and advance step by step. Mr. Zhao, a successful person, recalled his growth experience and mentioned a certain teacher in the past with affection. He said with emotion that if there were no words taught by the teacher back then, we might not be where we are today.The listeners secretly guessed in their hearts: The teacher may have spoken very affectionate and inspiring words back then, but the facts are often unexpected. Mr. Zhao said that he has been mischievous since he was a child, has no interest in studying, and fights all day... In short, he is a bad habit, and no teacher can tame him.Later, a teacher became his class teacher. After he broke the head of a classmate next door, the teacher said to him angrily: "I think you are really a fool who can't help you. You have no future. If you If you can do something, it’s because the sun is coming out from the west. Even if I chopped off my finger, I don’t believe you can do anything..." He said that the teacher's words stimulated him a lot when he was young. He didn't expect that the teacher would look down on him from the bottom of his heart, thinking that he would not be promising.So, he decided to get rid of all bad habits and study hard... Finally, he finally succeeded.Only then did he understand the true meaning of what the teacher said. This is a typical example of using the "provoking method", grasping the psychology of the person being motivated, pouring cold water on him severely, and hitting his emotions, so that he will burst out with more strength under the anger, This is actually an incentive. Zhuge Liang in the Three Kingdoms period was very good at using the method of aggressive generals: when Ma Chao led his troops to attack, Zhang Fei asked for orders to fight, but Zhuge Liang deliberately said: "Ma Chao's family has been wearing tassels for generations, and Ma Chao is extremely brave. He defeated Cao Cao in Weishui. It seems that the only way to do this is to transfer Guan Yu back." This angered Zhang Fei, and he issued a military order to fight Ma Chao, and finally made Ma Chao surrender. Zhuge Liang's provocative method played an important role. As a leader, you have many opportunities to get in touch with employees. Sometimes, you will find that an employee who has done an outstanding job is complacent and even a little ecstatic because he has completed tasks well many times.Whether you are not very polite to your boss or your colleagues... At this time, you should "provoke" him appropriately and say to him: "I think Xiao Li who works with you is very good. He must also be responsible for the plan. You have to work harder..." In this way, he will feel the pressure around him, thereby restraining his complacency, and will work more devotedly.Of course, the use of the "aggressive method" also depends on the employee's attitude and his psychological endurance.Otherwise, if the employee's psychological endurance is poor, your aggressive method will not only fail to achieve the expected results, but may even make him depressed. So, how to grasp the language skills of the "exciting method"?May wish to pay attention to the following points. 1. Treat employees who are not enterprising Some employees are full of energy, have no pressure, are easy to be satisfied with the status quo, do not think about making progress, and have no outstanding work records. For this kind of person, you should motivate him frequently and give him some important work.Then you can say to him: "Xiao Wang, this job can only be entrusted to you. I know that your usual work record is not very good, but there is no way. The company is really empty now. I hope you can do your best to complete it..." After hearing this, Xiao Wang will definitely feel uncomfortable, and even feel dissatisfied. He will think in his heart: Why do you say that my work is not good?I want to show you!In this way, he will turn his anger into the strength of his work, and go to work wholeheartedly... So, you not only use his excess energy to improve efficiency, but also let him have a sense of accomplishment after doing a good job, so you love him more This is also a technique for evaluating the work of employees. 2. Treat employees with low self-esteem Although some employees are very talented, they have a sense of inferiority complex and are always afraid that they will not be able to do a good job. If you hit him hard at this time, he will doubt his ability even more, so you should not be too reckless when you take action, but talk about ways . To deal with this kind of employees, it is necessary to adopt the method of "singing double reeds", find someone to cooperate, one sings the bad face, the other sings the bad face, and the effect will be very good. For example, as a manager, you want to reprimand a young employee. You are singing a black face. You should be tougher and stricter with the employee, and then your assistant - "white face" will come on stage, that is, you After the reprimand, ask the assistant to find him, ask your assistant to play a kind role, and tell him: "In fact, the leader wants to use the 'provocative method' to motivate you. To be honest, he appreciates you very much and always hopes that you..." In this way, he will feel your expectations for him, and he will feel a little happy in his heart. At the same time, he will also understand the pressure you put on him, so he will work seriously and more confidently. In that way, the effect will naturally be incomparable. In this kind of occasion, the "bad face" should play the leading role, but you must pay attention to whether the assistant who sings the "bad face" is reliable, and you must not let him exaggerate, talk badly or even speak ill of you behind, otherwise the consequences will be unimaginable. Appropriately use the "challenge method" on your subordinates, and you will find that their work effect will be better. A successful leader should be good at motivating subordinates to be competitive, because this is indeed a reliable way to make people lift their spirits and accept challenges.Inspiring competitiveness can make subordinates high morale. Al?Smith used to be the governor of New York State, and he once successfully used his competitive spirit to create a miracle. At one point, Smith needed a strong strongman to lead Sing Sing Prison, the most notorious prison west of Devil's Island, which lacked a warden.This is a tricky business. After several considerations, Smith chose Lewis of New Hampton?Rolls. "How about going to lead Sing Sing Prison?" Smith casually asked Routh who was summoned, "There needs an experienced person to be the warden." Rouse was taken aback. He knew the enormity of the task.He had to think about his future and whether it was worth the risk. Seeing his hesitation, Smith leaned back in his chair and said with a smile: "Scared? Young man, I don't blame you. This is a difficult position. It needs an important person to pick up the burden and continue!" This remark made Routh so competitive that he eventually accepted the challenge and remained in Sing Sing Prison. Later, Laws reformed the prison, helped criminals to be a man again, and became the most prestigious warden at that time. He created a miracle.This miracle itself can also be said to have been created by Smith's skillful use of competitiveness to stimulate the potential of his subordinates. It is human nature to be competitive and challenging.For many jobs, as long as you are good at motivating, they will definitely do it with the greatest enthusiasm and do these jobs well. There is a heating machine factory, the manager is very anxious because the employees have not been able to meet the quota.To this end, he used almost all methods, said all the good things, encouraged and made wishes, and even used the threat of "if you can't meet the target, you will be fired", but it has almost no effect. In the end, I had to report truthfully to the general manager.Afterwards, the general manager walked into the factory.At that time, the day shift was about to end, and he asked a worker, "Excuse me, how many heaters did your shift make today?" "Six." The worker replied.The general manager didn't say anything, just took a piece of chalk and wrote a big Arabic numeral "6" on the floor, then turned and left the workshop.When the night shift worker took over the shift, he saw the word "6" and asked what it meant. The day shift worker who was about to take over the shift said: "The boss came just now, and he asked us how many heaters we made. We said 6." , and he wrote it on the floor." The next morning, the general manager came to the factory again. He saw that the night shift workers had erased the "6" and wrote a big "7".Of course, the day shift workers saw the big "7" when they took over.They did not show any weakness, and worked hard with anger.When they got off work that night, they left a demonstrative oversized "10" on the floor.Apparently things are gradually getting better.Soon the factory, whose output had been lagging behind, finally made a big improvement. For leaders to get their job done successfully, they must create competition and arouse the desire to outdo others. A successful leader should always "control his anger", keep a calm head at all times, and not let impulsive emotions disturb his reason.But from the perspective of motivation, leaders should learn to "provoke" and ignite the "fire of the heart" of employees at any time, so that their teams have high fighting spirit and good combat effectiveness. Camel's character and Olympic spirit 2006-01-05 00:00:00.0 Principal Wen Kui 2007 was an extraordinary year. This year, Capital University of Economics and Business, under the guidance of the scientific outlook on development, made great efforts to make progress, and made new progress in discipline construction and campus construction.National-level key disciplines, national-level characteristic majors, and excellent party building evaluations... One after another, the impressive achievements that are full of the wisdom and sweat of the teachers and students of the school will inevitably be written down in the history of the school. This year, Capital University of Economics and Business continued to inherit and compose its own culture with unremitting efforts and continuous progress, and further forged the camel spirit into a unique camel character: simple, down-to-earth, and down-to-earth. Simplicity means being simple and honest, starting from reality, not trying to make a name for yourself, not talking empty words, not exaggerating, one is one, two is two, respect the facts, seek truth from facts, distinguish right from wrong, self-denial, treat others sincerely, love your job, be diligent and thrifty thrift, hard work; To be down-to-earth means to do things practically, pragmatically, down-to-earth, and pragmatic.Concentrate on one mind, do not seek easy things, do not take refuge in things, start from small things, pay attention to details, nails are nails, riveting is riveting, and there is a plan, and steady and steady; To be solid means that the performance can stand the test of practice and the test of history.High standards, strict requirements, meticulous, no cheating, no quick success, heavy foundation, long-term, reliable, sustainable, step by step, real performance. The solid foundation of the "three truths" of Camel's character lies in the word "truth", which will become the symbol of the capital economic and trade people. 2008, the year of the Olympic Games. In the new year, Capital University of Economics and Business will walk with the Olympic Games to ensure the success of the Olympic Games, which is the glorious mission and sacred duty of all teachers, students and staff of the school. In the new year, as a university in Beijing, we must go all out and do all our work to serve the Olympics.Not only must they make outstanding achievements in various tasks such as volunteer services, but all teachers, students and staff must show noble sentiments and a full state of mind.More importantly, in the year of the Olympics, it is necessary to carry forward the Olympic spirit and push the school's work to a new stage with the standard of "faster, higher and stronger". Faster, we can also understand that the pace of work is faster and the pace of progress is faster; Higher, we can also understand it as a higher standard of work and a higher level of quality; 更强，我们还可以理解为职业实力更强、能力本领更强。 奥运精神的“三更”，其永久的魅力在于一个“更”字。讲的不仅是快、高、强的奋斗目标、求胜利、不服输，而且“更”内涵着顽强不屈、勇于拼搏、战胜自我、永不满足、挑战极限的精神。奥运“三更”内涵是和我们骆驼“三实”品格高度一致的。从词面上看，“三实”与“三更”不同，一个沉稳，一个高昂，但两者充满着辩证的内在联系，“三实”是“三更”的起点和基础。哪一个奥运冠军，不是运动员朴实、踏实、扎实的训练才荣获了桂冠，而具有朴实、踏实、扎实品格的人，其业绩的更快、更高、更强也将成为必然。 我们要在学习、弘扬奥运精神的过程中，继续铸就首经贸人的骆驼品格，以骆驼品格培育奥运精神，以奥运精神彰显骆驼品格。 奥运之年，我们要把奥运精神融入学校各项工作中，加强制度建设，聚焦课堂教学、提升育人本领。以骆驼的朴实情怀，踏踏实实工作，把业绩搞得扎扎实实，使我们这所大学教学、科研、管理、社会服务各个方面，进步更快、水平更高、实力更强。 （原文摘自首都经济贸易大学校报网络版。这是首都经贸大学校长文魁2008年的新年贺辞，生动形象、风格不俗。全文围绕“骆驼品格”与“奥运精神”展开，激励全校师生：“以骆驼的朴实情怀，踏踏实实工作，把业绩搞得扎扎实实，使我们这所大学教学、科研、管理、社会服务各个方面，进步更快、水平更高、实力更强。”）