人们在日常管理工作中，常常会谈到、用到“激励”这个词，如激励机制、激励

People often talk about and use the word "incentive" in daily management, such as incentive mechanism, incentive measures, etc., but they don't know much about the definition of incentive. What is incentive? The results of organizational behavior studies tell us: Incentive is the willingness to achieve goals through a high level of effort, and this effort is conditional on being able to meet some individual needs. Incentives are the result of the interaction between the individual and the environment, not the individual characteristics of a person. The basic motivation of each individual is different, so the level of motivation among individuals is different, and the level of motivation of the same individual at different times is also different. There are three key factors involved in these concepts: effort, organizational goals and needs. The effort factor is an intensity indicator. When a person is motivated, he will work hard, which is the role played by the intensity of the effort. But a high level of effort does not necessarily result in a high level of job performance unless the direction of the effort is good for the organization. Therefore, when we study and apply incentive theory, we must consider not only the quality of the effort, but also the direction of the effort. Efforts are the most effective, that is, the most effective incentives, only when efforts are directed to and consistent with organizational goals.

In their day-to-day management, the word "incentive" is often used, such as incentives, incentives, and so on, but they do not know much about the definition of incentives. What is motivation? The results of organizational behavior research tell us that motivation is a high level of willingness to achieve goals, which is conditional on meeting certain needs of individuals. Motivation is the result of the interaction between an individual and the environment. Each individual's basic motivation is different, so the level of motivation varies from individual to individual, and the level of motivation of the same individual varies at different times. These concepts involve three key factors: effort, organizational goals and needs. The element of effort is the strength indicator. When a person is motivated, they work hard, which is the strength of the effort. But a high level of effort does not necessarily lead to a high level of job performance unless the direction of effort is good for the organization. Therefore, when we study and apply motivation theory, we should consider not only the quality of the effort, but also the direction of the effort. Effort is the most effective, and the most effective incentive, only when it is aimed at and aligned with the organization's goals.

In daily management, people often talk about and use the word "incentive", such as incentive mechanism, incentive measures, etc., but they don't know the definition of incentive very well. What is motivation? Organizational behavior research results tell us that motivation is the willingness to achieve goals through high-level efforts, which can meet the needs of individuals. Motivation is the result of the interaction between the individual and the environment, not the individual characteristics of a person. The basic motivation of each individual is different, so the level of motivation among individuals is different, and the level of motivation of the same individual at different times is also different. These concepts involve three key factors: effort, organizational goals and needs. Effort factor is intensity index. When a person is motivated, he will work hard, which is the effect of the intensity of effort. But a high level of effort does not necessarily lead to a high level of work performance, unless the direction of effort is conducive to the organization. Therefore, when we study and apply incentive theory, we should not only consider the quality of efforts, but also consider the direction of efforts. Only when the effort points to the organizational goal and is consistent with the organizational goal, the effort is the most effective, that is, the most effective incentive.