What are the hotel management methods? How to improve the enthusiasm and initiative of personnel?

Material demand is always the first demand of people and the basic motive force for people to engage in all social activities. Therefore, material incentives are still the main form of incentives. At present, the ability to provide generous salary (i.e. monetary reward) is still a direct factor affecting the enthusiasm of employees. However, generous salaries do not always satisfy employees. Under normal circumstances, the salary system of an enterprise cannot be fair and just internally, and it is consistent with the salary level of the external market, so employees are prone to dissatisfaction. If these unfair feelings of employees can not be solved in time, it will directly affect the enthusiasm of employees, and there will be negative slowdowns and even brain drain, thus affecting the quality of products and services of enterprises. Only by effectively solving the problems of internal unfairness, self-unfairness and external unfairness can we improve employee satisfaction and stimulate employees' enthusiasm. How can we solve these problems? Usually, when making salary decisions, we should comprehensively consider the relative value of posts, salary level and personal performance as the basis for formulating the salary system. Through the effective combination of the above three elements, employees can know in advance the specific impact of good or bad work on their salary income, which is conducive to fully mobilizing the enthusiasm of employees, making the direction of employees' efforts conform to the company's development direction, promoting the realization of the company's strategic goals, linking the company's business goals with personal goals, and realizing the common development of enterprises and individuals.

In addition, the employee stock ownership system can also be used as a salary incentive mechanism. In the United States, 90% of the top 500 enterprises in the United States implement employee stock ownership. What is the role of employee stock ownership? The first function is to motivate employees to work hard, attract talents and improve the core competitiveness of enterprises. At the same time, it is golden handcuffs, which plays the role of retaining people. Whether there is a long-term interest incentive has a great influence on the traction of talents. The second function can obtain the source of funds. The purpose of employee stock ownership is actually that all employees take risks and make the enterprise bigger, because in this respect, employee stock ownership has a positive impact.

2. Institutional means

The operation of enterprises needs various systems. Similarly, in order to effectively mobilize the enthusiasm and initiative of employees, it is necessary to formulate a reasonable system to motivate employees.

Reward and punishment system: recognition and reward are the most important basis for employees' efforts or enthusiasm. There is a close relationship between high performance and reward. Rewards can promote members to achieve high performance, and only after achieving high performance can there be something worth rewarding. The two complement each other. The reward and punishment system should not only reward, but also punish, and punishment is also an incentive and a negative incentive. Negative incentives mainly include eliminating incentives, fines, demotion and dismissal.

Competition mechanism: competition is another magic weapon to mobilize the enthusiasm of employees. Really realize the situation that the able are superior and the weak are inferior in the enterprise. The last elimination system is a specific form of competition mechanism. As far as the management level of Chinese enterprises is concerned, the last elimination system is feasible. Establishing a strict employee competition mechanism and implementing the last elimination system can put pressure on employees, create a competitive atmosphere among employees, help mobilize the enthusiasm of employees, make the company more energetic and vigorous, and better promote the growth of enterprises.

Post system: that is, setting up appropriate posts to make the work challenging. The "job challenge" is to make every employee feel that his position is really a little stressful. How can we make the job challenging? There are two issues that need special attention: one is to do a good job setting, and the other is to be suitable for suitable jobs.

Goal motivation: it is to determine appropriate goals, induce people's motivation and behavior, and achieve the purpose of mobilizing people's enthusiasm. As an inducement, goal has the functions of starting, guiding and motivating. Only by constantly motivating yourself to pursue high goals can a person inspire his inner motivation to make progress. In fact, everyone has other goals besides money, such as power goals or achievement goals. Managers should dig out this hidden or present goal in everyone's mind, help them formulate detailed implementation steps, guide and help them in the follow-up work, and let them consciously and diligently achieve their goals.

3. Emotional motivation

Maslow, a humanistic psychologist, put forward five different levels of human needs in his book Motivation and Personality. These five aspects are: basic life needs-sense of security-sense of belonging-status and respect-self-realization. Enterprises should strive to meet the needs of employees, such as providing stable and reliable employment and satisfying employees' living needs and sense of security. Sense of belonging means that employees can feel at home in the enterprise. At this level, emotional and humanistic factors are greater than economic factors. Close communication and cooperation between employees, harmonious relationship between superiors and subordinates, and common interests all contribute to enhancing employees' sense of belonging, which is the basic condition of enterprise cohesion. Status and respect mean that people's sociality makes everyone demand social recognition and respect. In current society, economic income and status are often the reflection of social status. Self-realization means that when the previous needs are basically met, people will have the need to further develop and exert their potential, that is, self-realization. People's needs in these five aspects are gradually deepening, and only when they meet the needs of the previous level will they pursue higher-level needs. In addition to the basic needs of life, the other four aspects are emotional needs. Therefore, emotional motivation is of great significance for mobilizing the enthusiasm and initiative of employees. There are many ways of emotional motivation, mainly these:

Respect for incentives: The so-called respect for incentives requires managers of enterprises to pay attention to the value and status of employees. If managers don't pay attention to employees' feelings and respect them, they will greatly dampen their enthusiasm, making their work only to get paid, and their motivation will be greatly weakened. Respect is a catalyst to accelerate the explosion of employees' self-confidence, and respect motivation is a basic way of motivation. Mutual respect between superiors and subordinates is a powerful spiritual force, which contributes to the harmony among employees and the formation of corporate team spirit and cohesion. Therefore, respecting incentives is an important way to improve employees' enthusiasm.

Motivation to participate: The practical experience and research of modern human resource management show that modern employees have the requirements and desires to participate in management, and creating and providing all opportunities for employees to participate in management is an effective way to mobilize their enthusiasm. Through participation, employees can form a sense of belonging and identity to the enterprise, thus further satisfying the needs of self-esteem and self-realization.

Work motivation: work itself has the power of motivation! In order to give full play to the enthusiasm of employees, we need to consider how to make the work itself more meaningful and challenging, so that employees have a sense of self-realization. This requires managers to design the work of employees to enrich and expand the work content. What is job enrichment? Western scholars put forward five standards, that is, employees should find five kinds of feelings: first, employees should feel that their work is very important and meaningful; The second is to let employees feel that the boss has been paying attention to him and attaching importance to him; The third is to make employees feel that their positions can best play their talents; The fourth is to make employees feel that everything they do has feedback; The fifth is to let employees feel the integrity of the work results.

Training and development opportunity incentive: With the arrival of knowledge economy, the world is becoming more and more informationized, digitized and networked, and the speed of knowledge updating is accelerating, which makes the unreasonable knowledge structure of employees and the problem of knowledge aging increasingly prominent. Through training, they can enrich their knowledge, cultivate their abilities, provide them with opportunities for further development and meet their needs for self-realization.

Honor and promotion incentive: Honor is a lofty evaluation of individuals or groups by people or organizations, and it is an important means to meet people's self-esteem needs and inspire people to make progress. From the perspective of human motivation, everyone has the need for self-affirmation, glory and striving for honor. It is a good method of spiritual encouragement to give necessary honor rewards to some outstanding advanced employees. The cost of honor incentive is low, but the effect is good.

4, the means of corporate culture edification

In the process of development, enterprises should consciously strengthen human resource management by establishing the same values and professional ethics, so as to unify the thinking of employees, make people work towards the same goal and promote the development of enterprises. To create an excellent corporate culture is to let enterprises establish the idea of "people-oriented" and respect the value and status of employees; Enable employees to establish a sense of responsibility as the "protagonist".

Problems that should be paid attention to in the process of implementing incentive

Establishing a reasonable and effective incentive mechanism is one of the important issues in enterprise management. Although domestic enterprises have paid more and more attention to management incentives in recent years and tried to reform the incentive mechanism, and achieved certain results, there are still some misunderstandings in the understanding of incentives.

1, incentive is reward.

Incentive in a complete sense should include two meanings: incentive and constraint. Reward and punishment are the two most basic incentive measures, which are the unity of opposites. However, many enterprises simply think that incentive is reward, so when designing incentive mechanism, they often only consider positive incentive measures one-sidedly, ignoring or not considering restraint and punishment measures. Although some have also formulated some restraint and punishment measures, due to various reasons, they have not been resolutely implemented and become a mere formality, making it difficult to achieve the expected purpose.

2. The same incentive can be applied to anyone.

Many enterprises do not carefully analyze the needs of employees when implementing incentive measures, and it is counterproductive to adopt the same incentive measures for everyone "across the board". In management practice, how to implement effective incentives for individuals in enterprises is first based on the understanding of people. Through the analysis of different types of people, it is most effective to find their motivation factors and motivate them in a targeted manner. Secondly, we should pay attention to controlling the incentive cost, and we must analyze the expenditure-income ratio of incentives and pursue the maximization of benefits.

3. As long as the incentive system is established, the incentive effect can be achieved.

Some enterprises found that after the establishment of the incentive system, employees were not motivated, but their efforts declined. What is the reason? In fact, a scientific and effective incentive mechanism is not isolated, it should cooperate with a series of related systems of enterprises to play a role. Among them, the evaluation system is the basis of motivation. Only with accurate evaluation can targeted incentives be carried out, and egalitarianism and "one size fits all" must be opposed, otherwise incentives will have negative effects.

4. Fairness of incentives

Research shows that the fairness of incentives is also a powerful incentive factor for employees.