What does the post incentive mechanism of property customer service mean?

Reprint the following information for your reference.

Incentive mechanism, also known as incentive system, is a way to reflect the interaction between incentive subject and incentive object through a set of rational systems.

The content of incentive mechanism

Including spiritual incentives, salary incentives, honor incentives and work incentives. According to the definition of incentive, incentive mechanism includes the following aspects:

1, induction factor set

Inductive factors are all kinds of incentive resources used to mobilize the enthusiasm of employees. The extraction of inducing factors must be based on the investigation, analysis and prediction of individual needs of players, and then various reward forms, including various external rewards and internal rewards, are designed according to the cycle of reward resources owned by the organization. Need theory can be used to guide the extraction of inducing factors.

2. Behavior-oriented system

It is the organization's stipulation on the direction of efforts, behavior and values expected by its members. In an organization, individual behaviors induced by inducing factors may point in all directions, that is, they may not all point to organizational goals. At the same time, personal values and organizational values are not necessarily consistent, which requires organizations to cultivate leading values among employees. Behavior orientation generally emphasizes the overall concept, long-term concept and collective concept, and serves to achieve various goals of the organization. Dr. M.Leboeuf pointed out in his book how to motivate employees that the greatest principle in the world is reward; Those who are rewarded will do better, and those who are profitable will do better. He also listed 10 behaviors that enterprises should reward: (1) Reward people who solve problems thoroughly, not just take emergency measures. (2) Reward risks, not avoid them. (3) Reward the use of feasible innovations instead of blindly following them. (4) Reward decisive action instead of useless analysis. (5) Reward excellent work when you are not busy. (6) reward simplification and oppose unnecessary complexity. (7) Reward silent and effective actions and oppose grandstanding. (8) Reward high-quality work, not hasty actions. (9) Reward loyalty and oppose betrayal. (10) Reward cooperation and oppose infighting. Lopov listed these behaviors that should be rewarded, and for many enterprises, they can be used as the behavior orientation of employees.

3. Behavior range system

It is a control rule for the intensity of stimulating behavior by inducing factors. According to Fromm's expectation theory formula (M=V*E), the control of individual behavior scope is realized by changing the correlation between a certain reward and a certain performance and the value of the reward itself. According to Skinner's reinforcement theory, determining the correlation between compensation and performance according to fixed proportion and changing proportion will bring different effects on employee behavior. The former will bring rapid, very high and stable performance, and show a moderate downward trend of behavior speed; The latter will bring very high performance and show a very slow trend of behavior regression. Through the behavior range system, the level of individual efforts can be adjusted within a certain range to prevent the rapid decline of employee incentive efficiency caused by some rewards.

4. Behavior spatio-temporal system

It refers to the provisions of the reward system in time and space. The regulations in this respect include the time limit associated with specific external rewards and specific performance, the time limit for employees to combine with specific work, and the spatial scope of effective behavior. Such regulations can prevent employees' short-term behavior and geographical infinity, and make the expected behavior have certain continuity, which occurs in a certain period and space.

5. Behavior domestication system

Behavioral domestication refers to the assimilation of members by organizations, and the punishment and education of behaviors that violate the code of conduct or do not meet the requirements. Organizational socialization refers to the systematic process of bringing new members into the organization. It includes educating new members on outlook on life, values, work attitude, standardized behavior, work relationship, specific work functions, etc., so that they can become members in line with organizational styles and habits and thus have a qualified member. Regarding various punishment systems, it is necessary to explain clearly to employees in advance, that is, negative reinforcement. If the behavior that violates the code of conduct and does not meet the requirements actually occurs, education should be strengthened while giving appropriate punishment. The purpose of education is to improve the understanding and behavior ability of the parties to the code of conduct, that is, to organize assimilation again Therefore, organizational assimilation is essentially a continuous learning process for organizational members, which is of great significance to the organization. The above five aspects of the system and regulations are the elements of the incentive mechanism, and the incentive mechanism is the sum of these five elements. Among them, inducing factors play the role of inducing behavior, while the latter four play the role of guiding, regulating and restricting behavior. A perfect incentive mechanism should be a complete system including the above five aspects and two properties. Only in this way can we enter a benign running state.