IT Organizations Punish Representatives For Running Naked

IT Organizations Punish Representatives For Running Naked: The Most Important Problem Of A Corporation Is That It’s Not A Motivated Boss

Five men are running under the scorching sun without clothing from behind.

There are rumors online that the corporate are going to be punished for failing to satisfy the performance appraisal.

I've heard of comparable "company punishments" before. they typically drink vegetable juices and eat chili peppers. More serious, I've heard of eating live earthworms raw.

But it had been the primary time I saw these few people that directly "group" and "run naked" on the road.

The majority of netizens haven't any good feelings about this behavior:

Regarding this type of behavior, some lawyers said: Companies can formulate rules and regulations to manage or punish company employees, but the procedures and content of the principles and regulations must be legal.

Content that infringes on employees’ personal dignity or hurts employees’ bodies, like eating hot peppers or going naked without accomplishing their performance, is clearly illegal.

It is understandable that the corporate implements a "punishment mechanism" so as to enhance performance, but some bosses always consider "swords to the front" and are available up with some weird "incentive" methods. In fact, this method isn't only ineffective, but also extremely easy to be "backlashed".

How to motivate employees and achieve sales performance may be a headache for each manager.

If the penalty is just too strong, it's easy to cause "popular anger"; if the penalty is weak, it'll not work.

Conversely, if the reward is a smaller amount , employees won't appreciate it, and if the reward is more, the value pressure are going to be too great.

So as a manager, the way to found out an inexpensive reward and punishment mechanism without increasing costs and harming employees, in order that employees are filled with energy and rushing to realize performance?

In fact, the only and rude way is to divide money, and every one incentives that do not mention money are hooliganism.

But the way to make every share of cash play its maximum value? it is a technical job.

First of all, for workers of various levels, the way of dividing money is certainly different.

According to Maslow’s demand theory, human needs are divided into five levels. Let’s mention the motivation methods for every level of demand:

1. Physiological Needs

Employees must survive first. For those employees who need to wait until the vacation for a hot pot meal, the motivation method is simply two words: give money.

Talking about your dreams with employees of this demand level are going to be resisted. the simplest incentives are to extend wages, improve working conditions, and provides more holidays.

2. Security Requirements

If an employee is worried that the work are going to be gone tomorrow, then you tell him that the company's vision, mission, and values won't be effective.

Various benefits, insurances, and strictly enforced rules and regulations are the simplest incentives for workers who lack a way of security.

3. Social Needs

For employees at this level, don't give travel allowances, but organize everyone to travel together; don't issue Children's Day gift certificates, but organize employees to arrange parent-child activities. These are very effective means of friendship and belonging.

4. Respect Needs

Konosuke Matsushita, the founding father of the Panasonic Group, said during dinner: Call out the chef. most are nervous.

As a result, Konosuke Matsushita said: Your steak is delicious, but I can only eat half it today. i would like to elucidate it to you personally in order that you don’t feel frustrated when the utensils are received within the kitchen.

The chef and every one the people that had dinner were convinced by the respect of Matsushita Konosuke.

5. Self-Fulfillment Needs

For people at this stage, don't say anything, I even have an honest idea for creating money, should I come together?

But to say: does one want to sell drinking water for a lifetime, or does one want to vary the planet with me?

Take Bill Gates , for instance . He has spent several lifetimes of cash . the sole thing which will motivate him could also be the necessity for self-realization, like solving the poverty problem in Third World countries, or fighting AIDS.

Therefore, there's quite one posture to motivate employees. The key's to seek out the right stage.

After talking about the motivation methods of every level of demand, let's mention another theory that motivates employees: the idea of expectations.

Let us offer you an example:

A company's revenue this year exceeded 100 million for the primary time.

The boss is especially excited, announcing that the performance target for next year is 300 million, and also announced attractive incentive plans, like huge bonuses, travel round the world, and delivery of homes and cars.

But after the announcement, nobody responded.

Is it because the motivation scheme isn't attractive enough? No, regardless of how attractive your plan is, it's going to not have an incentive effect. Because you simply paid attention to the "desire" of motivation, but didn't consider the "possibility" of the goal.

The famous psychologist Froome believes that the "desire" for reappointment doesn't constitute motivation. This "desire degree", multiplied by the "possibility" of getting an excellent reward, really constitutes motivation.

Hanging 100 million yuan on the moon, regardless of how you "wish", you recognize that the "possibility" of getting 100 million yuan is nearly zero, so you will not be tempted.

So the way to formulate an incentive system that suits you and may be implemented supported these two theories?

What we frequently call "dividing money" is really dividing money during a broad sense, which incorporates three types: profit distribution, power distribution, and name distribution.

That is, interest incentive mechanism, power incentive mechanism and honor incentive mechanism.

For employees of various levels, alternative ways of dividing money got to be matched.

For talented and impressive employees, it's necessary to implement an equity incentive mechanism. Let outstanding employees stand on an equivalent line with you for long-term fighting spirit and exerting together.

For employees who are generally motivated and "coming to the corporate only to form money" (such employees are the foremost common and therefore the most troublesome for the boss), they will use various incentive mechanisms to mix punches to quickly motivate employees and greatly improve performance.