How To Improve Work Enthusiasm In The Workplace

Corporate culture is an important factor for the sustainable development of enterprises. It is a combination of concept form culture, material form culture and institutional behavior culture.

To continuously enhance the enthusiasm of employees, we must give full play to the supporting role of corporate culture.

First of all, corporate culture should satisfy the spiritual needs of employees.

American psychologist Herzberg thinks that the satisfaction of material needs is necessary, but the effect is limited and can not be sustained. Although it can improve the job satisfaction of employees, it does not necessarily lead to positive behavior.

To mobilize people's enthusiasm, we should not only pay attention to external factors such as material interests and working conditions, but also encourage them from the inside of the people. Proper mental stimulation is more effective and lasting than material incentives.

Therefore, corporate culture should play an intrinsic incentive role, meet the spiritual needs of employees, enhance employees' understanding and recognition of the core concepts of enterprises, and create a sense of belonging, self-esteem, sense of accomplishment and happiness, and stimulate people's motivation and potential.

Second, give play to

The supplementary function of system implementation.

Rules and regulations provide for employees to follow the way of behavior, procedures and rules to deal with various relations, and play a hard binding role for employees.

Because in practice, the system is difficult to complete or lacks supervision in execution, and the low rate of system implementation occurs frequently.

Excellent corporate culture will complement the supervisory role of the system and process, and the influence of culture will be amplified, guiding employees to consciously abide by cultural concepts.

To achieve a more effective and comprehensive constraint.

Third, combine corporate culture with the personal development of employees.

Most of the domestic corporate culture is conducted by hiring professional consulting firms to investigate and plan, and operate according to the leadership of the enterprise.

It is refined, expanded and extended.

Through long-term top-down propaganda and training, employees have a sense of identity.

In order to truly internalize the enterprise culture, employees need to closely integrate the core values of their values, vision and mission with their personal development and personal interests, and become a guide and action guide for employees' career and life goals, so that employees can turn passivity into initiative in the construction of enterprise culture, and create great satisfaction, sense of honor and sense of responsibility, so as to achieve the organic integration of staff's personal goals and enterprise's strategic goals, and promote the sustainable development of enterprises.

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Managers should be good at knowing and employing people, have noble personality charisma, be good at creating a good working atmosphere, and become a spiritual leader who is recognized and admired by their employees and has the ability and level to lead the team to obtain work achievements, which plays a vital role in continuously enhancing the work enthusiasm of employees.

First of all, there is a noble personality charm.

A good manager should have the decision-making power, creativity and adaptability, including self-knowledge and self-confidence, willpower and courage, tolerance and patience, openness and pursuit of wisdom and mind. He should devote himself to doing things, set a low profile and set an example.

It is necessary to guide, support and help employees realize their value in life in the light of caring for their employees and improving their progress.

Second, we are good at knowing people and employing people.

Managers are not omnipotent, can not personally do everything for themselves, but are good at putting the right people in the right place, by properly empower and grasp the key, not only allow employees to work independently, but also timely guide and maintain the right direction.

Specifically, it is to clarify the work content, the responsible person and the completion time in order to avoid the responsibility shift between employees.

At the same time, we should always pay attention to the implementation and progress of the staff, give timely help to the staff's problems and difficulties in their work, and arouse their enthusiasm for work.

Third, be good at creating a good working atmosphere.

Sincere and equal internal communication is the basis for creating a harmonious working atmosphere. Therefore, on the one hand, managers should be good at building communication platforms within the organization and strengthening teamwork.

Job responsibilities are different from division of labor and responsibilities. Internal organizations should advocate mutual trust, mutual help and mutual respect.

When employees reflect problems or make suggestions, superiors should listen with open heart, dispel doubts and dispel doubts, adopt reasonable suggestions in time, explain reasons for unreasonable suggestions, and guide employees to reach a unified understanding.

On the other hand, we should treat employees objectively and fairly.

The objective and fair environment will give employees a sense of trust and safety. Therefore, managers should be sensitive to the emotional state of employees, understand and meet the needs of employees, and let employees feel that their work is an indispensable part of the team, so that employees can have a sense of identity and enhance their cohesiveness.