Motivation Theory in the file the application of the construction management team

Abstract: The incentive theory of records management team building an important reference in the records management team building a flexible and effective use of objective incentives, job motivation, emotional incentive, reward and punishment, environmental incentives and other strategies to promote the records management staff motivation, active of increase and inspire their potential, for the healthy Development of archives of positive significance.


Keywords: file management; team; Motivation theory

Archives is an important foundation for the Development of various undertakings, Comrade Hu Jintao has made many important instructions on archival work, stressed that "the file cause is a noble cause, the cause of the party and the country an indispensable Development aspect."

File depends on the Development of a high-quality records management team. At present, because many of the social and historical reasons, the social status of records management team is not high, the team instability, lack of professionals, the general lack of innovation and entrepreneurial spirit, these problems have seriously hampered the healthy and stable Development of the file, so file management to strengthen the team building is imminent. Archives management team building is a comprehensive project, a multitude of things, but the most important and most fundamental is how to stimulate the internal file management teams driving force to mobilize their enthusiasm and initiative, to achieve their full potential in all aspects.


At this point, organizational behavior and management of incentive theory can give us a good reference and ideas.


An overview of Motivation theory

"Incentive, is to stimulate the meaning of encouragement, is to use some kind of external incentive to arouse people's enthusiasm and creativity, giving an internal drive, towards the desired goal of the mental process." [1] incentives include the following aspects: the object of incentives is always for certain purposes; motivation is the study of human behavior is inspired by what and give vitality; what factors bring people to guide the behavior has been activated to go in a certain direction; how these behaviors to maintain and extend [1]. is the essence of motivation by some external stimulus and a guide, and arouse people's enthusiasm to inspire people's creativity and give full play to people's mental and physical potential, so that people there have the advantage of favorable organizational goals Motivation according to the direction of the organization need to act.


Since the 30 years since the last century, many Western management experts, psychologists and sociologists from different angles the problem of how to motivate people, and made many motivation theories. To sum up, there are the following types: ( a) the content of this type of theory driving theory focuses on the needs of the content and structure, and how to promote people's behavior. a representative of the theory of Maslow's hierarchy of needs theory, Herzberg's two-factor theory , Odd fees ERG theory and McClelland's Achievement Motivation theory. Maslow's hierarchy of needs theory of human needs into the physiological needs, security needs, love and belonging needs, esteem needs and self-realization five levels of needs. Herzberg's two-factor theory of motivation to people's needs are divided into two major types of factors and health factors, health factors can not have incentives to people but it can prevent people resentful, and incentives to generate the the satisfaction of the positive results. Oder fee ERG theory to people's needs into survival needs, the relationship between three types of needs and development needs. McClelland's Achievement Motivation theory major study of human physiological needs are met under the conditions of the basic , what other people need. McClelland believes that people's physical needs are met then, there are three basic needs of motivation, namely, the need for the power of belonging and social needs, the need for achievement.


(B) the process of driving theory

The type theory focuses on the people to choose their course of action to be carried out, how is that behavior, how to a certain direction, how to make this behavior continue, and how to end the behavior of the process. The main representative theory Frome the expectancy theory, Porter and Lawler's expectations model, Adams's equity theory. Fromm's expectations theory suggests that when people have needs, but also possible to achieve this need, only the best of their incentive effects. Potter and the Lawler's expectations based on the theory model is based on expectations of a more comprehensive export incentive model, which is mainly used for Research supervisors. Adams equity theory mainly deals with a sense of unfairness in wages to people working attitude impact.


(C) act transformation driving theory

Transformation behavior is driving theory to examine how adaptation and transformation of human behavior, change negative behavior into positive behavior of a theory. The main representative theory of Skinner's operant conditioning theory, attribution theory and the trajectory control, frustration theory . operant conditioning theory of human behavior that only the response to external environmental stimuli, as long as the operation of creating and changing external conditions, people's behavior will change. Attribution three main aspects, one of the people due to mental activity, the second is due to human behavior and the third is the prediction of future behavior on people. trajectory control refers to people for their actions whether it is the result of external or internal factors under the control of an understanding. Frustration theory draw attention to the needs and motivations can not be met, the emotional state, try to eliminate the possible negative actions of frustration.


(D) Integrated Incentive Theory

Comprehensive Motivation theory proposed by the House, mainly through a variety of incentive theory models the above together, the internal and external motivational factors are summed up in a theory. The theory emphasizes the potency of the task itself, stimulating, highlight the completion of tasks and expectations inherent potency, taking into account the result of the task is completed to obtain the incentive caused by the external reward. the theory of various types of management is an important revelation, to improve the people's initiative must be from within the excitation of two aspects.


Although there are different types of incentive theory, each scholar also have proposed different theoretical perspectives, but the nature of motivation theory have common characteristics, such as a variety of incentive theory to study the human needs are the basis and starting point, the motivation theory in particular focus on human needs and motives, are motivated by people's needs or to strengthen, guide, or to change people's behavior. because people's needs are diverse and vary widely, so incentives must be consistent with the needs of people, that comply with the principle of incentive compatibility [2]. All of the above theory to the construction of archives management team has a very important significance. incentive theory tells us that in the records management team building, must be people-oriented, to focus the need for records management staff file management and motivation of team building as a basic starting point, and because of the person, take effective and appropriate incentives and means to meet the reasonable needs of records management personnel in order to get the best incentive effects. in order to fully mobilize the internal driving force personnel records management, records management team to achieve continuous improvement and optimization.


Second, encourage team building records management policies according to its purpose of use of incentive policies, content, features, tools and different methods can be divided into many types, but the commonly used incentive strategies are mainly the following.


(A) of the target incentive

A goal of inspiring not only to stimulate the motivation of the individual, strengthen a positive behavior, you can also play a cohesion of the people, the role of the formation of the team together. Expectancy theory holds that people have been able to actively engage in a certain job, because This work or organizational goals will help them achieve their goals, to meet their own needs in a particular area. visible, clear goals can stimulate people's motives, and guide people to work hard to achieve the target. To effectively mobilize the records management staff enthusiasm for work, you need to set a goal of inspiring the archives, but not any of the targets may have incentive effects, so the goal-setting process should note the following: First, organizational goals and individual needs should be combined. If work objectives and the needs of the individual unrelated to this goal is difficult to popular, hard to arouse people's intrinsic motivation, and its implementation can only rely on external forces to promote. Second, the goal should be appropriate. The so-called appropriate, including the two meanings , a layer means that goal should be realistic, there are feasibility; another layer of meaning, not only emphasized feasible and appropriate to ignore the objectives of the difficulty that require the target to have a certain challenge. In sum, it is what we usually called "jump up apples," the principle, if the apples grow in the low branches, readily available, so Apple will not feel too precious, do not have much incentive to the people; the other hand, Apple's long in the treetops, jumping up can not reach them, so Apple has no incentive meaning, only to jump up to the apple can pick the most stimulating. here is the use of metaphor, the target compared to Apple, the high objectives and goals are not too low appropriate. Third, goals should be clear and specific, vague, is not wavering from the goal-oriented and stimulating, this goal is not actually equal to the target, or even worse than no goals.


(B) post Incentive

Effective implementation of job motivation from three aspects need to, first, scientific setting positions, the second is the rational allocation of staff and the third is to exercise reasonable flow. Archives Archives Development Department shall set the requirements of scientific positions, the nature of each position, responsibilities, requirements, treatment will be different. to mobilize archivists enthusiasm, initiative, was hired to be the amount, the amount was used, it is to the right people to arrange the best position to play he can go, people are one of the most can play to their potential and realize self-value platform.'s talent is growing, so the requirements of his job is changing. Also, because everyone has their own personality characteristics and skills of expertise, ability to adapt to the job there will be differences, it should be possible personnel director, and the timely adjustment Links http://www.hi138.com Research Papers Download for jobs, so that tasks and personal characteristics and requirements of the personality, ability to adapt to make people work to meet their own needs in the process as an effective incentive.


(C) reward and punishment incentive

Incentive reward and punishment is based on relevant rules and regulations of the records management officer affirmed the work done, encouragement, recognition, or criticism, stop or negative, in order to effectively mobilize the enthusiasm of the staff files an incentive strategy.


Everyone wants to achieve through their own efforts good job performance, can be recognized and respected colleagues, led by units and the recognition and commendation. Reward and punishment, including incentives and penalties. Incentives, including incentives and spiritual rewards, the former is the most traditional incentives and the old one of the files on the relatively low income industry is a more effective incentives. which is the honor by giving some to arouse people's enthusiasm, attention to the growing spiritual needs of modern era, the spirit of more and more attractive incentives, it produces more and more obvious and lasting effect. in practice, should focus on the spirit of a combination of incentives and material rewards. appropriate punishment is also an incentive. the so-called appropriate, is to ask the appropriate punishment, not too light nor too heavy and should be the nature and degree of harm to give the appropriate punishment. In addition to adhere to the rules and regulations to punish, according to principles, keeping in mind the operation of justice and democracy, should be fully listen to the views of the object being punished, and that the penalties be for work, active and effective mobilization tool.


(D) emotional motivation

Emotional motivation is affiliated investment managers to positive feelings, including caring, respect, trust, appreciation, etc., and thus have incentive effects on the subordinate strategy. People are emotional animals, not only the need for emotional communication and expression, but also get in a relationship of trust, respect needs to meet these needs can make a pleasant emotional experience. emotions more often than material incentives to encourage better results. of interaction between people of color should be full of emotion, if apathy among the leaders and subordinates, under the initiative and I am afraid it is difficult high up. Therefore, the archives department under the leadership should be strengthened and the ideological and emotional exchanges and communication, it is necessary to "enlighten them with reason", but also to "emotionally moving", but also to capitalize on the trend, understand their requirements and strive to help them solve their working, living, learning difficulties, to do their somebody bends, close friends, so as to effectively motivate people to join the files work enthusiasm and initiative, to stimulate their sense of ownership.


(E) Environmental incentives

Motivation theory, the environment of formation and development of motivation plays an important constraints and promoting. So, for the worker to create a good working environment is an effective incentive strategy. This strategy allows the use of staff from a kind of groups and organizations, a sense of belonging and attachment, so that they are willing to become a member of the organization and actively with other members of the organization to cooperate to achieve the common goal of the organization. a good environment, including good physical and good mental environment , a good environment for construction can proceed from the following aspects. First, the material should create a good environment, conditions permitting, efforts to improve working conditions. in a clean and tidy and comfortable work environment, not only the ease of mind, enthusiasm for work also significantly higher. Second, to create a democratic environment. modern concept of democracy more and more sound, democratic awareness is growing, increasing the demand for democracy, therefore, to establish a sound democratic institutions, expanding workers to participate in major decision-making scope and means of the establishment of democratic channels of communication, such as the creation of administrative affairs and regularly publish information about the field, set up suggestion boxes and regular feedback to staff involved in establishing the system of decision-making on major issues, etc., stimulate the sense of ownership and the work of staff sense of responsibility. Third, we should create a competitive environment, competition is an important part of incentive and means. With the personnel system reform, competition for employment is increasingly common practice, archivists have long been engaged as a working, easy to produce an inert , work enthusiasm and initiative will be affected, so the competition for employment in a timely manner, within the organization to create a competitive atmosphere, can produce an effective incentive effect.


Of course, the incentive effects of competition for employment in the production is just, fair and open process-based operations, if there is competition for the black-box operation, not only can not form a healthy competitive atmosphere, the enthusiasm of the staff or a significant injury. Fourth, we must create a good interpersonal environment. Good interpersonal relationships are the catalyst for success. Good interpersonal relationships are established between members of the organization equality, tolerance, respect for the foundation. managers and subordinates of , the division of work among colleagues, have different responsibilities, but are equal in personality, should respect each other. no equality and respect, good relationships impossible. the basis of equality and respect, and colleagues of should be more exchanges between each other and communication to promote mutual understanding and tolerance, to achieve the common ground between the upper and lower levels, the harmony among colleagues.


In short, the use of incentive strategies vary, be flexible and diverse way, not remain the same. Managers should be concerned about and respect each individual's personality and needs, the person, time, local conditions to take the appropriate incentive strategy to stimulate, File management team to mobilize the enthusiasm and passion for work, and promote the healthy and rapid development of archives.


References:

[1] Sun into a blog. Organizational Behavior [M]. Dalian: Dongbei University of Finance Press, 1999.


[2] Rui Mingjie. Management [M]. Shanghai: Shanghai People's Publishing House, 1999. Links http://www.hi138.com Research Papers Download