Hexagon Excitation Model

A few days ago, the "hexagon theory of new human needs motivation" was put forward. Many friends wanted to know more detailed descriptions, and now we have a more detailed exposition of this theory.

The hexagonal incentive model was developed by myself along with Dr. Barbara Moses's classification of new human beings, and was revised with reference to Hollander's interest theory.

It is applicable to the organization of human resources management, especially for the new generation of employees (80, 90 after) incentive and management, the first development is also applied to the management of new generation of employees.

It can also be applied to organizational development and organizational culture.

The hexagon incentive model distinguishes six kinds of demand motivation from two main dimensions: achievement VS self.

1. privilege and status VS self

2. learn to grow VS flexibility

3. attribution of VS autonomy

Detailed description is as follows:

1. introspection.

To pursue autonomy, we need to engage in things that we consider to be meaningful and influential, requiring freedom of choice and autonomy in our work, like having or constructing our own work.

Lack of patience with enterprise norms and procedures, do not follow rules, and are good at creating or inventing new methods.

2. creatives.

The need for self expression, creativity, refusal to violate their nature, will not sacrifice their own style for others, or suppress their values.

3. enjoying.

Pursue the nature of life, work for the sake of life, not for the sake of work.

Think of work as a means to a goal, and hope to have more flexibility in pursuit of personal ideals, including a balance between work and life.

4. gregarious people.

A sense of belonging and loyalty to a team.

He does not like to be alone. He needs to work with people and communicate with his team. He is a social animal.

5. ambition.

Motivated by progress, ambitious, willing to go forward, privileges and status are the main incentives, and willing to wait and make the necessary sacrifices.

6. learners.

In pursuit of learning and growth, as long as there are opportunities to learn, it is very happy to make progress or acquire new skills as evaluation criteria.

It's easy to get bored with the status quo, especially when you feel like you are doing a job without any prospect.

This model is similar to Hollander's interest theory in the application of hexagon. Every new new human being has his own dominant demand. By making use of classification, managers can better understand the characteristics of new human beings and thus have a clear aim in management and motivation.

On the other hand, compared with Maslow's hierarchy of needs theory or Herzberg's two factor theory, although the 6 needs of "hexagon theory of new human needs" do not strictly correspond to the first two theories, they can be easily understood, and can be regarded as further subdivision of the higher demand in Maslow's Theory or the incentive factors in the two factor theory.

More vivid understanding can download courseware "hexagon incentive model".