Beggars, Bones And Dogs: From A Fable To See The Salary Incentive Method

There was an old beggar who begged along the street every day, living a hungry life, hungry and cold for the rest of his life.

On a winter night, the old beggar was walking in the snow, looking around, trying to find a warmer place to spend the cold night.

Suddenly, when something stumbled on him, the old beggar fell to the ground.

He slowly climbed up and looked down. A dog with a broken leg was lying in the middle of the road and tripped him down. The dog looked at him with a desperate look, with tears in his eyes.

The old beggar looked at it, unconsciously, and felt a sense of sadness in his real estate. He lamented his fate and how similar it was to the dog.

So he found some branches and ropes nearby, tied the dog's legs and tied it around the corner of the wall for the night.

A few days, such as a day, a week passed, the dog's broken leg was flexible and its spirit was full.

In those days, the old beggar fed the dog every day by picking up some remaining bones in the garbage dump, but the number of bones could not satisfy the dog's appetite at all. There was no way out, because he was hungry all day too.

The old beggar watched the dog walk smoothly. He patted his head with satisfaction and said to him, "go, you will be starved to death here. Go and look for a good master."

But the dog was wagging its tail around him, licking his rough palm with his tongue, and his eyes full of anticipation, as if he were saying, "I will never leave you."

The old beggar looked at this scene, and tears could not help pouring his eyes out. He lived so long that he really felt a sense of accomplishment from childhood to most.

Obviously, the old beggar was a little excited and excited with trembling hands. He used his trembling hands to hold the dog's head and made the final decision.

At night, the dog volunteered to weed the old beggar, and led him to the road in the daytime. The old beggar still picked up bones for him every day, though they were still hungry, but happiness was always patronizing them.

One day, in front of a large hotel, they enjoyed an unexpected meal.

A family held a wedding in this hotel. The owner was so happy today that he gave a lot of leftovers to the old beggar.

At last, the old beggar was unable to move. His dog looked at the rest of the bones and had no appetite. The old beggar laughed at the dog's round belly. The dog looked at the old beggar's tummy. He seemed to say, "you don't need to laugh at me, you're not much."

But the beautiful scene is temporary. They have to return to reality. Next, they still have to face hunger. The old beggar does not care, because he is used to this kind of life, but his dog is different. The beautiful meal has been unforgettable.

Finally, on a winter night, it was like a cold winter night when they met, and it left him.

On the morning of the second day, the old beggar came to the door of the hotel and hid into the corner of the wall, watching his dog wagging his tail at the door of the hotel. He sighed and walked away with tears.

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On winter nights, two identical winter nights, old beggars and dogs, from acquaintance to separation, happen suddenly and inevitably. The reason is that old beggars simply can not satisfy the needs of dogs for bones.

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Some managers think that rewarding their employees must be in place. In fact, such knowledge is biased. One's desire is endless, and employees are no exception.

As a leader of an enterprise, let's think about the situation when we started our own business. How can we achieve today's success without the expanding desire of that year?

Of course, we do not encourage enterprises to save costs on employees. The key is to work hard on the ways and means of reward.

For example, the supervisor is going to give 5000 yuan to reward an employee, and the effect should be 5 times to him.

What is the truth of it? Rewarding employees in different periods and amounts will enable employees to feel that they are constantly being stimulated, so that they can constantly stimulate their motivation and give full play to their greatest potential. We might as well call it "step by step incentive".

According to psychological research, in the minds of employees, the amount of reward may not be as important as the number of awards, which results in the phenomenon of "1+1+1+1+1>5". Why is there a larger number in this inequality? Because in the front of the inequality, the components of "employee psychology" are hidden.

As a leader of an enterprise, it is always necessary to keep the enterprise's sense of crisis in mind. When the enterprise develops well, it may not be a problem to reward employees.

If an enterprise once has problems of one kind or another, especially when there are financial problems, it is likely that the reward staff will become the biggest problem. At this point, the "salary incentive" will become a "time bomb", which may explode the dissatisfaction of employees at any time.

The "step by step incentive" method will highlight its huge role at this time.