Interpretation Of Management In The Story Of Intelligent Pig Game

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< p > remember that in the economics textbook of the University, there are 1 examples of "pig game", that is, there are 1 big pigs and 1 piglets in the pigsty, with a pedal inside, every step on the pedal, and a small amount of food will fall down on the other side of the pigsty on the other side of the pigsty.

If 1 pigs step on the pedal, the other 1 pigs will take the first place to catch the food on the other side. If the pig trampled the pedal, it would have the chance to eat the other half of the leftovers before the pig had eaten the food left behind; if the piglet stepped on the pedal, the big pig would just eat all the food before the piglet ran to the trough.

What strategy will the 2 pigs adopt? Obviously, the piglets will choose the "free riding" strategy, that is, they have been waiting on the side of the trough, because the piglets will get nothing on the pedal, instead of stepping on the pedals, they can eat the food. No matter whether the pig is pedaling or not stepping on the pedal, it is always a good choice.

But what about a big pig? Knowing that a piglet is not going to pedal, it is always better to step on the pedal than to step on it, so you have to do it for yourself, and rush to the slot and pedal for a little bit of leftovers.

The result of "piglet lying big pig running" is due to the targets in the game rules. The 2 core indicators of the game rule are: (1) the quantity of food falling every time; (2) the distance between the pedals and the feeding ports.

If you change the core indicators, the result is likely to be completely different.

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< p > scheme 1: incremental plan.

Feeding twice as much.

The result is that piglets and big pigs will pedal.

Anyone who wants to eat will step on the pedal. Anyway, the other party will not finish the food at a time.

Piglets and big pigs are living in a "communism" society with relatively rich material, so their sense of competition is not very strong.

It should be said that the cost of this rule is quite high (* providing twice the food at a time), and because the competition is not intense, it is not very good for the pig to step on the pedal more.

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< p > scheme 2: reduction plus shift scheme.

Feeding is only half the original amount, and the feeding port is moved near the pedal.

As a result, piglets and big pigs are rushing to pedal.

Those who wait are not allowed to eat, and those who work hard will get more.

For game designers, this is the best solution. The cost is not high, but the harvest is the biggest.

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< p > "intelligent pig game" gives the weak in competition (piglets) the inspiration of waiting for the best strategy.

However, for enterprises, "piglets free riders" failed to participate in full competition. At this time, the company's resources did not get the best allocation.

This is like the incentive system designed by the company. If the reward is not strong enough, and there are a lot of people (not working pigs), the pigs who once worked very hard will not have the motivation. If the reward is too strong, the staff of the company are all millionaires, and the enthusiasm of the staff is not necessarily high if the cost is high.

The best incentive design is like plan 2, with the method of "reduction plus displacement". Rewards are not for everyone, but for individuals (such as business scale).

For the company, it not only saves the cost, but also eliminates the phenomenon of "free riding", so as to truly achieve effective incentives.

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< p > in our < a href= "http://www.91se91.com/news/index_c.asp" > Enterprise < /a > reality, there is also an example of "intelligent pig game".

Because of the long-term management system under the planned economy, many of us are accustomed to big pot management.

Excellent employees are not motivated, and backward employees are not motivated.

Over time, all employees' performance will be at a very low level, and the overall performance level of enterprises is also very low. Enterprises must be at a disadvantage in market competition. How can such enterprises give long-term benefits and good development space to employees in the enterprise? If we want to make our enterprises full of vitality and provide the employees with generous treatment and good development space, we must make good use of the principle of "intelligent pig game" in the enterprise, so that all employees' vitality can be aroused to improve their performance level, so as to improve the overall performance level of the organization.

In a word, under the condition of market economy, if an enterprise wants to win the competitive advantage in the fierce market competition, it must break the egalitarianism, excavate the talent superiority, reward the superior and punish the poor, so as to fully mobilize the enthusiasm of the staff and enhance the competitiveness of the enterprise.

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< p > as a unit directly under the central enterprises, a company skillfully utilized the principle of "intelligent pig game" in practice, and set up a fair development for the staff and create a value stage with the enterprise.

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< p > one is in the aspect of salary motivation: (1) at the departmental level, the company has established the mechanism of labor cost allocation and grabbing the disk, especially increasing the proportion of grabbing disk allocation of incremental revenue < a href= "http://www.91se91.com/news/index_s.asp" > market < /a > share, and encouraging business income unit to gain a higher total wage distribution through increasing market share.

(2) at the staff level, a differentiated salary distribution system coexisting with different salary distribution modes has been established, including annual salary system, bidding system, project contract system, business commission system, project manager responsibility system, subscription wage system and so on. Staff salaries are closely linked to the ability and performance contribution based on the post value, and more work and more effort, less work and less work.

Everyone will no longer rely on the original relatively solidified rank income, but will calculate the remuneration according to the amount of work done and contribution. The company has formed a unique cultural atmosphere with both pressure and motivation, and more work and more work.

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< p > two is in the development of staff < a href= "http://www.91se91.com/news/index_c.asp" > occupation < /a >: (1) at the departmental level, we should actively explore the implementation of the post grade dynamic adjustment integral system, linking the dynamic upgrading ratio of the staff in the operating unit to the development performance of the operation unit, and increasing the proportion of post promotion.

(2) at the staff level, we have established a broad promotion channel for posts, further improving the normal promotion mechanism of employees, making them pay more attention to their own ability improvement, work harder, pay more attention to the improvement of their performance, and maximize the enthusiasm, initiative and creativity of employees at all levels, so as to achieve the common development of enterprises and employees.

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