What Is Positive Attention?

Work enthusiasm refers to a kind of active and conscious mental state generated by work tasks. It is manifested as the individual or collective's clear organizational goals, the will to overcome obstacles in the process of implementing plans and achieving goals, and the emotion of enthusiasm.

Work motivation

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Work enthusiasm refers to a kind of active and conscious mental state generated by work tasks. It is manifested as the individual or collective's clear organizational goals, the will to overcome obstacles in the process of implementing plans and achieving goals, and the emotion of enthusiasm.

Under the condition of a certain ability, the higher the enthusiasm of a person for work, the greater his performance. Psychology regards positivity as a dynamic performance of a person's behavior in a state of psychological activity. It includes a variety of psychological components such as human cognition, emotion, and will in an active state, which enables people to exert their intelligence, physical strength, and ability. The greatest vitality becomes the driving force of human behavior.

Studies by psychologists have shown that the psychological mechanisms that cause people to form positive behaviors are: need motivation behavior goal. It can be seen that need is the basis and source of human positive behavior. Because of the need, people are motivated, which leads to human behavior. At the same time, the goal, as an advanced reflection of the result of the action, can promote human needs into motivation, and play a guiding and motivating role in human behavior. Needs, motivations, and goals are the main factors that constitute the psychological motivation for positive behaviors. The higher the level of needs that people are pursuing, the clearer their goals, the stronger their motivations, and the greater the inherent motivation of their behavior, so the more enthusiastic and prolonged their work is.

There are many factors that affect the enthusiasm of employees in the enterprise, and they are very complicated, but from a system perspective, there are two factors that affect them: the external environment and the internal environment. The internal environment is the employee's own factors and the self-motivation of work enthusiasm. These self-factors include the employee's achievement motivation, self-efficacy, and self-motivation. The external environment is the work atmosphere, including the boss, colleagues, job motivation, and work itself.

1. Achievement motivation. The so-called achievement motivation refers to the internal force that drives a person to strive for success or achievement in a specific area of social activity. Strong achievement motivation makes people have high enthusiasm for work, eager to do things better, improve work efficiency, and achieve greater success. Achievement motivation is a basic internal factor that affects the enthusiasm of employees. At the macro level, it is restricted by the degree of economic, cultural, and social development of the employees. At the micro level, each employee has the opportunity to obtain various Successful experience, cultivation and improvement of self-motivation and other motivation levels will help to change their negative attitude towards work and increase their self-motivation.

2. Self-efficacy. Self-efficacy is defined as people's belief in their ability to produce specific levels of behavior that can affect their own life events. Belief in self-efficacy determines how people feel, how they think, how they motivate themselves, and how they behave. Self-efficacy determines the employee's judgment of their own work ability. Positive and proper self-efficacy makes employees think that they are competent to perform the work they have undertaken, and thus will have a positive and aggressive work attitude. Relatively low, thinking that he is incompetent for work, then he will have a negative idea of avoiding work, and work enthusiasm will be greatly reduced.

3. Self-motivation. You will inevitably encounter a variety of setbacks and failures, reduce employees' motivation for achievement and have doubts about their abilities. Therefore, you must constantly motivate yourself to maintain a strong motivation for achievement and a high level of self-efficacy.

4. The supervisor's positive influence on the employees. The supervisor is the source of the employee's work instructions and the main evaluator of the employee's work performance. The interaction between the supervisor and the employee has a very important influence on the employee's work attitude. What kind of leadership can effectively improve the work motivation of employees? Organizational sociologists in Taiwan have shown in research on Chinese enterprises that many companies use the family as a metaphor for their businesses. Through the process of pan-familyization, the ethics or role relationships in traditional families are classified into groups outside the family or Organizations, leaders play the role of parents in the enterprise, requiring leaders to treat both subordinates with fairness and impartiality. At the same time, psychological research believes that the keen awareness of the emotional state of followers, understanding and appropriately meeting the needs of followers, is an important factor to effectively improve follower enthusiasm.

5. Colleagues have a positive influence on employees. Chinese people always pay attention to "timeliness," "location," and "people harmony", of which "people harmony" is the most important factor. The influence of cultural traditions and decades of "unit system" has made employees value interpersonal relationships at work, hoping to be accepted and integrated into them. The good interpersonal interaction and working atmosphere between colleagues will greatly improve the sense of belonging of employees, and then motivate employees to work.

6. Work motivation. There is no doubt that proper motivation has a significant role to play in increasing employee motivation. Motivation can be divided into reward and punishment, material motivation and spiritual motivation from different dimensions. It is worth noting that the premise of incentives is to consider employees as economic people or social people. Due to different premise assumptions, there will be differences in incentive methods and means. When employees are regarded as "economic people", the incentive will focus on the material aspect; if employees are assumed to be "social people", the employees will be given appropriate spiritual incentives along with material incentives.

7. Work itself. The same job has different meanings for employees with different achievement motivations and self-efficacy, and employees' enthusiasm for this work is different, even if they can actually do the job well. This requires managers to be able to distinguish the work orientation of employees and assign the appropriate work, which can effectively improve the work motivation of employees.