"Pandora phenomenon" that can not be underestimated
In ancient Greek mythology, the great emperor Zeus once sent his maid Pandora to deliver boxes. When she was given Pandora's box, Zeus told her never to open it. However, Zeus's warning aroused Pandora's irresistible curiosity and desire to explore, so she opened the box desperately. As a result, all the sins in the box ran into the world. ...
-from "Greek fairy tales"
Example 1: The first-year students have just come to school and know nothing. In order to make students adapt to school life as soon as possible and keep their children away from danger, I responded to the call of the school as soon as I started school, warning students not to play in the activity area on the school playground without company. There are horizontal bars, parallel bars and climbing poles. Although there is a bunker below, the class teacher always makes repeated requests to prevent students from being injured by accident. If you are not careful, you will fall down. Once, a student broke his arm because he didn't listen to his teacher and went to play by himself. Although I emphasize and teach seriously every day, I later found that the consequence of this "repetition" is to arouse more students' curiosity, so students often go there secretly to play, and small accidents often happen.
Education Example 2: Beibei is a student in the third grade of primary school (1). She is a famous naughty boy in school. She can't sit still in class, her ass seems to be oiled, and her hands and feet never stop. The most irritating thing is that he is stubborn. At home, he never refuses to finish his homework by himself. When his mother asked him to do his homework, he lost his temper, didn't eat, didn't sleep and ignored people. The more his mother asked him to do it, the more his mother did it. At school, he often curses, curses and fights. If the teacher criticizes him, then I don't want to hear him call you teacher on this day. On the contrary, more students will tell Beibei that she is in trouble again. What a headache this student has!
Nowadays, when people feel that the reasons for prohibition are not sufficient, they will be unable to restrain their desire to explore, thus tilting the psychological balance to the aspect of violating prohibition, thus making people tend to make negative behaviors. Here we use the myth of Pandora opening the box, which is called "Pandora phenomenon".
Faced with the performance of these students, I often think quietly and consult a lot of information. Finally, I found that the appearance of these manifestations has a great relationship with students' rebellious psychology, so I launched a series of research.
The word "rebellious psychology" has been widely popular in recent years, and this phenomenon shows a trend of becoming younger and younger. Rebellious psychology is a special attitude towards things, which refers to the opposing emotions and behavioral intentions that are contrary to the cognitive information generated in a specific educational situation and deviate from the general normal education requirements due to the inherent way of thinking and traditional conceptual formulas of the educated.
Through the anonymous questionnaire survey of the students in grade three, four and five in our school, I found that 15%-20% of the primary school students have different degrees of rebellious psychological tendency, such as: students' reaction to the propaganda of revolutionary figures is not only cold, but also disgusted; Some students said: "Seeing him is disgusting, and hearing him is uncomfortable"; Some students regard respecting teachers as "flattery"; It's no fun to report to the teacher to help the students make progress. Take discouraging classmates from fighting as "meddling"; Studying hard and trying to serve others is considered a "fool" ... these are all manifestations of rebellious psychology. This is an inevitable stage of children's growth, especially junior and senior high school students. Children in this period, due to the development of mental development and self-awareness, have a certain degree of thinking, and their subjective initiative has also been enhanced, and their desire to express themselves is strong, especially rebellious psychological barriers.
1. How did "Pandora Phenomenon" come into being?
"Rebellious psychology is a psychological activity when the objective environment does not match the needs of the subject, and it has strong resistance." A dictionary of psychology. In other words, rebellious psychology refers to the social attitude of showing strong resistance when the object does not meet the needs of the subject.
A large number of classic studies in psychology show that exploring the unknown things in the surrounding world is a universal behavioral response of human beings and a stable need with biological significance formed in the long-term biological evolution. Simply banning something without explanation will make it have a special attraction different from other things, which will naturally make people pay more attention to it. In addition, unexplained prohibitions can lead to various speculations and assumptions. When people feel that the reasons for the prohibition are not sufficient, they can't find enough reasons to restrain their desire to explore, so the psychological balance will tilt to the aspect of violating the prohibition, which makes people tend to steal the forbidden fruit.
Rebellion among students is partly due to Pandora's phenomenon. Primary school students are curious, because of their lack of experience and experience, their emotions are out of control, and their moral concepts and socialization are immature. They are not superstitious or blindly obedient, and have strong curiosity, exploration spirit and practical consciousness. However, when educating children, parents or teachers often use their own experience to shield their curiosity in order to make them avoid detours. Driven by curiosity, children don't listen to the advice of adults. The more you can't get, the more you want, and the more you can't touch, the more you want to touch. In this way, the rebellious behavior of children who don't listen to advice is formed.
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Bidding pricing strategy
Solicitation pricing, also known as special price pricing, is a pricing method that deliberately lowers the prices of a few commodities to attract customers. Commodity prices are set below the market price, which can generally attract consumers' attention and suit consumers' psychology of seeking honesty.
Case 1:
There is a Tiantian Mall in the Beijing subway, and a one-yuan auction will be held on holidays. All the goods in the auction will start at 1 yuan, and the price will be increased by 5 yuan every time, until the final decision is made. However, because the reserve price of this auction held by Tiantian Mall is set too low, the final transaction price is far lower than the market price, so it will give people a feeling that the more you sell, the more you lose. Don't you know, this shopping mall adopts the method of soliciting pricing, enlivens the atmosphere of the shopping mall with low-price auction, increases the passenger flow and drives the sales of the whole shopping mall to rise. What needs to be explained here is that the price-reduced goods selected by this method must be what customers need, and the market price is well known.
Case 2:
When a Japanese creative drugstore sold a bottle of tonic made in 200 yuan at an ultra-low price in 80 yuan, a large number of people rushed into the store every day to snap up the tonic, which should have been a loss, but the financial accounts showed that the surplus increased sharply month by month, because no one came to the store to buy only one medicine. When people see that tonics are cheap, they will think that other drugs must be cheap, leading to blind purchase.
When adopting the inquiry pricing strategy, we must pay attention to the following points:
(1) The goods with reduced prices should be commonly used by consumers, and it is best to suit every household application, otherwise it will be unattractive.
(2) There should be more varieties of goods priced by touting, so that customers have more choices and buying opportunities.
(3) The price reduction of commodities should be large, which should generally be close to or lower than the cost. Only in this way can consumers' attention and interest be aroused and their purchasing motivation be stimulated.
(4) The quantity of products at reduced prices should be appropriate. Too many stores lose too much, and too few stores are easy to arouse consumers' disgust.
(5) Products with reduced prices should be clearly distinguished from products with reduced prices due to disability.
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Company A is a Sino-foreign joint venture website located in the western region. It was founded in the late 1990s, when the network industry developed rapidly. At that time, the scale of this website belonged to the middle and lower level, and its financial strength was obviously weaker than other websites, so it could not pay the same high level of salary for the talents needed in developed areas; At the same time, because it is located inland, the area is relatively remote and closed, and its working and living conditions are far worse than those in developed coastal areas. The above two reasons lead to the obvious disadvantage of the website in the field of talent competition, and the serious shortage of local talents makes it difficult to attract foreign experts to join, especially in the excellent content editing, the website is far from its competitors. Within a few years after the website investment is completed, the depth, innovation and attraction of the website content are not satisfactory. In 2000, the website introduced a new content director, Mr. Z, who created the "star incentive method" to motivate employees, and the situation changed. This incentive mode works like this: On the one hand, in order to mobilize the creativity and work passion of editors and make them get effective business exercise, Mr. Z "tailored" one or several famous "stars" for each editor. First of all, he conveyed the fame, reputation, social status, income and lifestyle of "stars" to the editor in various ways, so that the editor could yearn for them. Then Mr. Z studied the growth process of "stars" by himself, analyzed and discussed the style, advantages and disadvantages of this "star" in writing, editing and other work, and made employees understand that these "stars" were not born, but also grew up by ordinary editors and journalists, as long as they worked hard. On the other hand, in the company's system and work arrangement, create conditions for editors to become famous, such as setting up columns named after editors' personal names and arranging them to appear in various "appearance" activities as much as possible. This "star incentive method" does not increase any cost of enterprises, but only sets specific, attractive and realistic goals for employees. This kind of incentive effect soon achieved results. In just half a year, the professionalism, working attitude and working ability of the editors of this website have been significantly improved, the content quality has been greatly improved, the number of visits has increased, and the authority and influence have made great progress. By 200 1, the website has become the only leader in the industry whose market share exceeds the sum of competitors. This is a low-cost and effective incentive method, which can be called a typical incentive for this industry.
Company B is a computer company engaged in computer software and hardware sales and secondary development. The company is small, with about 50 people. After years of efforts, the company is well-known in this area and occupies a certain market scale. With the fierce competition in the market, in order to maintain the rapid and extraordinary development of the company and improve the enthusiasm of employees, the general manager of the company adopted the "management by objectives" popular in the industry at that time to manage employees by objectives. The specific operation is as follows: according to the forecast of the sales in the second year (the company hopes to double the sales in the second year, so the turnover forecast is set at twice that of the previous year), the sales are distributed to all departments from top to bottom, and then distributed to each employee by each department, and the original system of commission according to the sales ratio is abolished, and the commission is changed to be very low when the task is not completed and huge when the task is exceeded. On the surface, if the performance can continue to grow rapidly as the company wishes, the income of excellent employees will increase greatly after overfulfilling their tasks, while the company seems to kill two birds with one stone by reducing the cost spent on "unqualified" employees who cannot complete their tasks. However, after careful analysis, employees found that due to the intensified competition in the market environment in which the company is located, the company's product advantages gradually lost, the expansion of the company's scale and the increase of sales staff led to the reduction of potential "cakes" owned by each sales staff, and the company could not keep up with the rapid growth in terms of financial strength, internal management and supporting services, and almost no one was confident to complete twice the sales in the previous year. Most employees have a feeling of being fooled. After working as an accountant for a year, no one in the whole company can get a high commission, and the core sales staff are exhausted. Two years later, the company was on the verge of bankruptcy.
From the above two cases, it can be analyzed that the success of incentives mainly depends on the following factors:
(1) First, whether the incentive scheme itself can meet the immediate needs of employees on the premise of meeting the interests of enterprises.
Judging from the situation of Company A, Mr. Z's purpose of motivating employees is clear. From the company's point of view, we have trained high-quality employees and brought their potential into play. For employees themselves, the improvement of ability and the establishment of reputation will directly bring about the improvement of their own interests. Facts have also proved this point. After being motivated, employees' own potential has been greatly exerted and their income has increased accordingly. Many people have also become "smart goods" sought after in the industry. Of course, the managers of Company A are open to the brain drain of excellent employees. They believe that as a learning enterprise and the "Whampoa Military Academy" in the industry, well-known employees will not be reluctant to leave, but rely on more low-cost and enterprising "students" to win the market. For the purpose of motivation, Company B pays more attention to the interests of the company: increasing sales and reducing costs, rather than the interests of employees. Therefore, from the starting point of motivation, it is too wishful thinking and ultimately fails to achieve the purpose of motivation.
(2) Second, whether the incentive measures are realistic and feasible, and whether they are recognized and accepted by employees.
As far as Company A is concerned, its incentive measures are beneficial to employees. Although they themselves will make some efforts: more overtime, more positive analysis and thinking, and more diligent writing, this sacrifice is worth it compared with the possible significant return. In fact, the incentive targets set by the company for them are very attractive to almost all employees. At the same time, the management of the company takes various measures to guide employees, show them the ways and means to become excellent editors, teach them the secret of "becoming famous", and make employees realize that success is not out of reach. Therefore, in the process of incentive operation, employees generally respond positively and cooperate actively. However, after careful accounting of the company's assessment standards for them, the employees of Company B were disappointed to find that the company did not proceed from reality, but set performance goals subjectively. Even with extraordinary efforts, it is difficult to achieve the company's goals. Before the task is completed, the income will not increase because of the growth of performance. Therefore, MBO was psychologically resisted and rejected by employees from the beginning, and the enterprise failed to find this trend of employees in time and take remedial measures, which led to the failure of the final incentive, the loss of core employees and the shaking of the foundation of enterprise development.
(3) Third, whether the organization has provided necessary resource support in the process of implementing incentives.
In the process of implementing incentive in Company A, its managers do not unilaterally set incentive targets for employees, but provide necessary resource support for employees: according to the different characteristics and levels of each employee, they set the target object: well-known editors, and made a concrete analysis of this target object, with detailed guidance and help on where its excellent and worthy of reference are and how employees learn; Moreover, the company also uses various resources to create opportunities for employees to get in touch with "celebrities" at close range or even zero distance, and create opportunities for employees to become famous. Therefore, their motivation can finally be implemented, which ensures that employees can achieve their motivation goals from the resources. In company B, the situation is quite different. Its managers chose management by objectives from the subjective and their own needs, and its objectivity, operability and realizability are questionable. More importantly, in the process of encouraging practice, the company failed to provide necessary resource support, such as funds, technology and logistics services. In the process of employees' work, with the increase of business volume, the cost of pre-sales service increases, the demand for technical support of the company increases, and the demand for follow-up services to reach orders increases. However, the company did not seriously consider these factors and did not take corresponding measures, so it often failed to meet customers' requirements for product delivery, installation, maintenance and technical support. And with the loss of excellent employees, this situation is becoming more and more serious, customers are increasingly dissatisfied with the company's services, and employees.