關(guān)鍵詞：私營(yíng)企業(yè)，激勵(lì)機(jī)制，企業(yè)員工，激勵(lì)理論

                                                           

Abstract

With China’s entry into WTO and the rapid process of globalization, it is necessary to adopt the incentive mechanism for employees in order to increase the core competence of enterprises. Through analyzing current private business company’s incentive and incentive mechanism evolutionary process, it is explained that private company incentive and incentive mechanism should be adapted to the environmental changes, thus this paper analyses the existing problem of private company incentive mechanism which is based on the theorem of incentive, moreover points out where the cause is and clear out the adjust tactics. 

    According to the private enterprise employee’s inspiration status in quo, this paper first analyze the incentive background and present condition, and through these two side analyze, we can have the thorough understand of private enterprise inspire mechanism, and find out what we should investigate on the satisfaction degree of the employee in order to work out the defect of private enterprise incentive mechanism. Based on these analysis, from the viewpoint of the theory of incentive, we designed the survey of employee’s satisfaction, at the same time we do some research to find out where the problems exist, meanwhile try to formulate the adjust tactics, so that the company can attract more excellent employees, take advantage of the virtue and avoid the shortcoming of the company, unceasingly to consummate the incentive mechanism, then formulate the an efficient inspire system ,increase the company competition ability. 

    Though the analysis of the private enterprise employee’s incentive mechanism we can find that under the environment of rapid economic develop, the private enterprise can only grasp the opportunities to formulate the efficient employee’s inspiration mechanism, then they can absorb the talent to service the themselves, and let the company stand out from the fierce competitive market. 

Key words: Private Enterprise, Inspiration Mechanism, Enterprise Employee’s, Inspire Tactics

目       錄 

摘要.............................................................................................................................................I

Abstract ...................................................................................... ..............................................II

1 緒論 1

1.1  課題背景及意義 1

1.2  國(guó)內(nèi)外研究狀況 1

1.2.1國(guó)外研究狀況 2

1.2.2國(guó)內(nèi)研究狀況 5

1.3  課題研究方法 5

1.4  論文構(gòu)成及研究?jī)?nèi)容 6

1.5  本論文的創(chuàng)新之處 6

2  相關(guān)概念與理論 7

2.1  激勵(lì)及其組成因素 7

2.2  激勵(lì)模型 7

2.3  相關(guān)的激勵(lì)理論 8

2.4  激勵(lì)對(duì)企業(yè)員工的作用 9

2.4.1增加企業(yè)的人才 9

2.4.2提升員工打拼的積極性 9

2.4.3使企業(yè)變的強(qiáng)大 9

3  對(duì)我國(guó)私營(yíng)企業(yè)員工激勵(lì)機(jī)制現(xiàn)狀及存在問題分析 11

3.1私營(yíng)企業(yè)員工激勵(lì)機(jī)制現(xiàn)狀 11

3.2  私營(yíng)企業(yè)員工激勵(lì)存在的問題 12

3.2.1  員工的整體素質(zhì)偏低 12

3.2.2  員工的薪酬激勵(lì)不足 13

3.2.3  員工的工作環(huán)境差 13

3.2.4  員工地位低 13

3.2.5  對(duì)員工的培訓(xùn)重視不夠 13

3.2.6  缺乏軟激勵(lì)機(jī)制 14

3.3  存在問題的分析 14

3.3.1  影響問題存在的宏觀因素 14

3.3.2 關(guān)鍵問題分析 15

4  解決私營(yíng)企業(yè)員工激勵(lì)問題的對(duì)策 17

4.1  建立先進(jìn)科學(xué)的績(jī)效評(píng)估體系 17

4.1.1績(jī)效考核應(yīng)把握的原則 18

4.1.2進(jìn)行績(jī)效考核的方法 18

4.2  物質(zhì)激勵(lì)與精神激勵(lì)相結(jié)合 20

4.2.1物質(zhì)激勵(lì)要有效 20

4.2.2精神激勵(lì)要加強(qiáng) 21

4.3  堅(jiān)持人本原則 23

4.4  建立公開透明公正的人才聘用機(jī)制 23

4.5  重視員工的培訓(xùn) 24

4.6  善于做好溝通 25

4.6.1溝通勝于權(quán)利 25

4.6.2尊重為前提 25

4.6.3傾聽是關(guān)鍵 26

4.6.4沖突是另一種溝通 26

4.7 適當(dāng)授權(quán) 26

4.7.1 授權(quán)是管理者的明智選擇 27

4.7.2 授權(quán)的原則 27

4.8日常管理中幾點(diǎn)具體的對(duì)策 28

結(jié)論 32

參考文獻(xiàn) 33

致謝 34