深入员工意识层面提高员工积极性促进企业与员工和谐发展——浅议企业激励机制

如何有效调动员工积极性,是所有企业必须考虑的问题.文章通过分析影响员工积极性的因素,深入员工意识层面,了解不同层次员工的需求,并运用有效的激励杠杆,有的放矢地对员工进行分类管理,从而提高员工积极性.     

浅谈企业员工管理

李·艾科卡曾经说过“经营管理实际上就是调动人的积极性”。企业员工的工作成果和企业管理者的管理是分不开的,运用各种有效的方式去调动员工工作的积极性和创造性,使员工尽量去完成工作,这种管理方式在企业管理中被称做员工激励管理,如何更有效的激发员工积极性,是很多企业面临的问题,下面笔者就企业员工管理提出自己的意见和看法。     

企业激励员工方法的对策研究

企业的成功是以每个员工的工作绩效为基础,员工的积极性是影响绩效高低的主要因素.对于企业而言,激发员工的积极性是企业管理工作的重要方面,是企业成功发展的有效保证.那么,如何才能使员工由消极的“要我做”转化为积极的“我要做”呢？又是否有可靠有效的机制呢？     

企业员工激励理论溯源

赫茨伯格的双因素理论表明，“激励因素”是让企业员工发挥积极性、创造性的关键。有效的激励机制应该避免“激励因素”转化为“保健因素”，使“激励因素”成为激励员工的持久动力。     

激励机制背景下企业员工绩效问题探析

企业员工的绩效是评价员工工作质量的重要标准,同时也是企业发展的保障。激励企业员工的手段是绩效实现的重要途径,可以有效提高员工的工作积极性。但是,目前企业的激励机制还存在一些问题,本文通过分析企业员工绩效与激励机制的关系和企业激励机制存在的问题,进而阐述企业员工绩效对员工激励机制的作用。     

调动员工积极性促进企业和谐发展

随着集团改革发展的不断深入,企业的发展与员工的关系更加密切,其主动性、积极性和创造性将对企业生存发展产生重大的作用。充分调动员工积极性、发挥员工的创造力,是企业和谐健康发展的有力保障,是企业始终不渝的追求目标。那么,如何调动员工工作积极性,如何打造一支和谐奋进的员工队伍,本人结合自己的工作实际,尝试就影响员工作积极性的原因进行剖析,并提出对策。     

企业激励员工三原则

激励可以调动员工的积极性,早已成为管理者的共识。运用各种激励手段,最大限度地调动员工的积极因素,发挥企业人力潜能,进而提高企业经济效益,是企业人事管理的一项重要任务。人事管理部门要出色地完成这项任务,达到应有的效果,应遵循以下几项激励原则。一、符合员工需要、公平合理的原则激励的出发点是通过满足员工正当的、合理的需要来调动员工的积极性、创造性。因此,在制定激励措施之前,对员工的基本需要是什么,满足的程度如何,哪些需要的满足最能调动员工的积极性等等,都要作充分的调查研究。这     

浅谈如何充分调动企业员工的积极性

<正>员工是企业发展之本,是企业最有价值的资源,任何成功的企业都离不开员工的卓越贡献。所以,企业应给员工创造合适的条件,充分调动员工主观能动性,了解并引导员工的需求,使员工将实现自我价值与企业达成战略目标关联起来甚至等同起来,主动地承担起企业在发展中赋予员工的历史责任。一、员工积极性的涵义一个企业要在残酷的市场竞争中得以生存并发展壮大,员工的工作积极性是极为重要的因素,而工作的积极性是多     

员工持股对企业绩效的影响分析

员工是影响企业发展的关键资源要素,员工价值的发挥、潜力的挖掘以及企业归属感的塑造,都是影响员工绩效的重要内容。在员工管理过程中,薪酬制度是企业人力资源管理的重要组成部分,科学、有效的激励机制能够有效地发挥人力资源管理效能。实行员工持股制度,将员工的个人利益与企业利益捆绑在一起,可以激发员工的积极性,从而提升企业的绩效,并为企业做出更大的贡献。基于此,本文分别概述了员工持股与企业绩效的内容,分析了员工持股计划实施过程中存在的问题,探讨了员工持股对于企业绩效产生的影响,并探究了如何在企业内部实施员工持股制度,借助报酬激励作用,以提高员工的积极性,进而提升企业绩效,推动企业的高质量发展。     

浅论企业员工的考核管理

从科学发展观出发,对企业员工进行动态的考核,有利于调动员工的积极性,激励员工的工作热情,可创造员工的爱岗敬业精神,为企业和员工带来更多的利益。     

Understanding peak avoidance commuting by subway: an empirical study in Beijing

Congestion is a major problem for peak-hour commuters in the Beijing subway system, as it leads to long queuing times and overcrowded vehicles. This paper explores to what extent peak travel can be reduced by providing incentives for peak avoidance. In a stated preference study, travellers’ responses to two financial and two non-financial incentives were measured, and factors increasing or limiting the response were identified. Our results suggest that all four incentives can be reasonably effective tools and the financial incentives seem to have a slightly stronger effect than the services and credit-for-gifts-based scenarios. Ordered logit models indicate that various factors influence people’s receptiveness of incentives for peak avoidance which relate to the ease of change or presence of alternatives and receptiveness to incentives. Both theoretical and policy implications are concluded that the proposed factors and incentive system can help solving the subway congestion in Beijing.     

股权激励与企业绩效关系多样性的原因分析——基于系统动力学的视角

基于系统动力学理论,分析了股权激励系统动力学特征,对导致股权激励与企业绩效关系多样性的原因进行了探究。研究结果表明:以往的研究忽略了与股权激励相关的软变量;忽略了股权激励作用的延迟效应;忽略了股权激励系统中起主导作用回路的转移。并针对原因提出了一些建议和启示。     

Cashing In On Quality? Pay Incentives and the Quality Culture

In this article, the authors explore the relationship between total quality management (TQM) and financial incentives in British manufacturing industry. In particular, they examine the view of some of the most influential quality management ‘gurus’ that there is an incompatibility between incentive pay and TQM. Drawing on survey and case study evidence, they show that TQM is being implemented in the presence of financial incentives. Furthermore, those organisations which had such incentives did not appear to have less success in implementing TQM. On the basis of the evidence presented, the authors conclude that it is not possible to rule out a role for financial incentives in implementing TQM, although incentives are only likely to form one element in a broader implementation strategy.     

新生代知识型员工非物质激励与其满意度的关系研究

新生代知识型员工作为现代企业的主力军,是现代企业获得竞争优势的关键,本文从非物质激励的角度探讨企业该如何吸引留住这些员工,不断提升其满意度,从而更好发挥其为组织的创造力。本文运用SPSS19.0统计软件探寻新生代知识型员工非物质激励中个人发展激励,工作自身激励、工作环境激励三种激励方式与员工满意度的相关关系,并提出相关对策。     

优化出版企业人力资源管理的对策 建立健全人才激励机制

国内出版企业人才管理制度相对落后,以致人才流失现象堪忧,人才结构也不合理。这需要出版企业努力构建物质激励和精神激励完美结合的激励机制,为人才的成长、也为企业的长足发展创造一个良好的环境。出版企业的人力资源管理部门,应将制订人力资源管理战略、设计和执行各种激励制度,以及岗位描述、劳动合同、员工培训和考核等专业性工作做到尽善尽美。要在努力培养优秀员工的同时,实行工作岗位轮换制以加强各部门人员之间的沟通,进而形成人力资源的合力,实现出版企业的可持续发展。     

An analysis of the effect of pre-incentives and post-incentives based on draws on response to web surveys

Most analyses of the effect of incentives on response rates have attempted to extrapolate to the Internet the already existing broad knowledge base of methodologies for personal surveys by telephone and post. However, such knowledge about existing methods is not directly applicable to the Internet-based interviews. This study therefore examines the manner in which different combinations of incentives can affect response to a survey over the Internet. With such a purpose incentives have been chosen based on draws that has been administered under the pre-incentives philosophy (giving the possibility to participate in a draw, independently that the questionnaire was stuffed or not) or post-incentives (giving the possibility to participate in a draw only those that stuffed the questionnaire). A surprising result is that the joint use of pre-incentives and post-incentives slightly improves response rates, although it also causes rates to be considerably lower than when these incentives are used separately.     

Financial reporting fraud and CEO pay-performance incentives

Because prior studies find mixed results on the relation between CEOs’ pay performance incentives and a firm’s likelihood of financial reporting fraud, we restudy their relationship using innovative research methods. First, we concentrate on incentives from granting options rather than equity-based incentives. Second, we emphasize vested options, disregarding unvested option holdings, and take the logarithm transformation of option incentives. Third, we analyse the impact of option incentives on future financial reporting irregularities. Using this innovative approach as well as a full sample and a matched sample, we find that an increase in executives’ option incentives raises the likelihood of financial reporting violations. Moreover, the effect of option incentives on financial reporting fraud is moderated by auditor effort. In addition, we find that another proxy for the measurement of executives’ option incentives, namely, the number of vested options by executives, is highly correlated with the CEO’s vested stock option sensitivity.     

Voluntary Disclosure and Analyst Forecast

Empiricists document that firms more often voluntarily disclose bad news than good news and link this pessimism to managers’ increased incentives not to fall short of earnings expectations. This paper analyzes the voluntary disclosure of a manager’s private information by explicitly considering her incentives to meet or beat an analyst’s earnings forecast. The model predicts that managers who face strong incentives to meet or beat these forecasts more frequently disclose bad news than good news in order to guide analysts’ expectations about future earnings downward. This pessimism is higher in markets with less informed managers and may hold even if the manager has strong incentives for high stock prices and meet-or-beat incentives are comparably low.     

Yardstick Competition and Investment Incentives

This paper analyzes how firms' investment incentives are affected by yardstick competition in a situation in which the regulator is unable to commit himself to the regulatory contract before firms invest. Despite its rent-extracting property, yardstick competition does not necessarily reduce efficiency-improving investment. Considering firm-specific investment, yardstick competition is shown to increase investment incentives over individual regulation affirms. In this case, therefore, yardstick competition both reduces the regulator's informational problem ex post and strengthens the firms' investment incentives ex ante. If instead investment is industry-specific, incentives to invest are lowered by yardstick competition.     

Group incentives and financial performance: the moderating role of innovation

Using a nationally representative and multisource data set, this study examines the mediating role of organisational commitment in the relationship between group incentives and financial performance. The study also investigates the moderating role of innovation in these relationships. The results demonstrate that organisational commitment partially mediates the relationship between group incentives and financial performance. The findings of this study support the hypotheses that the relationships of group incentives with organisational commitment and financial performance are stronger in more innovative companies than in less innovative companies. The results provide implications on how group incentives affect financial performance and which organisations in particular should provide their employees with group incentive practices.