知识型团队激励机制研究与实例分析

文中剖析了团队及知识型团队的特征和重要意义，探讨了知识型“人”的历史角色转变，针对知识型团队的绩效激励难题，在信息不对称条件下基于一个新的研究视角将委托代理理论引入到知识型团队的绩效激励机制中，论证了知识型团队内的委托代理关系。同时，文中给出一个企业集团总部知识型团队绩效考核的实际案例，分析了该案例中关于知识型团队绩效考核中存在的问题和缺陷，并定义了知识型团队绩效考核系统中的结果型指标、过程型指标和风险型指标等三大类指标，在此基础上来分析知识型团队存在委托代理情况下的绩效考核机制。经过严密的数理逻辑推论，给出一个科学合理的知识型团队绩效考核二级模型。最后，在实际工作中对该二级模型进行验证，实践证明改进后的知识型团队绩效考核机制可以在很大程度上提高团队产出及团队代理人的工作效率。

The Performance Incentive Mechanism Research and Case Analysis of Knowledge-based Workteam

This article has analyzed the workteam and knowledge-based workteam traits and important meaning, discussing the knowledge human historical roles transferring. And on the new research angle of view introduced the principle-agent theory into the knowledge-based workteam performance incentive mechanism under the asymmetric situation to solve the Knowledge-based Workteam incentive problem, meanwhile it also has demonstrated the existing of principle-agent relationship in the knowledge-based workteam. In the article, the author as well as has showed an actual case of one enterprise group headquarter company to analyze the performance J incentive mechanism in the knowledge-based workteam, giving the problem and defect in this case and defining there kinds of index for the knowledge-based workteam performance incentive mechanism. Finally, after strict logical deduction, the author has concluded a scientific rational two-tier knowledge-based workteam performance incentive model. This two-tier model properly has been proved in fact, and to extreme extent, could improve the team output and workteam agents working efficient.