企業管理中的人力資源的構建The management of human resources in Enterprises
06-13, 2014
Business as a for-profit economic organizations, creating benefits, pursue the maximization of benefits is the ultimate goal. With the advent of knowledge economy, rely on the traditional hardware conditions to participate in market competition, increase the efficiency of the potential is limited, the management and talent based software more significantly in the role of market competition, enterprises become the most important factor to achieve long-term development to maximize the benefits, obtain ideal. Therefore, in the business management, must especially pay attention to human resource management. Practice shows that the numerous outstanding enterprises, human resources management has a profound influence on the development of enterprises. The enterprise human resources management includes many contents, the incentive problem is a core content, incentive scientific or not, is related to the quality of human resources management, has a bearing on the success or failure of the enterprise. How to build an effective incentive mechanism, fully arouse the subjective initiative of internal staff, create more value for the enterprise, is the enterprise managers should be an important subject of study.
公司作為盈利性經濟安排，發明效益、尋求效益最大化是其最終方針。跟著常識經濟時代的降臨，依靠傳統的硬件條件參與市場競爭、添加效益的潛力有限，以管理和人才為根底的軟件條件在市場競爭的效果益發明顯，成為公司完成效益最大化理想、取得持久發展的最重要因素。因而，在公司管理中，有必要特別注重人力資源管理。很多優秀公司的實習標明，人力資源管理的成效對公司發展具有深刻影響。公司人力資源管理包容很多內容，鼓勵問題是其間的一項中心內容，鼓勵的科學與否，事關人力資源運用的好壞，也事關公司勝敗。怎么構建有用的鼓勵機制，充沛激起公司內部職工的主觀能動性，為公司發明更多價值，是公司管理者要仔細研討的一個重要課題。
1.The relevant theory, incentive
一、鼓勵的有關理論
1, encourage the connotation and essence of the transfer
1、鼓勵的內涵與本質
The concept of incentive from psychology, which encourage, start speaking, is to stimulate people's motivation, strengthen willpower, encourage human behavior, form the inner spiritual power, efforts to achieve the goal setting process of mental activities. In business management, incentive is the enterprise management in the full understanding of the basic needs of employees, through the system design and adopt some methods, correctly induced by the work of the staff motivation, by high-intensity efforts, not only to meet their individual needs, and make a high level of job performance to achieve organizational satisfaction. The concept has three core elements, namely individual effort, organizational goals and personal needs. Therefore, the essence of encouragement can be summarized as: motivation is the process to meet employee needs, increase its satisfaction; motivation is to stimulate employee desire and effort; incentive is to guide the staff and work process to achieve organizational goals.#p#分頁標題#e#
鼓勵原屬心理學的概念，亦即激起鼓勵，展開來講，即是激起人的動機、增強者的意志力、鼓勵人的行動、形成內涵精力動力，盡力達致設定方針的心理活動進程。在公司管理中，鼓勵即是公司管理者在充沛知道職工需求的根底上，經過準則規劃和采納某些方法，正確誘導職工的essay動機，經過高強度的盡力，不僅滿意其自己需求，且做出高水平的essay績效到達安排的滿意。上述概念有三個中心要素，即自己盡力、安排方針和自己需求。因而，鼓勵的本質可概括為：鼓勵是滿意職工需求、添加其滿意度的進程；鼓勵是激起職工愿望和盡力程度的進程；鼓勵是引導職工為完成安排方針而盡力的進程。
2, incentive theory
(1) the hierarchy of needs theory. Great impact of this theory, born in the last century 40's, put forward by USA social psychologist Maslow. He believes that: people there are five different levels of needs; people's most urgent need is the motivation of human behavior; meet the need not be as a motivational tool; people's need is a development from lower to higher process; people in different periods, the focus is not the same need high demand; levels of more value than the low-level needs.
(2) the two factor theory. This theory was born in the 50's of the last century, proposed by USA behavioral scientist Herzberg, he will cause people work motivation is divided into two categories, namely, health factors and incentive factors, health factors such as physical working conditions, wages, welfare, incentive factors such as achievement, appreciate, development and promotion opportunities, and that hygiene factors could eliminate employee dissatisfaction, and it is difficult to stimulate their working enthusiasm, leading to the professional attitude [first actively provide papers and papers writing lunwen. 1KEJIAN.CO M, welcome to you]; only improve incentives, the incentives are met, we can greatly expedited employee enthusiasm, improve work efficiency. [this article
(3) the equity theory. This theory was born in the 60's of last century, put forward by American psychologist Adams. He believes that: the working enthusiasm of the staff and the pay, a fair degree depends on the distribution of what they feel. When employees through social comparison feel fair treatment, will the psychological balance, work hard; once feel unfair, it will produce frustration, indignation, appear go-slow, turnover behavior.
Numerous important theory incentive theory, in addition to these, there are ALDERFER's ERG theory, dimension of Fromm's expectation theory, Head attribution theory, Rock and Hughes's goal setting theory etc.. These theories contain each other and complement, provide the theoretical foundation for enterprises to establish an effective incentive mechanism.
Introducing the necessity of incentive, enterprise management two#p#分頁標題#e#
1, the incentive to staff morale, improve work performance
The incentive for staff morale, mobilize the enthusiasm has remarkable effect. An employee, even if he has a strong ability, but such as incentive level is low, lack of power, it is difficult to obtain work performance. But only with the general capability of the staff, sufficient incentive under conditions, may be full of enthusiasm, talent showing itself, with extraordinary performance.
2, the incentive to create a healthy competition environment
USA management guru Mcgregor think, the competition between people, it is the main source of excitation. Nowadays, in the highly competitive, each employee has their own goals and vision, effective incentive mechanism, can create a competitive work environment for employees, form a healthy competition mechanism in the enterprise, employee self-motivated, initiative, conscientious, hard working consciousness and behavior.
3, incentive can tap the potential of employees, realize their own value
The study showed that, people have great potential, in the absence of incentive environment and have sufficient incentive, employee potential difference of 50% to 60% or even higher. Therefore, the design of incentive mechanism of science, to play their initiative, the development potential of employees, employee creativity, realize their own value.
4, the incentive mechanism is an important means for enterprises to attract, retain the talent
At present, many enterprises are lack of high-level personnel, business backbone constantly drain phenomenon, become an obstacle to enterprise development. By constructing a scientific incentive system, to meet the pursuit of all kinds of talents to double pay and career growth and development, to provide space for the talents, can enhance the attraction of talent, attract, retain talent.
5, the incentive to help enterprises to improve the quality of staff
There are many ways to improve staff quality, such as education, training, learning, communication, practice, if full use of incentives, help to achieve the purpose of improving the quality of the staff. Enterprises through the development of related incentive measures, can promote employees in encouraging measures, be willing to strengthen the study, study technology, improve their professional ability and comprehensive quality, in order to get better performance.
3, enterprise management, common excitation methods [this article
1, work motivation
Work incentive means to create a good working environment, distribution satisfying work for employees to inspire the staff internal working enthusiasm. The specific measures [first paper nets to provide professional papers and papers writing lunwen. 1KEJIAN.CO M, welcome to you] are as follows: one is to provide satisfactory working environment for our employees, including a comfortable place to work, the work necessary equipment, complete information etc.. Two is assigned to the qualification of the staff's knowledge and ability and work together, try to take into account staff skills and interests, and strive to use director, people make the best use of. The three is the goal should be a challenge, the target must be approved by the staff to pay greater efforts to achieve, this is conducive not only to stimulate, training staff to uplifting spirit, improve staff capacity, but also so that employees have a sense of achievement. The four is the development of occupation career planning for employees. No employees will be satisfied with no future work, pay attention to long-term occupation career development is the new demand of the growing numbers of workers. Enterprises should pay full attention to the staff of this need for self development, occupation development planning helps the staff to formulate the reasonable, let the staff clearly aware of yourself in the occupation career prospects, at the same time occupation training and development of employees, so that employees have more power and ability to work for the enterprise with. With a career motivation is a kind of long-term incentive measures.#p#分頁標題#e#
[this article 2, salary incentive
Compensation and employee needs for survival are closely related, is one of the main purpose of employees work in the enterprise. Although the two factor theory think salary is only a health care factors, incentive effect is not big, but as the enterprise basic method of motivation, as long as the scientific design of compensation system, enhance the incentive system, to mobilize the enthusiasm of the staff also be of great advantage. Compensation design should pay attention to the following points: one is the emphasis on equality, adhere to equal pay for equal work and according to the contribution of fixed salary. Two is the external competitiveness, enterprises must refer to the market salary level for all kinds of talents pricing, make all kinds of talents with high salary level, form the external competitive advantage, so as to improve the working enthusiasm. The three is the embodiment of difference. According to Maslow's hierarchy of needs theory, the general staff and the knowledge, the management talent to establish different salary system, in order to improve the incentive effect. Four is to provide salary allocation diversification, to meet the various needs of employees. Such as welfare, as a supplement to the form of employee compensation, if the enterprises set up properly, be just perfect, will also have the function of encouraging staff.
3, equity incentive
Equity incentive is an advanced incentive methods, namely, enterprises will be part of the shares to the managers and employees, the company closely linked together, make it better for the enterprise services. In the development of enterprises, the management of internal control is becoming increasingly difficult today, equity incentive more and more enterprises favor and attention. An empirical study by researchers at home and abroad show that: compared with the traditional salary incentive, incentive effects of equity incentive as a long-term incentive mechanism has stronger. It not only helps to reduce the cash expenditure, increase the staff of the enterprise's identity and the sense of responsibility, to attract, stabilize talents, also have the technology and management innovation incentives for managers of enterprises, to create more profits for enterprises. Corporate equity incentive should be interests and enterprise employee's long-term development strategy combined, according to the actual situation, formulate corresponding incentive strategy, the incentive to impose the necessary supervision, to ensure the quality of the equity incentive policy. [this article
4, emotion encouragement
With the development of society, the enterprise staff's quality of life and its quality improved, only by simple material incentive can not achieve the best results. In practice, the emotional incentive should grasp the following points: one is the enterprise leaders should be aware of the importance of emotional motivation, happy work, the happy employees work as the management duty, fully meet the staff and respect social psychological needs, stimulate the enthusiasm. Two is to adhere to the people-oriented, the use of emotional motivation. Leaders of the enterprises should change the management way and style, the implementation of emotional management, respect for employees, to trust employees, care staff, staff, incentive employee appreciation. Three is the establishment of the normal channels of communication. Often communicate with employees thoughts, feelings, listen to staff recommendations, enhance mutual understanding and trust, creating a harmonious atmosphere.#p#分頁標題#e#
5, culture motivation
The enterprise culture is formed in the long-term business activities in enterprise common ideas, values and norms of behavior, it is a corporate personality belief and behavior, is a business philosophy and management philosophy. The traditional incentive theory rarely consider the corporate culture as a motivating factor, but the fact [first paper nets to provide professional papers and papers writing lunwen. 1KEJIAN.CO M, welcome to you], not only the motivation of enterprise culture exists, and the effect is significant. Shen Haifang (2009) think, the enterprise culture can inspire staff to strive for progress, to make progress, pay attention to occupation moral, interpersonal relationship, cultivate the spirit of enterprise. Tang Jiyun (2005) think, the enterprise culture can have a healthy and harmonious atmosphere, development enterprising, forming a kind of self motivation environment and system, stimulate staff's enthusiasm and creativity. Therefore, enterprises should pay attention to the culture construction, cultivate the values and norms of behavior right, and has won wide recognition of employees, to really make it into each employee's personal values. Staff recognized cultural management, can make the employees feel intangible incentives, to provide an inexhaustible motive force for the long-term development of enterprises.
6, the negative incentive
Motivation is divided into two types, namely, positive incentives and negative incentive. Negative incentive is the improper behavior on employee violates the goal of enterprise give negative, suppression and punishment, so that will not happen, make employee behavior stimulation method satisfies the enterprise to realize the goal of the direction and development of beneficial to have. In practice, if the correct use of negative incentives, than the positive incentive effect is more obvious. Cao Xiaping (2013), negative incentive means of punishment, the employees will pay more attention to the negative incentive rules, to remind myself not to offend. So, is very conducive to limit the bad motives and behavior, to correct and the role of education. Effects of negative psychological motivation of employees than positive incentive. Companies using negative incentives should note the following points: one is to improve the negative incentive system, so that employees understand what kind of behavior will be punished, by what punishment. Everyone is equal in front of two punishment, no matter who, as long as the violations will be punished. Three is to make oneself an example implementation of negative incentive to managers, to accompany the staff to accept responsibilities. Four is the implementation of negative incentives to grasp the "degree", the negative incentives too strict or neither painful nor itching, can not achieve the expected purpose. The five is the combination of principle and flexibility, [the first paper nets to provide professional papers and papers writing lunwen. 1KEJIAN.CO M, welcome] pay attention to methods of your. Executive incentive process, should pay attention to the ideological education, pay attention to choose the appropriate situation, the appropriate time, art and technique of rational use of conversation, to help offenders to correct the error, error of cognition, from the deep to stimulate, turn negative factors into positive factors.#p#分頁標題#e#
In short, the enterprise management is the art of managing people, is the use of scientific methods, flexible system to mobilize the enthusiasm of the people's art. Therefore, enterprises must focus on staff motivation, according to their own actual, comprehensive use of various means of incentive, mobilize the initiative of employees, the release of its own power, to play one's ability and cleverness, contribute to the development of the enterprise.
公司作為盈利性經濟安排，發明效益、尋求效益最大化是其最終方針。跟著常識經濟時代的降臨，依靠傳統的硬件條件參與市場競爭、添加效益的潛力有限，以管理和人才為根底的軟件條件在市場競爭的效果益發明顯，成為公司完成效益最大化理想、取得持久發展的最重要因素。因而，在公司管理中，有必要特別注重人力資源管理。很多優秀公司的實習標明，人力資源管理的成效對公司發展具有深刻影響。公司人力資源管理包容很多內容，鼓勵問題是其間的一項中心內容，鼓勵的科學與否，事關人力資源運用的好壞，也事關公司勝敗。怎么構建有用的鼓勵機制，充沛激起公司內部職工的主觀能動性，為公司發明更多價值，是公司管理者要仔細研討的一個重要課題。
1.The relevant theory, incentive
一、鼓勵的有關理論
1, encourage the connotation and essence of the transfer
1、鼓勵的內涵與本質
The concept of incentive from psychology, which encourage, start speaking, is to stimulate people's motivation, strengthen willpower, encourage human behavior, form the inner spiritual power, efforts to achieve the goal setting process of mental activities. In business management, incentive is the enterprise management in the full understanding of the basic needs of employees, through the system design and adopt some methods, correctly induced by the work of the staff motivation, by high-intensity efforts, not only to meet their individual needs, and make a high level of job performance to achieve organizational satisfaction. The concept has three core elements, namely individual effort, organizational goals and personal needs. Therefore, the essence of encouragement can be summarized as: motivation is the process to meet employee needs, increase its satisfaction; motivation is to stimulate employee desire and effort; incentive is to guide the staff and work process to achieve organizational goals.#p#分頁標題#e#
鼓勵原屬心理學的概念，亦即激起鼓勵，展開來講，即是激起人的動機、增強者的意志力、鼓勵人的行動、形成內涵精力動力，盡力達致設定方針的心理活動進程。在公司管理中，鼓勵即是公司管理者在充沛知道職工需求的根底上，經過準則規劃和采納某些方法，正確誘導職工的essay動機，經過高強度的盡力，不僅滿意其自己需求，且做出高水平的essay績效到達安排的滿意。上述概念有三個中心要素，即自己盡力、安排方針和自己需求。因而，鼓勵的本質可概括為：鼓勵是滿意職工需求、添加其滿意度的進程；鼓勵是激起職工愿望和盡力程度的進程；鼓勵是引導職工為完成安排方針而盡力的進程。
2, incentive theory
(1) the hierarchy of needs theory. Great impact of this theory, born in the last century 40's, put forward by USA social psychologist Maslow. He believes that: people there are five different levels of needs; people's most urgent need is the motivation of human behavior; meet the need not be as a motivational tool; people's need is a development from lower to higher process; people in different periods, the focus is not the same need high demand; levels of more value than the low-level needs.
(2) the two factor theory. This theory was born in the 50's of the last century, proposed by USA behavioral scientist Herzberg, he will cause people work motivation is divided into two categories, namely, health factors and incentive factors, health factors such as physical working conditions, wages, welfare, incentive factors such as achievement, appreciate, development and promotion opportunities, and that hygiene factors could eliminate employee dissatisfaction, and it is difficult to stimulate their working enthusiasm, leading to the professional attitude [first actively provide papers and papers writing lunwen. 1KEJIAN.CO M, welcome to you]; only improve incentives, the incentives are met, we can greatly expedited employee enthusiasm, improve work efficiency. [this article
(3) the equity theory. This theory was born in the 60's of last century, put forward by American psychologist Adams. He believes that: the working enthusiasm of the staff and the pay, a fair degree depends on the distribution of what they feel. When employees through social comparison feel fair treatment, will the psychological balance, work hard; once feel unfair, it will produce frustration, indignation, appear go-slow, turnover behavior.
Numerous important theory incentive theory, in addition to these, there are ALDERFER's ERG theory, dimension of Fromm's expectation theory, Head attribution theory, Rock and Hughes's goal setting theory etc.. These theories contain each other and complement, provide the theoretical foundation for enterprises to establish an effective incentive mechanism.
Introducing the necessity of incentive, enterprise management two#p#分頁標題#e#
1, the incentive to staff morale, improve work performance
The incentive for staff morale, mobilize the enthusiasm has remarkable effect. An employee, even if he has a strong ability, but such as incentive level is low, lack of power, it is difficult to obtain work performance. But only with the general capability of the staff, sufficient incentive under conditions, may be full of enthusiasm, talent showing itself, with extraordinary performance.
2, the incentive to create a healthy competition environment
USA management guru Mcgregor think, the competition between people, it is the main source of excitation. Nowadays, in the highly competitive, each employee has their own goals and vision, effective incentive mechanism, can create a competitive work environment for employees, form a healthy competition mechanism in the enterprise, employee self-motivated, initiative, conscientious, hard working consciousness and behavior.
3, incentive can tap the potential of employees, realize their own value
The study showed that, people have great potential, in the absence of incentive environment and have sufficient incentive, employee potential difference of 50% to 60% or even higher. Therefore, the design of incentive mechanism of science, to play their initiative, the development potential of employees, employee creativity, realize their own value.
4, the incentive mechanism is an important means for enterprises to attract, retain the talent
At present, many enterprises are lack of high-level personnel, business backbone constantly drain phenomenon, become an obstacle to enterprise development. By constructing a scientific incentive system, to meet the pursuit of all kinds of talents to double pay and career growth and development, to provide space for the talents, can enhance the attraction of talent, attract, retain talent.
5, the incentive to help enterprises to improve the quality of staff
There are many ways to improve staff quality, such as education, training, learning, communication, practice, if full use of incentives, help to achieve the purpose of improving the quality of the staff. Enterprises through the development of related incentive measures, can promote employees in encouraging measures, be willing to strengthen the study, study technology, improve their professional ability and comprehensive quality, in order to get better performance.
3, enterprise management, common excitation methods [this article
1, work motivation
Work incentive means to create a good working environment, distribution satisfying work for employees to inspire the staff internal working enthusiasm. The specific measures [first paper nets to provide professional papers and papers writing lunwen. 1KEJIAN.CO M, welcome to you] are as follows: one is to provide satisfactory working environment for our employees, including a comfortable place to work, the work necessary equipment, complete information etc.. Two is assigned to the qualification of the staff's knowledge and ability and work together, try to take into account staff skills and interests, and strive to use director, people make the best use of. The three is the goal should be a challenge, the target must be approved by the staff to pay greater efforts to achieve, this is conducive not only to stimulate, training staff to uplifting spirit, improve staff capacity, but also so that employees have a sense of achievement. The four is the development of occupation career planning for employees. No employees will be satisfied with no future work, pay attention to long-term occupation career development is the new demand of the growing numbers of workers. Enterprises should pay full attention to the staff of this need for self development, occupation development planning helps the staff to formulate the reasonable, let the staff clearly aware of yourself in the occupation career prospects, at the same time occupation training and development of employees, so that employees have more power and ability to work for the enterprise with. With a career motivation is a kind of long-term incentive measures.#p#分頁標題#e#
[this article 2, salary incentive
Compensation and employee needs for survival are closely related, is one of the main purpose of employees work in the enterprise. Although the two factor theory think salary is only a health care factors, incentive effect is not big, but as the enterprise basic method of motivation, as long as the scientific design of compensation system, enhance the incentive system, to mobilize the enthusiasm of the staff also be of great advantage. Compensation design should pay attention to the following points: one is the emphasis on equality, adhere to equal pay for equal work and according to the contribution of fixed salary. Two is the external competitiveness, enterprises must refer to the market salary level for all kinds of talents pricing, make all kinds of talents with high salary level, form the external competitive advantage, so as to improve the working enthusiasm. The three is the embodiment of difference. According to Maslow's hierarchy of needs theory, the general staff and the knowledge, the management talent to establish different salary system, in order to improve the incentive effect. Four is to provide salary allocation diversification, to meet the various needs of employees. Such as welfare, as a supplement to the form of employee compensation, if the enterprises set up properly, be just perfect, will also have the function of encouraging staff.
3, equity incentive
Equity incentive is an advanced incentive methods, namely, enterprises will be part of the shares to the managers and employees, the company closely linked together, make it better for the enterprise services. In the development of enterprises, the management of internal control is becoming increasingly difficult today, equity incentive more and more enterprises favor and attention. An empirical study by researchers at home and abroad show that: compared with the traditional salary incentive, incentive effects of equity incentive as a long-term incentive mechanism has stronger. It not only helps to reduce the cash expenditure, increase the staff of the enterprise's identity and the sense of responsibility, to attract, stabilize talents, also have the technology and management innovation incentives for managers of enterprises, to create more profits for enterprises. Corporate equity incentive should be interests and enterprise employee's long-term development strategy combined, according to the actual situation, formulate corresponding incentive strategy, the incentive to impose the necessary supervision, to ensure the quality of the equity incentive policy. [this article
4, emotion encouragement
With the development of society, the enterprise staff's quality of life and its quality improved, only by simple material incentive can not achieve the best results. In practice, the emotional incentive should grasp the following points: one is the enterprise leaders should be aware of the importance of emotional motivation, happy work, the happy employees work as the management duty, fully meet the staff and respect social psychological needs, stimulate the enthusiasm. Two is to adhere to the people-oriented, the use of emotional motivation. Leaders of the enterprises should change the management way and style, the implementation of emotional management, respect for employees, to trust employees, care staff, staff, incentive employee appreciation. Three is the establishment of the normal channels of communication. Often communicate with employees thoughts, feelings, listen to staff recommendations, enhance mutual understanding and trust, creating a harmonious atmosphere.#p#分頁標題#e#
5, culture motivation
The enterprise culture is formed in the long-term business activities in enterprise common ideas, values and norms of behavior, it is a corporate personality belief and behavior, is a business philosophy and management philosophy. The traditional incentive theory rarely consider the corporate culture as a motivating factor, but the fact [first paper nets to provide professional papers and papers writing lunwen. 1KEJIAN.CO M, welcome to you], not only the motivation of enterprise culture exists, and the effect is significant. Shen Haifang (2009) think, the enterprise culture can inspire staff to strive for progress, to make progress, pay attention to occupation moral, interpersonal relationship, cultivate the spirit of enterprise. Tang Jiyun (2005) think, the enterprise culture can have a healthy and harmonious atmosphere, development enterprising, forming a kind of self motivation environment and system, stimulate staff's enthusiasm and creativity. Therefore, enterprises should pay attention to the culture construction, cultivate the values and norms of behavior right, and has won wide recognition of employees, to really make it into each employee's personal values. Staff recognized cultural management, can make the employees feel intangible incentives, to provide an inexhaustible motive force for the long-term development of enterprises.
6, the negative incentive
Motivation is divided into two types, namely, positive incentives and negative incentive. Negative incentive is the improper behavior on employee violates the goal of enterprise give negative, suppression and punishment, so that will not happen, make employee behavior stimulation method satisfies the enterprise to realize the goal of the direction and development of beneficial to have. In practice, if the correct use of negative incentives, than the positive incentive effect is more obvious. Cao Xiaping (2013), negative incentive means of punishment, the employees will pay more attention to the negative incentive rules, to remind myself not to offend. So, is very conducive to limit the bad motives and behavior, to correct and the role of education. Effects of negative psychological motivation of employees than positive incentive. Companies using negative incentives should note the following points: one is to improve the negative incentive system, so that employees understand what kind of behavior will be punished, by what punishment. Everyone is equal in front of two punishment, no matter who, as long as the violations will be punished. Three is to make oneself an example implementation of negative incentive to managers, to accompany the staff to accept responsibilities. Four is the implementation of negative incentives to grasp the "degree", the negative incentives too strict or neither painful nor itching, can not achieve the expected purpose. The five is the combination of principle and flexibility, [the first paper nets to provide professional papers and papers writing lunwen. 1KEJIAN.CO M, welcome] pay attention to methods of your. Executive incentive process, should pay attention to the ideological education, pay attention to choose the appropriate situation, the appropriate time, art and technique of rational use of conversation, to help offenders to correct the error, error of cognition, from the deep to stimulate, turn negative factors into positive factors.#p#分頁標題#e#
In short, the enterprise management is the art of managing people, is the use of scientific methods, flexible system to mobilize the enthusiasm of the people's art. Therefore, enterprises must focus on staff motivation, according to their own actual, comprehensive use of various means of incentive, mobilize the initiative of employees, the release of its own power, to play one's ability and cleverness, contribute to the development of the enterprise.
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