員工激勵(lì)的文獻(xiàn)綜述、外文翻譯-其他專業(yè)-全文預(yù)覽
【正文】 國(guó)心理學(xué)家馬斯洛 ()進(jìn)一步發(fā)展了莫瑞的研究 ， 在 1954 年出版的《動(dòng)機(jī)與人格》一書(shū)中對(duì)該理論作了進(jìn)一步的闡釋 。 他于 1959 年在《工作的激勵(lì)》一書(shū)中提出了保健 —— 激勵(lì)因素理論 ， 簡(jiǎn)稱雙因素理論 。 2 行為型激勵(lì)理論 洛克的目標(biāo)設(shè)置理論 2O 世紀(jì) 6O 年代末 ， 埃德溫 他還提出了具體的設(shè)置目標(biāo)的步驟 。 該理論認(rèn)為人的行為是由外界環(huán)境決定的 ,外界的強(qiáng)化因素可以塑造行為 。 1 俞文釗設(shè)計(jì)了《員工需要自我評(píng)價(jià)調(diào)查表》對(duì)我國(guó)員工的需要層次進(jìn)行了廣泛的調(diào)查研究 ， 發(fā)現(xiàn)不同單位 ， 職務(wù)因素 ， 文化因素 ， 年齡因素等在需要等級(jí)上存在不同 ， 他在公平理論基礎(chǔ)上聯(lián)系中國(guó)實(shí)際提出了公平差別閥理論 ， 馬勝祥博士也進(jìn)行了一些相關(guān)的實(shí)證研究 。 張望軍對(duì)知識(shí)型員工和非知識(shí)型員工的激勵(lì)因素進(jìn)行對(duì)比 ， 探討了對(duì)知識(shí)型員工的激勵(lì)模式 。 5 張冬梅對(duì)企業(yè)經(jīng)營(yíng)者人力資本與激勵(lì)問(wèn)題進(jìn)行了系統(tǒng)深入的理論研究和實(shí)證分析 。 它最大的缺點(diǎn)就是不能形成一個(gè)系統(tǒng)性的屬于自己的理論 。s infinite vigor, how to motivate employees of energy? Must on employees effective incentive. Therefore, the enterprise human resources management core is to incentive mechanism as lever, arousing the enthusiasm of the employees, initiative. Managers deal with employees at issue, must have a fair mind, should not have any prejudices and preferences. Although some staff may allow you to enjoy, some you do not enjoy, but at work, must be treated equally and should not have any of the words and acts of injustice. 1 Stimulate the transfer of staff from the results of equal to equal opportunities and strive to create a level playing field. For example, Wu Shihong at IBM from a clean start with the people, step by step to the sales clerk to the district person in charge, General Manager of China, what are the reasons for this? In addition to individual efforts, but also said that IBM should be a good corporate culture to a stage of development, that is, everyone has unlimited opportunities for development, as long as there is capacity there will be space for the development of selfimplementation, which is to do a lot of panies are not, this system will undoubtedly inspire a great role of the staff. 2 Inspire the best time to grasp. Takes aim at preorder incentive the mission to advance incentives. Have Difficulties employees, desire to have strong demand, to give the care and timely encouragement. 3 Want a fair and accurate incentive, reward Sound, perfect performance appraisal system to ensure appropriat
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