【正文】 毫無(wú)疑問(wèn)，很少有人參與商討和自己有關(guān)的行 為而不受激勵(lì)的。 第 11 頁(yè) 2. 原則之二：獎(jiǎng)勵(lì)適度 獎(jiǎng)勵(lì)和懲罰不適度都會(huì)影響激勵(lì)效果，同時(shí)增加激勵(lì)成本。如上例，一個(gè)白領(lǐng)遲到被扣薪 100 元并公告，此白領(lǐng)很擔(dān)心員工對(duì)他的認(rèn)識(shí)改變，對(duì)他的心理影響不是能以金錢來(lái)衡量的。 leniency error will underestimate the seriousness of the staff, which will probably make the same mistake. 3. The principle of three: fairness The fairness of the management staff are a very important principle, employees are any unfair treatment will affect his mood and work efficiency, and effectiveness of the impact of incentives. Employees to obtain the same score, we must receive the same level of incentives。 the same token, employees mitted the same error, but also should be subject to the same level of punishment. If you can not do this, managers would prefer not to reward or punishment. 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. 第 6 頁(yè) 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 Shimon 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。 4 負(fù)激勵(lì)的正效應(yīng) 簡(jiǎn)單地從字面上理解，人們往往會(huì)想到負(fù)激勵(lì)起到的是負(fù)效應(yīng)，恰恰相反，我們?cè)谄髽I(yè)管理過(guò)程中就是要通過(guò)負(fù)激勵(lì)起到正效應(yīng)。獎(jiǎng)勵(lì)過(guò)重會(huì)使員工產(chǎn)生驕傲和滿足的情緒，失去進(jìn)一步提高自己的欲望；獎(jiǎng)勵(lì)過(guò)輕會(huì)起不到激勵(lì)效果，或者使員工產(chǎn)生不被重視的感覺(jué)。因此，讓職工恰當(dāng)?shù)貐⑴c管理，既能激勵(lì)職工，又能為企業(yè)的成功獲得有價(jià)值的知識(shí)。 現(xiàn)代人力資源管理的實(shí)踐經(jīng)驗(yàn)和研究表明，現(xiàn)代的員工都有參與管理的要求和愿望，創(chuàng)造和提供一切機(jī)會(huì)讓員工參與管理是調(diào)動(dòng)他們積極性的有效方法。將這些需要整理、歸類，然后來(lái)制定相應(yīng)的激勵(lì)政策幫助員工滿足這些需求。而負(fù)激勵(lì)的心理影響卻是巨大的，并且具有雙重性，從物質(zhì)的角度看，本來(lái)正常情況下就能得到的沒(méi)拿到還被處罰，損失是雙倍的，更重要的是精神上受打擊，心理波動(dòng)可想而知，企業(yè)正是通過(guò)負(fù)激勵(lì)的方式從心理上的影響達(dá) 到影響其行為的目的。s identity, or even slow down or damage arising from the emotions。 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 appropriate assessment scale, fair and reasonable. Have to overe there is thinning of the human prowind. In reference salary, promotions, awards, etc. involve the vital interests of employees on hot issues in order to be fair. 4. The implementation of Employee Stock Ownership Plan. Workers and employees in order to double the capacity of investors more concerned about the oute of business operations and improve the initiative. Modern human resources management experience and research shows that employees are involved in modern management requirements and aspirations, and create and provide opportunities for all employees is to mobilize them to participate in the management of an effective way to enthusiasm. There is no doubt that very few people participated in the discussions of the act and its own without incentives. Therefore, to allow trade unions to 第 7 頁(yè) participate in the management of properly, can motivate workers, but also the success of the enterprise to obtain valuable knowledge. Through participation, the formation of trade unions on the enterprise a sense of belonging, identity, selfesteem and can further meet the needs of up and improve employee participation in management, the rationalization of the proposed system and the Employee Stock Ownership and strengthening leadership at all levels and the exchange of munication and enhance the awareness of st