【文章內容簡介】 的福利，比如在節(jié)日之際邀請家屬參加聯(lián)歡活動、贈送公司特制的禮品、讓員工和家屬一起旅游、給孩子們提供禮物等等，讓員工感到特別有“面子”。主管贈送的兩張音樂會票、一盒化妝品，或者領導一句口頭獎勵，常會讓員工激動萬分。適當縮短常規(guī)獎勵的時間間隔、保持激勵的及時性，有助于取得最佳激勵效果。頻繁的小規(guī)模的獎勵會比大規(guī)模的獎勵更為有效。減少常規(guī)定期的獎勵，增加不定期的獎勵，讓員工有更多意外的驚喜，也能增強激勵效果。結論隨著我國經濟的發(fā)展，各種中小企業(yè)不斷出現(xiàn)，失業(yè)已不再是困擾人 山東科技大學泰山科技學院學生畢業(yè)設計（論文）們的主要問題，人才流失現(xiàn)象越來越嚴重，過去中小企業(yè)希望以高報酬、高福利留住人才的傳統(tǒng)人力資源管理思想也早已經落后于現(xiàn)代企業(yè)經濟的發(fā)展步伐，因此如何運用有效方法留住高素質人才已經成了困擾企業(yè)領導者的主要問題，本文在寫作的過程中就是主要針對這一問題展開分析調查，主要是采取查閱文獻及實地調查法，結合有關領導層對管理方面的困擾及心得提出自己的建議，不少建議得到了有關領導的賞識，對于存在的問題主要是深入到車間與車間人員進行深入交流，確保了搜集資料的真實性，把基層人員多年來對公司存在問題的想法及建議通過此次調查間接性的反映到領導那去，為公司下一步開展工作清除了不少障礙。但由于本人初到公司，對公司多年積留下來的問題雖采訪了有關人員，但知情人員由于種種原因，對此問題的回答總是有所保留，使論文的研究內容不夠全面，挖掘不夠深入，另外由于本人初入社會，對現(xiàn)行企業(yè)的發(fā)展狀態(tài)及激勵機制的最新研究情況了解較少，知識面的狹隘導致論文寫作過程中設計的專業(yè)理論比較少，專業(yè)術語的運用不夠合理，論文寫作過程中多數(shù)工作是由自己來完成的，所以觀點帶有主觀片面性，總之論文的寫作是優(yōu)點與不足共存。山東科技大學泰山科技學院學生畢業(yè)設計（論文）參考文獻[1][M].北京:中國發(fā)展出版社，2005 [2][M].北京:中國人民大學出版社，2007 [3]王志明、[J].科學管理研究，2008（2）：28 [4][J].中國人才，2006（4）：56 [5][J].人才開發(fā)，2007（4）：12 [6]楊愛義、[J].經濟師，2006（1）：45 [7]郭奎峰、辛開遠、激勵與培養(yǎng)[J].人力資源，2008（5）：6 [8][J].企業(yè)管理，2007（1）：36 [9][J].生產力研究，2006(10)：252～254 [10][J].中國鄉(xiāng)鎮(zhèn)企業(yè),2008,(02).[11][M].北京：中國方正出版社,2007年版 [12][J].[13]Davis M Asset Management [M].JosseyBass, San Francisco, CA, 2006 [14]Susan Brelade and Christopher Harman“Knowledge workers want to reap”[J].Volume 2 Issue 2 january/February 2009 [15]Steve Barth “tools for the worldweary knowledge Worker”[J].Personal Toolkit 2006 山東科技大學泰山科技學院學生畢業(yè)設計（論文）致謝辭本文在寫作過程中經過了多次修改與補充，每一次我的導師曹靜老師都會非常認真的幫我指出我論文中的一些錯誤，此外曹靜老師還會提出一些非常有用的建議，使我的論文在寫作過程中經過多次修改內容變的更全面，運用理論更扎實，在我大學四年的學習過程中，曹靜老師也一直是我們專業(yè)課的代課老師，曹靜老師無論是在講課還是在備課過程中都非常認真仔細，總是盡可能的把她所知道的知識，用最簡單易學的方法交給我們，并引導我們做進一步的深入思考。在這里我想對曹靜老師真摯的說聲：謝謝，感謝曹老師給我提出的一些寶貴意見，曹老師不辭辛勞，對我的論文進行多次修改，曹靜老師認真負責的態(tài)度及對每個學生無微不至的關懷都讓我們這些學生們倍感感動，在此祝老師以后的每一天都幸福快樂，同時對所有給予我論文寫作諸多幫助的老師、同學們說聲：謝謝。山東科技大學泰山科技學院學生畢業(yè)設計（論文）附錄Analysis on Maslow39。s theory of demand motivation Motivation relates to a range of psychological processes that guide an individual toward a goal and cause that person to keep pursuing that often is described in terms of direction(the choice of one activity over another), intensity(how hard an employee tries)and persistence(how long an employee continues with a behavior, even in the face of obstacles or adverse circumstances).Motivated employees work harder, produce higher quality and greater quantities of work, are more likely to engage in organizational citizenship behaviors, and are less likely to leave the organization in search of more fulfilling by panies to attract the most talented individuals has given employees the power to demand more than just a reasonable wage or salary, and there is evidence that panies are starting to recent survey showed that salary had only a 20 percent impact on job need a range of motivators in order to remain engaged in their response to this demand, employers are looking at how to satisfy their employees on both an extrinsic, financial level as well as an intrinsic, psychological conducted by the Employee Benefit Research Institute(EBRI)found that in 2004, 92 percent of employer spending for total pensation was on wages and salaries。however, the following year spending on wages fell to 81 balancing monetary(extrinsic)and nonmonetary(intrinsic)incentives, panies use diverse motivators ranging from petitive monetary pensation and health insurance packages to concierge services and nap continuous endeavor is to be creative in designing a benefits package that attracts and retains quality theory of Maslow’s hierarchy of needs can be used as a framework to 山東科技大學泰山科技學院學生畢業(yè)設計（論文）identify the various benefits organizations can offer to satisfy their employees’ needs and, in turn, increase revenues and reduce professor Abraham Maslow’s theory, proposed in 1943, identifies the five basic human needs that underlie all human behavior Maslow’s hierarchy of needs is one of the fundamental theories of personal theory can help organizations design programs to motivate their employees, retain employee loyalty, reduce turnover, recruit quality individuals and ultimately increase productivity and net and , in their book Organizational Behavior, identify and define the five basic human needs that prise Maslow’s five human needs, presented in hierarchical order from the most basic to the most advanced, are physiological，safety，love/belonging，esteemand to Maslow, each need has to be satisfied substantially in order for an individual to progress to the next are able to motivate their employees by providing rewards that help satisfy the need that is operational and prevalent at any point in a need has been satisfied substantially, it ceases to be a , employees move to the next level in the need hierarchy and work on satisfying those needs Maslow defined the physiological need as the most includes the need for food, air, water and shelter as well as the need to be active, to rest and to most obvious motivational item in this category is monetary pensation, which includes wages and salaries, bonuses, stock options and retirement and salaries make up about 80 percent of what panies spend to pensate their individuals would list salary as one of the most important factors when considering a is a 山東科技大學泰山科技學院學生畢業(yè)設計（論文）vital part of employees’reward packages and helps fulfill the bulk of their physiological , clothing and a place to live can be obtained with the wage or salary a person a fortable work environment also helps satisfy physiological and fresh air to breathe and an ergonomic workspace, keyboard and mouse can help employees perform without distraction and keep them benefits offered to satisfy employees’ physiological needs are free or subsidized cafeterias, regular break times and break rooms stocked with drinks and panies provide free food for their employees so that they are satisfied on this level and able to engage more fully in their workplace example, in Fortune describes Google’s 11 gourmet cafeterias at its Mountain View, Calif., headquarters where employees can eat for free(and subsidized)perks that pa