【正文】 rtunities 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。s identity, or even slow down or damage arising from the emotions。 and negative incentives are different, once the bias, employees will be over, will lead to enterprise management the authority of those who suffer, and even lead to ineffective corporate governance system. For example, an employee for being late, because employees can not be said that he was on his way traffic, there is no subjective error and give up their punishment, or the next because of traffic will be late, more and more managers because it is impossible to implement really traffic, managers can also be understood: As it is known that the peak period of work may be traffic congestion, why can not this early point of departure? Should not vary from person to person, such as a wife or relatives leadership to give up their punishment for being late, then all the systems will be a mere formality, corporate governance, sink into a chaotic state. 6 In the face of negative incentives to managers to lead by example Leadership as a business, managers should be willing to loss itself, it is necessary to acpany staff to accept the burden of responsibility should be to enable the staff will not be convincing. In the power industry for many years of daytoday management of the monthly economic assessment methods accountability and Points management regulations are two wellestablished management practices, these two approaches to the conduct of employees as defined in detail, the vast majority the majority of negative incentive measures, a smallnumber of positive incentives, which is a good part of punishment for the next level of employees, higher level managers to be a certain percentage of the associated penalties, since the theory is wrong on the lower level employees at least bear management responsibility, the penalties associated with negative incentive measures to implement greater interoperability, the higher level can say. There is also a subordinate enterprises, the establishment of the three German banks management approach, that is, professional ethics, social ethics and family virtues, and management areas within the eighthour extension from the outside to eight hours to count each and every member of the three ethics of the gold, as a punishment Three Morals of loan interest, deposit interest rates as a reward, but the leadership of more severe joint and several liability, Three Morals of points is the average of employees, by employees of the system greatly recognition. 第 5 頁 1. One of the principles: incentives to vary from person to person Because of the different needs of different staff, therefore, the same incentive effects of policy incentives will play a different. Even with a staff, at different times or circumstances, will have different needs. Because of incentives depending on the internal and the subjective feelings of the staff is, therefore, incentive to vary from person to person. In the formulation and implementation of incentive policies, we must first investigate each employee clearly what is really required. Required to anize, classify, and then to formulate appropriate policies to help motivate employees to meet these needs. 2. Two principles: appropriate incentives Appropriate incentives and penalties will not affect the incentive effect, while in