民营企业知识型员工的激励研究课件9053.docx

我国民营营企业知知识型员员工的激激励研究究张莎声清大李李二00七七年六月月广冠穿穿大学闷闷眨创七七学位论论文我国国民营企企业知唯唯只型员员工的激激励减坪坪究分类号UDC硕士学位位论文我国民营营企业知知识型员员工的激激励研究究张莎学科专业业指导教师师论文答辩辩日期学学位授予予日期答辩委员员会主席席论文评阅阅人广卫卫穿大学学周眨士士学位论论文我国国民营企企业知i只裂员员工的激激励币开开究广西大学学学位论论文原创创性声明明和使用用授权说说明原创性声声明本人声明明:所呈交交的学位位论文是是在导师师指导下下完成的的，研究究工作所所取得的的成果和和相关知识产产权属广广西大学学所有，本本人保证证不以其其它单位位为第一一署名单单位发表表或使用用本论文文的研究内内容。除除已注明明部分外外，论文文中不包包含其他他人已经经发表过过的研究究成果，也也不包含含本人为获获得其它它学位而而使用过过的内容容。对本本文的研研究工作作提供过过重要帮帮助的个个人和集集体，均已已在论文文中明确确说明并并致谢。)反粼扮扮论文作作者签名名:勺犷理理尹介石石月川日日学位论文文使用授授权说明明本人完全全了解广广西大学学关于收收集、保保存、使使用学位位论文的的规定，即:按照学校校要求提提交学位位论文的的印刷本本和电子子版本:学校有权权保存学学位论文文的印刷刷本和电电子版，并并提供目目录检索索与阅览览服务;学校可以以采用影影印、缩缩印、数数字化或或其它复复制手段段保存论论文;在不以赢赢利为目目的的前前提下，学学校可以以公布论论文的部部分或全全部内容容。请选择发发布时间间:俩、发布布鲡密后后发布(保密论论文需注注明，并并在解密密后遵守守此规定定)论文作者者签一很很爹导师师/婀妙介6一J冠冠穿大学学不页d匕学位位论文我我国民营营司卜月月匕知识识裂员口口二的激激励减开开究我国民营营企业知知识型员员工的激激励研究究摘要知识经济济时代，知知识型员员工成为为企业激激励的主主要对象象之一。伴伴随我国国民营企业业的发展展，知识识型员工工激励不不足的问问题逐渐渐凸显。在在这种背背景下，本文选择择对民营营企业知知识型员员工的激激励问题题进行研研究。本文通过过对民营营企业知知识型员员工需求求特征、激激励现状状的研究究分析，以以激励理论论和激励励原则为为指导，借借鉴学者者们对知知识型员员工激励励因素的的研究成成果，提出出了针对对民营企企业知识识型员工工激励的的方案。激激励方案案包括内内在激励励和外在激激励两个个方面，内内在激励励是指从从满足精精神需要要的方面面激励知知识型员员工，外在在激励是是指从满满足生存存需要、安安全需要要的方面面激励知知识型员员工。本本文对民营营企业知知识型员员工的激激励因素素进行整整合后进进一步指指出，民民营企业业应该通过关关注个人人成长与与发展、实实施工作作激励、实实施授权权和参与与管理等等内在激励措施施和通过过构建企企业远景景、加强强企业文文化建设设、规范范企业内内部管理理、改善工作作环境、完完善薪酬酬体系等等外在激激励措施施来有效效地激励励知识型型员工。关键词:民营企企业知识识型员工工激励广广冠穿大大学不页页士学位位论文我我国民营营企业知知识裂员员工.的激励励研究ARESSEARRCHOONMOOTIVVATIIONOOFKNNO丫VLEEDGEEEM PLOOYEEEINCCHINNESEEPRIIVATTEENNTERRPRIISESSABSTTRACCT Intthe玩 oowleedgeeecoonommytiime， KKnowwleddgeEEmPlloyeeebeecommesooneoofthhe mmainnobjjecttswhhichhtheeentterpprissesiinsPPiree.WiithttheddeveeloPPmenntoffChiinesse Priivatteennterrpriisess， theeProobleemoffinssuffficiienttmottivaatioontooKnoowleedgee EEmPlloyeee155graaduaallyyobvviouus，theerefforee， tthissartticlleehhoossesttheqquesstioonoffthee mmotiivattionnofKKnowwleddgeEEmPlloyeeetooeonnducctthhereeseaarchh. 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KEEYWOORDSS:Prrivaateeentee印 riise:KnoowleedgeeEmpployyee:mottivaatioon拯广西大大学周面面d分学七七立论文文我国民民营企习习匕知唯唯只裂员员匀二的的激励庵庵开究目录第一章导导论·································································································································11.1选选题背景景及意义义········································，··················································································································11.2研研究文献献综述··································································································.·········.11.2.1激励理理论相关关研究········································································.21.2.2员工激激励因素素的相关关研究··································································································.··.····.···············41.2.3知识型型员工激激励研究究·················································································································、····························71.2.4民营企企业知识识型员工工激励研研究·················································································································101.3研研究方法法························································································································································································n1.4论论文创新新点····································································································································.H1.5研研究路线线················，······························································44·····································································································n第二章民民营企业业知识型型员工概概述··············································································132.1民民营企业业知识型型员工的的定义··，···，·········，···，·，······································································································132.1.1民营企企业的概概念······································································································.··.··········.132.1.2知识型型员工的的定义··················································································································································132.1.3民营企企业知识识型员工工的定义义························································································，································142.2民民营企业业知识型型员工的的特征··············，··············································.·.142.2.1知识型型员工的的特征··················································································································································142.2.2民营企企业知识识型员工工的需求求特征············································································································16第三章民民营企业业知识型型员工激激励现状状及成因因分析·········································193.1民民营企业业知识型型员工的的激励现现状······················································································································193.1.1薪酬制制度不科科学························································································································································193.1.2激励形形式单一一······································································································.·············.223.1.3任人唯唯亲现象象严重················································································································································233.1.4个人成成长与发发展不被被重视·····························································································································243.1.5人力资资源管理理制度不不规范·····························································································································243.1.6企业文文化建设设落后················································································································································253.2成成因分析析······················································································································································································253.2.1受历史史、社会会因素的的影响······························································································································263.2.2对企业业文化缺缺乏认识识····················-····································，·················································································263.2.3对知识识型员工工缺乏了了解·································，······························································································273.2.4现代管管理方法法、制度度滞后····························································································································27第四章民民营企业业知识型型员工激激励方案案设计·························································29、4.1激励方方案设计计的原则则.·················.············································，··································································29了广西.大学周周眨d匕学位位士仑文文我国民民营司汾汾习匕知知识裂员员工的激激励笼开开究4.1.1针对性性原则········································································································································.294.1.2体现知知识价值值的原则则················································································································，·························29 4.11.3短期激激励和长长期激励励相结合合的原则则····································································································304.1.4物质激激励和精精神激励励相结合合的原则则····································································································304.1.5公平原原则························································································································.····························.304.2激激励方案案的内容容设计··························································································.314.2.1内在激激励············································································4·····································.·.·.····················.324.2.2外在激激励····················································································································.37结束语··········································································································································46参考文献献·································································································································47致谢·················································································································································50攻读硕士士期间发发表的学学术论文文目录··············································································51乡广西大大学硕士士学位论论文我国国民营企企从匕知知气氏裂裂员口二二的激励励研究第一章导导论 1.11选题背背景及意意义在知识经经济时代代，创造造性的、富富于变化化的、不不可预测测的知识识性工作作成为主主要的工工作形式，知知识管理理成为企企业核心心竞争的的关键，企企业的生生存和发发展将取取决于知知识的拥拥有、创创造和利用用。因此此，企业业的知识识资本所所有者知识型型员工就就成为各各类企业业管理激激励的主主要对象。自改革开开放以来来，我国国民营企企业经过过二十多多年的发发展，已已取得举举世瞩目目的成绩绩，在国民经济济中的地地位和重重要性越越来越高高。但是是由于某某些原因因，部分分民营企企业在完完成原始始积累，进入入二次创创业、欲欲实现更更大飞跃跃的时候候，往往往陷入困困境，其其中，人人力资源源的制约约问题最为突突出。如如在调查查当前民民营企业业发展过过程中遇遇到的主主要障碍碍时，66.80kk的民营营企业经营者选选择了“人才短短缺”。，这些民民营企业业在经历历了艰难难的一次次创业之之后，逐逐渐意识识到了在由由人力资资源和物物力资源源组成的的各种资资源要素素中，人人才具有有不可低低估的作作用，民民营企业兴衰衰成败的的决定性性因素是是人的因因素。因因此，如如何选人人、用人人、留人人，如何何构建一一个合理的民民营企业业的人才才激励机机制，充充分调动动员工的的积极性性和创造造性，尤尤其是调调动知识识型员工的积积极性和和创造性性，是民民营企业业能否持持续发展展的关键键问题之之一。近年来，国国内学者者关于激激励问题题的研究究很多，但但基本上上多数是是围绕企企业委托托代理机机制或就企企业一般般员工的的激励进进行研究究。随着着知识经经济的到到来，虽虽然对知知识型员员工的研研究成为热门门，但对对知识型型员工激激励问题题的研究究大多数数还比较较分散，没没有形成成系统的的专题研研究，而且且研究一一般都局局限在知知识型员员工一般般管理层层面上。所所以本文文选择对对民营企企业的知知识型员工工激励问问题进行行专题研研究，试试图寻求求一套有有针对性性地适合合我国民民营企业业知识型型员工的激励励方案。希希望本研研究能对对我国民民营企业业知识型型员工激激励的实实践活动动具有一一定的指指导意义。 l20005年8月至10月，中中国民主主建国会会中央委委员会企企业委员员会与中中国企业业家调查查系统共共同组织织实施的的“20005·中国民营企业业经营者者问卷跟跟踪调查查”。广1穿大学学周眨d匕学位位论文我我国民营营企习匕匕知很只只裂员口口二的激激励笼开开究 1.22研究文文献综述述2.1激激励理论论相关研研究1、管理理学激励励理论概概述激励问题题作为企企业管理理的基本本问题，自20世纪初就一直是管理学界研究的主题。这一研究大大体经历历了三个个阶段:(l)从从单一的的“经济人”刺激到到满足多多种需求求。最初初，亚当当·斯密的“X理论”认为人是自自私自利利的，激激励只能能靠金钱钱刺激和和经济惩惩罚，这这种“X理论”的激励励思想，在在泰罗的管管理思想想中也有有明显的的反映。但但后来人人们注意意到，把把人仅看看成“经济人”而无视视人的社会会性，会会给激励励效果带带来局限限。梅奥奥通过“霍桑实实验”，提出出了“人际关关系理论论”，在此理论论的影响响下，管管理学界界开始了了从“考虑工工作”的时代代转向“考虑人”的时代代。于是，在119433年，出出现了马马斯洛的的“需要层层次理论论”，即人人的需要要有五个个层次，由由低到高高依次为生生理需要要、安全全需要、社社会需要要、尊重重需要和和自我实实现需要要。(2)从从激励条条件泛化化到激励励因素逐逐步明晰晰。以马马斯洛的的需要层层次论为为基础，西西方确立了这这样一种种激励模模式:需要一一一目标标一一动动机一一一行为一一一绩效效一一奖奖酬一一一满足一一积积极性。人人被看成成是具有有多种需需要并不不断追求求自我实实现的行行为主体体，组织织应该创创造条件发发挥人的的潜能，使使人体验验成功的的满足。麦麦格雷戈戈提出的的“Y理论”，在20世纪40、50年代代成为管管理学界界的共识识。但是是实践发发现，人人并非只只要满足足需要就就可以激激发积极极性，激励条件件不能泛泛化。因因此，到到20世纪50年代末末期，管管理学激激励理论论在激励励因素方方面的认认识开始逐逐步深化化，出现现了赫茨茨伯格的的“双因素素理论”。“双因素素理论”让人们们明白不不是满足任何何需要都都能调动动积极性性，只有有满足工工作范围围内的需需要才能能达到激激励效果果。60年代，麦克利兰兰的“成就动动机理论论”，把人人愿意努努力工作作的动因因又归结结为“强烈的的成功需需要”，由此人们们对激励励的认识识逐渐清清晰。(3)从从侧重激激励内容容的研究究到对激激励过程程的探索索。无论论是马斯斯洛还是是赫茨伯伯格，都围绕着着“需要”进行研研究，但但管理实实践中还还存在着着一个“需要”如何实实现的环环境问题题。人们在百百年来的的研究中中发现，激激励过程程中的因因素很复复杂，仅仅仅是激激励的出出发点正正确并不不一定会取取得激励励的良好好效果。于于是，从从20世纪60年代中中期开始始，管理理学激励励理论的的研究向激励过过程延伸伸，出现现了弗鲁鲁姆“期望理理论”。此后后，洛克克和休斯斯等人围围绕目标标这个因因素，提出出了“目标设设置理论论”，而亚亚当斯则则从奖酬酬环节入入手，探探讨激励励过程的的奖酬相相关广冠冠穿大学学不页士学毛毛立论文文我国民民营企月月匕知生生只裂员员口二的的激励研研究因素影响响。在这这些研究究成果的的基础上上，波特特和劳勒勒提出了了“综合激激励模式式”，从而而使激励过程更更加具体体，激励励理论变变得丰富富多彩。2、经济济学激励励理论概概述近二十年年，经济济学关于于激励理理论的研研究迅速速发展，形形成了有有代表性性的“代理理理论”、“人力资资本理论论”等，这这在一定定程度上上解决了了激励实实践问题题。(1)“代理理理论”研究的的是企业业内部结结构和企企业成员员之间的的关系，试试图用企企业的管理协调调功能来来分析企企业本质质。在经经营权和和所有权权分离情情况下，由由于管理理者不是是企业的的完全所有有者，导导致一方方面管理理者努力力的结果果是他可可能承担担全部成成本而只只获得部部分利润润;另一方面面，当管管理者消消费额外外收益时时，他获获得全部部收益而而只承担担少部分分成本，这这会导致致管理者热热衷于额额外消费费而不去去努力工工作。这这时企业业的价值值小于他他是企业业完全所所有者时时的价值，两两者的差差额称为为“代理成成本”。按照照格罗斯斯曼和哈哈特等人人开拓的的委托一一一代理理理论，委托托人希望望代理人人按照委委托人的的利益行行动，但但委托人人不能直直接观测测到代理理人选择择了什么行动动，所能能观察到到的是另另一些变变量，这这些变量量是由代代理人行行为和其其他共同同因素决决定的。因此此，代理理人可能能出现因因追求自自身利益益而与委委托人利利益相冲冲突的“败德行行为”。所以，委托托人关心心的是如如何根据据所能观观测到的的变量来来奖惩代代理人，以以激励其其采取有有利于委委托人的行行动。这这一理论论大大增增强了人人们对所所有者、管管理者及及员工之之间的内内在关系系以及更更一般的市市场交易易关系的的理解，它它是迄今今为止人人们从经经济学领领域研究究激励问问题最有有效、最最通用的工工具。(2)220世纪60年代美美国经济济学家舒舒尔茨提提出人力力资本理理论，他他认为相相对于其其他形式的投资资而言，人人力资本本投资更更具有特特殊的意意义，原原因在于于人力资资本的产产权属性性。人力力资本产权权的特性性表明人人力资本本与其所所有者具具有不可可分离性性，即人人力资本本的自然然属性。知知识、技能能及健康康等只能能依附于于作为个个体的“活生生生的人”才有意意义，因因此人力力资本是是生产要素中中唯一具具有能动动性的活活要素，是是一种“主生产”。人力力资本的的自然属属性决定定了个人行为的的重要性性，在研研究人力力资本的的问题时时，不能能忽视个个体行为为选择。首首先，人人力资本本的形成绝绝大部分分取决于于个人选选择。以以教育培培训投资资为例，个个人是否否追加离离校后教教育投资资依赖于个个人效用用函数、成成本和收收益的比比较。其其次，个个人努力力程度大大小对人人力资本本供给有有着重要的的影响，如如在企业业中，员员工努力力工作会会使人力力资本的的效率提提高，而而一旦偷偷懒则会会导致人力力资本供供给减少少。但是是个人的的努力程程度难以以观测和和监督，需需要激励励。正如如周其仁仁所指出的的，人力力资本与与其所有有者不可可分离的的特性意意味着即即使奴隶隶主也不不能无视视奴隶的的积广西西大学硕硕d二学位位论文我我国民营营司匕业业知识裂裂员工的的激励研研究极性问题题幻。员工激励励因素的的相关研研究1、关于于员工激激励因素素的定性性研究(1)赫赫茨伯格格提出的的各项激激励影响响因素及及其分类类美国心理理学家赫赫茨伯格格(19959)在他经经典的激激励一一一保健理理论中，将将影响员员工工作作积极性和和满意度度的因素素分为激激励因素素和保健健因素两两类:激励因因素主要要是与工工作有关关的因素，包括括成就感感、得到到认可、工工作本身身、责任任感、职职位晋升升和个人人成长等等;保健因因素大多属于工工作之外外的因素素，包括括企业政政策、监监督、与与主管的的关系、与与同事关关系、与与下属的的关系、个个人生活活、工作作条件、薪薪酬和工工作保障障等。(2)HHeimmoviics