国有企业员工激励机制研究报告学生.pdf

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1、个人资料整理仅限学习使用本科毕业论文论文题目：国有企业的员工激励机制研究指 导 老 师：姚若辉学生姓名：黄小丽学号：44481012630006 院系：网络教育学院专业：人力资源管理写作批次：2018秋个人资料整理仅限学习使用原 创 承 诺 书我承诺所呈交的毕业论文是本人在老师指导下进行的研究工作及取得的研究成果。据我查证，除了文中特别加以标注和致谢的地方外，论文中不包含其他人已经发表或撰写过的研究成果。若本论文及资料与以上承诺内容不符，本人愿意承担一切责任。毕业论文作者签名：_ 日期：年月日文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4

2、X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H

3、2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3

4、T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9

5、Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C

6、7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1

7、F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:C

8、Q9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10个人资料整理仅限学习使用目录摘要I AbstractII 一、激励的概念及必要性1 一）激励的概念1 二）激励机制的必要性1 二、我国国有企业员工激励的现状分析1 一）管理意识落后1 二）激励方式缺乏科学性2 三）盲目、过度激励2 四）缺乏相应的约束机制2三、加强我国国有企业员工激励的途径与措施2 一）加快国有企业人才激励机制的内部制度建设2 二）加快国有企业人才

9、激励机制的外部环境建设6 四、结论7 参考文献8 文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4

10、ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文

11、档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1

12、O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q

13、4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y1

14、0文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1

15、L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10个人资料整理仅限学习使用摘要人力资源作为现代企业的一种战略性资源，已经成为企业发展的最关键因素。激励机制的构建是现代人力资源管理的核心内容。所谓激励，就是组织通过设计适当的外部奖酬形式和工作环境，以一定的行为规范和

16、惩罚措施，借助信息沟通，来激发、引导、保持和规划组织成员的行为，以有效地实现组织及其成员个人目标的系统活动。企业能否成功地建立和实施激励机制，成为企业可持续发展、在竞争立于不败的关键。我国国企改革处于关键时期，对其加强激励约束机制的研究，有其必要性。要改变国企员工激励弱化的现状，必须建立及创新当前的国有企业员工激励制度。本文主要针对以上问题来进行讨论。关键词：国有企业员工激励机制 研究文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2

17、A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T

18、9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y

19、4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7

20、H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F

21、3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ

22、9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7

23、C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10个人资料整理仅限学习使用Abstract The modern enterprise human resources as a strategic resource,has become the most critical factor in enterprise development.The construction of incentive mechanism is the modern human resources management is the core

24、content of.The so-called incentive,is the organization through the design of appropriate external reward forms and working environment,to certain norms of behavior and punishment measures,the use of information communication,to motivate,guide,and planning to keep members of the organization behavior

25、,organization and its members to effectively achieve personal goals system activities.Enterprises can succeed in the establishment and implementation of incentive mechanism,become the enterprise sustainable development,in the competition invincible key.The state-owned enterprise reform of our countr

26、y is in the key period,to strengthen the study of incentive and constraint mechanism,it is necessary to.To change the current situation of state-owned enterprise employees incentive weakened,must build and innovation of current state-owned enterprise employees incentive system.This article mainly ai

27、ms at the above problems to discuss.Key words:state-owned enterprises，staff motivation，mechanism，research文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ

28、6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编

29、码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7

30、 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4

31、ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文

32、档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1

33、O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10个人资料整理仅限学习使用文档编码:CQ9Y4X1L1O

34、7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4

35、 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10

36、文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L

37、1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6

38、Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y

39、10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X

40、1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10个人资料整理仅限学习使用国有企业的员工激励机制研究激励管理就是对企业员工进行需求动机研究、确立行为目标、建立激励机制，进而对整个机制进行反馈、控制和调节的过程。国有企业作为一种在制度、目标和管理诸方面具有特性的契约组织，激励在其生产经营活动中具有特别的意义，尤其是在现今我国国有企业改革处于关键

41、时期，急需解决改革中暴露出的诸多问题情况下，加强国有企业的激励问题研究更具有其现实意义。一、激励的概念及必要性一）激励的概念激励是人力资源的重要内容，也是心理学的一个专用术语，指激发人的行为的心理过程。所谓激励，就是组织通过设计适当的外部奖酬形式和工作环境，以一定的行为规范和惩罚措施，借助信息沟通，来激发、引导、保持和规划组织成员的行为，以有效地实现组织及其成员个人目标的系统活动。在现代企业管理上，激励就是用各种有效的方法去调动员工的积极性和创造性，使员工努力去完成组织的任务，实现组织的目标。二）激励机制的必要性1.激励机制能调动员工的积极性，提高工作效率员工激励的目标和企业的发展战略紧密联系

42、，激励员工的动机就是要设法使员工看到自己的需要与企业目标之间的联系，使他们处于一种驱动状态，他们在这种状态的驱动下所付出的努力不仅满足其个人需要，同时也通过达成一定的工作绩效而实现企业目标。激励对于调动员工潜在的积极性，使员工出色完成工作目标以及不断提高工作绩效都有十分重要的作用。2激励机制能留住优秀人才，提高人力资源质量激励存在于人力资源管理的每一个环节，每一个环节又都体现员工的价值，让员工感到下一步还有新的机会。当员工技术发展到顶尖，企业可扩大他的工作范畴。加大工作量，让他的工作具有挑战性，让员工觉得他在公司能学到东西，有发展空间，还可让他们在相应的岗位上担任行政职务或专业技术职务，既让员

43、工感觉到公司对他们的重视，也给他们以事业施展的平台，因此适当的激励使员工对公司的归属感有极大作用。3激励机制有助于形成良好的企业文化良好的文化氛围是企业生存和发展的基础，而企业文化的培育离不开正反两方面的强化，通过运用奖惩手段，促进员工产生超越自我的，努力工作等价值观的形成，塑造良好的企业文化氛围。有效的激励会点燃员工的激情，促使他们的工作动机更加强烈，将潜在的巨大的内驱力释放出来，为企业的远景目标奉献自己的热情。二、我国国有企业员工激励的现状分析随着现代企业制度的不断完善，为适应现代企业的发展，我国国有企业也相继建立了以激励机制和约束机制为核心的人力资源管理制度，为企业的发展提供了制度的保障

44、。但从总体上来看，多数国有企业目前的员工激励机制还未尽完善，主要体现为以下几个方面：一）管理意识落后部分国有企业，尤其是一些中小企业，管理思想落后，没有把人才当作一种资本来看，没有意识到激励机制的作用，因此不能够挖掘人的潜力。还有一部分企业，只说不做，口头上重视人才，实际上还是延续以往的方式，导致员工很难有高的积极性。此外，还有不少企业虽然建立了激励制度，但由于没有其他配套的管理制度，比如分配制度、考核制度等与激励制度相互依存和相互影响，没有合理的分配制度和考核制度，就不可能有文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 H

45、N7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ

46、6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编

47、码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7

48、 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4

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50、档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1O7 HN7C7H2A6Q4 ZQ6V1F3T9Y10文档编码:CQ9Y4X1L1