管理马斯洛.doc

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1、Executive Abstract:In todays society,competitiongradually becomes the talent competition not only stayingin the price and resources.In order to retaintalent,enterprizes must have themanagementand incentive mechanism.However,in some companies,there aremany problemsexistingsuch as therewards,punishmen

2、t mechanism,unclear servicestandards,the staff dedication,sense of achievement and belonging andidentitying problemsetc.This article takes JiangsuJiangzhong construction company as the example and use Maslows hierarchy of needs theory to analyze and evaluate the companymanagement incentive mechanism

3、 .we find that theproblems of companymanagement incentive mechanism and main causes.At last,this article puts forwardmeasures and suggestions to provide reference forthe construction ofthe incentive mechanism of other similar types company in China.Directory1Introduction11.1Maslows hierarchy of need

4、stheory11.2reasons for selectionof Maslows hierarchy of needstheory12TakingJiangsu Jiangzhonggroupas an example12.1 The basic situation ofthe company12.2Problems22.2.1management concepts backward22.2.2Management is not based onevaluation mechanism22.2.3Employee training system is not perfect22.3Appl

5、ication ofMaslows hierarchy needs theory32.3.1Measures to meet Physiological needs andSafetyneeds32.3.2Measures to meet Love and belonging needs and Esteem needs32.3.3Measures to meet Self-actualization33Recommendations44 Reference41Introduction1.1Maslows hierarchy of needstheoryMaslows hierarchy of

6、 needstheory is also called thehierarchy theory of needs,put forward by psychologistMaslow.Maslows theory of the demand isdivided intoPhysiological needs,Safetyneeds,Love and belonging needs,Esteem needs andSelf-actualization,followed by a lowerlevel to a higher level,as shown in figure 1.Food,water

7、,air,sexuality and healthSafety,stable life,threats and diseaseAchievement,fame,position and promotiontrue,goodness,beauty and the life realm needsFriendship,love and affiliation self-actualizationEsteem needsLove and belonging needsSafetyneedsPhysiological needs Figure 11.2reasons for selectionof M

8、aslows hierarchy of needstheoryThis article Choses Maslows hierarchy of needstheory becauseMaslows hierarchy of needs theoryreflects the commonlaw of humanbehavior and mental activitiesin a certain extent.Maslow seized the key issue from the peoples needs and motivation to explore and studyingthe be

9、havior of people;Maslow pointed outthat human needsare constantly developingfrom lower level to higher level and this trend isbasicallyaccord with law of development needs.Most peoplesneed structuresare very complex andthere are manyneeds affectinour behaviors.In general,higher level needshave suffi

10、cient vitalitydrivingbehavior only thelower levelsbe met.The wayato meet theneedsof higher levelare more than theways to satisfythe lower levelrequirements.2TakingJiangsu Jiangzhonggroupas an example2.1 The basic situation ofthe companyJiangsu Jiangzhong groupis a construction unit developing from a

11、 small workshop and has anational classenterprise qualification,ownning 10construction companies.The organizational structure of the companyis the chairman responsibility system and the branch generalmanager responsibility system.The general manageris responsible foroperatingsubsidiaries and submits

12、 annualprofit30%managementfee to theheadquarters.The lastfunds are for thesubsequent development of the company.Its management modein thesimilar enterprises istypical.The company has more than 10000 employees,so it has rich human resources and it is easy for us to find theproblems.The JiangsuJiangzh

13、onghas its own spirit of enterprise, pragmatic,pioneering and innovative, concepttalentis the core,qualityis the center,the developmentof life,tenet honesty,customer first,casting construction in high quality.2.2ProblemsJiangsu Jiangzhong group develops in a high speedsince its inception.It experien

14、ced the mostbrilliantconstructionhistory of Chinafor ten years.In this ten years,JiangsuJiangzhonggroupaccumulated abundant capitaland a wealth of management experience.Althoughall aspects of Jiangsu Jiangzhong groupdevelops well,there aresome common problemsin the management.2.2.1management concept

15、s backwardJiangsu Jiangzhong groupsproject managersgenerallydevelop from the bottomof thestaff.With no managementknowledgebackground,their culture levelis not high.Some managersthink that staff motivation isaregularjob,which does not spend toomuch energy.The result is that a lot of talentfrequently

16、change jobs.As we can see in the company,the main managemengt disease is thecommon family management.Manypositions aremadeby the chairman of the board orthe project manager.Management personnelare almost all the relatives and the seniorityis serious.Jiangsu Jiangzhong groupdo not establish the incen

17、tive mechanismof talent from themanagement idea and do notremove thefamilymanagement problemswhich will restrict the further development of enterprise.Managementidea backwardnessis the disadvantagewhich restricts the development of the company.2.2.2Management is not based onevaluation mechanismAltho

18、ughthe enterprise has experienced 10 years of development,the company managementsystem is notmature.The company did not set the working standard and it was difficult for the company to carry out the performance evaluationreasonable for the employees.We know thatthe lack ofevidence for evaluation,inc

19、entiveis the passive water.Motivating subordinatesshould bebased onthe performance assessment.Assessment should becarried under the strict regulations,notaccording to the managers.Company did notcreate a goodatmosphere offair,objective.It was difficult to satisfy theemployees basicneeds and desires.

20、The turnover rateishigh and the employeeswill become less active,so they worked not with their all lengths.2.2.3Employee training system is not perfectStaff training is a benefit for all employees,which is refers to thetrainingand quality training of staff.Everymotivatedemployees want toimprove them

21、selves through this training.Jiangsu Jiangzhong grouphas noin-depthtraining,onlytraining project manager and othersenior executives.There are no training for technicians and otherlow-level employees.Themostnumber ofemployeesattitudes and behavior will change becausethey do not update their knowledge

22、,developskills and change inthe work.The staff can notqualify forworkorforhigher positions.The company can not meet thedemand ofstaff to learn newknowledge,so employees in thecompanycan not see the hope and progress in the future,so they will naturally lose theirenthusiasm and theirloyalty to the co

23、mpany.2.3Application ofMaslows hierarchy needs theoryIt is important for the enterprises which want to develop in a healthy way to begood at learning new knowledge and correctshortcomings.According to theanalysisof Jiangsu Jiangzhong,we put forward the followingmethods to sollut the groups questions

24、 with hierarchy needs theoryapplication of Maslow,2.3.1Measures to meet Physiological needs andSafetyneedsThe physiological needsandsafety needsof employeesisthe basic needs and other demands arebased on them.Thephysiological needs andsafetyneedsare relatively simple andthis kind ofdemand canmeet as

25、 long as the enterprise dothe most basic things.For example:providing health insuranceorcommercial insurance,providinggood accommodation,unemployment insurance;formulating relevantpolicies,protectingthe legitimate rights and interests of employees,taking additional measures to ensurethat employeesca

26、n not be affected by the externalviolence;hiringsecurity guards, regularinspection;hiring a professionalchef,providing delicious food forthe staff;treatingevery employee in the same way,making every employeefeelwithout discrimination.In the companys internal management,the manager mustarrange differ

27、ent plansaccording to differentneedsto maximizethe benefits of human resources.2.3.2Measures to meet Love and belonging needs and Esteem needs On the one hand,establishing the trainingsystem cansatisfy the employeesthirst for knowledge and can improve thestaffsworking abilities.Through training,empl

28、oyeesfeelthat thecompany may pay attention on them.They will be in full of longing forthe future.For example,allowing theproject managerto readMBA,allowingtechnicians to go to school to take part in training to obtain the correspondingqualification certificates.On the other hand,the enterprise shoul

29、d establish performance evaluationsystem.The performancesystem is a feedback system depending onobjectives or performance standards,using theevaluationmethods,to evaluate staffs completion of tasks,to ensure responsibilities to fulfill thedegree of development.This system let employees feel that if

30、they want to be successful they should do their best. To help employeestalent showing itself thesystem should respectthe opinions of the staff,.2.3.3Measures to meet Self-actualizationA lot talent stop their steps because of the poormanagement idea and the managementof familybarriers.Stuff who has t

31、he highest needsis the valuableproperty of enterprises.The solution: on the one hand,showing theimportance oftalent,providingopportunities to take charge as chief of a project can help employees achieve itsultimate goal,so employeescanwork for the company;on the other hand,according to theactual sit

32、uation,establishingincentive mechanism and making the outstanding employeesclear the work objectives can mobilize the enthusiasm and promote the development of enterprises.It is important tohelp employeesto realize the value of life.Only meeting theneeds of employees self-realization,thesetalentswil

33、lcontinue to maintaina strong fighting spirits and continue towork for the company.3RecommendationsMaslows hierarchy of needs theoryis the mostextensive theoryin researching the excitation organizations.As we know that every employeehasown long-term and short-term goal.Everyone may try tomeet certai

34、n requirements.There will beanew need toreplace finished one,so the process is long and step by step.Thus,the incentive mechanism established by the company should be effective and flexible.The system should differentiate the employees.Application of the Maslowhierarchy needs theory can help the com

35、pany achieve the maximum benefit and stasify employeeslong-term needs4 Reference1 Pan Lianbai,WuNa.Principleof management science,20132ChenFuxi.Using Maslows hierarchy of needs theoryin enterprise management.Managementscienceandsmall and medium enterprises,20023GuoMing.Maslowshierarchy of needs theoryanalysis.Journal of Shangqiu Normal University,20074Huasnow.Using Maslows hierarchy of needs theory in the library.Chinesewesternscience,20135garden.Maslowtheoryonorganizationalloyalty. Based on theOriental Enterprise Culture,2013