Encourage the Work of Chinas Enterprises Failure Analysis and Countermeasures 英语论文.doc

encourage the work of chinas enterprises failure analysis and countermeasures abstract in this paper, analysis of the current work of our enterprises motivate the causes of starting failure, learn from and use the incentive of western theory, when the chinese enterprises how to conduct effective incentive to make some more systematic approach. in this paper, the work of chinas incentive to conduct a more detailed reasons for failure and systematic analysis, then the use of motivation theory to enhance the quality of business leaders to embrace new ideas and concepts to increase awareness of the importance of incentives and the timely and accurate understanding of the needs of employees under the premise of designing a suitable new business development incentives. key words inspire causes of and countermeasures 【abstract】 on the basis of the analysis of the inefficiency of the motivation work of our enterprises nowadays, this paper uses the western impelling theory for reference and puts forward some systematic countermeasures on how to make the motivation work of our enterprises more systematic. at first, this paper analyses the causes of formation of the efficiency of our motivation work. then it designs a new motivation system which suits the development of our enterprises, based on the premises of improving the leaders quality and acquainting them with the staffs demands immediately and accurately. key words motivation; inefficiency; countermeasure literature review 【】 a study of the purpose and significance of increasing emphasis on modern management, scientific and humane, motivational theory of modern management as an integral part of, but also confirms the trend. in practice, the incentive theory has a high value as a result of the increasing attention. in particular, in recent decades it has been widely used western management circles to its enterprise management to go to labor relations has been constantly adjusted so that the staff continue to meet the various needs have been greatly aroused the enthusiasm of the staff, so as to promote the forward the development of capitalism. in china, due to awareness of the issue of incentives and research relatively late, face up to encourage the importance of management in the enterprise and to apply it to the management of the last 20 years, and because china is still in the old economic system, the period of transition enterprises continue to be in the management of the impact of the old management, corporate incentives work is still not received enough attention, some enterprises, especially state-owned enterprises as a result of the worn by traditional ideas of the impact of incentives rather backward, one-sided, simple, the enthusiasm of the staff and workers did not fully play out, economic efficiency of enterprises have deteriorated significantly. to this end, priority is to learn and use the incentive of western theories to enable enterprises to establish as soon as possible in line with corporate practice is conducive to the mobilization of the entire real and lasting enthusiasm and initiative of workers and scientific incentives. second, the current international research dynamics for motivating studies, since the beginning of this century, western management circles have carried out continuous research, after a second leap. by mcgregor (d. mcgreor) of the x theory and taylors differential piece rate system, carrot and stick, task - bonus, as the representatives stressed that economic man and simply by money incentives to stimulate the point of view, in order to stimulate theoretical research started. so far, has formed a number of more mature and systematic theory of motivation. against the current corporate management is concerned, has been widely used in two main types: content-based theory of motivation and process-based theory of motivation. the former causes and effect from the incentive stimulating study of the specific content of the starting persons psychological and behavioral development of the general laws, that is, people will have needs and desires to meet those needs, to meet demand is to arouse peoples enthusiasm and motivation. it includes maslow (maslow) demand level of theory, herzberg (herzberg)s two-factor theory and david mcclelland (david mccelland) the theory of achievement motivation; the latter from the incentive research focused on the process of starting the formation of motives and behavior of target selection process. it includes vroom (v. h. vroom)s prospect theory, adams (j. s. adama) of the equity theory, locke (e. a. locke) and hughes (c. l. huse) the goal-setting theory and so on. several of todays commonly used in the writers brief overview of the theory and analysis. 1. maslow (maslow) hierarchy of needs theory maslows human needs from the start made this theory. in his view, humans are the needs of animals, people not only have economic needs, more social and other needs. the needs of mankind had the purpose of their work and motivation. he put the needs of human beings fall into five categories: physiological needs, security needs, social needs, esteem needs and self-realization. thus, in stimulating the process to consider the different needs of different employees and, according to the needs of employees to take a different incentive measures, which do not always follow the material incentives of money or a single stimulus. he also believes that, in peoples psychological development process, these five requirements are in sequence an incremental, can basically meet the needs of the moment, after a last there will be a demand, when the pursuit of a higher level of incentive to meet the needs of their behavior has become the driving force. in accordance with this point, we can see if we have the conscious use of the individuals immediate needs or requirements to be met evoked potential, we can effectively mobilize the enthusiasm of individual behavior, in particular, the role is a high level of demand and self-motivation will have a more lasting and more profound , super prospect of internal power, full use of these can inspire staff to be more stable and lasting enthusiasm for work. 2. herzberg (herzberg) two-factor theory as can be seen from the above analysis hierarchy of needs theory of motivation to make people understand the conditions necessary for, but it contains an incentive conditions, the tendency to generalize, it seems that no matter what the demand be met as long as people can inspire enthusiasm. this is obviously incomplete, it does not take into account incentive effects. to this end, herzberg demand to meet the incentive effect of proceeding through a large number found, prompting staff to generate work satisfaction and dissatisfaction factors are different, the former often and work closely with the content itself, the latter, and the working environment or conditions linked. he then pointed out that the incentives and job content is closely linked factors, including the work a sense of achievement, performance recognition, work challenging, engaged in the development of future work, bear some responsibility, be raised, etc. . such factors, if not ideal, workers may not be satisfied, but such factors can be improved, staff will be very satisfied so as to enhance employee motivation. health care factors and the working environment or conditions relevant factors, including the companys policy and administrative management, supervision, working conditions, wages, safety, interpersonal relationships and personal life. such factors, if not solved, employees are not basically satisfied, they were very dissatisfied; but such factors handled properly, it can only eliminate employee dissatisfaction and can not make people happy, so there is not much incentive effect. this shows, not to satisfy all human needs can mobilize their enthusiasm, only to meet the needs within the scope of work can really play an incentive. this makes the right incentives into the clear understanding of the conditions of phase. but the manager can not because of health factors are a stimulus and ignored the importance of proven, good working conditions, to eliminate the external environment and the discontent of workers and attitudes, which have a positive role in improving management performance. in short, whether the demand or the hierarchy of two-factor theory, are based on the incentives - to stimulate employee behavior and work-related factors studied in detail, they answered the what-based or on what basis can we mobilize the enthusiasm of a series of problems, they stand to make incentives based on the solid and reliable. however, in management practice, the mobilization of enthusiasm for work is a very complicated matter, in the entire incentive process, human psychology and behavior will be affected by many factors, so the basis of the right incentives will not necessarily achieve good incentive effects of , only to confront and deal with a variety of factors affecting the smooth through every aspect in order to truly mobilize the enthusiasm of people. the process-based theory of motivation can make up for this flaw. represented in the following two theories. 3. vroom (v. h. vroom) of the prospect theory vroom from the incentive to start the process of carrying out this part around the objective of encouraging the process of research. that is, how to set up goals on demand and trigger incentive to work. its basic point is: people expected that their actions will help achieve a certain objective circumstances, would be inspired to do certain things together in order to achieve our goals. he believes that any time a person engaged in a particular impetus for action will be determined by his actions of the full results of the expected value is multiplied by the person anticipated such a result would reach the required goals. in other words, motivation is a persons expectations and that a particular action will achieve its goals personally believe that the product of the probability. with the formula expressed as: m = e * vp where m (motivation) means the degree of motivation; e (expectancy) means the expectation that an action could lead to the probability of a certain expected results; v (valence) means a potency that is, a person the degree of preference for a particular outcome. this theory tells us that managers should pay attention to target incentives, but the goal can not be too difficult to be with acceptability, otherwise it would lose confidence in employees. at the same time properly handle the job performance and incentives, rewards and the relationship between the satisfaction of personal needs. awards to be with the individuals work performance is determined not only to reward the contribution will reduce the peoples initiative to reward inappropriate will engender a sense of unfairness; the same time, due to the different needs of people should take a variety of reward, in order to receive a larger incentive effect. 4. adams (j. s. adama) of the equity theory if vroom goal from the incentive to examine the motivation process, adamss equity theory is to start from this link rewards to encourage the process of research. in his view, the workers enthusiasm for work, not only by their income effects of the absolute returns, but also the relative rewards will be affected. that is, a person is not only concerned about their income in absolute terms (their actual income), but also concerned about the relative value of their income (own income and other income ratio). each person does not consciously work to pay their own income to pay compensation and other compensation for personal labor and the historical comparison. if and when he found himself with others, the proportion of income and expenditure equal to the proportion of income and expenditure, or the proportion of the current balance of payments equal to the proportion of income and expenditure of the past, we think it should be normal. and therefore ease of mind and hard work. however, if found to range from a sense of unfairness arises, it will filled with grievances. thus, as an incentive link rewards, can really play a stimulating, does not depend on the absolute value of rewards itself or rewards, but depends on the persons sense of justice. therefore, the purpose of encouraging the process must focus on a fair and reasonable rewards, so as to play a good incentive effects. taken together, these theories have been widely used western firms to industrial organization, corporate efficiency, finance, insurance and many other fields, and with the reality of their socio-economic conditions and the needs of staff changes and continue to be improved, thus can effectively motivate employees to work hard, but also greatly promoted the social progress. at home, because of incentives for research started relatively late, so, until recently, there have been some 20 years before the research work related to incentive problems, papers, however, are mostly qualitative description of its content is difficult to find motivation in the deep-seated problems in the work with foreign research results more motivation theory far. summarized the contents of these documents, we can see the problem of domestic research for the incentive to proceed in two major areas: first, the collation of the western theory of motivation with the digestion, the main research results are: wu yun in the historical evolution of the western theory of motivation and inspiration studied the history of the western theory of motivation is extremely development trend of the development process, pointing out that the west experienced the evolution of theory of motivation - deepening - an extension of three processes; sun jun ling on the west incentive theory, in accordance with the basic mode of human behavior, combined with different psychology party different interpretations of these models, the behavioral theory of motivation into motivation theory, cognitive theory and the motivation to send a comprehensive theory of motivation and its three models were analyzed; sun lili in the incentive theory, introduced the hierarchy of needs theory, theory and two-factor theory of achievement and to the theory attributed to the demand, are due to the demand point of view; in addition, by gan huaming editor, but also business management publishing house personnel management instant also described in detail in the western theory of motivation and conduct the order; wang jiang, fan-min book of the human resources management has also conducted a study of incentives. the second is how the conduct of our business staff motivation, how to establish an effective incentive mechanism to explore and research, such as liang liang, zhang liang rope in the on the establishment of incentive mechanisms and integrated application of new incentives for research in the proposed organizational structure, corporate culture leadership changes in many aspects of behavior in order to establish a new incentive mechanisms; baihai quan, zhang was in on incentive theory in business management applications submitted to a centralized common programs such as reward and punishment to motivate staff, respect, example, an exemplary incentives, etc.; also from xucheng fu, chen edited by citic publishing house published a staff motivation handbook, put forward a more comprehensive program to motivate staff. the author believes that the former is simply the right to organize or carry out some evaluation, there is no tells them exactly what is the significance of chinas enterprise management and how to put them with our actual situation of enterprise management, our employees combine the practical needs to make it applied to the management of our country to go, but a purely theoretical introduction and the introduction of the process, thereby encouraging chinese enterprises can not play any significant role in the work. facts have proved that only when the theory applied to practice in order to play its guiding role. while the latter, it means simply speaking, have little or no theory as a guide, but most approaches are more fragmented, with no definite systematic, leading to the work of chinas motivation can not fully play its effectiveness. third, this major research methods and research content in order to overcome the problem of domestic research on the motivation of these two drawbacks, this paper mainly uses qualitative research methods from the analysis of the work of chinas state-owned enterprises motivate the reasons for failure to proceed, drawing on the theory and application of western incentives, combined with the specific situation of chinas enterprise management in china enterprises with effective incentives put forward a new idea and method, aimed at hoping to consolidate and deepen the theoretical study of western incentives, based on the western incentive theory into chinas corporate governance practice, and in practice to be a breakthrough and innovation to enhance the motivation theory in chinas enterprise management operability and effectiveness, promoting chinas enterprise management innovation, and enhance the vitality of enterprises. 【text】 the twenty-first century, humanity has entered the era of knowledge economy, intellectual capital advantage has been seen as a magic weapon for winning enterprise competition, while intellectual capital advantage was mainly dependent on human resources. human resources development focuses on incentives. with regard to incentives, human beings have had a very extensive and far-reaching research, especially in the western developed countries, researchers, in order to motivate the problem and make indelible contribution