Based on Game Theory Research on the effectiveness of colleges and universities inspire_4770.doc

based on game theory research on the effectiveness of colleges and universities inspire abstract: the incentive for managers to mobilize the enthusiasm and creativity of employees a powerful tool, this paper through the study of game theory, economics, institutions of higher learning talent incentive effect, and analyzes the incentives and the resulting delay hazards. keywords: game delay inspire inspire inspire timely response 1 introduction game theory is a mathematician from the u.s. von? neumann and the economist morgenstern founded in 1944 with the methodology of the nature of the subject, it is widely used in economics, artificial intelligence, biology, rocket engineering, military and and political science. in 1994, the mathematician nash, harsanyi and selten by economists in the game theory of economics applied research on the great contribution made by the nobel prize in economics; in 1996, an economist morris and vickery due to the application of game theory mechanism design under asymmetric information won the nobel prize in economics; 2001 economists akerlof, stiglitz and spencer, the use of game theory because of the information economy learning to become the nobel laureate in economics. in 2005, the nobel prize in economics was awarded to study game theory again, scholars thomas schelling and robert aumann and schellings use of game theory to solve a century-old problem, that is why some people, organizations or countries to promote co-operation outstanding performance, while others are afflicted with conflicts. this theory has changed peoples way of thinking, its impact has gone far beyond the economic field, extended to social and political spheres. why is the field of game theory in economics will have so much impact? this is because of game theory from a unique perspective to help us more deeply understand and grasp the economic phenomena and to guide a more effective economic policy-making. in this paper we use game theory methods to study the effectiveness of the organization incentive to explore the institutions of higher learning talent incentive measures. second, the basic principles of game theory 1, the concept of game theory game theory is to study the behavior of decision-making body of the time a direct interaction between the decision-making, as well as the balance of this decision, that is, when a subject, that is, a person or an organization of choice by other people, other organizations, the impact of choice, and in turn, affects other people, other organizations, choose the decision-making problems and balance issues. in summary, the game theory analysis is two or more of the game or the participants to choose to work together to affect each and every one to participate in the action or strategic approach. so in this sense, the game theory is called game theory. 2, the scope of application of game theory we live in a society with a common contact, each of our decisions and actions that affect others, they also affect us. therefore, we consider any issue that can not only consider their own, but also his opponent. once you start to consider how others will react to the actions of their own, they entered the field of game theory. from game theory point of view, to make a man do what you want him to do, not do what you do not want him to do, must meet the following conditions: (a) comply with your request, you have to give him the benefits of ; (2) does not meet your requirements, you have to punish; (3) to give good and punish the commitment is credible. these conditions created an incentive mechanism is the foundation. 3, the type of game theory game theory can be divided into cooperative game and non-cooperative games. economists are now talking about game theory, generally refers to are non-cooperative game. cooperative game with non-cooperative game is the main difference between the interaction between peoples behavior, the partys ability to achieve a binding agreement. if so, is the cooperative game; the contrary, the non-cooperative game. cooperative game to emphasize that group rationality, emphasizing that the efficiency, impartiality and fairness. non-cooperative game to emphasize that individual rationality, personal optimal decision, the result might be efficient, it may be inefficient. third, colleges and universities talent incentive game analysis 1, and incentive is an important management tool people in any organization is the most valuable resource. in human capital and intellectual capital as a source of competitive advantage in colleges and universities era of knowledge economy, competition among colleges and universities, knowledge creation, utilization and value-added and rational allocation of resources and ultimately must rely on knowledge of the carrier - colleges and universities talented people. schools of higher education in the fierce competitive environment in an invincible position, it should fully mobilize the enthusiasm and creativity of talented people, motivating is one powerful tool. motivation refers to peoples actions towards a particular goal orientation, it will affect the employees how to adapt to an organization, employees in specific locations and specific positions on the harbor motives will affect productivity. data show that normal people without any incentives case, the ability to play only 20% -30% in the incentive to play out under the 60% -80%, which does not include the potential for incentives, the fact that illustrates the importance of incentives. reposted elsewhere in the paper for free download http:/ 2, motivate the utility analysis with the continuous deepening of reform institutions of higher learning, strong school talent has become a fundamental strategy for the future development of colleges and universities. thus the demand for qualified personnel and effective management of human resources management has also become the focus and core. to colleges and universities in research and talent management, can not ignore the peoples needs and satisfaction, which need to study the appropriate incentives and constraints. the purpose of incentive and constraint makes the pursuit of goals and organizational goals in line so that people in achieving organizational goals while achieving their goals. and monitoring mechanism than the incentive is a positive management tool, it has been the manager in the promotion of active work, will also encourage those who are regulated to the internal management goals as his pursuit. both for those who are regulated, or for managers, this is an outcome satisfactory to them, is a win-win strategy. however, the incentives should be timely, which is conducive not only to those who are regulated to repeat the desired behavior, also shows that managers are trustworthy. ancient chinese art of war talk about the reward for not more than time, said that the existing commitments should be honored in time, otherwise, it would not achieve encouraging results. however, delays often occur in real life inspired situations in which managers were managers agreed to finish a piece of their work to one of the quantitative reward, but now that the successful completion of the task manager, the manager but because of various the reasons for delay being the manager of the award, and some even a delayed time and again, finally simply not reward those who are regulated have greatly dampened the enthusiasm and creativity, but also undermines the dignity and image of managers, and this will generate the delay effect of incentive problems. institutions of higher learning in talent management, incentive problems also exist in delay, this paper attempts to use economic analytical methods, through the establishment of a game model of incentive to delay college set incentives for talent delay hazards, and to propose countermeasures. 3, delay of game model of motivation modern psychological research shows that a timely and efficient incentives for the 80% delay incentive effective only 7%, if the last does not give incentives, but also produce negative effects. we work with institutions of higher learning talent management structure shown in the figure of the game model. in this model, university administrators and personnel of non-cooperative game, both sides are two kinds of strategic choice. managers there are two kinds of incentives that motivate and delay timely incentives, there are two kinds of people working attitude that is hard work and not work hard work. if the manager promised to personnel in completion of a work of its reward (timely incentives), human resources work, then the two sides benefit from each of 5, that is, talented people work hard to obtain timely rewards, earnings for the five utility units, personnel work to bring benefits to colleges and universities can be regarded as the proceeds of the manager for five utility units; if the manager to speak does not count, talent without hard work to be rewarded in time may never be rewarded, talent was not fair, at this point the proceeds of a utility unit, while the manager had received six units of the proceeds; if personnel do not have to work hard but was a timely reward, then the proceeds of six units of human resources, managers, the proceeds of a unit of ; if managers delay in incentives, talent does not work hard, then the situation is similar to the situation without incentives, the two sides benefit is 2. law or the use of crossed arrows law can be obtained for this game model of the equilibrium solution of (delay, do not work hard), that managers delay motivation, talent does not work hard for a stable nash equilibrium. obviously, this result is inefficient, the overall benefit managers and professionals (four utility units) lower than any of the other a combination of the overall benefit (a minimum of seven utility units), and therefore, as the manager of the delay incentives, allowing personnel to actively lose enthusiasm for the work of the organization, leading to the overall effectiveness of the organization to meet the minimum. if the managers behavior is particularly true repeatedly, and this sometimes results than without incentive worse: without incentives, people are likely to be active, take the initiative for the organization, but the manager has repeatedly keep ones word, often speak not count, but it will allowing personnel to the negative and passive attitude of conversion, we say that this case both sides into a game of prisoners dilemma. if the game is repeated, you must always come, the manager did not timely reward and talent do not work hard work a balanced solution, which ultimately can only lead to people slack, managers lose their prestige, organizational efficiency is low, the pace of development by slow serious consequences. fourth, incentive measures to eliminate delay college talent game delay incentive model clearly tells us that incentives should be carried out in due course, the delay will hit talent inspire enthusiasm and creativity, so that people deviate from the universitys development goals of the act will also reduce the managers credibility and thus undermine the long colleges and universities development, but also bring negative effects to society. to eliminate the delay in incentives, should be done: 1, a careful analysis of the causes of delay in incentives. stimulate the production delay has its reasons, the main change is an objective fact, the managers subjectiv