企业人力资源激励理论与方法研究_论文

1论文题目企业人力资源激励理论与方法研究考生姓名专业工商企业管理准考证号指导老师通讯地址邮政编码联系电话日期2摘要在全球竞争和知识经济时代，企业的可持续成长与发展，从根本上来讲取决于企业的竞争优势。我国加入世界贸易组织后，政府对国内企业的各种保护政策将不复存在。中国几十年来形成的贸易壁垒将轰然倒塌。我国许多领域和行业都将对外开放。这一切，对于中国的企业来说既是机遇又是挑战。在“以人为中心”、“人本化管理”的今天，人力资源管理已成为关系到企业成败的重要因素。国外企业早已在这方面走在了我们的前面。我国企业应看到自己在这方面的不足，G6925G2904G2058G13434企业发展的人G6177机G2058，从G5859识上到G2058G5242上G1582G11468应的G16855G6984，不G7041G3332G4448G2904自己，以G17878应时代发展的要G8726。人力资源G1328为企业G7692心G14033力关G19202的G7512G5326因素，G6915G6757G11540企业G7692心竞争优势的G5326G16786，因G8504,对于人力资源的管理将发G6393G17246来G17246重要的G1328G11004。本G7003将G1039要G19428G17860人力资源G9620G2181理G16782G2462G9620G2181机G2058的G5326G12447，以G7368G3921的发G6393企业的人力资本优势。关G19202G16801G726人力资源管理，G9620G2181理G16782，G9620G2181机G2058G3G33ABSTRACTINTHEERAOFGLOBALCOMPETITIONANDKNOWLEDGEBASEDECONOMY,SUSTAINABLEGROWTHANDDEVELOPMENTOFENTERPRISES,FUNDAMENTALLYSPEAKING,DEPENDSONTHECOMPETITIVEADVANTAGECHINASACCESSIONTOTHEWORLDTRADEORGANIZATION,THEGOVERNMENTPOLICYTOPROTECTDOMESTICENTERPRISESWILLALLDISAPPEARCHINAFORDECADESTOFORMOFTRADEBARRIERSWILLFALLMANYOFOURFIELDSANDINDUSTRIESWILLBEOPENALLTHIS,FORTHECHINESECOMPANIESBOTHOPPORTUNITIESANDCHALLENGESINTHE“PEOPLECENTERED,“PEOPLEORIENTEDMANAGEMENT“TODAY,HUMANRESOURCEMANAGEMENTHASBECOMEANIMPORTANTFACTORINTHESUCCESSOFTHEENTERPRISECOMPANIESABROADALREADYINTHISAREAWALKINFRONTOFUSCHINASENTERPRISESSHOULDKNOWTHEIROWNSHORTCOMINGSINTHISAREA,RESTRICTINGTHEDEVELOPMENTOFENTERPRISESTOIMPROVETHEPERSONNELSYSTEM,FROMCONSCIOUSNESSTOMAKETHECORRESPONDINGADJUSTMENTSYSTEM,CONSTANTLYIMPROVEOURSELVESTOMEETTHEREQUIREMENTSOFTHETIMESHUMANRESOURCESASAKEYBUILDINGCORECOMPETENCEFACTOR,SUPPORTINGTHEENTERPRISESCORECOMPETITIVEADVANTAGEOFTHECONSTRUCTION,THEREFORE,THEMANAGEMENTOFHUMANRESOURCESWILLPLAYANINCREASINGLYIMPORTANTROLETHISARTICLEWILLEXPLAINTHETHEORYOFHUMANRESOURCEMOTIVATIONANDINCENTIVEMECHANISMS,TOBETTERPLAYTOTHECOMPANYSHUMANCAPITALADVANTAGEKEYWORDSHUMANRESOURCEMANAGEMENT，THETHEORYOFHUMANRESOURCEMOTIVATION，INCENTIVEMECHANISMS4目录A1A3A0A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A6A7A8A2A4A9A10A11A12A13A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A6A7A5A1A10A11A14A15A16A17A18A19A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A5A6A7A5A1A5A1A22A20A21A23A24A25A26A27A28A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A30A31A29A32A29A31A33A34A35A36A37A38A24A39A40A41A42A43A35A36A39A21A24A44A45A46A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A30A31A29A32A29A47A48A49A50A51A41A52A53A54A51A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A55A31A29A32A29A56A57A58A59A60A21A23A24A61A39A62A63A64A35A36A62A63A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A55A47A65A66A39A28A67A68A69A49A70A71A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A55A47A29A32A39A28A67A68A69A49A70A71A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A55A47A29A31A25A72A73A69A49A70A71A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A55A47A29A31A29A32A74A75A76A24A38A77A78A79A70A71A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A80A47A29A31A29A31A81A82A83A24A84A85A86A70A71A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A80A47A29A31A29A47A87A88A89A90A24A91A92A38A77A70A71A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A93A47A29A31A29A56A94A95A96A97A24A98A99A100A70A71A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A93A47A29A47A101A102A73A69A49A70A71A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A29A93A47A29A47A29A32A83A103A104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4336和G17751差的人受到G19841策，G16760识到自己的不足，从G13792G1039G2172G6925G2476自己的行为。G3214协调一致员工的个人目标与组织目标G1022人目标是G11013G1022人G19668要G6164决定的，它G5460G5460与组织的目标和要G8726G11468G11695G11474。运G11004G9620G2181方G8873G17839行目标企业人力资源管理，G16765员工G2454与自G17535目标和组织目标的G2058定，在G16786G13634组织目标的时G1517G4625可G14033G3332G13783G15397G1022人目标，并G6238组织目标G1867G1319分G16311为G1022人目标，可以G1363G1022人目标和组织目标G5468G3921G3332G13479G2524G17227来。同时，运G11004G9620G2181方G8873，满足员工的G2524理G19668G8726，G1955G5381G6122G13785G9052G19512其不G2524理要G8726，也可以G16855G14422员工的行为，G1363其与组织目标G2339G16855一致，G7368G3921G3332实G10628组织目标。G33企业人力资源激励理论31人力资源激励理论人力资源是G10628代企业的战G11065G5627资源，也是企业发展的G7380关G19202因素，G13792G9620G2181是人力资源管理的重要内G4493，它是心理G4410的一G1022G7427G16833，G6363G9620发人的行为的心理G17819G12255。G9620G2181这G1022G8022G5577G11004于管理，是G6363G9620发员工的工G1328G2172机，也G4613是说G11004各种G7389G6940的方G8873G2447G16855G2172员工的G12227G7509G5627和G2031G17908G5627，G1363员工努力G2447G4448成组织的G1231G2165，实G10628组织的目标。因G8504，企业实行G9620G2181机G2058的G7380根本的目的是G8503G11842G16837导员工的工G1328G2172机，G1363G1194们在实G10628组织目标的同时实G10628自G17535的G19668要，G3698加其满G5859G5242，从G13792G1363G1194们的G12227G7509G5627和G2031G17908G5627继续保持和发G6208下G2447。G11013G8504也可以说G9620G2181机G2058运G11004的G3921G3363在一定G12255G5242上是决定企业G1864G15940的一G1022重要因素。如G1321运G11004G3921G9620G2181机G2058也G4613成为知识G4506G19610G3423企业面G1032的一G1022十分重要的G19394G20076。G3G9620G2181理G16782在行为G12197G4410中G11004于G3800理G19668要、G2172机、目标和行为G3247G13785之G19400关系的G7692心理G16782。行为G12197G4410G16760为，人G3332G2172机来自G19668要，G11013G19668要G11842定人们的行为目标，G9620G2181G2029G1328G11004于人内心G8975G2172，G9620发、驱G2172和G5390化人的行为。G1039要的G9620G2181理G16782G7389G989大类，分G2047为内G4493G3423G9620G2181的理G16782、G17819G12255G3423G9620G2181理G16782和行为G1474G8503G3423G9620G2181理G16782。G332内容型激励理论内G4493G3423G9620G2181理G16782，G4613是G19036对G9620G2181的G2419因与G17227G9620G2181G1328G11004的因素的G1867G1319内G4493G17839行研究的理G16782。G1039要G2265G6336G20544斯G8943A139的G19668要G4630G8437理G16782、G3897G5515G5355的G40G53G42理G16782A140、G21626G1823G2045G1860A141的成G4613G19668要理G16782、G17215G14588G1283G7696A142的G2464因素理G16782。G37321马斯洛的需要层次理论A143G20544斯G8943理G16782G6238G19668G8726分成生理G19668G8726、G4445全G19668G8726、社G1144G19668G8726、G4574重G19668G8726和自我实G10628G19668G8726G1128类，G1393G8437G11013G17751G1314G4630G8437到G17751高G4630G8437。G3G3生理G19668G8726G726对G20147G10301、G8712、G12366G8680和住G6163等G19668G8726都是生理G19668G8726，这类G19668G8726的G13435G2047G7380G1314，人们在G17728G2533G17751高G4630G8437的G19668G8726之前，G5647是G4625力满足这类G19668G8726。管理人员应G16825G7138G11345，如G7536员工G17836在为生理G19668G8726G13792G5549G11872时，G1194们G6164G11507G8503关心的G19394G20076G4613与G1194们G6164G1582的工G1328G7092关。G6164以G9620G2181时G16809G3282G2045G11004G3698加工资、G6925G2904劳G2172条件、给予G7368多的业G1325时G19400和工G19400G1253G5699、提高G12131G2045G5465遇等来G9620G2181员工。G3G4445全G19668G8726G726G4445全G19668G8726G2265G6336对人G17535G4445全、生G8975G12295定以G2462G1825G17985G11183G14522、威G13973G6122G11154G11161等的G19668G8726。和生理G19668G8726一G7691，在G4445全G19668G8726G8821G7389得到满足之前，人们G2819一关心的G4613是这种G19668G8726。对许多员工G13792G16340，G4445全G19668G8726G15932G10628为G4445全G13792G12295定以G2462G7389G2319G11115保G19517、G3845业保G19517和G17876G1253G12131G2045等。如G7536管理人员G16760为对员工来说G4445全G19668G8726G7380重要，G1194们G4613在管理中G11540重G2045G11004这种G19668要，G5390G16855G16280G12468G2058G5242、职业保障、G12131G2045G5465遇，并保护员工不致G3845业。G3社G1144G19668G8726G726社G1144G19668G8726G2265G6336对友谊、爱G5785以G2462隶属关系的G19668G8726。G5415生理G19668G8726和G4445全G19668G8726得到满足后，社G1144G19668G8726G4613会突出出来，G17839G13792产生G9620G2181G1328G11004。管理G13785必须G5859识到，G5415社G8726G19668G8726成为G1039要的G9620G2181源时，工G1328G15999人们视为寻G6226和G5326G12447温馨和谐人际关系的机会，G14033够提供同事G19400社G1144G5460来机会的职业会受到重视。G3G4574重G19668G8726G726G4574重G19668G8726既G2265G6336对成G4613G6122自我G1227G1552的G1022人G5875觉，也G2265G6336G1194人对自己的G16760可与G4574重。G7389G4574重G19668G8726的人期望G2047人按照G1194们的实际形象来接受G1194们，并G16760为G1194们G7389G14033力，G14033胜G1231工G1328。在G9620G2181员工时应G10317G2047注G5859G7389G4574重G19668G8726的管理人员，应采取公开奖G2181和G15932G6208的方式。布G13634工G1328要G10317G2047G5390G16855工G1328的艰巨G5627以G2462成功G6164G19668要的高超G6228巧等。颁发荣誉奖G12468、在公司的刊G10301上发G15932G15932G6208G7003G12468、公布优秀员工光荣榜等G11004段都可以提高人们对自己工G1328的自豪G5875。G3自我实G10628G19668G8726G726自我实G10628G19668G8726的目标是自我实G10628，G6122是发G6393潜G14033。重视这种G19668G8726的管理G13785会G16760识到，G7092G16782哪种工G1328都可以G17839行G2031新，G2031G17908G5627并非管理人员G10432G7389，G13792是每G1022人都期望拥G7389的。为了G1363工G1328G7389G5859义，G5390G16855自我实G10628的管理G13785，会在G16786计工G1328时G13783G15397运G11004G17878应复杂G5785况的策G11065，会给G17535怀绝G6228的人委派G10317G2047G1231G2165以施展G6177华，G6122G13785在G16786计工G1328G12255序和G2058定执行计划时为员工群G1319留G7389G1325G3332。G3G16825理G16782G16760为G726G19668G8726可以G16760为是G1022人努力争取实G10628的愿望；G2494G7389满足G17751G1314G4630G8437的G19668G8726，高G4630G8437G19668G8726G6177G14033发G6393G9620G2181G1328G11004；G19512了自我实G10628，其它G19668G8726都可G14033得到满足，这时它们对于G1022人来说，重要G5627G4613下降了；在G10317定时G19400内，人可G14033受到各种G19668G8726的G9620G2181。G1231G1321人的G19668G8726G4630G8437都会受到G1022人差异的影响，并且会随时G19400的推移G13792发生G2476化。G3322奥德弗的ERG理论G40G53G42理G16782是生存G11468互关系成长G19668要理G16782的简称，G3897G5515G5355G16760为，员工的G19668要G7389G989类G726生存的G3897G5515G19668要（G40），G11468互关系的G19668要（G53），成长发展的G19668要（G42）。G38G16825理G16782G16760为，各G1022G4630G8437的G19668要受到的满足G17246少，G17246为人们G6164渴望；G17751G1314G4630G8437的G19668要G13785G17246是G14033够得到G17751多的满足，G2029G17751高G4630G8437的G19668要G4613G17246渴望得到满足；如G7536G17751高G4630G8437的G19668要一再受挫且得不到满足，人们会重新追G8726G17751G1314G4630G8437G19668要的满足。这一理G16782不仅提出了G19668要G4630G8437上的满足到上升趋势，G13792且也G6363出了挫折到倒G17876的趋势。G3323麦克利兰的成就需要理论G21626G1823G2045G1860G16760为，在人的生存G19668要G3534本得到满足的前提下，成G4613G19668要、权G2045G19668要和亲和G19668要是人的G7380G1039要的G989种G19668要。成G4613G19668要的高G1314对一G1022人、一G1022企业的发展G17227G11540G10317G2047重要的G1328G11004。G16825理G16782将成G4613定义为G726根G6466G17878G5415的目标追G8726卓G17246、争取成功的一种内驱力。G3G16825理G16782G16760为，成G4613G19668要G5390烈的人事业心G5390，喜欢那G1135G14033发G6393其G10432G12447G16311决G19394G20076G14033力的环境。在管理中，G2494要对G1194提供G2524G17878的环境，G1194G4613会充分发G6393自G17535的G14033力。权G2045G19668要G17751G5390的人G7389责G1231G5875，愿G5859承担G19668要的竞争，并且G14033够取得G17751高的社会G3332位的工G1328，同时喜欢追G8726和影响G2047人。G16825理G16782G17836G16760为G2524群G19668要是人们追G8726G1194人的接纳和友谊的欲望。亲和G19668要欲望G5390烈的人渴望获得G1194人的赞同，高G5242服从群G1319G16280范，忠实可靠。G3324赫茨伯格的双因素理论G17215G14588G1283G7696G16760为员工非常不满G5859的G2419因，大都属于工G1328环境G6122工G1328关系方面的，如公司的政策、行政管理、员工与上G13435之G19400的关系、工资、工G1328G4445全、工G1328环境等。G1194发G10628上G17860条件如G7536达不到员工可接受的G7380G1314G8712平时G4613会引发员工的不满G5785G13502。但是，G1867G3803了这G1135条件并不G14033G1363员工G5875到G9620G2181。G17215G14588G1283G7696G6238这G1135G8821G7389G9620G2181G1328G11004的因素称为“保健因素”。G1194G17836G16760为，G14033够G1363员工G5875到非常满G5859等因素，大都属于工G1328内G4493和工G1328本G17535G989方面的，如工G1328成G4613G5875、工G1328成绩得到上司的G16760可、工G1328本G17535G1867G7389挑战G5627，等等。这G1135因素的G6925G2904，G14033够G9620发一员工的G9921G5785和G12227G7509G5627，G17215G14588G1283G7696G6238这一因素称为“G9620G2181因素”。G3这一理G16782告诉我们，管理G13785应首G1820注G5859满足员工的“保健因素”，防止员工G9052G7509怠工，G1363员工不至产生不满G5785G13502，同时G17836要注G5859G2045G11004“G9620G2181因素”，G4625量G1363员工得到满足的机会。G3G333过程型激励理论G17819G12255G3423G9620G2181理G16782是研究从人的G2172机产生到G7380终采取行G2172的心理G17819G12255的理G16782。它的G1039要G1231G2165是G6226出对行为G17227决定G1328G11004的G7588G1135关G19202因素，弄清它们之G19400的G11468互关系，以预测和控G2058人的行为。G3331弗鲁姆的期望理论A144G5355鲁姆A145G16760为，人G5647是渴G8726满足一定的G19668要并G16786G8873达到一定的目标。这G1022目标在尚G7422实G10628时，G15932G10628为一种期望，这时目标反G17819来对G1022人的G2172机又是一种G9620发的力量，G13792这G1022G9620发力量的大小，取决于目标G1227G1552（G6940G1227）和期望G8022率（期望G1552）的乘G12227。G11004公式G15932示G4613是G726G3G9620G2181力量期望G1552G6940G1227G39G6164G16871“期望”G4613是根G6466G17819G2447的经G20576，对获得G7588种G13479G7536G8022率的G2040G7041；G6164G16871“G6940G1227”G4613是G6363G8504人对这G1022G9620G2181因素的爱G3921G12255G5242，G2375对G1194G6164要达到目标的G1227G1552的G1284计。G3在人力资源管理中应G11004“期望”，应注G5859一下G989G9869G726G12544一，要G12197G4410的G16786G13634目标，G1363目标给人以期望，从G13792产生心理G2172力；G12544G1120，要提高期望G8712平，提高员工对目标的重要G5859义的G16760识，这G7691G4613会提高G6940G1227；G12544G989，G8503G11842G3800理G3921期望和G13479G7536的关系，防止员工期望G17819高，导致G3845望G3838大。G3G5355鲁姆提出的期望理G16782应G11004于人力资源管理中G726一是管理G13785应G16825同时注G5859提高期望G8022率和G6940G1227。仅仅重视G9620G