浅析我国企业激励机制的运用

网络教育学院本科生毕业论文（设计）题目：浅析我国企业激励机制的运用——以中国电信股份有限公司为例学习中心：陕西西安奥鹏学习中心层次：专科起点本科专业：工商管理年级：2012年秋季学号：201203238446学生：李刚指导教师：钟轶君完成日期：2014年7月5日浅析我国企业激励机制的运用——以中国电信股份有限公司为例I内容摘要【摘要】众所周知，激励制度是现代企业制度的核心内容之一，是确立企业核竞争力的基石，是企业管理中的精髓组成部分。激励一词，《辞海》解释为“激发使振作”，即激发人的动机，诱导人的行为，使其产生一种内在的动力，朝着所期望的目标努力的过程。企业是一个团队，企业成员的协助愿望大小直接地或间接地决定了纽织的生产效率，科学运用激励机制会在企业管理中发挥有力的作用。关键词：激励机制；企业管理；……浅析我国企业激励机制的运用——以中国电信股份有限公司为例II目录内容摘要············································································································I引言·············································································································11激励机制理论概述···························································································21.1激励机制的含义与内容···········································································21.1.1激励机制的含义··············································································21.1.2激励机制的内容··············································································21.2激励机制的基本理论·················································································21.2.1企业激励机制的构成··········································································21.2.2激励机制的优缺点·············································································31.3激励机制的运行过程·················································································31.3.1合理激励机制的条件········································································31.3.2企业激励机制的运行·········································································41.4现代企业建立激励机制的必要性··································································62我国企业激励机制分析·······················································································72.1我国企业激励机制的现状···········································································72.2我国企业激励机制存在的问题·····································································72.2.1物质激励的问题················································································72.2.2认清个体差异···················································································72.2.3综合运用各种激励手段·······································································82.2.4建立奖励与绩效挂钩的制度体系···························································82.2.5坚持公平的原则················································································92.3企业管理中激励机制的设计········································································92.3.1岗位等级管理制度·············································································93中国电信股份有限公司激励机制分析···································································113.1中国电信股份有限公司简介······································································113.2中国电信股份有限公司激励机制的现状·······················································113.3中国电信股份有限公司激励机制存在的问题·················································123.4中国电信股份有限公司完善激励机制的对策建议···········································12结论················································································································13参考文献··········································································································14浅析我国企业激励机制的运用——以中国电信股份有限公司为例1引言在国内企业中，工资、奖金等薪酬措施被广泛地用于员工激励工作。在计划经济向市场经济转化过程中，为打破平均主义激发员工工作的积极性，各个企业普遍都改革了工资奖金的分配制度、推出了岗位工资制、技能工资制、薪点工资制、承包挂钩工资制等等工资制度。对不同企业的员工起到了不同的激励作用，随着国内股票市场的发展和壮大，有条件的企业也开始探讨使用股票期权的办法激励特殊员工。我比较系统和全面地学习了企业中的管理知识，能够从比较宏观的视角来重新审视企业中的人力资源管理财务管理、市场营销管理、信息管理、生产运作管理等方面的事务，同时也可以从比较微观的角度来从事具体工作。在人力资源管理方面，人力资源管理的目标是有效地利用和开发企业的人力资源、人力资源管理的各项具体工作都为这个目标服务，而激励是实现这个目标最为重要的手段[2]。在优秀的企业中，人力资源管理不仅仅局限于招聘培训、薪酬、福利、晋升等方面，还会包括企业文化、目标管理、业绩评价、职业生涯设计等企业管理的各个方面。这些方面都是企业激励员工、提高员工满意度的重要手段。本文所提供的激励模型有助于企业在充分研究员工的心理需求的基础上，采取合适的激励手段。这一模型中包含了当代几个具有代表性的激励理论：MBO(ManagementByObjections即目标管理)理论、期望理论、成就需要理论、强化理论和公平理论，是以期望理论为基本框架，然后将其它理论穿插于其中形成的。本文主要对企业的激励机制进行浅显的研究，分析激励机制的运行模式、作用、意义等。以中国电信股份有限公司实施划小承包制为例，分析以划小承包为方法的激励机制的实行、存在的问题及如何解决问题的建议。浅析我国企业激励机制的运用——以中国电信股份有限公司为例21激励机制理论概述1.1激励机制的含义与内容管理对于维持企业组织的存在和提高企业组织的效率具有决定性作用。管理依靠其具有的计划与决策、组织与人事、领导与激励、控制与协渊等职能来发挥作用。在这些职能中，激励的作用不容忽视。世界上许多著名企业，正是由于非常重视激励并成功运用激励机制，才使自己历经数十年、甚至百年风雨而长盛不衰。1.1.1激励机制的含义“激励机制”是在组织系统中，激励主体系统运用多种激励手段并使之规范化和相对固定化，而与激励客体相互作用、相互制约的结构、方式、关系及演变规律的总和。激励机制是企业将远大理想转化为具体事实的连接手段。1.1.2激励机制的内容所谓激励[1]，简单地讲就是将外部适当的刺激转化为内部心理动力，从而增强或减弱人的意志和行为。激励能够提高员工的自觉性、主动性、创造性和工作热情。由于长期计划经济的禁锢，我国绝大多数企业在引进西方先进管理方法上起步较晚，力度不大。在建立有效的激励机制方面也．普遍存在着一些问题，如收入分配上的平均主义，干部能上不能下，员工能进不能出，过分依赖物质激励等等。这些问题的存在严重制约着企业管理的加强，阻碍了企业改单的深化，随着国际化竞争日趋激烈，越来越成为影响我国企业发展壮大的突出问题。因此，我国的企业必须在认真学习领会西方先进管理思想的基础上，结合自身实际，尽快建立和完善具有科学性和可操作性的独特的激励机制，用以改善和加强企业管理，最大限度地调动员工的积极性。1.2激励机制的基本理论1.2.1企业激励机制的构成企业激励机制分析激励机制可分为内在激励和外在激励[3]。内在激励包括对工作本身的兴趣、价值、挑战性以及员工的责任感、成就感和荣誉感，即精神激励。外在激励指对工作绩效给以一定的工资资金福利以及提升机会，即物质鼓励。两者的作用均为正强化———让企业所需要的行为能够重复出现或加强。员工在投入人力资本时，除关心人力资本的回报外，即待遇，同时也会关心人力资本的增值，即提高自身价值。老板的投资增值是为了在未来获得更大投资回报，员工关心人力资本增值也是为了在未来能得到更高的收入。所以，员工在企业工作，不仅看重待遇，还看重能否学到东西。对于青年员工，或者就业选择余地大的员工，这方面的考虑会更加突出。所以只用钱来激励员工是远远不够的，要挖掘员浅析我国企业激励机制的运用——以中国电信股份有限公司为例3工的内在动力，即每个员工内心都有一种把工作做好的愿望。1.2.2激励机制的优缺点能够激起员工内在动力的因素有：让员工在自己的工作中有发言权，管理层要尊重员工，最重要的是还要有份好工作。引用赫兹堡的话说：“你要人们努力工作，就得给他们一个好工