哈根达斯员工激励问题研究

1哈根达斯员工激励问题研究姓名：卿小莲专业班级：人力资源管理2班指导老师：韩晓红摘要：哈根达斯凭借冰激凌中的莱斯莱斯这一称号，1996年进驻商业大都会上海，已经在中国内地发展了将近20年，价格高是其重要标志。而作为餐饮服务行业的他们，一直以来在不懈追求其环境的舒适，产品精致到一流服务的层层把关以保证其高端品牌定位。而以聘用兼职人员为主作为一线服务人员的公司，他们面临很多的问题。已在哈根达斯工作多时，深感员工工作时的态度与心理以及对公司的影响，本着改善员工工作状态的原则，去探索哈根达斯员工的工作问题。本文将由实际客观的资料出发，通过调查问卷与访谈法，在激励理论的指导下，本着实事求是的精神，结合目前哈根达斯的员工工作现状，分析他们员工工作产生问题的原因，同时在了解餐饮业大背景的基础上，找到解决哈根达斯员工工作所产生的问题的方法以采取不同的适用于在中国市场的外来企业的激励员工的措施来促进企业的发展与壮大，激励员工为公司做出贡献，同时实现员工个人价值的初衷，达到企业的战略目的。关键词：哈根达斯公司；兼职；激励2ResearchHaagen-DazsemployeeincentivproblemHaagen-DazsicecreamwiththetitleofLesLes,stationedincommercialmetropolisShanghaiin1996,hasdevelopednearly20yearsinChina,thehighpriceisanimportantsymbol.Asthefoodserviceindustryinthem,ithasbeentherelentlesspursuitofcomfortintheirenvironment,refinedproductstochecksateachfirst-classservicetoensureitshigh-endbrandpositioning.Andtoemploypart-timestaffbasedcompanyasafront-lineservicepersonnel,theyfacemanyproblems.HasbeenworkingforalongtimeintheHaagen-Dazs,whendeeplyemployeeattitudesandpsychologicalimpactonthecompanyaswellastheprincipleofimprovingtheworkingconditionsofemployees,worktoexploretheissueofHaagen-Dazsemployees.Thisarticlewillbestartingtheactualobjectiveinformation,throughquestionnairesandinterviews,undertheguidanceofincentivetheory,inapragmaticspirit,combinedwiththecurrentstatusofworkofemployeesHaagen-Dazs,andanalyzethereasonsfortheiremployeeproblems,whileinLearnthebasicscateringbackgroundoffortune,tofindsolutionstoproblemsarisingfromtheHaagen-DazsemployeetotakeadifferentapplicabletoforeignenterprisesintheChinesemarketincentivesemployeesofmeasurestopromotebusinessdevelopmentandgrowth,motivatestafftomakeacontribution,whileachievingthevalueofindividualemployeesofthemind,toachievethestrategicgoalofenterprises.Keywords:Haagen-Dazscompany;Part-timejob;Motivation3目录第一章前言................................................................................................................5第二章.激励机制理论基础.......................................................................................................61.1行为主义激励理论.............................................61.2认知派激励理论...............................................61.3综合型激励理论...............................................61.3.1........................................................61.3.2........................................................61.4内容型激励理论...............................................61.4.1........................................................61.4.2奥德弗的ERG理论：............................................71.4.3麦克利兰的成就需要理论：......................................71.4.4赫茨伯格的双因素理论...................................71.5过程型激励理论...............................................71.5.1........................................................71.5.2海德的归因理论.........................................71.5.3亚当斯的公平理论.......................................7第三章．哈根达斯员工的特点....................................................................................81.1大学生为主...................................................81.2工作经历少...................................................81.3工作态度不严谨...............................................8第四章．激励背景（原因）分析................................................................................91.1内因.......................................................101.2外因：......................................................101.2.1工资低................................................101.2.2忽略个人需求..........................................111.2.3员工活动少............................................111.2.4缺少对基层员工的培训机制..............................111.2.5管路者忽视员工职业生涯规划的作用......................121.2.6没有建立适合自身在不同市场环境的企业文化..............121.2.7岗位固定化：..........................................131.2.8非正常的作息制度......................................131.2.9劳动强度大............................................14第五章．建立有效的激励机制..................................................................................151.1培养他们的主人翁意识........................................151.2提高待遇....................................................151.3满足员工需求................................................161.4加强员工间的相互交流........................................161.5建立有效的培训机制..........................................171.6建立清晰的职业生涯规划......................................181.7建立企业文化：..............................................181.8岗位轮换....................................................1941.9保障员工合理合法的工作时间与正常的作息规律：................191.10合理安排服务员数量与他们的工作时间.........................20第六章.其它的激励建议............................................................................................211.1榜样的力量..................................................211.2精神激励....................................................211.3奖惩分明....................................................211.4领导行为激励：..............................................21第七章.结语........................................................22第八章.致谢........................................................22第九章.参考文献....................................................245第一章前言哈根达斯，1996年入驻中国内地，200