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1、论企业员工的有效激励（Oneffectiveencouragementofenterprisestaff）Ontheeffectiveincentiveofemployeesinenterprises.Txtwhydowealwaysaddthepreviousstorieswhentellingstories?Thesummerflowers,finallyendedupsmashedtopiecesstillsmile,say.165"modernization"inJuly2007(onamall)total508
2、thFirst,theintrinsicfactorsaffectingincentivesIncentiveinmanagementreferstomanagersfollowtheprinciplesofbehavioralscience,theuseofavarietyofeffectiveMethodsandmeanstomaximizetheenthusiasm,initiativeandcreativityofsubordinates,Toensuretherealizationoforganizationa
3、lgoals.James,andPotterattheHarvardUniversityPeoplehavemadeafruitfulresearchontheincentiveproblem,andputforwardeffectiveincentivesrespectively,Expectancytheoryandsyntheticmotivationtheory.Effectiveincentivetheory,hourlywagedistributionsystemcanonlyletthestaffplay2
4、0%~30%oftheability,ifreceivedsufficientincentive,theabilityofenterpriseemployeescanbeInordertoplay80%to90%,betweenthetwosituations,thegapbetween60%iseffectiveincentiveResult。TheexpectancytheoryandthecomprehensivemotivationtheorysuggestthatemployeesworkhardThesize
5、ofthesubjectiveevaluationdependsonemployeevalueandrewardaward,theeffortandperformancePerceptionofrelationship,performanceandrewardrelationship.Whatistheperformanceofanemployee?Theresultsofmanycomplexfactors,buttheeffectivenessoftheincentivemechanismisthemostImpor
6、tantfactors.Fromthereality,theinternalfactorsaffectingtheincentivearemainly:1.doemployeesbelievethattheireffortscanbereflectedinperformanceappraisal?Intheenterprise,forsomeemployees,theanswerisnegative.ProbablybecauseofhimTheylackthenecessaryskills,whichmeansthat
7、nomatterhowhardtheytry,performancecan'tbepossibleVeryhighorevaluatingsystemstandardsarenonperformancefactorssuchasloyaltyandsoonThere'snowaytogethigherratings;there'sanotherpossibilitythatemployeesthinkthey'reinchargeHedidn'tlikehimself,sohefeltthatnomatterhowhar
8、dhetried,hefeltthathewasintheperformanceappraisalYoudon'tgethighmarksontheprice.ThesephenomenaindicatethatemployeeshavealowdegreeofmotivationBecauseemployeesth
