中小企业激励机制外文翻译文献Word文件下载.docx
- 文档编号:17176817
- 上传时间:2022-11-28
- 格式:DOCX
- 页数:9
- 大小:25.85KB
中小企业激励机制外文翻译文献Word文件下载.docx
《中小企业激励机制外文翻译文献Word文件下载.docx》由会员分享,可在线阅读,更多相关《中小企业激励机制外文翻译文献Word文件下载.docx(9页珍藏版)》请在冰豆网上搜索。
scorecompetitivenessthecornerstoneofenterprisemanagementisanintegralpartoftheessence.Inspiredtheterm"
ChiHay"
as"
soexcitedheart"
thatistostimulatepeople'
smotives,theactsofpeopleinducedtoproduceabuilt-inmomentumtowardsthedesiredgoaloftheprocess.Asthenamesuggests,theso-callednegativeincentivesisabreachofindividualorganizationalgoalstopunishnon-expectedbehavior,sothatitdoesnotrecur,sothatindividualinitiativethegoalofmovingintherightdirectionoftransfer,disciplinaryactionforspecificperformance,economicsanctions,reductioninrank,descendingpay-outandsoon.Inthemodernenterprisemanagementattachesgreatimportancetotheentrepreneursareinspired,andoftenneglectedtheroleofnegativeincentives,therefore,thisarticletalkaboutthenegativeincentivesintheenterprisemanagementapplication.
Negativeincentivesintheroleofcorporategovernance
1Negativeincentivestocontrolemployeebehaviorisahidden"
stopline"
Justastheboundariesofmoralityandthelawasbeyondtheboundariesofethicsisboundtobepunishedbylaw,anegativeincentiveisthecase,hasday-to-daybusinessofthegeneralcodeofconduct,managementsystemsandsoon,beyondtheguidelines,thesystemwillbesubjecttocertainsanctions.Ofcourse,thenegativeincentivemeasuresandmeanstoexistinmostofthecorrespondingenterprisemanagementsystem.Negativeincentivesasa"
perhapsasafewemployeesnotedthatthestaffactuallycontrolbehaviorplayedanindispensableroleinthenurtureofday-to-day,thestaff,consciouslyorunconsciously,haveacceptedthiskindsofnegativeincentiveregulation,theinvisibletothemanagementofbehaviorofavirtuouscycleofsustainedeffect.Forexample,inthesystemprovidesthat"
adeductionforbeinglatetowork100"
allthestaffallknowcannotbelate,orelsetheywouldbepunished,undernormalcircumstances,employeesnaturallydevelopedahabittogotoworkontime,managersappliedonlyboundbyanegativeincentivemechanismtomanagetheentireenterpriseoflabordiscipline,wecansee,thehidden"
howimportant.
2Negativeincentivescanplaytheroleofawarningtoothers
Onmorethananegativeincentivesystemsareoftenboundbytheboundariesofemployeebehavior,butthisdoesnotmeanthatallemployeeswillcomplywiththeagreedrules,asnotallhavethelawwillbelaw-abidingcitizens,thetotalstaffwillbeguiltyofsomekindsoferrorsOtherwise,thelegalsystemandtheenterprisesystemofnegativeincentivesnolongernecessary,whichmeans,whenthenumberofemployeesboundtoovercometheseconsequenceswillbepunishedaccordingly,andthenatureofthispunishmentismandatoryandthethreatofnature,thedeterrenteffect,oftenplayedtheroleofsetanexampleandreallymakeitimpossibleforworkerstoacceptthepsychologicalbehaviorofenterprisemanagementrespect,therebyenhancingself-managementbehavior.Forexample,supposeacompanyinthemonth,a3milliontogotoworklate,thismonth3businessdeduction100Yuaneach,andtonotice,itwillmakeemployeesawarethatsuchanegativeincentiveisnotameansofdisplay,butverygoodtomaintainlabordisciplineofenterprises.
3Negativepsychologicalmotivationsofemployeesisgreaterthantheimpactofrecurrentexcitation
Istheso-calledincentivesareinlinewiththeorganizationalgoalsofindividualactsofrewardexpectationsinordertomakemoreofsuchactsappearedtoraisetheenthusiasmofindividuals,mainlyforemployees,suchasrewardandrecognition.However,employeesareinspiredtograduallydilutethepsychologicalimpact,especiallyforhigh-payingwhite-collarclass,asurveyshowedthatinChina,amonthlysalaryof5,000Yuanhigherthantheclass,fortherewardin10%oftheamountofincentives,theoverwhelmingmajorityofstaff"
Nofeel"
becauseofhigherrelativetotheirtotalremunerationforthisawardisinsignificant,itishardlysurprisingthattheydonotcare,andoftenwillfallintothehandsofrecognitionusedto"
inertia"
ofthetrap.Andthepsychologicalimpactofnegativeincentiveishugeandhasadualnature,fromthephysicalpointofview,undernormalcircumstanceswouldhavebeenabletogetwasnotpunishment,isadoublelossand,moreimportantly,thespiritbycombat,psychologicalfluctuationscanbeimagined,businessincentivesisthewaythroughthenegativepsychologicalimpactfromtheimpactoftheiractionstoachievethepurpose.Asinthepreviouscase,alatewhite-collarworkerswas100Yuananddeductionnoticeisveryworriedaboutthiswhite-collaremployeestochangehisawarenessofhispsychologicalimpactwasnotabletobemeasuredbymoney.
4Thepositiveeffectofnegativeincentives
Simplyunderstoodliterally,itisoftenthoughttoplayanegativeincentiveeffectisnegative,onthecontrary,weintheenterprisemanagementprocessistoplayapositiveeffectofnegativeincentives.Theabovementioned"
orawarningtoothers,orallofthenegativeincentivesormeanstoregulateemployeebehaviorare,inordertoconductbusinessmanagementservices.Afewdaysago,aresearchreportthatthecurrentpersonnelmanagement"
cannotpost,thesalarycanbeincreasedcannotbereduced,theannualassessmentisonlygood,competent,thereisnooraverysmallnumberofincompetent,"
andmanyotherphenomenahavestemmedfromnotnegativeincentivesystem,whicheventuallyledtoalackofpassionandtheentirecollectivevitality,creativityandenthusiasmisnothigh.Casesfromtheaboveanalysis,thepartiesmaybeapunishmentisnegative,thenegativeside,butshouldbenotedthatiftherearenosuchnegativeincentivemeasures,thewrongfulactofalaissez-faireattitudeofstaff,wecanimaginethefateofanenterprisewillbeHowwould,infact,thisisonlyasmallnumberofpeopleonthepunishment,theeffectistoenableenterprisestocomplywiththemajorityof"
rulesofthegame"
thepositiveeffectismuchlargerthanthenegativeeffect;
fortheparties,thenegativeimpactisonlytemporary,andonlyherecognizedthaterrorsandcorrections,thefinalresultispositive.
5Theimplementationofincentivescannotbeanegativebias
IntheConstitutionprovidesthat"
everyoneisequalbeforethelaw,"
Thesameistrueofnegativeincentivesintheconductofcorporatemanagementtoachieve"
equalitybeforethenegativeincentives"
whichistheimplementationoftheincentivetobemoreaccurateandappropriatedegreeofdifficultythanGreat.Negativeincentivesintheimplementationisoftendifferentfromtheincentives,incentivesareoftenbiasedinfavorofthe"
icingonthecake,"
alittlemoreless,lessstaffthanaccounting;
andnegativeincentivesaredifferent,oncethebias,employeeswillbeover,willleadtoenterprisemanagementtheauthorityofthosewhosuffer,andevenleadtoineffectivecorporategovernancesystem.Forexample,anemployeeforbeinglate,becauseemployeescannotbesaidthathewasonhiswaytraffic,thereisnosubjectiveerrorandgiveuptheirpunishment,orthenextbecauseof"
traffic"
willbelate,moreandmoremanagersbecauseitisimpossibletoimplementreallytraffic,managerscanalsobeunderstood:
Asitisknownthatthepeakperiodofworkmaybetrafficcongestion,whycannotthisearlypointofdeparture?
Shouldnotvaryfrompersontoperson,suchasawifeorrelativesleadershiptogiveuptheirpunishmentforbeinglate,thenallthesystemswillbeamereformality,corporategovernance,sinkintoachaoticstate.
6Inthefaceofnegativeincentivestomanagerstoleadbyexample
Leadershipasabusiness,managersshouldbewillingto"
loss"
itself,itisnecessarytoaccompanystafftoaccepttheburdenofresponsibilityshouldbetoenablethestaffwillnotbeconvincing.Inthepowerindustryformanyyearsofday-to-daymanagementofthe"
monthlyeconomicassessmentmethodsaccountability"
and"
Pointsmanagementregulations"
aretwowell-establishedmanagementpractices,thesetwoapproachestotheconductofemployeesasdefinedindetail,thevastmajoritythemajorityofnegativeincentivemeasures,asmallnumberofpositiveincentives,whichisagoodpartofpunishmentforthenextlevelofemployees,higherlevelmanagerstobeacertainpercentageoftheassociatedpenalties,sincethetheoryiswrongonthelowerlevelemployeesatleastbearmanagementresponsibility,thepenaltiesassociatedwithnegativeincentivemeasurestoimplementgreaterinteroperability,thehigherlevelcansay.Thereisalsoasubordinateenterprises,theestablishmentofthe"
threeGermanbanks"
managementapproach,thatis,professionalethics,socialethicsandfamilyvirtues,andmanagementareaswithintheeight-hourextensionfromtheoutsidetoeighthourstocounteachandeverymemberofthe"
threeethics"
ofthegold,asapunishment"
ThreeMorals"
ofloaninterest,depositinterestratesasareward,buttheleadershipofmoreseverejointandseveralliability,"
ofpointsistheaverageofemployees,byemployeesofthesystemgreatlyrecognition.
赞同
1.Oneoftheprinciples:
incentivestovaryfrompersontoperson
Becauseofthedifferentneedsofdifferentstaff,therefore,thesameincentiveeffectsofpolicyincentiveswillplayadifferent.Evenwithastaff,atdifferenttimesorcircumstances,willhavedifferentneeds.Becauseofincentivesdependingontheinte
- 配套讲稿:
如PPT文件的首页显示word图标,表示该PPT已包含配套word讲稿。双击word图标可打开word文档。
- 特殊限制:
部分文档作品中含有的国旗、国徽等图片,仅作为作品整体效果示例展示,禁止商用。设计者仅对作品中独创性部分享有著作权。
- 关 键 词:
- 中小企业 激励机制 外文 翻译 文献
![提示](https://static.bdocx.com/images/bang_tan.gif)