奖励无效,惩管理罚有效(国外英语资料).docVIP

奖励无效,惩管理罚有效(国外英语资料) When reading EMBA, Western classical management education will teach students the essence of management, that is, to guide and encourage employees to do the right thing and do things right. Nothing is absolute, and practice is the sole criterion for testing truth. Blindly copy the western management ideas and methods of operation are often not suitable for the Orient entrepreneurial companies. How to guide and encourage employees to do the right thing and do the right thing is a very practical problem. Do you use add (reward) or do subtraction (punishment)? What? 2 examples are impressive. First, management is late When the company was first founded, the recruitment was difficult (and later it was found that the staff of the big company were not good enough), with a total of 30 people, mainly young and 80 employees. The management team decided that the company would have a morning meeting every morning after work. It turns out that people are late every day, and it takes about half an hour to get to a formal meeting. Because of such small things, it seems a bit of a fuss and a new one is not easy to add. This is very annoying. Suddenly thought of EMBA education to encourage the right, so spare no effort to praise the employee who are never late, and do not be late, leave early for the employees plus bonuses (this is what I said of course addition, award amount is not very high). What? The effect? Two months later, statistics found that not only did not reduce lateness, but slightly increased. It makes me feel confused, have around ask: how to reduce late? Almost all of them answered: late, according to the administrative system to deduct money is (subtraction). ??? and revisiting the system step by step, made of double mode: the first monthly deductions late without deducting money (humanized management), second per person deducted 5 yuan (symbolic punishment), third times fourth times 10 yuan, 20 yuan, fifth yuan 50...... Within 2 months of tria