也谈激励机制（Talking about incentive mechanism）.docVIP

也谈激励机制（Talking about incentive mechanism） In the people management problem, there is little incentive to make managers more than interested. Incentive is to achieve organizational goals through high levels of effort will, by the effort to be able to meet some needs of individual conditions. The reality basis of the authorized incentive In 1929, Mayo, a psychology professor at the Harvard University led the research team to the U.S. Westinghouse Hawthorne factory conducted a series of experiments and observation. This is the famous Hawthorne experimental factory. Through the investigation of a series of experiments, Mayo et al summed up this view: the psychological factors of employees and social factors have great influence on the production and material environment, influence the production efficiency of the workers bonus co.. Thus, varied motivation theories have appeared, material to sovereignty, X theory to super Y theory, Maslows hierarchy of needs 5 Hz, Bergs motivation hygiene theory, modern ERG theory, McClellands theory...... Today, because of peoples material and spiritual life are very rich, people are not only the pursuit of money, they also want to obtain social recognition and respect, self realization. The United States has a novel describes a family history: the first generation because of poverty and the pursuit of wealth, become the richest man in the local; second generations were born rich, the pursuit of status, become celebrities; the third generation is the pursuit of fame, noble spiritual life to. The three stage of development but not generations pursuit, it is also the ideal personal growth rose ladder. Canglin, etiquette is the same reason. Today, the individual needs of diverse and complex, only an antidote against the disease, in order to half the times. The front has listed every kind of incentive theory, but its core is: everyone needs to self-esteem, dignity, respect to others. However, for most people, this demand has not been fully