企业员工差异与金钱激励（Employee differences and money incentives）.docVIP

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企业员工差异与金钱激励（Employee differences and money incentives）.doc

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企业员工差异与金钱激励（Employee differences and money incentives）

企业员工差异与金钱激励（Employee differences and money incentives） Think about the theory of organizational behavior, explain the financial incentives, motivation of human behavior from their own, but also due to the need of motivation. The motivation is the goals of the organization need a stimulus and personality, demand and motivation behavior of individuals in the organizations are, by this stimulation, the behavior and organization of individual needs consistent process. In the primary stage of socialism, for the majority of workers, labor is the only means of livelihood, they are very concerned about their material interests. In fact, in the economic society, money is still the most basic elements of individual survival and success evaluation, to some extent, is still the symbol of success, power and status; its operation is relatively simple, direct and obvious effect. Therefore, money is often use incentive management incentive means, in reality in the process of management, the vast majority of managers tend to be higher than other money in the incentive status, and in the actual implementation of the effect is obvious, according to the survey data show that the impact on employee productivity incentives in 80 as a conclusion, as a reward to the stimulus level of productivity increase the maximum extent, reached 30%, other incentive methods can only increase 8%-16%. However, money incentive is a ready-made panacea? The fact that financial incentives inefficient or ineffective phenomenon also has been confused with managers. To explain the effectiveness of money incentive, incentive theory will need level financial incentives as an incentive factor can only meet the lower needs, two factors theory will be among the factors to unsatisfactory, expectation theory that money only in the expected return and the current income compared to the larger gap, in order to play the role of incentives. We use these theories to explain the reality and incentive problems encountered ma