2011年工商管理毕业论文―员工激励问题研究.doc

员工激励问题研究 摘要 在改革开放飞速发展的今天，随着我国经济实力的不断提高，以及次贷危机所带来的影响，相应的也给我国的很多公司以及集团带来人力资源的管理问题。那么如何进行人力资源管理，充分调动中国工作人员的积极性和创造性，高效率地利用现有资源中的最活跃的资源-人力资源，从而更加有效地利用其他资源是来使我国的经济有更好的发展。使企业在竞争中处于优势高效生产经营运作的有利地位，减少工作中的不满和冲突发生，减少无畏的人员浪费和流失。 在我国公司中有很多决策者都是在19世纪时候创立的公司，所以在工作中多以自己以前的经验来管理公司，必然会产生不同程度的管理问题，特别是在人员的有效激励方面表现的尤为突出。这些突出的矛盾主要是由于时代的变化、经济的发展以及次贷危机等造成的。文化和管理理念的差距，促使这些19世纪公司在中国的人力资源管理方面出现很大的人员浪费和流失现象的产生。因此，本文对中国19世纪的企业的人力资源激励的相对不合理、不完善的方面给予相应的改进性建议，希望能够通过认真分析新旧文化及管理特点而制定的改进员工激励的建议能够为朝阳宏达集团提高自身资源利用效率有所帮助。 关键词：文化冲突；经济；次贷危机 Abstract The rapid development of reform and opening up today, as Chinas economic strength continues to improve, as well as sub-prime crisis impact, the corresponding also to the many companies and groups in China to bring human resources management issues. So how do human resource management, fully utilizing the Chinese staff motivation and creativity, the efficient use of existing resources in the most active of the resources - human resources, and thus more effective use of other resources is to make our economy better development. The enterprise in a dominant position in the competition and efficient operation of production and operation of an advantageous position to reduce the work of discontent and conflict, reduce waste and loss of personnel fearless. There are many companies in our decision-makers were founded in the 19th century, when the company, so many in their work with their previous experience to the management company, will inevitably produce different levels of management issues, particularly in the officers performance of effective incentive a particularly prominent. These highlight the contradiction was mainly due to the changing times, economic development, as well as a result of the subprime mortgage crisis. The gap between culture and management philosophy, urging them to the 19th century in Chinas human resources management, there was a great waste and loss of personnel generation phenomenon. Therefore, this article on the Chinese enterprises in