Everyone has written papers in all fields of society, and you must be familiar with all kinds of papers. Thesis is a means to study some academic problems. Then the question comes, how to write an excellent paper? The following is an analysis paper on the existing problems of enterprise incentive management. Welcome everyone to learn from it, I hope it will help you.
From the perspective of current management science, incentive theory is the most commonly used enterprise management theory, and it is a catalyst for enterprises to improve the enthusiasm and efficiency of employees. How to effectively apply the incentive theory to enterprise management is a problem worthy of discussion. In this regard, this paper focuses on the application of incentive theory in enterprise management, analyzes the problems existing in the application of incentive theory, and puts forward relevant strategies.
Keywords: incentive theory; Enterprise management; Disadvantages; tactics
In the period of China's rapid economic operation and social progress, the competition among Chinese enterprises is becoming more and more fierce, and the mobility of talents is increasing. This is mainly because of the rapid development of society and the great pressure of people's lives, which leads to serious brain drain in many enterprises. In this regard, the author believes that we should strengthen and improve the incentive mechanism of enterprises, enhance the sense of cohesion of employees and improve their work efficiency. Tap the potential quality of employees, retain talents, and let talents create certain economic benefits for enterprises. In this regard, this paper focuses on the implementation of incentive mechanism in enterprise management and puts forward relevant strategies.
First, the concept and theoretical analysis of incentives
1, the concept of motivation.
Motivation is a commonly used term in psychology, and its meaning lies in the psychological process of constantly stimulating people's motivation and internal motivation, keeping their psychological process excited and prompting people to take action towards the expected goal. The main factors that constitute motivation include motivation, need, external stimulus and behavior, and the combination and function of these four departments constitute the motivation for people. However, from the perspective of management, "motivation" in enterprises means that managers use different management methods according to people's psychological characteristics and needs to stimulate people's creativity and positive consciousness, thus prompting employees to move in the direction of organizational goals.
2. Incentive theory.
From a psychological point of view, incentive theory can be divided into three types, mainly focusing on the following points.
(1) demand-based incentive theory. Its main content is to examine the psychological essence and needs of employees, and it is an incentive theory with human psychological motivation and needs as the main research object. It is to motivate people, meet the needs of objects, and motivate them to have better performance in their work. In the needs theory, the needs of employees are the core of the needs incentive theory. In order to motivate them in a deeper level, we should analyze the needs and structure of employees in a deeper level, so as to find the biggest incentive factors and formulate reasonable incentive means.
(2) Process incentive theory. It takes people's psychological behavior and physical behavior as the main research object, and through the research on employees' psychological and physical behavior needs, it implements the process incentive theory, so as to achieve the purpose of motivating employees to work hard. In the process of choosing incentive methods, we should start from employees' interests and psychological needs to improve the incentive effect.
(3) Behavior modification stimulation theory. This theory emphasizes the behavior modification of "managed personnel", which is mainly based on Skinner's theory. Managers can motivate employees through positive behavior stimulation and negative behavior stimulation, in line with the concept of clear rewards and punishments, to strengthen employees' positive behavior and reduce employees' negative behavior.
Second, the incentive disadvantages of enterprise management
With the continuous development and improvement of enterprises in China, many enterprises integrate incentive mechanism into enterprise management. But the effect is not ideal, and the effect and function of the incentive mechanism have not been brought into play. In this regard, the author describes the problems existing in the application of incentive mechanism in enterprise management from the following points.
1, the incentive form is too simple. In the process of implementing the incentive mechanism, enterprises overemphasize the material and efficient incentive mechanism, and do not really take the interests and hobbies of employees as the starting point. This has no effect on stimulating employees' inner spirit, and employees' spiritual needs such as sense of accomplishment, motivation and self-worth cannot be met. It is not conducive to mobilizing the enthusiasm and positive consciousness of employees, which has caused great trouble to the future development of enterprises.
2. The incentive system is not long-term. In the process of implementing incentive strategies, many small enterprises do not pay attention to long-term development, but simply pay attention to short-term achievements. Employees are motivated by salary increase, but there are few long-term incentive items such as salary reward for employees' seniority and employee stock ownership. Although it can get good results in a short time, in the long run, it does not meet the needs and motives of employees. Over time, employees' passive and slack mood will continue, which will lead to a vicious circle instead of losing its effect.
3. The feedback effect of incentive mechanism is not high. In the process of implementing incentive strategy, many enterprises only pay attention to the process of incentive implementation, but not the effect of incentive feedback. In the process of improving incentive feedback, the enterprise is actually a way to let employees know their value in the enterprise and improve their sense of self-achievement and self-existence. However, ignoring the role of incentive feedback is not conducive to the long-term development of enterprises.
Third, improve the enterprise management incentive strategy.
1. Provide a level playing field.
From a psychological point of view, everyone will compare their own efforts and returns, and they will often compare others' efforts with their own. It is very important to seek fairness from this theory, which plays an important role in enterprise management and interpersonal communication. Therefore, in the process of adopting incentive mechanism, enterprise managers. It should be carried out in the principle of fairness and justice, and comprehensive evaluation should be made from the aspects of employees' ability, working age, working attitude, personal political literacy and education level, so as to rationally allocate and allocate posts. In the process of work, it is necessary to master the information of employees and understand their different needs, so as to improve their positive consciousness, stimulate their potential and lay the foundation for the long-term development of enterprises.
2. Provide psychological protection.
From the current form analysis of our country, our country is currently in an era of abundant talents and rapid development of enterprises. With the development of economy, the competition among enterprises is becoming more and more fierce, the mobility of employees is increasing, and the pressure of people's lives is increasing. This requires enterprises to fully consider the psychological needs of employees, provide psychological protection for employees, ensure their actual work and stimulate their enthusiasm for work in the process of implementing incentive mechanism. Improve the welfare system, including social insurance, medical insurance, provident fund system, the purpose is to let employees do their jobs well, without worrying about livelihood and life pressure, so as to improve work efficiency. Implement a vacation system. According to the national labor law, employees' right to rest is guaranteed, so that employees can combine work and rest, thus improving work efficiency and employee well-being.
3. Provide development opportunities for employees.
From the psychological point of view, self-realization and self-improvement are everyone's potential psychological needs. Therefore, in the process of using incentive mechanism to implement management, enterprise managers should make full use of employees' psychology and give employees opportunities for development, so as to improve their sense of self-accomplishment and work ability. In this regard, the following points were discussed.
(1) Set phased goals in the enterprise, so that every employee can have a sense of being prepared for danger in times of peace and realize that he can't keep up with the times, and if he doesn't adapt, he will be eliminated by the enterprise. Through target design, enterprises can help employees improve their awareness of learning, enhance their own abilities and create appreciation opportunities for employees themselves. At the same time, enterprise managers should organize regular training to provide employees with opportunities for learning and progress. When employees reach the phased goals, enterprises should openly encourage them to satisfy their subconscious sense of self-achievement. Enhance the enthusiasm and positive consciousness of employees, so as to have more energy to study, stimulate their own potential and improve their self-confidence.
(2) Constantly improve the training institutions within the enterprise and establish the concept of lifelong learning, so as to improve the overall development of the enterprise. Make plans to improve staff training, establish performance appraisal system and supervision and management mechanism, communicate in branches, reduce training costs, realize information sharing and improve resource utilization efficiency as a whole.
(3) improve the work content and work form. From the psychological point of view, people are always in an environment and state, and there will be fatigue and slack psychology. Therefore, enterprise managers should improve their work contents and work forms to diversify their work forms. Enhance the fun of work through cooperative learning, reasonably arrange the design work content, and promote the continuous growth and progress of employees in their work.
4. Improve employees' job satisfaction.
A good environment and atmosphere can improve a person's work efficiency and enthusiasm. Therefore, managers should improve employees' job satisfaction, thus enhancing employees' work enthusiasm and enthusiasm, and enhancing employees' happiness. In this regard, the following points were discussed.
(1) Optimize the working environment. It is necessary to create a bright and spacious working environment, improve the psychological comfort of employees, and reduce the work pressure and life pressure of employees. Promote the work efficiency of employees, thus stimulating their potential and giving full play to their work efficiency.
(2) Improve the working atmosphere. From the psychological point of view, a negative and depressed working atmosphere will make people feel bored and uneasy, thus reducing people's positive consciousness. Therefore, in the process of management, managers should constantly improve the working atmosphere and create a positive working atmosphere. As a leader, we should work with an optimistic and enthusiastic attitude, so as to stimulate employees' desire to work, have a certain affinity, be able to have a cordial conversation with subordinates and give some encouragement in time, so as to make employees feel happy and finish their work efficiently.
(3) Respect employees. We should learn to respect others when we need to be respected. In the process of implementing the incentive strategy, enterprise managers should put respect for employees in an important position. Starting with equal conversation and equal management, actively listen to the opinions of employees and build an equal, harmonious and harmonious platform for the future development of enterprises.
Four. conclusion
In short, the incentive mechanism has been widely used in China's enterprise management, but there are still some shortcomings. This paper puts forward some suggestions for the disadvantages of enterprise management in the process of implementing incentive strategy, hoping to help enterprises change the current situation as a whole, further improve the enthusiasm of employees, improve their happiness and create greater profits for enterprises.
References:
Chen Xiliang. On the Application of Incentive Theory in Enterprise Management [J]. Journal of Chongqing Jiaotong University (Social Science Edition), 20 1 1
[2] villi. Employee motivation-another idea of enterprise reform [J]. Journal of Yuzhou University (Social Science Edition), 20 12. (04)
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