Development course and trend analysis of incentive theory
Wangjialong
(Organization Department of Jiangxi Provincial Party Committee, Nanchang, Jiangxi 330006)
Abstract: In recent decades, modern management discipline has always regarded motivation as an important research field. With the economic globalization and the development of information technology
Step, especially with the involvement of multiple disciplines and the enrichment of research methods and tools, incentive theory is currently in the process of changing from management and psychological research to economics.
In the process of subject research transformation, it has the characteristics of systematicness, diversity, scientificity and operability.
[Keywords:] incentive theory; Development process; Characteristics and trends
[China Library Classification Number] C936 [Document Identification Number] A [Document Number]1007-8487 (2005) 04-0048-03
[Date of receipt] 2005- 0 1- 20
[Author] Wang Jialong (1965), male, from Wuning, Jiangxi Province, deputy director of the Organization Department Office of Jiangxi Provincial Party Committee, and a doctoral student at Jiangxi University of Finance and Economics.
Incentive theory is one of the hot issues in many contemporary disciplines.
Since 1950s, with Maslow, McLelland, Fu.
The research and development of a large number of scholars, such as Lome and Locke, make the management incentive theory obsolete.
Be rich, mature and perfect. In recent decades, modern management discipline has also been exciting.
As an important research field, motivation involves organizational design theory, behavior theory and enterprise.
Cultural theory and so on are all branches of disciplines developed under the management incentive goal.
Over the years, the study of motivation has also become the frontier and hot spot of economics.
Topic, game theory, economic mechanism design theory, information economics, principal-agent theory
Enterprise theory has developed rapidly in this field and achieved fruitful results.
It greatly enriches microeconomics and constitutes the mainstream of economics.
one
Management is based on the basic mode of human behavior, combined with different schools of psychology.
According to the different explanations of these models, three motivation theories are put forward: behaviorism motivation
Incentive theory, cognitive incentive theory and comprehensive incentive theory.
1 1 behaviorism motivation theory. Behaviorism motivation theory includes old actors.
Righteousness, new behaviorism, behavior modification incentive theory. Behaviorism studies behavior.
Therefore, its psychological theory is based on conditioned reflex theory, which is based on certain means.
Directional control or transformation of human behavior to guide it to reach the expected optimal state.
The old behaviorism is based on classical conditioned reflex, and its basic formula
In order to stimulate Y response, human behavior is induced by stimulation. According to this principle
In terms of management measures, the essence of applying incentive means is to stimulate, through stimulation.
A means of inducing people's behavior, especially economic stimulus.
New behaviorism adds an intermediate variable, namely subjectivity, to this formula.
Factors, including: intention, desire, behavior purpose, image, plan. Among the new behavior owners
According to the righteous, human behavior plan is based on the system of trying to operate Y and execute Y.
Standing, so it is also called operationalism. According to the new behaviorism theory, it is inspiring.
The main means can not only rely on stimulus variables, but also consider the existence of intermediate variables.
Yes Specifically, in addition to seeing money as a stimulus,
We should also consider people's subjective factors, that is, we should analyze people's various needs, people to people
The relationship between them; It is necessary to analyze the influence of internal and external environment on people; To analyze the goal equilibrium
And the relationship between personal goals and organizational goals.
The motivation theory of behavior correction is based on the conditioned reflex.
According to this theory, many human behaviors are operational and instrumental.
Nature, people's exploration or/and spontaneous activities due to certain needs. explore
Accidental behavior in the process became a tool to achieve the goal, so he
As long as you learn to use this reaction to manipulate the environment and achieve your goals. Acquired response will
Will increase with the increase of reinforcement, and will also fade with the decrease of reinforcement. Put this principle
When this theory is applied to management, the theory of behavior modification motivation comes into being. In management, to people
Give affirmation and reward to a certain behavior, so that this behavior can be consolidated, maintained and strengthened.
This is called positive reinforcement. Give negation and punishment to certain behaviors to weaken them or
Fading is called negative reinforcement. Positive and negative reinforcement is a way and means of reinforcement.
Properly used, we can directionally control and transform human behavior, and finally lead.
Guide to the expected best state.
Behaviorism motivation theory is the product of the mechanistic era in general,
It simply regards human behavior as the mechanism of human nervous system to objective stimulation.
Mechanical connection, which is related to the immature psychological theory at that time, when management
Status is related to the low level of education, as well as the relationship between the manager and the managed.
Li's position relationship is the position relationship, the manager is/shepherd 0, and he is managed.
Translation is just a tool for speaking.
2 1 cognitive motivation theory. On the basis of criticizing behaviorist motivation theory,
Form a cognitive motivation theory. Cognitive psychology believes that behaviorism is just a line.
Regarding the view that the human nervous system has a mechanical connection with objective stimuli, no
In line with the objective laws of people's psychological activities, we should also consider people's internal factors.
Such as ideology, needs, hobbies, values, etc. This theory applies to
There are two kinds of incentive theories in management activities, namely, content-based incentive theory and excessive incentive theory.
Incentive theory based on equation. The former focuses on meeting people's physiological and psychological needs.
And other aspects to motivate the managed, mainly including Maslow's hierarchy of needs theory, Al
Defoe's theory of existence, relationship and growth, McLelland's theory of achievement motivation, Hertz
Berg's two-factor theory and so on. The latter focuses on the research from the generation of motivation to taking action.
Psychological process mainly includes Fromm's expectation theory and Adams' fairness theory.
Locke's goal setting theory and Hite's attribution theory.
From the development of cognitive psychology, it is called Hawthorne Experiment 0.
As a beginning, Maslow's hierarchy of needs is a sign of maturity. 1927) 1932
Mayo, a professor of management at Harvard University, and his assistant used to work in Western Electric Company.
The famous Hawthorne experiment 0 was carried out in Hawthorne factory. 1933, engaged in 5 industries.
The book "Human Problems in Civilization 6" summarizes the experimental results and puts forward the relationship between people.
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Theory. He believes that traditional management regards people as/economic people and money as.
It is wrong to think that it is the only motivation to stimulate enthusiasm. People should be/society.
People, in the incentive, money or economic stimulus is only the second most important, society.
Psychological factors occupy the first important position. Therefore, Mayo suggested that we should put
The basic point of motivation is to care about people and meet their social needs. The manager should
Listen to the opinions of employees, understand their thoughts and feelings, and coordinate their interpersonal relationships.
Department, and through the collective reward system to cultivate employees' sense of belonging and integrity. To be exact; Precisely
Under the influence of this theory, western management circles appeared/participated in the new management of management 0.
Way, began to turn from the past/consider the era of work 0/consider people 0.
Generation.
In the 1940s, with the emergence of Maslow's hierarchy of needs theory, western management
Great changes have taken place in the incentive theory: (1) Since people have multiple needs at the same time,
To do this, incentives should be based not only on material needs, nor on money, but on more.
This need is the basis of stimulating enthusiasm. (2) Since all kinds of demands have advantages.
Potential demand, we should take the advantage demand in different situations as the starting point of incentive.
Point, thus generating greater driving force for people. (3) Since seniors need it,
People will never be fully satisfied, so we should start with advanced needs and motivate them.
Only in this way can we stimulate a more stable and lasting enthusiasm for work. Imaslo
Based on the hierarchy of needs theory, western management circles have established such an incentive model.
Formula: Y goal, Y motivation, Y behavior, Y performance, Y reward, Y satisfaction and Y positivity are required.
Make love. In this way, the western incentive theory starts from Mayo's/crowd relationship theory 0,
Based on Maslow's hierarchy of needs theory, incentives have changed from a single one.
The evolution of money meets all kinds of needs.
3 1 comprehensive incentive theory. The enrichment and development of incentive theory has led to people's.
Scientists tend to synthesize and simplify these theories, trying to find a theory that can embody all kinds of theories.
On the comprehensive model of effectiveness and complementarity. It was Potter who made this attempt earlier.
And Lawler, who proposed the integration of variables such as effort, performance, reward and satisfaction.
The synthetic model is generally accepted by people, so there are many synthetic methods and models.
Now
A 1 aggregation model. In the aggregation model, two seemingly different theories are combined.
More representative is Locke's goal with the concept of/self-efficacy 0.
Goal setting and expectation aggregation theory: when the work difficulty is the same, the period of success
Expectation is positively correlated with job performance; When the difficulty of work is different, work
The difficulty is now related to the worksheet. /goal y self-efficacy y performance 0 is exciting.
As the main part of the incentive process, people's choice of goals is influenced by two independent factors.
Influence, first, expectation and self-efficacy; The second is the attractiveness of performance results. in addition
Outside, in the process of motivation, every link is to believe in people's understanding and rationality, and people.
Self-determined will or goal commitment affects the whole process of motivation.
B 1 mixed model. The mixed model is obtained by combining various theories
It can predict the effectiveness of work behavior better than a single theory. Katz and Thompson
The comprehensive model of/attitude, motivation and performance proposed by 1990 is one of them.
One. This model shows that there are at least three loops in the process of improving performance.
Road, first, from personal needs, to achieve the goal; The second is the distribution of personal resources.
And look forward to starting to achieve the goal; Third, it is realized from working conditions and specifications.
Target. At the same time, several cycles also interact. In addition to packaging, this model
Including the above-mentioned needs theory, cognitive theory and control theory, but also including
This paper introduces some factors that are not paid much attention to in motivation.
C 1 integrated model. Robbins from the main point of view of various theories, right
Based on expectation theory, the knowledge about motivation is integrated. This model is the most
All kinds of incentive theories are integrated to the greatest extent, and the model contains various influences.
Human efforts.
D 1 interactive /I) A) R0 excitation model. Xu 2000 1
Journal of Shanghai Jiaotong University, No.5, No.6 put forward interest orientation and dedication.
Interactive mode composed of orientation and incentive mode orientation.
In the different development stages of management science, many different hypotheses of human nature have emerged.
Theoretically, based on different assumptions about human nature, management scientists put forward different methods.
Ways and means to stimulate and mobilize people's enthusiasm.
1 1 incentive method of economic man hypothesis. In the era of classic management, classic
Influenced by the hypothesis of rational economic man in economics, people are regarded as economic men and everything to them.
Behavior is to maximize one's own self-interest, and everyone should strive for the maximum.
Economic benefits, the purpose of work is to get economic returns. 1960 s
In the s, American management scientist McGregor put forward X theory and Y theory, in which X.
This theory summarizes the hypothesis of economic man. Economic man has four characteristics: (1)
Most people are always lazy and hate work. They try their best to avoid work. (2) 1
Most people have no ambition, like to do what they are told and are unwilling to take responsibility; (3) More
The purpose of several people's work is to meet their own physiological needs; (4) Most people
Need to be controlled, etc. Based on this assumption of human nature, the incentive party in management work
Method, the most effective measure is material stimulation, that is, using money to stimulate people's enthusiasm.
Make love.
2 1 incentive method of social man hypothesis. In Hawthorne's experiment, Mayo et al.
It is found that people are not only economic people, but also social people. People not only have material aspects.
Needs, as well as psychological, social and other needs, thus putting forward social departure.
Settings. People think that people get material benefits in their work, which is very important for mobilizing people's work results.
Polarity only plays a secondary role, and people pay more attention to getting along with people around them in their work.
Good interpersonal relationship is the decisive factor to arouse people's enthusiasm for work. agency
Incentive measures to meet people's assumptions emphasize the need to meet people's social needs in management.
More important than meeting material needs. Therefore, managers should attach importance to the study of human society.
Social needs, pay attention to the relationship between people, pay attention to the training of employees.
Sense of belonging, advocate collective reward system, not individual reward system.
3 1 self-actualizer's hypothetical incentive method. The concept of a self-fulfilling person is
It was put forward by the famous American humanistic psychologist Maslow. He believes that people
In addition to material and social needs, there is also a way to express one's talents and realization.
One's own ideals and desire for self-worth. Accordingly, the incentive method should be
Create a suitable working environment and working conditions, so that people can work in this environment and
Under the condition of fully tapping one's own potential, give full play to one's talents and minimize and eliminate oneself.
Obstacles and obstacles to my realization. Make people work through internal rewards.
Get knowledge at work, increase talents, and use self-improvement and other methods to stimulate.
And arouse people's enthusiasm for work.
4 1 incentive method of complex person hypothesis. In the 1970 s, the god ladder
Due to the complex assumption of people, it is believed that people's needs are diverse and the same person is at the same time.
There will be multiple demands at a time, and it will change with the change of work and life.
Break new demands. In reality, no one set is suitable for any era or any group.
A universally effective incentive method for organizations and individuals. Based on the redefinition of human nature,
In order to arouse people's enthusiasm, managers must adopt the spirit of being different from time to time, from place to place and from thing to thing.
Flexible incentive measures, guiding management with contingency theory and methods.
two
Fundamentally speaking, the classical incentive theory is based on the analysis of people's psychological characteristics.
This is based on behavioral characteristics. Especially Maslow and others.
The concept of "Need 0" and its creative interpretation are milestones in the history of incentive research.
This is a significant event, which puts the research initiated by Taylor on a new theoretical cornerstone.
))/need to be above 0, and need to form a modern incentive theory. Therefore,
/Need 0 becomes the window for us to see through modern incentive theory and the key to analyze problems.
Spoon. However, the classical incentive theory itself has some contradictions that are difficult to solve.
Especially the concept of/need 0, it is difficult to observe and evaluate people's psychological needs.
And belong to endogenous variables; At the same time, psychological characteristics must vary from person to person, from time to time and from thing to thing.
However, they are different and in dynamic change, and the repeatability of various incentive methods is poor.
This is difficult to grasp; Due to people's adaptability to incentive conditions, any stimulus
Incentive factors will become health care factors, resulting in the scarcity of incentive resources in management organizations.
As well as the rigidity of incentive factors, it is difficult to manage incentives.
Forty nine
In order to last. In the modern age of digital existence, the development day of the whole society
Diversified interests, there is no unified model, unified pattern, and more is society.
Metaphysics is based on the diversity of human beings and the full extension of human personality.
The era of attributing people to a concept is over. Modern incentive research is imminent.
Seek the traditional cognitive framework beyond the demand theory and study it from new fields and angles.
Look into it. It is against this background that in recent decades, with the economic globalization.
The progress of information technology, especially the involvement of multi-disciplines and research methods,
With the enrichment of tools, the research field of motivation has been greatly extended and expanded.
This method is further enriched and improved, showing the following characteristics:
(1) The research perspective and thinking have gone beyond the limitations of classical incentive theory.
The research on psychological process turned to study from the perspective of system and mechanism.
Problem institutional economics and game theory, economic mechanism design theory, information economy
Many branches of science, principal-agent theory and enterprise theory have made achievements in this respect.
Outstanding achievements have been made. According to institutional economics, institutions are established to reduce exchange.
Easy to cost, reduce the gap between personal income and social income, encourage individuals and
Organizations engaged in production activities will eventually lead to economic growth. If a society does not have
Economic growth has not been realized because it has not provided effective incentives for economic progress.
That is, there is no guarantee from the system that the main body of innovation deserves the reward, and the system can be raised.
For motivation. On the one hand, the difference between planned economy and market economy lies in the decision-making machine.
Systematically, that is, planned economy is centralized decision-making and market economy is decentralized decision-making; the other/opposite side
There are also differences in resource allocation and incentive mechanism. market economy
It is to realize the optimal allocation of resources through the price mechanism and give people through institutional arrangements.
Scientists provide strong incentives for production and innovation. And institutional incentives
Function is realized through the definition of property rights. In economics,/property right is a kind of
Choose multiple uses of goods by social compulsion.
That's right. Property right is a set of rights, including the possession, use and disposal of economic goods.
And the right to income. An effective property right system can promote the use of property by property owners.
The right to seek their own interests, and make this interest constantly internalized. property right system
It also stipulates how personal motivation should be realized, which determines people's productive labor and products.
Distribution rules, and can ensure that innovation profits belong to innovators. When institutionalized,
After ownership, the subject of property rights will form the expected income of their own behavior.
Interest, the dynamic mechanism of the subject of property rights is also formed. Two-factor theory and specific investment
Capital theory has laid the foundation of incentive mechanism such as stock right and option. Learning organization
Theory supports * * * the same vision incentive model; Organizational capital theory from a new perspective
Relying on the organizational incentive and coordination mechanism, organizational capital adopts sharing, participation and culture.
In the form of investment, seek organizational incentives and coordination to improve efficiency.
Diameter; Psychological contract theory emphasizes the establishment of good psychology between employees and enterprises.
Contractual relationship can stimulate people's initiative, enthusiasm and creativity by strengthening moral sense.
Creativity; With the flattening and virtualization of enterprise organizational structure, the organizational boundary model
Sticking, group motivation and cross-cultural motivation have become hot issues in motivation theory; Wait a minute.
(2) Research from different fields. In the enterprise field, enterprise theory
In particular, the agency theory has made outstanding achievements. Modern agency theory
The main goal is to share the risks faced by the principal and the agent.
The relationship between income and dynamic mechanism provides effective design incentives.
Mechanism principle. In the view of agency theory, the so-called principal-agent relationship is a kind of
Contract. According to this contract, the principal authorizes the agent to follow up for their interests.
Do some activities, including representing customers. At the agency.
There are two typical problems: one is the agency problem. The agency problem includes two aspects.
Problem: 1 1 adverse selection problem. Adverse selection is also called prior opportunity mastery.
Meaning means that before signing a contract, the asymmetry of information already exists, and one party to the contract
With private information, the parties make use of their information advantages to sign the contract.
Good for yourself, bad for others. 2 1 moral hazard. Moral hazard is also called moral failure.
The behavior is embodied in the agent's use of his possession without authorization after signing the contract.
People observe private information, change their behavior patterns before signing a contract, and get it.
Take greater expected benefits, maximize their own utility, but at the same time damage.
The effectiveness of the principal or other agent. The essence of principal-agent theory is to establish
Incentive and restraint mechanism for agents to maximize their own interests.
At the same time, as far as possible to safeguard the interests of the principal, to ensure the objectives and entrustment of the agent.
The consistency of people's goals, at the same time, enables the principal to fully supervise the enthusiasm of the agent.
To maintain the normal operation of the principal-agent relationship. Major national defense institutions
The key lies in how to define the scope of power and responsibility of the agent. Design incentive mechanism
There are two main ideas: one is based on the behavior of monitoring agents. advance
Set a reasonable agency contract and determine a reasonable property right relationship between the principal and the agent.
Structure, clear the scope of rights and responsibilities of the agent, through the supervision of the principal to the agent.
Supervise to suppress the opportunism of agents who are harmful to the client.
Interest behavior, in order to realize the control of moral hazard and adverse selection phenomenon. two
It is based on the results of behavior to effectively control agents. Make it reasonable in advance
Principal-agent contract, to determine the reasonable property right structure between the principal and the agent, Ming
Clarify the reasonable scope of the agent's responsibilities and rights, and determine the reasonable scope according to the expected results.
Benefit sharing mechanism and risk sharing mechanism, and finally benefit based on agency effect.
Share or share.
The second is the client problem. From the perspective of entrustment, the principal carries out agency.
The enthusiasm and possibility of supervision is the basis of ensuring and improving the efficiency of principal-agent
In the case of a single principal, the principal's enthusiasm for supervision is mainly due to profit.
The size of the decision, that is, the comparison of supervision income and supervision cost. Multiple copies
When the owner constitutes the principal, the supervisor is prone to opportunism.
Because. The losses caused by agency problems are shared equally by each customer.
Small, but the accounting cost and opportunity cost of supervision are very large, resulting in
Every client will take opportunistic behavior and hope that others will supervise him.
Hitchhiking enjoys success, resulting in poor supervision or unsupervised. main problem
If we solve the problem of opportunism and hitchhiking.
The theory of economic mechanism design is a hot topic among western economists.
The field is also an example of a typical applied research method in colleges and universities. It discussed the problem.
The question is: how to freely choose, exchange and divide any given social goal?
How to design an economic rule (policies, regulations, etc.). ) In the case of decentralized decision-making,
Achieve the set goals. It has to solve two problems: one is information.
Problems; The second is the incentive problem. Traditional economic theory usually regards economic mechanism as
Given the premise, starting from people's egoistic behavior motivation, starting from the market point of view.
Discuss the allocation of resources. And apply the theory of economic mechanism design to institutional analysis.
Methods The institutional design was regarded as an endogenous variable of resource allocation and analyzed.
Plan and explore the economic mechanism of resource allocation. The basis of economic design mechanism
This content is: under the limited economic environment% and the established social goal F,
What kind of configuration do you seek by describing the code of conduct b of micro-agents?
Rule h, so that the final configuration results meet the established goals. Use formulaic formula
The method is expressed as: find an H so that h[ b( e) ]= zI F 2 Z, [e is e, b( e).
I am. For easy understanding, we can design an abstract economic mechanism.
The mechanism design model that transforms theory into concrete operation consists of four modules.
Success: economic environment; Configuration mechanism; Description of micro-code of conduct; What needs to be achieved?
Social goals.
(3) Quantitative research methods and results. Classical motivation theory has great influence on motivation.
Results analysis generally only stays in descriptive analysis and is influenced by many factors.
The practical results are difficult to explain. With the popularization of electronic computers, quantitative analysis, Bo
More and more methods such as game theory are applied to management theory and practice, which are more in-depth and detailed.
Explain the relationship between incentive methods and efficiency accurately. For example, through revenue sharing, targeted incentives
The different effects of four different incentive methods, namely encouragement, championship and strengthening supervision,
Through quantitative analysis, it is found that the tournament competition method is a better incentive method.
By analyzing team work with game theory, the phenomenon of/hitchhiking zero is proved strongly, and the best is used.
Discuss which is better, salary system or modern agency system, with the method of utility analysis.
How to motivate agents to do their best in all aspects?
Editor Liu Jianghua
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