员工激励机制外文文献翻译最新译文

文献出处：BarneyJB.Theemployee"incentivesmechanisminsmallandmedium-sizedenterprise[J].AcademyofManagementReview,2016,31(7):464-476.原文Theemployee'sincentiveechanisminsmallandmedium-sizedenterpriseBarneyJBAbstract"Incentive"isapsychologicalterm,psychologistspointoutthatallbehavioriscausedbythemotivationofassociatedwithit,asoneoftheperson'sstateofmind,thismotiveforhumanbehaviorhastheeffectofreinforcement,vertebralmoveandinspire,knownasamotivation.Incentiveismainlytoinspirepeopletoinnerpotential,causepeopleintelligence,mobilizepeople'senthusiasmandcreativity.Inthispaper,theconstructionofsmallandmedium-sizedenterpriseemployeesincentivemechanismproblem.Fromtheuseofdifferentideas,differentangles,forenterpriseemployeesincentive.Staffincentivemechanismisthroughthesystem,rationalsystemtoreflecttheinteractionbetweenincentivesubjectswithincentiveobject,istheenterpriseconnecttheidealintoreality.Smallbusinessmanagersshouldlearneffectiveresearchmethodforreference,targetedtosolvetheirpracticalproblems,andstriveforabreakthroughintermsoftheory.Intheresearchandconstructionofsmallandmedium-sizedenterpriseincentivemechanismontheroadtoconstantlyinnovation,divergentthinking,fromsurfacetoinside,andrealizethegoalofresearch.Andsummarizesasetofsuitableforsmallandmedium-sizedenterprisesforeffectiveincentivemechanism,topromotethevigorousdevelopmentofsmallandmedium-sizedenterprises.Keywords:smallandmedium-sizedenterprises,incentivemechanism,staffrequirementsIntroductionIntheincreasinglyfiercecompetition,moreandmoresmallandmedium-sizedenterprisesbegintorealizeenterprise'scompetitionistalentedperson'scompetition,actuallyonlyattachimportancetotalents,payattentiontothedevelopmentofhumanresourcesmanagement,toconstantlyimprovetheirowncorecompetitiveness,maketheenterpriseintheincentivecompetitionadvantage.However,theconstructionoftheincentivemechanismisthecoreoftheconstructionofenterprisehumanresourcesmanagement,andenterpriseoperationofeachlink,andemployeesarecloselylinked.Usereasonableeffectiveemployeeincentivemechanismtoattracttalent,formedasetofscientific,perfectenterprisecandidates,chooseandemploypersons,cultivatepeople'shumanresourcesmanagementsystem,istomotivateemployeescontinuouslyenterprising,thekeytomotivatestaffmorale;Isinmotivatingtalentsplaysanimportantroleinpromotingthecompetitiontoattracttalent,retaintalent;Istoguideemployeestoestablishscientific,andthebasisofthestrategictargetofenterpriseorganizationgoalisconsistent.Butmostofthesmallandmedium-sizedenterprisedevelopmenthistoryisshort,thelackofmanagementexperience,managementsystemisnotmature,theunderstandingofhumanresourcemanagementisnotdeep,incentivemechanismisnotsound,forenterpriseemployeescannotgiveasufficientmotivation,toarousetheenthusiasmofemployees,leadtothemarketcompetitionofenterprisesisrelativelyweak.Therefore,howtostrengthenthemanagementofhumanresources,toestablishscientificandeffectiveemployeeincentivemechanism,andreasonableuseofscientificandeffectiveincentivemechanism,attracttalent,talentofeducationdevelopment,topreventthebraindrainbecomesthekeytoenterprisecorecompetitiveness.Inthefaceofincreasinglyfiercemarketcompetition,establishascientificandreasonableemployeeincentivemechanismfortheproductionandbusinessoperationandsustainabledevelopmentofenterprisesplayavitalrole.Onlyretaintalent,andfullymobilizetheenthusiasmandinitiativeofemployees,playemployees'creativity,toconstantlystrengthentheenterprisecorecompetitivepower,togiveprioritytooccupytalenthighland,finallytomakesmallandmedium-sizedenterprisesinthefiercecompetitionofmodernsociety.SummaryofincentiveandincentivemechanismThemeaningofincentiveAsasocialpeopleareengagedinallbehaviorsarecausedbysomekindofmotivation,desire,motivation,desireisakindofmentalstate,throughtheroleofthementalstatecaninspirepeopletodigtheirownpotential,fight,fightfortherealizationofself-worth.Incentivemechanismasoneoftheimportantcontentofenterprisehumanresourcesmanagementhasanirreplaceablerole.Intheenterprisestaffworkenthusiasm,motivationandabilitytoworkeffectivelyanduseisoneoftheimportantfactorsofenterprisesustainabledevelopment,enterprisemanagersthroughscientificandeffectivemeansandwaysofreasonableuseoflimitedresources,tounderstandemployeesattheleveloftherationalizationofdemandand,inturn,meetthedemandofemployeesofrationalization,tomotivate,inspireandguidetheenterprisestaff'sworkenthusiasm,goalsettingandenhancedtoenterprise'sloyalty,toachievethestrategicgoalsoftheenterprisemanagementprocess.Motivationmainlyincludesthetriggeradesire,guidethetarget,etc.ThemeaningofemployeeincentivemechanismEmployeemotivationistousesomekindofexternalcause,useallkindsofeffectivemeasurestomeetthediverseneedsofemployeesorrestrict,andthroughcertainrulesandregulationstoregulateandconstraint,penalties,employees,motivateemployees,toconstraintemployeemoraleandemployeemotivation,arousetheenthusiasmofwork,desire,etc.,makethepersonhasaninnermotivatedemployeescanformacertaingoal,andkeepahighmoodandactivelystatetothedesiredgoalofpsychologicalprocess.Thisprocessreliesonasystemwedefinedasincentivemechanismcanalsobecalledincentivesystem.Incentivesystemconcreteapplicationintheprocessoftheemployee'sincentive,intheprocessoftheinteraction,constraints,andincentiveresultscloselylinkedtoakindofcomprehensivefunction.Intermsofenterpriseemployeesincentivemechanismitsessenceliesinthroughscientific,perfectsystemconstruction,promoteemployeesinthedirectionoftheorganizationtomakepersistentefforts.Staffincentivemechanismintheenterpriseapplicationisurgeemployeesstrivetoachievethestrategicgoalsoftheenterpriseincentivesystem.ThetypeofstaffincentivemechanismIntheeraofglobalcompetitionandknowledge-basedeconomy,moreandmoresmallandmedium-sizedenterprisesgraduallyrealizedthatthecompetitionbetweentheenterprisesistheresultofthetalentcompetition,talentasaresourceisthefirstofallresources.Thesustainabledevelopmentofsmallandmedium-sizedenterprises,fundamentally,mainlydependsontheenterprisethecompetitiveadvantageofhumanresources.Employee"incentivemechanismasoneofthemaincontentofhumanresourcemanagement,containsalotofways,itnotonlythroughtheeverylinkoftheenterprise,butalsocloselyconnectedwiththeemployee'spersonalinterests.Employeeincentivewayisnotthesame,oneofthemainformsare:MaterialaspectsofthestimulusPhysiologicalneedsisakindofdemandatthelowestlevelofalltherequirements,itismainlyreferstopeopleintheirdailylivesforclothing,housing,food,traveltools,air,waterandotherbasiclivingneedsandphysiologicalneeds.Physiologicaldemandispeopleinsocialactivities,maintainthebasicsurvivalmotivation,thebasisofthematerialaspectsoftheincentiveistobeabletomakepeoplephysiologicaldemandandlifeneedsaremet.Theimplementationofthematerialincentiveiscanmakeemployeesworkpowersource.Materialthingsincentivesalsoincludewages,salary,promotion,bonuses,welfare,insurance,rewardhousing,echomanagersintheuseofemployeewages,bonusesandotherincentivesintermsofmoney,shouldbeawareofthevalueofmoneybetweenemployeeshavedifferentvalue,cannottreatasthesame,andeachemployeetoearnthesatisfactionisnotthesame,therefore,whenusingmonetaryrewardsnotshouldadopttheprincipleofdistributionofaverage,shouldbetargeted.GoalsettingincentiveGoalsettingincentive,namelythroughtheguidestaffaccordingtotheirownactualsituationtosetrealisticgoals,causingemployeemorale,motivateandinspireemployeestocompletethegoalsettingandconstantlystruggle,makeemployeesthepurposeofenergy.Staffhasconstantlyencouragedbypowerandpassion,strivingtomakeprogressconstantlyaskedhimtopursuehighergoals.Managersintheprocessofhumanresourcemanagement,begoodatdiscoveremployeesinnerexpectationsandgoals,andmoderateguideemployeestoachievetheirgoalsandformulatedetailedimplementationsteps,thecorrespondingworkobjectivesforeachemployee,thetaskassignedtoeachemployee,cangiveemployeestheinvisiblepressure,inturn,intopower,strengtheningthestaff'ssenseofresponsibility.Whenemployeesowngoalistorealizethesatisfactionof,willstrengthentheirawarenessoftheenterprisegoal,tostrengthentheenterprise'sloyalty,thusmaketheenterpriseorganizationalgoalsbeimplementedstepbystep.TherespectionofincentiveTherespectionofincentiveisoneofthemostbasicofincentives,istospeedupthestaffpassionofthecatalyst.Respectforeveryemployee,towintherespectofeachemployeeandloyalty.Asamanagertorespectemployeesatalllevelsoftheindependentpersonalityandvalueorientation,inparticular,payattentiontothedemandsofgrass-rootsstaff,timelygraspandmeettheneedsofstaffrationalization,istheembodimentoftheenterprisesfullyrespectforemployees,atthesametime,thestaffworkhard,obeyorganizationarrangement,istheemployeefeedbackandenterprisemanagers'respectandobedience.Respectincludemutualrespectbetweenemployees,mutualrespectbetweenleadershipandstaff,betweenenterprisesandenterprisessuchasmutualrespect,themainperformanceformutualrespectbetweensuperiorsandsubordinates,friendlyatmosphereofmutualrespectandpromotetheaffectionbetweenstaff,staffandleadership,strongforcemouthamongemployees,betweenemployeesandleadership,maketheenterpriseteamtobettercooperation,strengthenteamcohesion.TheemployeeinvolvementofincentiveStaffparticipationmotivationmainlyreferstotheenterpriseshouldpayattentiontothecultivationofenterpriseemployeeownership.Nowtheemployeeshavetoparticipateinthemanagementoftheappeal.Asmanagers,establishreasonablemechanismofemployeeinvolvement,adviceformechanismandsystemofemployeeownership,createandprovideopportunityforemployeestoprovidereasonableSuggestionsforthedevelopmentofenterprises,andtheproportionofadoptingstaffhaveputforwardopinionsandSuggestions,andtoadopttheopinionsandSuggestionsofcertainrewardstoemployees,makeemployeesreallyparticipateinthemanagementoftheenterprise,enhancethestaffoftheenterprisebelonging,atthesametimemaketheemployeesgettherealizationofself-worth,makeemployeesinrespectofexpectations,therealizationofself-worth,gotfullymeetthedesire.Atthesametime,alsocancreatemoreeffectivevaluefortheenterprise.Canalsosetupthesystemofmutualselectionbetweenstaffanddepartments,whichrespectthewishesofemployees,allowsemployeestohavejobsinitiative,options,andconducivetobusinesstochoosejobssuitableforworkingpeople.译文中小企业员工激励机制研究BarneyJB摘要激励”是一个心理学词汇，心理学家指出人的所有行为是由与其相关联的动机所引起的，这种动机作为人的精神状态之一，对人类的行为有强化、椎动和激发的作用，人们称之为激励。激励主要是激发人得内在的潜能，引发人得智力，调动人的积极性、创造性。本文研讨了中小企业员工激励机制的建设问题。力图从利用不同的思路，不同的角度，对企业员工进行激励。员工激励机制是通过系统的、理性的制度来反应激励主体同激励客体之间相互作用的方式，是企业将理想转化为现实的连接手段。小企业的管理者应学会有效的借鉴研究方法，有针对性的去解决自身的实际问题，并争取在理论方面有所突破。在研究和建设中小企业激励机制的道路上要不断地创新，发散思维，由表至内，进而实现研究目标。并且要总结出一套适合中小企业对于员工激励的有效机制，以推动中小企业的蓬勃发展。关键词：中小企业，激励机制，员工需求引言在日益激烈的竞争中，越来越多的中小企业开始认识到企业的竞争归根结底是人才的竞争，只有重视人才、注重人力资源管理的发展，才能不断地提升企业自身的核心竞争力，使企业在激励的竞争中占据优势。（完整译文请到百度文库）然而，激励机制的建设作为企业人力资源管理建设的核心，与企业运行的各个环节、与员工都有着紧密的联系。采用合理有效的员工激励机制来吸引人才，形成一套科学、完善的企业选人、用人、培养人的人力资源管理体系，是激励员工不断进取、激发员工斗志的关键；是在激励的人才竞争中吸弓I人才、留住人才的重要保障；是引导员工建立科学的、与企业组织目标相一致的战略目标的基础。但是大部分的中小企业发展历史短，管理经验缺乏，管理制度不成熟，对人力资源管理的认识不够深刻，激励机制不健全，对于企业员工不能给与充分的激励，从而无法调动员工的积极性，导致企业的市场竞争力相对较弱。因此，如何加强人力资源管理，建立科学有效的员工激励机制，并合理利用科学有效的激励机制，吸引人才、培养开发人才、防止人才流失成为企业提升核心竞争力的关键。"面对市场竞争的日趋激烈,建立科学合理的员工激励机制对于企业的生产经营和可持续发展起着至关重要的作用。唯有留住人才，充分调动员工的积极性和主动性，发挥员工的创造性，才能不断地加强企业核心竞争力，才能优先占据人才高地，最终才能在现代社会的激烈竞争中令中小企业立于不败之地。，激励与激励机制概述一激励的含义一作为社会人所从事的一切行为皆是因某种动机、欲望所引起的，动机、欲望属于精神状态的一种，通过精神状态的作用可以激励人们挖掘自身的潜能，引发斗志，为自我价值的实现而奋斗。激励机制作为企叱人力资源管理的重要内容之一,拥有不可替代的作用。企业中的员工工作热情、工作动力以及工作能力是否得到有效地发挥与运用是企业能否可持续发展的重要因素之一，企业的管理者通过科学有效地手段和方式合理利用有限的资源，来了解各层级员工的合理化需求并进而满足员工的合理化需求，以此来激励、鼓舞、引导企业员工的工作热情、工作目标的设定以及增强对企业的忠诚度，进而实现企业的战略目标的管理过程。激励主要包括了弓I发欲望、弓I导目标等。“员工激励机制的含义d员工激励是利用某种外部诱因，运用各种有效的手段来满足或者限制员工的各种需求，并通过一定的规章制度来规范和约束、惩罚措施，达到约束员工、激励员工、引发员工斗志、激发员工动机、调动工作积极性、欲望等，使人有一股内在的动力促使员工能够形成一定的奋斗目标，并且保持一种高昂的情绪和积极地状态向所期望目标前进的心理过程。这一个过程产生所依赖的制度我们定义为激廊机制也可以叫做激励制度。激励制度具体运用于员工的激励过程中，在这个过程中相互作用、约束，与激励成果紧密联系在一起的一种综合机能。就企业而言，员工激励机制其本质在于通过科学、完善的制度建设，推动员工向着组织所期待的方向做出持久的努力。员工激励机制在企业中的运用是督促员工为实现企业的战略目标而奋斗的激励系统。〃员工激励机制的类型，在全球化竞争和知识型经济时代,越来越多的中小企业逐渐的意识到企业之间的竞争源于人才的竞争，人才作为一种资源是一切资源之首。中小企业的可持续性发展，从根本上讲，主要取决于企业人力资源的竞争优势