本文選題：榮譽(yù)激勵　切入點(diǎn)：精神激勵　出處：《重慶大學(xué)學(xué)報(bào)(社會科學(xué)版)》2017年01期

【摘要】：榮譽(yù)激勵對組織發(fā)展具有不可忽視的價值。文章采用文獻(xiàn)分析、深度訪談、問卷調(diào)查等方法,深入分析公共部門員工榮譽(yù)激勵實(shí)施中所存在的榮譽(yù)認(rèn)知偏差、激勵對象對榮譽(yù)激勵缺乏足夠追求、激勵方式方法不科學(xué)、激勵環(huán)境不佳等四大現(xiàn)實(shí)困境,在此基礎(chǔ)上提出發(fā)揮榮譽(yù)激勵有效性需滿足的五個條件,并進(jìn)一步提出了控制榮譽(yù)評選數(shù)量、規(guī)范榮譽(yù)激勵程序與方法、建立科學(xué)的績效考核制度、采取更加富有個性化和人性化的激勵方式、打造積極進(jìn)取的組織文化和建立組織成員參與榮譽(yù)評選的平臺等六條針對性的對策建議。
[Abstract]:The honor incentive has the unnegligible value to the organization development.This paper uses the methods of literature analysis, in-depth interview and questionnaire investigation to deeply analyze the bias of honor cognition in the implementation of honor incentive of public employees. The incentive object lacks enough pursuit of honor incentive, and the method of incentive is not scientific.On the basis of this, the paper puts forward five conditions that should be satisfied to give full play to the effectiveness of honor incentive, and further puts forward five conditions to control the quantity of honor selection and standardize the procedure and method of honor incentive.To establish a scientific performance appraisal system, to adopt more individualized and humanized incentive ways, to create a positive and enterprising organizational culture and to establish a platform for the organization members to participate in the honor selection and other six targeted countermeasures and suggestions.
【作者單位】： 重慶大學(xué)公共管理學(xué)院;
【基金】：重慶市重大決策咨詢招標(biāo)課題“重慶高素質(zhì)法治人才隊(duì)伍建設(shè)研究”(2014-WT-021)
【分類號】：F272.92

【相似文獻(xiàn)】

相關(guān)期刊論文 前4條

1 鄭學(xué)美;;淺議公共部門與公共產(chǎn)品和服務(wù)的供給[J];中共云南省委黨校學(xué)報(bào);2008年01期

2 張燕;;公共部門人力資源管理外包的必然性和可行性分析[J];商;2013年18期

3 鄢翔;;發(fā)達(dá)國家公共部門員工績效評估的經(jīng)驗(yàn)與啟示[J];會計(jì)師;2014年10期

4 ;[J];;年期

，

本文編號：1713312