本文選題：家族企業(yè) + 激勵機制�。� 參考：《山東師范大學》2017年碩士論文

【摘要】：隨著現(xiàn)代社會的快速發(fā)展,中小民營企業(yè)不斷涌現(xiàn),已成為國民經濟的重要組成部分,是保持社會經濟平穩(wěn)較快發(fā)展的重要力量,對于增加就業(yè)、改善民生、推動科技進步、調整經濟結構、保持市場經濟健康發(fā)展等方面都具有重要意義。中小民營企業(yè)中的家族企業(yè)成為一股新興的力量,在社會經濟發(fā)展中的作用不容忽視。家族企業(yè)作為中小企業(yè)中一種特殊的企業(yè)組織形態(tài),從古至今經歷了長期的發(fā)展歷程,在中小企業(yè)尤其是民營企業(yè)中所占的比重相當大。但是,家族式企業(yè)的發(fā)展前景遭到一些學者的質疑,認為家族企業(yè)與現(xiàn)代企業(yè)的經濟發(fā)展環(huán)境不相適應。此外,隨著家族企業(yè)的發(fā)展,其自身由于“家族”的限制,企業(yè)效率低下,經營管理不完善,員工工作積極性難以提升等問題日益顯現(xiàn),成為家族企業(yè)進一步發(fā)展的瓶頸。家族企業(yè)如何能夠適應當今經濟發(fā)展的大形勢,最主要的克服自身的缺陷,成為大部分家族企業(yè)面臨的主要問題,家族企業(yè)近年來受到越來越多學者的關注。但是,隨著家族企業(yè)的不斷發(fā)展壯大,其自身規(guī)模小、資金匱乏、人才流失嚴重等問題也嚴重阻礙了家族企業(yè)的發(fā)展,成為制約中家族企業(yè)進一步發(fā)展的瓶頸。其中人才流失嚴重這一問題尤為突出,家族企業(yè)要想吸引人才、留住人才、激勵人才,制定出一套與當代社會經濟發(fā)展相適應的企業(yè)激勵機制,改變現(xiàn)在的人才流失現(xiàn)狀,具有重要的理論和現(xiàn)實意義。家族企業(yè)員工激勵機制的研究是一個綜合的體系,它不僅包含了有關管理學中的一般激勵理論和人力資源薪酬管理理論,還涵蓋了有關企業(yè)的績效管理制度及基于共享共榮的企業(yè)文化。本文重點針對AD企業(yè)的家族式的經營管理模式,可以揭露出一些家族企業(yè)目前存在的普遍問題,可以使他們審視自己的管理方式,不斷改進經營管理,從而從薪酬結構、績效管理、組織結構、晉升制度、職業(yè)規(guī)劃、文化管理等多個方面改進自己的管理,為他們改進管理模式提供了一些明確的方向。本文主要研究方面是家族式企業(yè)的員工的激勵機制方面,以山東地區(qū)家族企業(yè)的典型代表AD公司為研究對象,通過制定、分發(fā)、收集和整理調查問卷的形式對AD公司的員工激勵狀況進行分析;運用SWOT分析方法,對家族企業(yè)的發(fā)展環(huán)境進行分析,揭示家族企業(yè)在人力資源管理現(xiàn)狀、員工薪酬制度現(xiàn)狀、員工績效機制現(xiàn)狀、員工晉升機制職業(yè)規(guī)劃的幾個重要方面存在的普遍問題,針對問題制定相應的優(yōu)化制度和激勵措施,為其他家族企業(yè)改善經營管理,提高企業(yè)活力,促進企業(yè)持續(xù)發(fā)展提供一種借鑒。
[Abstract]:With the rapid development of modern society, small and medium-sized private enterprises have emerged continuously, which has become an important part of the national economy and an important force to maintain the steady and rapid development of the social economy. It can increase employment, improve people's livelihood, and promote scientific and technological progress. Adjusting economic structure and keeping market economy developing healthily are of great significance. The family business in small and medium-sized private enterprises has become a new force, and its role in the development of social economy can not be ignored. As a special organizational form of small and medium-sized enterprises, family enterprises have experienced a long process of development since ancient times, and account for a large proportion in small and medium-sized enterprises, especially private enterprises. However, the development prospects of family enterprises are questioned by some scholars, who think that family enterprises and modern enterprises do not adapt to the economic development environment. In addition, with the development of family business, due to the restriction of "family", the efficiency of the enterprise is low, the management is not perfect, and the enthusiasm of the staff is difficult to promote, which has become the bottleneck of the further development of the family business. How the family business can adapt to the current economic development and overcome its own defects has become the main problem facing most of the family business. In recent years, the family business has been paid more and more attention by more and more scholars. However, with the continuous development of family business, its own small scale, lack of funds, serious brain drain and other problems have seriously hindered the development of family business, and become a bottleneck restricting the further development of family business. Among them, the problem of serious brain drain is particularly prominent. If family enterprises want to attract, retain and motivate talents, they should formulate a set of enterprise incentive mechanisms suitable for the development of contemporary society and economy, and change the present situation of brain drain. It has important theoretical and practical significance. The research of staff incentive mechanism in family enterprises is a comprehensive system. It not only includes the general incentive theory and human resource salary management theory in management, It also covers corporate performance management system and corporate culture based on shared prosperity. This paper focuses on the family management model of AD enterprises, which can expose the common problems existing in some family enterprises, and make them examine their own management methods and improve their management constantly, so as to improve the salary structure. Performance management, organizational structure, promotion system, career planning, cultural management and other aspects of improving their management, for them to improve the management model to provide some clear direction. The main research aspect of this paper is the incentive mechanism of the employees in the family enterprises. Taking AD Company, a typical representative of the family enterprises in Shandong Province, as the research object, through the formulation and distribution, Collect and arrange the form of questionnaire to the AD company employee incentive situation analysis; use SWOT analysis method to analyze the family business development environment, reveal the current situation of family business in human resources management, employee compensation system, The present situation of employee performance mechanism and the common problems in several important aspects of career planning of employee promotion mechanism. The corresponding optimization system and incentive measures are formulated to improve the management and vitality of other family enterprises. To promote the sustainable development of enterprises to provide a reference.
【學位授予單位】：山東師范大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92

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