本文選題：中層管理者 + 激勵��； 參考：《湘潭大學(xué)》2014年碩士論文

【摘要】：在知識經(jīng)濟(jì)時代，企業(yè)之間競爭的本質(zhì)表現(xiàn)為對高素質(zhì)人才的爭奪，如何在激烈的市場競爭中吸引、保留并最大程度激發(fā)員工工作的積極性成為管理者不得不思考的難題。所謂的中層管理者往往是指企業(yè)總部的部門負(fù)責(zé)人或各業(yè)務(wù)單元的負(fù)責(zé)人，在企業(yè)中，中層管理者往往是決策層與操作層之間的紐帶，是企業(yè)戰(zhàn)略的執(zhí)行者及戰(zhàn)術(shù)決策的制定者，同時也是企業(yè)人力資源的整合者，這部分群體潛能發(fā)揮及穩(wěn)定的程度將會直接影響到企業(yè)的穩(wěn)定運(yùn)營與持續(xù)發(fā)展，因此對這部分員工群體激勵問題的研究具有重要的理論和現(xiàn)實意義。 文章以GSD公司為具體研究對象，在對國內(nèi)外激勵理論與中層管理者管理理論進(jìn)行研究的基礎(chǔ)上，明確了中層管理者的定義與特點，并對中層管理者的作用及需求特點進(jìn)行了分析。在此基礎(chǔ)上，介紹了GSD公司中層管理者的基本情況，，對公司與員工福利、工作年限和工作業(yè)績相關(guān)的激勵措施進(jìn)行了分析，并通過滿意度問卷調(diào)查的方式指出該公司在中層管理者激勵方面存在的問題，進(jìn)而提出應(yīng)結(jié)合需要層次理論對現(xiàn)有激勵方案進(jìn)行優(yōu)化設(shè)計。設(shè)計的主要思路為通過構(gòu)建有競爭性的薪酬體系、完善中層管理者福利制度和制定中層管理者持股計劃來滿足中層管理者生理及安全需求，通過情感激勵、榮譽(yù)激勵和文化激勵來滿足中層管理者在情感和歸屬方面的需求，通過參與激勵、授權(quán)激勵和簽訂無固定期限合同來滿足中層管理者渴望獲得尊重的需求，通過有針對性的培訓(xùn)、構(gòu)建中層管理者晉升通道以及開展職業(yè)生涯規(guī)劃來滿足中層管理者自我實現(xiàn)方面的需求。為確保優(yōu)化方案得到順利實施，GSD公司還需要注重激勵方案的宣傳推廣，優(yōu)化現(xiàn)有的績效考核體系，加強(qiáng)激勵方案實施的跟蹤與反饋，與此同時，管理者也要為激勵方案的順利實施提供人員、資金、制度及文化方面的保障。
[Abstract]:In the era of knowledge economy, the essence of competition among enterprises is the competition for high-quality talents. How to attract, retain and excite the enthusiasm of employees to the greatest extent in the fierce market competition has become a difficult problem that managers have to think about. The so-called middle managers often refer to the heads of departments or business units of the headquarters of an enterprise. In an enterprise, middle managers are often the link between the decision-making level and the operation layer. It is the executor of enterprise strategy and the maker of tactical decision, and also the integrator of enterprise human resources. The degree of exertion and stability of this part of the group potential will directly affect the stable operation and sustainable development of the enterprise. Therefore, it has important theoretical and practical significance to study the incentive problem of this part of staff group. This paper takes GSD Company as the specific research object, on the basis of the research on the incentive theory and the management theory of the middle managers at home and abroad, defines the definition and characteristics of the middle managers. At the same time, the function and demand characteristics of middle managers are analyzed. On this basis, the basic situation of middle managers in GSD company is introduced, and the incentive measures related to employee welfare, working life and work performance are analyzed. Through the questionnaire survey of satisfaction, the paper points out the problems existing in the incentive of middle managers, and then puts forward that the existing incentive schemes should be optimized and designed in combination with the theory of hierarchy of needs. The main idea of the design is to meet the physiological and safety needs of middle managers by building a competitive compensation system, perfecting the welfare system of middle managers and formulating a plan for holding shares by middle managers. Honor incentives and cultural incentives to meet the emotional and ownership needs of middle managers, through participation incentives, empowerment incentives and the signing of indefinite contracts to meet the middle managers desire to be respected, In order to meet the self-actualization needs of middle managers, we should build a career path and career planning through targeted training. In order to ensure the successful implementation of the optimized scheme, GSD also needs to pay attention to the promotion of the incentive scheme, optimize the existing performance appraisal system, and strengthen the tracking and feedback of the implementation of the incentive program, at the same time, Managers also provide personnel, funding, institutional and cultural guarantees for the smooth implementation of incentive programs.
【學(xué)位授予單位】：湘潭大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F426.6

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