本文選題：轉(zhuǎn)企改制　切入點(diǎn)：員工激勵(lì)　出處：《蘭州交通大學(xué)》2016年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著我國市場(chǎng)經(jīng)濟(jì)體制改革的不斷深化,經(jīng)營性文化事業(yè)單位的弊端越來越顯露,主要表現(xiàn)在以下三個(gè)方面:第一,在我國實(shí)行由政府絕對(duì)配置資源的計(jì)劃經(jīng)濟(jì)階段,國有企業(yè)或是事業(yè)性單位按照國家指令和計(jì)劃安排生產(chǎn)經(jīng)營,不用擔(dān)心產(chǎn)品銷售甚至是質(zhì)量問題,由于不存在競(jìng)爭(zhēng),這類單位缺乏管理創(chuàng)新、產(chǎn)品研發(fā)和競(jìng)爭(zhēng)意識(shí),隨著我國市場(chǎng)化進(jìn)程步入更深層次,原有絕大多數(shù)計(jì)劃性企業(yè)處于虧損狀態(tài);第二,由于缺乏市場(chǎng)競(jìng)爭(zhēng),這類單位普遍沒有設(shè)立有效的激勵(lì)機(jī)制,所謂“干多干少一個(gè)樣,干和不干一個(gè)樣”,而且缺乏激勵(lì)性的晉升制度,員工升職空間有限,導(dǎo)致勞動(dòng)生產(chǎn)率低下;最后,隨著市場(chǎng)化改革逐步深入,絕大多數(shù)事業(yè)性單位逐漸被市場(chǎng)所淘汰,處于“有名無實(shí)”狀態(tài),其社會(huì)職能被大大削弱。本文所研究的YW公司就屬于這一類型的轉(zhuǎn)企改制單位,怎么最大限度的激發(fā)轉(zhuǎn)企改制背景下員工的工作積極性,使其符合企業(yè)發(fā)展的要求成為YW公司目前的面對(duì)的最大瓶頸。本文著眼于員工激勵(lì)策略的研究,選擇甘肅省印刷行業(yè)翹楚YW公司為分析對(duì)象。在對(duì)本文研究背景進(jìn)行描述后,以激勵(lì)理論的實(shí)質(zhì)性內(nèi)涵為切入點(diǎn),通過對(duì)國外相關(guān)激勵(lì)學(xué)說進(jìn)行歸納整理,并進(jìn)一步轉(zhuǎn)向國內(nèi)最新激勵(lì)機(jī)制研究成果的綜述,在充分掌握相關(guān)經(jīng)典理論和前言觀點(diǎn)后,通過對(duì)YW公司員工激勵(lì)現(xiàn)狀的分析,運(yùn)用問卷調(diào)查法、訪談法和資料分析法等方法,在對(duì)YW公司員工進(jìn)行走訪、調(diào)研,充分掌握職工期望和需求后,對(duì)所采集數(shù)據(jù)進(jìn)行深入統(tǒng)計(jì)分析,找出該公司在企業(yè)激勵(lì)機(jī)制設(shè)立和運(yùn)轉(zhuǎn)上存在的關(guān)鍵問題。并在論文的第六部分結(jié)合相關(guān)激勵(lì)理論,從薪酬機(jī)構(gòu)、績效考核和員工薪酬的聯(lián)系、員工培訓(xùn)、人員晉升機(jī)制、以及員工精神激勵(lì)機(jī)制共六個(gè)方面來為完善YW公司員工激勵(lì)策略,為了確保策略的實(shí)施,本文最后一部分有針對(duì)性的提出了保障機(jī)制。通過一系列分析研究,該論文最終目的是幫助YW企業(yè)建立適合市場(chǎng)需求和自身發(fā)展的員工激勵(lì)機(jī)制,針對(duì)原有計(jì)劃經(jīng)濟(jì)下事業(yè)性單位存在的弊端,有效解決員工缺乏生產(chǎn)積極性、企業(yè)歸屬感和責(zé)任感的問題,幫助企業(yè)提高勞動(dòng)效率和市場(chǎng)競(jìng)爭(zhēng)力,讓企業(yè)能盡快適應(yīng)市場(chǎng)化競(jìng)爭(zhēng),并在優(yōu)勝略汰的市場(chǎng)環(huán)境中得到長足發(fā)展。
[Abstract]:With the deepening of the reform of the market economy system in our country, the malpractices of the operating cultural institutions are becoming more and more obvious, mainly in the following three aspects: first, in the planned economy stage of the absolute allocation of resources by the government, State-owned enterprises or business units arrange production and operation according to state directives and plans. They do not have to worry about product sales or even quality problems. Because there is no competition, these units lack management innovation, product development and competition consciousness. As China's market-oriented process enters a deeper level, most of the original planned enterprises are in a state of loss; second, due to the lack of market competition, these units generally do not set up an effective incentive mechanism. Work and do not do the same, "and lack of incentive promotion system, staff promotion space is limited, resulting in low labor productivity; finally, as the market-oriented reform gradually deepened, the majority of career units were gradually eliminated by the market. In a "nominal" state, its social function has been greatly weakened. The YW company studied in this paper belongs to this type of enterprise transformation unit, how to maximize the motivation of the staff under the background of the transformation. It is the biggest bottleneck for YW Company to meet the requirements of enterprise development. This paper focuses on the study of employee incentive strategy, and selects YW Corporation, one of the leading printing industry companies in Gansu Province, as the analysis object. After describing the research background of this paper, Taking the substantial connotation of incentive theory as the starting point, through the induction and arrangement of the relevant incentive theories abroad, and further turning to the summary of the latest domestic research results of incentive mechanism, after fully mastering the relevant classical theories and preface views, Through the analysis of the current situation of employee motivation in YW Company, using the methods of questionnaire, interview and data analysis, after visiting and investigating the employees of YW Company, the author fully grasps the expectation and demand of the staff. In the 6th part of the paper, we combine the relevant incentive theory, and find out the key problems in the establishment and operation of the enterprise incentive mechanism. The relationship between performance appraisal and employee compensation, employee training, promotion mechanism, and employee spirit incentive mechanism are six aspects to perfect the employee incentive strategy of YW Company, in order to ensure the implementation of the strategy, Through a series of analysis and research, the final purpose of this paper is to help YW enterprises to establish an employee incentive mechanism suitable for market demand and their own development. In view of the disadvantages existing in the enterprise units under the original planned economy, we can effectively solve the problems of the lack of productive enthusiasm, the sense of belonging and responsibility of the enterprises, and help the enterprises improve their labor efficiency and market competitiveness. To enable enterprises to adapt to market competition as soon as possible, and in the survival of the market environment to get considerable development.
【學(xué)位授予單位】：蘭州交通大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2016
【分類號(hào)】：F272.92

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