發(fā)布時間：2018-03-15 03:11

  本文選題：家族企業(yè)　切入點：職業(yè)經(jīng)理　出處：《東華大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：近年來家族企業(yè)不斷發(fā)展,企業(yè)的所有者也意識到了自身知識水平和管理能力的有限,無法用科學(xué)的管理方法來治理公司,造成了家族企業(yè)的發(fā)展越來越困難。職業(yè)經(jīng)理就是在這樣的社會背景下產(chǎn)生的,但是引入職業(yè)經(jīng)理之后,如何對職業(yè)經(jīng)理實施有效的激勵,如何才能滿足職業(yè)經(jīng)理的各項需求,實現(xiàn)企業(yè)的長遠發(fā)展是目前理論和實踐上的重大研究課題。本文對眾多文獻資料進行了研究,以DK家族企業(yè)為例,對DK家族企業(yè)職業(yè)經(jīng)理的激勵制度進行優(yōu)化研究。本文包含七個部分,第一部分是緒論,介紹了文章的選題背景和研究意義,論文的研究對象、方法和思路,以及論文研究難點和需解決的問題;第二部分為國內(nèi)外文獻綜述,介紹了相關(guān)概念界定,相關(guān)基礎(chǔ)理論,和國內(nèi)外家族企業(yè)與職業(yè)經(jīng)理相關(guān)問題研究綜述;第三部分介紹了企業(yè)的發(fā)展現(xiàn)狀,包括企業(yè)發(fā)展概況,企業(yè)發(fā)展瓶頸的核心問題以及職業(yè)經(jīng)理激勵制度優(yōu)化的必要性與可行性分析;第四部分應(yīng)用焦點小組訪談法和調(diào)查問卷法來探究股東和職業(yè)經(jīng)理的雙向需求,然后通過雙向需求對比分析來發(fā)現(xiàn)職業(yè)經(jīng)理激勵制度的缺陷;第五部分介紹了DK家族企業(yè)職業(yè)經(jīng)理激勵制度優(yōu)化方案,分別介紹家族企業(yè)職業(yè)經(jīng)理薪酬優(yōu)化方案和股權(quán)優(yōu)化方案,以及其他激勵優(yōu)化方案;第六部分是DK家族企業(yè)職業(yè)經(jīng)理激勵制度優(yōu)化的保障措施和預(yù)期效果;第七部分是結(jié)論部分,介紹研究的主要結(jié)論,創(chuàng)新點,存在的不足與改進方式和后續(xù)研究。本文主要運用文獻研究、技術(shù)路線等方法來進行相關(guān)研究,得到了一系列結(jié)論。但限于作者水平,僅對DK家族企業(yè)這一家企業(yè)進行實地調(diào)研,探討出針對DK家族企業(yè)職業(yè)經(jīng)理的激勵制度優(yōu)化方案,但提出的激勵制度優(yōu)化方案在參考應(yīng)用于類似企業(yè)時,仍需做針對性的調(diào)整。通過本文對DK家族企業(yè)的激勵制度進行針對性的優(yōu)化研究,旨在希望本文的研究結(jié)論能為DK家族企業(yè)進行相應(yīng)的制度調(diào)整提供參考。也希望本文的建議和結(jié)論能在實踐中得到檢驗,同時也為其他類似企業(yè)提供借鑒。
[Abstract]:In recent years, the family business has been developing continuously, and the owners of the enterprise have realized that their knowledge and management ability are limited, and they are unable to use scientific management methods to govern the company. The development of family business is becoming more and more difficult. The professional manager is produced in this social background, but after the introduction of professional manager, how to implement the effective incentive to the professional manager, how to meet the needs of the professional manager, To realize the long-term development of enterprises is an important research topic in theory and practice. This paper studies many documents, taking DK family enterprises as an example. This paper includes seven parts. The first part is the introduction, which introduces the background and significance of the topic, the research object, the method and the way of thinking. The second part is the literature review at home and abroad, introducing the definition of relevant concepts, relevant basic theory, and domestic and foreign family business and professional managers related issues. The third part introduces the current situation of enterprise development, including the enterprise development situation, the core issues of the bottleneck of enterprise development and the necessity and feasibility analysis of the optimization of professional manager incentive system. Part 4th uses focus group interview and questionnaire method to explore the two-way demand of shareholders and professional managers, and then finds out the defects of the incentive system of professional managers through the comparative analysis of two-way demand; The 5th part introduces the optimization scheme of DK family enterprise professional manager incentive system, including salary optimization scheme, equity optimization scheme and other incentive optimization schemes. Part 6th is the guarantee and expected effect of optimizing the incentive system of professional managers in DK family enterprises, and part 7th is the conclusion, which introduces the main conclusions of the research, the innovation points, This article mainly uses the literature research, the technical route and so on to carry on the related research, has obtained a series of conclusions, but limited to the author level, Only the field investigation of DK family enterprise is carried out, and the optimization scheme of incentive system for professional manager of DK family enterprise is discussed. However, the scheme of incentive system optimization is applied to similar enterprises for reference. Through this paper, the incentive system of DK family business is optimized. The purpose of this paper is to provide a reference for the DK family firm to adjust its system, and also hope that the suggestions and conclusions of this paper can be tested in practice, and it can also be used for reference for other similar enterprises.
【學(xué)位授予單位】：東華大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F426.22;F272.92

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本文編號：1614160