本文關(guān)鍵詞： “80后”員工 激勵(lì)管理 建議與策略　出處：《蘭州大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著時(shí)間的推移,“80后”這一極具特性的群體逐步踏入市場(chǎng)經(jīng)濟(jì)的舞臺(tái)并日益發(fā)展成為企業(yè)的中堅(jiān)力量。這一代員工不僅具有年輕一代的共性,還具有特定年代背景留下的顯著特征。他們逐漸發(fā)展成為企業(yè)的核心骨干,同時(shí)也給企業(yè)的人力資源管理帶來(lái)新的挑戰(zhàn)。如何針對(duì)這一特殊群體的個(gè)性,轉(zhuǎn)變陳舊的管理思維和激勵(lì)方式,使之能夠有效地實(shí)現(xiàn)管理目的已經(jīng)成為理論界和實(shí)務(wù)界普遍關(guān)注而又富有難度的課題。不容置疑,有效的激勵(lì)管理措施對(duì)于提高“80后”員工的潛力和工作積極性,提高企業(yè)的整體工作效率,進(jìn)而使企業(yè)在激烈的市場(chǎng)競(jìng)爭(zhēng)中保持優(yōu)勢(shì)地位具有無(wú)法取代的地位。中國(guó)的景觀設(shè)計(jì)行業(yè)是隨著房地產(chǎn)業(yè)和建筑業(yè)發(fā)展而形成的一個(gè)新興行業(yè)。伴隨著生活水平的提高,人們對(duì)舒適宜人的自然生態(tài)環(huán)境有了越來(lái)越高的期待,景觀設(shè)計(jì)行業(yè)的發(fā)展便隨之被人們看好。但景觀設(shè)計(jì)在中國(guó)尚處發(fā)展初期,相關(guān)企業(yè)也出現(xiàn)新興行業(yè)共同面臨的問(wèn)題,即人力資源管理問(wèn)題。例如,怎樣留住人才、提高員工積極性,如何增強(qiáng)企業(yè)凝聚力,提高員工工作績(jī)效,等等。本文通過(guò)調(diào)查A公司“80后”員工激勵(lì)管理的現(xiàn)狀,通過(guò)加工、提煉,分析找出該公司“80后”員工激勵(lì)低下的原因。并在此基礎(chǔ)上,把握該公司“80后”員工對(duì)于各項(xiàng)激勵(lì)因素的需求程度。通過(guò)調(diào)查,得出不合理的薪酬、不完善的福利機(jī)制、良好企業(yè)文化的缺失、員工感覺前途灰暗等因素是導(dǎo)致A公司激勵(lì)低下的主要原因�；谏鲜龀晒�,文章結(jié)合需求理論和激勵(lì)理論,運(yùn)用理論與實(shí)踐相結(jié)合、定性與定量相結(jié)合的方法,對(duì)該公司在激勵(lì)管理方面存在的不足和弊端進(jìn)行分析。與此同時(shí),綜合考慮“80后”員工的個(gè)性以及他們對(duì)于激勵(lì)需求因素,提出從物質(zhì)激勵(lì)、精神激勵(lì)、成長(zhǎng)激勵(lì)、成就激勵(lì)以及負(fù)激勵(lì)等五方面激勵(lì)“80后"員工。文章最后,筆者進(jìn)行了總結(jié),指出了研究中存在的不足,并對(duì)未來(lái)相關(guān)研究提出展望。
[Abstract]:With the passage of time, the "post-80s" group has gradually stepped into the stage of market economy and gradually developed into the backbone of enterprises. This generation of employees not only has the common characteristics of the younger generation, They gradually develop into the core backbone of enterprises, but also bring new challenges to the management of human resources of enterprises. How to address the personality of this special group, It is no doubt that changing the old management thinking and motivating way to realize the management purpose effectively has become a difficult and common concern in the theoretical and practical circles. Effective incentive management measures can improve the potential and enthusiasm of post-80s employees, and improve the overall work efficiency of enterprises. The landscape design industry in China is a new industry formed with the development of real estate industry and construction industry. People have higher and higher expectations for the comfortable and pleasant natural ecological environment, and the development of landscape design industry will then be valued by people. However, landscape design is still in the early stage of development in China, and the related enterprises are also facing common problems in the emerging industries. For example, how to retain talents, improve staff enthusiasm, how to enhance corporate cohesion, improve employee performance, etc. This paper investigates the current situation of "post-80s" employee incentive management in Company A. Abstract, analyze and find out the reasons for the low motivation of the "post-80s" employees in the company. On this basis, we can grasp the demand of the post-80s employees for all kinds of incentive factors. Through the investigation, we can get the unreasonable salary and imperfect welfare mechanism. The lack of good corporate culture and the gloomy future of employees are the main reasons for the low motivation of Company A. based on the above results, the paper combines demand theory and incentive theory, and combines theory with practice. By combining qualitative and quantitative methods, this paper analyzes the shortcomings and drawbacks of incentive management in the company. At the same time, considering the personality of "post-80s" employees and their motivation demand factors, the paper puts forward the material incentives. In the end, the author summarizes the situation, points out the deficiency of the research, and puts forward the prospect of the related research in the future.
【學(xué)位授予單位】：蘭州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92

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