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论文编号：	7110
作者编号：	2120123051
上传时间：	2014/12/16 16:07:30
中文题目：	基于“新人性”假设的激励策略研究
英文题目：	Based on The New Human Hypothesis of Incentive Strategy Research
指导老师：	齐善鸿
中文关键字：	“新人性”假设，激励模式，道本管理，自我激励
英文关键字：	“New Humanity” Hypothesis, Incentive Mode, Dao-Oriented Management, Self-motivation
中文摘要：	管理学自20世纪初成为一门独立的学科至今，经过百年发展,已经积累了丰硕的理论成果和大量的数据资源。作为其中最具典型代表性理论之一的“激励理论”也随之不断的丰富和发展。在企业管理实践过程中, “激励怪圈”、“激励综合症”等问题一直以来困扰着诸多管理者。其原因就在于单纯的物质奖励已经不能满足员工多元化的需求。这种单一的物质刺激手段，忽视了作为企业主体——员工的幸福感和归属感的满足，从而造成了员工动力不足的问题。为了解决这一难题，管理者需要从人性的本质入手，根据不同的人性假设来采取相应的激励策略。 本论文对激励的概念、激励的要素、激励的过程进行了界定，并就西方学者对于人性假设及其相关理论研究进行了回顾和梳理，剖析了西方主要激励理论的不足，提出了“道本激励”理论。从激励目的的视角看，西方激励理论是基于理性“经济人”假设，激励的主体追逐利益最大化而得出的；而道本激励理论则基于“新人性论”假设，激励的本质应是促使每个人成长而推导出的。道本激励提倡以塑造人性更完善的优秀员工为目的，通过造就优秀的人从而造就优秀的产品和服务进而实现企业的经济效益。基于道本激励理论的探讨，本文分析了影响企业员工自我激励能力因子之间的相互关系，通过问卷调查法得出员工精神需求和工作动机六大要素：动力、目标、时间、结果、过程和环境，并对这些因子之间的相互关系进行了分析，编制了一份以自我激励能力评估的量表，以期为提升企业员工自我激励能力，解决企业在员工激励问题上的困扰提供帮助。
英文摘要：	Since the beginning of the 20th century, as an independent discipline, Management has accumulated rich theoretical results and a large amount of data resources after one hundred years’ development. As one of the most typically representative theories, "incentive theory" has been constantly enriched and developed. In the corporate managerial practices, "incentive circle", "incentive syndrome" have been plaguing many managers in daily operation. On of the reasons may derive from the pure material rewards that cannot satisfy the diverse needs of employees. This single material rewards overlook the satisfaction of employees’ happiness and sense of belonging, thus cause the staffs’ lack of motivation. In order to solve this issue, managers need to start from the essence of human nature, take appropriate incentive strategies according to the different human nature hypothesis. This paper defines the concept of incentive, key elements of incentive, process of incentive and introduces “Dao-orient Management” after reviewing the literatures of humanity hypothesis and its related theories by western scholars and analyzing the deficiency of the major western incentive theories. From the perspective of the incentive purpose, western incentive theories are mainly derived from the rational "economic man" hypothesis, which the main body of incentive pursues benefit maximization; in contrast, “Dao-oriented incentive theory” stems from "new humanity" hypothesis, which is the nature of incentives should help everyone grow. This incentive theory advocates to cultivate more best employees with more perfect humanity, through “good man produces better products and services” circle, to achieve the economic benefits for the enterprise. Under the discussion of the “Dao-oriented incentive theory”, this paper also analyzes interrelationships of the impact factors that influence the employees’ self-motivation. Through questionnaire investigation, it indentifies 6 factors of employees’ spiritual needs and work motivation: motivation, goal, time, results, process and environment. Followed by analysis of the relationship between these factors and then compiles a self-motivation assessment scale in order to improve employees’ ability of self-motivation, as well as solving incentive problems in the enterprise.
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