深圳A公司“80后”员工激励管理研究

发布时间：2018-02-16 23:38

本文关键词： “80后”员工激励管理建议与策略　出处：《兰州大学》2015年硕士论文　论文类型：学位论文

【摘要】：随着时间的推移,“80后”这一极具特性的群体逐步踏入市场经济的舞台并日益发展成为企业的中坚力量。这一代员工不仅具有年轻一代的共性,还具有特定年代背景留下的显著特征。他们逐渐发展成为企业的核心骨干,同时也给企业的人力资源管理带来新的挑战。如何针对这一特殊群体的个性,转变陈旧的管理思维和激励方式,使之能够有效地实现管理目的已经成为理论界和实务界普遍关注而又富有难度的课题。不容置疑,有效的激励管理措施对于提高“80后”员工的潜力和工作积极性,提高企业的整体工作效率,进而使企业在激烈的市场竞争中保持优势地位具有无法取代的地位。中国的景观设计行业是随着房地产业和建筑业发展而形成的一个新兴行业。伴随着生活水平的提高,人们对舒适宜人的自然生态环境有了越来越高的期待,景观设计行业的发展便随之被人们看好。但景观设计在中国尚处发展初期,相关企业也出现新兴行业共同面临的问题,即人力资源管理问题。例如,怎样留住人才、提高员工积极性,如何增强企业凝聚力,提高员工工作绩效,等等。本文通过调查A公司“80后”员工激励管理的现状,通过加工、提炼,分析找出该公司“80后”员工激励低下的原因。并在此基础上,把握该公司“80后”员工对于各项激励因素的需求程度。通过调查,得出不合理的薪酬、不完善的福利机制、良好企业文化的缺失、员工感觉前途灰暗等因素是导致A公司激励低下的主要原因。基于上述成果,文章结合需求理论和激励理论,运用理论与实践相结合、定性与定量相结合的方法,对该公司在激励管理方面存在的不足和弊端进行分析。与此同时,综合考虑“80后”员工的个性以及他们对于激励需求因素,提出从物质激励、精神激励、成长激励、成就激励以及负激励等五方面激励“80后"员工。文章最后,笔者进行了总结,指出了研究中存在的不足,并对未来相关研究提出展望。
[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.
【学位授予单位】：兰州大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92

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