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1、 INCENTIVE MECHANISM OF STRATEGY OF SMALL AND MEDIUM-SIZED ENTERPRISES A Dissertation Submitted to the Graduate School of Henan University in Partial Fulfillment of the Requirements for the Degree of Master of Management Science By Gong Shaofeng Supervisor: Professor. Naitao.Du Date 2013.5. I 摘 要 随着
2、我国市场化经济的推进，在我国经济整体处于转型期的大背景下，工业化、城镇化的脚步不断加快，工作、生活的压力对于人们来说越来越大，同时，给企业的压力也越来越大，特别是中小企业，面临了很多的发展瓶颈。一个企业发展的好坏，一个重要的因素是人的问题， 企业发展持续下去的关键是人力资源部门是否能够充分释放和挖掘员工的潜力，而一套有效、系统、科学的激励机制对于企业来说，无疑是充分挖掘员工潜力、快速提升员工工作满意度的一个重要工具，人才的竞争是中小企业持续下去的源动力。 我国改革开放以来，中小企业在我国，如雨后春笋般发展迅猛，目前为止数量已经超过 4200 万户，全国企业的 98%属于中小企业，同时，在我国国
3、民经济中中小企业也占据了非常重要的作用，但我国中小企业基本是家族式企业，管理模式落后、经营管理集权化、对人才的投资缺乏、家族式管理非常明显、激励机制不健全等因素对中小企业的发展非常不利，在中小企业中，高层领导基本具有裙带关系，让下面的员工很难看到发展的更好空间。随着中国加入世界贸易组织（WTO） ，使中小企业的发展面临了很大的冲击，当今社会，企业管理的重点由物资管理转向了人力资源管理，如何激发企业活力、提高组织效率、挖掘员工潜力等，有效激励机制的构建对于当今中小企业来说是个重要的议题，在中小企业的高层会议上，激励机制的构建都被提上了日程。 本论文借鉴激励相关的理论知识， 从心理学角度的激励理论
4、和管理学角度的激励理论对全文进行分析，通过调查中小企业激励机制的现状，对存在的问题进行分析，从而提出一套系统的激励机制构建策略。论文在调查问卷和部分访谈的基础上发现，目前我国中下企业主要采用的是精神激励和物质激励两类，但激励方式都非常简单，激励的效果存在比较明显的工龄、性别、年龄、学历、职务等方面的差异。通过对激励问题的分析，本论文从以下几个方面提出激励机制的合理构建：在员工个人层面上，要充分激发员工的潜能、培养积极的心态、树立积极的人格品质、开展多方面的培训等；在组织层面上，通过组建充满爱和阳光的人际关系、良好的工作环境、积极的组织文化等激励手段，使组织员工具有归属感，把企业当家，工作幸福快
5、乐，从而提高员工的工作满意度，促进企业快速良性的可持续发展。 本文通过设计物质激励、 精神激励、 情感关怀型激励、培训激励、职业生涯规划激励等几种方式对中小企业激励机制设计方案进行分析。 II 通过本论文的研究，希望给中小企业的发展提供一定的帮助，在激励机制的构建上有一定的参考价值。 关键词：关键词：中小企业,激励机制,员工激励III ABSTRACT Along with the advancement of market economy in our country, in the context of the overall economy in our country is in tr
6、ansition period, with the accelerating steps of industrialization and urbanization, and work and life pressure for people more and more big, at the same time, the pressure is growing to businesses, especially small and medium-sized enterprises, facing the development bottleneck of many. The stand or
7、 fall of an enterprise development, an important factor is peoples problem, the key to enterprise sustainable development is the human resources department will be able to fully release and digging the potential of employees, and a set of effective, system and scientific incentive mechanism for ente
8、rprises, is undoubtedly the full mining potential employees, improve employee job satisfaction is an important tool, talent competition is the driving force of small and medium-sized enterprises continue. Chinas reform and opening-up, small and medium-sized enterprises in our country, have sprung up
9、 rapidly developing, now has more than 42 million units, 98% of the national enterprises belong to small and medium-sized enterprises, at the same time, the small and medium-sized enterprises in the national economy in our country also occupied a very important role, but the basic is a family-run en
10、terprises of small and medium-sized enterprises in China, backward management mode, centralized management, lack of investment on talents, family-run management clear, incentive mechanism is not sound and other factors on the development of small and medium-sized enterprises is very adverse, in smal
11、l and medium-sized enterprises, the basic with nepotism, senior leaders that it is difficult to see the following workers better development space. With Chinas accession to the world trade organization (WTO), make the development of small and medium-sized enterprises face great impact, in todays soc
12、iety, the focus of the enterprise management from material management to human resource management, how to stimulate the enterprise vitality, improve the organizational efficiency, mining potential employees, etc., the construction of effective incentive mechanism is an important issue for todays sm
13、all and medium-sized enterprises, in the small and medium-sized enterprises high-level meeting, the construction of incentive mechanism has been on the agenda. Motivate this paper reference related theory knowledge, from the Angle of psychology, incentive IV theory and incentive theory in management
14、 science Angle analysis of full text, through investigating the present situation of the small and medium-sized enterprise incentive mechanism, analyze the existing problems, and puts forward a set of incentive mechanism construction strategy of the system. Thesis on the basis of questionnaire and s
15、ome interviews found that middle enterprise in our country at present mainly adopts the spiritual incentive and material incentive two kinds, but the incentives are very simple, incentive effect has obvious the age, gender, age, educational background, position, etc. Through the analysis of the ince
16、ntive problem, this paper put forward the incentive mechanism from the following several aspects of reasonable construction: at the individual level, to fully stimulate the potential of staff, cultivate a positive attitude, set a positive personality quality, carry out various training, etc; At the organization level, by forming a full of love and sunshine of interpersonal relations, good working environment, positive incentives, such as organizational culture, make the organization sta
