.........III 1 引言 ...............1 1.1 研究背景 .1 1.2 研究目的与意义 ....................2 1.2.1 研究目的 .........................2 1.2.2 研究意义 .........................2 1.3 国内外文献综述 ....................2 1.3.1 国外文献综述 .................2 1.3.2 国内文献综述 .................3 1.3.3 国内外研究述评 .............6 1.4 研究内容、研究方法和技术路线 .........................6 1.4.1 研究内容 .........................6 1.4.2 研究方法 .........................6 1.4.3 技术路线 .........................7 1.5 本章小结 .8 2 相关概念及理论基础 ...................9 2.1 相关概念 .9 2.1.1 激励 .9 2.1.2 激励机制 .........................9 2.2 基本理论 .............................. 11 2.2.1 马斯洛需求层次理论 .... 11 2.2.2 赫茨伯格双因素理论 .... 11 2.2.3 亚当斯的公平理论........ 12 2.3 本章小结 .............................. 12 3 SD建陶有限公司员工激励机制现状和存在问题 ..... 14 3.1 SD建陶有限公司基本情况 .. 14 3.2 SD建陶有限公司员工激励机制现状.................. 16 3.2.1 以绩效奖金为主的物质激励 ....................... 16 3.2.2 以口头表扬为主的情感激励 ....................... 16 3.2.3 以入职培训为主的职业培训激励 ................ 17 3.2.4 以许诺晋升为主的权利激励 ....................... 17 3.2.5 以严苛规章制度为主的负向激励 ................ 17 3.3 SD建陶有限公司员工激励机制存在的问题 ...... 18 3.3.1 机构设置缺少人力资源管理部门 ................ 18 3.3.2 激励机制设计存在缺陷 18 东北农业大学工商管理硕士学位论文 II 3.3.3 缺少科学有效的绩效考评机制 ................... 19 3.3.4 高度集权，人治现象严重 ........................... 19 3.4 SD建陶有限公司员工激励机制存在问题的原因分析 ...................... 20 3.4.1 公司自身实力不足 ....... 20 3.4.2 不重视员工队伍稳定性 20 3.4.3 企业管理目标不明确 .... 21 3.4.4 不重视企业文化建设 .... 21 3.5 本章小结 .............................. 22 4 SD建陶有限公司员工激励机制优化措施 ................ 23 4.1 科学设置物质激励 .............. 23 4.1.1 增强薪酬制度的合理性 23 4.1.2 建立科学的绩效考核体系 ........................... 24 4.1.3 加强对员工人文关怀 .... 25 4.2 重点关注情感激励 .............. 25 4.2.1 确定合理的发展目标 .... 25 4.2.2 建立有效的上下沟通机制 ........................... 26 4.2.3 健全员工参与机制 ....... 26 4.3 构建有效员工培训机制 ....... 27 4.4 完善员工晋升机制 .............. 28 4.5 坚持正向激励为主 .............. 28 4.6 本章小结 .............................. 29 5 SD建陶有限公司员工激励机制优化的保障措施 ..... 30 5.1 转变企业的经营理念 ........... 30 5.2 健全企业的组织架构 ........... 30 5.3 完善企业的规章制度 ........... 31 5.4 培育优秀企业文化 .............. 31 5.5 本章小结 .............................. 32 6 结论............. 33 致谢 ................ 34 参考文献 ......... 35 附录 ................ 37 CONTENTS III CONTENTS Abstract in Chinese ......................... I Abstract in English .......................III 1 Introduction ..1 1.1 Research background...............1 1.2 Purpose and significance of research ......................2 1.2.1 Research purposes ............2 1.2.2 Research significance .......2 1.3 Literature review at home and abroad .....................2 1.3.1 Literature review of foreign countries ..............2 1.3.2 Literature review in China 3 1.3.3 A review of studies at home and abroad ...........6 1.4 Research content, research methods and technical route ........................6 1.4.1 Research content ..............6 1.4.2 Research method ..............6 1.4.3 Technical route .................7 1.5 Summary of this chapter..........8 2 Related concepts and theoretical bases ......................9 2.1 Related notion .........................9 2.1.1 Incentive ..........................9 2.1.2 Incentive mechanism ........9 2.2 Basic theory .......................... 11 2.2.1 Maslow's hierarchy of needs theory ............... 11 2.2.2 Herzberg's Two-factor theory ......................... 11 2.2.3 Adams' Fairness theory ... 12 2.3 Summary of this chapter........ 12 3 The present situation and existing problems of staff incentive mechanism in SD Ceramics Co., Ltd ....... 14 3.1 Basic information of SD Ceramics Co., Ltd... ....... 14 3.2 Status quo of staff incentive mechanism in SD Jiantao Co., Ltd.. ........ 16 3.2.1 Salary incentive based on performance bonus 16 3.2.2 Emotional encouragement mainly based on oral praise ................. 16 3.2.3 Vocational training incentives based on induction training ............ 17 3.2.4 A right incentive based on promise of promotion. ......................... 17 3.2.5 Negative incentives dominated by strict rules and regulations ...... 17 3.3 Problems in staff incentive mechanism of SD Ceramics Co., Ltd......... 18 3.3.1 The organization is unscientific and lacks human resources management department. .... 18 东北农业大学工商管理硕士学位论文 IV 3.3.2 There are defects in the design of incentive mechanism ................ 18 3.3.3 Lack of scientific and effective performance evaluation mechanism ............................ 19 3.3.4 Highly centralized power, serious phenomenon of rule by man ..... 19 3.4 Analysis on the causes of problems in staff incentive mechanism of SD Ceramics Co., Ltd. .............. 20 3.4.1 The company is insufficient in capital strength ............................. 20 3.4.2 Do not attach importance to the stability of the workforce ............ 20 3.4.3 Enterprise management objectives are not clear ............................ 21 3.4.4 Not enough attention has been paid to the construction of enterprise culture. .............. 21 3.5 Summary of this chapter ....... 22 4 Measures to optimize staff incentive mechanism in SD Jiantao Co., Ltd. ............................ 23 4.1 Setting up material incentive scientifically ........... 23 4.1.1 Strengthen the rationality of salary system .... 23 4.1.2 Establishing a scientific performance evaluation system ............... 24 4.1.3 Strengthen humanistic care ............................ 25 4.2 Focus on emotional motivation ............................ 25 4.2.1 Determine reasonable development planning objectives ............... 25 4.2.2 Establish an effective up-down communication mechanism .......... 26 4.2.3 Strengthen employee participation and promote a win-win situation ............................ 26 4.3 Builde an effective staff training mechanism ........ 27 4.4 Improve the staff promotion mechanism............... 28 4.5 Adhere to positive incentives 28 4.6 Summary of this chapter ....... 29 5 Safeguard measures for optimization of staff incentive mechanism in SD Ceramics Co., Ltd. ...................... 30 5.1 Change the business concept of enterprises .......... 30 5.2 Perfect the organizational structure of the enterprise ........................... 30 5.3 Improve the rules and regulations of enterprises. .. 31 5.4 Cultivate excellent enterprise culture. .................. 31 5.5 Summary of this chapter ....... 32 6 Conclusion ... 33 Acknowledgement ......................... 34 References ...... 35 Appendix ........ 37 研宄生学位论文独创声明及使用授权书 独创声明 本人声明所呈交的学位论文是本入在导师指导下进行的研宄工作及取得的研宄 成果。据我所知，除了文中特别加以标注和致谢的地方外，论文中不包含其他 人己经发表或撰写过的研究成果，也不包含未获得 （注：如没有其他需要特别声明的，本栏可空）或其他教育机构的学位或证书使用 过的材料。与我一同工作的同志对本研宄所做的任何贡献均已在论文中作了明确的 说明并表示谢意。 学位论文作者签名：日期：２０２０年６月１２日 学位论文版权使用授权书 本学位论文作者完全了解学校有关保留、使用学位论文的规定，学校有权保 留并向国家有关部门或机构送交论文的复印件和磁盘，允许论文被查阅和借阅。 本人授权学校可以将学位论文的全部或部分内容编入有关数据库进行检索，可以 采用影英缩印或扫描等复制手段保存、汇编学位论文８（保密的学位论文在解密 后适用本授权书） 学位论文作者签名：、碑日期：２０２０年６月１２日 导师签名：日期：２０２０年６月１２日 摘要 I 摘要 山东省作为全国经济大省，多年来严重依赖于传统产业的效益拉动，省内很多企业经营 者，尤其是中小企业的经营者管理理念、人才理念相较南方省份、国外有着较大差距，面临 错综复杂的国内外竞争环境