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目前,建筑企业面临着许多问题,职工人数多而企业效益差就是一个实际情况.那么,如何对职工进行激励,充分调动职工积极性,真正把建筑企业的人力优势转变为资源优势和效益优势,值得我们认真探讨.下面仅从四种激励理论——需要理论、双因素理论、期望理论和强化理论,并根据建筑业的特点,来讨论建筑企业的几种激励办法和措施.(一)需要理论与职工激励生理需要、安全需要、社会需要、尊重需要和自我实现,是人类的五种基本需要,它们象阶梯一样从低到高构成一个有层次的体系:一个层次的需要相对地满足了,激励功效就开始下降,同时向高一层次发展;同一时期内可能同时存在多种需要.此时,人的行为由优势需要决定,其激励办法和措施如下:
At present, construction companies are faced with many problems. The number of employees and the poor efficiency of enterprises are a practical situation. Then, how to motivate employees to fully mobilize the enthusiasm of employees and truly transform the manpower advantages of construction companies into resource advantages and benefit advantages are worthwhile. We seriously discuss. The following only discusses several incentives and measures for construction companies based on the four incentive theories - need theory, two-factor theory, expectation theory and reinforcement theory, and according to the characteristics of the construction industry. (1) Need theory The physiological needs, safety needs, social needs, respect needs, and self-realization of employees are the five basic human needs. They form a hierarchical system from low to high like a ladder: the needs of one level are relatively satisfied. The incentive effect begins to decline, and at the same time it develops to a higher level; in the same period there may be multiple needs at the same time. At this time, people’s behavior is determined by the advantage needs, and its incentive measures and measures are as follows: