求企业团队精神相关的英文文献，拜托各位了
在制定和实施激励政策时，首先要调查清楚每个员工真正需要的是什么。将这些需要整理、归类，然后来制定相应的激励政策帮助员工满足这些需求 。
1. 原则之一：激励要因人而异
由于不同员工的需求不同，所以，相同的激励政策起到的激励效果也会不尽相同。即便是同一位员工，在不同的时间或环境下，也会有不同的需求。由于激励取决于内因，是员工的主观感受，所以，激励要因人而异。在制定和实施激励政策时，首先要调查清楚每个员工真正需要的是什么。将这些需要整理、归类，然后来制定相应的激励政策帮助员工满足这些需求。
2. 原则之二：奖励适度
奖励和惩罚不适度都会影响激励效果，同时增加激励成本。奖励过重会使员工产生骄傲和满足的情绪，失去进一步提高自己的欲望；奖励过轻会起不到激励效果，或者使员工产生不被重视的感觉。惩罚过重会让员工感到不公，或者失去对公司的认同，甚至产生怠工或破坏的情绪；惩罚过轻会让员工轻视错误的严重性，从而可能还会犯同样的错误。
3. 原则之三：公平性
公平性是员工管理中一个很重要的原则，员工感到的任何不公的待遇都会影响他的工作效率和工作情绪，并且影响激励效果。取得同等成绩的员工，一定要获得同等层次的奖励；同理，犯同等错误的员工，也应受到同等层次的处罚。如果做不到这一点，管理者宁可不奖励或者不处罚。管理者在处理员工问题时，一定要有一种公平的心态，不应有任何的偏见和喜好。虽然某些员工可能让你喜欢，有些你不太喜欢，但在工作中，一定要一视同仁，不能有任何不公的言语和行为。
1. 激励员工从结果均等转移到机会均等，并努力创造公平竞争环境。举例来说，吴士宏在IBM从一个打扫卫生的人做起，一步一步到销售业务员，到地区负责人，到中国区总经理，是什么原因呢？除了个人努力，还应该说IBM 良好的企业文化给了一个发展的舞台，那就是每一个人都有无限的发展机会，只要有能力就会有发展的空间，实现自我，这在很多企业是做不到的，这种体制无疑会给员工莫大的激励作用。
2. 激励要把握最佳时机。
——需在目标任务下达前激励的，要提前激励。
——员工遇到困难，有强烈要求愿望时，给予关怀，及时激励。
3. 激励要公平准确、奖罚分明
——健全、完善绩效考核制度，做到考核尺度相宜、公平合理。
——克服有亲有疏的人情风。
——在提薪、晋级、评奖、评优等涉及员工切身利益热点问题上务求做到公平。4. 推行职工持股计划。
使员工以劳动者和投资者的双重身份，更加具有关心和改善企业经营成果的积极性。现代人力资源管理的实践经验和研究表明，现代的员工都有参与管理的要求和愿望，创造和提供一切机会让员工参与管理是调动他们积极性的有效方法。毫无疑问，很少有人参与商讨和自己有关的行为而不受激励的。因此，让职工恰当地参与管理，既能激励职工，又能为企业的成功获得有价值的知识。通过参与，形成职工对企业的归属感、认同感，可以进一步满足自尊和自我实现的需要。建立和提高员工参与管理、提出合理化建议的制度和职工持股制度，加强员工各层次与领导层的交流沟通，提高员工主人翁参与意识。
5. 荣誉激励
对员工劳动态度和贡献予以荣誉奖励，如会议表彰、发给荣誉证书、光荣榜、在公司内外媒体上的宣传报导、家访慰问、流览观光、疗养、外出培训进修、推荐获取社会荣誉、评选星级标兵等。6. 关心激励
对员工工作和生活的关心，如建立员工生日情况表，总经理签发员工生日贺卡，关心员工的困难和慰问或赠送小礼物。
7. 竞争激励
提倡企业内部员工之间、部门之间的有序平等竞争以及优胜劣汰。8. 物质激励
增加员工的工资、生活福利、保险，发放奖金、奖励住房、生活用品、工资晋级。9. 信息激励
要经常交流企业、员工之间的信息，进行思想沟通，如信息发布会、发布栏、企业报、汇报制度、恳谈会、经理接待日制度。
1. One of the principles: incentives to vary from person to person
Because of the different needs of different staff, therefore, the same incentive effects of policy incentives will play a different. Even with a staff, at different times or circumstances, will have different needs. Because of incentives depending on the internal and the subjective feelings of the staff are, therefore, incentive to vary from person to person. In the formulation and implementation of incentive policies, we must first investigate each employee clearly what is really required. Required to organize, classify, and then to formulate appropriate policies to help motivate employees to meet these needs.
2. Two principles: appropriate incentives
Appropriate incentives and penalties will not affect the incentive effect, while increasing the cost of incentives. Award overweight employees would have to meet the mood of pride and lost the desire to further enhance their own; reward incentives too light will not achieve the effect, or so employees do not have a sense of attention. Heavy penalties are unfair to make employees, or loss of the company's identity, or even slow down or damage arising from the emotions; leniency error will underestimate the seriousness of the staff, which will probably make the same mistake.
3. The principle of three: fairness
The fairness of the management staff are a very important principle, employees are any unfair treatment will affect his mood and work efficiency, and effectiveness of the impact of incentives. Employees to obtain the same score, we must receive the same level of incentives; the same token, employees committed the same error, but also should be subject to the same level of punishment. If you can not do this, managers would prefer not to reward or punishment. Managers deal with employees at issue, must have a fair mind, should not have any prejudices and preferences. Although some staff may allow you to enjoy, some you do not enjoy, but at work, must be treated equally and should not have any of the words and acts of injustice.
1. Stimulate the transfer of staff from the results of equal to equal opportunities and strive to create a level playing field. For example, Wu Shihong at IBM from a clean start with the people, step by step to the sales clerk to the district person in charge, General Manager of China, what are the reasons for this? In addition to individual efforts, but also said that IBM should be a good corporate culture to a stage of development, that is, everyone has unlimited opportunities for development, as long as there is capacity there will be space for the development of self-implementation, which is to do a lot of companies are not, this system will undoubtedly inspire a great role of the staff.
2. Inspire the best time to grasp.
- Takes aim at pre-order incentive the mission to advance incentives.
- Have Difficulties employees, desire to have strong demand, to give the care and timely encouragement.
3. Want a fair and accurate incentive, reward
- Sound, perfect performance appraisal system to ensure appropriate assessment scale, fair and reasonable.
- Have to overcome there is thinning of the human pro-wind.
- In reference salary, promotions, awards, etc.评优involve the vital interests of employees on hot issues in order to be fair. 4. The implementation of Employee Stock Ownership Plan.
Workers and employees in order to double the capacity of investors, more concerned about the outcome of business operations and improve the initiative. Modern human resources management experience and research shows that employees are involved in modern management requirements and aspirations, and create and provide opportunities for all employees is to mobilize them to participate in the management of an effective way to enthusiasm. There is no doubt that very few people participated in the discussions of the act and its own without incentives. Therefore, to allow trade unions to participate in the management of properly, can motivate workers, but also the success of the enterprise to obtain valuable knowledge. Through participation, the formation of trade unions on the enterprise a sense of belonging, identity, self-esteem and can further meet the needs of self-realization. Set up and improve employee participation in management, the rationalization of the proposed system and the Employee Stock Ownership and strengthening leadership at all levels and the exchange of communication and enhance the awareness of staff to participate in ownership.
5. Honor incentive
Staff attitude and contribution of labor to honor rewards, such as recognition of the meeting, issued certificate, honor roll, in the company's internal and external publicity on the media reports, home visits condolences, visit sightseeing, convalescence, training out of training, access to recommend honor society, selected stars model, such as class. 6. Concerned about the incentives
The staff concerned about work and life, such as the staff set up the birthday table, birthday cards, general manager of the issue of staff, care staff or difficult and presented a small gift sympathy.
7. Competitive
The promotion of enterprise among employees, departments compete on an equal footing between the orderly and the survival of the fittest. 8. The material incentives
Increase their wages, welfare, insurance, bonuses, incentive houses, daily necessities, wages promotion. 9. Information incentives
Enterprises to communicate often, information among employees, the idea of communication, information such as conferences, field release, enterprises reported that the reporting system, the association manager to receive the system date. 希望能帮到您。如果要还有很多！ -------------------其他文献--------------------------------------------------------- [33] James E. Long. The Effects of Tastes and Motivation on Individual Income. Industrial and Labor Relations Review，1995，(1)，338~351.[34] Nerwig W. Kressler. Motivate and Reward. New York：Palgrave Macmillan，2003，(8)，113~130.[35] Randy L. Desimone, Jon M. Werner, David M. Harris. Human Resources Development. 北京：清华大学出版社，2003[36] Jeffrey H. Greenhaus, Gerard A. Callanan, Veronica M. Godshalk. Career Management. 北京：清华大学出版社，2003[37] James N. Baron, David M. Kreps. Strategic Human Resources: Frameworks for General Managers. 北京：清华大学出版社，2003.[38] Anderson K. Managing Knowledge Workers: Unleashing Innovation and Productivity. Journal of Applied Management and Entrepreneurship，2003，8(l):93-95[39] Peter F. Drueker. Knowledge Worker Productivity-The biggest challenge. California management review，1999，41(2)，79-94[40] James E. Long. The Effects of Tastes and Motivation on Individual Income. Industrial and Labor Relations Review，1995，(1)，338-351.
文化差异在企业管理中的冲突和融合--中韩企业跨文化管理研究
新一代的学术数据库--科技期刊
这个需要密码
去中国期刊网搜索吧
中文的话应该是有英文版的。
Enterprise culture is team spirit and the accumulation of
A culture of enterprise content reduced to just 20 words: "Wuwangzaiju, honesty and integrity surprisingly, the area of life, Peoples normalized and constant innovation."
"Wuwangzaiju" - not to forget the past is always the hardships and suffering of entrepreneurship. "Forget the past means betrayal."
"Shou is surprising" - "honesty and integrity", meaning the practice of holding upright in the groups set up a good reputation; "surprising" is to realize I have no people, I have gifted, gifted people I new, a miracle, dominate the market.
"Area of life" - people doing things on the side side, the circle is round. Specific performance is: should the event, to small circle; on their side to the people to circle. The man is the backbone of a round is the way of tips.
"Peoples normalized" - that is building around the Pacific Group of the Development Goals, are to implement the responsibility of everyone in everything, even the most basic level staff. The development of enterprises, individuals will have the development of other people, also have their own development. This is the Peoples normalized.
"Innovation" - on behalf of all the glorious past, the future is always empty. Innovation is the continuation of life, is an inexhaustible motive force for the development of enterprises. Who Gaorenyichou sense of innovation, enterprises who can Jiezuxiandeng.
Culture meaning can be summarized as the following eight words:
1, "Confucianism is also shaping the cultural character" - despite conservative Confucian culture side, but also contains many positive ideas, for today's enterprises are still important. For example, the world's ideological and very positive to be learned from.
2, "the pursuit of a healthy psychological qualities" - "victory or defeat is a routine military strategists." CEOs have to stand the test of the success or failure, have a strong sense of psychological endurance capacity. Setbacks,the face of adversity can maintain expansive optimistic attitude. It should be noted that within the tolerance, generosity of the corporate culture is a major feature.
3, "with Chinese characteristics, upholding the ethical concepts" - "justice sensible letter, Lee Cheng Jing," Chinese enterprises in a number of years not only have a personality, is also inseparable from the modest nature of the world top 500 ranked No. 16 in the Enron, the system neglect to talk about human nature, and collapse very quickly. In a business of a public opinion survey reflected the entry of more than three years of the crisis staff in enterprises, can not sacrifice a year with wages 80 percent over five years the 2002 dedication of the staff can not take the wage 78 percent, enough to demonstrate that employees and between enterprises and sharing weal and woe of deep emotion.
4, "360 position to make friends" - with the charm of personality to win the trust and respect for each other, turning hostility into friendship, controlling the hostile, rule of hostilities. Jusan are some margin, and working with people, came together fate, a long time, conflicts are often more, breaking up is routine, but also can be acquaintances, friends. Do not do the people profiting at others' expense, not to dopeople.
5, the survival of self-improvement on January 1 every person has a climate, geography, and when As an ancient saying goes: "no worries about the no-bit, so with legislation," There are three opportunities: to seize the opportunity momentum, as a third-rate; No opportunity to find opportunities for second-class; whimsical, and create opportunities for first-class.
The so-called team spirit, put it in simple terms is that the overall situation, and the spirit of collaboration and the concentrated expression of the spirit of service. Team spirit is the basis of respect for the personal interest and achievements. The core is collaboration, is the highest level of all members of the centripetal force, cohesion, and reflects the individual interests and overall interests of unity, and thus ensure the efficient functioning of organizations. The formation of the team spirit does not require team members to self-sacrifice, on the contrary, Huisa personality and talent ensure that the performance of members of the common goal of completing tasks, and clear the way cooperation and collaboration will then have a real inner power. Teamwork is part of organizational culture, good management through appropriate organizational form for each individual to the appropriate positions, give full play to the collective potential. If not correct the management culture, not a good business mentality and spirit of dedication, there will be no team spirit.
The role of team spirit
1. Goal-oriented functions
The cultivation of team spirit, work together so that the shop staff,拧成一股绳, efforts toward a goal of a single salesperson, the team targets to be achieved by the efforts of its own that is the direction of the overall team goal of homeopathy are broken down into various small Goals in each employee was implemented.
2. Rally function
Any organization needs a cohesive group, the traditional management approach is through the organization of top-down system of administrative directives and dilute the personal feelings of psychological and social aspects of demand, and team spirit through the collective sense of culture, through staff In a long-term practice of the customs, beliefs, motivation, interest, and other cultural psychology, to communicate people's ideas, guide people to have a common sense of mission and sense of belonging and identity, in turn, gradually strengthen the team spirit and generate a powerful Cohesion.
3. Incentive function
Team to rely on staff consciously demands progress, and strive to team with the best staff in line. Between employees through the normal function of encouraging competition can be achieved, and this incentive is not simply stay on the basis of the material, the team also received recognition, access to other staff in the team's respect.
4. Control
The staff of the need to control individual behavior, groups need to coordinate actions. Team spirit generated by the control functions, through the internal team formed by a perception of power, the impact of atmosphere, bound to regulate and control the individual acts of employees. This rigid top-down control is not mandatory power, but from hard to soft in the control of control by the control of workers, trade unions to control the sense of control by the short-term workers, to its values and long-term goals of the Control. Therefore, this control is more lasting significance, and is easy enjoys popular support.
Build team spirit
1, to create an atmosphere of mutual trust organizations
Have a well-known banks, especially its managers to their middle-level delegation of authority employees, despite a month to spend money marketing. Some people worry that those people will Luanhua Qian, in fact, the staff did not Luanhua Qian, instead of maintaining a large number of clients and their performance as a banner of the industry. By contrast, some managers, the money can see very strict, for fear others Luanhua Qian, but their Dashoudajiao, the staff has done everything in secret to seek their own interests. There are an environmentally friendly operation of joint ventures, with the general manager of the general staff of the Office of the same, in an open hall, each ordinary employees can stand up to see what the general manager. Staff from the purchase of day-to-day office supplies, in addition to the normal reimbursement, the Company has also paid some extra hard for this initiative put an end to the employees up the virtual fraud efforts. In both cases, we can understand and trust each member of the Organization of the impact, in particular, will increase the feelings of employees of organizations recognized. From the emotional and mutual trust, is an organization most solid basis for cooperation, will give employees a sense of security, employees can be truly recognized, the company as their own, and as personal development arena.
2, attitude and can not decide everything
Liu Bei is a very people-oriented attitude, Sangumaolu please Kongming, and Guan Yu and Zhang Fei form Sidang, relations are very Rail, but in the end is a loser. Cao Cao regardless of attitude, but the people are given, the great cause of achievement. Because not only earned alone attitude, but also can rely on. Those who attach importance to the attitude of managers are generally very heavy sense of authority, if someone challenges his authority, not too comfortable on the heart. So, that attitude is everything the managers, we must first reflect on their attitude toward employment, in assessing a person's ability, is not only consider their own feelings did not take into account the needs of employees «feel that they are not subject to the authority of the Personnel from the heart of the challenges can not be accepted.
3, anti-punishment within the organization
From a psychological point of view, if we change a person's behavior, there are two means: penalties and incentives. Punish acts lead to retreat, is a negative and passive, the internal mechanism is legal punishment. Incentive is a positive, proactive, to continue improving efficiency. An appropriate degree of punishment is of positive significance, excessive punishment is invalid, and punish the abuse of corporate certainly not a long time. Punishment is the denial to the employee, often a negative employees, the number of passion for work will no longer exist. Employers certainly have the incentive and employees of enterprises to increase the positive recognition for employees and employers often deny employees feel that they will not use the enterprise, then the employees will negate the enterprise.
4, to establish an effective communication mechanism
Understanding and trust is not an empty talk, often a small misunderstanding but the management is an endless source of trouble. One employee to resign, the employer said: "You can not Zoua, you very well, before the practice is to train you, I will be promoted to you, I would also like to reward you!" However, employees are considered to be a pack of lies, He avid to work, but not the high-income Mapi Jing, how to calm him! Would like to reuse a talent, one would like to play for their own enterprises can, simply because of poor communication, were injured. I once heard a senior employee said: "If the boss told me the truth a little earlier, I would not leave the company."
Enterprises and institutional arrangements for the team
Team spirit and the enterprise system of relations should be reflected in several aspects:
1, business principles, the system should be formed into the decision-making and teamwork
In accordance with the principles of modern company law, a company's shareholders by the company or interest group to enter the market status of legal persons engaged in various commercial activities, from the policy of enterprises, the development of strategies to the implementation of specific measures are reflected in the overall interest of enterprises, To a considerable extent, the corporate personality of the commercial rights. As a legal entity specifically authorized by the Executive and their leadership team also should be an overall attitude in shopping malls, this is a modern enterprise system and the operation of the market principles of the inevitable demand of enterprises, and infiltration into the team spirit is consistent with this One of the inherent law.
Enterprise system should be the formation of a scientific and democratic decision-making process, is a collective wisdom, wisdom and power of people to play the course, is the commander of the integrated experience and the wealth of many combatants process of practice, it is difficult to imagine in a quiet Harbour with great concentration Come up with the free enterprise system to respond to the changing market conditions over the reefs. We are all kinds of rules and regulations of the enterprise is not uncommon, but are often shelved, The reason, of which a very important point is that the system itself seriously divorced from reality, naturally exist in name only.
2, enterprises need to achieve the goal of a team spirit
Sony Corporation is the world's leading enterprises, is able to have today's huge achievements, with its "family-style" management methods are inseparable. In Sony, each of the staff were seen as part of the extended family, every employee can express their unique perspective, but also stressed that employees should be like in a family living in the same co-ordination, co-ordination. Every employee's due to the fully respected, talented be brought into full play. Finally, the company has employees the same return - to work and loyalty to the company, so Sony was a great, sustainable success in our cause.
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答：本论文首先对组织行为学中的激励理论的发展现状和意义做了阐述,随后针对GE公司和联想集团的激励体制进行了对比分析,表明企业应针对自身不同的性质制定不同的激励体制。 关键字: 效绩考评;双因素分析理论;团队精神;员工成就感;一、激励机制概述: 1.2激励机制原理: 激励机制是为了激励员工而采取的一系列方针政策、规章...
人本管理的的主要内容
答：“目的人”层次上的人本管理理论是在企业人力资本所有者地位上升,管理活动的目标多元化的背景下产生的,相关的理论主要有现代人力资源开发与管理理论、人力资本投资理论、企业文化理论、团队理论和学习型组织理论。 第三层次的人本管理理论使得管理活动的服务对象从企业的“内部人”扩展到企业的“外部人”,它的主要内容...
求:论文 企业文化在企业管理中的作用 的参考文献
答：企业文化是以形成最佳的经营管理机制为目的,以人的管理为主体,以企业精神的共识为核心,以群体行为为基础的企业管理学说。因而,一个企业要做好企业管理工作,就必须建设企业文化,以先进的企业文化来指导企业管理,使企业能够实现其经济效益最大化目标。可见,企业文化在企业管理中存在着一定的重要性,下面笔者将针对其重要...
