Staff Incentive Mechanism in College Logistics Reform |
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Author | CuiYongJian |
Tutor | LiXiaoJian |
School | Northwest University of Science and Technology |
Course | Agricultural Economics and Management |
Keywords | Colleges and Universities Logistics Reform Staff Motivation |
CLC | G647.4 |
Type | Master's thesis |
Year | 2008 |
Downloads | 343 |
Quotes | 3 |
Firstly simple exposition of the theory of motivation; Second, a general overview of China's Logistics Reform staff motivation; Again, Northwest A \u0026 F University Logistics Group Empirical Analysis introduced the practice of reform, summarized employee motivation achieved The main results, analysis of objective reality and the problems faced; Finally, the incentive of improving the Northwest Agriculture and Forestry University Logistics Group employees. The text consists of six chapters. 1 Introduction. Mainly on the topics of the background in this article, purpose, meaning, and an overview of research trends and a comprehensive review. 2 Basic theoretical basis. Brief introduction to this study relates to the theory, including the concept of motivation and incentives, incentives basic connotation, psychological mechanisms and the importance of incentives and necessity of incentives and incentives contact. Introduces the basic theory and staff motivation related to human capital theory, principal-agent theory, humanity hypothesis. Focuses on the employee incentive modern theory of motivation, such as Maslow's hierarchy of needs theory, Herzberg's two-factor theory, McClelland's achievement motivation theory, the Buddha Long expectations theory, Adams equity theory, wave special and Lawler incentive model as the main representative of Skinner strengthen the incentive theory, and finally describes the motivation theories of employee motivation revelation. University Logistics staff motivation present situation and problems. Summarizes the Logistics Reform in employee incentive aspects of the implementation of the system from the state's tax policy to each of logistic entity. From the university logistics industry characteristics, the two aspects of university support staff characteristics analysis of university logistics firm characteristics, and the university logistics staff motivation needs analysis. Summarizes the characteristics of university logistics staff: (1) the original cause of the preparation of relative surplus; (2) the quality of the workforce needs to be improved; (3) the overall low level of staff qualifications. Finally, the interests of the university logistics staff motivation problems: (1) the concept of employment mechanism lag; (2) incentive mechanism is not perfect, the salary structure is irrational; (3) overprotect \(4) welfare and logistical deeply entrenched the average ideology still exist; (5) mistakenly believe that \Northwest Agriculture and Forestry University of Science and Technology Logistics Group Incentive Practice and Problems. The empirical research, mainly to the Northwest Agriculture and Forestry University of Science and Technology Logistics Group's employee incentive practices as the main clues, briefly introduced the background profile of the Northwest Agriculture and Forestry University of Science and Technology Logistics Group, organizational structural condition of the socialization of logistics reform process and made in the reform of the basic results. Summarizes the Northwest Agriculture and Forestry University of Science and Technology Logistics Group six years of employee incentive practice, objective analysis of employee incentive problems: (1) excessive economic incentives; (2) there is incentive inequities; (3) did not sign labor contracts in accordance with the law, participate in social insurance; (4) basic institutional reasons have not changed; (5) rich too much labor; (6) negative incentive poor implementation; (7) the lack of incentives corporate culture. 5 Perfect Northwest Agriculture and Forestry University of Science and Technology Logistics Group employee incentive measures. Stressed the importance of employee motivation, established scientific motivation and principles, the main incentive measures (1) drawing on knowledge-based employee incentive model, to improve the management incentives; (2) improve the competitive pay system, to solve the over-excitation problems; (3) to establish a strict, reasonable performance appraisal system to solve the problem of incentive fair; (4) into the threshold, good doorway to solve the labor problem of plenty; (5) to break the boundaries of identity, sign labor contracts in accordance with the law, to participate in social insurance, legal status to migrant workers; (6) to reduce the human factor, increase the negative incentives, and toward the modern enterprise system; (7) the establishment of a corporate culture with incentives; (8) clear business development goals, build enterprise common vision, so that employees feel that there is something to look forward to. Other incentive measures: (1) ESOP from abroad, try to equity incentive; (2) continue to increase the intensity and scope of staff training; (3) organizations to ensure employee motivation; (4) to strengthen the management of employee career development. Finally, a must create incentives to adapt restraint mechanisms, including the the target convergence Act, the integration of interests and the elimination of three constraints. 6 Conclusion. Logistics Reform staff motivation, is a complex system issues. University Logistics to reform and development, employee motivation, to mobilize the enthusiasm of employees, play the creativity of employees, training employees' sense of responsibility and mission logistics entity.