1、 第 16 页 原文：The performance inspection and drive mechanismAs everyone knows, the incentive system is a modern enterprise system, one of the core content, is to establish the enterprises core competitiveness the cornerstone of enterprise management is an integral part of the essence. Inspired the term
2、 Chi Hay as so excited heart, that is to stimulate peoples motives, the acts of people induced to produce a built-in momentum towards the desired goal of the process. As the name suggests, the so-called negative incentives is a breach of individual organizational goals to punish non-expected behavio
3、r, so that it does not recur, so that individual initiative the goal of moving in the right direction of transfer, disciplinary action for specific performance, economic sanctions, reduction in rank, descending pay-out and so on. In the modern enterprise management attaches great importance to the e
4、ntrepreneurs are inspired, and often neglected the role of negative incentives, therefore, this article talk about the negative incentives in the enterprise management application. Negative incentives in the role of corporate governance 1 Negative incentives to control employee behavior is a hidden
5、stop line Just as the boundaries of morality and the law as beyond the boundaries of ethics is bound to be punished by law, a negative incentive is the case, has day-to-day business of the general code of conduct, management systems and so on, beyond the guidelines, the system will be subject to cer
6、tain sanctions . Of course, the negative incentive measures and means to exist in most of the corresponding enterprise management system. Negative incentives as a stop line, perhaps as a few employees noted that the staff actually control behavior played an indispensable role in the nurture of day-t
7、o-day, the staff, consciously or unconsciously, have accepted this kinds of negative incentive regulation, the invisible to the management of behavior of a virtuous cycle of sustained effect. For example, in the system provides that a deduction for being late to work 100, all the staff all know can
8、not be late, or else they would be punished, under normal circumstances, employees naturally developed a habit to go to work on time, managers applied only bound by a negative incentive mechanism to manage the entire enterprise of labor discipline, we can see, the hidden stop line how important. 2 N
9、egative incentives can play the role of a warning to others On more than a negative incentive systems are often bound by the boundaries of employee behavior, but this does not mean that all employees will comply with the agreed rules, as not all have the law will be law-abiding citizens, the total s
10、taff will be guilty of some kinds of errors Otherwise, the legal system and the enterprise system of negative incentives no longer necessary, which means, when the number of employees bound to overcome these consequences will be punished accordingly, and the nature of this punishment is mandatory an
11、d the threat of nature, the deterrent effect, often played the role of set an example and really make it impossible for workers to accept the psychological behavior of enterprise management respect, thereby enhancing self-management behavior. For example, suppose a company in the month, a 3 million
12、to go to work late, this month 3 business deduction 100 Yuan each, and to notice, it will make employees aware that such a negative incentive is not a means of display, but very good to maintain labor discipline of enterprises. 3 Negative psychological motivations of employees is greater than the im
13、pact of recurrent excitation Is the so-called incentives are in line with the organizational goals of individual acts of reward expectations in order to make more of such acts appeared to raise the enthusiasm of individuals, mainly for employees, such as reward and recognition. However, employees ar
14、e inspired to gradually dilute the psychological impact, especially for high-paying white-collar class, a survey showed that in China, a monthly salary of 5,000 Yuan higher than the class, for the reward in 10% of the amount of incentives, the overwhelming majority of staff No feel because of higher
15、 relative to their total remuneration for this award is insignificant, it is hardly surprising that they do not care, and often will fall into the hands of recognition used to inertia of the trap. And the psychological impact of negative incentive is huge and has a dual nature, from the physical poi
16、nt of view, under normal circumstances would have been able to get was not punishment, is a double loss and, more importantly, the spirit by combat, psychological fluctuations can be imagined, business incentives is the way through the negative psychological impact from the impact of their actions t
17、o achieve the purpose. As in the previous case, a late white-collar workers was 100 Yuan and deduction notice is very worried about this white-collar employees to change his awareness of his psychological impact was not able to be measured by money. 4 The positive effect of negative incentives Simpl
18、y understood literally, it is often thought to play a negative incentive effect is negative, on the contrary, we in the enterprise management process is to play a positive effect of negative incentives. The above mentioned stop line or a warning to others, or all of the negative incentives or means
19、to regulate employee behavior are, in order to conduct business management services. A few days ago, a research report that the current personnel management can not post, the salary can be increased can not be reduced, the annual assessment is only good, competent, there is no or a very small number
20、 of incompetent, and many other phenomena have stemmed from not negative incentive system, which eventually led to a lack of passion and the entire collective vitality, creativity and enthusiasm is not high. Cases from the above analysis, the parties may be a punishment is negative, the negative sid
21、e, but should be noted that if there are no such negative incentive measures, the wrongful act of a laissez-faire attitude of staff, we can imagine the fate of an enterprise will be How would, in fact, this is only a small number of people on the punishment, the effect is to enable enterprises to co
22、mply with the majority of rules of the game, the positive effect is much larger than the negative effect; for the parties, the negative impact is only temporary, and only he recognized that errors and corrections, the final result is positive. 5 The implementation of incentives can not be a negative
23、 bias In the Constitution provides that everyone is equal before the law, The same is true of negative incentives in the conduct of corporate management to achieve equality before the negative incentives, which is the implementation of the incentive to be more accurate and appropriate degree of diff
24、iculty than Great. Negative incentives in the implementation is often different from the incentives, incentives are often biased in favor of the icing on the cake, a little more less, less staff than accounting; and negative incentives are different, once the bias, employees will be over, will lead
25、to enterprise management the authority of those who suffer, and even lead to ineffective corporate governance system. For example, an employee for being late, because employees can not be said that he was on his way traffic, there is no subjective error and give up their punishment, or the next beca
26、use of traffic will be late, more and more managers because it is impossible to implement really traffic, managers can also be understood: As it is known that the peak period of work may be traffic congestion, why can not this early point of departure? Should not vary from person to person, such as
27、a wife or relatives leadership to give up their punishment for being late, then all the systems will be a mere formality, corporate governance, sink into a chaotic state. 6 In the face of negative incentives to managers to lead by example Leadership as a business, managers should be willing to loss
28、itself, it is necessary to accompany staff to accept the burden of responsibility should be to enable the staff will not be convincing. In the power industry for many years of day-to-day management of the monthly economic assessment methods accountability and Points management regulations are two we
29、ll-established management practices, these two approaches to the conduct of employees as defined in detail, the vast majority the majority of negative incentive measures, a smallnumber of positive incentives, which is a good part of punishment for the next level of employees, higher level managers t
30、o be a certain percentage of the associated penalties, since the theory is wrong on the lower level employees at least bear management responsibility, the penalties associated with negative incentive measures to implement greater interoperability, the higher level can say. There is also a subordinat
31、e enterprises, the establishment of the three German banks management approach, that is, professional ethics, social ethics and family virtues, and management areas within the eight-hour extension from the outside to eight hours to count each and every member of the three ethics of the gold, as a pu
32、nishment Three Morals of loan interest, deposit interest rates as a reward, but the leadership of more severe joint and several liability, Three Morals of points is the average of employees, by employees of the system greatly recognition.赞同1. One of the principles: incentives to vary from person to
33、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 o
34、f the staff is, 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 employ
35、ees 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; rew
36、ard 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 companys identity, or even slow down or damage arising from the emotions; leniency error will underestimate the seriousness of the staf
37、f, 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 s
38、ame 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
39、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 opportunitie
40、s and strive to create a level playing field. For example, Wu Shimon 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
41、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 r
42、ole 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 performanc
43、e 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. involve the vital interests of employees on hot issues in order to be fair. 4. The implementation of Employee St
44、ock 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
45、 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 uni
46、ons 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-reali
47、zation.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
48、Staff attitude and contribution of labor to honor rewards, such as recognition of the meeting, issued certificate, honor roll, in the companys internal and external publicity on the media reports, home visits condolences, visit sightseeing, convalescence, training out of training, access to recommen
49、d 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 equa
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