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摘要随着全球竞争的日益激烈，“优胜劣汰、适者生存”成为企业和个人的生存发展之道。在这种情况下企业需要不断改善自身的制度和管理方法，以适应未来的发展。由于正激励对员工的作用逐渐减弱且其对企业来说管理成本的加大，一使用正激励反而不利于企业的健康发展，因此负激励机制在企业中得到普遍使用。而近年来，越来越多的80、90后踏入职场，他们不同于80前的老员工，更加强调自我，注重公平，更会维护自己的权利，80、90后员工进入职场对企业的管理提出了挑战。尤其是在负激励的应用上，本文通过分析负激励对80、90后员工行为选择的影响，进而提出企业负激励管理的改进建议：企业的健康发展离不开负激励，但企业使用负激励时应当谨慎，有效把握好负激励应用的程度水平。这样才会让80、90后员工在众多不同的行为中选择利于企业和自身发展的向上的行为。63674
关键词 负激励机制 工作场所欺压 80、90后 行为选择
毕业论文 外 文 摘 要
Title Analysis of the Influence of Enterprise Negative Incentive on Post-8090 Employees’ Behavior Choices
Abstract
With the increasingly fierce global competition, "survival of the fittest" has become the road of survival and development of enterprises and inpiduals. In this case, companies need to constantly improve their systems and management methods to adapt to future development.
Because the effect of positive incentives on employees is gradually weakening and its administrative costs for enterprises are increasing, the indiscriminate use of positive incentives is not conducive to healthy development of enterprises. Therefore negative incentives are widely used in companies. In recent years, more and more post-80, 90 step into the workplace. They are different from the old employees and they emphasize self, equity and defend their rights. This is a new challenge to the enterprise management. Especially the application of negative incentives, the paper analyzes that how the negative incentives effect post-80, 90 employees’ behavior choices, and then put forward recommendations for improvement about enterprises’ negative incentive management: Healthy development of enterprises is inseparable from negative incentives, but companies should be careful when using a negative incentive to effectively grasp the extent of negative incentive application level.This will allow the post-8090 employees choose the up behaviors which are conducive to enterprise development and self-growth in many different behaviors
Keywords Negative incentive mechanism Workplace bullying Post-80, 90 Behavior choices
目 次
1 绪论 1
1．1 选题的背景及意义 1
1．2 问题的提出 1
2．1 激励理论 2
2．2 负激励的含义及作用 5
3 80、90后员工个性特点及职业行为特征 8
3．1 对80、90后员工的界定 8
3．2 80、90后的个性特征 9
3．3 80、90后员工的职业行为特征 10
4 企业负激励机制存在的问题原因分析 12
4．1 富士康跳楼事件案例分析——基于负激励角度