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随着经验的积累和认识水平的提高,人们已经不再将“管理”(包括对人才的管理)视为是对事物发展或个性行为、动机进行干预或制约来达到某种目的的形式或手段,而是将其视为能通过掌握并利用事物的内在规律或个性的主客观因素,引导或是使事物的发展或个性行业按管理设计进行,从而达到某种目的的技巧和艺术。有目的地通过为个性需要提供或创造获取满足的机会和条件来鼓励、加强或诱发其相应的行为动机,进而唤起或重复某种行为未达到管理目标的做法,便是激励机制在管理工作中的运用。如何将这一手段运用于医院人才管理,则是值得探讨的问题。本文试根据有关的理论观点并结合工作实际,就此谈谈初步体会与认识。
With the accumulation of experience and the improvement of the level of understanding, people no longer see “management” (including the management of talent) as a form or means of interfering with or restricting the development of things or individual behaviors and motivations to achieve certain goals. Instead, it is seen as the ability to master or utilize the internal laws or personality of the object, objective and objective factors, and guide or make things develop or the individual industry according to the management design, so as to achieve a certain purpose of skills and art. To promote, strengthen, or induce their corresponding behavioral motives in a targeted manner by providing or creating opportunities and conditions for satisfying individual needs, and then to evoke or repeat certain actions that do not meet the management objectives, is the incentive mechanism in the management work. The use of. How to apply this method to hospital talent management is a question worth exploring. This article tries to talk about the preliminary experience and understanding based on the relevant theoretical viewpoints and the actual work.