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财务管理创新中的激励的目的是为了提高的工作积极性。影响工作积极性的主要因素有:工作性质、领导行为、个人发展、人际关系、报酬福利和工作环境等,而且这些因素对于不同企业所产生影响的排序也不同。企业要根据不同的类型和特点制定激励制度,而且在制定激励机制度时,一定要考虑到个体差异。例如女性员工相对而言对报酬更为看重,而男性则更注重企业和自身的发展。在年龄方面也有差异,一般20-30岁之间的员工自我意识比较强,对工作条件等各方面要求比较高,因此“跳槽”现象较为严重,而31-45岁之间的员工则因为家庭等原因比较安于现状,相对而言比较稳定;在文化方面,有较高学历的人一般更注重自我价值的实现,而学历相对较低的人则首要注重基本需求的满足;在职务方面,管理人员和一般员工的需求也不同。因此,企业在制定激励机制的时候一定要考虑到企业的特点和员工的个体差异,这样才能收到最大的激励效果。
The purpose of incentives in financial management innovation is to increase work enthusiasm. The main factors affecting the enthusiasm of the work are: the nature of work, leadership behavior, personal development, interpersonal relationships, compensation and benefits, and the work environment. These factors also have different rankings for different companies. Enterprises must formulate incentive systems based on different types and characteristics, and when formulating incentive mechanisms, individual differences must be taken into consideration. For example, female employees are relatively more remunerated, while men are more focused on the company and its own development. There is also a difference in age. Generally, employees between the ages of 20 and 30 have strong self-awareness, and have relatively high demands on working conditions. Therefore, the phenomenon of “job-hopping” is more serious, and the employees between 31-45 years old are Because the family and other reasons are relatively stable to the status quo, it is relatively stable; in terms of culture, people with higher academic qualifications generally pay more attention to the realization of self-worth, while those with relatively lower academic qualifications pay attention to the satisfaction of basic needs. On the other hand, the needs of managers and general employees are also different. Therefore, companies must consider the characteristics of the company and the individual differences of employees when formulating the incentive mechanism, so as to receive the greatest incentive effect.