基于期望理论的知识性员工激励方法研究_英语论文

A Methodological Study of Motivating Intellectual Staffs Based on Vroom’s Expectancy Theory

摘要

对于企业来说,如何管理知识性员工、使其最大限度地为企业效力，是企业管理工作的重要组成部分，也是企业发展的重要策略。众所周知，奖励是几乎对所有人都很有效用的一种激励方式，人们为了得到中意的奖励，心甘情愿地为之努力、为工作效力。而在所有激励理论中，弗鲁姆的期望理论是十分重要的内容。期望理论是管理心理学和行为科学的一种理论，又称作“效价-手段-期望理论”。该理论可用公式表示为：激动力量=期望值×效价。期望理论是以三个因素反应需要与目标之间的关系的，要激励员工，就必须让员工明确：工作能提供给他们真正需要的东西、他们欲求的东西是和绩效联系在一起的以及只要努力工作就能提高他们的工作绩效这三个重要点。在期望模式中，“个人努力”指始发行为的强度，“个人成绩”指个人预期达到的成绩或外界确定的成绩标准。组织奖励包括内在奖励和外在奖励两种，公司用人阶层可酌情对各员工实施内在或外在奖励。期望理论对员工工作动机的主要方面进行了深刻分析，揭示了其内在必然性。期望理论的研究过程和研究结论对企业员工激励机制的建立、发展目标的确定、员工培训及企业决策过程有着非常重要的意义。因此，随着现如今科学技术的发展和人们文化水平的不断提高，想要创办一个好的企业并使之保持良好的发展、欣欣向荣的状态，光靠领导个人的努力是远远不够的。企业需要全能的优秀知识型员工，因此，在就业形势不被看好、就业压力很大的市场背景下，要想得到并挽留住知识型人才，仍需要采取一些积极可行的措施和方法。

关键词：知识性员工 效力最大化 激励法 期望理论 期望值 效价

Abstract

As far as the enterprise is concerned, it’s an important part of management to learn how to govern the intellectual staffs so the employees can finish their work in maximum efficiency, and also it’s the crucial strategies of the company’s development.

  It is well known that reward system is an incentive method, almost doing work on everyone. Employees can do every legal thing they can to achieve their goals and get the reward. We can get a conclusion that the reward system can stimulate the employees to work harder. Vroom’s Expectancy Theory is the top 3 important method in all the methods, which is a theory searching on psychological and behavioral management. It’s also called ‘Value-Measure Theory’. The Expectancy Theory can be expressed in an equation: Motive Force=Expectancy×Value. There are 3 vital factors that respond the relationship between needs and goals in the Expectancy Theory. Employers have to clear the employees that, firstly, working can provide them what they really need; secondly, as long as their performance is good enough, they can get what they want easily; last but not least, their performance won’t be that low if they spare no efforts to their work. 

In the Expectancy Theory, personal efforts means the intensity of the initial behavior, while personal performance means the expected performance or the performance standing. The reward includes intrinsic and external reward. Managers can reward their intellectual staffs according to their performance. Expectancy Theory analyzes the staffs’ working motive profoundly, it reveals the inevitability of the motive. The research process and conclusion of ‘Expectancy Theory’ has a very significant sense to the set up of motivation system, confirm of the development goal, train of the employee and the decision-making process of the company.

  Nowadays, science and technology are booming and the educational level is boosting. There are many factors affecting the development of a company, and merely leaders’ effort is not enough. A developing enterprise needs totipotential intellectual staffs, therefore, company has the necessity to take efficient actions to get talents and keep them stay even in a bad employment situation.

Key words: Intellectual Staffs, Maximum Efficiency, Stimulate, Expectancy Theory, Expectancy, Value

Contents

Introduction…………………………………………………………………………….1

1. The General Concepts and The Characteristics of Intellectual Staffs……………2

1.1 The Definition of Intellectual Staffs………………………………………2

1.2 The Characteristics of Intellectual Staffs………………………………………3

2. Causes and Solutions To The Talent Flow Problem…………………….3

2.1 The Reasons Why Intellectual Staffs Flow  ……… ……………… ……… …3    

2.1.1 Personal Factors…… ……… … … ………… ……… …… … ……….3

2.1.2 Enterprise Factors …………………………………………………...4

2.1.3 Social Environment Factors…………………………………………4

2.2 The Solutions To Talent Flow Problem…………………………………………4

2.2.1 Competitive Salary And Welfare……………………………………….5

2.2.2 Abundant Opportunities of Development…………………………….5

2.2.3 Effective Motivation…… ………… … …… …… … … ……………...5

2.2.4 Strategies To Decrease The Flow……………………………… …… …6

3. The Definition and The Evaluation of Vroom’s Expectancy Theory……………...6

3.1   The Definition of Expectancy Theory……………………………….7

3.2   The Evaluation of The Expectancy Theory……………………………8

3.2.1 The Merits of Expectancy Theory……………………………………8

3.2.2 The Defects of Expectancy Theory…………………………………….9

4. Methods of Motivating Intellectual Staffs Based on Expectancy Theory…………………………………………………………………………….9

4.1   Improve the Intellectual Staffs’ Expectancy of Realizing Ideal Performance...9

4.1.1 Disintegrate the Enterprise Strategic Target………………… … … … 10

4.1.2 Stimulate the Motivation of Intellectual Staffs…………………………10

4.1.3 Improve the Intellectual Staffs’ Self-Efficacy………………… ………11

4.2   Improve the Dependency Between Performance and Return……………11

4.2.1 Set up Effective Recruitment Pattern……………………… ………… 12

4.2.2 Establish Rewards and Punishments System……………… ……… …12

4.3 Improve the Motivative Value of the Return in the Management System …… 13

4.3.1 Know about Intellectual Staffs’ Goal and Help Them to Realize………13

4.3.2 Combine the Material Rewards and the Moral Encouragement in Management System……………………………………………………14

Conclusion ………………………………………………………………………….15

References ………………………………………………………………………….16