tory burch outlet China's corporate team incentive

[v7312937]

China's corporate team incentive problems and countermeasures


China business team incentive problem and Solutions


Keywords: team incentives; business; problems; countermeasures
CLC: F27 Document code: A

one, team and corporate team incentive

team, team incentives and business content. Corporate and inter-State competition is ultimately talent and knowledge of the competition, companies development need the support of staff, the staff's enthusiasm, initiative will be the survival and development have an enormous effect. Companies to get their support staff on the need for incentives, in particular, team incentives.
team is mutual benefit,abercrombie ireland, solidarity and standards for the unity of purpose and fortitude of a group of people fighting in the end. Team not only emphasizes personal business results, more emphasis on the team's overall performance. Team members struggle to get through the fruits of victory, the fruit more than the sum of individual performance. The benefits of the team is able to promote unity,mbt shoes ireland, improve efficiency, reduce costs, reduce staff to adjust, settle disputes, to promote innovation, develop better organizational adaptability, flexibility and so on.
corporate team incentive is the enterprise according to their characteristics, in order to stimulate team work together to achieve organizational goals as the core, taking into account the needs of the individual characteristics of the members, by building incentive system, the pursuit of team effectiveness is maximized. Practice the management team motivation is who work to make the team as a whole to enhance the performance of maximum scientific concept.
general principles of team motivation. Incentive is to mobilize people's enthusiasm and creativity of an art, different business leaders in the use of different, but still there is a pattern, the main principle for the following:
1, fair and just principles. Fairness is the team management in a very important principle, any unfair treatment can affect worker productivity and team morale, impact on the incentive effect. Managers dealing with employee issues, we must maintain a fair state of mind, without any bias and preferences. Employees get the same results, we must receive the same level of reward; Similarly, the staff made the same mistake, should receive the same level of punishment. If you can not do this, managers would prefer not to reward or not punishment. Employees as long as there is injustice in mind, many previous methods to motivate staff, will fail.
2, vary the principle. Incentives to companies when employees should be ability levels vary, the principle of ensuring a fair and just vary the team motivation, team employees and strive to make the team with the best people in line. Through the normal competition between employees incentive function can be achieved, and this incentive is not simply remain in the material, based on the recognition of the team can get access to the team the respect of other employees.
3, the principle of proportionality. Companies in the incentive necessary to always implement the principle of proportionality, the incentive is too strong not only improve Ji Li's costs, while the likelihood of unethical behavior will lead to greatly increased; too weak incentives is difficult to have the desired effect, in particular goal is set relatively higher.

Second, our corporate team incentive problems

goal-setting is not clear. The team's goal-setting has the following problems: goal unattainable or too simple; objectives vague and difficult to grasp; goal a short slogan or solidified in writing of the provision did not translate into concrete actions. These problems often lead to a lack of direction the behavior of team members, so that they can not cooperate effectively to achieve personal and organizational goals.
license is not in place. Team organization and authority is essentially a team, team leaders and members of the decision-making authority between individuals and the devolution of responsibilities in the process. Authorized common problems are: lower-level control over authorization, unequal rights and responsibilities, separation of powers and the powers of arbitrary too. Authorized to act, especially after leading the team found that when the operation occurred during a small deviation, deviated from their own subjective desire, early intervention specific work, then that power back, resulting in license scheme was not implemented.
lack of communication and trust. Good team communication activities need to accurately place, team members trust each other to work together. Poor communication between the team mainly in:
1, the inappropriate choice of means of communication. A variety of ways to communicate their advantages and disadvantages and the lack of specific needs based on organizational goals and to choose blindly, will inevitably affect communication effectiveness.
2, there are communication barriers. Communication barriers that affect the communication process is efficient and effective communication of factors, including subjective and objective obstacles obstacles, the former as the individual's mental state and psychological characteristics of the difference, the latter distance, such as communication, organization size, and so on.
lack of trust is the key to affecting communication, mainly in its leadership and team members, mutual suspicion between team members, lack of proper trust.
performance evaluation is not objective. Overall team performance evaluation should be comprehensive, scientific assessment, but some companies the lack of quantitative assessment of the system, too many subjective factors. system a more complete business also often incomplete problem.
1, the object of performance evaluation bias. Specifically expressed in two undesirable tendencies: one is only concerned about the team's overall assessment, such as the individual efforts were not recognized, is likely to cause lazy phenomenon, a direct impact on the team's overall performance; the other is to simply use evaluation of individual performance appraisal to the whole team, resulting in team members ignored the team's interaction and synergy, the final impact to maximize team performance.
2, the content of the one-sided performance appraisal. Results-based performance evaluation, issued in the case of very clear objectives most effectively, it is generally the result of performance appraisal are biased towards the assessment. However, in team work, this emphasis on results of the examination can not adequately measure the performance of the team's performance.
reward management and unscientific. Currently, the company re- economy pay, light non-financial rewards tend to be more serious. In the team motivation, managers pay attention to a single economic incentive model, ignoring the needs of employees with a variety of Economic incentive compensation can only meet the needs of low-level employees, to a certain extent and scope to be effective, but the incentive effect is limited, when the low-level employees need to be met, the non-financial rewards other than money is more important. Especially in knowledge-based team composed of staff, motivation often comes from non-economic factors other than money.

Third, improve the corporate team incentive measures

to optimize the performance appraisal system . Work in a team, the only examination results is not enough, should also focus on team work skills and capabilities and the process of assessment, it is necessary to introduce task performance, contextual performance and team work performance. Primary task performance of employees of the organization's core technology contribute to the process; and peripheral performance and team performance is the occurrence of task performance in which the organization, society as well as psychological background contribution. In addition, the assessment of team performance,tory burch outlet, they should pay attention to both individual performance and team performance. Overall personal and team performance evaluation combine elements of focus in the evaluation of team-oriented behavior, and guide members strive to Assessment of the subject can be directly in charge, the evaluation team, peers, customers,ghd planchas, self and other, different assessment of the subject may not be the same team.
reasonable formulation of goals. Team goals can not unattainable, we can not underestimate the team underestimated the potential members. The best location is the appropriate high, a reasonable target as Goal-setting should be considered market environment and competitors of various factors, the team members to participate in the development of team goals. On this basis, then the goals into concrete plans and establish a target control systems to ensure goals and objectives and ultimately inspire the best results.


More articles related to topics：


The rule of law and rule by virtue

love bracelet cartier For wireless LAN security th

tory burch outlet On strengthening and improving C