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Research on the knowledge employees incentive regulation

Author: Anonymous From: www.yourpaper.net Posted: 2010-06-01 20:13:57 Read:
Author: Yuri Tang Lin Yu Yunqing Lu Haishu
[Abstract] this paper at home and abroad on the knowledge employees incentive regulation research is summarized and points out the existing problems, mainly discusses the theoretical origin, the knowledge staff incentive regulation development situation and existing challenges and evolutionary game theory system the application prospects of the knowledge workers.
[keyword] knowledge employees incentive regulation of evolutionary game of

1 Introduction
With the development of global competition and regional competition and the advent of intensified, how to enhance the core competitiveness of enterprises is the key to the survival and development of enterprises.However, the current in the management of knowledge workers is how to supervise, motivate process still has many problems.Based on this, we choose "analysis model" as the direction of research incentive evolutionary game knowledge enterprise staff supervision, according to the actual situation of enterprises, taking into account the relevant functional departments, enterprises and the knowledge workers and the game between three parties with limited rationality conditions, incentive mechanism for research on knowledge workers; on this basis, the design of incentive mechanism is feasible, stimulate the knowledge staff's enthusiasm and creativity, and hopes to develop incentives to provide the theory basis and the reference for the relevant departments and enterprises.

The definition and characteristics of
2 knowledge employees
2.1 the knowledge staff's definition of
Management guru Peter Drucker first proposed the concept of knowledge workers, knowledge workers are those that master and use symbols and concepts, use of knowledge or information.
Summary: knowledge workers are relying on their own education, practical mental labor to create value, compared with the general staff, has strong learning knowledge and knowledge innovation ability, intellectual capital and innovation ability, improve the work efficiency brings the value of intellectual capital for business use of knowledge of modern science and technology, and the occupation of mental workers.
2.2 characteristics of knowledge workers in
(1) strong self value realization of desire, they tend to pay more attention to realize their own value, and expect to get social recognition, they tend to be more interested in challenging work, hope to show self-worth.
(2) defiant of authority, the knowledge staff as eager to show my value, often show contempt for authority.
(3) has a high degree of independence.Because of the knowledge-based staff have a wealth of knowledge capital, so often subjective reluctant heteronomy.They emphasize self control, self management, self development and self guide.
(4) the learning desire, creative spirit.They like to do cutting-edge, challenging research, play qualification and potential individual in the system variable is not completely determined, the innovation is the embodiment of self-worth way.

3 research situation about knowledge worker incentive regulation

3.1 foreign research status of knowledge employees incentive regulation.
Well-known American management scientist Peter Drucker (2001) put forward the concept of knowledge work: the knowledge staff refers to "those who hold and use symbols and concepts, use of knowledge or information".The knowledge staff hand can make full use of modern scientific and technical knowledge to improve work efficiency, on the other hand, the knowledge staff itself has the strong learning knowledge and knowledge innovation ability.Knowledge innovation is the main characteristics of knowledge workers.In addition, the knowledge staff's work is a kind of thinking activity, renewal and development of knowledge often changes with environmental conditions and have adapted, with great flexibility.So the knowledge staff has the characteristics of knowledge, creativity, flexibility, etc..The famous scholar, Canada outstanding fund selection presiding officer Francis Hearn ratio (2000) think: in short, knowledge employees are those who create wealth with the brain more than the hands of people.Through their own originality, analysis, judgment, comprehensive, designed to bring added value products.In the western developed capitalist countries, employee incentive regulation in the management sector has been a very old topic, out at the end of eighteenth Century, early nineteenth Century, enterprise and management circles on the staff, improve labor productivity are extensive and in-depth study on the incentive regulation.

3.2 domestic research status of knowledge workers incentive regulation
Domestic scholar Zhang Ling, Zhang Tong (2008) think that although the theory and working characteristics of double factors are illustrated with related internal incentive factors for employee behavior stimulation, important but, division two factor theory factors on "incentives" and "health factors" is fuzzy, and not divide for students job characteristics but also fuzzy, therefore, they are based on the analysis of characteristics of knowledge workers, put forward 4 aspects of internal motivation characteristics including work autonomy, promotion opportunities, supervisor support, person-organization fit, and the establishment of the impact of these intrinsic motivation factors for knowledge employees work attitude, work performance and hypothesis model take the knowledge staff in Northern Jiangsu enterprises as the research object, through the empirical study, people and organizations work autonomy, promotion opportunities, supervisor support, perceived matching through job satisfaction, organizational commitment has positive effects on job performance.Hao Minhuai (2009) from the aspects of how to training and development, occupation career planning and compensation incentive strategy talent incentives for professional and technical personnel of enterprises which is a typical knowledge workers are discussed, at the same time that the theory according to Maslow's hierarchy of needs, in order to meet the needs of professional and technical personnel of all levels of demand must also combining a variety of incentives, realize channel stimulation.Yu Li (2009) described by the incentive mechanism and basic theory, based on analysis of R & D personnel characteristics and dominant demand, proposes strategy of R & D personnel incentive method, which indicates that the design of the material incentives of compensation incentive, it is necessary to pay attention to competition, cost of rigid wages, more prominent factors incentive effect, increase the flexible wage dynamics based on performance, and the gap in this respect.
3.3 on the knowledge employees incentive regulation in the evaluation of
Research at home and abroad, we can see the current research on the incentive regulation is mainly along the mechanism of incentive regulation, such as in the analysis of professional technical staff, basic characteristics of science and technology R & D personnel of these typical knowledge workers on the analysis of the incentive factors and incentive, process, establish a supervision and incentive model, incentive regulation model basically in the humanity hypothesis of enterprise profit maximization and the "economic man", incentive mechanism to study the game of various supervision of subject and object.But at present for the construction of incentive regulation model of traditional game theory based on the game theory, the traditional hypothesis of behavior subject is fully rational actors always take their own maximum interests as the goal, with various environment in the pursuit of maximizing their own interests, judgment and decision-making ability, has in the game environment interaction exists in perfect judgment and prediction ability, not to make mistakes, not impulsive, not without reason.Obviously, in the real world, this assumption is often not guaranteed.At the same time, throughout the domestic and foreign research, we found that, in the relevant government departments, enterprises and knowledge workers mutual game situation, scholars of the knowledge type staff supervision evolutionary game mechanism is still rare, so this issue using evolutionary game theory, take the limited rationality hypothesis of behavior subject, actors is assumed to be programmed by a given behavior, he is constantly revised and improved in the process of evolution for the understanding of economic laws or rules of conduct, a successful strategy, successful strategy is to imitate, and produced some general "rules" and "system" as the subject of action standard.In these general rules, the actors get "satisfactory" benefits, and now more in line with.Therefore, we consider that the relevant functional departments, enterprises and the knowledge workers and the three game each other are limited rational, evolutionary game model of knowledge type staff supervision of the use of the method of evolutionary game, using the replicated dynamic equation of enterprise and knowledge type staff evolutionary stable strategy is discussed and classified, to find out changes in government, enterprise and knowledge worker three group types proportional replication dynamic relationship, puts forward the countermeasures and suggestions on how to effective supervision and knowledge type employee motivation in enterprise.

4 based on the evolutionary game theory to motivate knowledge staff supervision thought

This topic will be the subject by evolutionary game theory based on bounded rationality hypothesis, a new idea of enterprise knowledge staff incentive regulation.
4.1 evolutionary game theory overview of the basic theory of
In the traditional game theory, is often assumed that participants are fully rational, and participants in the condition of complete information, but in the real economic life in people, participate in the completely rational and complete information condition is difficult to achieve.In the cooperation and competition of enterprise, there is a difference between the limited rationality participants, the complexity of the economic environment and the game itself leads to the incomplete information and the involvement of people is obviously.
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