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《a船企八零后員工激勵(lì)體系診斷報(bào)告》由會(huì)員上傳分享，免費(fèi)在線閱讀，更多相關(guān)內(nèi)容在學(xué)術(shù)論文-天天文庫(kù)。
1、萬(wàn)方數(shù)據(jù)在職業(yè)規(guī)劃方面，員工很迷茫，企業(yè)沒(méi)有很好的對(duì)員工的未來(lái)進(jìn)行明晰的指導(dǎo)和規(guī)劃；企業(yè)文化沒(méi)有很好的滲透到員工的心理，員工對(duì)于工作沒(méi)有感情，甚至不喜歡自己的工作，不知道自己工作的意義，看不到自己未來(lái)的前景，所以員工的積極性沒(méi)有充分的調(diào)動(dòng)起來(lái)。在通過(guò)了解艱苦行業(yè)的特點(diǎn)，并分析80后員工自身特點(diǎn)、成長(zhǎng)環(huán)境的的基礎(chǔ)上，借鑒馬斯洛需求層次理論，利用雙因素理論和Y理論，分析影響80后員工激勵(lì)的主要因素，結(jié)合稻盛和夫的員工幸福理論?．員工幸福則企業(yè)高效的觀點(diǎn)，并通過(guò)差異化薪酬，加強(qiáng)對(duì)員工的飲食、業(yè)余生活以及家人的改善和關(guān)懷等措施，以增加員工自身的離職成本，使員工產(chǎn)生對(duì)企業(yè)的依賴
2、感；通過(guò)加強(qiáng)溝通和完善企業(yè)文化，增強(qiáng)員工對(duì)企業(yè)的歸屬感等。這些措施在對(duì)解決A船企招工難、留工難，員工勞動(dòng)生產(chǎn)率低下這些問(wèn)題方面，都將有很好的參考價(jià)值和借鑒意義。本文的分析和研究將幫助A船企在薪酬、福利、職業(yè)規(guī)劃、企業(yè)文化等方面有明顯的改進(jìn)，留住員工，提高員工的勞動(dòng)積極性。關(guān)鍵詞：80后員工；艱苦行業(yè)；激勵(lì)；需求II萬(wàn)方數(shù)據(jù)AbstractShip’buildingenterprisesoccupyanimportantpositionintheexportindustryaswellasmanufacturingindustryinChina．However,beca
3、usemuchof廿1ebusinessdoneinship-buildingenterprisesisintheformofinternationalorders，whichtendtobedeeplyaffectedbyworldfinancialmarket，alotofuncertaintynaturallyfollows．h1mostcases，thenumberofemployeesinashipyardismaintainedthenumberrequiredbytheordinaryorders．Oncederivinglargeorders，ship
4、yardsrequiretheiremployeestoworkovertimeinordertoreducecostsandeasestaffshortage．Theworkingconditionsbeingveryhard，laborhighlyintensiveanddangerous，workersins01neworkshopsarefacedwithseverebums，evendeathduetooperationalefror．Furthermore，thecurrenttightdomesticlabormarket，thespecialhisto
5、ricalbackgroundandgrowthenvironmentofthepost一80sgenerationemployees，coupledwithallwalksofliferegardingthemasthemainforceoftheirbusinesses．resuItedintheutterdifferencebetweenthemandtheirsenioremployees．Besides，thene：gativeimpactoftheintemalandexternalenvironmentleadstoproblemsintermsofsh
6、ip。buildingenterprisesrecruitingandretainingemployees，decreasedproductivitv．Thispaperattempts，fromtheperspectiveofincentive,tofindasolutiontothe】aborshortagethatthedomesticshipenterprises，thelabor-intensivemanufacturer,areconfrontedwith．ThispaperintroducestheenterprisebackgroundofShipya
7、rdAandtheimportantroleofship-buildingindustryinJiangsuProvinceandanalyzessomebasicproblemsexistinginthepost-80sgenerationemployeesworkinginShipyardA．Onthebasisofcollection，studyandgeneralizationoftheChineseandforeignliteraturerelatedtotheemployeeincentive，thepaperanalyzesthepro
