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在研究型企业、科研院所知识型员工密集是一个显著的特点,他们为企业发展提供了无限潜力。但是管理者迫切需要有创造性而且能独立思考的人,同时又需要用一定的纪律约束他们。知识型员工的管理显得尤为重要。国外某研究发现,激励知识型员工的主导因素分别为:个人成长(约占34%)、工作自主(约占31%)、事业成就(约占28%)、金钱财富(约占7%)。薪酬等传统激励手段所发挥的作用越来越小时,管理者还能做些什么?
The concentration of knowledge-based employees in research-based companies and scientific research institutes is a significant feature, and they provide unlimited potential for business development. But managers urgently need creative people who can think independently, and at the same time they need to discipline them with certain disciplines. The management of knowledge workers is particularly important. According to a foreign study, the dominant factors that motivate knowledge workers are: personal growth (about 34%), work autonomy (about 31%), career achievement (about 28%), money wealth (about 7%) . The role of traditional incentives, such as pay, is getting smaller and smaller. What can managers do?