组织内人工设计激励机制的不完备性、激励偏差与激励强度

On the Incompletion,Incentive Deviation and Intensity of Artificially-Designed Incentive System Within Organizations

与其他契约一样,作为一种契约的激励机制是不完备的。行动与结果间关系的不确定性、量化和质量确认问题、多种活动或产品的加总、团队产品的分解、被激励者目标的多重性以及激励机制执行中的问题,都会造成组织内人工设计的激励机制不完备。激励机制越不完备,由激励机制产生的行动偏差就越大。在激励机制不完备的情况下,激励强度与激励偏差正相关:激励强度越大,则产生的激励偏差越大。因此,在设计和执行激励机制时,应谨慎从事,尤其要慎用较强的激励机制,在组织内一般应采取较弱的激励机制。

As being the same feature with other types of contract, incentive system as a contract is in itself incomplete. Such incompletion of the artificially-designed incentive system within organizations could have been brought about by similar problems such as the uncertainty of action-outcome relationship, quantification and quality confirmation, the summing up of various activities and products, the decomposition of team products, the multiplicity of objectives from the motivated and problems in the execution process of the incentive system. The more the incompletion of incentive system remains, the bigger the action deviation resulted from such incentive system will be. Under the prerequisite of such system incompletion, the intensity and deviation of incentive are positively correlated to each other-the bigger the incentive intensity, the bigger the incentive deviation caused thereof. It is therefore quite necessary for organizations to be cautious about designing and executing the incentive system. It is especially important that an organization should normally adopt a rather weak incentive system while being cautious in choosing a relatively strong incentive system.