基于团队契约的中小企业激励问题研究

传统心理契约理论基于员工个体与企业所形成的奉献与索取的对等关系,但随着时代的发展,工作团队已经成为企业的基本构成模式。本文认为团队契约由团队与企业间、员工与团队间及员工与企业间三个契约子模块构成,通过分析三个契约子模块的运作机制,针对团队与企业间契约的构建,提出破处目标棘轮、运用平衡计分卡建立多维考核机制等观点;针对员工与团队间契约的达成,提出构建内信机制、提高参与度等策略;针对员工与企业间契约的建立,提出强化三维沟通、拓展双重晋升空间等措施。综合三个子契约有机融合,提出了确立学习型团队、构建共同愿景等整合团队契约的路径。

The traditional theory of psychological contract is based on the peer relationships formed by dedication and request between employees and enterprises. However, with the development of the times, the cooperative team has become the basic com- ponent of the structure model for a company. In this paper, the team contract is composed of three coritract sub - modules, which can be described as the one between the team and the business, the one among employees, /and the one between employees and the company. And then, by analyzing the operating mechanism of the three contract sub - modules, and fo- cusing on the construction of the contract between the team and the enterprise, the ratchet of breaking target is proposed, while the multi - dimensional view of the assessment mechanism is established by the adoption of balanced scorecard. Fur thermore, for the agreement of the contract between the staff and the team, the strategies are indicated to build channels for internal communication and mechanisms to improve the participation. In addition, to establish contracts between employees and the company, the measures are demonstrated to strengthen the three - dimensional communication and expand the double space of promotion. At last, by the comprehensive integration of the three sub - contracts, the way to integrate team contract is presented to establish a learning team and build a common vision.