基于超Y理论的激励机制探析——以天津市ZX集团为例  

Exploring and Analyzing Incentive Mechanism Based on the Super Y Theory:Taking ZX Group in Tianjin City as an Example

作　　者：张旭军[1] 张彤[2] 

机构地区：[1]天津职业技术师范大学经济与管理学院,天津300222 [2]天津大学管理与经济学部,天津300072

出　　处：《价值工程》2014年第20期152-154,共3页Value Engineering

基　　金：2013天津市教委科研计划项目:天津市科技型中小企业技术创新与绩效关系实证研究(20132147);主持人:张旭军;2012天津市教委基金项目:职技高师经管类专业实训教学体系的改革与实践(D02-1102);主持人:赵丽华;国家社科重点项目:典型省份经济发展方式转变与产业;人口;教育;就业和迁移政策仿真模型技术平台研究(13AZD071);主持人:张一名

摘　　要：本文以国有企业——天津市ZX集团下属的销售公司为例,总结国有销售企业人力资源管理方面存在的制度僵化、冗员严重等问题。员工的职业生涯管理与业绩关联不紧密,绩效管理缺位等都与此有关。它导致"干好干坏一个样",大锅饭现象不同程度地存在,人们工作积极性、主动性差,产生严重的人力资源浪费。本研究基于John.J.Morse和Jay.W.Lorsch提出的权宜制变的经营管理理论——超Y理论,在国企引入"末位淘汰机制"、"全员营销机制"、"销售资源整合机制"等制度,盘活其人力资源,以期实现人力资源优化配置、销售资源最大化利用等目标,为国有销售企业提升经营业绩提供解决方案。This article takes the sales company of the ZX Group in Tianjin city as an example, which is a state-owned enterprise. The paper summarizes the existing problems of rigid systems and redundant employees in human resource management of state-owned sales enterprises. The poor contact between employee＇s career management and their performance and the poor performance management all relates to this. It leads to ＂equalitarianism＂ mess phenomenon in varying degrees, poor work enthusiasm and work initiative, thus causes a serious waste of human resources. This study is based on the expedient management theory -- Super Y Theory,which propounded by John. J.Morse and Jay.W.Lorsch. Introducing the system to the state-owned enterprises, like ＂the list-end elimination mechanism＂, ＂sales mechanism of all staff＂, ＂the sales resource integration system＂ etc. can invigorate its human resources so as to realize the goal of the optimal allocation of human resources, maximize the use of marketing resources, and provides the feasible solution for sales companies of the state-owned enterprises to improve business performance.

关 键 词：国有销售型公司 末位淘汰 全员营销 资源整合 超Y理论 

分 类 号：F240[经济管理—劳动经济]