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企业文化是企业软实力的重要组成部分。一个企业有没有健康积极的企业文化,对于该企业的活力、凝聚力、生产经营效率,特别是长期的生存发展能力,都有极为重要的作用。我国企业在企业文化建设方面的认识水平和实践,与许多成功的国外大企业相比,目前有很大的差距。这方面的差距事实上正是影响我国企业经营效率和稳定发展能力,以及国际竞争力的主要根源之一。我国企业在企业文化建设认识和实践两方面的落后,当然与我国发展市场经济的时间较短,大多数企业的发展历史,特别是市场经济条件下生产经营的时间短有关,但也与我国对企业文化理论研究的不够有很大关系。当前我国对企业文化的研究不仅比较少,而且主要停留在概念、作用、模式和经验借鉴等比较浅层次问题的分析,对企业文化的性质和关键特征,企业文化产生发展的过程和机制,以及企业文化形成的环境条件和相关策略问题等的研究,特别是运用经济学的分析工具,深入到经济主体微观行为层次的深层次分析非常薄弱。为此本文从贡献效用度、优秀人才离职风险两方面来分析企业招聘决策,利用自我价值曲线来分析优秀人才的就业决策。最终论证通过向上移动贡献效用度曲线及自我价值曲线,或者延长两条线到达最高点的时间,就可以实现个人与企业双赢的局面,并据此提出了合理的建议。
Corporate culture is an important part of the enterprise’s soft power. Whether an enterprise has a healthy and positive corporate culture plays an extremely important role in the vitality, cohesion, production and management efficiency of the enterprise, especially its long-term survival and development capabilities. Compared with many successful large foreign enterprises, there is a big gap between the level of awareness and practice of Chinese enterprises in the building of enterprise culture. In fact, this gap is precisely one of the major causes of the international competitiveness that affects the efficiency of enterprises in our country and the ability to develop steadily. Of course, the backwardness of our country’s enterprises in understanding and practicing the construction of corporate culture is of course not related to the relatively short time of developing the market economy in our country and the development history of most enterprises, especially the production and operation in the market economy. However, Corporate culture theory is not enough research. At present, the research on corporate culture in our country is not only relatively small, but also mainly focuses on the analysis of the relatively shallow issues such as concept, role, mode and experience, and analyzes the nature and key features of corporate culture, the process and mechanism of enterprise culture development, As well as the formation of corporate culture environmental conditions and related strategic issues such as research, especially the use of economic analysis tools, in-depth analysis of the main body of micro-level economic behavior of the micro-level analysis is very weak. Therefore, this article analyzes the employment decision-making from two aspects: the contribution utility degree and the excellent talent turnover risk, and uses the self-value curve to analyze the employment decision-making of the outstanding talents. The final argument can make a win-win situation for both individuals and enterprises by moving upward the contribution utility curve and the self-worth curve or extending the time when the two lines reach the highest point, and put forward reasonable suggestions accordingly.