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每年年关将近的时候,年终奖都会成为一个话题。哪个行业年终奖多,哪个单位年终奖多,然后再掂量掂量自己的年终奖,同事朋友之间总要互相发一通感慨。红包厚的,回家免不了一番得意,红包少的或干脆没有的,再怎么体谅老板、怎么有风度,也少不了几句抱怨。随着员工对年终奖只升不降的期望值,年终奖也成了老板们的心病,一位效益不好的私企老板甚至为了年终奖的发放患上了焦虑症。财大气粗的企业虽然更容易“收买”人心,但也不是没有麻烦。对年终奖不满的人,不仅仅是那些拿不到年终奖的人,还有那些认为发放不公平的人。年终奖可以安抚人心,但不是福利,如何让年终奖对员工起到正面的激励作用,对用人方始终是个考验。
The year-end awards will become a topic each year when the year is near. Which industry has more year-end bonuses and which unit has more year-end bonuses, then weigh and weigh up their own year-end bonuses. The red envelope is thick, home will not be a little proud, red or less simply do not have, no matter how pardon the boss, how demeanor, but also ultimately a few complaints. With employees’ expectation that the year-end awards will not rise, the year-end awards have become the hearts of the bosses. A poor private owner has even suffered from anxiety for the year-end award. Although it is easier for companies with rich and powerful businesses to “buy” people’s hearts, it is not without their trouble. People who are dissatisfied with the year-end awards are not only those who do not get the year-end awards, but also those who think that the distribution is unfair. Year-end awards can appease people’s minds, but they are not welfare. How to make the year-end awards have a positive effect on employees, and it is always a test for employing people.