跨国公司文化特征背景下的现代员工激励模式分析

І. Diakonova, T. Shcherbyna, A. Yurchenko, Yu. Sinyagovsky
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摘要

全球化和一体化深刻影响着各国工商界的发展。因此,文化冲突不可避免。然而,这应该不是国际商务和交流的问题。跨文化组织中的管理者必须了解最重要的激励因素,并在不同的背景下有效地使用最强大的激励因素。对员工进行适当的激励是企业人力资源管理的重要组成部分。它们旨在以不同的方式调动员工的积极性和主动性,以高绩效、高质量地完成任务,实现企业的目标。一个有效的激励机制可以提高员工的积极性,激发他们的内在潜力,为实现公司的目标做出重大而持续的努力。本研究考察了文化差异对人力资源管理中激励因素的影响。分析了美国和日本人力资源管理模式的特点。结合Hofstede的5-D模型在这些国家的应用和GWS的调查,他们得出结论,该模型有效地识别了企业文化特征。影响员工激励的显著因素数量最多的是Hofstede模型中得分最高的因素。因此,将它们作为制定激励措施和编制薪酬方案的基础是有意义的。这种方法只能给出近似的估计。为了获得最相关的激励模型,人力资源部门需要设计额外的问卷来识别跨国公司员工的个体特征。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
ANALYSIS OF MODERN MODELS OF EMPLOYEES MOTIVATION IN INTERNATIONAL COMPANIES IN THE CONTEXT OF CULTURAL FEATURES
Globalization and integration have had a profound impact on the development of business communities in different countries. Thus, cultural conflict is inevitable. However, this should not be a problem for international business and communication. A manager in an intercultural organization must understand the most important motivating factors and effectively use the most powerful ones in different contexts. Creating appropriate incentives for the employee is an essential part of human resource management in enterprises. They are designed to mobilize the enthusiasm and initiative of employees in different ways to complete tasks and achieve the goals of enterprises with high performance and quality. An effective incentive mechanism can increase employees' enthusiasm and stimulate their inner potential to make significant and continuous efforts to achieve the company's goals. The study examines the impact of cultural differences on motivational factors in the context of human resource management. The authors analyzed the features of the American and Japanese human resource management styles. Based on a combination of Hofstede's 5-D model application to these countries and GWS surveys, they concluded that the model effectively identifies business culture characteristics. The largest number of significant factors influencing employee motivation refers to those ones in Hofstede's model that scored the highest points. Therefore, it makes sense to use them as a basis for developing incentives and compilation of compensation packages. This approach gives only approximate estimates. To obtain the most relevant motivation model, the HR department needs to design additional questionnaires to identify the individual characteristics of employees in international companies.
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