組織中“激勵型”壓力傳導機制構建研究

摘要： 伴隨工作事務精細化程度的提升和科學績效考核方式的廣泛采用,以及日益激烈的發(fā)展競爭,組織及其成員都面臨著多元化的工作壓力。而壓力傳導卻始終貫穿整個組織領導工作,不僅能夠有效傳遞工作任務目標,激發(fā)成員的工作熱情,而且還能營造競爭性的組織氛圍。進一步審視可發(fā)現(xiàn):壓力傳導能夠引發(fā)正向和負向的雙重激勵效應,對組織發(fā)展起著促進或抑制的作用。為此,理應發(fā)揮恰當壓力傳導作用,積極構建"激勵型"的壓力傳導機制。既要科學甄別組織成員的抗壓能力,有效設計組織壓力適度分流程序,同時也要建立高效的壓力激勵價值評估機制。
With the more refined work affairs, the widespread use of scientific performance appraisal methods, and the increasingly fierce development competition, organizations and their members are facing diversified work pressures. However,pressure conduction runs through the whole organizational leadership work. It can not only effectively convey the objectives of work tasks and stimulate the enthusiasm of members, but also create a competitive organizational atmosphere. Further examination shows that pressure conduction can produce both positive and negative incentive effects, and play a role in promoting or inhibiting organizational development. Therefore, we should let pressure conduction play an appropriate role and actively construct an "incentive" pressure conduction mechanism. It is necessary to scientifically screen the members' ability to resist pressure, effectively design the appropriate procedure of releasing organizational pressure, and at the same time establish an efficient evaluation mechanism of pressure-based incentives.