激励的本质与主体性的转化
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摘要
员工的工作积极性和主动性是决定企业生存与发展的关键因素。对激励问题进行研究意义重大。
近百年来，在学术领域，以西方为主的学者提出了大量的激励理论。然而，在管理实践中，员工缺乏动力现象仍很突出，“激励怪圈”和“激励综合症”仍普遍存在。为什么众多的理论没能很好地解决现实中的问题？这引发了本研究对激励哲学的思索。
哲学是理论的理论，在一个具体问题的理论体系中居于基础的位置。如果理论的哲学基础存在问题，其后续的展开就可能将问题进一步放大。通过文献梳理发现：已有研究对激励的基本问题，如：激励的本质、激励的主体等研究较少。虽然一些心理学、哲学等非管理学领域的研究对此有所触及，但管理学研究本身对激励哲学问题的思考、对已有理论的哲学反思和剖析都不够充分。因此，本研究以激励基本问题为切入点，对激励哲学、激励方式进行深入剖析和研究。
首先，本研究从哲学层面对西方主流激励理论进行了审视，通过其对激励元问题的回答，发现了其哲学基础上存在的不足。在此基础上，借鉴西方研究成果，融入中国传统哲学思想，提出了以道为本的激励哲学。为促进以道为本激励哲学的落地，进一步提出以道为本的激励操作模式——积分制考核激励模式。最后，本研究采用现场实验的方法对积分制考核激励模式的实施效果进行了实证检验。
本研究的主要结论和成果如下：
一、剖析了西方主流激励理论哲学基础上存在的不足，提出了以道为本的激励哲学。在激励目的问题上，西方激励哲学的基本观点是理性经济人假设下的施激者利益最大化。以道为本的激励哲学则在新人性论假设下，推导出激励的本质应是促使每个人成长，提倡以塑造人性更完善的优秀员工为目的，通过造就优秀的人造就优秀的产品和服务并进一步达成企业的经济目标；在激励主客体关系问题上，西方激励理论秉承了西方哲学二元论思想，认为管理者是激励的主体、被管理者是激励的客体。这种认识强调了施激者的强势地位和主导性，但忽视或剥夺了受激者的主体性。以道为本的激励哲学提出了激励四主体论，认为在激励关系中，每个人首先是激励自己的第一主体。在这个基础上，人性更成熟、能力更强的施激者是受激者的第二激励主体。由于受激者的成长对施激者来说也是一种激励，因此受激者群体也是施激者群体激励的主体，形成激励的第三主体。企业的利益相关者也会以各种方式对企业的整体表现进行激励，形成了激励的第四主体；在激励方式问题上，为了已利而励人的、行为主义的、工具理性的激励方式是西方的主流，以道为本的激励哲学则强调以推动受激者自励为基础的激励，将激励由外部主体的推动转变为自我主体性为了自我完善目的自我要求，实现由他励到自励的转变。
二、将“心智模式”构念引入到Locke的激励整合经验模型中，以完整、清晰地描述以道为本激励哲学的作用机理、逻辑和途径。
三、提出了基于以道为本激励哲学的激励操作模式——积分制考核激励模式。建构了一整套操作程序和方法，并通过在企业中的实施效果证明了其可行性和有效性。
四、采用现场实验方法对积分制考核激励模式的实施效果进行了检验。本研究利用1年时间，在实际企业中实施积分制考核激励模式，然后对实施前后员工的敬业度和工作满意度进行了比较。实验结果证实：实施积分制考核激励模式可以有效提升企业员工的敬业度和工作满意度。
本研究的创新主要有以下几点：
一、在研究视角上，从哲学层面对激励问题进行研究，从“根目录”上发现和解决当前激励存在的问题。二、提出了一种新的激励哲学——以道为本的激励哲学。三、将“心智模式”构念引入Locke激励整合经验模型。四、开发出了一种基于以道为本激励哲学的新的激励模式——积分制考核激励模式。五、在研究方法上，用现场实验方法对积分制考核激励模式的有效性进行了实证检验。
When determining how the enterprise could survive and grow inthe compititive market, the employees’ working enthusiasm andinitiative-taking are key factors. So it is very important to perform astudy and research on this special subject: motivation.
It’s been almost a century that scholars in academic field, mainly inthe western world, have developed many theories on motivation withsome outstanding research achievements by using different disciplines orapproarches. However, the employee’s lack of enthusiasm for work, thephenomena of “incentive strange circle” and “incentive syndrome” in theenterprise are still common in practice. Why these theories still can notsolve these problems in reality? This brings my study to pay moreattention to the philosophy of the motivation theories. Philosophy is atheory, the foundation of other concrete theory systems. If there were problems in a theory's philosophy, further developing the theory wouldamplify these problems. After commpleted the literature review, thisstudy found that few researches discussed the meta-questions ofmotivation, such as the essence of motivation and the subject ofmotivation. There are some researches have been done in the phylosophyand phycological fields, but few is done in the management field. Andthe research on motivation philosophy and philosophical reflection on theexisting theory were inadequate. This study explored the problem ofexisting dominant theory of motivation from the aspect of philosophy,and proposed a new solution to implement and improve the currenttheory system.
First, this thesis reviewed the western dominant motivationtheories regarding the meta-questions of motivation from the aspect ofphilosophy, and found that there were some defects in their philosophy.Further, based on the previous studies and combined with chinese traditional philosophy, it proposed a new philosophy of motivation,named Dao-oriented Motivation Philsophy. Then, in order to put thetheory into practice and easy to prove its effectiveness, a Dao-orientedMotivation Operating Model, named Points-based Incentive System wasrecommanded. Finally, using the field experiment method, this studymeasured the effects of the implementation results of this new System.
The followings are the main conclusions achieved in the study:
1. To amend the defect of western dominant motivation theories,this research recommended a new philosophy—Dao-oriented MotivationPhilosophy. In the view of motivation purpose, the basic idea of westernmotivation philosophy, under the hypothesis of "economic person", is theemployer’s benefit maximization. But Dao-oriented motivationphilosophy, under the hypothesis of "person who aspires to be holy",advocated a new idea that the purpose of motivation should be broughtup better staff whose mental models are more perfect. As we all knows, the better the staff, the better the products or services lead to, and thebetter economic benefit for the enterprise. In the views of motivationsubject-object relation, the western motivation philosophy inherited thedualist view of western philosophy, assumed that the employer is thesubject, vis-à-vis, and the employee is the object. Dao-orientedMotivation Philosophy proposed the theory of four motivation subjects,in which, everyone is the first subject of itself; the managers are thesecond subject of their subordinates; the subordinates as a whole is thethird subject of their superiors as the subordinates’ growth will be a greatmotivation for his superiors; and the stakeholders are the fourth subjectfor the enterprise as their behaviors and choices will either motivate orde-motivate other subjects. Following the motivational pattern, themainstream in the western motivation theory is a behavioristic andinstrumental rationality incentive method whose purpose is seekingemployers own advantage against employees. On contrary, Dao-oriented Motivation Philosophy is a new incentive model which based on theemployees’ self-motivation.
2. This study added the "mental models" as a new content in theLocke's Integrated Model of Work Motivation. In this way, themechanism of Dao-oriented Motivation Philosophy for action, logic andapproach can be described completely and clearly.
3. This study proposed a new incentive operating model, namedPoints-based Incentive System, which contains a set of rules, operatingprocedures and methods. Its feasibility and effectiveness have beenproved through the experimental methods.
4. This study measured the implementation effectiveness of thePoints-based Incentive System using the field experiment method. Theexperimental results indicated that the Points-based Incentive System cansignificantly improve the employee engagement and job satisfaction.
There are five main innovative points regarding this study:
1. Analyized the motivation theory from the research perspectivein the aspect of philosophy to find and solve the motivation problemsfrom the "root directory".
2. Proposed a new motivation philosophy—Dao-orientedmotivation philosphy.
3. Merged a new construct,"mental models", into the Locke'sintegrated model of work motivation.
4. Developed a new motivation model—Points-based IncentiveSystem.
5. Conducted Empirical analysis in the research method on theimplementation effectveness of the Points-based Incentive System byapplying the field experiment method.
近百年来，在学术领域，以西方为主的学者提出了大量的激励理论。然而，在管理实践中，员工缺乏动力现象仍很突出，“激励怪圈”和“激励综合症”仍普遍存在。为什么众多的理论没能很好地解决现实中的问题？这引发了本研究对激励哲学的思索。
哲学是理论的理论，在一个具体问题的理论体系中居于基础的位置。如果理论的哲学基础存在问题，其后续的展开就可能将问题进一步放大。通过文献梳理发现：已有研究对激励的基本问题，如：激励的本质、激励的主体等研究较少。虽然一些心理学、哲学等非管理学领域的研究对此有所触及，但管理学研究本身对激励哲学问题的思考、对已有理论的哲学反思和剖析都不够充分。因此，本研究以激励基本问题为切入点，对激励哲学、激励方式进行深入剖析和研究。
首先，本研究从哲学层面对西方主流激励理论进行了审视，通过其对激励元问题的回答，发现了其哲学基础上存在的不足。在此基础上，借鉴西方研究成果，融入中国传统哲学思想，提出了以道为本的激励哲学。为促进以道为本激励哲学的落地，进一步提出以道为本的激励操作模式——积分制考核激励模式。最后，本研究采用现场实验的方法对积分制考核激励模式的实施效果进行了实证检验。
本研究的主要结论和成果如下：
一、剖析了西方主流激励理论哲学基础上存在的不足，提出了以道为本的激励哲学。在激励目的问题上，西方激励哲学的基本观点是理性经济人假设下的施激者利益最大化。以道为本的激励哲学则在新人性论假设下，推导出激励的本质应是促使每个人成长，提倡以塑造人性更完善的优秀员工为目的，通过造就优秀的人造就优秀的产品和服务并进一步达成企业的经济目标；在激励主客体关系问题上，西方激励理论秉承了西方哲学二元论思想，认为管理者是激励的主体、被管理者是激励的客体。这种认识强调了施激者的强势地位和主导性，但忽视或剥夺了受激者的主体性。以道为本的激励哲学提出了激励四主体论，认为在激励关系中，每个人首先是激励自己的第一主体。在这个基础上，人性更成熟、能力更强的施激者是受激者的第二激励主体。由于受激者的成长对施激者来说也是一种激励，因此受激者群体也是施激者群体激励的主体，形成激励的第三主体。企业的利益相关者也会以各种方式对企业的整体表现进行激励，形成了激励的第四主体；在激励方式问题上，为了已利而励人的、行为主义的、工具理性的激励方式是西方的主流，以道为本的激励哲学则强调以推动受激者自励为基础的激励，将激励由外部主体的推动转变为自我主体性为了自我完善目的自我要求，实现由他励到自励的转变。
二、将“心智模式”构念引入到Locke的激励整合经验模型中，以完整、清晰地描述以道为本激励哲学的作用机理、逻辑和途径。
三、提出了基于以道为本激励哲学的激励操作模式——积分制考核激励模式。建构了一整套操作程序和方法，并通过在企业中的实施效果证明了其可行性和有效性。
四、采用现场实验方法对积分制考核激励模式的实施效果进行了检验。本研究利用1年时间，在实际企业中实施积分制考核激励模式，然后对实施前后员工的敬业度和工作满意度进行了比较。实验结果证实：实施积分制考核激励模式可以有效提升企业员工的敬业度和工作满意度。
本研究的创新主要有以下几点：
一、在研究视角上，从哲学层面对激励问题进行研究，从“根目录”上发现和解决当前激励存在的问题。二、提出了一种新的激励哲学——以道为本的激励哲学。三、将“心智模式”构念引入Locke激励整合经验模型。四、开发出了一种基于以道为本激励哲学的新的激励模式——积分制考核激励模式。五、在研究方法上，用现场实验方法对积分制考核激励模式的有效性进行了实证检验。
When determining how the enterprise could survive and grow inthe compititive market, the employees’ working enthusiasm andinitiative-taking are key factors. So it is very important to perform astudy and research on this special subject: motivation.
It’s been almost a century that scholars in academic field, mainly inthe western world, have developed many theories on motivation withsome outstanding research achievements by using different disciplines orapproarches. However, the employee’s lack of enthusiasm for work, thephenomena of “incentive strange circle” and “incentive syndrome” in theenterprise are still common in practice. Why these theories still can notsolve these problems in reality? This brings my study to pay moreattention to the philosophy of the motivation theories. Philosophy is atheory, the foundation of other concrete theory systems. If there were problems in a theory's philosophy, further developing the theory wouldamplify these problems. After commpleted the literature review, thisstudy found that few researches discussed the meta-questions ofmotivation, such as the essence of motivation and the subject ofmotivation. There are some researches have been done in the phylosophyand phycological fields, but few is done in the management field. Andthe research on motivation philosophy and philosophical reflection on theexisting theory were inadequate. This study explored the problem ofexisting dominant theory of motivation from the aspect of philosophy,and proposed a new solution to implement and improve the currenttheory system.
First, this thesis reviewed the western dominant motivationtheories regarding the meta-questions of motivation from the aspect ofphilosophy, and found that there were some defects in their philosophy.Further, based on the previous studies and combined with chinese traditional philosophy, it proposed a new philosophy of motivation,named Dao-oriented Motivation Philsophy. Then, in order to put thetheory into practice and easy to prove its effectiveness, a Dao-orientedMotivation Operating Model, named Points-based Incentive System wasrecommanded. Finally, using the field experiment method, this studymeasured the effects of the implementation results of this new System.
The followings are the main conclusions achieved in the study:
1. To amend the defect of western dominant motivation theories,this research recommended a new philosophy—Dao-oriented MotivationPhilosophy. In the view of motivation purpose, the basic idea of westernmotivation philosophy, under the hypothesis of "economic person", is theemployer’s benefit maximization. But Dao-oriented motivationphilosophy, under the hypothesis of "person who aspires to be holy",advocated a new idea that the purpose of motivation should be broughtup better staff whose mental models are more perfect. As we all knows, the better the staff, the better the products or services lead to, and thebetter economic benefit for the enterprise. In the views of motivationsubject-object relation, the western motivation philosophy inherited thedualist view of western philosophy, assumed that the employer is thesubject, vis-à-vis, and the employee is the object. Dao-orientedMotivation Philosophy proposed the theory of four motivation subjects,in which, everyone is the first subject of itself; the managers are thesecond subject of their subordinates; the subordinates as a whole is thethird subject of their superiors as the subordinates’ growth will be a greatmotivation for his superiors; and the stakeholders are the fourth subjectfor the enterprise as their behaviors and choices will either motivate orde-motivate other subjects. Following the motivational pattern, themainstream in the western motivation theory is a behavioristic andinstrumental rationality incentive method whose purpose is seekingemployers own advantage against employees. On contrary, Dao-oriented Motivation Philosophy is a new incentive model which based on theemployees’ self-motivation.
2. This study added the "mental models" as a new content in theLocke's Integrated Model of Work Motivation. In this way, themechanism of Dao-oriented Motivation Philosophy for action, logic andapproach can be described completely and clearly.
3. This study proposed a new incentive operating model, namedPoints-based Incentive System, which contains a set of rules, operatingprocedures and methods. Its feasibility and effectiveness have beenproved through the experimental methods.
4. This study measured the implementation effectiveness of thePoints-based Incentive System using the field experiment method. Theexperimental results indicated that the Points-based Incentive System cansignificantly improve the employee engagement and job satisfaction.
There are five main innovative points regarding this study:
1. Analyized the motivation theory from the research perspectivein the aspect of philosophy to find and solve the motivation problemsfrom the "root directory".
2. Proposed a new motivation philosophy—Dao-orientedmotivation philosphy.
3. Merged a new construct,"mental models", into the Locke'sintegrated model of work motivation.
4. Developed a new motivation model—Points-based IncentiveSystem.
5. Conducted Empirical analysis in the research method on theimplementation effectveness of the Points-based Incentive System byapplying the field experiment method.
引文
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