Staff Incentive Mechanism In College Logistics Reform

Firstly,the principle of the incentives was illustrated explicitly in this paper;Secondly,a general overview about staff incentives during the logistics reform occurring on the Chinese colleges was elaborated;Thirdly,the Northwest A&F University was taken as the example, The objective of the major logistics reforms,staff incentives,questions during the reform process ware summarized;Finally,according to the results of this empirical analysis,logistics staff incentive measures was concluded and improved.Totally,six chapters were divided in this paper:1.Introduction.The background and objectives were described based on an overview about Staff incentives in the whole world.2.The basic theory.The principles of the incentives were briefly introduced in this chapter,such as the concept,the content,the importance and necessity,as well as the psychological mechanism,the human capital theory,the Principal-agent theory and the theoretical assumption about human nature,et al...At the same time,modern theory concerned with employee incentives such as Maslow's Need Hierarchy,Hertzberg's two-factor theory,McClelland's achievement motivation theory,Long Buddhist's theory of the expectations,Adams's theory of fairness,Bo Lawler and special incentive process model of Lawler and Potter,the strengthening incentive theory Represented by Skinner,and so on. were specified.3.Current incentive policy for college logistics staff.In this chapter,the physical logistics staff incentives policies during colleges and universities were summed up. Simultaneously,the college logistics business characteristics were analyzed from 2 aspects about industry and staff.Furth more,needs of logistics staff were generated.4.The practice and problems of Northwest A&F University logistics group.In this empirical research part,Northwest A&F University logistics group was taken the special case, its history and background,framework,socialized reform process,fundamental achievement were introduced in detail.Also,six-year employee incentives practice was analyzed and staff motivation problems were address:(1)overhead economic incentives;(2)unfair incentive phenomenon;(3)no labor contracts and social insurance signed;(4)Long-term system remains unchanged;(5)Too many labor-off;(6)ineffective implementation of the negative incentives;(7)lack of incentive corporate culture,and so on.5.The countermeasures about the improvement of the logistics staff incentives of Northwest A&F University were put forwarded.In this chapter,the importance of the staff incentive was emphasized,a scientific incentives mechanism was established,some major incentive countermeasures were put forwarded:(1)improvement of management incentives based on knowledgeable employee incentive model;(2)improvement of the competitive pay system in order to solve the problem of excessive incentives;(3)establishment of a strict, reasonable performance evaluation system to solve the unfair incentive problem;(4)high standards for the introduction of logistics staff,to solve the labor-off problem;(5)signing of labor contracts,build-up of personnel social security treaty according to national law;(6) elimination of the private factor and increase of the intensity of negative incentive;(7) establishment of an incentive mechanism with the corporate culture;(8)clearly enterprise development goals,building of a common business vision.Finally,three relevant restraint methods were introduced.6.Conclusion.Staff incentives during the logistics reform occurring on the Chinese colleges is a complex system of the subject.It is necessary to motivate employees to carry out, to mobilize their initiative,creativity of the workers to play and train workers on the logistics of physical sense of responsibility and mission.