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the moral mechanism of enterprise human,the moral mechanism of enterprise human resource management本文共23页10050字左右abstract moral mechanism in the enterprise human resource management mainly studies how...
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The moral mechanism of enterprise human resource management
本文共23页 10050字左右
Abstract
Moral mechanism in the enterprise human resource management mainly studies how to use the moral mechanism to affect the employees’ behaviors. The goal of moral mechanism is to make the goals of the enterprise’s and the employee’s uniformly and fulfills the goals of the enterprise human resource management—making good use of the employees’ potency. It must consider two things. The first is how to use moral constrain mechanism to constrain and naturalize the behaviors which the enterprise does not want to happen; and the second is how to use moral motivation mechanism to motivate and conduct the behaviors which the enterprise want to happen. Enterprise human resource management means to use some methods to motivate and coordinate the behaviors of the employees with different knowledge, skills and abilities, and makes them work coordinately and obtain the enterprise’s goals. Morality has special effects in the enterprise human resource management especially when it is hard to use money and other kinds of means to keep the employees’ devotion and reliance up in present enterprise human resource management mode. Morality has its own operation mechanism, i.e. moral constraint mechanism and moral motivation mechanism. Morality can constrain and motivate the employees by using moral heteronomy and moral self-discipline, and can improve the employees’ devotion and motivation efficiently and motivate the employees’ activeness, initiation and creativeness. All these will keep low costs of enterprise human resource management and will reach the goals of the enterprise efficiently. In this paper, many study methods used synthetically. Based on the outcomes of other researchers’, this paper try to treat the study of enterprise human resource management in the direction of morality and establish enterprise human resource management philosophizing system with the core of moral mechanism.
Key Words: enterprise human resource management,
moral constrain, moral motivation
Contents
Chapter 1 Introduction
Chapter 2 Literature Review
2.1 The present crisis of human resource management
2.1.1 The decline of loyalty of employees
2.1.2 The credit crisis occurred in the managers
2.2.1 Moral and moral supply
2.2.2 The basis characteristic of human resource management mode and its deficiency
2.3 The special function of moral on enterprise human resource management
2.3.1 Moral and the cost of human resource management
2.3.2 Moral and human resource management target
Chapter 3 Methodology
3.1 The moral constrain mechanism in enterprise human resource management
3.1.1 The characteristics of moral constrain
3.1.2 The moral constrain mechanism in enterprise human resource management
3.1.2.1 The possibility and necessary of using moral constrain
3.1.2.2 Moral constrain mechanism
3.2 Moral Motivation Mechanism in Enterprises Human Resource Management
3.2.1 the function of moral motivation
3.2.1.1 motivation and moral motivation
3.2.1.2 Moral motivation function
3.2.2 The mode and track of moral motivation in human resource management
3.2.2.1 Improving moral consciousness
3.2.2.2 The aim of moral motivation
3.2.2.3 Regularization of moral motivation
Chap 4 Conclusions
applicable codes. Human Resource Management Review, 11 (1), 159±175.
Reference
[1] Raugust, M. C. (1992). Feminist ethics and workplace values. In: E. Browning Cole, & S. Coultrap-McQuin (Eds.), Explorations in feminist ethics: theory and practice ( pp. 69±81). Bloomington, IN: Indiana Univ. Press.
[2] Rynes, S., & Rosen, B. (1995). A field survey of factors affecting the adoption and perceived success of diversity training. Personnel Psychology, 48, 247±270.
[3] Schumann, P. L. (2001). A moral principles framework for human resource management ethics. Human Resource Management Review, 11 (1), 93±111.
[3] Weaver, G. R. & Trevinƒo, L. K. (2001). Role of human resources in ethics/compliance management: a fairness perspective. Human Resource Management Review, 11 (1), 113±134.
[4] Wells, D. & Schminke, M. (2001). Ethical development and human resources training: an integrative framework. Human Resource Management Review, 11 (1), 135±158.
[5] Wooten, K. C. (2001). Ethical dilemmas in human resource management: an application of a multidimensional framework, a unifying taxonomy
本文共23页 10050字左右
Abstract
Moral mechanism in the enterprise human resource management mainly studies how to use the moral mechanism to affect the employees’ behaviors. The goal of moral mechanism is to make the goals of the enterprise’s and the employee’s uniformly and fulfills the goals of the enterprise human resource management—making good use of the employees’ potency. It must consider two things. The first is how to use moral constrain mechanism to constrain and naturalize the behaviors which the enterprise does not want to happen; and the second is how to use moral motivation mechanism to motivate and conduct the behaviors which the enterprise want to happen. Enterprise human resource management means to use some methods to motivate and coordinate the behaviors of the employees with different knowledge, skills and abilities, and makes them work coordinately and obtain the enterprise’s goals. Morality has special effects in the enterprise human resource management especially when it is hard to use money and other kinds of means to keep the employees’ devotion and reliance up in present enterprise human resource management mode. Morality has its own operation mechanism, i.e. moral constraint mechanism and moral motivation mechanism. Morality can constrain and motivate the employees by using moral heteronomy and moral self-discipline, and can improve the employees’ devotion and motivation efficiently and motivate the employees’ activeness, initiation and creativeness. All these will keep low costs of enterprise human resource management and will reach the goals of the enterprise efficiently. In this paper, many study methods used synthetically. Based on the outcomes of other researchers’, this paper try to treat the study of enterprise human resource management in the direction of morality and establish enterprise human resource management philosophizing system with the core of moral mechanism.
Key Words: enterprise human resource management,
moral constrain, moral motivation
Contents
Chapter 1 Introduction
Chapter 2 Literature Review
2.1 The present crisis of human resource management
2.1.1 The decline of loyalty of employees
2.1.2 The credit crisis occurred in the managers
2.2.1 Moral and moral supply
2.2.2 The basis characteristic of human resource management mode and its deficiency
2.3 The special function of moral on enterprise human resource management
2.3.1 Moral and the cost of human resource management
2.3.2 Moral and human resource management target
Chapter 3 Methodology
3.1 The moral constrain mechanism in enterprise human resource management
3.1.1 The characteristics of moral constrain
3.1.2 The moral constrain mechanism in enterprise human resource management
3.1.2.1 The possibility and necessary of using moral constrain
3.1.2.2 Moral constrain mechanism
3.2 Moral Motivation Mechanism in Enterprises Human Resource Management
3.2.1 the function of moral motivation
3.2.1.1 motivation and moral motivation
3.2.1.2 Moral motivation function
3.2.2 The mode and track of moral motivation in human resource management
3.2.2.1 Improving moral consciousness
3.2.2.2 The aim of moral motivation
3.2.2.3 Regularization of moral motivation
Chap 4 Conclusions
applicable codes. Human Resource Management Review, 11 (1), 159±175.
Reference
[1] Raugust, M. C. (1992). Feminist ethics and workplace values. In: E. Browning Cole, & S. Coultrap-McQuin (Eds.), Explorations in feminist ethics: theory and practice ( pp. 69±81). Bloomington, IN: Indiana Univ. Press.
[2] Rynes, S., & Rosen, B. (1995). A field survey of factors affecting the adoption and perceived success of diversity training. Personnel Psychology, 48, 247±270.
[3] Schumann, P. L. (2001). A moral principles framework for human resource management ethics. Human Resource Management Review, 11 (1), 93±111.
[3] Weaver, G. R. & Trevinƒo, L. K. (2001). Role of human resources in ethics/compliance management: a fairness perspective. Human Resource Management Review, 11 (1), 113±134.
[4] Wells, D. & Schminke, M. (2001). Ethical development and human resources training: an integrative framework. Human Resource Management Review, 11 (1), 135±158.
[5] Wooten, K. C. (2001). Ethical dilemmas in human resource management: an application of a multidimensional framework, a unifying taxonomy
