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论文编号：	2739
作者编号：	2120082423
上传时间：	2010/11/26 22:25:42
中文题目：	MG公司国际工程项目团队激励策略研究
英文题目：	Research on Motivation Strategy for International Construction Project Team in MG Company
指导老师：	杨坤
中文关键字：	国际工程项目、项目团队、激励策略
英文关键字：	International Construction Project, Project Team, Motivation Strategy
中文摘要：	国际工程项目一般是指某种特定的建设工程，或者某一项具体的建设工作，如建设项目的研究、规划和咨询设计、或施工安装等工作；它是跨国的，从咨询、融资、招标、投标、施工、监理到培训等各阶段或环节的主要参与者（单位或个人、产品或服务）来自不止一个国家（或地区）。 研究表明，一支高效的项目团队对于保证国际工程项目的顺利运行，实现总体目标至关重要。而在项目团队中，员工是最宝贵的资源，如何通过适当的激励策略，提高员工个人和团队整体绩效，是一个值得研究的话题。 MG公司是一家专业的国际工程项目承包商。近年来，MG公司承建的国际工程项目包括造船厂、纺织厂、造纸厂等，不仅取得了很好的经济效益，还树立了良好的国际形象。随着国际工程项目的增加，MG公司项目团队的激励问题凸现出来，阻碍了业务的正常运转。为了保证项目的有序进行，一套有效的激励策略势在必行。 本文在国际工程项目理论、激励理论和项目团队相关理论分析的基础上，对MG国际工程项目团队的案例进行分析。研究发现，在MG公司国际工程项目团队中主要存在两个问题，一是项目团队成员“搭便车”问题，二是成员的职业生涯规划问题。针对这两个问题，本文提出了绩效评估激励策略和职业生涯规划两项激励策略，并进行了深入研究。 本文的创新点体现在以下方面： （1）工程项目团队激励方面的研究较多，而关于国际工程项目团队激励问题的研究则相对较少。本文结合真实案例，针对MG公司国际工程项目团队中存在的问题，提出了绩效评价和职业生涯规划两大策略，从外在激励和内在激励两方面给出了解决方案。 （2）关于项目团队的激励策略的研究大多集中在薪酬策略，而对于绩效评估问题和员工职业生涯规划策略则少有涉及。本文将项目团队的绩效评估理论和职业生涯规划理论引入项目团队激励的实践中，丰富了项目团队激励方面的研究，也为企业的实际操作中提供了参考。
英文摘要：	Abstract The International Construction Project refers to a kind of construction project or a specified building works, including research, plan, consultant, design and installation. It’s multinational that main participants are from different countries, involving consultant, bidding, construction, monitor and training. An efficient project team is essential to the success of International Construction Project as per relative studies. Staffs are the most valuable resources for the project teams, as we all know. So it’s a worthwhile topic about how to better the performance of both individuals and the team by proper incentive strategies. MG is a professional contractor of international construction project that has contracted various international construct projects, such as dockyard project, textile mill project, paper mill project, etc, from which they made profits and also international visualize. However, some incentive problems have occurred that are harm for the execution of projects. Some members are less active and even willing to leave the team. In order to keep the project run continuously in a smooth way, an effective system of motivation is demanded by the project team urgently. This thesis focus on the case study of MG’s International constructions project team, based on Theories of Incentive, International construction projects and of projects teams and points out two problems exist in that team. One is social slack; the other is individual career development. Accordingly, this paper provides two strategies, performance evaluation and career development plan. Two innovations can be found in this paper. First of all, research on the team motivation of international constructions projects is less popular than normal construction ones. This thesis provides two solutions to the problems as per real practice for the latter. Second, it introduced strategies of performance evaluation and career development plan for team motivation while others not.
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