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论文编号：	6093
作者编号：	2220110793
上传时间：	2013/12/25 16:55:53
中文题目：	N制药企业天津生产厂高绩效团队建设研究
英文题目：	High Performance Team Building of Site Tianjin Pharmaceutical Company N
指导老师：	袁庆宏
中文关键字：	制药企业；高绩效团队建设；管理型团队；团队激励
英文关键字：	pharmaceutical company; high performance team; management team; team motivation
中文摘要：	以团队形式开展工作日益成为现代企业运行的重要组织方式，而团队管理在企业管理中也变得越来越重要。但我国目前企业中的团队管理水平还极为欠缺：有众多企业采用了抽调企业当中部分精英形成了若干精英团队的方法来对于组织当中所遇到的一些特殊问题进行充分解决，但是，在企业当中的一些精英的数量还是比较有限的，不可能在整个企业范围当中形成团队的气氛，很难真正意义的促进企业形成良好的快速学习能力和适应能力，所以，其影响力就是比较的有限的；另外一个方面，随着团队管理在全球范围内的日益成功，在我国广泛的推广与实施团队管理已经是刻不容缓的事情。笔者在本文的研究过程中，主要采用了文献法、观察法、访谈法、个案分析法。文献法的运用主要是对于相关课题的研究现状和概念进行有效的归纳总结；观察法的运用主要是基于笔者作为N制药企业天津生产厂（以下简称N企业）的员工，在日常工作过程中通过观察而了解获得的该厂高绩效团队建设现状。访谈法的运用主要是为了对N企业的高绩效团队建设的现状和存在的问题以及原因有进一步的了解。个案分析法主要是以N企业为例，有针对性的对N企业的高绩效团队建设的现状、问题、原因和对策进行全面的研究。笔者对于本文的研究主要有以下方面的内容：首先笔者对于论文研究的相关情况进行说明；其次，笔者对于课题研究的现状和相关概念进行了概括总结；其三，N企业高绩效团队建设的现状分析；其四，建设现代企业高绩效团队的策略分析。首先，注重团队精神建设,提高团队凝聚力，主要从制定合理的行为规范、明确共同的目标、组织有效的培训和活动、进行有效沟通、增强团队的领导能力和打造团队凝聚力；其次，构建管理型团队结构,实行团队人性化管理，主要从构建管理型团队结构应遵循的原则、管理型团队结构的人员构成和实行人性化管理，来提高团队的软实力。最后，对创新有效的激励机制，提高团队的绩效做了探讨，主要从团队和诱导因素相互结合、坚持目前一致的原则、奖酬需要基本一致、需要进行及时的沟通和团队激励需要一定考评方面进行了阐述。
英文摘要：	Team is increasingly becoming an important modern enterprise organizationmanagement, team management in business management becomes increasingly important. However, China's current business in the team management level is still very lacking:many companies use some special problems with regard to transfer among the business elite team formed some methods to the organization ever had fully resolved, but, in some of the elite among the number is still relatively limited, cannot form a team atmosphere in the whole range of enterprises, it is difficult to truly promote the rapid formation of a good learning ability of the enterprise and the ability to adapt, therefore, the influence is limited.Another aspect, with team management within a comprehensive range of increasingly successful, popularized in China, the implementation of team management has been crunch time. The author in the course of the study, mainly adopts the literature method, observation method, interview method, case analysis. The author uses the methods of literature is mainly targeted at present and the concept of the effective summary; methods of observation is the main. The author is a member of theSite Tianjin Pharmaceutical Company N, hereinafter referred to as Company N, in the work in the course of daily by observing the situation for building a highly performance team of the company a have the further understanding. The interview is mainly the method was adopted for the present situation of the construction of efficient team of a company and the existing problems and reasons for further understanding. This paper uses the method of case analysis method is mainly takes a company as an example, status quo, problems, causes and Countermeasures against as high performance team building a comprehensive study. The author mainly in the following aspects: Firstly, the research in this paper is described for the relevant research; Secondly, the author summarizes the present situation of research and related concepts; Third, analysis of the current situation of high performance team building of a company, mainly analyzes the situation of a company; Fourth, the construction of modern enterprise high performance team strategy. First, focus on team building, improve team cohesion, mainly from the development of rational conduct, clear common goals, organizational effective training and activities, communicate effectively, and enhance leadership skills and team building team cohesion; Second, build management type team structure, the implementation of humane management team, mainly from the building managed team structure should follow the principles of managed team structure and composition of humane management, to improve the team's soft power. Finally, an effective incentive mechanism for innovation, improve team performance did investigate, mainly from the team and inducing factors combined with each other, adhere to the principle of consistency now, basically the same reward need, the need for timely communication and team motivation requires a certain respect of evaluation described.
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