mba論文民生銀行高管激勵(lì)存在問題及對(duì)策研究pdf

1、論文題目：民生銀行高管激勵(lì)存在問題及對(duì)策研究專 業(yè)：工商管理碩士碩 士 生：王壽松 （簽名）指導(dǎo)教師：王 萍 （簽名）摘 要伴隨著我國(guó)金融市場(chǎng)的逐步開放和金融機(jī)構(gòu)數(shù)量的與日俱增，金融機(jī)構(gòu)競(jìng)爭(zhēng)程度日趨激烈，對(duì)我國(guó)銀行機(jī)構(gòu)內(nèi)部人才激勵(lì)機(jī)制尤其是銀行高管激勵(lì)機(jī)制提出了新的挑戰(zhàn)。在現(xiàn)階段加強(qiáng)對(duì)銀行高管激勵(lì)現(xiàn)狀及問題的研究對(duì)于進(jìn)一步完善銀行公司治理機(jī)制、 增強(qiáng)核心競(jìng)爭(zhēng)力、提高高管工作績(jī)效及銀行的抗風(fēng)險(xiǎn)能力等都具有積極意義。民生銀行作為國(guó)內(nèi)第一家非

2、公有制經(jīng)濟(jì)占主導(dǎo)的股份制銀行具有其特殊性， 如何有效地對(duì)民生銀行高管進(jìn)行激勵(lì)，從而使銀行業(yè)績(jī)得到巨大的提升，成為亟待解決的重要課題。本文結(jié)合民生銀行實(shí)際情況，對(duì)民生銀行高管激勵(lì)存在的問題進(jìn)行了深入分析，在定性與定量分析的基礎(chǔ)上，提出了針對(duì)民生銀行高管激勵(lì)問題的改進(jìn)建議。本文首先對(duì)激勵(lì)理論進(jìn)行了回顧，其次對(duì)民生銀行的高管激勵(lì)現(xiàn)狀進(jìn)行了闡述。在理論回顧和現(xiàn)狀分析的基礎(chǔ)上，本文的重點(diǎn)在于總結(jié)民生銀行高管激勵(lì)現(xiàn)狀存在的問題，并采用問卷調(diào)研的方法

3、，對(duì)目前激勵(lì)手段的效果、高管的滿意度、存在的主要問題進(jìn)行了深入的探討和分析，其中，對(duì)于高管滿意度最低的薪酬問題，還進(jìn)行了實(shí)證分析，以進(jìn)一步驗(yàn)證問卷調(diào)研結(jié)果。通過研究，本文總結(jié)了民生銀行物質(zhì)激勵(lì)方面存在著長(zhǎng)期激勵(lì)辦法有限，短期激勵(lì)與績(jī)效掛鉤不足， 績(jī)效考核不盡合理等問題； 精神激勵(lì)方面存在激勵(lì)手段單一，激勵(lì)時(shí)機(jī)不適當(dāng)， 激勵(lì)應(yīng)用不足等問題。 最后， 本文針對(duì)民生銀行高管激勵(lì)現(xiàn)狀和問題，提出了完善民生銀行高管激勵(lì)體系的構(gòu)想，并從物質(zhì)激勵(lì)、精

4、神激勵(lì)兩個(gè)方面，提出一系列有針對(duì)性的改進(jìn)對(duì)策，對(duì)于建立長(zhǎng)期激勵(lì)制度、引入股權(quán)激勵(lì)、完善考核體系、 加強(qiáng)精神激勵(lì)等方面，均提出了具體而有創(chuàng)新性的建議，以期改進(jìn)民生銀行高級(jí)管理人員激勵(lì)措施及機(jī)制，全面而有效地調(diào)動(dòng)高級(jí)管理人員的積極性。關(guān) 鍵 詞：民生銀行；高管激勵(lì)；對(duì)策研究論文類型：應(yīng)用研究Subject: A Study on the Problems and Countermeasures of Executives’Incentive

5、 Mechanism in China Minsheng BankSpecialty: Master of Business AdministrationName : Wang Shousong （Signature）Instructor : Wang Ping （Signature）ABSTRACTAlong with the gradually opening of the financial market, the competi

6、tion among thefinancial market are fierce. It is the challenges for the talent of the internal bank executivesincentive mechanism. Minsheng Bank as the first non-public economy occupies the leadingjoint-stock bank has it

7、s particularity. How to effectively encourage the executives, so that theperformance of the bank can get a huge upgrade, become an key issue to be resolved.In this paper, combined with the actual situation of the Minshen

8、g Bank, on the basis ofqualitative and quantitative analysis, put forward proposes the improved design of theexecutives of the incentive problem of Minsheng Bank. This paper started with the review ofthe incentive theory

9、, then executive incentive status of Minsheng Bank are expatiated. Basedon the analysis of the present situation, the focus of this paper is to summarize the existingproblems, and by using the method of questionnaire inv

10、estigation for an in-depth discussionand analysis of the main problems at present of executive incentive means, the effect ofsatisfaction, which, for the problem of lowest executives satisfaction also has carried on thee

11、mpirical analysis, in order to further validate the questionnaire survey results. Based on theresearch, this paper stated that the long-term material incentives is limited, short-termincentive and performance related is

12、deficient, the problems of performance appraisal is notreasonable; the spirit incentives exist single means, etc. Finally, according to the issues above,from the aspects of material incentive and spirit incentive, an imp

13、roved design of incentivemechanism to executives is proposed, including performance-oriented pay model, theintroduction of stock right incentive, scientific and reasonable performance managementsystem, strengthen the spi