摘要
从分析建立动态知识团队的必要性和知识员工的特点入手 ,对动态知识团队的管理过程中常见的几种假设提出了质疑 ,并在此基础上对如何管理好动态知识团队提出了新的观点 :需要改变传统的绩效考核与激励办法 ,强调对知识员工进行兑现承诺的激励和对其价值观进行报偿 ;只有那些能够与员工达成心理契约的管理者才能成为真正的团队领袖。
By analyzing the necessities of establishing dynamic knowledge teamwork and the characteristics of knowledge workers, this article raises questions on some typical assumptions in the management of dynamic team management. On this basis, some new viewpoints on how to manage dynamic knowledge teams are proposed: the traditional performance assessment and incentive principles should be changed and the commitment focused incentives and value based compensation emphasized. Only those who are able to make psychological contracts with team members will become real team leaders.
出处
《工业工程与管理》
2002年第2期18-23,共6页
Industrial Engineering and Management
