企业绩效管理的伦理探究

发布时间：2018-03-22 10:54

本文选题：绩效管理　切入点：人性假设　出处：《中南财经政法大学》2017年硕士论文　论文类型：学位论文

【摘要】：绩效管理是企业管理的重要组成部分,是保证企业自我提升和达成战略目标的重要途径。任何一个企业管理者都乐意选择绩效管理对企业内部员工进行管理,并且相信使用绩效管理能够使组织绩效水平得以提升。实际上绩效管理的现实实践远没有那么乐观,面对企业中琐碎多样的员工行为表现,实践者和理论家不约而同地试图将绩效行为表现抽象至纯而又纯、精确而又精确,但层出不穷的现实问题总是让人感到无所适从。这种“工程学”的研究方法忽视了企业绩效管理的根本价值判断和伦理合理性,这部分考虑的缺失使得绩效管理对员工实际行为的影响力不断缩小,而伦理考虑影响的正是人类的实际行为,对企业绩效管理进行伦理探究具有重要的理论意义和现实意义。企业绩效管理并不是与道德无关的产物,与之相反,绩效管理具有深刻的伦理内涵。绩效管理能够预测和控制人类的行为的原因就在于其以人性基础为前提。无论是“经济人”假设,还是“道德人”假设都反映了人类行为表现的某一部分特征,因此,无论是以“经济人”假设为人性基础,还是以吸收了“道德人”假设后的“社会人”假设为人性基础都能够部分地解释企业中员工的行为表现,但现代管理工作隐含的“经济人”假设的普遍接受容易使绩效管理的人性基础产生偏颇,且人类行为的动机具有多样性,难以找到一个全面准确的人性基础作为绩效管理的根基。结合两种人性假设作为绩效管理的人性基础,暂将此争议搁置。进一步关注于企业绩效管理中员工的自觉行为背后的价值诉求,效率与公平都是绩效管理的伦理追求,是为人的本质而服务的目的善与手段善,它们之间是相互依存,相辅相成的关系。企业绩效管理不仅以人性基础为理论前提,而且以效率与公平为伦理价值追求,所以企业绩效管理理应用“伦理”的尺度对其进行评价。从企业员工自觉行为的类型和绩效管理规范的普遍性出发,对不同类型的绩效管理进行伦理质量评价,对绩效管理模式进行理论设想。这种绩效管理模式排除了一切人格化的因素,不带有任何个性化色彩,一切奉行连贯一致的手段——目标合理性原则,是功能上严格合理的管理系统。虽然管理学界和企业管理人都一直致力于建立设想中的绩效管理系统,但是现实中的企业绩效管理实践却总是不尽如人意,现实问题总是集中于两个方面:非人格化趋势与现实情感的冲突;公平期望与评估结果的不满。现实问题的表现表明绩效管理需要伦理的反思。组织与个人之间的伦理偏好不同是现实问题频出的原因,虽然个人的自利原则选择向组织的功利原则选择不断地努力进行调和,但这两种原则之间的冲突不可避免,自利原则到功利原则的推导过程有着不容忽视的裂痕。对绩效管理进行伦理审视,绩效管理的实行导致价值理性被淡化,实质公平被侵害,这恰巧违背了绩效管理效率与公平的伦理追求的初衷,走上了南辕北辙的道路,绩效管理的实行难以达到理想状态。为了改变绩效管理追求理想反而导致非理想的古怪状态,实现企业真正高绩效地、可持续性地发展,必须对企业绩效管理进行伦理改进。企业绩效管理的人性基础并不那么牢固可靠,那么,直接从人的行为表现出发进行伦理基础重建。人类发展到如今,已经不能简单地依从于自身的动物本能,或依附于权威规范,人类已经逐渐重视自身对规范的承认。由此,笔者将绩效管理的行为基础建立于“交往理性人”之上,重视人的交互性,绩效管理达成的是沟通之后的意见一致,人们愿意为之调节主体行为之间的关系。以“交往理性人”为基础的新型绩效管理实现了得以发展的一种非任意选择的基础,通过广泛参与原则、机会均等原则和沟通优先原则等伦理原则能够确保员工能够无强制地、无偏见地和寻求承认地实施交往行为。在企业中塑造坦诚对话的氛围,强化合作共赢的意识,培养主动乐观的人格能够进一步促使绩效管理提高绩效水平,也能够培养优秀的企业文化。笔者在最后对绩效管理的伦理指标进行了初步设定,其中有些伦理指标与绩效管理经济指标一致,这表明了企业经济与道德的价值追求是统一的。
[Abstract]:Performance management is an important part of enterprise management, is an important way to ensure enterprise self improvement and achieve the strategic objectives. Any enterprise managers are willing to choose the performance management for the management of internal staff, and believe that the use of performance management can help to enhance the level of organizational performance. In practice the performance management is far less optimistic, in the face of employee behavior trivial diverse enterprises, practitioners and theorists invariably try to performance behavior abstraction to pure, precise and accurate, but the real problem is not the poor layer always make people feel confused. Ignore the research methods of "Engineering" of enterprise performance management basic value judgment and rationality ethics, this part consider that the lack of performance management of the actual behavior of employees influence shrinking, and ethical considerations The influence is the actual human behavior, has important theoretical and practical significance to research ethics of enterprise performance management. Performance management is not the product of the enterprise and morality, on the contrary, the performance management has profound ethical connotation. Performance management can forecast and control human behavior lies in the human nature the basic premise. Both the assumption of "economic person", or "moral person" hypothesis reflects a part of human behavior characteristics, therefore, whether in the form of "economic man" hypothesis as the foundation of human nature, or to absorb the "moral person" hypothesis of "social man" hypothesis as the foundation of human nature are can partially explain the behavior of employees in enterprises, but the modern management of the implicit hypothesis of "economic man" generally accepted to human foundation of performance management and human biased, As the motivation has diversity, it is difficult to find a comprehensive and accurate foundation of human nature as the foundation of performance management. Combined with the hypothesis of two types of human nature as the basis for performance management, will be temporarily shelved. This controversial value demands behind the conscious behavior further focus on employee performance management in Enterprise, efficiency and fairness is the pursuit of ethical performance the management is good and objective, means and service for the human nature of goodness, they are interdependent and mutually reinforcing relationship. Enterprise performance management not only to basic human nature as the theoretical premise, but also to the efficiency and fairness for the pursuit of ethical value, so the enterprise performance management application of "ethics" scale to evaluate it. Starting from the general specification type and performance management employee behavior, ethical quality evaluation of different types of performance management, performance management model of Science The idea of performance management mode. This excludes all factors of personality, not with any individual color, all pursue consistent means of objective principle of rationality, is the function of the management system strictly reasonable. Although management and enterprise management have been devoted to the establishment of performance management system envisaged in the practice, but enterprise performance management in reality is not so satisfactory. The real problem is always focused on two aspects: Conflict of non personality tendency and real emotion; fair expectations and evaluation results of discontent. The practical problems of the performance show the need for ethical reflection of performance management. The real reasons for frequent problems is the ethical preference between organization and individual differences although the principle of personal choice, self-interest to the utilitarian principles of organization choice constantly trying to reconcile, but the conflict between these two principles can not be avoided, The principle of self to derivation of utilitarian principle can not be ignored the rift. Conduct ethical review of performance management, performance management leads to value rationality is weakened, substantive fairness was violated, this was contrary to the pursuit of ethical performance management efficiency and fairness of the mind, embarked on a different road, performance management is difficult to implement to achieve the ideal state. In order to change the performance management of the pursuit of the ideal but lead to non ideal eccentric state, realize the enterprise really high performance, sustainable development, must be changed into the ethics of the enterprise performance management. Human based enterprise performance management is not so reliable, so a direct manifestation of human behavior from the perspective of ethics based reconstruction human development. Up to now, have not simply rely on their own animal instincts, or attached to the authoritative standard, mankind has gradually to pay attention to their own Specification for recognition. Therefore, the author will conduct performance management based on the "establishment of communicative rationality", the importance of human interaction, performance management is a communication agreement, the relationship between the people willing to adjust the main behavior of the model. The "communicative rationality" as the foundation of performance management to achieve a a non arbitrary choice on the basis of the development, through the principle of extensive participation, the principle of equal opportunity and communication priority principle of ethical principles to ensure that employees can not force, without prejudice to seek recognition and implementation of the communicative behavior. Shaping the candid dialogue atmosphere in enterprise, strengthen cooperation and win-win consciousness, cultivate positive personality to further promote the performance management to improve the level of performance, also can cultivate excellent enterprise culture. The author of the performance management ethics index was preliminarily set, Some of the ethical indicators are consistent with the economic indicators of performance management, which shows that the value pursuit of the enterprise's economy and morality is unified.

【学位授予单位】：中南财经政法大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：B82-053

【参考文献】