Ffes paper looks into the use and status of hotel hrratnnan resource ) management in megy and the mechbosm of incentives and ndning . an analysis with swot shows that the actthe participaton of hr departinent is the key to success of enterprise stratgy plan 而且，在现代饭店业，人力资源管理已经上升到企业的战略层面上来，成为企业核心竞争力的重要来源；通过对人性假设的分析，得出饭店业对人性假设理论的认识。
The last not the least , we bring forward the human supposition : " human have inborn morality and logos " . by combining the practices on hr management of famous enterprises , we distill the operational methods of practicing the chinese traditional human - oriented thought 最后，提出了本研究构想的“道德理性人”的人性假设，并结合目前知名企业在人力资源管理中的工作，提炼出实践中国古代“以人为本”管理智慧的操作性方法。
This paper has five parts : part one is introduction that includes the reason to select this topic to research , a review of related research and the educing of the hypothesis about the right people . part two is the essential contents of the hypothesis about the right people 全文共分五部分：第一部分，引言主要阐述了本文的选题意义和国内外研究现状，并通过对人性假设与管理理论的发展关系的论述，提出企业伦理管理的哲学基础? ? “权利人”假设。
Chapter three , chapter four and chapter five consist of this part in which the research of the efficiency logic , specific methods and human hypnosis in the innovation of management and organization theory comes to the same philosophical level as world outlook , methodology and values 这一部分由第三、第四和第五章构成。通过对管理组织理论创新的效率逻辑、具体的方法、人性假设的研究，进逼到管理组织理论创新背后的世界观、方法论、价值观等哲学高度。
On the other hand , power - centralized management system facilitates the administration and harmonization on one hand but frustrate instructors " enthusiasm in school curriculum management and development on the other hand . secondly , based upon the analyses of three hypothesis of school organization : the hypothesis of the humanity organization , the hypothesis of the inter - personal relationship and the hypothesis of the nature of education , the dissertation deals with the affect of school organization culture on the management 其次，从学校组织的人性假设、学校组织人与人关系的假设、学校组织对教育本质的假设三方面分析了学校组织文化对学校课程管理的影响，认为不杨中枢学校课程管理研究同的假设不但会导致学校课程管理的不同行为，而且会影响教师之间合作水平以及学校课程管理的目标。
First , it analyses the human capital characteristics of managers , and establishes the assessment invest system for the managers " human capital value , selecting indexes from three aspects , i . e . . it describes the ways of assessment ; it probes into managers " human nature characteristics and proposes a new human nature hypothesis for managers , i . e . " economy human - self - realization human " hypothesis . introducing the information of human capital value of managers and output in reward contract designing , it expands the normal principle - agent model and comes to some useful conclusions . it analyses the relation of spirituality incentive and self - fulfillment ; because in realism the game of owners and managers is multi - phases and managers take on many tasks , introducing comparative performance information and comparativ e human capital value information , it expands static single - task principle - agent model to dynamic multi - tasks model 分析了经营者人力资本特性，并从三个方面即显质评价、潜质评价、情景模拟测试选取指标，建立了经营者人力资本价值评价指标体系，并对评价方法进行了描述；探讨了经营者的人性特点，提出了针对经营者阶层的新的人性假设，即“经济人? ?自我实现人”假设，在报酬契约设计中引入经营者人力资本价值信息与产出信息，拓展了标准的委托? ?代理模型，得出了一些有益的结论，并进一步分析了精神性激励与经营者自我实现的关系；由于现实中所有者和经营者的博弈往往是多阶段，且经营者担负着多项任务，因此，本文引入相对业绩比较信息和相对人力资本价值比较信息，将静态的单任务委托? ?代理模型拓展到动态多任务的情况，考虑了经营者生产性努力和自身人力资本投资努力这两种努力成本之间的相互作用，研究了企业所有者对经营者这两种努力的激励问题，得出了一些有益的结论；对比美国经营者报酬结构分析现阶段我国经营者报酬结构存在的问题，提出了我国企业经营者报酬结构改革的对策建议。
Traditional management philosophy only to the management of people as an important factor to investigate , and its people and human feelings , needs only to examine the theory exist for the achievement of general management purposes or in nature basis . that the traditional management philosophy research perspective , the person is the product management emerged 近代西方管理史上先后出现了四种( “经济人” 、 “社会人” 、 “自我实现人” 、 “复杂人” )主要的人性假设,成为近代西方管理的内容、结构、形式变化的理论依据。
With the assumption of berk - means model being used in most modem companies and two economics theories , humanity hypothesis and agency theory , this thesis deduced that the potential abuse of manager ' s power must be limited and inhibited by a power - balanced system through a rational way . and then this chapter has disserted the legal theory basis of manager system from legal aspect , that is , applying the answer to why the manager post is necessary for a company and what kind of manager is available 本文以相关经济学理论为切入点，明确现代公司多为伯利?米恩斯模式，并以经济学上的人性假设理论和代理理论为基点，推导出在经理问题上必须以合理的权力制衡机制对抗潜在的权力滥用，从法律角度论述了公司经理制度的法理基础，即口答公司为什么需要经理以及需要什么样的经理这两个问题。
Diversitic motivation model should be established to motivate members in different stages . initially evolvement of human hypothesis is discussed and figured out that the precondition of it in this motivation model is complexity person , decision - maker and civilization person . then the evolvement duration is analysised and motivation theory in management is clarifed and described the main views and limits connected with project teams . after integrating kinds of motivation models , the direction to motivation model of project teams is described finally 本文首先探讨激励理论人性假设的演变过程,并指出本文激励模型的人性假设基础是“复杂人” 、 “决策人”和“文化人” ,继而分析管理学激励理论的演化过程和分类,阐明与项目团队有关的激励理论的主要观点和可借鉴的方面,指明构建项目团队激励模型的方向。
One of the important questions is action prompting in the study of human resources management , so , on the basis of chaos theory the paper studied the behavioral hypothesis from the view of requirement . by analysis the behavioral hypothesis in existence , we take for that there are some chaos characters like the internal stochastic and sensitive to initial conditions in the behavioral hypothesis , and apply it to action prompting 人力资源管理的研究中一个重要的问题是员工的激励问题,能否调动员工的积极性是人力资源管理成败的重要环节,文章在混沌理论基础上,从需求角度研究了人性假设,通过对人的需求规律的分析及对现有人性假设的剖析,认为人性假设中存在着一种内在随机性和对初始条件的敏感依赖性等混沌特征,并将其应用于员工行为激励。
