A New Research Of Virtual Team's Incentive

This article expects to build a new organizational incentive theory, based on the new concept of"Well-being contract". The starting point for this research is theoretical and practical problems of organizational(VT) incentive in the Knowledge Economy Era. Theoretically speaking, incentive theory has grown dramatically in various disciplines (especially economics and management) throughout the 20th century. Faced with a new background, we need to constantly refine some new theories .for new problems. Thus, taking the past incentive theory into account, carding and integrating the evolution trend of these theories will become an important part of incentive(VT) theory. Practically speaking, managers and employees don't have enough time to think the organization's ultimate purpose seriously and thoroughly in the fierce and fast-paced business environment. They always focus on the pursuit of economic interests, rather than good interpersonal relationships, environment and security interests. Business situation is not ideal due to intense competition. That is to say, enterprises are facing is complex, uncertain and virtual environment.In all problems, we must learn to address fundamental issues from the most fundamental angle. We need to rethink organization beyond the original view. Based on this, the paper points out the organization / team will be the harmony organization / team and puts forward the concept of Well-being Contract to reshape organizational incentive theory. A series of discussions on Well-being Contract contains a number of masters'ideas from psychology, economics, management, sociology and ecology areas. The followings are a summary of the main contents of this article:The first part is the establishment of a new theoretical framework of organizational incentives - - the collaborative governance model of enterprise- society interaction. Comparing with traditional and modern study of organizational incentive summed up the importance trends of future research, the paper integrates open systems theory, contingency theory, stakeholder theory and corporate social responsibility theory to build"people-oriented"harmonious organization / team management under a virtual environment. From the whole social system, this paper puts forward the collaborative governance model of enterprise- society interaction. The model lets all kind of parties join in collaborative decision-making, and coordinates most people necessary to develop the equality of organizational incentive. The core of his theory is emphasized on the well-being of team members under the conditions of equality, mutual respect and cooperation. Taking into account the effectiveness of shareholder supremacy theory and the fairness of the stakeholder theory, all members manage to achieve the greatest happiness of most people's common goals / values.The second part is the concept of Well-being Contract based on the human nature theory. This article reviews organizational incentive theory that involves at least three subjects (more than 30 kinds of theories) on the organization to conduct an exploratory research in an ultimate meaning way, including human studies literature, psychological contract literature, management and economics literature. Comparing domestic and international management theory and transaction cost theory, the paper sums up a common source of the motivation theory - - happiness needs principle. Then the paper emphasizes on the current research in depth which includes needs theory, contract nature and other essential aspects. Adapting to the new Network economy conditions, it proposes the concept of the well-being contract based on"Hypothesis of Well-being Man", which explains contractual relationship between the individual and the organization, the corresponding dynamic mechanism and incentive mechanism.The third part is well-being contract theory and empirical studies (including an extension of Chapter VII). This part focuses on virtual teams, expecting to reveal harmony-oriented organization based on well-being e contract. The paper does theoretical research of contract economics, happiness / behavioral economics, and psychology / game theory. Then the paper applies well-being contract to a specific organization (virtual team) among the incentive, trying to find what factors influences successful virtual teams and the key factors for high performance by further empirical research on these key indicators to verify and establish an effective incentive model of virtual team. Next, this part is empirical research based on the amendment to the incentive model of virtual team, and gives the three stages (that is, formation, function and strengthening) of the management strategy of well-being contract. Final one is the in-depth extended study of well-being contract in Chapter VII: (1) Through a special cooperative game analysis, the paper explores the road to well-being contract, that is how to get out of the"Prisoner's Dilemma"; (2) The paper gives a series of actual problems to explain happy management in the workplace.To sum up, the Well-being Contract is on the team level of happiness research, proclaiming a happy culture in reality and hoping to give employees,managers, or other social groups more humanistic concern. People who pursue the greatest happiness should respect the objective facts that the belief of happiness in pragmatic spirit is the key to happiness. If we want to create happiness in reality organization, we need to focus on the three dimensions of the Well-being Contract(the Contract Of Economy and Relationship,the Contract Of Environment,the Contract Of Objective And Development). In addition, this paper also draws some interesting conclusions from the angle of WBC.