Research Of Team Management Incentive Mechanism Based On Fairness Preference

In traditional economics，researchers on theory analysis of the research is basedon the "economic man" hypothesis. According to this hypothesis，among various kindsof economic activities，people will only care about their own utility， but don’t careabout other people’s utility，and don’t care about each person’s utility further is whetherfair distribution.But With the development of cross subjects such as psychology andeconomics，especially the emergence of behavioral economics，traditional economicsof "economic man" hypothesis is widely questioned by researchers. Later，through a lotof experimental researches show，people have the fairness preference in economicactivities，that is in the work，people not only care about their income, but also careabout other people’s income levels. Research on fairness preference has very importantsignificance，this is because people’s behavior is closely related to many social andeconomic activities，and fairness preference can have a significant impact on people’sbehavior，then people may choose to positive work manner, and also choose tonegative way of working，Finally it has a major impact on social production activities.In enterprise production, the staff’s production behavior is closely related to the benefitof the enterprise，This is because the staff what production behavior, it can affect thelong-term development of the enterprise and long-term interests. Therefore，the studyof enterprise staff’s production behavior becomes very necessary. Because throughresearch, we have a clear understanding about the production behavior ofemployees.In this way, in the enterprise production activities, the enterprise managerscan according to the actual situation formulate reasonable management measures,especially to design reasonable incentive strategy, so as to ensure enterprise staff’sproduction behavior conforms to enterprise’s development goal, ultimately achieve theoverall goal of the enterprise.At present, some scholars abroad have combined fairpreference theory and incentive theory research，But its use in team management incentive mechanism problem does not see more.In this paper, the main use of the fairness preference theory of behavioraleconomics will to be studying the management team incentive. First of all，to theincentive theory of both at home and abroad has carried on the detailed review，and laya good theoretical basis for the research；then，to fair preference experiments and therelated theory model has carried on the detailed introduction，so we have a more clearunderstanding of fairness preference theory；The last，on the basis of predecessors’research model，making reasonable improvement，then come to the research model ofthis paper，at the same time analyzing the model，and drawing relevant conclusions.And the focus of this article is a model of incentive mechanism design. Paper wereconstructed to reflect the team employees will own income and the income ofemployees within the team to compare horizontal model incentive design, and teamstaff will reflect their own income and the income of the team managers to comparedirectly the longitudinal model of incentive mechanism design.The results showedthat:within the team members gain fair comparison can affect the team cooperation andthe team’s overall performance;With "fairness preference" of the team staff,if the gapbetween income of the team employees(agents) and income of the team managersdirectly is very large,as the team employees(agents)"fairness preferences" levelincreases, the efforts of team staff levels will fall,which ultimately affects the wholeteam cooperation.Through the study of this article, it can provide reasonable suggestions and goodguidance for the enterprise managers designing the incentive mechanism, at the sametime，it have the reference for subsequent research of team management incentive...