文档介绍：老板和员工的冲突
several group number, then with b ± a, =c,c is is methyl b two vertical box between of accurate size. then with b ± a, =c,c is is methyl b two vertical box between of accurate size. Per-2~3 measurement, such as proceeds of c values are equal and equal to the design value, then the vertical installation accurate. For example a, b, and c valueswhile on horizontal vertical errors for measurement, General in iron angle code bit at measurement level points grid errors, specific method is from baseline to methyl vertical box center line distance for a,, to b vertical box distance for b, list can measured
several group number, then with b ± a, =c,c is is methyl b two vertical box between of accurate size. Per-2~3 measurement, such as proceeds of c values are equal and equal to the design value, then the vertical installation accurate. For example a, b, and c valueswhile on horizontal vertical errors for measurement, General in iron angle code bit at measurement level points grid errors, specific method is from baseline to methyl vertical box center line distance for a,, to b vertical box distance for b, list can measured
several group number, then with b ± a, =c,c is is methyl b two vertical box between of accurate size. Per-2~3 measurement, such as proceeds of c values are equal and equal to the design value, then the vertical installation accurate. For example a, b, and c valueswhile on horizontal vertical errors for measurement, General in iron angle code bit at measurement level points grid errors, specific method is from baseline to methyl vertical box center line distance for a,, to b vertical box distance for b, list can measured
点，如果希望激励某人，就必须了解此人目前所处的需要层次，然后着重满足这一层次或在此之上的需要。由此可见，属于管理范畴的激励理论发展到现在，基本上经历了两个阶段。第一阶段着重从物质方面对员工进行激励，第二阶段则更着眼于金钱之外的因素来帮助员工实现个人价值，使员工获得激励。目前我们能看到的有关激励的话题和文章大都围绕这两个思路提出自己的观点。
    但老板和员工之间冲突的产生有其深层次的原因，解决这个问题单纯依靠激励手段是不可行的，最终还需要从根源上入手。那么这个根源到底是什么呢，笔者认为有两个方面：一是员工与管理层所追求的目标不一致，二是员工与老板掌握的信息不对称。所谓追求的目标不一致，从根本上指的是企业老板追求的是企业的