伴随着我国金融市场的逐步开放和金融机构数量的与日俱增，金融机构竞争程度日 趋激烈，对我国银行机构内部人才激励机制尤其是银行高管激励机制提出了新的挑战。 在现阶段加强对银行高管激励现状及问题的研究对于进一步完善银行公司治理机制、增 强核心竞争力、提高高管工作绩效及银行的抗风险能力等都具有积极意义。民生银行作 为国内第一家非公有制经济占主导的股份制银行具有其特殊性，如何有效地对民生银行 高管进行激励，从而使银行业绩得到巨大的提升，成为亟待解决的重要课题。 本文结合民生银行实际情况，对民生银行高管激励存在的问题进行了深入分析，在 定性与定量分析的基础上，提出了针对民生银行高管激励问题的改进建议。本文首先对 激励理论进行了回顾，其次对民生银行的高管激励现状进行了阐述。在理论回顾和现状 分析的基础上，本文的重点在于总结民生银行高管激励现状存在的问题，并采用问卷调 研的方法，对目前激励手段的效果、高管的满意度、存在的主要问题进行了深入的探讨 和分析，其中，对于高管满意度最低的薪酬问题，还进行了实证分析，以进一步验证问 卷调研结果。通过研究，本文总结了民生银行物质激励方面存在着长期激励办法有限， 短期激励与绩效挂钩不足，绩效考核不尽合理等问题；精神激励方面存在激励手段单一， 激励时机不适当，激励应用不足等问题。最后，本文针对民生银行高管激励现状和问题， 提出了完善民生银行高管激励体系的构想，并从物质激励、精神激励两个方面，提出一 系列有针对性的改进对策，对于建立长期激励制度、引入股权激励、完善考核体系、加 强精神激励等方面，均提出了具体而有创新性的建议，以期改进民生银行高级管理人员 激励措施及机制，全面而有效地调动高级管理人员的积极性。

Along with the gradually opening of the financial market, the competition among the financial market are fierce. It is the challenges for the talent of the internal bank executives incentive mechanism. Minsheng Bank as the first non-public economy occupies the leading joint-stock bank has its particularity. How to effectively encourage the executives, so that the performance of the bank can get a huge upgrade, become an key issue to be resolved. In this paper, combined with the actual situation of the Minsheng Bank, on the basis of qualitative and quantitative analysis, put forward proposes the improved design of the executives of the incentive problem of Minsheng Bank. This paper started with the review of the incentive theory, then executive incentive status of Minsheng Bank are expatiated. Based on the analysis of the present situation, the focus of this paper is to summarize the existing problems, and by using the method of questionnaire investigation for an in-depth discussion and analysis of the main problems at present of executive incentive means, the effect of satisfaction, which, for the problem of lowest executives satisfaction also has carried on the empirical analysis, in order to further validate the questionnaire survey results. Based on the research, this paper stated that the long-term material incentives is limited, short-term incentive and performance related is deficient, the problems of performance appraisal is not reasonable; the spirit incentives exist single means, etc. Finally, according to the issues above, from the aspects of material incentive and spirit incentive, an improved design of incentive mechanism to executives is proposed, including performance-oriented pay model, the introduction of stock right incentive, scientific and reasonable performance management system, strengthen the spiritual motivation,etc, comprehensively and effectively mobilize the enthusiasm of the senior management personnel.