Study On The Incentive Mechanism Of Knowledge Worker In High-Tech Enterprises

With the arrival of the era of knowledge-driven economy, knowledge has becoming, above all, a vital factor in the success or failure of the modern enterprises development. Thus knowledge worker, being knowledge carriers and users, are the keys to promote competition competence of enterprises and to win the advantages in all completions. However, at present, in China, the incentive mechanism of knowledge worker in high-tech enterprises has some defects and problems, resulting in the serious brain-drain, thus, a short of knowledge worker. Therefore, the situation is calling for a new effective incentive mechanism in stimulating knowledge worker, which will have both theoretical and practical significance.This paper bases itself on the Western Motivational Theory and Chinese Traditional Motivational Theory, views the issue from various perspectives, such as Management, Human Resources Management, Economics, Organizing Behaviouristics and Management Psychology, employing different approaches in analyzing the data, for example, systematic analysis, comparative analysis, summing up and synthesis, normative analysis and positive analysis. And sufficient field research has been undertaken in Xi'an and Yangling high-tech enterprises. In doing this, the paper attempts to extend the study of the incentive mechanism of knowledge worker in high-tech enterprises to the agricultural enterprises area.This paper takes agricultural high-tech enterprises in Xi'an and Yangling as field research subjects, grounded on the national and international significant research findings, summarizing the factors that influence the incentive mechanism and the basic principles supporting them, and systematically discussing the incentive mechanism of knowledge worker, considering the characteristics of both knowledge worker and high-tech enterprises, making analysis and attempting to solve the essential problems existing in high-tech enterprises, to find a practical way and common pattern in building up an incentive mechanism of knowledge worker in high-tech enterprises, in the hope that it can provide suggestions or references to this issue.This paper is divided into seven parts and nine chapters:Part One (Chapter One) This part explains the background information, research purpose and reasons for doing this research; and makes a literature review of national and international studies on the issue of incentive mechanism of knowledge worker in high-tech enterprises; and also presents the research plan, research methods and the new ways in solving the research questions that have been proposed.Part Two (Chapter Two) Starting from the perspectives of Management, Economics, Knowledge Management, and Chinese Traditional Motivational Theory, the paper explains its theoretical bases and elaborates the essential concepts in studying motivation of personnel, especially, expounds the meanings ,characteristics, classifications and related background information of the terms used in this paper, such as, high-tech enterprises, knowledge worker, incentive mechanism.Part Three (Chapter Three) This part introduces the useful experiences, efficient methods we need to learn from Western developed countries in the purpose of building up and perfecting the incentive mechanism of knowledge worker in high-tech enterprises.The measures that enterprises in Western countries take to motivate and restrain their employees are as follows: the stipendiary incentive mechanism, the property right mechanism, market competition and inspiration incentive mechanism, professional morals and honors incentive mechanism, humanity incentive mechanism. All these mechanisms serve the purpose of both motivating personnel and restraining them.Part Four (Chapter Four)This part analyzes the status quo and currently existing problems of the incentive mechanism of agricultural high-tech enterprises based on the field research that has been carried out, and produces the orders that made according to the significance of the factors: salary and welfare, leaders'style, individual development, enterprises'development. The data collected has been undertaken descriptive analysis, correlation analysis, analysis of variance, comparative analysis by using SPSS12.0, thus finding out a pattern that knowledge worker with different personal background have different opinions towards the significance of incentive factors. The knowledge worker'gender, age, education background, income, career, type of enterprises, working place; all these are the factors that influence the experience of the incentive mechanism and are important variants in understanding it.Part Five (Chapter Five)This part states the principles of motivate knowledge workers and various stimulating strategies for different types of workers; elaborates the designs of the frames and models of motivation for knowledge worker in high-tech enterprises; evaluates the efficiency and optimization of incentive mechanism, resulting in the building up of a model for knowledge worker'incentive mechanism.Based on the field research results, the paper has proposed that the principles knowledge worker must abide by in the current situation. Following the principle that"meeting the need motivation", different incentive strategies have been put forward to meet the need of different ranks and different types of personnel. And a five-factor incentive and restraint model has been designed.In this part, the paper explains the assessment of the efficiency of incentive mechanism and discusses the relationship between clientage venture and control ability in the incentive mechanism of knowledge worker. Based on this, Pareto optimality model is proposed to motivate knowledge worker.This part also analyzes the dynamic game relationship between high-tech enterprises and knowledge worker; establishes a dynamic game model for the incentive mechanism of knowledge workers in high-tech enterprises bases on the characteristics of knowledge worker.Part Six (Chapter Six, Chapter Seven, Chapter Eight)Based on the research findings and useful experiences from overseas in this respect, specific measures have been proposed to motivate and restrain knowledge workers in high-tech enterprises.Considering the characteristics and needs of knowledge workers, several proposals have been made: an annual salary system, a welfare plan, personnel's stock ownership plan. This paper focuses itself on the issue of stock ownership incentive mechanism and its major problems existing and the solutions and suggestions to the issue.Non-material incentive has practical and economic significances in motivating personnel. Having analyzed the incorrect way of carrying out non-material incentive, some non-material incentive measures are suggested to solve the problems; they being, affection incentive, job opportunity incentive, leadership incentive, innovative incentive, learning opportunity incentive, enterprise culture incentive, honors incentive; etc.By analyzing the four factors; the relationship between incentive and restraint, the, market competition environment, the characteristics of the knowledge worker, reasons for the difficulty in"restraining the personnel"have been found out. Thus, suggested measures are made accordingly.Namely, restrain personnel by market competition, property right, law, performance appraisal, social ethics and morals.Part Seven (Chapter Nine)This part presents the conclusions of the research; points out the limitations and issues in this respect for further study.