Motivation Theory And Institution Innovation Research Based On China IT Product Life Cycle

IT Enterprise as emerging industry develops at the end of last century and beginning of this century, High-tech is the main resource of the IT enterprise, it achieves Industrialization-Profit based on high-tech's research, development, and utilization. Comparing with traditional enterprise, IT enterprise has four main features,'Emerging','Fast','Intensive', and'High'.'Emerging'means Information technique was developed in the last two to three decades.'Fast'means fast development of the speed, transformation of product life cycle is short, its main expression in fast renewal of knowledge. Normally, product renewal is in one or two years, the shortest one can be renewed in a few months.'Intensive'refers to High-tech is economic firm of knowledge-intensive, information-intensive.'High'refers to IT enterprise has characteristics of high input; high intelligence; high risk and high yield.A common characteristic of successful IT enterprise is they all have high class experts. IT business as a hi-tech production enterprise, firstly, IT enpterprise is high degree of human capital-intensive enterprise. The competitive nature of the modern IT enterprise is competition for talent, a large number of high-level talented people is the source of business innovation. The character of IT enterprise determines that main resource of IT enterprise is knowledge-based workers. The knowledge-based works are not only referring to the works that simply learned a lot of knowledge in the school, but also has innovative characters and they are main contributor for enterprise's development and survival. Due to knowledge-based workers of IT enterprise pursues mental and technology oriented creative work, so they are called'High-intellectual human capital'. From management perspective, knowledge-based worker has below three characteristics: (1) High Innovative Capability; (2) Stronger Autonomy; (3) Distinct Personality. From economic perspective, knowledge-based works has high human capital contents; high investment risk in human resource; high relative value and strong scarcity. According to Robbins'the sense of loyalty of knowledge-based works is professional, but not employers'. To consistent with their professional development and working status quo, knowledge-based works dedicate themselves into specialized field, and need knowledge's renewal. Knowledge-based works with own human capital stock, and their talent are more scarce in enterprise and market, more independent on business. They pursue maximum realization of self-work, they will be out of the organization to look forward new development opportunities when they cannot learn the new things, and their value cannot be realized or recognized. Therefore, these knowledge which lead to unstable organizational structure which will result in instability in the workforce. Knowledge-based economy raised new challenge for the traditional employment relationship raised new challenges.IT employees are distributed in different stage of IT products life cycle process. In new phase of product, IT companies have developed a new product or product concept formation, so the numbers of questions are constantly increasing, the need for more investment in R & D personnel to the conceptual design of product development and product promotion. In product growth stage, product development phase has been basically completed; the technical risks; business risks and market risks are also gradually reduced. As the market continues to expand, at this stage, the product improvements and other features of the development, product pressure and function of the product positioning and development is another key problem, the problem is still growing, at the end of growth stage product for the demand for R & D personnel will reach the maximum value of the entire product life cycle.Product maturity stage, product problems in a significant reduction, therefore required staffing and distribution of R & D is also a corresponding reduction. The demand of the knowledge-based talent demand starts shifting from the R & D staff to professional marketing personnel and managers and Business-to-products; from the project management model to enterprise management. Due to Enterprise management is not within the scope of this research, it is not here further elaboration. In the product decline stage, demand for R & D personnel tends to the minimum.This shows that IT enterprise product development and updates are closely linked to knowledge workers, IT enterprise product life cycles and IT's life are closely related with knowledge workers as well. The characteristics of IT enterprise products and human capital determine the motivation institution is high importance and necessity.In recent decades, New Institutional Economics become the mainstream of the contemporary school of economics, because of its theory of the business motivation institution. IT companies as an emerging enterprise with the relatively short development history, its laws of development, and the formation of the system is also in the continuous exploration. Although the IT enterprise motivation system is also involved in the research, however, more research is based on the characteristics of traditional enterprises. There is no systematic analysis and elaboration on motivation institution is related in product life cycle research of IT enterprise. Therefore, it is difficulties stemming for the research of this article, but also made a strong challenge.In 1960's, the one of the most remarkable emergence and development in economic is the new institutional economics. As the core of the new institutional economic, the modern economy is a complex evolution of the system, its effectiveness depends on the rules. Rule limits the possible opportunistic behavior; we call these rules "system". Transaction costs are the basic analysis tools in the new institutional economics. Transaction cost theory is not only analyzes the business reasons for the enterprise's emergence and existence, but also to explore how the modern enterprise system reform, access to businesses in the pursuit of maximum efficiency while minimizing transaction costs of the problem, we analyze how to establish and provide effective incentive mechanism and strong theoretical guidance to IT enterprise system. Property rights theory suggests that the enterprise is also a market system, which is used instead of intermediate goods market, factor market. The creation of enterprise system is the use of highly efficient internal trading to replace inefficient external market transactions, with details of the long-term instead of short-term leases (COSE, R.1937)â‘ . Therefore, the enterprises as organic organization combine a variety of complex contractual relationship. The content of the changes in ownership structure would affect people's behavior, and through this effect on people's behavior, the structure of property rights will function to enterprise configuration resource efficiency, output formation and the role of income distribution. It is a cutting-edge research questions in economy is what kind of ownership structure? Under what conditions can increase the efficiency of resource allocation to ensure an effective incentive structure? Principal-agent theory, mainly to explore the asymmetric information situation, how to take effective incentive system policies, and efforts to achieve "Pareto optimal" state, it is high academic significance to address the principal and agent between the incentive compatibility problem. From a psychological research point of view, the greatest feature of ncentives is that they are from a human point of view to promote non-economic incentives, such as the moral motivation, intrinsic motivation, equity incentives and so on. In order to study the feasibility incentives, they explore the motivation of individual behavior from an individual's internal state. Management routes incentive theory emphasis on the importance of random, while each person's abilities, interests of different, but they have a sense of upward potential and thus enriched the work and skills, will be the right people in the appropriate jobs help to improve the work of individual initiative. In order to complete tasks under the orgnaizationa framework, Individaul will conduct self-monitoring, self-control, while helping employees achieve their personal goals, combine the employee's personal goals and organizational, the promotion of each person of their potential and justly become a manager responsibility and motivation in the organization a key element.Cisco CEO John Chambers that "the failure of successful enterprises and between enterprises a major difference is this: Successful companies not only attract, but also be able to retain talented employees."â‘ In recent decades, business incentive studies is a research hotspot in contemporary new institutional economics theory, the purpose of this paper is expanding the new system of economics, management science, psychology related theories as a fulcrum, the economic characteristics of IT business decide that IT enterprises'development strongly depensd on technological innovation, specialized division of labor, product innovation and compliance and internal control factors, the core problem is that IT enterprise human capital incentives.A knowledge-based IT company employee incentive ideas and design principles as below: (1) adhere to the objectives and personal goals consistent with the principles; (2) adhere to an appropriate and timely, immediate principles; (3) adhere to the principles of fairness and justice; (4) Consistently respect for the value of knowledge. IT companies in China based on product life-cycle incentives should be tailor-made incentives, the incentive principle should combine Material incentives and moral motivation together; to provide attractive salaries to employees; or encourage employee stock ownership; encourage employee-owned core technology staff enthusiasm; to staff and the personal growth and career development-related incentives, citing the welfare system flexible to meet different needs of employees. In the operating mode of incentives, we should insist on (1) the principle of two-way communication; (2) to provide their own choices of action; (3) periodic evaluation and year-end evaluation of a combination; (4) to use the main type of communication with staff and Comparing and re-exchange to set up new goals. To keep IT's development and growth, it should make full use of its advantages, seize opportunities, strengthen human resources management, and improvement of human resources management, the formation of human resources advantages.