The Study Of Motivation Mode Based On The 80's Staff Of Textile Industry

As a traditional industry,textile industry of China has developed rapidly since the reform and opening up. It not only absorbed a large number of labor force and met people's material needs to a certain extent, but also promoted the economic development of china. However, with the reality that the new group of 80's staff go to work gradually and become the main force in the labor market, the textile industry, one of the industries which have the greatest demand for human resources, is gradually losing its competitiveness of human resources. Part of the reasons is subject to their own bad production and working environment, but the more important reason is the inappropriate motivation.This article toke the incentive mode of textile industry and the 80's staff as the research object, found out some conflicts between them and proposed some new solutions. There are six parts in this article. The first part is preface and it elaborated the background, significance and researching at home and abroad of the incentive mode and 80's staff; The second part is an presentation of related concepts about Motivation; The third part introduced the current situation about the Human Resources in the textile industry; The fourth part summarized the personality of 80's staff according to the statistical results of the questionnaire; The fifth part generalized the motivation mode in textile industry, and found the conflicts between the motivation mode and the personality of 80's staff; Based on the analysis and research in previous paper, the sixth part gave some suggestions for improving the motivation mode of textile industry. The improved motivation mode includes five aspects: physical-level of motivation, achievement-level of motivation, opportunity-level of motivation, cultural-level of motivation and self-actualization level of motivation. In the role of the improved model of incentives, I believe that enterprise is able to do more effective incentives and management to "after 80" and inspire their work potential constantly, while create greater value for the enterprise.