The Research Of Mid-and Small-scale Enterprises' Staff Motivation

At present,the total number of mid- and small-scale enterprises in our country has outnumbered 8 million, accounting for 99% of the total number of enterprises in our country.The proportion of Mid- and small-scale enterprises'output value, value added, total property, sales income have surpassed 60%, the profit total amount proportion has surpassed 50%, the tax revenue total amount proportion surpasses 40%. And they provide job opportunities over 3/4. Obviously, mid- and small-scale enterprises have become a quite important part of national economy.With the continuous improvement of Chinese Market Economy and joining WTO, the competition for human resources will be fiercer and fiercer. The foreign enterprises and the large-sized state enterprises should be able to provide their employees reasonable and favorable salary and allowance, which can attract outstanding members of job seekers. But to the Mid- and small-scale enterprises, how to handle this problem will undoubtedly be a very difficult new task. The good staff motivation is the key to this task. On the basis of mid- and small-scale enterprises, this thesis discusses the motivation system of this kind of enterprises from four chapters. Chapter 1 introduces the background and significance of the selected topic, analyzes the present situation of mid- and small-scale enterprises and the importance of staff motivation in mid- and small-scale enterprises.Chapter2 summarizes motivation theories in three aspects. It introduces the main classics motivation theories home and abroad, some new research trends of motivation theories respectively. Chapter 3 points out the problems of staff motivation that exist in the current mid- and small-scale enterprises of China, such as between the business owner and the staff lacks the equal and democracy relations, one-sided understanding drive mechanism, "everybody equality". The salary composition structure is unreasonable. Individual goal and the business goal are not clear about, the two goals lack the effective conformity, Mid-and small-scale enterprise cultural reconstruction insufficiency. Moreover, the thesis analyzes the essential reasons that bring on these problems: no strategic foresight, leader's low ability, familial management, and so on. In the last chapter, fist introduced the staff motivation principles, then in view of the questions of mid-and small-scale enterprises'motivation the mechanism, unifies motivation principles and staff motivation theories, give several pieces of advice, such as, the wide band salary design, the risk yearly salary, the stockholder's rights drive mechanism, the staff participation and so on.In conclusion, there are no motivation measurements or motivation theories, which are suite to all situations. The study on the motivation system of mid- and small-scale enterprises of China should be continuous. Only based on the actual situation of their selves, mid- and small-scale enterprises can set up a reasonable and scientific motivation system by means of available principles and practical experiences, to attract talented person, motivate the talented person, enhancement enterprise's synthesis competitive ability and stay in a successful position.