The Research And Application On Knowledge Staff Non-material Incentives Of Shanghai Greenland Group

The twenty-first century heralds an age of competition in the human capital market, am age that human capital turns out to be of paramount importance. The competition of a company tends to be determined by its knowledge-oriented employees'quality and ability. They play a critical role to the corporate development. It can be said that they represent the core competition of the corporation. Therefore, how to manage and motivate these employees to fully develop their talents and potentials is pivotal the success of a business to win out in the market competition.This thesis targets the subject on the corporate knowledge-oriented employees, probing into some problems of the motivation system in the management of corporate human resources. Knowledge-oriented employees are generally enterprising and have strong desire to realize their own ambitions, hoping, in the company, to have much more freedom for self-development. Whilst preferring to enjoy much more freedom, they always besr responsibility and pursue excellence. The argumentation is based upon the Two Factor Theory of Frederick Herzberg, that is, the Hygiene factor which helps retaining enthusiasm and maintaining work morale, and the Motivation factor which originates in and closely involves the intrinsic motivators of the job elements. This thesis's focus is on the motivator of pay in the job elements, and takes into consideration the features of knowledge-oriented employees mentioned above. Oldham & Hackman's research result is also synthesized into this thesis, i.e., the first four factors of motivation knowledge-oriented employees: individual growth, high job performance, high job satisfaction, money and fortune. The conclusion is that for knowledge-oriented employees, guiding them to grow and achieve and advance overweigh money, and the systematization of motivation measures also be stressed. The thesis integrates a number of successful corporate cases and the writer's own work experience, stressing that motivation management should be systematized through corporate culture, growth opportunity, job design, relationship, and the personalization of motivation.This paper is divided into four parts. It fully discusses the importance of the immaterial stimulation in human resource management. And it also gives many cases of successful enterprises, and the author's experience in his own work. It emphasizes that in order to motive efficiently, people should proceed to manage systematically from the aspects of enterprise culture, development opportunity, work designing, relations between superior and inferior and motivate with specific characteristic.The first part mainly introduces the definition and features of knowledgeable staff, present situation and existing problems of knowledgeable staff in ChangHai LvDi Corporation.The second part we get an argument, from Maslow's Hierarchy of Needs theory, Herzberg's Motivation-hygiene theory, Alderfer's ERG theory and Mcclelland's Need of achievement theory, that the need of staff is met by the systematical designing of human resource managementWe get the argument by discussing the material motivation and immaterial motivation which were commonly adopted in enterprise human resource management. Immaterial motivation is lasting and more efficient.Material motivation is embodied mainly by payment, welfare and treatment. But itself has some limitation which can not be remedied. For example, it can not motivate the initiative of the staff efficiently; there are few ways to motivate, increase the burden of enterprises and the cost. It may also influence the interpersonal relation. Immaterial motivation uses the way of spirit resources, and designs efficiently, create a individual developing space for the staff, authorize them and respect them, offer them developing opportunities, build an environment in which they can communicate and share information. All of these can great meet deep-seated need of the staff.The third part is the key point of the paper. The writer, combining his own experience, working features and characteristics of knowledgeable staff, discusses the ways of immaterial motivation from the aspects of enterprise culture, training, individual developing opportunities and motivating work designing. The best measures are communicating sufficiently, information sharing, equality, respect each other and loving. The enterprise culture like that is the best measure to motivate efficiently. And we can draw lessons from some outstanding enterprises'practice of management cases. Using perfect training system help staff develop. Offer every opportunity to cultivate professional capacity. Work designing of motivation is to redesign the work in order to make it meaningful. We use the concept of work competency model to emphasize the physical interaction between the staff and work. And we also emphasize good work designing should motivate staff. Specific representations of it are expanding the work, enriching the work and transforming the work. These methods have positive function to make the staff satisfy, to improve working results. A good interpersonal relation is also an important factor, for example, superior and inferior trust in each other, people respect each other. Governor motivate the staff to bring their talent into full play, help the staff to make their career development, authorize them sufficiently and encourage them to participate in. And also respect their opinions, confirm their achievements. All of these can make the staff devote to their work. At the same time, ways of motivation should be characteristic in order to have the best effect.In the forth part, the writer discusses the functions of immaterial motivation to knowledgeable staff by telling the development of a typical enterprise—ShangHai LvDi Corporation which is an enterprise gathering many knowledgeable staff. Enterprise culture and opportunities of development have much attraction to knowledgeable staff, these factors motivate the deep-seated need, initiative and competing spirit. Enterprise culture is the deep-seated impetus of the development of an enterprise.At the end of this paper, the writer indicates that motivation is a systematic process. As long as make the combination of material motivation and spiritual motivation, we can get the uttermost initiative of the staff. According to the features of knowledgeable staff we motivate them, stimulate them by offering the opportunities of development, achievement and money as assistant. And also emphasize that the system must be systematic. The enterprise creates condition for staff to develop, and staff work hard for the enterprise to expand. They devote their intelligence and abilities, the cohesion of the enterprise will be enhanced. This is the strong insurance for the enterprise to develop steadily and continually.