Research On Incentive Issue Of JS Enterprise's Middle Managers

Recalling the glorious history of 30 years of the reform and opening-up, Private enterprises are playing an increasingly important role in China economy. Whether absorbing labor,increasing tax revenue and promoting GDP growth for our country and so on, They have an important contribution. But in the process of ever-growing, development, and expand, Private enterprises exposed many problems also. Some of them have seriously affected the healthy growth of private enterprises, Academia and the business sector have widespreadly concerned about these problems. As we all know, in many factors of production, Manpower is one of the most important elements. In 21st century, The competition among enterprises eventually manifested as competition for talents. However in recent years, a serious flight of human capital has become the bottleneck of the further development of enterprises. Being lack of abundant capital and the limitation of management models, what's more, most of the private enterprises grew under a family background, which exposed many problems whether cognition in person with ability or management .The flight of human capital is particularly prominent. Most of these person with ability as a middle-level managers play an important role. How to retain and attract middle-level managers, which requires to set up a efficient incentive mechanism. So this paper brought forward the thesis under this background . Through investigating incentive mechanism of Private enterprises, In particular, focusing on the JS company, We have found that most private enterprises lack efficient incentive mechanism, Such as lack of due attention to incentives a single model, the lack of specificity. In this paper, We select the middle-level managers of private enterprises as a research subject. By recognizing the demand for middle managers on basic characteristics and combining with the guidance of the relevant theories, We put forward a sound program for improving the middle management incentive mechanism on basic the observation and research of JS company.The research finds the following : (1) a single material incentive should not play a very good incentive effects, The middle-level managers pay more attention to spiritual dimensions of satisfaction. (2) a competitive salary can play the better effect of incentives. (3) The middle-level managers of enterprises have a stronger demand for career planning and training opportunities, Which can play a very good incentive effects. (4)Different positions must take different incentives, should not adopt an all-embracing approach. This article has the following innovations in the study: (1) Drawing a specific job development programming and assessing technique can motivate effectively middle-level managers.This way can broaden incentive access and resolve the difficult question of promotion. (2) providing a "buffet" type of welfare system meet the special needs of different people, Which can really play a welfare incentive role. (3) Let middle-level managers to hold shares. Private enterprise ownership reform has always been a difficult problem, The middle-level managers shareholding is a major challenge to private property rights, but It also is a bold reform, can play the role of an effective incentive.