Sme Staff Motivation. Asymmetric Information

This paper, with the purposes of researching the development of High-tech SMEs and Innovation economy, analyzes the status of employee motivation of High-tech SMEs and the factors that affect employee satisfaction by reviewing and drawing on asymmetric information theory and relevant theory. Through surveying of 5 High-tech Industries in Yangzhou, this article studies the influences of various elements that affect degree of satisfaction from the perspective of employee. At last, this paper proposes some countermeasures and advices that aim to increase the degree of employee satisfaction and business efficiency.The result shows that the impacts of various factors for the degree of employee satisfaction are as follows: income>compensation system>prospects of enterprise development>income gap with colleagues>style of managers'leadership>work environment> income gap with managers>welfare>income gap with the other corporations>training>income growth rate>work pressure>personal development space. Through this regression result we can see that: firstly, motivating content is closely related to employee satisfaction. Such as the work of returns (income, compensation system, welfare, income growth, training), job prospect (prospects of enterprise development, personal development space), the income gap (income gap with colleagues and etc.) and environments (working environments, style of managers'leadership, stress) all have significant effects. Secondly, the incentive intensities of factors are different. Income has the supreme effect on the employee satisfaction with the largest coefficient of 2.324.Based on the survey of High-tech SMEs in Yangzhou, we find that material elements and non-material elements have the same incentive effects. Considering the diversity of employees'demands, we should find a way to combine material incentives and non-material incentives to maximize the incentive effects. At the same time, we should also see that, because of the stability of material incentives input in certain period, non-material incentives should be adjusted appropriately to maintain and increase the positive emotions of employee.The fact that High-tech SMEs have the characteristics which are flexible decision-making mechanism, higher growth expectation and specific human capital of employees means two kinds of implementations for employee motivation should be adopted. First, from the perspective of material incentives: 1. Ensure the absolute income level of employees, and strive to achieve the competitive advantage in the same industry; 2. Attach more importance to bonus and increase flexibility and guidance of it; 3. Depend on short-term incentives, employee motivation should be supplemented by appropriate long-term incentive measures; 4. Employee characteristics determines the intensity and contents of employee motivation. Second, from the perspective of non-material incentives: 1. Put the non-material factors which should be attached more attention into full play in employee motivation; 2. Structure optimization of non-material incentives is help to increasing incentive effects; 3. Pay attention to the workers'demands of fair and establish a credible mechanism for income distribution; 4. Optimize working environment. Employees are always attracted by beautiful, comfortable working environment.