Large-scale Restructuring Of Enterprises, Grassroots Managers Incentives

The state-owned enterprises commenced to reform their systems in late 1970s. The increasing intensity and enlarging scope of the reform have gradually quickened up the pace of the reform of the state-owned enterprises, which becomes the key to the reform of the system of Chinese Market Economy during the 1990s. The increasing importance of the reform of the state-owned enterprises has made the relevant study the key note of academia. The ultimate purpose of the reform is to cultivate the willingness of the administrators and personnel, and to activate the state-owned enterprises.The renowned expert on human resource management, Dessler, once pointed out that all activities of human resource management involves motivate. The administrators engaged in middle and bottom management are the principal part of the executive power of an enterprise, the basis of competitiveness, and the model for all staff, and therefore their essential role is in large measure noteworthy. Hence, the efficient motivation of their willingness has become the main focus of human resource management of the enterprise, and meanwhile the key issue of the sustainable development of the enterprise.This research takes the administrators involved in middle and bottom management in H Company in Jiangsu Province as the subject. It attempts to analyze the motivational factors by means of literature review, interview, and questionnaire. Firstly, it explores the characteristics of the need of motivation of those administrators in a large-scale refomed company. After a statistic study in the form of questionnaire, they are categorized according to the relativity of the independent motivational factors. Secondly, with the aid of the statistics acquired through investigation, it aims to find the motivational factors that have the great influence on the extent to which those administrators are motivated. Finally, it discusses the variation of the motivation factors and the extent of stimulation due to some disturbing variants: age, length of service, education status. The results of these studies can help frame a model of motivational factors of administrators involved in middle and bottom management in a large-scale refomed company, and offers some measure and suggestions about the construction of a motivating mechanism for the middle and bottom management.