Research On GD Company’s Staff Motivation Mechanism

As an important new force in the world’s economic stage, medium and minor enterprises always play an important role in the promotion of economic tide, no matter in developed country or developing country, or even less developed areas, medium and minor enterprises are the main strengths to propel the economy forward. However, compare to large and medium-sized enterprises, the universality of small size, low payment, incomplete system, medium and minor enterprises are short of attraction for talent, and face severe talent crisis. In order to attract and retain high-quality and useful talents, bring their capabilities into play, medium and minor enterprises need more incentive advantages and development potential. Thus, how to implement effective incentive and bring it into play is a difficult problem for all the medium and minor enterprise owners. Make a comprehensive survey on the theories and researches of incentive mechanism in and aboard, most of them focus on the incentive of core staff or occupational incentive staff, very few of them focus on the main staff of minor enterprises in less developed areas---general staff, and relevant further research is still on the way.This paper choose GD company, an unique medium and minor family enterprise in less developed area of western China as subject investigated, adopt the method of Literature analysis, theoretical analysis, investigate and statistical analysis, and the combination of qualitative analysis and quantitative analysis. In the paper, I will do statistical analysis on all staff of GD company on satisfaction survey, and research on the problems and the causes of them base on the data and incentive theories, and put forward my design proposals for GD company’s incentive mechanism.The paper is divided into four parts. The first part introduces background, target, significance, content, method and brief description of research findings of incentive mechanism. The second part analyzes problems and reasons existed in incentive mechanism through investigation towards GD company’s staff. The third part tries to figure out an effective method of incentive from angles including compensation incentive, organization incentive, work incentive and staff career development incentive. The fourth part drafts a measure of safeguards to ensure successful implementing of the mechanism. GD company used to deal with staff incentive, but the executive did not aware that incentive was the guarantee of further development of the company. They focused on meant short term material awards but sustained spiritual incentives and soft incentives. In terms of the above elements, the enterprise should in essence pay attention to needs of the employees, and then put the mechanism into force for excavating potential and activity of the people, finally promote company’s development.Since my capacity is limited, despite abundant of data by statistics and analysis to great research findings and documents, the result of this theory can only be true to GD Company, which is in seedtime and in less developed areas. Problems about the mechanism applied in different development stages and different districts should be further discussed and studied.