The Research Of Salary Incentive Model Of The Enterprise Z Based On Lao-tzu’s Taoism

Chinese companies today are faced with unprecedented fierce competitioncaused by globalization. The competition of the domestic and foreign enterprises isessentially the competition between those enterprises’ human resources managementsystems, while the key of this competition lies in the salary management system，andthe rational design of enterprise salary model is an important part and establishingpremise of the salary management system. Therefore, only by establishing a scientificand effective salary incentive model can the Chinese enterprises gain a competitiveadvantage in the international market.For a long time, Chinese enterprises are lack of the research guidance of localsalary incentive theory, so the existing domestic salary model cannot effectivelymotivate the enthusiasm of the staff. On the other hand, since China’s reform andopening up, China has been going the economic development with Chinesecharacteristics, and the development pattern of Chinese enterprises is different fromthat of other developed countries, so the other applicable salary incentive modelsincluding those various research angles under western philosophy are not completelysuitable for Chinese enterprises, and we can’t copy the successful enterprise salaryincentive models from them. Based on the above two points, while the Chineseenterprises want to remain a highly distinctive national features, but not fall behind theothers on the enterprise management, they must reshape the salary incentive model inaccordance with the Chinese concept and be suitable for Chinese situation."The morenational, the more the world". Therefore, while we are learning those successfulexperiences of other countries, we need to think over ancient Chinese managementthinking, especially to study the Taoism management thoughts systematically. Weshould try to think over those values that can be helpful in building modern enterprisesalary incentive model, combining with the western salary incentive concept and thedevelopment reality of the Chinese enterprises, thus, we can create a suitable salaryincentive model for local enterprises and help domestic enterprises to be developingbigger and stronger.Based on this, this paper firstly introduces the related western theory of salaryincentive system systematically, and carry on the preliminary analysis studies ofChinese and foreign enterprise salary incentive models, especially the universallyexisting domestic problems in the salary incentive models at present. Then we choose domestic enterprise Z as the specific research object, and the ancient Chinesemanagement thoughts of Taoism as the observation Angle, to carry on the analysis andredesign about the present situation of the z enterprise salary incentive model,emphasizing on the application of Taoism management thoughts in the salary incentivemodel of enterprise Z.Enterprise Z in Fujian is a private technology enterprise, as the time goes, theenterprise salary model created since the eighties last century is seriously out of theline with the modern development. Enterprises, as a whole, get good results, but at thesame time, the employees complained about the salary distribution system, causing theconstant loss of talents. For this, the author tentatively studies the applicability oftaoism management thoughts into modern salary incentive model. The author tries touse the management philosophy of ancient Chinese Taoism as the guiding ideology,through the way of discussion and questionnaire, to analyze the existing problems ofthe salary incentive model in enterprise Z. Keeping "people-oriented" concept,adhereing to the principle of salary incentive model design patterns, the author tries toestablish salary distribution system suitable to Chinese national conditions, with aspecial focus on the personalized design of welfare, the regulations of promotion, topractice the improvement of enterprise salary incentive model, so as to improve thesalary management level of enterprise Z, enhance the cohesive affinity of the enterpriseZ and market competitiveness. We also try to offer certain reference value in solvingthe salary incentive problems in domestic enterprises that are similar to enterprise Z.