The Research On Middle Incentive Mechanism In Flat Organization

With the advent of economic globalization stage, Chinese SMEs encountered in the development of comprehensive, enormous challenges, but also bring tremendous opportunities. Human resources gradually become the most important resources and the most valuable resources of corporate. It is a huge impetus to the development of enterprises, also determines the size of the enterprise. Human resources have a significant feature, the develop nature. Along with the company’s growth, some employees in the actual business environment through training, learning and growth, and gradually accumulated rich experience in the enterprise need to grow. These employees from the general staff to grow to become the company’s middle core team, the mainstay of corporate development. How to use incentives to effectively use and maintain this effective resource? It has become a major challenge of enterprise management.Currently most of the SMEs have yet to form good, sustainable market viability. Many business owners is often wear two hats, both for the business owner and the operator. For these business owners, the past management experience often become a stumbling block to their role change, but also the main constraints of further development of enterprises. Currently, a large number of such instances in Chinese SMEs and family businesses are everywhere.This article is a case study for Company C, to reflect the incentive system of corporate middle has a strong practical significance. Large number of companies are also facing a similar dilemma present Company C. The company’s core staff facing retirement and the subsequent management of hunger gap, company operating without a virtuous circle, middle crisis or are gradually emerging outbreak, etc. This thesis focuses on Company C’s current practical problems encountered in analyzing and solving ideas, provide a reference to the company is addressing the same problem. This research can get a good practical significance.