Study On Management Mode Of Employees Of Post-90s Based On M Theory Of People-oriented Management

Employees of Post-90s are a group of work force with distinct characteristics, andmainly working in labor-intensive companies. They are in their later adolescent and earlycareer. That’s why they are confronted with pressures from work, life and marriage, whichcauses many problems, such as confused career development, interpersonal conflict, high rateof voluntary turnover, unbalanced work and life, job burnout, and even suicide. Theseproblems become increasingly serious and have aroused great concern of the society.This paper takes the example of labor-intensive companies and gives a comprehensiveanalysis of group characteristic of post-90s employees. The author fully investigates theproblems existing among employees of post-90s as well as its roots.On the basis ofpeople-oriented management theory and referring to the management theories from westerncounties, the paper constructs a management mode, with “subject-human” as its humanpresupposition, human management M theory as its core concept, and “three-for” as itsessential theory management objective. It also gives a new definition of managementrelationship. With “relationship, reason, and rule” as its management objective, it restores ahuman-oriented enterprise culture, and builds a virtue-oriented management. It changes themanagement mode of employees, where employees’ mental health is highlighted, and whereemployees’ career development is reinforced. It also highlights relationship management, andestablishes individualized incentive system, with improving working environment as itsimportant measure. It aims at creating a sound management mode for post-90s employees,and therefore, provides useful theoretical support for management practice of post-90semployees.