A Study On The Incentive Mechanism To The Post-80s Generation Employees In Shipyard A

Ship-building enterprises occupy an important position in the export industry as well as manufacturing industry in China. However, because much of the business done in ship-building enterprises is in the form of international orders, which tend to be deeply affected by world financial market, a lot of uncertainty naturally follows. In most cases, the number of employees in a shipyard is maintained the number required by the ordinary orders. Once deriving large orders, shipyards require their employees to work overtime in order to reduce costs and ease staff shortage. The working conditions being very hard, labor highly intensive and dangerous, workers in some workshops are faced with severe burns, even death due to operational error.Furthermore, the current tight domestic labor market, the special historical background and growth environment of the post-80s generation employees, coupled with all walks of life regarding them as the main force of their businesses, resulted in the utter difference between them and their senior employees. Besides, the negative impact of the internal and external environment leads to problems in terms of ship-building enterprises recruiting and retaining employees, decreased productivity. This paper attempts, from the perspective of incentive, to find a solution to the labor shortage that the domestic ship enterprises, the labor-intensive manufacturer, are confronted with.This paper introduces the enterprise background of Shipyard A and the important role of ship-building industry in Jiangsu Province and analyzes some basic problems existing in the post-80s generation employees working in Shipyard A. On the basis of collection, study and generalization of the Chinese and foreign literature related to the employee incentive, the paper analyzes the problems with employee incentive, recruitment and staffing occurring in Shipyard A, whose employees are mainly made up of those born in the1980s, and clarifies the research ideas as well as research methods. In addition, the paper summarizes the characteristics and cause of formation of the post-80s generation employees from such aspects as their time background, growing environment, personality characteristics and external evaluation, and also explains the reasons why shipyards are chosen as research target in the way of the international status, social status and development trend of shipyards. Moreover, through the questionnaire method combined with interview, the paper gathers and sorts out the data and facts from the respondents in an objective way, and finds out the main causes of the above-mentioned problems by analyzing and processing the data and factsIn the process of questionnaire investigation and employee interviews, it is found that the problems of employees are closely associated with employees’ characteristics, salary, benefits, training, promotion and enterprise culture and other related factors. Speaking of salary, the shipyard does not make a difference in salary between various kinds of workers. Instead it adopts fixed salary mode. In this sense, Shipyard A does not have any advantages over others. In terms of welfare, the shipyard does not make much difference between various kinds of workers, ignoring their family members. In terms of training, although it has made great efforts to strengthen training program, what has been done so far is not enough for the post-80s generation employees and does not meet their needs. The employees find themselves at a loss over their career planning, as the enterprise does not give them good clear guidance to their future. Because enterprise culture has not been penetrated into the employee’s mind, employees do not like their job, don’t know the meaning of their own work, or even cannot see their future prospects, their work enthusiasm hasn’t been given full play to.Based on the analysis of the features of arduous ship-building industry, the characteristics of the post-80s generation employees, their growth environment, referring to Maslow’s hierarchy of needs theory, double-factor theory and Y theory, the paper analyzes the prime factors affecting the incentive regarding the post-80s generation employees. By introducing Inamori Kazuo’s theory of employee happiness and differentiated salary system, the paper recommends that employees’ catering, their after-work activities should be improved and their family members should be cared for so that their dependency on the enterprise can be increased. It is also suggested in the paper that improved communication and enterprise culture should enhance the employees’ sense of belonging to the enterprise. The above-recommended measures would have very good reference value in the solution to the problems in terms of ship-building enterprises recruiting and retaining employees, and decreased productivity. The analysis and research done in this paper would be of help to the striking improvement of salary, welfare, career planning and enterprise culture, to the retaining of workers and to the increase in their labor enthusiasm in Shipyard A.