Research On Motivation Factors Of 90s Knowledge Workers In TS Company

With the rapid development of science technology and information technology,the world economy,politics and culture have all had an unprecedented change.We have entered a new era of knowledge economy that its workers and their knowledge productivity are the most valuable asset.As the carrier of knowledge,knowledge workers have become the core resources of enterprises,the main object of human resource management in modern enterprises,as well as the core competitiveness of the era of knowledge economy.Thus,how to manage the knowledge workers effectively,develop their creativity and potential,cultivate their loyalty to the enterprise,and improve their work enthusiasm and performance have now become the mainstream proposition of enterprise management.At the same time,with the after 90 s constantly walk into the society and become increasingly important human resources for the enterprise,their personality result in unprecedented difficulties in the management.Based on the literature at home and abroad and the empirical research,focusing on the after 90 s knowledge workers in TS Company,combined with the background of times and the personality of new generation,this paper explores the motivational factors of this group.This study manages to help TS Company find motivational measures applied to the after 90 s and improve the way of management to stimulate the enthusiasm and willingness of creativity of the after 90 s knowledge workers,to enhance the stability of the staff team,to improve the work performance,and to create greater value for the enterprise.Through the methods of literature study and empirical research,based on Maslow's hierarchy of needs and other related motivational theories,this thesis firstly suggests three hypothesis of the main motivational factors by referring to the characteristics of the after 90 s knowledge workers.Then this paper verifies the assumptions by analyzing the data collected in the questionnaire issued to the after 90 s knowledge workers in the TS Company.After the empirical study,the hypothesis that the group values the realization of self-worth most,as well as the welfares is verified.In the last part of this study,three suggestions are put forward based on the company's actual situation.These suggestions are proposed in light of the talent-post matching issue in order to help TS Company improve the efficiency and work performance of the staff,hence promote the rapid development of the enterprise.