Research On The Incentive Mechanism Of Creative Talents In Small Micro-culture Enterprises

As an emerging type of business, small and micro cultural enterprises make tremendous contributions to the development as well as the growth of China's cultural industry. Creative talents who is playing a significant role in small and micro cultural enterprises are the sources of the rise, development and prosperity of enterprises. It is useful to develop a series of special strategies to motivate the creative talents on the premise that we analyzed the current situation of small and micro enterprises, the characteristics and demand factors of the creative talents. This paper which is intended to study the incentive mechanism of creative talents in small and micro cultural enterprises can be devised into the following four parts.The first part(the first chapter) of the paper has analyzed the meaning and significance of incentive as well as some relative incentive theories. Incentive is the action aimed at stimulating the enthusiasm and initiatives of staffs as well as guiding people towards a certain goal by combining various incentive factors. The issue of incentive is of great significance to the management of enterprises. Many scholars have put forward a variety of incentive theories, such as: Maslow's hierarchy of needs theory, Herzeberg's two-factor theory, Vroom's expectations theory and so on. With the development of knowledge economy, some scholars devote to the research of incentive factors on intellectuals. All these relevant outcomes lay a solid foundation for this paper.The second part(the second and third chapter) of the paper respectively focuses on the analysis of small and micro cultural enterprises as well as creative talents. As an emerging type of business, small and micro cultural enterprises have some distinctive features: pursuing higher value of added creativity, high degree of specialization, operating the company more flexible, etc. This type of enterprises has great importance on promoting economic development, creativity and innovation, and it also helps to improve the rate of employment. Creative talents are the producers and performers of creative ideas with a sense of innovation. They belong to intellectuals. Creative talents have the abilities to imagine, convert the ideas into the market return and study continuously. At the same time, their work is of great challenge, high self-conscious and difficult measurement. All these related features have an impact on the incentive mechanism of creative talents in small and micro enterprises.The third part(the forth chapter) of the paper designs a model for the incentive mechanism on the basis of analysis of creative talents' demands. This model intends to achieve an effective incentive result. The creative talents in small and micro cultural enterprises have several needs: basic physiological and safe needs, self-develop needs, social needs, self-actualization needs and appropriate environment needs. According to the above, the incentive model of creative talents in small and micro enterprises includes wage incentives, share incentives, welfare incentives, cultural incentives, development incentives, authorization incentives and environmental incentives. All these incentives not only involve the material but also the spiritual, and both of them cooperate with each other.The fourth part(the fifth and sixth chapter) of the paper summarizes the potential advantages and disadvantages of incentives to creative talents in small and micro enterprises, the existing problems, incentive principles and solutions. All these results are based on field research. There are several problems about incentives of creative talents in small and micro enterprises: incomplete incentive system, low wages, loose connections between incentive level and the company's situation, poor training, unsatisfactory working conditions. In order to improve the current condition, we ought to combine material and spiritual, short-term and long-term, individual and team, efficiency and fairness, the internal and external incentives and take specific measures. It is enriching incentive methods, improving incentive levels, strengthening cultural incentives and intrinsic motivation and so on that enable to make the quality of incentives much better.