A Comparative Study Of In Centive Mechanism For The Post-80s And The Post-90s' Employees In JS Bank

With the decline of banking performance,and the rise of massive emerging financial industry,How to motive the employees effrectively,improve the workers' enthusiasm,reduce the resignation and help the staffs get self-realization,is the key to speed up the development innovation and transformation of state-owned banks.As one of the four State-owned banks,JS bank is facing the same problems.For example,Wenzhou branch is in an urgent need of seeking the most effective incentive mechanisms to turn things rounds,because of the decline of employees' income,work enthusiasm,and collective morale.This paper's objective is the post-80 s and 90 s who are the subject employees of JS bank Wenzhou branch.This paper analyses JS bank's motivation status and found the relation between motivation factors and hierarchy of needs theory by means of questionnaire investigating and interview.So this paper measure the importance degree and the satisfaction degree of demand factors respectively based on Maslow's hierarchy of needs theory.Through classification and comparative analysis,we found the common and the difference of demand factors between the post-80 s and 90 s.As the dominant needs,post-80s' physical needs are stronger than security needs.Management system is the post-80s' general needs.The post-80 s concern the recognition from leadership.As for the post-90s' dominant needs,security needs are stronger than physical needs,and the work autonomy is the key led needs to them.Working environment and training are the general needs to them.And they also care about job security.This paper proposes general incentive measures for the post-80 and 90s' common needs base on empirical investigation and comparative analysis.According to the characteristic of the post-80s' needs,this paper propose incentive measures on reflecting value differences,and recognizing the work results,paying attention to career promotion,and participating Enterprise management.According to the characteristic of the post-90s' needs,this paper propose incentive measures onimproving their autonomy,optimizing training,creating a harmonious team atmosphere,strengthening career development counseling and vision incentive.