Research On The Immaterial Incentives For 80s Knowledge Employees Of Company A In The Prospective Of Expectancy Theory

In the process of managing and motivating knowledge employees of post-80 s generation,the author has found a question worth pondering: usually the first two times the company increases the wages that meet the staffs' expectations,they will work extremely hard.However,the effect will be greatly reduced over time if the company keeps using the same method to motivate the same staffs.The author wants to do a research to know whether the immaterial incentive will play a role in motivating employees.Based on the review of the main incentive theory such as Maslow's Hierarchy of Needs,Two-Factor Theory and Vroom's Expectancy Theory and immaterial incentive methods,the author takes Company A as the case and does a questionnaire survey on degree of satisfaction in current incentives of knowledge employees of post-80 s generation in Company A and the employees' needs.According to the case analysis,the author has found that the main problems in Company A's human resources management system are that the managers only rely on material incentives to motivate employees and there is a lack of immaterial incentives.The staffs' needs are not met,which leads to the result that the enthusiasm of the staffs is not high.Based on the case of company A and the Expectancy Theory,the author analyzes the status quo and causes of immaterial incentives for knowledge employees of post-80 s generation and points out that a company can not only rely on material incentives to motivate the knowledge employees.When employees have immaterial needs,managers need to provide them with immaterial incentives according to their immaterial needs.This research topic has a certain practical inspiration for the motivation to knowledge employees of post-80 s generation.However,due to the relatively small number of samples,the survey result of knowledge employees of post-80 s generation of A company cannot represent all the knowledge employees of post-80 s generation.This thesis is hoped to have guidance significance to the management of the knowledge employees of post-80 s generation of Company A.In addition,combined with the theory of expectations,the author has summed up a lot of recommendations on incentive to the knowledge employees of post-80 s generation according to the results of the survey on degree of satisfaction in current incentives of knowledge employees of post-80 s generation in Company A.However,it remains to be studied whether these recommendations are effective or not and whether the effects will be different to different staffs.In addition,based on the limitations of this article,the author suggests that follow-up scholars in the future pay more attention to the following two aspects in their studies:(1)To increase the samples of knowledge employees by 2 or 3 companies and let the respondents complete a same questionnaire survey on the degree of satisfaction of employees and see if the results are the same as that of employees in Company A.If it is result is similar,then the data will be more convincing.(2)To verify whether the relevant immaterial incentives are valid or not.The author should make follow-up investigation on the results of incentives in accordance with the above recommendations that are aimed at the knowledge employees of post-80 s generation in each company.This article about the immaterial incentives of knowledge employees of post-80 s generation will have more referential value if the above two points can be taken into considered.If the follow-up research can continue to study on the above two aspects of the study,the relevant data and conclusions in this thesis may promote Company A to improve its immaterial incentives.