Incentive Strategy For PW Knowledge Workers:Two-factor Theory Perspective

With the continuous emergence of high technology and the arrival of global economic integration,the term "knowledge economy" appears frequently in people's perspectives.At the same time,the knowledge economy also plays an increasingly important role in today's global economy.In the era of knowledge-based economy,knowledge has become the first production factor of enterprises,and as knowledge-based employees of knowledge and creative thinking,they have become the core resources and core productivity of many types of enterprises and enterprises.Talent is the foundation that can guarantee the source of continuous innovation of enterprises.Brand is the guarantee that can guarantee the sustainable development of the enterprise.This is especially important for small and medium-sized creative businesses.How to retain talent and how to motivate talents and how to use existing talents to maximize the benefits of human resources for the enterprise have become the most important issues to be resolved at the strategic level by senior leaders of small and medium-sized creative enterprises.Because only to solve this problem,companies can gain a foothold in the fierce competitive market,will it be possible to continue the sustainable development.Improve the management of enterprise personnel echelon,strengthen the incentive effect is the best way to solve this problem.PW belongs to a small and medium-sized creative enterprises,creative capital,research and development and brand is very important for small and medium-sized creative enterprises.This paper attempts to use the research results of Herzberg's two-factor theory,through the questionnaire survey on PW knowledge-based employees to the enterprise's current management and incentive support system satisfaction,objective evaluation of the effectiveness of the existing business incentives.In-depth analysis of the existing incentive protection system problems,from establishment to establishment of a fair,competitive and flexible salary system,constructing a complete welfare system,creating reasonable incentives and restraints such as restraint and punishment,building a complete promotion and incentive channel and creating a relaxed and independent job performance opportunity,for staff to establish a scientific career path and other aspects of the proposed recommendations for improvement,expanded corresponding channels and other suggestions for improvement,and put forward measures to promote improvement.In order to improve the motivation of knowledge workers in PW enterprises,enhance the incentive effect,increase the cohesion of employees and retain the best talents Have been used,and ultimately achieve the progress of employees and enterprises together,the best state of development.