Study On The Encouragement Problem Of New Generation Knowledge Workers In C Company

China's post-80 s and post-90 s have become the main labor force in the society.The post-80 s and post-90 s employees are generally highly educated and have a high level of knowledge,mastery,and application ability,so they are called "new generation knowledge workers." This article takes the incentive problem of the new generation of knowledge employees as an entry point and provides reference suggestions for companies to solve the incentive problem of the new generation of knowledge employees by studying the company C's incentive measures.The research in this article can make up for the shortcomings of the current research on the motivation of the new generation of knowledge workers,and provide a basis for future theoretical research.At the same time,the research results can be directly applied to the practice of C companies to directly optimize the incentive measures of the new generation of knowledge workers in C companies.The research mainly relies on the need level theory,expectation theory,achievement needs theory,and comprehensively uses the literature data method and the questionnaire survey method to carry out systematic research.The research consists of five parts: the first part is an introduction,the second part is an overview of the relevant theories of knowledge-based employee incentives,the third part is the status quo of the new-generation knowledge-based employee incentives of company C,and the fourth part is the new-generation knowledge-based employees of company C Analysis of the problems and reasons of incentives.The fifth part is the countermeasures of the incentive problems of the new generation of knowledge-based employees of company C.The study pointed out the main problems in the material,spiritual,and motivation of the new generation of knowledge employees of C Company,analyzed the gap between the expectations and reality of the new generation of knowledge employees of C Company,and further pointed out the incentives of the new generation of knowledge employees of C Company.The cause of the problem is that the incentive plan is not perfect,the incentive measures are not implemented in place,and the incentive effect is not fully exerted.In view of this article,from the aspects of improvement of salary incentives and improvement of welfare guarantee incentives,the countermeasures for improvement of material incentives are proposed.The salary of the new generation of knowledge-based employees of company C can be adjusted in many ways,for example,the basic post salary is based on the number of years.To make adjustments and subsidies,etc.,company C can appropriately increase the welfare of the new generation of knowledge-based employees when its economic strength permits;from the perspective of improving emotional incentives and exemplary typical incentives,spiritual incentives are proposed.For C Company,the application of emotional incentive method should focus on enhancing the sense of belonging of the new generation of knowledge workers,strengthen the care for the new generation of knowledge workers,and promote the realization of self-motivation of the new generation of knowledge workers.At the same time,it is also necessary to realize that the implementation of model incentives in C Company is very helpful to mobilize the enthusiasm of employees and promote the development of the company;from the improvement of the performance evaluation system and the promotion and promotion system,improvements in system incentives are proposed.As a countermeasure,Company C should promote the reform of the performance appraisal system on the basis of following scientific principles to ensure the accuracy of performance evaluation results.In the promotion mechanism,the promotion procedures must be fair and reasonable,the promotion path design should be reasonable and post-exit and rotation mechanisms should be established.Finally,this paper proposes to strengthen the leadership's attention and support for the incentive mechanism,focus on the coordination and cooperation of other systems and incentive systems of C Company,improve the incentive fund management,and implement the promotion work of the incentive mechanism.