Research On Employee Motivation Of Y Group Based On Two Factor Theory

the development of employee incentive work is not only conducive to arousing the enthusiasm of employees,enhancing their sense of belonging and loyalty to the enterprise,but also has important value to enhance the cohesion of employees,highlight the advantages of enterprise talents,and guarantee the comprehensive competitiveness of enterprises.The two-factor theory put forward by American psychologist Herzberg in 1959 can rely on the dual role of health care factors and incentive factors to form a solid theoretical application foundation for the academic research of employee motivation.As the specific research object of this paper,the Y group has carried on the diversification exploration from the competition incentive,the goal incentive,the participation incentive,the material incentive and so on in the employee incentive mechanism concrete implementation,has formed the certain implementation effect.Nevertheless,Y group still has obvious practical problems in the process of trying to develop employee incentive mechanism,such as:institutionalization of performance integration,lack of humanization;single comprehensive training method for employees;lack of pertinence in salary ladder;perfect working conditions and lack of keeping pace with the times.Based on the two-factor theory,this paper discusses the theme of employee motivation in Y Group.Firstly,based on the definition of related concepts,the dual-factor theory is clearly analyzed,secondly the current situation of the implementation of the incentive mechanism of Y group employees is objectively combed.Thirdly based on the results of the questionnaire survey,the existing problems of the incentive mechanism of Y group employees are analyzed one by one,such as the institutionalization of performance points,the lack of humanization,the single comprehensive training method,the average thinking of management authorization,the lack of pertinence of salary ladder,the lack of perfect working conditions and the lack of competition guidance in interpersonal interaction;And so on,put forward the countermeasures to optimize the incentive mechanism of Y group employees:training multiple,optimize the comprehensive training effect;break the average,promote the regularization of management authorization;pay attention to reality,strengthen salary management;keep pace with the times,strengthen working conditions;enhance guidance,interpersonal interaction to promote healthy competition;system management,performance incentive effectiveness.