Taking L Enterprise As An Example-90s Employees In Construction Enterprises

The development of an enterprise is inseparable from the efforts of the employees,and if you want to better display the potential of the employees,you need to pay attention to the motivation of the employees.As the younger generation,post-90 s employees have become an important force in modern enterprises.In the field of construction companies,post-90 s employees are a very special group.They are very unique and full of personality,they are also very active in thinking and have a high sense of innovation.At the same time,post-90 s employees have a very active enthusiasm for social participation.They pay attention to the latest social hotspots,have a strong critical spirit and civic awareness,and can take the initiative to care about social hotspots.In addition,the post-90 s employees appear to be very self-conscious.They emphasize themselves too much,act more impulsively,have low resistance to work pressure,and are not strong enough in persistence and patience.They are more expecting their own ideas and values.Able to be recognized,understood and supported.Compared with previous generations of employees,the post-90 s employees have a weaker sense of obedience,and they pay too much attention to how to realize their own value,emphasize themselves,and care about the fairness of the working environment,with low stability and frequent mobility.Post-90 s employees attach importance to the quality of life and emphasize the balance between life and work.While carrying out work,they often hope to get more pleasure,satisfy their own interests and hobbies,and emphasize the identification of corporate culture.When thinking,it also means that they will leave the company.Although many companies have adopted incentive measures in order to better stimulate the enthusiasm of post-90 s employees,the effect is not significant.Especially for construction companies,the working environment is arduous,the work tasks are heavy,the stability of post-90 s employees is poor,and the loss of post-90 s employees is large.In this case,how to effectively motivate post-90 s employees has become a problem for many construction companies.Difficult problem.Therefore,this article takes L enterprise as an example to carry out the research on the incentive mechanism of post-90 s employees in construction companies,objectively analyzes the problems existing in the incentive mechanism of post-90 s employees in construction companies,and proposes corresponding improvement measures and suggestions.This article adopts these methods in studying the incentive mechanism of post-90 s employees in construction enterprises: One is the case analysis method.This paper selects L company as a case to carry out the research and analysis of L company,focusing on the analysis of the current situation of post-90 s employee incentive mechanism in L company,and provides more realistic and objective cases and related data for research.The second is the literature research method.Consult relevant literature,collect literature related to the post-90 s employee incentive mechanism,and analyze and summarize these data to provide a wealth of theoretical basis and reference for the research.The third is the questionnaire survey method.Combining with the incentive mechanism of post-90 s employees in L companies,design corresponding questionnaires,launch a questionnaire survey of post-90 s employees,objectively analyze the problems in the incentive mechanism of post-90 s employees in L companies,enhance the pertinence and objectivity of the research,and facilitate Better put forward countermeasures and suggestions to improve the incentive mechanism of post-90 s employees in L enterprises.Through investigation and research,it is found that the main problems in the incentive mechanism of post-90 employees in L companies are: low work enthusiasm of post-90 s employees,low work performance of post-90 s employees,low job satisfaction of post-90 s employees,and work characteristics of post-90 s employees Can’t show it.Through further analysis,it is found that the main reason for these problems is that the company neglects to pay attention to the individual characteristics of post-90 s employees.The existing compensation system,performance appraisal,promotion mechanism and other aspects do not match with the post-90 s employees’ personality characteristics and job needs preferences.High,leading to ineffective or ineffective incentives.To this end,based on the in-depth analysis of the personality characteristics and job needs preferences of post-90 s employees,this article proposes the following countermeasures against the problems in the incentive mechanism of L construction companies: designing a rich salary structure,enhancing the fairness and openness of the promotion mechanism,and improving Career planning and management level,pay attention to creating a good working environment,and increase cultural incentives.Through these measures,to improve the level of incentive mechanism for post-90 s employees of construction companies.