Research On The Motivation Of Technical Staff In G Company

Under the impact of the "COVID-19" epidemic in the global economy in 2020,some companies have suffered heavy losses,and their performance has shown negative growth for several consecutive months.In this context,companies’ demands for rapid stop loss and rapid “recovery” are becoming stronger and stronger.As a key group driven by corporate innovation,technical employees have more and more demands on companies,such as the need to obtain higher levels after the epidemic.How to balance the conflicts between enterprises and employees,improve the work efficiency of technical employees,and stimulate work enthusiasm has become a topic worthy of research.This paper takes G company,a new technology enterprise reformed by a state-owned enterprise,as the research object.Through the comprehensive application of three methods: literature research method,field survey method and statistical analysis method,it conducts in-depth incentive satisfaction questionnaires for technical employees of G company in multiple dimensions.Surveys and point-to-point interviews summarized its existing problems,such as the unsatisfactory effect of technical staff salary and welfare incentives;the form of corporate cultural incentives is greater than the content;the staff’s career development plan is not clear enough,the promotion channel is relatively single,and the company’s lack of transparency in employee information disclosure,etc.Significant problem.This paper combines Maslow’s hierarchy of needs theory,fairness theory,expectation theory and the "four forces model" analysis,and puts forward the optimization plan for technical staff of G company,such as refinement of positions,establishment of dynamic performance distribution system;construction of harmony,A friendly and implemented corporate culture creates a working atmosphere that strives for excellence;the way of promotion changes from a "well" shape to a network,providing employees with diversified career development channels;multi-channel and frequent information disclosure to build self-help Information disclosure channels and other methods can effectively solve the problem of incentives for technical employees of G company.