Study On Motivation In Small And Medium Software Enterprises

In recent years,with the progress of society and the continuous popularization of Internet information technology,China’s software industry has developed rapidly.Many small and medium-sized software enterprises are gaining more opportunities while facing increasingly fierce challenges.As a knowledge-intensive work,the achievements of software development are closely related to the creative work of knowledge workers.How to deeply understand the motivational needs of knowledge workers and take effective motivational measures to fully mobilize their enthusiasm and improve their work performance has become an important topic for software enterprises.Firstly,through theoretical research,this paper analyzed the characteristics of small and medium-sized software enterprises and the stimulating feature of knowledge workers,expounds various motivation theories used in this paper,and summarizes the research results of motivation theories and work performance at home and abroad as the theoretical basis and direction of this study.Then,interviews and questionnaires were taken qualitatively and quantitatively to analyze the motivation needs and actual feelings of knowledge workers in G Company.In the part of empirical study,122 valid survey data collected were statistically analyzed using SPSS software.After reliability and validity analysis,an overall understanding of the needs and actual feelings of knowledge workers in G Company in various motivators was carried on through descriptive statistical analysis.By ANOVA,difference between individuals in various demographic characteristics was discussed,and the most important motivator to be improved was demonstrated through IPA analysis.In the analysis of problems and causes,the problems in the incentive system of G Company are summarized from four aspects:pecuniary,growth,work and environmental motivation,and the causes of the problems are analyzed,including outdated incentive management concepts,unreasonable salary systems,insufficient attention to employee growth,work content and methods that need to be improved,and lack of corporate culture construction.At the end of this paper,based on the goals and principles of incentive mechanism optimization,optimization suggestions are given from several aspects,such as management concept,salary system,promotion mechanism,training plan,work content,and corporate culture,in response to the identified problems and causes.