A Research Of Employee Motivation In Company H

There are a large number of micro and small enterprises(MSE)in China.The development of most MSE is still in its infancy,but which provides jobs of a large number of employed people and contributes nearly 60% of income tax,and plays an increasingly important role in supporting the national economy.However,compared with large and medium-sized enterprises,MSE have a large gap in management system,talent training and capital.The business process of MSE is relatively simple,and business and finance have a tenuous connection.Affected by capital,technology,talents,etc.,MSE have a low level of modern management,which has become the main obstacle restricting the development of MSE.In addition,the problem of employee motivation is really a Gordian knot for MSE owners.Taking a local restaurant company H in Chengdu as an example,this paper uses literature research method,questionnaire survey,semi-structured interview,structured interview,specialist interview and other methods to collect,organize,summarize,analyze and research the problems faced by the core staff motivation of this company,and based on more maturer incentive theories such as content-based motivation theory(Maslow’s hierarchy of needs,ERG theory,two factor theory),process motivation theory(expectancy theory and equity theory),and Skinner’s reinforcement theory to conduct an in-depth analysis of the company’s shortcomings of the company in the aspects of incentive system,employee participation,incentive methods,incentive assessment and employee’s own ability.This paper believes that there are five core reasons that lead to the emergence of shortcomings: firstly,the lack of system leads to poor communication;secondly,the single form of incentive leads to insufficient participation;thirdly,the criticism leads to poor mood;fourthly,subjective assumptions lead to inaccurate evaluation;finally,short-sightedness leads to insufficient training.Finally,combined with the actual situation of the company,this paper creates a set of core employee incentive plan: first of all,the enterprise should formulate a feasible incentive system;secondly,the company needs to create incentive programs that involve all employees;thirdly,H company should establish positive health incentive orientation;Fourthly,H company should design accurate and controllable assessment indicators;Fifthly,the enterprise to build a comprehensive practical training system.Through this research,this paper draws the following conclusions: Firstly,the core employees of MSE are closely related to the grass-roots employees.While the core employees are deeply motivated,the incentive level of ordinary employees will also change from the same direction.Secondly,the educational level of employees of MSE is not significantly related to willing to learn.Thirdly,in MSE,employees are given sufficient authority to exercise their abilities,and at the same time,their sense of honor and sense of responsibility can be significantly improved,so as to achieve the role of spiritual motivation.Fourthly,when the employees are at the same level,the appropriate provision of a competition mechanism can fully mobilize the enthusiasm of the core employees.In a word,the incentive of core employees is different from that of ordinary employees.Core employees that are capable,loyal and highly recognized by the company are more sensitive to spiritual incentives.Small and micro business owners properly adjust the proportion of material incentives and spiritual incentives,which not only helps Improve employee motivation and effectively reduce cost.