Shallow discussion of the knowledge-type employees incentive problems

Pick to: the psychological contract to the knowledge staff's incentive has an important influence to the psychological contract theory as the linking spot between psychological contract with the present structure of the research, respectively from the material incentive dimension, the environment support dimension, the development opportunity dimensions to discuss such as knowledge staff incentive problems of insufficient reasons.

Keywords: knowledge staff; Incentives; Psychological contract structure

1 material incentive dimension

Material incentive namely transaction dimension, and material resources and the material conditions closely related, the employees' work and life is the basic guarantee. Its main contents include: competitive salary, benefits, performance wages, good working environment, etc. Overall, the dimension of material incentive features are: define relatively clear-cut, cash is timely, emphasis on current interest swap. We can will this dimension is divided into two and dimensions: one is the basic work environment, and the second is remuneration.

(1) the basic work environment.

Knowledge staff to work environment the demand is higher, including favorable natural environment, personalized place of work and supporting the good communications, office equipment, etc. These hardware facilities is not attract the knowledge staff's key factors, but it can reflect the enterprise to employees care, because in high grade office environment, the staff's working behavior and attitude will be to "high grade" development; Knowledge staff engaged in mental work, this work needs to have a good working environment, more than the rest can be very good relax the brain, ensure the intelligence of the full play. Otherwise, a mess, dark, safe, resource configuration is not fully working environment, only can make a person feel upset, inattention, block staff creativity, and even be complain, discontent to negative emotions, such as.

(2) remuneration.

Knowledge staff have knowledge capital, hope to share with the enterprise knowledge capital should be relative with the material benefit.

Harold? Hole that watts, money tend to have more than the value of its own, sometimes means power, status, and contribution. At a time, money wealth still is our country knowledge staff of the most attention incentive factors, and individual interview many people think of money when does not only the physical level is the demand, but a kind of their own values and social status the important embodiment of, therefore, good salary treatment of knowledge employee incentive to play an important part.

The knowledge staff's work process to be controlled, work hard to measure, but compared to the general staff, more attention with the knowledge and skills of the value and the correlation between the returns, the fair request is higher. The justice theory is the theoretical basis of the psychological contract theory, is mainly embodied in material incentive compensation in the internal fairness. According to the justice theory, and employees will own pay and income with the enterprise of other employees with pay income compared to judge whether it has won his salary fairness. When employees find their income pay and other employees of the enterprise than income pay roughly the same in than, he will get the salary internal justice, the psychological balance comparison; Conversely, produce the unfair feeling, and will take certain steps to correct it. From the psychological contract Angle, compensation is a kind of meet the demand of the knowledge staff internal factors, just, fair compensation to motivate the staff's working enthusiasm, improve the performance of employees. If the enterprises can't find a reasonable compensation evaluation standard, for compensation can't reflect the staff's contribution or employees get not fair pay treatment, can make the employees to think that their own value in the enterprise not realize, pride will be damaged, most will look for another job.

2 environment support dimension

Environment support that relationship dimensions, it is to show the enterprise to provide employees of the good interpersonal environment and humanistic care. The main dimensions by atmosphere of cooperation, trust respect and recognition performance, leadership support, sufficient resources, stable work, target direction of seven project constitutes. Overall, the characteristics of this dimension is: in the content is more dynamic, show more implied and fuzzy characteristics, subjective understanding of the composition more.

Create a pleasant mood steal, relaxed and harmonious interpersonal environment, set up a can enjoy a stage to display talent for enterprise knowledge staff is one of the most important responsibility. Harmonious interpersonal environment including employees of trust between respect, to subordinate the close communication between the company and the employee's care, etc. In practice, the knowledge staff's work often in the form of a work team, this form needs to get a job with the support and colleagues. As specialists in the field, the knowledge staff with pride sex, not advocating any authority, so in the work hard to avoid can appear with his supervisors and colleagues don't agree, even conflict. At this moment, if in the professional group of both support each other, consideration and respect colleague, and can understand, care for and encourage the staff and effective coordinated staff the leaders of the conflict, harmonious interpersonal environment will be maintained and construction, realize the knowledge staff's information exchange, knowledge sharing. Otherwise, if the enterprise did not a relatively harmonious interpersonal environment, the knowledge staff will feel of the enterprise is "edge", low productivity, job satisfaction is not high, even can produce to other interpersonal environment relatively loose in the enterprise to psychological expectations.

3 development opportunities dimension

Development opportunities dimension refers to enterprise to provide career development employees of space, staff give full play to their advantages and potential, from work feel fun, get a sense of achievement and satisfaction. The survey results, this dimension by working challenges, to flourish, independent work, opportunities, care for growth, exchanges, training and fair treatment of 8 a project. Specific for, can be divided into two and dimensions: one is the nature of work, such as the challenging work, independent work, fair treatment of etc, and the second is development space, such as cast to promotion opportunity, training, etc.

(1) the nature of work.

In 1970, the United States had about enterprise employees value work mainly what aspects of the investigation, and the results show that more than 90% of employees to think that "the challenging work and achievement" the first choice. Knowledge staff out of highly confident and self-actualization requirements, keen on challenging work, to conquer difficulties as a self value of way. If the enterprise to give them the necessary pressure, give the challenging work, the staff will feel attention, trying to improve their performance. If, on the other hand, the higher level of need not get meet, the knowledge staff in the work not experience to challenging and accomplishment, will feel useless, fail to get the company's trust and respect, didn't get the chance to grow. So, the knowledge staff is likely to leave the present work, looking for a job that you think to get a sense of achievement of work, and other enterprise to "signing" a new psychological contract.

Most knowledgeable staff engaged in thinking sex work, work situation with uncertainty, the nature of work innovative, asking them to according to the specific circumstances, adjust the working process, the standard, method, process, a self management, self supervision. This strong work autonomy, makes the knowledge staff is not willing to accept the traditional rigid management way, also not the wish is subject to some form of rigid work. But many managers don't recognize the knowledge staff and general staff distinction, take "equally" management way, against the force of personality, work of autonomy, develop strict rules and regulations, to detailed supervision and guidance, and even work, compulsory way, time. The rigid management way the lack of freedom and flexibility, and serious breach the knowledge staff's wishes, make it feel more pressure and job burnout, affected its work initiative.

(2) development space.

Knowledge staff eager to personal growth and development, to in the enterprise have relatively wide development space. Enterprise should guide knowledge staff in its individual development ideal and enterprise development goals coordinated and in personal growth, to promote the enterprise forward, in the enterprise development, promote the individual progress, realize the employees and enterprise's "win-win" should be fully respect knowledge staff growth requirements and strengthening human capital investment, perfect the mechanism of talents training, encourage employees to participate in training, education, and provide our employees with learning opportunity: should fully understand the individual needs and the will of the career development, provide the suitable for career advancement road, employees feel yourself in the enterprise has the good development outlook, voluntary and enterprise form long-term cooperation, and honor the partnership. Otherwise, if an enterprise only to take the enterprise value, ignore the knowledge staff's individual needs, emphasizes to employees use, the lack of knowledge staff training and development, and cannot provide the full cast to the stage, they feel that they are only enterprise of a "senior we", with an individual enterprise development of psychological contract content failed to get cash, there will be the most strong psychological contract against feeling, it would be hard to continue to loyal to the enterprise, also does not want to stay in this enterprise, to choose another for "painted".