Research On The Incentive Mechanism Of Chongqing's Private Enterprises

Objective: To understand how much importance on the incentive functions the management group of Chongqing's private enterprises attach, how the labor laws is implemented, and the specific situation of salaries, benefits, health care, psychological care the staff get. With the information about the incentive system in Chongqing's private enterprises, combining theory and typical cases, try to build a more effective incentive mechanism.Method: Adopt methods such as document retrieval, convenient sample survey, and private interview to collect relevant information. Combine the qualitative with quantitative research ways of comparing data, contrasting case, frequency analysis, trend analysis, SPASS analysis to analyze the information.Results: 74.5 percent of the managers surveyed understand the incentives relatively unilaterally; only 45.2 percent think it necessary to motivate the staff, but referring motivating every employee, the number decrease to only 12.7 percent. The average total revenue of each month amount to 1,465 Yuan, which is in a weak position compared with other types of enterprises. As to Welfare, the owning rate for work injury insurance is the highest, which is 48.4 percent. Owning rate for overtime subsidies, labor insurance articles, unemployment insurance, social endowment insurance and social health insurance amount to 31.2 percent, 24.7 percent, 20 percent, 20 percent, and 10.8 percent respectively, all less than one-third. The owning rate of paid leave and chance to participate in cultural activities among ordinary worker group, management group, technical engineering shows a statistical difference. Only 7.5 percent of personnel enjoy the-job training, the full-time training, only one percent, and education at public expense, two percent. As to Health care, less than 1 percent will hold regular lectures about health for the employee, 65.6 percent has ever done nothing about health-related information transmit. 82.3 percent of employees believe that they can reflect views directly to the supervisors or higher level ,but over one half think that the advice are not taken seriously so it's meaningless, which reflect the situation of miscommunication. The employees'work performance can hardly get feedback, let alone recognition.Conclusion: The management group of Chongqing's private enterprises attaches little importance to the staff on the incentive functions, being still in an obsolete concept that labor is just bought by money. The average monthly salary grows steadily and rapidly, which shows positive trend compared to other regions across the country. But it is still at a disadvantage compared to other types of enterprises. The various types of wages can not play their right role enough. In addition, the design of wage lacks of analysis on different posts. Nevertheless, the staff shows relatively high satisfaction on the payment. The business owners violate the labor law to a certain degree in the aspects such as working hours, rest breaks, payments, and the labor contract etc, in order to pursue private interests. More seriously, their behavior is more concealed. The staff owns various forms of welfare at a generally low rate. Most employees did not receive adequate physical and psychological care, so we can say that the atmosphere can't make the staff feel they are the host. It's badly-needed that health care incentives go into the system. For the above, we should do as follows. Help business owners to reinforce their sense of social responsibility. Use scientific methods to develop reasonable and transparent Payment Policy. Develop and introduce the auxiliary regulations, policies related to the Labor Law to improve the normal level and operability of implementation. Publicize, inspect, supervise the related activities and train the related faculty. Increase all the employees'welfare and insurance enrollment rate, giving them training opportunities so they can make advance. Increase the management group's psychological theory to make them understand how the staff is self- posited, self-felt. Then, the enterprises will become spirit support for the staff. At last, establish the concept of health care, and make it part of the corporate culture and strong enterprises competitiveness.