Research On Enterprise Knowledge Workers' Encouragement Effectiveness

In an era of knowledge-based economy that human capital and knowledge capital have become superior resources of competitions, the realization of the following aspects as competitions between enterprises, the creation, application and appreciation of knowledge will ultimately rely on knowledge worker, the carrier of knowledge. Knowledge worker, who have become the important and special manpower resources in enterprises, play a key role in the development of enterprises. The enthusiasm of knowledge worker of enterprises depends largely on the effectiveness of encouraging strategies. To encourage the knowledge worker and inspire their work enthusiasm as well as creativeness have already become the focus of the management of manpower resources in enterprises. Meanwhile, they have become a key proposition to the sustainable development of modern enterprises. There are a lot of encouraging ways to inspire knowledge worker in enterprises at present. Whether the existing encouraging ways are effective or not has becomes a great concern of enterprises, which is also the main content of the study.This article gives a brief analysis of the studying background at first, and then it puts forward the specific significance of the study. On the basis of covering some relevant documents, it analyses the characteristics of knowledge worker. Then according to the demanding theory and some previous studying achievements, this article designs a set of investigating questionnaire. The questionnaire, which is closely related to knowledge worker', employs R & D engineers, administrative staff, marketing personnel and other professional personnel, etc. as the respondents, aiming at finding out their demanding factors. The article demonstrates some general encouraging models that enterprises often employ to inspire their knowledge worker, namely the following four types as salary-welfare encouragement, work encouragement, personal growth encouragement and working environment encouragement. To investigate the general encouraging ways of enterprises as well as the satisfactory degree of knowledge worker' to the existing encouraging ways, a questionnaire is designed and 200 samples are chosen to be the subjects. This article regards the staff's performance as the index of encouraging effectiveness, the following four encouraging ways—salary-welfare encouragement, work encouragement, personal growth encouragement and working environment encouragement as independent variables and the staff's performance as causing variables. Through a relevant analysis of the data collected, the author finds that all the four encouraging factors as salary-welfare encouragement, work encouragement, personal growth encouragement and working environment encouragement have positive correlation with the staff's performance. What's more, the working environment encouragement is the most influential one among them to the staff's performance. Based on the results of the investigation and the demands of the knowledge worker, this article proposes the following four suggestions with respect to the encouragement of knowledge worker of enterprises: First, creating a good working environment; Second, setting up fair and sensible salary-welfare encouraging systems; Third, attaching importance to the staff's personal growth and development; Fourth, offering knowledge worker encouraging menus in pluralism.