| Shenzhen is a vibrant emerging city. Comrade Xiaoping’s southern tour, Shenzhen seize theopportunity, is developing rapidly. Under the guidance of the national "12th Five-Year Plan", in thefirst decade of the21st century, Shenzhen has established a new industrial system led by theelectronics industry. With the reform and opening up and economic development, the electronicsindustry’s front-line employees age is getting younger and younger mainly new generation80,90.They stood at the forefront of the times, is a comprehensive alternative to the older generation ofmigrant workers and urban surplus labor, has become one of the main force of the front-lineemployees in the electronics industry, the company’s core competitiveness. Inject new vitality intothe new generation of front-line employees with their own young full of energy and passion for theenterprise, and bring new vitality and a strong development potential savings to the enterprise.However, with the fusion of Chinese and Western culture, the development of the market economy,as well as the new generation of front-line employees emphasis on self, respect for freedom, notcomplacent character, the flow of frontline employees increasingly frequent and increasinglydifficult to manage whether private enterprises, state-owned enterprises or joint ventures, whichseriously affect the stability and future development of the enterprise. Therefore, how to inspire anew generation of front-line employees, reducing the unreasonable frequent flow, how to motivatethem to play to the potential to mobilize enthusiasm for the work, and how to motivate them tocreate a more competitive line of work has become business managers to be solved problems.The current study is relatively small, and academia on the new generation of front-line staffincentive problems combined with the electronics industry and the research direction is focused onis the lack of first-line grassroots. Therefore, the electronics industry, the new generation offront-line employees incentive problems as the main content of the study, the exploration of thetheoretical and practical aspects of the incentive problems of the new generation of front-lineemployees.Established theoretical framework of a Shenzhen electronics industry, the new generation offront-line staff motivation, to summarize the current front-line staff motivation instance, employeesof state-owned enterprises, joint ventures electronics industry to private enterprises in Shenzhen,interviews and research as a basis for its incentive specific method research, draw four conclusions:(1) the corporate culture of the electronics industry in Shenzhen, the new generation of front-linestaff to buy is not high. The corporate culture of the electronics industry and the needs of frontlineemployees correlation is weak.(2) The remuneration of the electronics industry in Shenzhen is lesscompetitive. The the whole Shenzhen and Guangdong Province, the average annual income isnarrowing and central provinces.(3) the salary structure of the electronics industry in Shenzhenreflected motivating obvious. Incentive compensation most of the front-line staff require a certain percentage of the salary difference, but the electronics industry in Shenzhen has no creativeconstraints of labor regulations.(4) the pressure of the new generation of front-line employees inShenzhen electronics industry. Whether mental or physical, to pay on the higher labor intensity offront-line staff, the cost of living.Combination of research findings, this paper combines a variety of incentive theory, thecharacteristics of the electronics industry in Shenzhen, taking into account the actual needs offront-line employees, the proposals to meet the growing demand for the relationship betweendemand, the survival demand management measures, and develop specific feasibility incentives tohelp the Shenzhen electronics companies of the new generation of front-line employees effectiveincentive to enhance the competitiveness of enterprises. |
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