The Research On A Textile Co., Incentive Systems And Organizational Performance

A textile company with other companies, like in the early days with close to themarket, flexible, strong innovation, management and other advantages of jobsatisfaction is high, mainly rely on the boss’s feelings and experience management,human resource management has a great initiative. A textile company is currently inhuman resource management, especially the pay administration in implementing asimple and extensive management, the lack of scientific planning staff motivation andincentives.Based on the theory, in the analysis of the textile industry incentives, employeeretention will and organizational performance based on the current situation, the textileindustry to build a relationship between motivation and the conceptual model oforganizational performance and business based on A textile company tested itsempirical data. The empirical results show that the implementation of salarycompensation incentives for job satisfaction, organizational performance with somesignificant positive correlation, the staff work and willingness to retain no significantimpact on quality performance relationship. The implementation of incentivecompensation welfare organization with job satisfaction was significantly positivelyrelated to intent to stay on job performance is a part of a significant positive correlation.The implementation of work-related compensation incentives on organizational jobsatisfaction, willingness to retain a significant negative correlation. That publicrecognition, advancement opportunities, work safety environment, participation indecision-making and implementation of education and training, etc. The more positiveincentives, employee work output, the ratio of the task within the time limit to reach thetarget achievement rates, the proposal rate, accuracy, and superiors, customers,satisfaction with colleagues and other aspects of performance is worse.A textile company production personnel performance evaluation incentives, shouldfocus on the A textile company’s daily production staff assessment, the annualassessment and A textile company personnel assessment results and other aspects of theapplication to build. A textile company executives on the remuneration package ofoptimized design of the first two objectives are as follows: First, the A textile companyexecutives remuneration scheme optimization design to ensure that the A textile company executives to maintain a high degree of strategic vision; secondly, A Textileremuneration of senior executives to ensure optimal design A textile company seniormanagement team has good stability, thereby ensuring the sustainability of developmentof the company. A textile company to build the company’s middle managers culturalidentity-A textile company middle managers to strengthen the company’s culture-Atextile company middle managers to improve the company’s culture-A textile companymiddle managers of the company culture Re-identification-A textile company middlemanagers of the company culture and then strengthen-A textile company middlemanagers of the company culture and then improve the process.