Employees Motivation: Model Improved Of Game Theory

The working positivity of employee is the main source of corporation competitiveness. With the rapid development of China's economy, the domestic corporations are facing with increasingly fierce marketing competition. Under such background, how to improve employees' working positivity and the competitiveness of the corporations become the urgent problems that corporations need to solve. This paper took depth discussion from two aspects of the employee supervision and incentive.The main content of this paper are as follows:(1) Literature review and theoretical basis. While reviewing literature research, this paper uses the incentive theory, incentive method and game theory to apply to staff supervision and motivation, and then introduces XY theory in the management and incentive theory.(2) Theory research on the individual employee incentive is based on the model improved of game theory. In order to solve the staff supervision problem, employees are divided into two categories according to the XY theory: positive and negative. The positive and negative regarded as a "nature" attribute are put into the game model between leaders and employees. And then this paper establishes the game model between the same rank employees from two aspects of whether to use the incentives. In order to solve employee incentive problem, individual employee incentive and constraint model is established, which is based on nonlinear effort output function according to the law of diminishing marginal returns; Team incentive and constraint model is established which is based on the linear effort output function according to the characteristics of the team's effort-output.(3) Application and analysis of models improved. This paper selects the specific company as an example, summarizes the problems and reasons of staff supervision and incentive, draws the conclusion according to the case analysis combined with the model established in this paper, then puts forward the corresponding suggestion for the company on the staff supervision and incentive problems.The main conclusions of this paper:(1) Management supervision under the premise of employee classification is beneficial to reduce business costs. Referred the XY theory in management, this paper divides the staff into positive and negative, and regards them as a "nature" attribute of employee, which is introduced into the game model between leaders and staff, by analyzing the model, corporations only need to supervise negative employees,and through the game model in the practical application of S company, S company only need to focus on the supervision and administration of 31.25% negative staff.(2) The individual employee incentive and constraint model based on the nonlinear function will provide scientific basis for corporation to choose more scientific methods to incentive and restraint individual employee, which changed the existing individual employee incentive and constraint model of S company. Based on the law of diminishing marginal returns in economics, this paper used nonlinear logarithmic function model to describe "incentive- effort" relationship of individual employees, based of which established a incentive and constraint model, this model provided scientific basis for company to choose more scientific incentive and restraining mechanism. Model operation in S company as an example, and compared model results with the traditional incentive and constraint theory, we can know that in order to improve the employee's output, S company should change the management mode from the existing model of "low incentives-low effort" to "high incentives – high effort".The measures to improve the staff incentive effects of S company are as follows:(1) Improve the existing performance appraisal system and scientifically measure employees' "enthusiasm for work". Based of which for the scientific classification of employees;(2) Emphasis on the supervision of negative employees to reduce the cost of enterprise supervision on the basis of classification of employees;(3) Through the target incentive, salary incentive and employee development incentive to achieve the change for the management mode of “high incentive- high effort.