The Empirical Research On Incentive Factors Of Grassroots Managers In H Company

With the rapid development of economy and technology,now the market competition between enterprises is the competition of human resources.As one of the critical working force,the function of the grassroots managers is different from other types of managers.They play the roles of the task executor and manager at the same time.Therefore,giving full play to the advantage and specialty of each grassroots manager has great significance for realizing the strategic goal and enterprise development.Currently,most researches on staff-motivation focus on senior managers and junior employees,leaving much space for the grassroots managers.This article takes the H company's grassroots managers as the research objects following the economy incentive theories and management incentive theories,by referring to the existing research outcome domestic and overseas.It analyzes the general situation of human resources of H company and the characteristics and incentive status of the grassroots managers of H company.It also analyzes the existing problems in the current incentive measures.In order to solve these problems,the scale and questionnaire are designed,and then a questionnaire survey is delivered.Data analysis is applied to the questionnaire survey using a statistical tool called SPSS24.By using statistical methods,such as descriptive statistics,factor analysis and variance analysis,the analysts concludes the preference priority of 25 incentive factors that the respondent managers recognize.This article further discusses the incentive preference of the H company's grassroots managers.The results show that the five most important motivating factors for the grassroots managers of H company are the quality of leaders(4.74),salary and welfare(4.71),personal life(4.6),smooth communication(4.59),and being competent for their own work(4.58).The 25 independent incentive factors can be divided into four dimensions:occupation,interpersonal relationship,organization and individual.Only grassroots managers with different working years have significant differences in occupational factor,and there are no significant differences in occupational,individual,organizational and interpersonal relationship factors among grassroots managers with different gender,age,educational background and post type.Based on the result,this article finally proposes measures to strengthen the incentive motivation from the perspectives of occupation,interpersonal relationship,organization and individual.And the future research is also prospected.