The Optimization Of Financial Staff's Incentive Mechanism For C Airlines

Under the national “Belt and Road” initiative,the aviation industry in Southwest China is in a period of vigorous development.In December 2018,Chengdu Shuangliu International Airport achieved a breakthrough of 50 million passengers,marking that Chengdu Shuangliu International Airport is China's successor after Beijing Capital International Airport,Shanghai Pudong International Airport,and Guangzhou Baiyun International Airport,the fourth domestic airport with a throughput of more than 50 million passengers,also the first airport in the Midwest to be ranked as a "Global 50 Million Airport Club".This not only demonstrates Chengdu's increasing influence and status in the global civil aviation industry,but also lays a solid foundation for the development of Chengdu's aviation industry.It has a milestone significance for accelerating the construction of a national-level international aviation hub in western China that is “interconnecting and radiating the world”.Chengdu's status as the "fourth pole of aviation" is even more prominent.C Airlines is one of the nine base airlines of Chengdu Shuangliu International Airport.This thesis will take the financial staff of C Airlines,such a traditional professional group as the research object,the classic motivation theory as an academic argument.On the basis of the predecessors research on incentive problems,through the interview about inner demand and job satisfaction for some C Airlines financial staff,and field visits to financial department inner sections,we analyze the current existing problems of C Airlines incentive mechanism for financial staff and point out that the current C Airlines' financial staff's incentive mechanism has the single and backward incentive method,also the incentive reward and punishment mechanism become formalistic and remain other problems.At the same time,with further investigation and analysis of C Airlines incentive status,we find important influencing factors on the poor incentive effect: salary reform in the state-owned airlines has a long way to go,the financial work is not highly valued,the management method of leadership in the field of flight,the career demand differences of the company's internal “working couple” and “single staff” and employees ages collocation is not reasonable,etc.Finally,in view of the above existing incentive problems,the optimization suggestions are put forward.The company's incentive for employees is an eternal human resource management topic.In order to develop a better company,it is necessary to stimulate the creativity and enthusiasm of employees in work.This thesis discusses problems of incentive mechanism for the civil aviation system of persons engaged in finance work.So in order to further improve working efficiency of financial staff and achievements,it's required to continuously optimize and improve the current implementation of the incentive mechanism,so as to show the important role of incentive mechanism in the management work.It can provide valid theory support for the future more magnificent development of C airlines personnel management,also provide certain reference value of incentive mechanism for many airlines financial staff in civil aviation.