Analysis Of The Problems And Countermeasures Of Non-material Incentives For Middle Managers In L Company

As the backbone of an enterprise,the importance of middle managers is beyond doubt.They are the scarce resources of an enterprise and the driving force to achieve its goals.In an enterprise,middle management plays a connecting role.The management idea of the enterprise relies on them to deliver,management plan relies on them to organize carry out.Whether their quality and ability can be fully developed has a direct impact on the development of enterprises.At present,state-owned enterprises have gradually realized the importance of human resources and adopted some incentive measures,but many state-owned enterprises still suffer from serious brain drain.Faced with the severe market environment brought by the increasingly rising international trade protectionism and the great pressure of China’s economic downturn,state-owned enterprises need to make full use of non-material incentives to make up for the lack of material incentives and overcome the limitations of excessive cost and diminishing effectiveness of material incentives.By using the methods of theoretical analysis and empirical research,this paper summarizes the common problems of non-material incentive for middle management in state-owned enterprises,summarizes the characteristics of middle management demand,and puts forward optimization measures.Taking L company as an example,this paper analyzes the current situation of non-material incentive for middle management personnel,and puts forward Suggestions for improvement,which provides theoretical basis and implementation guide for the improvement of non-material incentive for middle management personnel of L company,and plays a positive role in stimulating the internal potential of middle management personnel of L company and mobilizing their enthusiasm.At the same time,it also provides some reference for enterprises with such problems to improve the problems of personnel non-material incentive.