Research On The Motivation Mechanism For The Grass-roots Employees Of Airport A

As the window of the city’s opening to the outside world,Airport A has made great contributions to the promotion of local economy and is also an air bridge connecting the world.In recent years,the airport has been expanding its workforce,with 7810 employees,80.9% of whom are grass-roots employees.In order to effectively manage such a large family and make employees work actively and efficiently,it is of great significance to the incentive research of grass-roots employees.Firstly,it can optimize the human resource management level of Airport A and promote the economic and social development by motivating the grass-roots employees of Airport A.Secondly,it can also help to cultivate a high-quality and positive talent team,so that the airport can better meet the needs of passengers,airlines and other stakeholders,and improve the level of social services;Furthermore,it can help the airport get full use of the value of human resources to maintain and improve the cohesion and market competitiveness of Airport A;Finally,it can also establish the leading and demonstration effect of Airport A in the same industry,and play a reference role for other enterprises to formulate and optimize the incentive mechanism for employees.This paper combines the methods of empirical analysis,such as questionnaire,interview and literature analysis.First of all,it studies the current incentive mechanism of Airport A,and designs a questionnaire form which is consistent with the actual situation of Airport A.The questionnaire mainly includes two parts: basic information and specific satisfaction survey on incentive.The basic information includes the age,gender and culture of grass-roots employees degree,working years and other situations,the satisfaction survey mainly consists of the working environment,work itself,compensation and welfare,team cooperation,employee growth and other dimensions.400 questionnaires were issued,398 were recovered.Through the analysis of the questionnaire and the feedback of some employees,five shortcomings of Airport A were concluded,the imperfect salary system management;the development of grass-roots employees are not paid enough attention;the grass-roots employees are lack of humanistic care;the team cohesion is not good enough and the corporate culture is not able to penetrate into the grass-roots level.Then through combing the four institutional reforms of civil aviation and the development history of Airport A,the paper analyzes the possible causes of the incentive problems of Airport A,and finally combines the excellent literature at home and abroad,as well as Maslow’s demand level theory,Alderfer ERG theory,and David Mc Clelland learning theory.This paper puts forward five corresponding improvements.Due to the influence of the long-term planned economic system,the civil aviation industry has settled some management problems.This paper applies the enterprise incentive theory to airport A,and puts forward the optimization suggestions for the incentive management of the grass-roots employees of Airport A,which is conducive to improving the overall service quality and development level of the Airport.At the same time,it is also a good case for the application of the enterprise incentive theory to practice.It also has promotion and application value to other civil aviation employees.