Research On The Motivation Strategy Of Flight Attendants Of S Airlin

In the civil aviation service industry,the in-flight service provided by flight attendants on board has become the key for passengers to measure the quality of products provided by airlines.Currently,the competition between enterprises is ultimately the competition of talents.The core of enterprise competitiveness is attracting external talents while retaining existing ones,and flight attendants are the most critical talents in airlines.However,China’s research on human resource management in my country started relatively late.According to the current academic research,China’s state-owned enterprises have the problems such as backward incentive mechanisms and a lack of incentive methods.As a state-owned enterprise,S Airlines has been using the traditional state-owned enterprise incentive system,resulting in lack of enthusiasm for work high turnover rate among flight attendants,as well as increased variable cost,which directly affects the operating results of the enterprise.Therefore,in the form of a case study,this paper investigates the current situation and the specific problems existing in the current situation of flight attendant incentives at S Airline and then puts forwards targeted optimization measures based on relevant theories,research results,and the actual situation of the company.By reviewing Aldever’s ERG theory,Herzberg’s two-factor theory,Adams’s equity theory,Skinner’s reinforcement theory and other relevant research at home and abroad,we established the theoretical basis of S Airline’s incentive strategy.Based on these theories and the actual situation of S Airline,we carry out research.For the first step,we learn about the basic content of the current incentive of S Airlines,including material incentive and spiritual incentives,as well as the adverse effects caused by problematic incentives methods,such as dissatisfaction and disappointment,no sense of achie vement,no sense of belonging,and job slack.For the second step,according to the ERG theory,we divide the needs of flight attendants into fourteen parts:salary,performance evaluation,work arrangement,training and learning,job recognition,and job promotion.And we collect information about the flight attendants’ demand for and satisfaction with the status quo of incentives by sending electronic questionnaires.For the third step,we used SPSS25.0 and EXCEL office software to sort out the collected data and then find out seven problems with S Airline’s incentive,including unfair assessment system,lack of basis for work arrangements,limited career development of employees,and excessive tension in the organizational atmosphere.And then,we analyze the cause of the problems in detail.We put forward targeted measures to improve the incentive,including the salary and welfare,performance appraisal,training system,and career growth based on the incentive theory and the actual situation of S Airlines,as well as the principles of people-centre,fairness,effectiveness,and combination of materials and spiritual incentives.For instance,the measures include dynamically adjusting the salary and welfare system,establishing a scientific performance appraisal system,making management information open and transparent,improving the training system for flight attendants,paying attention to the career growth of flight attendants,improving the management level of managers and enhancing corporate culture.These measures provide new ideas for S Airlines to improve the incentive system for flight attendants,which is conducive to stabilizing the flight attendants,improving management efficiency,advancing overall corporate culture,enhancing the work enthusiasm and sense of accomplishment of flight attendants,and encouraging flight attendants to take the initiative to combine their personal goals with corporate goals.Meanwhile,we put forward four supporting measures about organization,system,supervision,and culture to ensure the proposed incentive optimization measures achieve the expected effect.Since the S Airline company we choose is highly representative of China’s civil aviation industry,the research on the incentive strategy of flight attendants and the optimization suggestions in this paper can not only promote the improvement of human resource management of S Airline company but also provide similar service-oriented enterprises with valuable references to foster incentive strategy,which is beneficial to the long-term development of the service industry.