Research On Optimization Of MT Delivery Rider Incentive Strategy Under The Background Of Gig Economy

With the wide application of Internet technology,based on the rapid development of new economies,new industries and new formats such as mobile Internet,big data,cloud computing,Internet of Things,platform economy,and sharing economy,a large number of new employment opportunities have been born,making the promotion of the gig economy possible.In the post-pandemic era,when the virus sometimes prevented people from going out freely,delivery riders responded and became ferrymen in the city.Among the gig workers,there will be many workers who are engaged in end-of-line delivery-delivery riders,who are trapped in the platform algorithm,piece-rate,bad reviews,and identity upgrade system,so that they may not be able to get the incentive they deserve.Especially in the settlement of salary,it will eventually be reflected in various fines,deductions,and demotions.Its unreasonable rewards and punishments and imperfect incentive mechanism have become important factors affecting the enthusiasm of takeaway riders and restricting the development of the gig economy.Aiming at the reality and root cause of the weakening of the incentive effect of MT delivery riders,this paper analyzes the incentive strategy of MT delivery riders based on the current situation of delivery rider incentives,based on human resource management and organizational behavior,and based on the long-term development of MT delivery riders.Through questionnaire survey method and internal interview method,combined with classic theories such as fairness theory,Maslow’s hierarchy of needs theory and reinforcement theory,the optimization of MT enterprise takeaway rider incentive strategy was carried out from five aspects: salary incentive,performance incentive,promotion incentive,training incentive,and corporate culture incentive.It is believed that the working relationship between riders and MT platforms is more loose,and the fragmentation of rider relationships leads to de-fixed compensation;Enterprises are more inclined to platform management,through intelligent algorithm management,so that platform management becomes more indirect and obscure,and the evaluation feedback of platform consumers is used as the basis for performance evaluation;Gig workers have a low threshold and wear multiple hats,making it difficult to provide them with personalized employment training assistance;For employees at different levels,promotion incentives tend to be homogenized and undifferentiated;The corporate philosophy of pursuing speed and customer evaluation and leading to high mobility of riders are important factors affecting corporate culture incentives,and diversification and mobility are large and only focus on current interests,and corporate incentive culture is difficult to maintain stably and sustainably.Through relevant research and demonstration,this paper draws the following important conclusions: MT enterprises must achieve the following five points if they want to effectively achieve the purpose of incentive optimization of takeaway riders: the salary incentive adopts the piecework floating system and integrates the reward mechanism.Establish a reward gradient mechanism.Clarify the delivery rider’s time frame,rest days,and standard variable pay.Optimize the payment process of rider remuneration and establish a more standardized and transparent online payment process for remuneration subsidies;Performance incentive implements process management,jumps out of the trap of game upgrade,and pays attention to the detailed assessment of the rider process.Performance appraisals take into account the rider’s process motivation.Optimize system settings and establish a green channel for rider appeals;Training incentives promote lifelong development,and establish a new model of shared and exchangeable training.For riders at different stages of the job,provide a number of learning sections to improve professional skills and provide professional guidance for riders’ career development;Promotion incentives to create professional benchmarks,and special integration mechanisms should be established under the premise of conventional promotion mechanisms.Improve the transfer mechanism for riders to help them transition to a career development direction that is more in line with their personal plans.launched the Rider Development Incentive Award to fund lifelong learning projects for riders;Corporate culture stimulates humanistic care.Create a new incentive strategy for human-machine collaboration,form an atmosphere of corporate care,pay attention to the insurance protection of riders and the construction of trade union organizations,and pay attention to the professional identity of riders.