Case Study Of Non-material Incentives And Happiness Sense Of New Generation Employees In YB Company

In the 21st century,"Cenozoic employees" have become the main force of enterprises,and the quality and capability of the new generation of employees will determine the core competitiveness of enterprises.How to effectively motivate the new generation of employees,improve their sense of well-being and give full scope to their talents,is the key to be in an impregnable position in the fierce market competition and then to realize sustainable development.Taking the Aviation Industry Xin hang Group YB company as a case,this thesis studies the achievements,experiences and limitations obtained by carrying out a variety of "non-material incentives" to promote of new-generation employees’ well-being.In case study,first-hand information is firstly collected through interviews,observations and so on,and problems such as sense of belonging and low loyalty are fully investigated among the new-generation staff of the YB company.After that,carrying out "five disciplines” training,creating “happiness" team,shooting "best YB people" films and other non-material incentives are practiced.And what’s more,the real case of unshakable new-generation technical experts in the face of high salary "headhunter" is vividly displayed.Finally,YB’s practical explorations and non-material incentive success are shown.In the case analysis section,at the same time,using the method of questionnaire investigation and statistical analysis and combining with the YB company’s newgeneration staff well-being questionnaire and the survey result,YB company’s non-material incentive achievements and deficiencies are effectively identifiedIn Combination with the theory of double factors,YB company’s non-material incentives are analyzed,and the results of the questionnaire survey is validated.Then we come to the research conclusion safely: integrating the idea of creating an enterprise with happiness into the enterprise culture,providing employees with better growth platform through the joint of colleges and enterprise,shaping corporate spirit and improving cohesive force,attaching great importance to the emotional exchange and communication,continuous innovation,meeting the demand of diversification,inspiring the soul of culture,are all the successful experiences of non-material incentives.Combining theoretical analysis and field survey results,we can innovative present the suggestions of more accurately career planning,personalized incentives,joint of "lean culture" and "happy culture",setting up psychological counselors and psychological decompression chamber,and other suggestions for improvement.This study is expected to provide reference enlightenment to the enterprises which are also confused to manage and motivate new generation employees,to help enterprise managers to be more scientific,efficient and target-oriented in the process of implementation of incentives.