| ACKNOWLEDGEMENTS | 第3-4页 |
| 摘要 | 第4-5页 |
| Abstract | 第5页 |
| LIST OF ABBREVIATIONS | 第6-17页 |
| 1 Introduction | 第17-21页 |
| 1.1 Research Background | 第17页 |
| 1.2 Significance and Objective of Research | 第17-18页 |
| 1.3 Research Method | 第18-19页 |
| 1.4 Research Content and Frame | 第19-21页 |
| 2 Literature Review | 第21-30页 |
| 2.1 Motivation theories overview | 第21-24页 |
| 2.1.1 Maslow's "hierarchy of needs | 第21-22页 |
| 2.1.2 Adams equity theory | 第22页 |
| 2.1.3 Herzberg's "two-factor”theory | 第22页 |
| 2.1.4 Victor Vroom’s expectancy theory | 第22-23页 |
| 2.1.5 Goal-setting Theory | 第23页 |
| 2.1.6 ERG thory(Existence、Relatedness、Growth Theory) | 第23页 |
| 2.1.7 The third kind of driving thory | 第23-24页 |
| 2.2 Motivation mechanism optimization principles | 第24-29页 |
| 2.2.1 Objectives combines’ principle | 第24页 |
| 2.2.2 Synchronization motivation theory | 第24-25页 |
| 2.2.3 Timeliness principle of motivation | 第25页 |
| 2.2.4 On-demand motivation principle | 第25-29页 |
| 2.3 About the demand for skilled workers and the dynamic research of incentive | 第29-30页 |
| 3 CASE DESCRIPTION | 第30-44页 |
| 3.1 Company Profile | 第30-37页 |
| 3.1.1 Guangzhou MINO Automotive Equipment Co. Ltd | 第30-33页 |
| 3.1.2 Technician Overview | 第33-35页 |
| 3.1.3 The characteristics of the technical personnel | 第35-37页 |
| 3.2 Status incentives | 第37-40页 |
| 3.2.1 Incentive pay system and the status | 第37页 |
| 3.2.2 Performance appraisal system and its incentive Status | 第37-38页 |
| 3.2.3 Status career management and career incentives | 第38-40页 |
| 3.3 MINO technician staffs Incentive Survey | 第40-44页 |
| 3.3.1 Questionnaire approach | 第40页 |
| 3.3.2 Questionnaire design | 第40页 |
| 3.3.3 Questionnaire analysis method | 第40-41页 |
| 3.3.4 Questionnaire results | 第41-44页 |
| 4 CASE ANALYSIS | 第44-53页 |
| 4.1 The effect analysis of the existing salary system lack of incentive | 第44-46页 |
| 4.1.1 The salary is tied to the working life and is not related to the actualworking ability | 第44页 |
| 4.1.2 Different pay for the same work | 第44-46页 |
| 4.1.3 F level technical staff salary less than Egrade technical staffs for haveno OT | 第46页 |
| 4.2 Performance Appraisal System lack of incentives | 第46-49页 |
| 4.2.1 A-E grade technical staff performance pay difference is too small | 第46-48页 |
| 4.2.2 The existing performance evaluation methods are too formal, lack of vitality and innovation awareness | 第48-49页 |
| 4.3 Promotion system lack of incentive | 第49-50页 |
| 4.3.1 OJT Promotion system in not effective | 第49-50页 |
| 4.3.1.1 Difficult to promotion | 第49页 |
| 4.3.1.2 Management position are appointed by executive | 第49-50页 |
| 4.3.1.3 E Grade employees are unwilling to be promoted to Grade F | 第50页 |
| 4.4 Bonus and equity incentive lack of effect | 第50-53页 |
| 4.4.1 Incentive system lack of pertinence | 第50-53页 |
| 4.4.2 Static incentive mode, lack of scientific nature | 第53页 |
| 5 Optimal Design incentives | 第53-71页 |
| 5.1 MINO Incentives optimization principles | 第53-59页 |
| 5.1.1 Based on the enterprise strategy, target to determine the correspondingincentive mechanism | 第55-56页 |
| 5.1.2 Incentive system according to MINO Technicians staffs features on-demand Settings | 第56页 |
| 5.1.3 Fully analyzed the incentive effect of three factors (motivation, healthcare, to motivate) | 第56-59页 |
| 5.2 MINO Incentives optimization methods | 第59-71页 |
| 5.2.1 Reward system optimization | 第59-60页 |
| 5.2.2 Working achievement system optimization | 第60-63页 |
| 5.2.3 Professional development system optimization | 第63-65页 |
| 5.2.4 Dynamic analysis of technical staff of different levels of motivation andmotivating factors, improve the effectiveness of the incentive system | 第65-68页 |
| 5.2.5 More autonomy of technician’s employees | 第68-71页 |
| 6 The security premise of implementation of the new incentives | 第71-73页 |
| 6.1 Guarantee premise to new incentives execution | 第71-73页 |
| 6.1.1 The guarantee of 20 million bonus | 第71页 |
| 6.1.2 High elastic composite reward detailed quantitative optimizationscheme reward standard | 第71页 |
| 6.1.3 Existing staff OJT promotion way for examination and assessment ofthe performance appraisal index percentage limit | 第71-73页 |
| 7 CONCLUSION | 第73-74页 |
| 7.1 Research conclusion | 第73页 |
| 7.2 Prospects for future research | 第73-74页 |
| REFERENCES | 第74-76页 |
| APPENDIX | 第76-84页 |
