1、Executive Abstract:In todays society,competitiongradually becomes the talent competition not only stayingin the price and resources.In order to retaintalent,enterprizes must have themanagementand incentive mechanism.However,in some companies,there aremany problemsexistingsuch as therewards,punishmen
2、t mechanism,unclear servicestandards,the staff dedication,sense of achievement and belonging andidentitying problemsetc.This article takes JiangsuJiangzhong construction company as the example and use Maslows hierarchy of needs theory to analyze and evaluate the companymanagement incentive mechanism
3、 .we find that theproblems of companymanagement incentive mechanism and main causes.At last,this article puts forwardmeasures and suggestions to provide reference forthe construction ofthe incentive mechanism of other similar types company in China.Directory1Introduction11.1Maslows hierarchy of need
4、stheory11.2reasons for selectionof Maslows hierarchy of needstheory12TakingJiangsu Jiangzhonggroupas an example12.1 The basic situation ofthe company12.2Problems22.2.1management concepts backward22.2.2Management is not based onevaluation mechanism22.2.3Employee training system is not perfect22.3Appl
5、ication ofMaslows hierarchy needs theory32.3.1Measures to meet Physiological needs andSafetyneeds32.3.2Measures to meet Love and belonging needs and Esteem needs32.3.3Measures to meet Self-actualization33Recommendations44 Reference41Introduction1.1Maslows hierarchy of needstheoryMaslows hierarchy of
6、 needstheory is also called thehierarchy theory of needs,put forward by psychologistMaslow.Maslows theory of the demand isdivided intoPhysiological needs,Safetyneeds,Love and belonging needs,Esteem needs andSelf-actualization,followed by a lowerlevel to a higher level,as shown in figure 1.Food,water
7、,air,sexuality and healthSafety,stable life,threats and diseaseAchievement,fame,position and promotiontrue,goodness,beauty and the life realm needsFriendship,love and affiliation self-actualizationEsteem needsLove and belonging needsSafetyneedsPhysiological needs Figure 11.2reasons for selectionof M
8、aslows hierarchy of needstheoryThis article Choses Maslows hierarchy of needstheory becauseMaslows hierarchy of needs theoryreflects the commonlaw of humanbehavior and mental activitiesin a certain extent.Maslow seized the key issue from the peoples needs and motivation to explore and studyingthe be
9、havior of people;Maslow pointed outthat human needsare constantly developingfrom lower level to higher level and this trend isbasicallyaccord with law of development needs.Most peoplesneed structuresare very complex andthere are manyneeds affectinour behaviors.In general,higher level needshave suffi
10、cient vitalitydrivingbehavior only thelower levelsbe met.The wayato meet theneedsof higher levelare more than theways to satisfythe lower levelrequirements.2TakingJiangsu Jiangzhonggroupas an example2.1 The basic situation ofthe companyJiangsu Jiangzhong groupis a construction unit developing from a
11、 small workshop and has anational classenterprise qualification,ownning 10construction companies.The organizational structure of the companyis the chairman responsibility system and the branch generalmanager responsibility system.The general manageris responsible foroperatingsubsidiaries and submits
12、 annualprofit30%managementfee to theheadquarters.The lastfunds are for thesubsequent development of the company.Its management modein thesimilar enterprises istypical.The company has more than 10000 employees,so it has rich human resources and it is easy for us to find theproblems.The JiangsuJiangzh
13、onghas its own spirit of enterprise, pragmatic,pioneering and innovative, concepttalentis the core,qualityis the center,the developmentof life,tenet honesty,customer first,casting construction in high quality.2.2ProblemsJiangsu Jiangzhong group develops in a high speedsince its inception.It experien
14、ced the mostbrilliantconstructionhistory of Chinafor ten years.In this ten years,JiangsuJiangzhonggroupaccumulated abundant capitaland a wealth of management experience.Althoughall aspects of Jiangsu Jiangzhong groupdevelops well,there aresome common problemsin the management.2.2.1management concept
15、s backwardJiangsu Jiangzhong groupsproject managersgenerallydevelop from the bottomof thestaff.With no managementknowledgebackground,their culture levelis not high.Some managersthink that staff motivation isaregularjob,which does not spend toomuch energy.The result is that a lot of talentfrequently change jobs.As we can see in the c
