论文范文5--探究传统传媒行业中的激励方法（5-- explores the incentives in the traditional media industry）

论文范文5探究传统传媒行业中的激励方法（5EXPLORESTHEINCENTIVESINTHETRADITIONALMEDIAINDUSTRY）NATIONALOCCUPATIONALQUALIFICATIONNATIONALUNIFIEDAPPRAISALENTERPRISEHUMANRESOURCEDIVISIONNATIONALPROFESSIONALQUALIFICATIONLEVELTWOTHESISTITLEFULLNAMEIDNUMBERTICKETNUMBERPROVINCESANDCITIESFUZHOU,FUJIANPROVINCEUNITCOVER,PLEASEPRESSTHEORIGINALITSBETTERTOHAVESOMEFIGURES,CHARTSLESSINTHISAREA,ANDGENERALITIESINSOMEPLACESEXAMINEENUMBERSUCHASEXPLORINGTHETRADITIONALMEDIAINDUSTRYSTAFFMOTIVATIONMETHODSBYABSTRACTINTWENTYFIRSTCENTURY,ALONGWITHTHERAPIDDEVELOPMENTOFTHEINTERNETANDOTHEREMERGINGINDUSTRIES,THEADVANTAGESANDDEFECTSOFTRADITIONALMEDIAANDNEWMEDIANETWORKGRADUALLYBECOMPLEMENTARYANDALTERNATIVE,ANDTHEFUTUREDEVELOPMENTTRENDOFITSBEINGANNEXEDTHECORECOMPETENCEOFMEDIAISTALENT,INCHINAMEDIAMARKETINCREASINGLYMATURE,AROUNDTHETALENTMANAGEMENT,COMPAREDWITHMATCHINGINCENTIVESANDCULTIVATIONSYSTEMANDMEDIATECHNOLOGYANDEQUIPMENT,ANDEDITINGBUSINESSMARKETINGANDFINANCE,ISPRECISELYTHEMOSTBACKWARDINORDERTOADAPTTOTHENETWORKMEDIAANDTRADITIONALMEDIACOMPETITION,WEMUSTLEARNFROMTHEHUMANRESOURCESMANAGEMENTMODELOFDIFFERENT,ESTABLISHINGSCIENTIFICHUMANRESOURCEMANAGEMENTSYSTEM,IMPROVETHEINCENTIVEMECHANISM,RETAINANDDEVELOPENTERPRISEDEVELOPMENTTHECOREOFTALENTIINTRODUCTIONINRECENTDECADES,THERESEARCHONTHEINCENTIVEPROBLEMSOFHUMANRESOURCESINENTERPRISESHASBEENTHEFRONTIERANDHOTTOPICINECONOMICSTHEORY,INCENTIVETHEORY,PRINCIPALAGENTTHEORYANDENTERPRISETHEORYRESEARCHANDDEVELOPMENTINTHISFIELDRAPIDLYANDMOSTPRODUCTIVEGAME,HASGREATLYENRICHEDTHEMICROECONOMICS,CONSTITUTETHEMAINSTREAMOFECONOMICSATTHESAMETIME,THEMODERNMANAGEMENTSCIENCEHASBEENTHEENTERPRISEMANAGEMENTINCENTIVESASANIMPORTANTCATEGORYOFORGANIZATIONDESIGNTHEORY,BEHAVIORTHEORY,THETHEORYOFENTERPRISECULTUREAREINTHEBRANCHOFMANAGEMENTINCENTIVETARGETDEVELOPEDINTHEPAST,CHINASMEDIAINDUSTRYHASBEENLISTEDASAUNITOFPUBLICORDER,ANDIMPLEMENTEDADMINISTRATIVEMANAGEMENT,PLAYINGAROLEASAGOVERNMENTAUXILIARYSECTORFROMTHESOURCESOFFUNDS,ORGANIZATIONALSTRUCTURE,PERSONNELSYSTEMS,TYPESOFDUTIESTOTHEQUALITYOFPERSONNELREQUIREMENTSANDBUSINESSDIFFERENCESARERELATIVELYLARGEWITHTHEDEEPENINGOFTHESYSTEMREFORM,THEGAPHASBEENNARROWINGESPECIALLYSINCETHEBEGINNINGOFTWENTYFIRSTCENTURY,THEMAINFUNCTIONOFTHEMEDIAINDUSTRYFROMTHEPAST“SINGLEPROPAGANDA“AND“HEAVYLIGHTPROPAGANDAMANAGEMENT“NOW“TOENSUREPOSITIVEPUBLICITYUNDERTHEPREMISEOFDEVELOPMENTECONOMICCONNOTATION“CONVERSIONUNITARYINSTITUTIONSOFTHEPASTAREBASICALLYTOTRACKTODAY“ENTERPRISEMANAGEMENT“FROMTHENATUREOFTHEINDUSTRY,THEMEDIAINDUSTRYISNOTACAPITALINTENSIVEINDUSTRY,NORISITALABORINTENSIVEINDUSTRY,NORISITATECHNOLOGYINTENSIVEINDUSTRY,ITSHOULDBELONGTOTHEWISDOMINTENSIVEINDUSTRIESTHEMEDIAINDUSTRYDOESNOTLACKPROFESSIONALS,ANDTHELACKOFTHEENVIRONMENTANDSYSTEMTHATENABLESPROFESSIONALSTOGIVEFULLPLAYTOTHEIRWISDOMWITHTHEDEVELOPMENTOFHUMANRESOURCESMANAGEMENT,MEDIAENTERPRISESHAVEBEGUNTOADOPTNEWIDEAS,NEWWAYS,ANDWIDELYUSEOFHUMANRESOURCESMANAGEMENTANDTHEMEDIASINCENTIVEANDINCENTIVEMECHANISMDIRECTLYAFFECTSTHEPERFORMANCEOFTHEMEDIA,DIFFERENTPOLICIESANDINCENTIVESYSTEMWILLBRINGACOMPLETELYDIFFERENTENTERPRISEVALUE,SOTHEMEDIAINCENTIVEANDINCENTIVEMECHANISMISVERYIMPORTANT,THISISALSOANIMPORTANTSYMBOLTOMEASURETHELEVELOFMODERNMANAGEMENTOFANENTERPRISEAVARIETYOFINCENTIVESINTHEFORMOFMEDIADIVERSITY,ASPIRITUALINCENTIVE,MATERIALINCENTIVE,SHORTTERMINCENTIVE,LONGTERMINCENTIVE,BUTHOWTOINNOVATEMEDIAINCENTIVE,REWARDSYSTEM,CLEVERUSEOFINCENTIVE,INCENTIVESTOMAXIMIZETHEMOBILIZATIONOFTHEENTHUSIASMOFTHESTAFF,TOCREATETHEGREATESTVALUEFORMININGMAXIMALPROFITSPACE,ISTHETHEMOSTURGENTPROBLEMOFMEDIAENTERPRISESTHISARTICLEAIMSATTHEDEVELOPMENTMODELOFMEDIAENTERPRISESANDAPPLIESMODERNMANAGEMENTSCIENCETHEORY,STARTINGWITHTHECHARACTERISTICSOFTHETRADITIONALMEDIATALENTS,THISPAPERMAKESASTUDYONTHEFUNCTIONSANDMOTIVATIONOFMOTIVATIONANDHOWTOSETUPINCENTIVEMECHANISMSANDMETHODS,ANDDRAWSSOMEUSEFULINSPIRATIONSTWO,MISUNDERSTANDINGOFENCOURAGEMENT1BACKWARDMANAGEMENTCONSCIOUSNESSTRADITIONALMEDIA,SOMESMALLANDMEDIUMENTERPRISESCOMPANIES,DONOTPAYATTENTIONTOTALENT,WHETHERORNOTTOENCOURAGEAKINDOF,ORPAYATTENTIONTOTALENTINWORDS,BUTTHEACTIONISSTILLTHEPREVIOUSSETTHESEENTERPRISESNEEDTOREFORMTHEIROLDVIEWS,REGARDTALENTSASAKINDOFCAPITAL,SEEPEOPLESPOTENTIAL,PAYATTENTIONTOENCOURAGEMENT,OTHERWISE,THEYWILLBEELIMINATEDTWOTHEREEXISTSTHEPHENOMENONOFBLINDENCOURAGEMENTMANYTRADITIONALMEDIACOMPANIESSEEOTHERBUSINESSESHAVEINCENTIVES,THEIR“YIHUHUHUAPIAO“REASONABLEREFERENCEISNECESSARY,BUTMANYENTERPRISESJUSTDOSOTHISISJUSTLIKETHEMULTIMEDIAPROGRAMSNOWADAYSTHEYCANNOTEXERTTHEIRUNIQUEADVANTAGESWITHOUTIMITATINGEACHOTHERSOWNFEATURESTHEEFFECTIVENESSOFINCENTIVEISNEEDED,ONLYBASEDONTHENEEDSOFENTERPRISEEMPLOYEES,INCENTIVESWILLBEPOSITIVETHEREFORE,TOELIMINATETHEPHENOMENONOFBLINDENCOURAGEMENT,ITISNECESSARYTODOASCIENTIFICINVESTIGATIONANDANALYSISOFTHESTAFF,ANDTOFORMULATEINCENTIVESFORTHEENTERPRISEINVIEWOFTHESENEEDSTHREENONDIFFERENTIATIONORIRRATIONALITYOFINCENTIVEMEASURESMANYOFTHETRADITIONALMEDIACOMPANIESIMPLEMENTINCENTIVESWHENTHEYDONOTHAVEANANALYSISOFTHENEEDSOFEMPLOYEES“ONESIZEFITSALL“USESTHESAMEINCENTIVESFORALL,ANDTHERESULTSAREOFTENCOUNTERPRODUCTIVEATTHESAMETIME,ADIFFERENTREWARDDISTRIBUTIONSYSTEMHASBEENADOPTED,BUTTHESYSTEMITSELFHASNOTHIGHLIGHTEDTHEROLEOFTHECORESTAFF,ORNEGLECTEDTHEROLEOFAPARTOFTHEINDUSTRYCHAIN,ANDITWILLALSODAMAGETHEINTERESTSOFENTERPRISESATPRESENT,INTHEPROFITSPACEANDREWARDMECHANISM,THETRADITIONALMEDIAEDITINGANDEDITINGBUSINESSHASLAGGEDFARBEHINDTHEMEDIAINFRASTRUCTURE,ADVERTISINGANDDISTRIBUTIONASINNEWSPAPERS,JOURNALISTSCANGETROYALTIESANDGOODDRAFTAWARD,GOODLAYOUTAWARDISMUCHLOWERTHANTHEADVERTISINGDISTRIBUTIONSYSTEMPERFORMANCEAWARD,ANDINEDITINGWORKINTENSITYANDQUALITYREQUIREMENTS,ISCLEARLYHIGHERTHANTHEISSUEOFADVERTISING,ANDEDITINGISTHECOREBUSINESSOFNEWSPAPERSNEWSPAPERSANDOTHERQUALITYCANNOTBEIMPROVED,ANDOTHERINCOMECANNOTCONTINUE,ANDITISNOTCONDUCIVETOTHEFUTUREGROWTHOFTHENEWSPAPERINDUSTRYTHEREFORE,WECANNOTADOPT“ONESIZEFITSALL“BETWEENDEPARTMENTS,BUTUSETHERELATIVEBALANCEMETHODTOREWARDINADDITION,THETRADITIONALMEDIASHOULDPAYATTENTIONTOTHECORESTAFFMOTIVATIONSENIORMANAGERS,ADVERTISINGEXECUTIVES,ASWELLASEDITORS,TELEVISIONPRODUCTIONANDOTHERCORETECHNICALPERSONNELAREAMONGTHECOREEMPLOYEES,THEYHAVEHIGHERTHANTHEAVERAGESTAFFCAPACITYSTRENGTHENTHEIRREWARD,YOUCANPLAYTWICETHERESULTWITHHALFTHEEFFORTTHECORESTAFFSHOULDBEMOTIVATEDBYLONGTERMINCENTIVES,SUCHASSTOCKOPTIONSANDTARGETINCENTIVESFOURENCOURAGEMENTISENCOURAGEMENTTHISISACOMMONMISUNDERSTANDINGINMANYTRADITIONALMEDIAENTERPRISESWERECOGNIZETHATWHENWENEEDTOBEDEPRIVED,WECANALSOAROUSESTAFFSTENSIONANDMAKETHEMMOREMOTIVATEDANINCENTIVEMEASUREINANENTERPRISETENDSTOGIVEEMPLOYEESAVARIETYOFWAYSOFDOINGTHINGS,SOMEOFWHICHARENOTWHATTHECOMPANYEXPECTSTHEREFORE,NECESSARYRESTRAINTMEASURESANDPUNITIVEMEASURESARENECESSARYHOWEVER,WESHOULDPAYATTENTIONTOTHEUSEOFPUNITIVEMEASURES,THEPUNISHMENTCANNOTBETOOLARGEMULTIPLEREWARDS,SUPPLEMENTEDBYPUNISHMENTFIVELACKOFCOMMUNICATIONINTHEPROCESSOFMOTIVATIONTRADITIONALMEDIAENTERPRISESOFTENATTACHIMPORTANCETOTHEDELIVERYOFORDERSWITHOUTPAYINGATTENTIONTOTHEPROCESSOFFEEDBACKTHATSNOTGOODFORMOTIVATIONWITHOUTTHENECESSARYCOMMUNICATION,EMPLOYEESAREINACLOSEDENVIRONMENTANDWILLNOTBEHIGHLYMOTIVATEDLEADERSSHOULDNOTONLYFEELTHATTHEYEXISTWHENEMPLOYEESMAKEMISTAKES,BUTSHOULDGIVEMOREPOSITIVEFEEDBACKTOEMPLOYEES,AFFIRMEMPLOYEESANDDISTANCEEMPLOYEES,WHICHISAGREATINCENTIVEFOREMPLOYEESATTHESAMETIME,SHOULDALSOLETSUBORDINATESUNDERSTANDTHEDEVELOPMENTDIRECTIONOFTHECOMPANY,UNDERSTANDTHEREALITYOFTHECOMPANY,CREATEATRANSPARENTENVIRONMENT,PROVIDETHECORRESPONDINGINFORMATIONFOREMPLOYEES,CANGREATLYIMPROVEWORKEFFICIENCYSEVENEXCESSIVEMOTIVATIONSOMEPEOPLETHINKTHEINTENSITYOFMOTIVATIONISBETTERINFACT,THISISAMISTAKE,THINGSINALLTHINGS,SOEXCITEDEXCESSIVEINCENTIVESWILLGIVEEMPLOYEESEXCESSIVEPRESSURE,WHENTHEPRESSUREEXCEEDSTHESTAFFAFFORDABILITY,THERESULTSCANBEIMAGINEDAPPROPRIATEINCENTIVESWILLHAVEPOSITIVEMEANINGTHEREAREMANYPROBLEMSINTHEINCENTIVE,ANDITWILLBREEDNEWPROBLEMSWITHTHEDEVELOPMENTOFECONOMYINADDITIONTOPAYINGATTENTIONTOTHESEPROBLEMS,ITISVERYIMPORTANTFORTHETRADITIONALMEDIATOHAVEASCIENTIFICINCENTIVESYSTEMITISTHEONLYWAYTOCOMBINETHEACTUALCONDITIONSANDCREATEANINCENTIVESYSTEMSUITEDTOITSELFTHREEMOTIVATIONISBASEDONEMPLOYEENEEDSMOTIVATIONISEFFECTIVEBECAUSETHEPEOPLEARECONCERNEDABOUTTHESUCCESSORFAILUREOFTHEMATTERWHENTHEYARECONCERNEDWITHTHEIROWNINTERESTS,WHILETHEINSTINCTOFAVOIDINGDISADVANTAGESWILLTURNTHEPRESSUREINTOMOTIVATIONTHEDIVERSENEEDSOFEMPLOYEESARETHEBASISOFMOTIVATIONINCENTIVESMUSTBEDIRECTEDATTHENEEDSOFEMPLOYEESTOPRODUCEPOSITIVERESULTSGOODINCENTIVESSHOULDALSOGUIDETHENEEDSOFEMPLOYEESTOAHIGHLEVELOFDEVELOPMENTINAWORD,ONLYINCENTIVESTHATSATISFYEMPLOYEESAREEFFECTIVETOESTABLISHINCENTIVESTOSATISFYEMPLOYEES,WEMUSTBASEOURSELVESONTHENEEDSOFOUREMPLOYEESEFFECTIVEINCENTIVESMUSTALSOBESUPPORTEDBYASCIENTIFICEVALUATIONSYSTEMTHEEVALUATIONSYSTEMMENTIONEDHEREINCLUDESPERFORMANCEAPPRAISALSYSTEMANDTHEEVALUATIONOFTHEEFFECTIVENESSOFINCENTIVESOBJECTIVEANDFAIRPERFORMANCEEVALUATIONISTHEAFFIRMATIONOFEMPLOYEESHARDWORKANDTHEBASISOFREWARDSANDPUNISHMENTSFOREMPLOYEESONTHEBASISOFEMPLOYEEPERFORMANCE,REWARDSANDPUNISHMENTSAREGIVENTOEMPLOYEESINORDERTOMOTIVATEEMPLOYEESTHEFUNDAMENTALPURPOSEOFMOTIVATIONISTOENABLEEMPLOYEESTOCREATEHIGHLEVELSOFPERFORMANCEWITHOUTASCIENTIFICPERFORMANCEEVALUATIONSYSTEM,ITISIMPOSSIBLETOASSESSWHETHERMOTIVATIONISEFFECTIVEORNOTWITHTHEDEVELOPMENTOFENTERPRISES,THENEEDSOFEMPLOYEESWILLCHANGE,ANDTHROUGHTHEEVALUATIONOFINCENTIVES,WECANALWAYSGRASPTHEEFFECTIVENESSOFINCENTIVESANDCHANGESINSTAFFNEEDS,ADJUSTINCENTIVEPOLICIESACHIEVETHEBESTEFFECTOFMOTIVATINGEMPLOYEESFOUR、METHODSOFMOTIVATINGEMPLOYEESIJOBMOTIVATION1PROVIDEEMPLOYEESWITHSATISFACTORYJOBSLOVEOFWORKISAPREREQUISITEFORGOODWORK,WHENEMPLOYEESCANALWAYSFEELTHEENVIRONMENTANDJOBSARENOTTIMELY,NOMATTERHOWINCENTIVETHEENTERPRISEWILLNOTHAVEGOODRESULTSTHEREFORE,WHENEMPLOYEESFIRSTARRIVEATAMEDIACOMPANY,HOWTOQUICKLYINTEGRATEINTOTHEENTERPRISE,PROVIDINGAGOODWORKINGENVIRONMENTANDJOBSISONEOFTHEEFFECTIVEWAYSTOCHOOSEENTERPRISESMUSTPROVIDEEMPLOYEESWITHAGOODWORKPLACE,NECESSARYTOOLS,COMPLETEWORKINFORMATION,ANDTHECOORDINATIONOFTHERELEVANTDEPARTMENTSOFTHECOMPANYFORTHEJOBSETTINGS,NOTONLYFROMTHEQUALITYOFSTAFFCONSIDERATIONS,THEQUALITYOFSTAFFISTOOHIGHTOWORKOUTOFINTEREST,QUALITYISTOOLOWTOCOMPLETETHEWORK,NORWILLITBEINTERESTEDINWORKONLYWITHTHEPERSONALABILITYOFEMPLOYEESMATCHTHEWORK,ANDTHROUGHTHEDESIGNOFTHECONTENTOFTHEWORK,MAKEITACERTAINCHALLENGE,AROUSETHESTAFFWORKINTERESTANDENTHUSIASM2STIMULATEEMPLOYEESENTHUSIASMTHROUGHDIVISIONOFLABORDESIGNTHEDIVISIONOFLABORANDREFINEMENTIMPROVEEFFICIENCY,BUTATTHESAMETIMEITALSOBRINGSTHEMECHANICAL,SIMPLEANDBORINGWORK,WHICHMAKESPEOPLETIREDANDLACKOFENTHUSIASMFORWORKJOBDESIGN,ALSOKNOWNASJOBDESIGN,ISDESIGNEDTOMEETORGANIZATIONALGOALSANDCOMBINEMATERIALINCENTIVESWITHSPIRITUALINCENTIVESTOMEETTHENEEDSOFINDIVIDUALEMPLOYEESFORWORKCONTENT,JOBFUNCTIONSANDWORKRELATIONSHIPSTHEDESIGNWORKMAINLYINTHEFORMOFJOBROTATION,JOBENLARGEMENT,JOBENRICHMENT,WORKGROUPAUTONOMYANDFLEXIBLEWORKINGHOURSTHEDESIGNOFTHEMAINFACTORSINCLUDINGWORKCONTENT,WORKRESPONSIBILITIES,RELATIONSHIPS,WORKRESULTSANDFEEDBACK,THEFOCUSISCONDUCIVETOIMPROVETHESTAFFSWORKENTHUSIASM,STIMULATEINTERESTANDENHANCETHESENSEOFRESPONSIBILITY,REDUCEDABSENTEEISM,TURNOVERRATE,IMPROVEINTERPERSONALRELATIONSHIP,SOASTOIMPROVETHEWORKINGEFFICIENCYOFTHEMEDIAFOREXAMPLE,THENEWSPAPERANDTVEDITORSREGULARLYPUTFORWARDAPPROPRIATEIMPROVEMENTREQUIREMENTS,ANDTHROUGHTHESAMEKINDOFJOBROTATION,DEVELOPANDENHANCETHEEDITORIALCREATIVEAWARENESSOFTHECOLUMN,MOBILIZEITSENTHUSIASMANDENTHUSIASMTHREEPARTICIPATIONMANAGEMENTINCENTIVEMECHANISMPRACTITIONERSINTHEMEDIAINDUSTRYAREMORESENSITIVEANDQUICKTOCONTACTINFORMATION,ANDTHEYALSOATTACHMOREIMPORTANCETOTHEIRSOCIALSTATUSINORDERTOMEETTHEGROWINGSTATUSOFEMPLOYEES,PARTICIPATIONINMANAGEMENTNEEDS,EASELABORCONFLICTS,BUTALSOTOFURTHERSTRENGTHENTHECONSCIOUSNESSOFEMPLOYEEOWNERSHIP,WECANAPPROPRIATELYSELECTEMPLOYEESTOPARTICIPATEINMANAGEMENTINCENTIVEMECHANISMTHROUGHASERIESOFSYSTEMSANDMEASURESSUCHASSELFDEVELOPMENTPLANS,RATIONALIZATIONPROPOSALS,EMPLOYEESURVEYS,EMPLOYEEREVIEWS,SELFEVALUATIONS,PEERREVIEWS,ANDBOSSREVIEWS,EMPLOYEESAREIDENTIFIEDINMANAGEMENTANDDECISIONMAKINGTHEMAINFORMOFPARTICIPATIONMANAGEMENTISDIVIDEDINTOCONTROLPARTICIPATION,AUTHORIZEDPARTICIPATIONANDALLROUNDPARTICIPATIONACCORDINGTOTHEDEGREEOFPARTICIPATIONACCORDINGTOINCOMPLETESTATISTICS,ANUMBEROFMEDIAENTERPRISESTOIMPLEMENTTHISMETHOD,GENERALLYCANIMPROVEEFFICIENCYBYMORETHAN20TWOMOTIVATIONFORCAREERDEVELOPMENT1WORKGOALMOTIVATIONGOALMOTIVATIONREFERSTOSETTINGUPAPPROPRIATEGOALSANDSTIMULATINGPEOPLESMOTIVATION,SOASTOACHIEVETHEPURPOSEOFMOBILIZINGENTHUSIASMTHEGOALISTOPLAYAMOTIVATINGROLE,BECAUSETHEGOALISTHEDIRECTIONOFTHEORGANIZATIONANDINDIVIDUALSTRUGGLE,THECOMPLETIONOFTHETARGETISAREFLECTIONOFTHEWORKRESULTSOFTHESTAFF,ISTHEEMBODIMENTOFSTAFFSSENSEOFACHIEVEMENTACCORDINGTOTHESURVEY,JOBSEEKERS,ESPECIALLYTHOSEWITHHIGHACADEMICQUALIFICATIONS,AREMOSTINTERESTEDINTHEFUTUREWHENTHEYCHOOSETOWORKENTERPRISESSHOULDFULLYUNDERSTANDTHEPERSONALNEEDSOFEMPLOYEESANDOCCUPATIONDEVELOPMENTWILLANALYZEITSABILITYANDCANACHIEVETHEGOAL,COMBINEDWITHTHEACTUALBUSINESS,ESTABLISHTHEOCCUPATIONCAREERPLANNINGFOREMPLOYEES,TOPROVIDEFORTHEREQUIREMENTSOFTHEROADTOSUSTAINABLEDEVELOPMENTPROMOTION,PERSONALDEVELOPMENTANDENTERPRISEEMPLOYEESTOGETTHEBESTCOMBINATIONANDTHROUGHTHEWORKSYSTEM,EMPLOYEEINFLUENCE,HUMANCAPITALFLOWPOLICYTOIMPLEMENTINTERNALREWARDS,SOTHATEMPLOYEESFROMTHEWORKITSELFTOGETTHEGREATESTSATISFACTIONWHENEMPLOYEESACHIEVEPHASEDRESULTS,TIMELYFEEDBACKTOEMPLOYEESWILLHELPTHEMFURTHERACHIEVETHEIRGOALSINADDITION,REWARDSSHOULDBEGIVENTOEMPLOYEESWHOACCOMPLISHTHEIRGOALSANDRECOGNIZETHEIRWORK2COREMEMBERTRAININGTALENTISTHEMEDIAINTHISCOMPETITION,THEESTABLISHMENTOFTHECORETEAMOFAVIBRANTANDRELATIVELYSTABLEMEDIAISTHEKEYTOFORMTHECORECOMPETITIVENESS,ANDTHEDEVELOPMENTOPPORTUNITIESANDTHEFUTUREISVERYONEOFTHEEMPLOYEESINCENTIVEVALUE,THEEFFECTIVEUSEOFTHECOMPETITIONMECHANISM,SUBECHELONTRAININGSELECTIONFORMEDAHIGHQUALITYANDPROFESSIONALCORETHETALENTTEAM,ISCONDUCIVETOLONGTERMSTABLEDEVELOPMENTOFENTERPRISESINTHEPROCESSOFDEVELOPMENT,COREPERSONNELSHOULDBEGIVENMORETRAININGANDOPPORTUNITIESFORPERSONALDEVELOPMENT,ANDTHROUGHTHECORRESPONDINGINCENTIVES,SOTHATTHECOREMEMBERSINTHEPERSONALGOALDRIVEN,TOACHIEVETHECLIENTSGOALBECAUSETHECOREMEMBERSHAVECERTAINPOWERS,THEASYMMETRYOFINFORMATIONMAYMAKETHEMLOSECONTROLOFTHEMSELVESMANAGEMENTINCENTIVEMECHANISMCANBETTERSOLVETHISPROBLEM,ANDENSURETHEREALIZATIONOFTHECLIENTSGOALATTHESAMETIME,BECAUSEOFTHEIMPORTANTROLEOFTHECOREMEMBERS,THEINCENTIVEMECHANISMOFENTERPRISEORGANIZATIONSCANBEIMPLEMENTEDONLYIFTHEYAREMOTIVATEDATTHESAMETIME,THEINCENTIVEISEFFECTIVE,BECAUSEWHENPEOPLEARECONCERNEDABOUTTHEIROWNINTERESTS,THEYWILLPAYSPECIALATTENTIONTOTHESUCCESSORFAILUREOFTHEMATTER,ANDTHEINSTINCTOFAVOIDINGDISADVANTAGESWILLMAKETHEPRESSUREOFFACINGTHECRISISTURNINTOMOTIVATIONYOUCANIMAGINE,PEOPLEINLOWERINCOME,BEFORELOSINGTOWORKANDOTHERTHREATS,WILLBEHARDWORKELIMINATIONSYSTEMISTOIMPROVETHECOMPETITIVENESSOFTHEORGANIZATION,THROUGHTHESCIENTIFICEVALUATIONMETHOD,REASONABLESORTOFEMPLOYEES,FORRANKINGONEMPLOYEES,ACCORDINGTOACERTAINPROPORTIONOFTHENUMBEROFPOST,ORDEMOTIONORDISMISSALTHEPURPOSEISTHROUGHTHEBOTTOMOFFORCEDOUTTOENHANCETHEIRSENSEOFCRISISANDURGENCY,TOIMPROVETHEIRWORKQUALITYANDWORKEFFICIENCY,PROMOTETHEOVERALLPROGRESSOFTHEORGANIZATIONTOACHIEVETHREESALARYINCENTIVETHEESTABLISHMENTOFINCENTIVEMECHANISMINCENTIVESYSTEMMAINLYFROMTWOASPECTSOFMATERIALANDSPIRITOFTHEMATERIALREWARDSTOWAGES,BONUSES,BENEFITSANDOTHERECONOMICMEANSTOMEETTHEMATERIALNEEDSOFEMPLOYEESINCENTIVESTOSTIMULATETHEENTHUSIASMOFSTAFFHASWHENCANBEGRANTEDASYMBOLICMEANINGOFTHETITLE,ALSOCANBEINRECOGNITIONANDAPPRECIATIONOFBEHAVIORSANDVALUESTHEONPERSONALTRAININGANDDEVELOPMENTOFFUTUREPROMISE,RECOMMENDEDADOPTION,INORDERTOSHOWPERSONALOPPORTUNITIES,WORKINTERESTINGANDSTABILITY,THELEADERSHIPOFTHEIRWORKUNDERSTANDING,CAREANDAPPRECIATION,WORKINGENVIRONMENTANDWORKINGCONDITIONSIMPROVED,COLLEAGUESUNITYANDHARMONY,ISTHESPIRITUALMOTIVATIONFACTORS1,ESTABLISHANELASTICSALARYSYSTEMTHEREQUIREMENTOFASOUNDANDREASONABLESALARYSYSTEMISFAIR,COMPETITIVE,ENCOURAGING,ECONOMICANDLEGALTHEPRINCIPLEOFTEAMWORK,IMPLICITANDWINWINSHOULDBEHIGHLIGHTED,SOTHATPEOPLECANREALIZETHATONLYTEAMWORKCANBENEFITFROMTHEMTHEMEDIAINDUSTRYISNOTREASONABLESALARYSTRUCTURE,THEGAPISNOTBIG,ORIENTATIONISUNCLEAR,INCENTIVEPROBLEMSISNOTOBVIOUS,SHOULDBREAKTHEORIGINALMEDIAINDUSTRYSALARYSTRUCTURE,SALARYSTRUCTUREOPTIMIZATION,ACHIEVEOUTSTANDINGINCENTIVEFUNCTION,INCENTIVEANDGUARANTEEANDREGULATETHEFUNCTIONSOFTHETHREECOORDINATION“,TOESTABLISHSALARYINCENTIVEBASEDOUTSTANDINGABILITY,SALARYANDPERFORMANCEPAY“THREEYUAN“STRUCTUREOFTHEOVERALLSALARYSTRUCTURE,FORMACAPABLE,LIGHTLET,YONGZHE“EMPLOYMENTMECHANISM,INSPIRETHEPOTENTIALOFEACHEMPLOYEETHE“THREEYUAN“SALARYSTRUCTURECONSISTSOFTHREEPARTSBASICSALARY,POSTSALARYANDPOSTPERFORMANCEPAYTHEBASICWAGEISPAIDBYTHESTATEASTHEMAINBODY,MAINLYFORTHEPOSTSALARY,THEBASICLIVINGEXPENSESFOREMPLOYEESANDTHEIRFAMILIES,ANDREFLECTSTHEGUARANTEEFUNCTIONOFTHESALARYJOBWAGEISCOMPOSEDOFTECHNICALDUTYALLOWANCEANDLEADINGDUTYALLOWANCEITISDETERMINEDBYTHERELATIVESIZEOFTHESTAFFSPROFESSIONALTECHNICALABILITYANDMANAGEMENTABILITY,MAINLYFORTHEABILITYTOPAY,REFLECTINGTHEADJUSTMENTFUNCTIONOFSALARYPOSTPERFORMANCESALARYISDETERMINEDACCORDINGTOTHEIMPORTANCE,QUALITYANDQUANTITYOFTHESTAFFPOSITION,ANDEMBODIESTHEINCENTIVEFUNCTIONCONSIDERINGTHEBASICFAMILYLIVINGEXPENSESUNDERTHREEYUANSALARYSTRUCTURERATIOCANREDUCETHEBASICWAGERATIO,IMPROVETHEREGULATORYFUNCTION,ESPECIALLYTHEINCENTIVEFUNCTIONOFTHEPROPORTIONOFOUTSTANDINGSALARYINCENTIVEFUNCTION,TOREALIZETHETRANSFORMATIONOFTHEREMUNERATIONSYSTEMTOINCENTIVEATPRESENT,SOMEMEDIAPAYREFORMPRACTICE,THE“THREEYUAN“SALARYSTRUCTUREINTHEBASICWAGE,JOBPAYANDPERFORMANCEPAYSALARYRATIO401050ISMOREAPPROPRIATEATTHESAMETIME,ACCORDINGTOTHEWORKINGCHARACTERISTICSOFTHEMEDIAINDUSTRYEMPLOYEESANDPROPERTY,INACCORDANCEWITHTHEESTABLISHMENTOFINCENTIVEPOSTPERFORMANCEWAGESYSTEMPRINCIPLE,FOCUSONDETERMININGTHEPERFORMANCEBASEDSALARYOFREPORTERSANDEDITORSANDMANAGERSOFTHETWOTYPESOFPERSONNELCALCULATIONMETHODPOSTPERFORMANCEWAGEREPORTERSANDEDITORSCANQUANTIFYTHEFORMULA,DIRECTLYWITHTHEREPORTERSANDEDITORSOFTHEMANUSCRIPTOFTHEQUANTITYANDQUALITYOFHOOK,ESTABLISHAMOREANDMOREOUTSTANDINGPERFORMANCEREFLECTSTHEABILITYANDINCENTIVEPOSTPERFORMANCEWAGESYSTEMTHEMANAGEMENTOFMANAGERSISDIFFICULTTOQUANTIFY,ANDTHEIRABILITYANDPERFORMANCEAREMAINLYREFLECTEDINTHEIRABILIT