On Porter a Lawler "comprehensive incentive model" in the application of state-owned enterprise restructuring

Abstract: Many companies in the management there are some incentives to employees is not complete, simple incentives, incentive effects of low phenomenon. Analysis and Research Porter a Lawler comprehensive theory of motivation, to get a lot of inspiration from order to improve the effectiveness of employee motivation, business management system to streamline the relationship between work and reward, regulation of employees' expectations, the role of perception to guide employees, highlighting the work of the inherent nature of rewards, so that employees feel a fair business environment and treat, get more satisfaction, to improve the work effort.

Keywords: Incentive Management satisfaction

1 Porter - Lawler "comprehensive incentive model" concept
American behavioral scientist Porter (LWPorter) and Lawler (EELawler) in 1968 <<Management attitudes and performance, "a book made a comprehensive incentive model.

Porter - Lawler's "comprehensive incentive model," outlines the work and obtain performance for reward, to meet the individual needs of the intrinsic link between its logic is: the people's hard work led to achieve good performance, after the performance to be achieved appropriate compensation, and ultimately meet the needs arising from a sense of satisfaction.

"Comprehensive incentive model" in a particular case is called the degree of external stimulation work model effort is: actors motivated intensity and the resulting level of input to the work force. Potency depends on the level of effort and expectations are two key factors potency means: the individual is expected to get the utility arising from the performance value (importance), that is the main sense of meaning. expectation is: the probability of reaching the performance estimates (probability). Only when people act the performance of a potency and expectations while at a certain level in order to promote the individual have a strong driving force of the inner self, and put into action, to point to the behavior of the target. job performance is: performance and the results achieved and it is a multidimensional variable results in different degrees and different cultures have a certain degree of ideological differences, except by the personal efforts of the major factors of impact, but also by other various factors, mainly are: individual ability and quality, working conditions and working environment, external environment and conditions, role perception etc. personal capacity and quality means: an individual engaged in work related to the necessary intelligence, skills, and physical, psychological, environmental conditions and other aspects of launch related quality of quality, which is the completion of tasks, their job performance has been achieved with the conditions. working conditions mean: suitable for work in the external conditions, reflected in the physical environment, interpersonal environment, social environment, safeguard measures aspects. knowledge of the role of perception is that: the individual's own expectations of behavior and understanding of the relationship the organization, which can achieve the desired performance of the three will play an important role, and later trends and development, but also to a certain extent, affected the expected value judgments. reward is: after the job performance of individuals to acquire a variety of remuneration which by external rewards and intrinsic rewards of two parts. The former refers to the objectives to reach, the organization of material rewards and recognition given to encourage etc., are additional compensation of the latter is obtained in the course of their work or performance when the experience of psychological feelings, such as the work itself is fun, a sense of accomplishment, sense of competence, etc., is the inherent nature of the reward, which, around the relationships environment also play an important role of intangible rewards. satisfaction means: an individual to achieve the expected results when the experience level of satisfaction felt with satisfaction is the individual's internal subjective psychological experience, he not only decided to get physical in the actual award pay, also decided on a certain level of individual job performance impact of the expected reward, namely by the "fair hope" impact. that considerable effort and income, with the vertical and horizontal comparison, consider reasonable, will be satisfied satisfied behavior will be under the influence of a sense of effort, but the satisfaction is with time, space and temporal changes of variable factors.

2 Porter - Lawler "comprehensive incentive model" of the specific application
2.1 to break the existing frame to create a new and effective incentives twisting workshop is state-owned enterprise restructuring Xindiliang company under a production and processing plant, there are two production lines imported from Germany, the design production capacity of 1200 tons / year, with management and production line workers, more than 20 people, was formally established in 2000. the original production and processing efficiency is better, but after 2005, with the same type of equipment increased competition, declining number of orders, production capacity has been maintained at around 50% basically at a loss, reduced income workers, low morale.

In 2008, the company's managers from Porter - Lawler "comprehensive incentive model" be inspired, to change ideas, made bold to break the existing frame to create a new assessment and incentives company managers to the shop staff to make a new assessment objectives encourage employees to make performance, increase revenue and stimulate the enthusiasm of employees the company to cancel the original assessment of some of the traditional single project, such as production, quality, unit consumption, the number of days to run, maintenance costs, replaced by the profit simulation workshop assessment, which made the simulation of the monthly profits of the workshop, a certain percentage of the company to be awarded to workshop a month by the Finance Department in conjunction with the production department, marketing department and other departments, independent of the plant full-cost accounting, real, objectively reflect the monthly plant's operating results. results of operations and income of the staff directly linked to reward in part by the workshop at their disposal, and through the system to ensure that plant employees to pay and rewards in proportion to the increase in the company's efficiency, while also simultaneously increased the income of employees fully reflects the "hard work." Meanwhile, the company full decentralization of the workshop, the workshop has the right to deploy staff to arrange for power production planning, procurement of raw materials and product pricing veto, the workshop never concerned about the market and do not care about market rules to active interest in the market, and actively participate in market competition in the market, the product right path, the cost is more real, more tangible benefits.

2.2 Capacity and environmental analysis to determine the appropriate potency and expectations in different positions, the employee's ability to complete tasks of this position plays a huge role in the company in consultation with the Director of opinion on the basis of the workshop, the workshop staff of the appropriate adjustments so that their talent. with good personnel, but also for its ability to play and create the necessary conditions, with the necessary resources, and demonstrate competence to give free space.

Affect their level of effort is the potency of the two factors and expectations, according to expectancy theory, an event input of the staff of the potency and expectations with the goals related to achievement of the goals obtained if the incentive is not attractive to employees, then employee motivation will be affected, if the achievement of the goals of the employees is not practical, employees have no confidence to achieve their goals, then such an incentive to employees as if "water, Jing Zhonghua", employees will not be as impossible things and make every effort to .

Therefore, in the development of assessment indicators, give full consideration to the actual situation of the workshop, after the data for meta-analysis of previous years, to develop the company and workshop for acceptable profit target. Reward the intensity is no longer "hurt does not itch ", but very attractive. Vroom expectancy theory of motivation is the formula: X motivating force = titer expectations. The formula shows that the strength and potency of motivation, expectations proportional to how high potency, such as expectations too low excitation power is limited, and vice versa. expect too much, may be disappointed, leading to frustration, expectations too low development potential, it is difficult to obtain the best results.

2.3 change the identity of employees, increase employee awareness of the Porter - Lawler "comprehensive incentive model" in the "role perception" as to reach "job performance" one of the important factors, through feedback, and then on the "effort" also have an impact. "role concept" is one's own understanding of the role is clear, whether their efforts to point the right direction, to seize their main duties or tasks, identify their overall environment to be proactive and positive task. Links to free download http://www.hi138.com companies after the reform, enterprises from state-owned enterprises into private enterprises, employees also will be transformed into the identity of the company's shareholders and employees double identity , is the company's owner, is "small business", but also employees of the company is "working person." ideological shift, but the staff needs a process that requires positive guidance. employees of the company's ownership level of awareness is not enough, or stay in the original state-owned enterprises in the way of thinking, has not really changed over the company employees had this information, communication and education, so that we unified and increased awareness.

As the company's employees, the work of the initiative can not fully be mobilized, are often passive and negative work, and as the owner, will feel they are part of the company, will have a strong sense of responsibility to do their work seen as their share of responsibility, but also from the heart, it is easier to accept from the company's objectives and requirements, and identify with, for the examination to obtain practical results and lay a solid foundation.

2.4 to ensure a fair and impartial evaluation, improve employee satisfaction incentives will produce satisfaction, depends on encouraging those who receive compensation that is fair and if he considers the principle of fairness, of course, be happy, otherwise you will feel dissatisfied and satisfaction will lead to further efforts Porter - Lawler "comprehensive incentive model", the sense of fairness is to bring the organization reward employees satisfied with the premise.

Equity theory that a person paid to work satisfaction, not only by the absolute value of the impact, but also by the relative value of the impact of their paid employees and the labor to be paid to vertical and horizontal comparison, the labor input and their previous and current remuneration and the remuneration of labor input to conduct a longitudinal comparison, the labor input and will own and others' remuneration and the remuneration of labor input to horizontal comparison result of the comparison is equal, on considered fair and reasonable, if not equal, the same investment, pay less than before, or less than others, they will think it is unfair and unreasonable, it will lead to mental imbalance, producing a sense of dissatisfaction and affect positive behavior.

Therefore, the company has established a fair and impartial evaluation system, a special evaluation team strictly in economic activity each month at the company commented, fully affirming the achievements, never cover up the problem. So that people can really get paid workshop After the return, but also convinced other departments, to avoid the occurrence of conflicts between departments.

2.5 to achieve the effectiveness of incentives, incentives to promote the integrated cycle of integrated incentive model that the staff will promote efforts to improve job performance, job performance will be organized to enhance the award, the organization will reward employee satisfaction, employee satisfaction will continue to work hard, so completed a comprehensive performance management incentive cycle, forming a closed loop system.

After practice, first of all, the spirit of the workshop staff has undergone great changes, we showed good ownership attitude and actively mobilized to plant up and down, day shift staff are often one and a few staff, day shift electrician, maintenance workers, forklift work actively involved in cutting tubes, car repair, packing, loading, etc., regardless of family division of labor, through thick and thin, production line workers, said despite the increased workload, staff does not increase, but to increase labor production rate, lower labor costs, some of the replaced original spare parts repair old, lower spare parts cost, the recycling of paper tubes themselves for re-processing, saving materials costs only in the original workshop production of polyester yarn, based on actively trying to produce other varieties, and success such as nylon, spandex, etc. in the original production of 1000 denier to 3000 only once on the basis of the specifications, technological transformation yourself, now can produce 45 denier to 5000 denier products. also actively developing processing operations, customer regardless of size, service is not off in the stable quality and reduce unit consumption also has a number of new initiatives. shop's slogan is: "can not escape due to quality problems and a customer," "we are more than the price, more than service. "
3 the use of Porter - Lawler "comprehensive incentive model" business should pay attention to several issues
3.1 is a gradual process of assessment and incentive, incentives can form a virtuous circle, depending on a variety of combination of factors can realize through practice, not incentives that set goals, take the incentives, we will be able to obtain the necessary actions and efforts, and to employee satisfaction. To an incentive bonus → → → effort → performance to meet and satisfy the feedback from the efforts of a virtuous cycle, but also on the bonus content, reward system, organizational division of labor, goal-oriented action setting, management, assessment of fairness, leadership styles and comprehensive psychological expectations and other personal factors.

3.2 In the assessment of incentive setting content, should take into account fixed income and variable income ratio in the fixed income to meet basic needs of people living under the premise should be to increase the performance pay, bonuses and other incentive pay levels and weight, the other in the importance of material incentives, we can not ignore the important role of mental stimulation. can not put too much money in proportion, more than 50% becomes unreasonable.

3.3 on the incentives, incentives should be aware of the timeliness, relevance assessment must take into account the actual situation of department or workshop, to operational and control, must not occur out of control, assessment index should be relatively stable, not constantly changing, after a stable period, you can make appropriate amendments; assessment should take into account the company's other departments of fairness to the company's contribution is mainly based on biased will have a contradiction; the department or workshop incentives, while also taking into account the contribution of corporate functions.

4 Conclusion
Incentive model is to fully mobilize the enthusiasm of the staff, so that all employees act in unison with corporate behavior, employee goals with business objectives is consistent, so that employees get the best use of human capital and the largest degree of release, enterprise resource optimal configuration with groups of innovative human capital liquidity, to give more attention to the spirit of encouraging business, so innovative incentive model of human capital as the basic foundation for a shared vision, intended to strengthen the group's mission for business and loyalty, motivate employees for business and community enthusiasm and dedication. By allowing employees to actively participate in decision-making and corporate and employee goals jointly set up a way to make the model dynamic, the first time an accurate picture of the group's developments, in order to establish effective and rapid incentives to work and organization to maintain high expectations. Links to free download http://www.hi138.com