Demand Analysis Of Knowledge Workers

< p > with the continuous progress of society, the working nature, working methods and environment of knowledge workers are different, making them form a unique way of thinking, emotional expression and demand characteristics.

Therefore, compared with the traditional employees, the demand characteristics of knowledge workers have changed greatly.

The main manifestations are: < /p >

< p > 1, job autonomy needs.

Compared with simple manual workers, knowledge workers generally do not work simply and repetiously, but in complex and uncertain environments, relying entirely on their own knowledge endowment and inspiration to deal with all kinds of possible situations, and do creative work. Therefore, knowledge workers have strong independence and autonomy in their work.

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< p > generally speaking, the characteristics of knowledge workers are reflected in the flexibility of workplace, < a href= "//www.sjfzxm.com/news/index_c.asp" > working hours < /a > and the requirement of loose organizational atmosphere.

Knowledge workers are not only unwilling to be subject to things, but also do not like their plans and measures to arrange everything they want to do. The knowledge workers emphasize more on self guidance and self management in their work and do not want to be controlled by others.

How to create a relaxed working environment for employees and give them certain autonomy and autonomy has been regarded as an important incentive measure for knowledge workers.

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< p > 2, learning and self-development needs.

Compared with other types of employees, knowledge workers attach more importance to promoting their continuous development and challenging work. They have a continuous pursuit of knowledge, individual and career growth.

This is because, on the one hand, knowledge workers have higher personal qualities. After meeting the low level of physiological and safety needs, they will pursue higher levels of self-development needs. On the other hand, in order to maintain their innovative ability and value, knowledge workers need to learn continuously, exchange information with others, share knowledge, and plan and practice their own careers, which are all knowledge workers' needs for self-development.

Therefore, organizations are required to create a good learning environment to meet their knowledge renewal and career development needs.

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< p > in addition, starting from the motivation factor of self-development, we can draw a series of needs of knowledge workers, such as the demand for training, the need for promotion and the need for career development management.

Recognizing this is helpful for enterprises to implement targeted incentives.

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< p > 3, work achievement and < a href= "//www.sjfzxm.com/news/index_c.asp" > self value < /a > realization needs.

Compared with the general employees, knowledge workers have relatively higher income, and material needs can basically be guaranteed.

Therefore, they are more concerned with respect for needs and self actualization needs.

They are keen on challenging work, strive for the perfect results, and regard the quality of the results as the proof of their efficiency and ability; they are willing to find problems and find solutions to problems, expect their work to be more meaningful, and contribute to the enterprise, eager to fully display their personal intelligence and realize their self-worth through this process.

Due to the high importance of self-worth, knowledge workers express their strong desire and desire for success. Therefore, they pay special attention to the evaluation of others, organizations and society, and strongly hope that they can get the recognition and respect of the society.

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< p > 4, the demand for < a href= "//www.sjfzxm.com/news/index_c.asp" > high salary < /a >.

Wages and other factors are classified into the category of health factors in Hertz Berg's two factor theory, that is, salary does not have incentive effect.

However, considering the reality of our country, there are equalitarianism in the distribution of wages in many enterprises in China. The value creation of knowledge workers does not match their income. In the market economy, people's values have changed. Salary does not only mean the return of labor, but a yardstick of self-worth, which marks the status of a person in an enterprise or society.

Therefore, in our country, remuneration is still the most important incentive factor.

This is determined by the relatively low level of remuneration in our country at this stage.

Getting a reward commensurate with your contribution and sharing the wealth you create will undoubtedly enhance the satisfaction of knowledge workers.

High salary not only gives the knowledge-based staff survival and development adequate material guarantee, but also reflects the achievement of high achievement and the realization of its own value.

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< p > analysis shows that with the continuous progress of society, the needs of knowledge workers are developing towards individuation and diversification, and the intensity of various needs is different.

In the actual motivation of enterprises, we should try to meet the needs of knowledge workers, which is the direct cause of the incentive effect.

In order to fundamentally solve the problem of motivating knowledge workers, we must thoroughly analyze the complex needs of knowledge workers and identify the corresponding incentives so as to achieve the real goal of enterprise incentives -- a win-win situation for individuals and enterprises.

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