(A) Let knowledge workers demand surplus because most of the human capital manifested as knowledge and skills is the product of education and training investment and time-consuming learning, so its essence is the accumulation of investment, so it has the nature of capital and the nature and right to obtain surplus value. In the information economy, there are many ways to realize the value of knowledge as capital. The realization of knowledge value of knowledge workers is the concrete embodiment of using knowledge to participate in management, and it has great incentive function at the same time.
In order to give full play to the enthusiasm of knowledge workers, we should consider the ways and methods to realize their knowledge value in the management process. We can establish knowledge capitalization's incentive system in enterprises or organizations, and recognize the technical value of employees with core knowledge and ability through technology shareholding. For employees of knowledge management, they can be encouraged to work in the form of management shares, that is, stock options can be used to motivate employees. In the era of information economy, it is even more important to recognize the value of people with capital function and give knowledge management and technology development employees the same important value as capital. Implementing knowledge capitalization incentive system for knowledge-based employees is conducive to stimulating the development of knowledge-based employees' innovative ability, especially for core technicians to focus on professional skills and enhance the core competitiveness of enterprises and organizations.
(2) Give spiritual encouragement to knowledge workers 1. Give knowledge workers learning opportunities?
From Maslow's hierarchy of needs theory, knowledge workers are more at the level of respecting needs and self-realization, so the incentives for knowledge workers can not be limited to short-term incentives such as bonuses and prizes, but need long-term incentives. The incentive method with long-term effect is to link the will of the enterprise with the interests of employees. The channels for enterprises to provide education, training, promotion, consultation, open communication and participation in decision-making are all long-term incentives. This is a new type of spiritual encouragement, that is, giving knowledge workers greater rights and responsibilities and making the managed realize that they are also a member of the management.
2. Create an independent and interactive learning mechanism
The key to autonomous learning is to combine self-study with quality education of employees more closely, encourage and guide employees to learn and master modern scientific and technological knowledge, improve their labor skills and job skills in practice, and make employees constantly update their knowledge structure at work, learn updated knowledge structure at any time, and keep up with the development pace of enterprises, thus becoming the most stable and reliable human resources of enterprises.
At the same time, in the era of knowledge economy, knowledge workers have as much control over knowledge and information as managers. The knowledge and information of knowledge workers often play a vital role in the development of the whole organization, which requires the establishment of an interactive learning mechanism between managers and knowledge workers and between knowledge workers, which is conducive to the exchange and dissemination of knowledge and information. This is not only to establish a platform for information communication and knowledge sharing, so that managers and employees, full-time staff and part-time staff of the organization can fully communicate with each other, but also to create a good environment and atmosphere for knowledge-based employees, so that they can learn all kinds of information and knowledge, realize work and study, encourage more employees and teams to learn, and guide employees to improve themselves in continuous interactive learning.
(3) Strengthen the construction of corporate culture and enhance corporate cohesion. Because knowledge workers have the ability of self-management, they hate the traditional oppressive and imperative management, so they should respect their ideas and viewpoints, so as to give full play to people's own potential and creativity. Therefore, for the management and encouragement of knowledge workers, it is important to create an environment of mutual trust, good cooperation, seeking and abiding by the same values and harmonious interpersonal relationships. Establishing a good corporate culture and related systems and norms, and implementing people-oriented management have a strong role in condensing, guiding and standardizing employees, so that they can be given full play, which is the highest wish of knowledge workers. At the same time, it is necessary to cultivate good team spirit of knowledge workers, so that they can coexist independently and cooperatively, learn from each other and cooperate with each other to jointly promote the development of enterprises.
The above is the answer given by Jingbang Consulting according to your question, hoping to help you. 17 after consulting bangbang, I focused on one thing: share reform.