THE PROBLEMS AND COUNTERMEASURES OF INCENTIVIZING FRONTLINE EMPLOYEES IN MANUFACTURING COMPANIES BASED ON ERG THEORY

Abstract

This study addresses the practical challenges of high turnover and ineffective incentive mechanisms among new-generation employees in J Manufacturing Enterprise. Drawing on ERG theory, it focuses on this employee group and develops a satisfaction evaluation framework through literature analysis, questionnaires and interviews, followed by empirical investigation. The findings indicate that, in terms of existence needs, problems include distorted position-based pay, the absence of long-term incentives and perfunctory performance appraisal. With respect to relatedness needs, limited empowerment, insufficient sense of achievement and homogeneous management practices are prominent. In terms of growth needs, employees face restricted promotion opportunities, poorly targeted training and limited participation in decision-making. On this basis, and guided by the principles of fairness, performance alignment, transparency, diversity and sustainability, this study proposes targeted optimization strategies. These findings provide both practical pathways and theoretical reference for improving incentive systems for new-generation employees in manufacturing and building-materials enterprises.