| Summary: | 碩士 === 朝陽科技大學 === 企業管理系碩士班 === 94 === This study of Marukoh focuses on the non-monetary encouragement strategy, with two major purposes:
1.) how the management could effectively and continuously promote the working satisfaction for the employees of traditional industries
under non-monetary encouragement.
2.) how to turn the monetary rewarding into different kind of non-monetary encouragement policy.
The study uses seven factors, including salary, welfare, performance, training, job-rotation, information and leadership, as the investigation basis, and divided the employees into 3 category, study their view regarding the “ effectiveness of encouragement “ and “ feasibility ” for all the items, through the analysis of this study, hope to provide an effective and persistent rewarding system, as a reference, for Marukoh to establish and execute her future rewarding policy.
The study found departmental supervisors and above care about career development and job planning > psychological coverage > practical level measure. Group leaders believe that career development and job planning > practical level measure > psychological coverage. And the general employees attach to the importance of the practical level > career development and job planning > psychological coverage.
From the data collecting, we found that welfare policy, performance system and training program, are below average on both the degree of care and the actual execution status,The study showed that shopping mall coupon and voucher、 has supervisor as deputy during training course, no worries、 and free accommodation for employees and families at certain resorts are ranking the top three for the efficiency and feasibility for non-monetary rewarding system.
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