【正文】 e individual will to pursue other aspects of their needs. According to Maslow39。s theory gained allpervading recognition, especially gained the recogniztion from practice by many managers. This is mainly due to the theory simple and clear, easy to understand the inherent logic. Its maximize usefulness lies in the fact that it points out the need for every person. As managers, in order to effectively, it is necessary to understand their subordinates what is need to meet. Expectancy theory of motivationExpectancy theory of motivation is proposed by Fulumu(V. H. Vroom) who is the United States psychologists. The basic viewpoints of Expectancy theory of motivation is: People expect their actions will help to achieve a certain target circumstances, will be incentive to do certain things together to achieve our goals. Performance is the three function of perceived: expectations, relevance and potency. From the point of view of psychological, Expectancy theory of motivation has three specific psychology relation:First, Effortperformance linkage refers to the perception of individuals through efforts to achieve the desired performance tarts possibility. Second, Performancereward linkage is a person through a certain level of the efforts to achieve the desired level of pay , Reward attractiveness shows the achievement of the expected results or remuneration received by the individual concerned how much importance. As enterprise managers, Expectancy theory of motivation provides such a management way: every employees in the three psychological linked to the drive, the choice and tropism usually through the four steps :First, the work brings what results to the , the results has how much more attractive to the , achieve this result, what need to do by the , From the point of view of staff, achieve such a result needs how much probability of success. Nanjing DE valve factory the problems and causes of pensation management and the analysis of problem Compensation system lack of strategic thinkingIn the reform process of stateowned enterprise, the internal reform of the pensation system is always the summit concerned by all the levels of managers. The reform of enterprises pensation system throughout the entire process of state owned enterprises reform. While managers at all levels pay great attention to design and pay system reform in China but the majority of businesses pay system still faced with many problems and shortings at present, and many enterprises’ employees is not high satisfaction of the pensation system, the pensation system of enterprises has failed to play the role of incentive, didn’t bee the norm to workers. Like other stateowned enterprises. When the Nanjing DE valve factory carry through the pensation management, also not fully understand that the pensation system of enterprises must support and services to the enterprise39。 And nonkey positions in the pensation higher than the market level. The pensation of ordinary workers is higher than the market price. From the exterior, nonkey positions ordinary workers of enterprise whose pensation their salary level higher than the average level in society, one side it increases the cost of human and waste the limited financial of enterprises, as ordinary employees in the labor market, especially in the large population of urban areas is a serious oversupply. There is absolutely no need to pay their high pensation, even paid high wages to stimulate all thei r enthusiasm, but is not worth from the input and output view of the relative efficiency , form the internal, noncritical positions in higher pensation levels, contrast, key positions on the low pensation levels, it will increase the sense of unfairness in key positions, in the important positions of workersThe staff of some key posts and important positions of the enterprise, their pensation were lower than the prices of market pensation. As we all know, the pensation level of enterprises i n the talent market, and even the whole society should certainly attractive, In order to attract and retain talent, it can be overe petitors. For firstrate talent should be given firstclass return. If the key employees and the core staff ine low er than the standards of social level, external petitiveness will be relatively weak, it will make the enterprises fail to hold the human, and led to serious unreasonable human resource structure in the enterprise. From the circumstances of investigation by us, on the one hand, many employees discontent the existing pensation system in the reflected rewards。 give priority to efficiency and give consideration to fairness。 at the same time, appropriate increasing the total pensation, reasonable widening ine gaps. The pensation of production quality piecework system of frontline staff (1)Basic ideas There are 195 frontline workers in the factory, such as latheman, miller, planer, grinder, locksmith and so on, their pensation carry out The pensation of piecework system. Compensation quality piecework system is designing for the operation staff, operation staff workload can be directly calculated. Therefore it can use the work measure to account their wages. The pensation of piecework system is that in accordance with the quantity production of qualified products or the volume of pleted work by staff, according to a prescribed price calculation piece of a kind of pensation. (2) The structure of pensationIts calculation : The pensation of piecework of frontline production staff per month= The pensation of posts standard The pletion rate of target output The pletion rate of target cost quality coefficient + skills wages + allowance. On one hand, take the pensation of posts standard to maintain the basic pletion。經(jīng)濟(jì)全球化在增加適應(yīng)性、創(chuàng)新和競爭力方面，對人才管理施加了可怕的壓力。智力資本作為獨(dú)特的生產(chǎn)要素，取代人力資木并排在產(chǎn)業(yè)資本、金融資本