在当今的全球知识经济时代，知识成为了经济发展的基础，知识的载体人才是关键因素。知识型员工承载着企业的核心竞争力，如何激励知识型员工开发潜能就成了研究的热点；知识型员工是新型生产力的代表，与其它类型的员工特点不同，知识型员工的激励措施与传统的激励理论有很大不同，现代知识型员工的激励措施以员工的个人需求为导向，从多方面考虑，通过奖励方式和工作环境，建立信息沟通渠道，在激发、引导、保持和规划知识型员工在组织中的工作热情，最后个人和组织目标得到实现。如何能做到有效的激励知识型员工，已经成为当前人力资源管理研究工作的核心。因此，知识型员工的激励问题研究十分重要。 A公司是一家发展壮大时期的高新技术企业，本文通过问卷调查和个人访谈，分析研究了A公司知识型员工激励现状，该公司知识型员工的激励措施方面表现良好，员工在工作中的个人能力发展和幸福感都比较强；公司有着良好的企业文化，认识到知识型员工是公司最重要的资源，要充分信任、尊重且公平的对待他们。让他们在和谐的氛围中工作，增强员工的活力，提高公司的凝聚力。 基于对A公司的问卷调查和个人访谈的数据结果，本文发现知识型员工的需求按重要程度排名依次为薪酬福利(80.65%)、个人发展(74.19%)、公司前景(74.19%)、企业文化(51.61%)、工作稳定(48.39%)、管理者魅力(45.16%)、人际关系(32.26%)和培训(22.58%)。 从研究中发现A公司知识型员工的激励因素中存在的问题，并相应的给出了优化的激励措施如下： 公司通过加强奖励幅度提高员工的薪酬；通过一系列的系统技能培训，建立学习型组织和学习型个人，强化企业的竞争力和凝聚力，提高知识型员工的个人职业能力素养；公司应足够重视非经理级别知识型员工的职业晋升发展；构建良好和谐团结的企业文化氛围，其积极影响着知识型员工的工作态度；针对类型不同的知识型员工应该采用差异化的激励方法，满足相关员工所存在的自主性需求，更好的激发知识型员工的主动性，实现组织目标。

In the era of global knowledge economy, knowledge has become the base of economic development. The talents with rich knowledge have become a key factor. And knowledge workers have carried the core competence of the corporation. Therefore, it has become a hot research topichow to inspire knowledge workers to develop their potential. As the representative of the new productive forces, knowledge workers differ from other workers. That’s why the incentives for knowledge workers are very different from the traditional incentive theories. The incentives for today’s knowledge workers are employee’s personal need-oriented. Specifically, with the reward system and an improving working conditions, companies firstly establish the information communication systems, and then they try to inspire, guide and maintain the enthusiasm of knowledge workers when working in the company. Finally, the goals of both individuals and the company can be achieved. Now how to motivate knowledge workers effectively has been the focus of the research of human resource management. So the research on how to motivate knowledge workers matters a lot. As a high and new technology enterprise, companyA is developing and becoming more mature. Through questionnaires and personal interviews, we have analyzed the current situation of motivating knowledge workers. In summary, the incentives for knowledge workers are effective in that employees have obtained their personal development and are happy when working. What’s more, equipped with excellent corporate culture, the company has an awareness that knowledge workers are the most important resource for a company and they deserve full trust, respect and fairness. Under these circumstances, they can work harmoniously so that the workers will be more vigorous and the cohesion force can be enhanced. Based on the data of questionnaires and personal interviews, we find that the needs of knowledge workers are ranked by importance from top to bottom as the followings: salary and welfare (80.65%), personal development (74.19%), company prospects (74.19%), corporate culture (51.61%), job's stability (48.39%), manager’s charisma (45.16%), interpersonal relationships (32.26%) and training (22.58%). In the research, we discovered some problems about the incentives for knowledge workers. Therefore, several measures to optimize the incentives are given as follows: Through a series of system skills training, the company establishes learning organization and learning type through a series of system skills training, strengthens the competitiveness and cohesion of the enterprise and improves the personal professional ability of knowledge workers; the company should pay enough attention to the career advancement and development of the non manager level knowledge workers. The construction of a good and harmonious enterprise cultural atmosphere has a positive impact on the working attitude of the knowledge-based employees; the different types of knowledge workers should adopt different incentive methods to meet the independent needs of the related employees, to better stimulate the initiative of the knowledge workers and to achieve the organizational goals.