EW医疗器械公司是心脏瓣膜学科和血液动力学监测领域的领先者，中国区在职员工300名，年销售额近7亿元。尽管公司业务发展保持着稳步上升的态势，但是放眼整个市场成长来看，EW医疗器械公司近些年的发展中相关销售收入并没有跟随市场成长步伐。公司的销售部门在工作推进中，工作人员的积极性并不高，创新进取的意识不强，没有勇于开拓市场的决心和勇气，安于现状，导致公司的发展中销售业绩水平没有实现快速的提升及增长。因此，找到一套适合EW医疗器械公司销售人员的激励措施对于改善EW医疗器械公司业绩现状至关重要。本文在广泛查阅文献的基础上，基于波特-劳勒综合激励模型理论，采取问卷调查的方式对EW医疗器械公司销售人员的激励问题开展研究，总计回收101份调查问卷。研究发现：EW医疗器械公司的销售人员对现行工作中激励措施的总体满意度集中在满意和一般水平，但在某些具体维度上也表现出了不满意较高的情况，例如：薪酬体系不合理、绩效目标设置不合理、晋升机会不足等方面。围绕波特-劳勒综合激励模型中的努力工作实现绩效水平的提升转化、工作绩效增长之于奖酬水平的提升转化、员工奖酬水平之于工作满意度的转化、工作满意度之于努力工作的转化四个方面，对EW医疗器械公司销售人员管理激励机制开展深入的探究分析，从中发现其问题及不足，结合实际提出激励措施的优化建议。

EW Medical Device Company is a leader in the field of cardiac valve science and hemodynamic monitoring, with 300 employees in China and an annual sales of nearly 700 million yuan. Although the company's business development has maintained a steady upward trend, looking at the overall market growth, EW Medical Device Company has not followed the pace of market growth in recent years in terms of related sales revenue. In the promotion of the company's sales department work, the enthusiasm of the staff is not high, the awareness of innovation and progress is not strong, and there is no determination and courage to explore the market, content with the current situation, As a result, the company's sales performance level has not achieved rapid improvement and growth during its development. Therefore, finding a set of incentive measures suitable for sales personnel of EW Medical Device Company is crucial to improving the performance status of EW Medical Device Company.Based on extensive literature review, and based on the Porter-Lawler comprehensive incentive model theory, this article adopts a questionnaire survey to conduct research on the incentive issues of sales personnel in EW Medical Device Company. A total of 101 questionnaires were collected. The study found that the overall satisfaction of sales personnel in EW Medical Device Company with the current job incentive measures is concentrated on satisfaction and average levels, but there are also high levels of dissatisfaction in certain specific dimensions, such as unreasonable salary system, unreasonable performance target setting, and insufficient promotion opportunities and so on. Focusing on the four aspects of the Porter-Lawler comprehensive incentive model: hard work to achieve performance improvement and transformation, job performance growth to reward level improvement and transformation, employee reward level to job satisfaction transformation, and job satisfaction to next hard work transformation, this paper conducts in-depth exploration and analysis of the sales personnel management incentive mechanism of EW Medical Device Company, and discovers its problems and shortcomings, put forward optimization suggestions for incentive measures based on the actual situation.