目前，大多数公司都注重可持续经营，集中精力激励员工，给予他们决策权。在企业的经营过程中，员工被视为一个重要的群体，应该被更多地考虑，例如，管理者在照顾员工的需求和努力满足他们的需求，如生理需求，工作安全，财产和责任感，奖金和晋升等方面起着至关重要的作用。通过这些方法，员工的积极性和将来更加努力。此外，管理者不能总是控制一切，这使其他人认为他们受到监视，并没有显示他们的才能和创造力的自由。因此，公司的发展将受到限制。有效授权不仅使员工拥有控制权，而且使他们对工作更有责任感，只要有了麻烦，决策者就有责任承担不良后果。 本报告分为四个部分。首先，运用马斯洛的需求层次理论解释了公司激励员工创新的途径，包括五个层次的需求，并举例说明了每个层次的需求。讨论的例子显示了员工渴望得到满足的一些需求，当他们的目标实现后，他们就会激励他们。其次，在授权管理方面，对自我效能人格特质、需要理论和公平理论进行了分析和解释。这些理论提供了有效的授权使公司成功的积极信息。第三，以皮克斯动画工作室为例，探讨这些理论的实践问题。它主要集中在如何利用马斯洛的需求层次理论来激励员工。第四，分析并说明了授权对演播室成功的贡献。 根据皮克斯动画工作室的案例，我们认为公司应该更加关注员工的需求，以增强创造力。任何人都必须受到来自生理需求最低水平的最高要求的最高要求。最好的公司可以做任何努力来满足员工的需求，为他们提供展示才能的环境，让他们有机会实现职业目标，同时，获得企业的目标（萨兰西克，& Pfeffer，2012）。皮克斯动画工作室是一家激励员工的优秀公司。需求越高，员工的积极性就越明显。 首先，在授权的公平理论，员工应该由管理者指导建立公平感（Leventhal，2012），在生理活动中，人们总是夸大他们的贡献和成就，低估了薪酬，这将使他们形成心理失衡现象。此外，公平感会影响整个组织的倡议（Huseman，&哈特菲尔德&英里，2011），有必要帮助员工解决问题，照顾弱势群体。其次，皮克斯动画工作室致力于为员工提供良好的工作环境，使他们更有创造力，开发更多的新软件和电影。作为一个结果，这个工作室并在授权管理，例如，技术和创造性的员工获得了众多电影奖项，此外，它实现了第一个先锋奖2002约翰·拉塞特赢得了两项奥斯卡奖，因为他的方向，这个荣誉是赋权工作室的成功作出贡献的最好的证明。
At present, most companies pay more attention on the sustainable operation, thereby concentrating on motivating employees and give them power to make decision. In the operating process of business, employees are regarded as an important group and should be considered more, for example, managers play a vital role in taking care of the staff’s needs and make effort to satisfy their demands such as some physiological needs, safety of work, sense of belongings and responsibility, bonus and promotion. Through these methods, employees are motivated and more hardworking in the future. In addition, managers cannot always control everything, which makes other think that they are monitored and have not freedom to show their talent and creativity. As a consequence, the development of company would be restrained. The effective empowerment would not only make employees have the power of control, but also make them more responsible to work, provided that once there is something trouble, the decision maker has duty to afford the bad effect. According to the case of Pixar Animation Studios, it is concluded that company should be more concerned about the employees’ needs in order to enhance the creativity. Any one must be motivated by some special demands from the lowest level of physiological needs to the highest. The best company can make any efforts to satisfy employees’ demands and offer the environment for them to show the talents, giving them opportunities to achieve the career goal, in the meanwhile, get access to the corporate goal (Salancik, &Pfeffer, 2012). Pixar Animation Studios is an outstanding company that motivated their employees. The higher level of the demand would bring the obvious effect that employees would be motivated. Firstly, in terms of equity theory for empowerment, employees should build up the sense of equity by the guidance of managers ( Leventhal, 2012), in the physiological activities, people always overvalue their contribution and achievement and undervalue the remuneration, which would make them form the phenomenon of unbalanced mentality. Besides, the sense of equity would influence the initiative of entire organization (Huseman, &Hatfield, & Miles, 2011), it is necessary to help employees to solve problem, take care of the disadvantaged group. Secondly, Pixar Animation Studios make an effort to provide good working environment for employees, empowering them to be more creative to develop more new software and films. As a result, this studio does well in empowerment management, for example, the technological and creative employees have gotten numerous film awards, besides, it achieved the first Vanguard Award in 2002 and John Lasseter has won two Oscars because of his direction, this honor is the best proof for the contribution of empowerment to Studio’s success.
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