The Study On The Incentive Of The Inland Revenue Department's Grass-root Civil Servants

Currently, the state land tax system has 80% of the cadres and workers at the grassroots level, with 86.6% of local revenue comes from the grassroots,98% of taxpayers responsible for the management and services by primary. The grassroots level is the basic of the work. The focus is on the grassroots level. The grassroots is the basic, if it is instability, the system is instability. Must realistically achieve, maintain, and develop the vital interests of the grassroots cadres and workers, protect, guide, and give play to their enthusiasm for work, initiative and creativity. Therefore, the incentives of grass-roots civil service is very important, incentives are an important part of management activities, improve the incentive system is an important part of the construction of the civil service system. Whether or not the civil service proper incentives related to the government's administrative efficiency and the civil service initiative.The paper based on the incentive effects of principle and impact factors of motivation, from behavior and management's perspective, in-depth analysis from the existing civil service for the primary incentive problems. Then, combined with the actual situation of civil service positions from system, promotion, evaluation, wages and other aspects of reward and punishment to start and develop a grassroots civil groups, for incentives to improve grass-roots civil service incentive system.In this paper, the five chapters, the first chapter is the motivation of the problem situation at home and abroad; The second chapter is mainly explained the concept and principles of motivation, and study the concept of civil service incentive system and the role of the civil service incentive characteristics and describes the incentive effect of several important factors, including the two major aspects of internal and external factors, factor analysis studies to identify the motivation behind the root causes of problems and design appropriate incentives for civil servants at the grassroots level to provide a theoretical basis; The final chapter is the focus of this paper is to develop a suitable combination of real grass-roots civil service incentives, such as the civil service to enhance the quality of grass-roots, the establishment of a scientific appraisal system, improve the pay distribution, the implementation of transparent promotion system and implement a system of job competition and the last one eliminated, creating innovative incentives and communication in incentive systems and the establishment of a strict monitoring system.Finally, some concluding remarks brief review of the main points and conclusions of this paper, the research points out the inadequacies of paper, and the outlook for further research.