Reform Of System For Slection And Appointment Of Ieading Cadres

Reform of the cadre selection and appointment system is fundamental counter-measure to construct a high-quality cadres, and train a large number of outstanding party and government leaders. But since the reform and opening up, the reform of cadre selection and appointment system which effectiveness is significantly, on the other hand, can hardly deepen. The current selection and appointment system is incompatible with reality, still has some conspicuous problems, particularly the core system reform lags, the reform power is insufficient, deep-seated contradictions and problems to be tackled. In view of this, the paper generally reviews the course of three decades of the reform, and realistic analysis of some problems of the reform, using of basic principles and methods of new institutional economics of institutional change and path dependence theory, rational analysis of the process and the dilemma of cadre selection and appointment system reform, revealing the crux of the deep contradictions and deep-seated reasons, on this basis, further putting forward the objectives, principles, strategies, paths, methods, and specific initiatives and so on. The paper is divided into six chapters.The introduction elaborates the background and the significance of the research on the reform of the system of selecting and appointing cadres, to review the relevant research at home and abroad, setting out the research methods and the framework of this thesis, and the paper's summary analysis of the innovation and its deficiencies. The study on the reform of selecting and appointing cadres cadre system needs the scientific theories to support. The first chapter starting from the basic concept "party cadres","party leading cadres", and "selection appointments system", it is specific analyses of the inherent logic connotation that the system evolution theories of new system economics of changes theory and path dependence theory which directly related with cadres selection and appointment system reform, to lay more solid of theory foundation for cadres selection and appointment system reform research.The second chapter focuses on the reform process, reform of the problems in diagnosis and analysis. In using basic method such as history research method, empirical analysis method, and literature analysis method, and so on, first carding the process of the reform, and Summarizing the performance of the reform, which has gained obvious achievements, but there are still some new problems that the current selection and appointment system is incompatible with the reality, existing some highlight problems, especially the core system reform lags, the impetus some less, deep contradictions and challenges also remains to be resolved. Hence, it provides a realistic basis to strengthen its research.The third chapter probes into the reform of the cadre selection and appointment system (transition) process. Firstly, to explore the motives of the reform demonstrates that the follow-up direction of reform. Secondly, the paper argues that the system innovation capacity and will of State Power Center is the dominant factors determining its direction, level, form and timing of cadre system reform, to a large extent, of which depends on the highest decision-making core leader's preference and utility maximization. With the theory of institutional change models, the thesis probes into the process of three decades of the reform, by specific examples of the system. We believe that power centre selects incremental reform model as a whole, which is determined by the overall system environments. The general reform is still dominated by incremental reform model, some time and some individual system arrangement will select radical model. From30years of the reform, it is basically followed by imposed institutional change, and it will accelerate the process of institutional change by combing and transition of the imposed institutional change and the induced institutional change. The reform is adjustability by nature, of which single system, peripheral system will update. The reform way impels the overall system vicissitude by the partial experiment. At present, the reform method primarily takes imitative vicissitude type, the original vicissitude as auxiliary, in the future, if the core system could break through, it must depend upon the original vicissitude to blaze the trail, and depends upon the imitative vicissitude to promote. Finally, the paper applies the cost-benefit framework of Systematic transitional theory to analyze the impetus for the reform, the public cadre selection system and cadre election system, for example, through benefit-cost analysis, and further demonstrates that the subsequent reform may own its path, objective, and space.The fourth chapter analyzes and discusses the background reasons that cause the obstacles and difficulties of the reform of the cadre selection and appointment system. Firstly, by exploring the negative mechanism of path dependence of the reform, the paper is analysis of the underlying causes of system going out of form lose shape. This paper argues that why cadre selection and appointment system is difficult to implement, both absolutism centralization of authority, the official standard thought, and the bureaucratic rules and other potential negative influences of traditional culture and cadres of the institutional inertia, but also the impact of the gradual reform is not complete, but also related actors in psychology and organizational behavior disorder factors, as well as power-benefits-liability caused by the mechanism of asymmetric barriers, the major resistance lies in the vested interests of the obstacles.Secondly, from the barriers to innovation, rigid ideology and preferences of power centers, and other aspects of policy implementation block, and so on, analysis of the root causes which three decades of the core of the system reform lags. Finally, theoretically origin, from the value of the conflict, democracy paradox, conflict of interest, institutional difficulties, the embarrassment of subject, cultural difficulties, and so on, further elaborating the deep-seated contradictions of the reform's dilemma, it sets of possible boundary.The fifth chapter mainly probes into the tentative ideas of deepening the cadre selection and appointment system reform. First, macroscopically, the chapter studies the deepening-reform goal, principle, way, strategy and method and other issues. This article proposes that cadre election system as the core, tests, the appointment system and engagement system as the supplements, the appraisal system, supervision system of appointment, the term system, the remove system, the resignation system and so on, as the necessary supporting system of cadre selection and appointment system, which is the reform goal and the direction. The rational reform path is where "the imposed" and "the induced" combining,"the whole incremental type" and "the part breaks" vicissitude unifies. The principle of the reform is to uphold the core values, at the same time, to maintain the system foresightedness, overcoming the reform body self-interest, getting the whole system coordination. There are several specific reform strategies, but the basic strategy is "formal" institutional change together with "informal" institutional change to reduce the cost of the reform. The reform of the basic approach is to optimize, the most important one is to innovate. Secondly, the chapter discusses the issues, such as system's design, the optimization and the innovation. As the area of the electoral system, selection and appointment of oversight mechanism, promoted or demoted mechanism, a series of comprehensive proposals were made. Thirdly, in view of the difficult problem in the reform---the execution going out of form, the basic idea is to cultivate a new democratic culture and the mainstream ideology, speeding up the informal system vicissitude, to create a favorable social environment for the reform. In addition, the focus and the heat problem of the reform-how to restrict and supervise the chief leader to abuse, to be discussed, presenting the right of the people recognized as the core concept of the five rights. Finally, the chapter explores the relevant security system development, proposing that to enhance the fundamental research, to establish the new organizations and agencies, to strengthen the legislation, and so promote the reform of cadre selection and appointment system.The sixth chapter discusses the conclusions and recommendations of the reform. Cadre selection and appointment system reform is both a theoretical topics of great practical significance, and it is also the considerable technical difficulty in practice. The main conclusions of the full text is in accordance with the intrinsic logic order, based on the research results, and puts forward a series of policy proposals of the perfect system.