Research On The Assessment Of Grass-Roots Civil Servants In China

This study focuses on the deviation between the assessment management system and the effectiveness of the assessment of civil servants at the grassroots level,and tries to find out organizational culture reasons and put forward feasible suggestions.This study aims at the problem of assessment of grass-roots civil servants in China,carries out field research and organizational culture analysis,combines the development trend of government organizations and the characteristics of grass-roots civil servants themselves in modern time,The Characteristics of Organizational Culture of Public Administration in China,puts forward countermeasures and suggestions to improve the effectiveness of assessment management of grass-roots civil servants.This paper mainly uses the methods of participatory observation and in-depth interviews to obtain the information of grass-roots civil servants' assessment management practice.The main research object is the assessment management of the Government Service Centre and some municipal department of X city.The main research methods include literature research,narrative analysis,text analysis,case analysis,interdisciplinary research,comparison and induction.The theoretical value of the study lies in the integration of Shahin's and Hofstede's organizational culture theories as the theoretical analysis framework of the paper,which explains the problems existing in the assessment management of grass-roots civil servants in China from three levels of organizational culture.Meanwhile,it analyses the tools and theoretical sources of the assessment management of grass-roots civil servants,Through the two perspectives of public-private comparison and comparison between China and the West,a relatively objective and comprehensive organizational culture interpretation and interpretation of the assessment of grass-roots civil servants is carried out.the practical value of the study lies in examining the development,evolution andthe root causes of the problems of the assessment management of grass-roots civil servants from 2007 to 2017 from the perspective of case analysis,providing enlightenment and experience for the assessment of grass-roots civil servants in various places in the future,and deepening all parties' opinions on the assessment of grass-roots civil servants.The paper puts forward some countermeasures for the construction of organizational culture adapted to the assessment of Chinese civil servants,such as optimizing the overall design of the assessment of civil servants,deepening the recognition of the hypothesis of human nature towards good,establishing the value orientation of civil servants' management based on people-oriented,improving civil servants' participation and self-management in assessment,and promoting the construction of organizational culture by excellent traditional culture.To some extent,these suggestions can better promote the improvement of the effectiveness of the assessment of grass-roots civil servants.The main innovations of the paper are as follows:1.Theoretical innovation.In view of the similarity,compatibility and complementarity between Schein's and Hofstede's organizational culture theories,they are integrated and applied flexibly.On the basis of the three levels of Schein's organizational culture,the underlying assumptions are corresponded to the dimensions of national culture.In view of the fact that the traditional Chinese society is based on the pattern of difference order and acquaintance society.The important influence of interpersonal relationship on assessment is to replace gender dimension with particularism dimension,so as to analyze the assessment of grass-roots civil servants in China more pertinently.2.Explanative innovation.The characteristics of the organizational culture of the public sector lie in the publicity of its tasks and responsibilities,which determines their beliefs and values.At the same time,It demonstrates that the characteristics of China's public administration are collectivism and its core is neutralization.3.Innovation of assessment concept.This paper puts forward four kinds of human nature hypothesis and management hypothesis of human nature towards goodness;the assessment concepts of assessment removal,assessment substitutionand self-management of civil servants,questioning the necessity and cost of assessment management of grass-roots civil servants,jumping out of the assessment to see the assessment,rather than following the usual thinking,improving and perfecting the assessment system on the premise of recognizing and adhering to the existing assessment.4.Innovation of assessment measures.Three-level classified management of civil servants' assessment management;the detailed content of the assessment indicators of morality and competence;the protection and relief of civil servants' legitimate rights and interests in the assessment;the standardized management of other matters handed over by leaders and superiors;the experience and Enlightenment of X city's assessment.Research conclusions: This paper studies the practice and problems of the assessment management system of grass-roots civil servants,and draws the conclusion that the reason why the assessment system is difficult to achieve the expected and effective results is that the new public management theory,which draws lessons from enterprise management practices,has encountered double cultural inadaptability when it is applied to the assessment of civil servants in China.The essential difference between the organizational culture of the public and private sectors and the culture of the Chinese and Western countries leads to the variation,misreading and cognitive deviation of the acceptance and interpretation process of the theory's ideas and assessment tools.The publicity of public sector's work responsibilities and tasks determines the mismatch between its beliefs and values and the concepts of competition,efficiency,cost,profit,customer orientation and rational economic man hypothesis advocated by the new public management.The organizational culture of Chinese public administration is characterized by the collectivism tendency of Chinese national culture.China's traditional agricultural society and farming civilization determine the way of life and production of collectivism in China.Collective life and work need the cooperation of family members and the leadership of parents,resulting in a pattern of difference between superiority and inferiority,thus forming cultural characteristics such as high powerdistance,particularism and long-term orientation.In addition,through the comparative analysis of the organizational culture of the public and private sectors and the macro-organizational culture of China and Western countries,it is concluded that due to the differences between the organizational culture of the public and private sectors,the assessment of grass-roots civil servants applies the new public management theory,the concept of private sector assessment and performance assessment tools to the government departments,which will inevitably bring about an inevitable objective impact on the assessment management,to some degree,so the existence of China's grassroots civil servant assessment management problem has certain objectivity.At the same time,due to the essential differences between Chinese and Western cultures,the new public management is an imported theory originating from the soil of American national culture.The concept,method,practice and theoretical proponents of this theory can hardly get rid of their inherent Western cultural characteristics,when they were accepted,interpreted,recognized and borrowed in China.In the process of learning,misunderstanding,variation and cognitive deviation will inevitably occur,so from this point of view,to some extent,the existence of assessment problems of grass-roots civil servants in China has certain inevitability.