| To discuss the dynamic balance between incentive and restraint of civil servants based on the theory of "complex man" human nature hypothesis,it is necessary to satisfy the demands of civil servants to motivate them,and at the same time,to restrain them with various systems and professional ethics.From the historical dimension,the imbalance between the incentive and restraint of civil servants often occurs.From the reality,in the process of comprehensively deepening the reform,some civil servants appear the fear of difficulties,bad style of work and other practical problems,exposing various shortcomings in the incentive and restraint of civil servants.Therefore,in the new era,it is necessary to realize the dynamic balance between the incentive and restraint under the principle of paying equal attention to the incentive and restraint of civil servants,so as to ensure that the majority of civil servants are honest,honest,responsible and innovative.Based on the theory of organizational balance,this paper constructs a standard system of dynamic balance between incentive and constraint,which includes five first-level indicators and twelve second-level indicators.With the help of Tompkins’ incentive and constraint theory,combined with the characteristics of Chinese civil servants themselves and the characteristics of Chinese discourse system,four incentive strategies and grey motivation are summarized in terms of civil servants’ incentive: "obedience by law,reward by means,post identification,target value identification".In the aspect of civil servant restraint,it summarizes five restraint mechanisms: supervision,standardization of skills,standardization of working procedures,professional ethics and performance appraisal.Admittedly,the dynamic balance of the incentive and restraint of civil servants cannot be separated from the correct and positive ideological attitude of civil servants,good material guarantee,strong work competence,powerful legal regulation,perfect supervision system and the repair mechanism of the dynamic balance of incentive and restraint.Based on this,this paper designs the theoretical framework of dynamic balance of civil servants’ incentives and constraints,including six basic points: ideological guarantee,material guarantee,competence guarantee,legal guarantee,supervision guarantee and dynamic balance repair mechanism.On the analysis of the civil servant incentive strategy,civil servants gray motivation and constraint mechanism based on the dialectical relationship between,emphatically expounds the civil servant’s incentive and constraint of dynamic balance theory of logic,history and logic,logic and reality practice logic,combined with the new era,new tasks and new challenges to analysis the effectiveness of the incentive and constraint of dynamic balance.In the aspect of reviewing the practice of incentive and restraint management of civil servants in China,this study takes the problems existing in the incentive and restraint of civil servants as the basis of dividing historical stages,reviews the practice course of incentive and restraint of civil servants in China,and classifies the period from 1993 to 2012 as the exploration period of dynamic balance of incentive and restraint of civil servants in China.It is also the period when the restraint and incentive of civil servants are insufficient and the grey motive of civil servants is strong.The period from 2013 to 2017 is classified as the development period of dynamic balance between incentive and constraint of civil servants in China,and it is also the period of insufficient incentive of civil servants in China.The period from 2018 to now is classified as the optimization period of the dynamic balance of the incentives and constraints of civil servants in China.It is also the period when the incentives and constraints of civil servants in China are gradually strengthened and the dynamic balance is gradually realized.Based on the six basic points of the dynamic balance of civil servants’ incentives and constraints,this study analyzes the problems existing in the dynamic balance of civil servants’ incentives and constraints.On the ideological level,due to the lack of motivation of target value identification strategy and the limited effectiveness of professional ethics,the ideal and faith,work enthusiasm and honesty consciousness of civil servants need to be strengthened.At the material level,it is limited by the imperfect dynamic adjustment mechanism of incentives,the imperfect performance appraisal system,and the insufficient material security level of civil servants.In terms of competence,some civil servants have low recognition of their posts and imperfect training system,which weaken their work enthusiasm and make it difficult to comprehensively improve their work ability.On the legal level,some of the system’s execution force is insufficient,and the work procedure standardization constraint effect is limited,which restricts the system’s binding force.At the level of supervision,the supervision system is not perfect,and the grey motive of civil servants has not been completely eradicated.In terms of the dynamic balance repair mechanism,our country lacks the early warning mechanism of the imbalance between incentive and restraint of civil servants,and the adjustment mechanism and implementation mechanism of the dynamic balance between incentive and restraint are not perfect,which is not conducive to the realization of the dynamic balance between incentive and restraint of civil servants.In view of the problems existing in the dynamic balance of incentive and constraint of civil servants in our country,this paper puts forward relevant countermeasures and suggestions based on the six basic points of dynamic balance of incentive and constraint of civil servants.First,at the ideological level,we should strengthen the education of ideals and beliefs,cultivate the culture of clean government in society,and improve the work enthusiasm and clean awareness of civil servants.Secondly,at the level of material security,we should adhere to the merit system and the principle of marketization to dynamically adjust the means of awards,and improve the level of civil servants’ material security.Thirdly,at the level of competence,it is necessary to strengthen the service motivation of civil servants,build a "menu" training system,and enhance the work and service ability of civil servants.Fourthly,at the level of legal system,it is necessary to train civil servants’ legal awareness,enhance the institutional innovation ability of grass-roots government,strengthen the institutional execution responsibility,and improve the institutional execution ability.Fifth,the supervision level,to deepen the reform of the supervision system,improve the error tolerance and correction mechanism,improve the effectiveness of supervision;Sixth,from the perspective of dynamic balance repair mechanism,it is necessary to enhance the consciousness of civil servants’ dynamic balance,construct the early warning mechanism of civil servants’ incentive and constraint imbalance,improve the adjustment efficiency and executive power of incentive strategy and constraint mechanism,and perfect the adjustment and implementation mechanism of civil servants’ incentive and constraint dynamic balance. |
PDF Full Text Request