The Application Of The Fair Theory To The Incentive In Administrative Organs

Fair is a very important issue in management。It can create a harmonious environment, fully develop the potential capacity of the staff, stimulate the enthusiasm and increase job satisfaction。The staff fair perspective affects and determines the fair understanding, behavior tendency and evaluation。It is the stable understanding and a psychological tendency, which restricts the equitable experience and judge of staff on the organization, then affect the efficiency of the staff。Therefore, the study of staff fair perspective has great significance in human resources management。Based on the theory of equity research, this paper described the theory of results fair, theory of procedural fairness, theory of equity interaction, wage decision theory of Marxist economics and Tinbergen's fair theory。Then introduced the notion of fairness to human resources management of the executive branch。Fair has the following four characteristics: objectivity, relativity, timeliness and the ripple effect。The administrative authorities and the private sector are different organizations, belong to two different incentive system and have different ideologies and values。Therefore, they are different in the pursuit of their goals, object management, value orientation, and other forms of organized outputs。Compared with the private sector, the executive staff has different requirements of value orientation, skills, political and moral norms。Therefore, fair Incentive is very necessary to executive branch staff。However, China has been under planned economic system for s long time in the past and still in a transition period, the executive incentive system is not perfect。Inequity phenomenon caused serious consequences。For example: egalitarianism, unfair opportunity, unjust punishment, unfair employing and unfair evaluation。There are many reasons, both institutional and historical。We can find that:①It is difficult to make the staff to feel fair。There are complex reasons。②Generally speaking, procedural fairness is more important than that of result to the employee。③staff encounter unfair, still hoping that organizations can take positive measures to improve the situation。Based on the analysis of equitable theories and the effect factors, according to China's actual situation, there are some solutions on improving executive branch incentive。First , to establish a scientific incentive mechanisms to ensure the objectivity of equity in the use of staff motivation to fully reflect fair; the incentive itself should be as fair as possible; fully reflect priority to efficiency and give consideration to fairness; focus on fair competition , establish a fair , reasonable and orderly competition mechanisms。Secondly, establish an objective and impartial evaluation and incentive systems。According to Expectation Theory, individual would pay more effort if he feels the close link between rewards and efforts。So, a fair and objective performance evaluation system, a flexible incentive approach, reasonable system of promotion and a satisfying compensation system are necessary。Thirdly, create a fair environment。Common values are the equal basis , how to form a common value are important aspects of the organizational culture。The fair of organizational climate will have a direct impact on staff and managers daily behavior and values。Therefore, a suitable modern thinking and values of the new system , a good communication, to the executive branch of government have played a role in promoting a fair incentive。In addition, the strictly enforced management system and impartial managers , replacing a fair outcome with a fair opportunity, raising staff awareness of the subjective sense of fairness; strengthening the principle of fairness of managers, are all contribute to the fairness of the executive incentive。...